Show detailed information about district and contract

Shared Contract District
Org Code570000
Type of DistrictMunicipal K12
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2017
Expired StatusCurrent
Superintendency UnionChelsea
Regional HS MembersChelsea
ESE RegionGreater Boston
UrbanUrban Superintendents Network
Kind of Communityurbanized centers
Number of Schools9
Percent Low Income Students50
Grade StartPK
Grade End12
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LOCAL 1340












Duration of Agreement


July 1, 2008 – June 30, 2011

MOA extension until June 30-2017





The Collective Bargaining Agreement between the Chelsea School Committee and Chelsea Teachers' Union that expired on June 30,2014 shall be continued through June 30, 2017 with the modifications (marked in bold) set forth below. All changes are intended to take effect as of the date of ratification by both parties, unless otherwise noted.

Article III, Section D (Longevity Increments) (page 4) - Increase each longevity amount by $100.00 effective 7/1/14.

Article III, Section N (Schedule of Salary Increases) (page 5) - Revise to read as follows:

1.         Effective September 1,2014, all bargaining unit members shall receive a 3% salary increase, and the salary schedules shall be adjusted accordingly (as appended).

2.         Effective July 1,2015, bargaining unit members shall receive a 2.5% salary increase and the salary schedules shall be adjusted accordingly (as appended).

3.         Effective July 1,2016, a bargaining unit members shall receive a 2.5% salary increase and the salary schedules shall be adjusted accordingly (as appended).

Article V, Section BB (Working Conditions-Lesson Planning)-Add the following sentence:

In the event an administrator seeks to remove the lesson plan book from the classroom for the purpose of review or copying, the teacher will have the option of instead providing a copy of the dates/pages requested, so long as provided by the end of the school day.

Article V, Section C (Teacher Appraisal System) - Update to reflect and continue provisions agreed upon effective July 1,2013, with amendment numbered items to read as follows:

Preface [no changes]

1.         The parties have adopted the DESE Model Collective Bargaining Language on Educator Evaluation as set forth in Appendix B, with the modifications specified herein.

2.         The "Standards" and "Indicators" will be the rubrics published by the DESE (CMR 35.03 and 35.04) for Teacher and Specialized Instructional Support Personnel (Caseload Educator). Rubrics for guidance counselors and psychologists, as developed by related professional organizations, that are published on the DESE website are considered to be "Standards and Indicators published by DESE" for the purpose of evaluating educators in those positions.








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3.         A provision will be added to provide that: "the evaluator will be fair and reasonable in judging educator performance, in approving educator goals, and in all other facets of educator evaluation."

4.         The parties agree to establish an Evaluation Bargaining Team to meet at least annually to review the evaluation processes and procedures. The Union President shall appoint the Union members. The Superintendent shall appoint the management members. The Evaluation Bargaining Team will consider and negotiate over any changes proposed to the evaluation process and procedures by either party. In addition, at such times that the DESE makes additions or modifications in the regulations concerning educator evaluation, the Evaluation Bargaining Team will meet and negotiate over the impact of such additions or modifications. The parties agree to reopen the Collective Bargaining Agreement for the limited purpose of negotiations under this paragraph.

5.         Each educator will be assigned a "primary" evaluator.

6.         For each school year the Superintendent shall select a minimum of ten (10) of the thirty-three (33) Elements, including a minimum of one Element from each of the four (4) Standards, to be given particular priority during the evaluation process on a district-wide basis during the year. Each Principal may have the option of selecting an additional five (5) Elements to be given priority on a school-wide basis during the year. The Superintendent and Principal, as applicable, will notify all educators and evaluators of the Elements selected for priority during the year no later than the first day of school. The number of elements shall be equal in each school.

7.         Each educator shall be responsible for the Five-Step Cycle (CMR 35.06):

a.         Self-Assessment addressing Standards of Performance and Student Learning

b.         Goal Setting and Educator Plan (at least 1 student learning and 1 professional practice goal)

c.         Implementation of the Educator Plan and Collection of evidence

d.         Receiving and signing the Formative Assessment or Formative Evaluation, mid-cycle.

e.         Receiving and signing Summative Evaluation based on performance against standards and attainment of goals*

* Signing only indicates acknowledgement of receipt; it does not denote

agreement with the contents

8.                  Educators who attain status at the start of an even year will be placed in an even year Cycle 2, Educators who attain status at the start of an odd year will be placed in Cycle 1; educators currently on an improvement plan will revert to their original cycle when no longer on an improvement plan.

APPENDIX B1, B2, & B3.

APPENDIX B1 (Timelines) - Adjust timelines, as reflected on attached chart, effective with the 2015-2016 school year.

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APPENDIX B2 Teacher and Caseload Educator Evaluation - Revise Section 3 (Evidence Used In Evaluation) first sentence of Part C(i) to read as follows:

C.        Evidence relevant to one or more Performance Standards, including but not limited to:

i)          Evidence compiled and presented by the Educator, including that set forth below. In no case shall Educators be required to submit more than eight (8) pieces of evidence (artifacts) for review.

APPENDIX B3 (NEW) - Add language on District Determined Measures (DDMs), attached.

Article V, Section AA (Faculty Meetings) (page 24) - Clarify "Specialist Groups" in third paragraph, to now read as follows:

Specialist teachers (such as teachers of Special Education, English Language Learners, Literacy/Title I, Social Workers, Guidance, Visual Art, Physical Education, Performing Arts) are also required to attend one additional monthly district-wide meeting scheduled for up to one hour to address specific issues or curriculum directly related to the district-wide program to which the teacher is assigned.

Article VII (Leaves of Absence), Section H (Maternity/Parental/Adoptive Leave (page 32) - Revise to read as follows:

            Article VII - Leaves of Absence, Section H (Maternity/Parental/Adoptive Leave)

1.         Parental leaves will be granted to employees in accordance with the Massachusetts Maternity Leave Act at MGL Chapter 149, Section 105D (MMLA) and the Family Medical Leave Act (FMLA).

2.         An employee who wishes to take leave under this section shall inform the Superintendent in writing on an approved form of the anticipated date of departure at least four (4) weeks in advance. (In the event of notification by an appropriate agency of an adoption date less than four (4) weeks in advance, the notice date will be adjusted accordingly.) At the time of the notification, the employee will select one of the following two (2) options, to the extent eligible:

Option A - Statutory Leave: Unpaid Massachusetts Maternity Leave (MGL Chapter 149, Section 105D) or unpaid leave under the Family Medical Leave Act Leave. Employees who are adopting or otherwise taking maternity/paternity leave without giving birth may substitute seven (7) work days of paid leave, to be deducted from accumulated sick leave. An employee who is pregnant or giving birth may substitute her accumulated personal sick leave to cover days during the school year when she is medically incapacitated from working as a teacher. An employee who gives birth is presumed to be medically incapacitated from working as a teacher for eight weeks immediately following the birth. The Superintendent may require an employee to submit adequate evidence of medical incapacity for any other period of disability relating to pregnancy/childbirth. The duration of Statutory Leave shall not exceed eight (8) weeks (or in the case of FMLA leave, twelve (12) weeks) from the date of the leave's commencement.


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Option B - Extended Leave for Employees with Professional Teacher Status. Unpaid extended leave through the end of the school year in which approved Statutory Leave concludes.

3.         At the time the employee requests and is granted his/her leave, the anticipated date of return shall be specified. In the event employee is unable to return on the specified date of return, the employee must submit a written request for additional leave to the Superintendent at least one week in advance. Absent the request for and the granting of additional authorized leave, the employee's failure to return on the specified date shall be deemed a voluntary resignation not subject to the grievance procedure.

4.         A teacher returning from a maternity/parental/adoptive leave of absence will be returned to his/her previous position or a substantially similar position and will retain the seniority held at the time the leave became effective. Salary placement shall be at the next step of the salary schedule if the teacher served one-half or more of the year in which the leave was granted.

Article XII, Section B (Adjustments of Grievances) (page 42)-Revise Section 3 to provide for consistency with other time lines, to thus allow ten (10) school days for presentation of the grievance to the Superintendent.


Article XIV Union Privileges and Responsibilities (page 46) Fair Practices - Add sexual orientation and gender identity, to reflect current classifications protected by Massachusetts Law.

Article III, Section P Expanded Learning Time (Appendix A) (page 6) - Eliminate, as no longer in effect

Article V, Section F Teaching Load; Teaching Programs (page 13) - Eliminate Section (relating to double periods), as is no longer in effect.

In addition to the extension of the Collective Bargaining Agreement with the modifications set forth above, the parties hereby acknowledge that they will open the Collective Bargaining Agreement prior to September 2016, for the sole purpose of bargaining over clarifications in the current language and to make revisionsf if any, that are necessary to comply with the amendments to Mass. Gen. Laws c. 71, §42, which become effective in September 2016







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District Determined Measures (DDMs)

Rating of Educator Impact on Student Learning

A)        Basis of the Educator Impact on Student Learning

i.          the following student performance measures shall be used in combination with professional judgment to determine an educator's impact on student learning.

(a)          Statewide growth measure(s),

(1st)       Where available, statewide growth measures must be used each Year as one of the measures used to determine the educator's Student Impact Rating.

(2nd)      Statewide growth measures include the MCAS Student Growth Percentile, or its equivalent, and ACCESS for ELLs gain score.

(b)     District-Determined Measures (DDMs) of student learning, growth, or    Achievement

B)        Identifying and Selecting District-Determined Measures

i.          Establishment of Working Groups and a Union Management DDM Committee

(a)     DDM Pilot and Working Groups of teachers and administrators were established to identify and select DDMs from a pool of existing Chelsea measures and, if necessary, to create new measures. Moving forward, such Working Groups will be established on an ad hoc basis as needed to identify and/or develop DDMs.

(b)     A Joint Labor Management Team, including the Union President, other individuals selected by the Union, and administrators, was established to bargain over recommendations for DDMs from DDM Pilot and Working Groups. Moving forward, this Team will be called the "DDM Bargaining Team."










ii.         DDM Selection Criteria

(a)          DDMs may consist of direct or indirect measures.

(1st)       A direct measure assesses student growth in a specific content area or domain of social-emotional or behavior learning over time.

(i)           For all classroom educators, at least one measure in each year that will be used to determine the Educator Impact on Student Learning must be a direct measure.

(ii)          Direct measures include measures such as: formative, interim and unit pre-and post-assessments in specific subjects, assessments of growth based on performances and/or portfolios of student work judged against common scoring rubrics, and mid-year and end-of-course examinations.

(2nd)        Indirect measures do not measure student growth in a specific

content area or domain of social-emotional or behavioral learning but do measure the consequences of that learning.

(i)           Indirect measures include changes in: promotion and graduation rates, attendance and tardiness rates, rigorous course-taking pattern rates, college course matriculation and course remediation rates, discipline referral and other behavior rates, and other measures of student engagement and progress.

(b)        DDMs must be comparable across grade or subject level district-wide.

(c)        DDMs may be norm referenced or criterion referenced.

(d)       DDMs must include consistent, transparent scoring processes that establish clear parameters for what constitutes high, moderate, and low student growth.

(e)        DDMs must be aligned to Massachusetts Curriculum Frameworks or to the Massachusetts Vocational Technical Education Frameworks.

iii.        Process for Selecting DDMs

(a)        The DDM Working Groups shall provide to the DDM Bargaining Team written recommendations identifying two (2) DDMs for each educator in the district according to subject and grade taught (e.g., Grade 4 Reading, Grade 12 English).












(b)        Through the DDM Bargaining Team, the parties will bargain over the recommendations. It is understood that the DDM Bargaining Team may ratify the recommendations of the DDM Working Groups or may make adjustments to those recommendations.

(c)        Adjustment to/Addition of Measures: At request of the Union President or administrative staff, the DDM Bargaining Team will meet to consider and bargain over adjustments to existing measures or the addition of new measures.

(d)       Educators must be informed of the two DDMs selected from the Negotiated lists that will be used to determine their Educator Impact on Student Learning no later than the fifth day of the teachers' work year. The evaluator's designation of a teacher's DDMs must be given to the teacher in writing. All teachers teaching the same subject and grade must be given the same DDMs.

(e)        The Superintendent shall consult with the Union President, and in accordance with the CBA shall arrange professional development for all educators, principals and all other evaluators that outlines the components of the Educator Impact on Student Learning and prepares educators to administer DDMs.

C)        Determining Educator Impact on Student Learning for Each DDM

i.          The evaluator will meet with the educator annually to discuss the Educator's students' growth scores on each DDM for that school year. For each DDM, the evaluator will consult with the educator and then will determine whether in general, the educator's students demonstrated high, moderate, or low growth in comparison to the parameters the parties have set for high, moderate, and low growth for the specific DDM. The evaluator will then apply professional judgment to the student outcome data to determine whether the educator's impact on student learning was high, moderate, or low. The evaluator's professional judgment must account for contextual factors including, but not limited to, the learning challenges presented by the students and the learning environment.

ii.         Educators shall have an opportunity to review and confirm the rosters of students whose scores will be used in the determination of their impact on student growth for each DDM.

(a)        For full-year or fall semester courses, the DDM results from students who are not enrolled in the grade or course by October 1st or do not remain enrolled through the final date the DDM is administered shall not be used in the determination of an educator's impact on student growth.













(b)          For spring semester courses, the DDM results from students who are not enrolled in the grade or course by the end of the fourth week of the semester or do not remain enrolled through the final date the DDM is administered shall not be used in the determination of an educator's impact on student growth.

(c)          DDM results from students who are not present for instruction or education services for at least 90 percent of the allotted instructional or service time shall not be used in the determination of an educator's impact on student growth.

D)        Determining Educator Impact on Student Learning

i.          The evaluator shall use his/her professional judgment to determine whether an educator is having a high, moderate, or low impact on student learning. The evaluator will consider the designations or impact (high, moderate, or low) from two measures (a statewide growth measure must be used as one measure, where available) in each of at least two years and will apply professional judgment to those designations in order to establish trends and patterns in student learning, growth, and achievement, before determining the Educator's Impact on Student Learning. The evaluator's professional judgment must account for contextual factors including but not limited to the learning challenges presented by the students and the learning environment.

(a)        A rating of high indicates the educator's students demonstrated significantly higher than one year's growth relative to academic peers in the grade or subject.

(b)        A rating of moderate indicates that the educator's students demonstrated one year's growth relative to academic peers in the grade or subject

(c)        A rating of low indicates that the educator's students demonstrated significantly lower than one year's growth relative to academic peers in the grade or subject.

ii.         The evaluator shall meet with the educator rated low to discuss the Educator Impact on Student Learning. The evaluator shall meet with the educator rated moderate or high to discuss the Educator's Impact on Student Learning, if either the educator or the evaluator requests such a meeting.

E)        Intersection between the Summative Performance Rating and Educator Impact on Student


i.          An educator's Summative Performance Rating is a rating of educator practice and remains independent from the Educator Impact on Student Learning, which is a rating of impact on student learning, growth, and achievement.












ii.         Educators with PTS whose overall Summative Performance Rating is Exemplary or proficient and whose Educator Impact on Student Learning is moderate or high shall be placed on a two-year self-directed growth plan.

iii.        Educators with PTS whose overall Summative Performance Rating is Exemplary or proficient and whose Educator Impact on Student Learning is low shall be placed on a one-year self-directed growth plan.

(a)        The educator and the evaluator shall analyze the discrepancy between the Summative Performance Rating and Educator Impact on Student Learning to seek to determine the cause of the discrepancy.

(b)        The Educator's Plan may include a goal related to examining elements of practice that may have contributed to low impact

iv.        Evaluators and educators shall use evidence of educator performance and Impact on student learning, growth, and achievement in the goal setting and educator plan development processes, based on the educator's self-assessment and other documented sources of evidence that the evaluator has previously shared with the educator.

F)        Time Line for Initial Reporting of Impact on Student Learning Ratings (DDMs)

i.          The district shall implement DDMs and collect first year of Impact on Student Learning Rating data during the 2014-2015 school year,

ii.         The district shall implement DDMs and collect the second - year of Impact on Student Learning Rating data during the 2015-2016 school year.

iii.           Initial Impact on Student Learning Rating shall be determined based on trends and patterns for the 2016 Summative Evaluation and will be reported to DESE.











This Memorandum of Agreement, having been ratified by the parties, is hereby signed and sealed by their duly authorized representatives. The parties recognize and agree that all proposals/counterproposals regarding changes to the Collective Bargaining Agreement not embodied in this Memorandum have been withdrawn.





















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A.     Recognition


1.      Subject to any applicable provisions of State or Federal Law or regulation now or hereafter in effect, the Committee recognizes the Union as the agency through which the teachers of the Chelsea School System in the below described unit represent their considered opinion on matters cognizable as mandatory subjects for discussion pursuant to the terms and valid administrative interpretations of Chapter 763, Acts of 1965 of the General Court and any subsequent amendments thereto.


2.     The Chelsea School Committee recognizes the Chelsea Teachers' Union as the exclusive bargaining representative for all those persons in bargaining Unit A which consists of all classroom teachers, including heads of departments, special subject teachers, guidance counselors, permanent substitutes and full-time occupational therapists, but excluding members of Unit B and all other school employees.    All provisions of this agreement apply to occupational therapists except those listed in Article X – Special Services; Section E – Occupational Therapists.


3.     Nothing contained in this Agreement shall be construed to prevent any teacher or ad hoc group of teachers not acting on behalf of any employee organization or representing anyone but themselves from at any time discussing problems with any of their supervisors, the School Committee, or other representatives of the School Committee without the previous consent of the Union;  nor  shall  any action taken by said supervisors, School Committee, or its representatives as a result of such discussion be the subject of a grievance otherwise legally contested by said Union unless such action is in specific and direct contravention of express language in a specific provision of this Agreement.  The Union will be notified and have a right to attend any such session before the School Committee.






A.     Rights of Committee


1.      Except as expressly provided otherwise by the terms of this Agreement, the determination and setting of district wide policy are vested exclusively in the School Committee.  The operation of the schools, the direction of the professional staff, and the implementation of policy are vested exclusively with the Superintendent of Schools.


2.      Except as expressly provided otherwise by the terms of this Agreement, the determination and administration of educational policy, the operation of the schools, and the direction of the professional staff are vested exclusively in the School Committee.


3.      All notices, demands, grievances, or other documents to be served upon, or delivered to the School Committee will be delivered in a timely fashion to the Superintendent of Schools, Chelsea City Hall, Chelsea, MA.







A.     Placement on the Salary Schedule


1.      The salary of each teacher in the Chelsea School System shall be determined pursuant to the following sections of this Article.


2.      The Superintendent of Schools shall fix the initial salary rate of each teacher on entering employment, giving consideration to previous experience and special skills, provided that such salary rate shall not be less than the minimum established in this Article.  Teachers who enter the Chelsea School System, other than at the beginning of the school year, will move the following year on the step schedule at the discretion of the Superintendent of Schools.  Teachers who are within the System will not be granted additional step increases except for service and/or degree requirements.


3.      Credit for placement on the salary schedule may be given to teachers with public or private school experience meeting all the qualifications of the Chelsea School Department at the discretion of the Superintendent.  For salary credit purposes, a minimum of one hundred twenty (120) days service, within the Chelsea School System within one school year shall be the basis for computing one year of teaching experience.


  4.       All teachers new to Chelsea will usually be placed at a level of pay that fairly represents the teacher's experience.  The hiring authority may place a newly hired teacher at a competitive level of pay to reflect the teacher's educational attainment or most recent salary within another district.  The superintendent reserves the discretion to place a newly hired teacher with considerable previous experience at an appropriate level consistent with above.



B.     Basic Salary Schedule


1.      No teacher employed by the School Committee shall be paid a salary less than that provided for by the "Basic Teachers' Salary Schedule."


2.      In the event that the Commonwealth of Massachusetts passes minimum salary legislation, including a local option, and the City accepts it, the School Committee agrees to open the salary schedule for negotiations.


3.              The salary rates in effect during this agreement can be found in the Appendix.


C.     Compensation for Advanced Degrees


The salary scales (II-IV) pertaining to the Master's Degree column, Master's + 30 column, and Doctorate Degree column shall only apply to those individuals who have completed all requirements for their degrees from colleges and universities accredited by the New England Association of Colleges and Secondary Schools or the five accrediting institutions.


D.     Longevity Increments


1.      Longevity increment shall be granted for years of service as a regularly appointed employee of the Chelsea School System based upon the following schedule:


                                 2008-09                         2009-10                2010-11

After 10 years          $   750                            $   800                 $    850

After 15 years          $1,450                            $1,500                   $1,550

After 20 years          $1,700                             $1,750                  $1,800

After 25 years          $1,950                             $2,000                  $2,050

After 30 years          $2,200                             $2,250                  $2,300

After 35 years          $2,450                             $2,500                  $2,550

After 40 years          $2,700                             $2,750                  $2,800


E.     Differentials for Special Service Personnel


1.      Teachers appointed as Lead or Mentor Teachers shall be compensated on the next higher pay scale for the duration of their appointment.  An employee appointed to one of these positions who is compensated on scale IV (Ph.D.) shall receive a differential adjustment of 6% per year.


2.      Guidance counselors and school psychologists at the secondary level may be required by the Principal or the Superintendent to work in excess of the regularly negotiated work year for the bargaining unit (not to exceed 200 days per school year) and shall be compensated at the pro-rata share of the annual salary for the extra days.  Any such days worked shall be scheduled immediately before and/or immediately following the school year or as may be mutually agreed to by the guidance counselor/school psychologist and the Principal or the Superintendent.


3.      Teachers who are assigned to the Chelsea High and Middle School Alternative Programs (formerly at the Tudor Hill School) will receive an annual stipend of $1,200 as long as they continue to perform the duties described in the job description in effect for SY 2002-2003.  The stipend shall be paid in two equal installments and shall be pro-rated for an assignment lasting less than a full school year. 


F.      Increments for Advanced Credit


Increments for advanced credit shall be paid in the succeeding month following submission of evidence that the degree has been received.


G.     Teaching Before and/or After the Regular School Year


Any teacher who is required to work in his/her capacity as a teacher before the

beginning of the regular teacher work year and/or following the close of the teacher work year shall be paid at the pro-rata of the annual salary.


H.      Itemized Payroll


All pay stubs shall include a clear statement of all monies earned and all monies deducted.


I.       Hourly Rate of Pay


1.      Teachers who are assigned to after school or before school services will be paid according to the following schedule: 


         $30.00 per hour                 effective                    7/1/2008

         $31.00 per hour                 effective                    7/1/2009

         $32.00 per hour                 effective                    7/1/2010


2.      Bargaining unit members who are selected and approved by the Superintendent or designee to make formal presentations at workshops or in-service programs offered by the Chelsea School Department shall be paid at the contractual hourly rate plus an additional $10.00 for each hour of presentation. 


3.      Teachers will not receive compensation for attendance at professional development programs held after school.  Teachers will receive compensation if they are required to attend school department sponsored professional development programs which occur outside the required 183 days, except as provided in article III. N. 6.C  (newly hired teachers).  Announcements for professional development opportunities will indicate if teachers will receive compensation.


4.      Teachers who work for the hourly rate of pay shall receive payment in a timely fashion.


J.      Additional Compensation for Visual and Performing Arts Guests


Only teachers who are recruited from other schools (who are not regularly assigned to the school) to accompany a performing arts event will be paid at the contractual hourly rate for the actual hours they work in the role of the accompanist.  The hours must be approved in advance by the school principal, and subject to funding.                                                             


K.     Payment Schedule


Teachers will be paid on a bi-weekly basis commencing with the second Friday of the school year.  All teachers will be paid over 24 pay periods.


All newly hired teachers must have their checks direct deposited.


L.     Preparation Period Compensation


Teachers shall not be assigned to teach or perform additional duties during their preparation periods.  In an emergency, a teacher required to perform assigned duties shall be compensated at the hourly rate of pay.  If the School Department fails to secure a substitute for an absent employee resulting in students being distributed among other teachers, all affected teachers shall receive a pro rata share of the substitute teacher base pay based on the number of students received.  The term “emergency” shall mean “an unanticipated and/or unplanned event that requires immediate resolution.”  The same meaning shall apply to other provisions of the contract when the term “emergency” is used.


M.    Adjustment of Pay


If the Department determines that a reduction in the regular rate of pay is to be made, the employee shall receive written notice from the Department.  The notice shall include sufficient information to permit the employee to initiate a grievance based on the notice.  Grievances based on this section may be initiated with the Superintendent of Schools.


N.     Schedule of Salary Increases


1.      Attached to, and made part of this agreement are salary schedules identified as Scale I (BA), Scale II (MA), Scale III (MA+30), and Scale IV (Ph.D.) for all years of this agreement.  These scales differ from the system of compensation contained in the predecessor agreements as follows: 


2.            Effective September 1, 2008, the sum of $250 will be added to the base of Step 11 of the salary schedules.  All bargaining unit members shall receive a 2% base salary increase and the salary schedules shall be adjusted accordingly (as appended).


         Effective with the 13th payroll of the school year, all bargaining unit members shall receive a 2% salary increase and the salary schedules shall be adjusted accordingly (as appended).


3.      Effective September 1, 2009, all bargaining unit members shall receive a 2% salary increase and the salary schedules shall be adjusted accordingly (as appended).


      Effective with the 13th payroll of the school year, all bargaining unit members shall receive a 2% salary increase and the salary schedules shall be adjusted accordingly (as appended).


4.      Effective September 1, 2010, all bargaining unit members shall receive a 3% salary increase and the salary schedules shall be adjusted accordingly (as appended).


5.      The parties agree to discuss merit allocation following receipt of recommendations from Union/Management Committee as described in section 12.  The term “parties” refers to the public employer and the officers of the Chelsea Teachers’ Union.


6.      The school year for teachers shall be scheduled as follows:


a.  One day shall be scheduled at the beginning of the calendar for pre-school preparation and staff meetings.


b.  Two days shall be scheduled for the purpose of staff development and in-service.  The parties agree to cooperate on a plan for the scheduling and content of these days to assure maximum effectiveness.


c.  All teachers who are new to the system or substitute teachers who are hired to fill a teaching vacancy will be required to attend a three (3)-day orientation program prior to the start of the work year in the year of initial employment.  These three (3) days shall be in addition to the regular teacher work year, and, as a condition of employment, shall not be compensated.  A new teacher who is hired after the start of the work year or after the orientation period must attend ongoing meetings and orientation of equivalent duration during the course of the school year.  All newly hired teachers will be placed at no less than Step 2 of the teacher salary schedule.


O.     Performance Incentive System


1.      To encourage sustained professional growth among Chelsea's teachers, to recognize leadership, to honor significant contributions individual teachers make to the schools of Chelsea, to support teachers whose work has encouraged the best efforts of Chelsea's students, and to acknowledge major contributions Chelsea's teachers make within the learning community, the Chelsea Public Schools adopt the following merit pay system.


2.      A committee, not to exceed ten in number, consisting equally of representatives from the Chelsea Teachers’ Union and management delegates appointed by the Superintendent, shall meet ad hoc to review the progress and status of the appraisal system and the performance incentive system.  The chair of the committee shall be appointed by the Superintendent. The committee may review procedures, recommend forms, hold informational sessions to advise teachers and administrators, and otherwise oversee and assess the progress of both systems.  The committee is advisory and may only recommend to management and the Union modifications and adjustments to the system.


3.      Advancement to the rank of Lead Teacher, Mentor Teacher or Academic Coach (as defined in Article X of this Agreement) shall be considered a merit appointment.  Criteria for selection shall be in accordance with the provisions of Article X.


P.  Expanded Learning Time


        Teachers who participate in the Expanded Learning Time program shall receive an annual stipend based on years of experience teaching in Chelsea as follows:


                                                                               2008-09      2009-10

  0 – 3 years:                                                           $  9,000      $  9,800

  4 – 7 years:           (Beginning of 4th year)            $11,500      $12,300

  8 years or more:   (Beginning of 8th year)            $13,000      $13,800


        Payment shall be included in equal installments in their 24 annual paychecks and shall be retirement-worthy.  The stipend payments will be pro-rated for less than full completion of the expanded learning time duties.  The parties agree to re-open this section of the agreement should the amount awarded in the grant for per-pupil payments change from the current budget.








A.     Health and Life Insurance


1.      The health care coverage (or equivalent coverage) including the life and dismemberment coverage in force on the effective date of this Agreement shall remain in force and effect for the duration of this Agreement unless changed by mutual agreement.


2.      The City agrees, however, notwithstanding the foregoing, to assume and pay no less than seventy-five (75%) percent of the cost of said health care coverage (eighty-five (85%) percent of the premium for the HMOs) and life insurance.  The City further agrees that any improvement in said health care coverage and/or life insurance coverage and the City’s contributory rate thereto which is granted to any person or persons in the employ of the City immediately will accrue to the members of this bargaining unit.  Effective July 1, 2010, the City shall pay eighty-two and one-half percent (82.5%) and the Employee shall pay seventeen and one-half percent (17.5%) of the cost of the HMO Premiums.


3.      The School Department will deduct the employee share from payroll checks for participating members on receipt of proper authorization.


4.      On the date of retirement, coverage under the City’s health insurance plans may be continued through local group.


5.      It is agreed that should any changes occur in the statutes or city ordinances affecting health and welfare plans or should any changes be mandated by law, this agreement will be immediately reopened for negotiations on this subject.


6.      The School Department will facilitate discussions with the City to establish payroll deductions for a dental program to be fully paid by the participating bargaining unit members.


7.      The parties agree to implement an exploratory committee with representatives of the municipal unions for the purpose of enrollment into a better dental plan.


8.      Flexible Spending Accounts – The parties agree to establish a committee to explore the possibility of establishing a Flexible Spending Account for health care and dependent day care.


B.     Tax-Free Annuity


         Deductions for Tax-Sheltered Annuities will be allowed on a twelve-month basis.


C.     Pension


It is recognized that under the laws of the Commonwealth that permanently appointed teachers must become members of the contributory retirement system.  Retirement benefits are provided in accordance with applicable public retirement system.



D.     Worker's Compensation


1.      An Employee who incurs a job-related illness or injury shall promptly file a written report on the form prescribed and provided by the school department of such illness or injury with his/her supervisor.  An employee who is injured in the course of employment and is sent home or to a medical facility shall receive pay for the balance of the day of the injury.  Time lost during statutory waiting periods (5 days) in which no Worker's Compensation weekly disability benefits are permissible may be paid by applying accrued sick leave.


2.      Time lost after statutory waiting periods have been satisfied shall be paid for as provided under the Massachusetts Worker's Compensation laws (currently 60%).  Employees may elect to use partial accrued sick leave days (40%) to supplement Worker's Compensation weekly disability benefits to the extent total compensation received does not exceed their regular pay.


3.      In order to have portions of unused sick leave re-credited to the employee's account, the Worker's Compensation disability check (not including those payments made to reimburse for medical benefits) must be endorsed to the City of Chelsea.  An employee may not receive both Worker's Compensation disability and sick leave reimbursement for the same period of absence.


        The parties have agreed to continue negotiations on changes in the Massachusetts Workers’ Compensation Law.


E .    Severance Pay


         Upon retirement or death, teachers may redeem unused accumulated sick leave in cash at a rate of $60.00 per day as follows:


                      Less than 25 years of service in the Chelsea Public Schools  - 120 days

                      25 or more years of service in the Chelsea Public Schools –    130 days





A.     Teacher Duties


1.      The Committee and the Union acknowledge that the teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. Specific subjects involving non-teaching duties may be discussed under Article XV as they arise from time to time.


2.      No teacher will perform bus duty.


3.      Teachers shall not be interrupted during their teaching periods except in cases of an emergency.


a.      Access to the classroom of any teacher by persons not employed or authorized by the School Department shall be allowed only after arrangements have been made with the appropriate administrator and the teacher(s) involved.


b.      Where announcements are made through electronic means, such interruptions normally will be at a specified time during the day.


4.      Whenever possible, teachers will be given 24 hours of advance notice of administrative tasks such as completion of forms, data surveys, etc.


B.    Teacher Assignment


1.      Teachers will be notified in writing of their program for the coming year, including the schools to which they are assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, no later than the final day of school.


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


C.     Teacher Appraisal System




The principal purposes of any performance appraisal system should be to encourage professional development and to recognize both individual teacher successes as well as areas for individual teacher improvement.  The system should encourage collegiality among professional educators and sustain the leadership of principals, directors, and other administrators.  When necessary, assistance and guidance for the new teacher and encouragement and direction for the more experienced teacher ought to be part of an ongoing, informal series of professional conversations among teachers and a school's leadership.  Teachers and administrators have a right to presume the fundamental competence of professional educators.


Therefore, this proposal for the Chelsea School District's teacher appraisal system aims to promote the professional development of Chelsea teachers, to promote effective teaching and learning for Chelsea students, to identify and assist teachers who need support and encouragement, to appraise the overall teaching performance of individual teachers, to encourage teachers' self-appraisal, and to foster collegiality among Chelsea's professional educators.  No member of the teachers’ bargaining unit shall evaluate another member of the teachers’ bargaining unit.


Supervisors shall evaluate individual teachers based on the criteria stipulated in the Guidance Document agreement reached in 2007. 


The following procedure shall govern the performance appraisals of Chelsea teachers:


1.      Every teacher who has not achieved professional status shall receive a written appraisal yearly.  Once a teacher has achieved professional status, his or her supervisor will issue a written appraisal every second year.  Any teacher who receives an overall assessment rating of less than effective, shall be subject to yearly appraisals.  [A written appraisal consists of an evaluator's written assessment of a teacher's performance.] A teacher who has been evaluated for two or more consecutive years, will be evaluated every other year following the year in which the teacher receives a satisfactory evaluation.


2.      Because the Chelsea Teacher Appraisal System encourages continuing support for teachers, academic and pedagogical leadership among principals and program directors, and peer mentoring and collegiality, both teachers and supervisors should discuss frequently, albeit informally, teaching successes, issues, and problems.  Teachers may avail themselves freely of support and assistance from peers and lead teachers; supervisors shall be free to suggest to teachers that they might wish to consult with lead teachers, peers, and others about classroom practices. 


3.      Because the Chelsea School District's teacher appraisal system is not dependent upon any specific formal classroom observation or set of observations, but upon supervisors' ongoing familiarity with teachers' classroom or program practices, supervisors should be regular visitors to the classroom or program and should discuss frequently and informally successes, concerns, or needs with individual teachers.  Therefore, the supervisor's summary written appraisal will reflect discussions that have been ongoing during the appraisal period.


4.      Beginning as early as February 1 but no later than May 1 of each school year, a teacher due for a written appraisal shall present in writing to the supervisor a written self-appraisal describing in the teacher's judgment what successes and needs the teacher believes she or he has.  A teacher with status must complete the self-appraisal by April 1 and a teacher without status must complete the self-appraisal by May 1. The written self-appraisal should be reasonably brief but ought to address as well the general criteria listed above.  At his or her discretion, the teacher may append to the self-appraisal any certificates, unsolicited testimonial letters, or other items from that teacher's individual professional development portfolio that provide evidence of the teacher's professional growth.  The self-appraisal becomes a permanent item within the individual's performance appraisal file.


5.      Within four week of receipt of the self appraisal, the supervisor shall

prepare a reasonably brief written assessment of the teacher's performance, taking into account the teacher's self-appraisal, and the general criteria of the Guidance Document.  The supervisor shall also award an overall assessment of the teacher's performance according to the following scale:


         Satisfactory:  The teacher has met or exceeded the general standards, has demonstrated professional growth, and has demonstrated success in light of the listed general criteria.

         Less than Effective:  The teacher does not meet the general standards and/or fails to meet the general criteria.


6.      Within three weeks after receipt of the written performance appraisal, the teacher shall meet with the supervisor to discuss the appraisal.  At this conference, the teacher, at his or her discretion, may present in writing to the supervisor any comments or reflections about the appraisal that he or she wishes; and such comments will become a permanent part of the appraisal file.  If the teacher objects to any aspect of the appraisal, the supervisor shall within one week determine whether or not to modify the appraisal and will so inform the teacher.  The supervisor will provide a written response reflecting the decision, and the response shall be included in the appraisal file.


7.      If the teacher remains dissatisfied with the final appraisal, he or she may petition for a review of the appraisal before the Performance Review Board.  The Board, consisting of an equal number of representatives appointed by the Superintendent and by the President of the Teachers’ Union, shall review any teacher's appeal of the final rating and pass on to the Superintendent for final action its recommendation.  The Superintendent shall issue a final decision within ten working days after receipt of the Board's recommendation.


8.      A teacher's claim that an appraisal is arbitrary or discriminatory may be raised as a grievance.  Claims of failure to comply with the procedures of this agreement are subject to arbitration.  However, the arbitrator shall not have jurisdiction or authority to make an evaluative judgment or substitute his judgment for that of the school committee.


9.      All observation of the work performance of a teacher will be conducted openly with full knowledge of the teacher.  Teachers will be given a copy of any evaluation report, on request, prepared by their superiors and will have the right to discuss such reports with their superiors.


10.    Teachers have the right, upon request, to review the contents of their personnel files.  A teacher will be entitled to have a representative of the Union accompany him/her during such review.


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


12.    No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.


D.     Personnel Files


1.      A teacher shall receive, as a matter of course, within five school days  a copy of any communication received by any member of the School Department or the School Committee in which the teacher is named or identified in any manner, whether said communication is signed or unsigned.  Employees have the right to inspect their personnel files to the full extent permitted by and subject to applicable law.


2.      No unsigned communication shall become part of the teacher's personnel file.  Signed communication shall not be added to the file until the addition of such material is deemed to be appropriate by the Superintendent.  Prior to making a decision, the Superintendent shall consult with the particular teacher who may be accompanied by a Union Representative at the meeting, but the final decision shall be made by the Superintendent of Schools.


3.      If the teacher's personnel file is reviewed for any reason, the name of the reviewer, date reviewed and reason for the review shall be affixed to the file and a copy sent to the teacher.  Excluded from this provision are the Superintendent of Schools, Assistant Superintendents, Personnel Director, Administrative Assistant, and the Assistant to the Superintendent.


4.      Material relating to an employee's role in the processing of grievances as advocate, grievant or witness shall not be placed in an employee's personnel file.


5.      An employee shall have the right to respond in writing to any item contained in the personnel file.  The response shall be attached to, and made part of the original.


6.      An employee shall have the right to submit any pertinent employment related material for inclusion in the employee's own personnel file. Upon written request the employee shall have the right to review and to reproduce any material contained in the School Department personnel file. With the employee's approval, the employee's designated union representative shall have the right to review the file.


7.      Pursuant to applicable state law, employees' medical records will not be kept in the personnel file.


E.     School Facilities


         To the extent feasible in existing buildings and provided that no substantial capital investment is necessary, and in designing new buildings and rehabilitating existing ones, the School Committee will provide at the site of or in each building:


1.      Parking facilities wherever possible.


2.      Storage space in each classroom including space that can be locked by the teacher.


3.      An adequately equipped workroom to be used by teachers in preparing instructional materials.


4.      An appropriately furnished lounge to be used as a faculty lounge.


5.      Well-lighted and clean staff rest rooms.


6.      A box for each teacher's mail.


7.      A bulletin board or website exclusively for posting of information on professional development.


8.      Library facilities.


9.      Proper and sufficient equipment for an effective physical education program.


10.    Consultation room for testing purposes and teacher-parent interviews.


11.    Bulletin boards for general building use with a special section restricted for the exclusive use of the Union for the purpose of posting material dealing with proper and legitimate Union business.


12.    Radiators in all school buildings shall be covered if they are a cause of danger to the children.


13.    Offices shall be provided for Department Heads whenever possible in the opinion of the Principal and Superintendent.


14.    The School Department shall provide security and outside lighting onsite for the Extended Day Program and for all afternoon and evening activities.


F.      Teaching Load; Teaching Programs


1.      "Teaching periods" are those periods in which the teacher is actively involved with the pupil in the act of teaching.


2.      "Homeroom" classes are those in which the children assemble in the morning and other times during the day for administrative purposes.


3.      "Administrative periods" are those periods during which the teacher is programmed for activity other than teaching.


4.      Full time teachers of English at the Chelsea  High School shall be assigned five (5) classes of twenty-five (25) pupils (if possible).


5.      Effective with the 2005-2006 school year, the Chelsea High School will operate on a rotating schedule with students enrolled in seven courses, but with only six (6) periods meeting each day.  Each teacher shall be assigned a daily schedule which includes either four (4) or five (5) teaching periods, one (1) preparation period, and one (1) or no administrative period.  Mathematics teachers who are assigned to teach pre-algebra classes and/or selected algebra and geometry classes will teach their assigned students for “double periods.”  “Double periods” will not be scheduled back-to-back due to the long period (78 minutes approximately) that is present in the schedule each day.  Such “double periods” shall be scheduled back-to-back and shall count as two teaching periods. 


G.     Preparation Periods (For Instructional Personnel Only)


1.  “Preparation periods" are those periods during which the teacher is not assigned to a regular programmed responsibility.


a.  Preparation periods shall be used for unassigned professional work related to teaching in Chelsea.


b.      Preparation periods shall be distributed in each school on an equitable basis.


c.    Each teacher shall receive a preparation period daily.


Pre-kindergarten and Extended Day Pre-kindergarten teachers who receive planning time, will have such planning time count towards the negotiated amount of preparation periods.


Any teacher who does not receive his/her preparation/ planning period   

as negotiated will receive compensation at the contractual hourly rate in accordance with Article III Section L.


d.  At the elementary level, teachers will be allowed to leave the classroom when specialist teachers are assigned.  During periods when specialists are present, the teachers will be responsible for assuring orderly transitions at the beginning and at the end of the class.


e.  Teachers may voluntarily participate in a professional development activity or attend an IEP meeting during their preparation period.  Teachers who do volunteer shall be paid the contractual hourly rate.  There will be no adverse consequences for a teacher who chooses not to volunteer to participate in any activity during the preparation period.


H.     Notices and Announcements


1.      All School Department directives pertaining to teachers shall be posted on school bulletin boards for the inspection of teachers and shall be made available to teachers on request.


2.      The Rules and Regulations of the School Committee shall be posted and maintained on the School Department website.  The Union will be provided with a hard copy of the rules and regulations.


3.      The Union will be provided with a list on a semi-annual basis of all of the members of the bargaining unit and their work location.


4.      Information on the accumulated sick leave for each teacher shall be sent to each teacher at the beginning of each school year.  The information shall be transmitted in a sealed envelope.


5.      School programs should be accessible to the entire faculty of a particular school.


6.      A method of circulating information should be devised in each building to prevent unnecessary classroom interruptions.


7.      All summer school openings shall be posted and preference given to teachers in the school system if qualified.


I.       Scholarship Standards


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


2.      The practice of keeping pupils out of class for activities associated with recreation and entertainment is to be discouraged.


3.      The parties agree to study the development of a student-mentor program.


J.      Student Discipline


1.      Student discipline is the joint responsibility of teachers, parents, and administrators.  All must work together in a mutually supportive manner to maintain an atmosphere of respect for the rights of others and one in which maximum learning can take place.


2.      Teachers shall have the responsibility and authority to maintain student behavior.  Any pupil whose behavior is disruptive to the educational process or whose actions threaten the health, safety, or civil rights of others shall be referred to the administrator by a teacher.


3.      Within the established educational laws and regulations of the school department, each school shall develop its own discipline policies through the process of the School Site Council.  School-wide rules are subject to review by the Superintendent.


4.      Serious and recurring offenses may warrant suspension from a teacher's class pending parent intervention or other appropriate remedy.  Normally, during the period of such suspension the student shall not be returned to the teacher's class or be placed in the class of another teacher.


K.     Assault Cases


1.      The parties recognize that, subject to applicable law, a teacher may use reasonable force, as is necessary, to protect pupils, other persons, and themselves from an assault.


2.      The parties further recognize that corporal punishment of pupils is prohibited.


3.      Principals and teachers shall be required to report, in writing, all cases of physical assault suffered by teachers in connection with their employment to the Superintendent of Schools.  The Superintendent shall acknowledge receipt of such written statements and inform said teacher of his/her rights under the law.


4.      The Superintendent shall notify the teacher of his readiness to assist the teacher, and the School Department shall provide the teacher with the following:


a.      Relevant information about the assailants from the police;


b.      Assistance in preparing for court appearances; and


c.      Appropriate assistance or liaison with teacher, police, and the courts.


5.     Legal Counsel-The School Committee agrees to provide legal counsel to defend any teacher in any action arising out of an assault on a teacher or any disciplinary action taken against a student by a teacher provided that the teacher is not the assailant.


6.      Compensation for lost time-If the physical assault on a teacher results in loss of time, the teacher shall be paid in full, subject to coordination with Workers’ Compensation benefits and requirements, and such leave shall not be deducted from any sick leave to which said teacher is entitled.  In such cases:


         a.      The School Department will provide full pay for lost time during the statutory five-day waiting period prior to receipt of Workers’ Compensation benefits.


b.      During the period of Workers’ Compensation coverage, the School Department will pay the teacher the difference between the amount paid under Workers’ Compensation and the teacher’s regular pay for all periods of lost time.


L.     Legal Assistance and Support


1.      If a teacher is injured or a teacher's property is damaged by the willful misconduct of a student, the teacher may request assistance and advice from legal counsel for the School Department concerning the teacher’s legal rights.


2.      Any teacher subpoenaed as a witness in a substance abuse or child abuse case or other action because of or arising out of the employment relationship may request legal assistance and advice through the School Department or the City Solicitor's office.  A teacher required to appear in court under this section shall not suffer loss of pay or deduction from annual or accumulated sick leave.


M.    Class Size


The composition and size of classes shall be in accordance with the State Department of Education policy.


N.     Extra-Curricular Activity


1.      Compensation for extra curricular activities shall be paid on the following schedules:


Group I                             2.0% of the employee's annual pay*

Group II                            2.5% of the employee's annual pay*

Group III                          3.0% of the employee's annual pay*


*Or the present rate for current incumbents, whichever is greater.


2.      Group I


Basketball club (W)                            Logic club (W)

Baton Twirlers (H)                              Modern Lang. Club (H)

Computer Clubs (H/W)                       Newspaper Club (W)

Flag Squad (H)                                   Photography Club (H)

Garden Club (W)                                RAPP (W)

J.V.  Cheerleaders (H)                        SADD (W)

Latin Club (H)                                    Science Clubs (H/W)

Yearbook (W)                                     Student Council Advisor (W)


3.      Group II


Challenge Club (H)                             SADD (H)

Chess Club (H)                                   Sophomore Cl. Advisor (H)

Freshman Class Advisor (H)               Student Council Advisor (H)

Junior Class Advisor (H)                    TJF Club (H)


4.      Group III


         National  Honor Society (H)               Varsity Cheerleaders (H)

Senior Class Advisor (H)                    Yearbook Assistant (H)

Yearbook Advisor (H)                             


5.      All clubs are subject to approval by the Superintendent of Schools.  They shall be placed in the appropriate groups per agreement between the Superintendent of Schools and the President of the Chelsea Teachers' Union. If two class advisors are assigned by the Principal, each advisor shall receive the full rate for the assignment.


O.     Termination of Employment


1.      The required notice of termination of employment is thirty (30) days.


2.      The Union would agree that teachers have a very serious ethical responsibility with respect to their employment.  Hence, teachers should adhere to the conditions of their contract until service thereunder has been performed or until they have secured its termination by mutual consent.


P.      School Calendar


1.      The Union shall be consulted in preparation of the annual school calendar, but it is acknowledged that the final decision in this regard must rest with the administration with the final approval by the School Committee.  The schedule may be adjusted as the Superintendent deems necessary in light of current conditions.


2.      Regular reporting date (all teachers): As part of their regular work schedule, all teachers shall report to work one day prior to the opening of classes.


Q.     Teachers' work day: after school


The Union and the School Committee recognize that teachers are professionals who set high standards for themselves and expect the same from their professional colleagues and peers.  The parties want to encourage participation in activities which enhance learning and parental communication.


R.      Duty-Free Lunch


Teachers will be given a 25 minute duty-free lunch period between 11 a.m. - 1:15 p.m. on each school day.


S.      Hiring of Substitute Teachers


1.      Whenever possible, substitute teachers shall be hired to cover classes of regularly assigned teachers when they are absent.


2.      Special and/or itinerant teachers should not be used to cover classes in place of substitutes.


3.      In addition to the one permanent substitute currently assigned to the high school, the employer shall establish a practice of assigning a minimum of ten substitute teachers on a daily basis as follows:


a.      At the Hooks, Berkowitz, Kelly, Sokolowski, Clark Avenue, Browne, and Wright Schools there shall be one each;


b.      At the Shurtleff School Early Learning Center there shall be two;


c.      At Chelsea High School there shall be one in addition to the permanent substitute.



4.      The daily rate of pay for substitutes shall be as follows:


        0-90      cumulative days per year        $75.00

        91-180  cumulative days per year        $100.00


5.      A substitute teacher who receives a new assignment to work in the same classroom for more than 15 consecutive days will receive a daily rate of $100.00, effective the 16th day for the duration of the assignment.


T.     Training Teachers


1.      Teachers cooperating in the training of student teachers shall be known as training teachers.


2.      Qualifications for training teachers shall include the following whenever possible:


a.      Teacher licensure.


b.      Three years of successful teaching experience.


c.      Recommendation of the student teacher by the school, college, or university requesting such service.


d.      Recommendation of the student teacher by the Chelsea School Department.


e.      Willingness of the cooperating teacher to work with the college requesting such service and with the Chelsea School Department in effecting a coordinated training program.


U.     Parent-Teacher Conferences


1.      As professionals, teachers are expected to initiate timely communication with parents to review student achievement or problems.  Communication by teachers with parents about the progress of their children as well as general meetings about school and curriculum are a significant component of education.  All teachers will be expected to attend three (3) parent-teacher open houses each year which, at the discretion of the School Site Council, may include two (2) evening parent-teacher conferences and one (1) open house.  Evening open houses will include provision of security officers and proper outside lighting.


2.      The parties acknowledge that the appropriate extent of teacher-parent communication may vary by grade, subject area, and individual issues of particular students. 


3.      At the discretion of the Principal, guidance counselors may be assigned to attend up to three orientation sessions (such as parent workshops, presentations, etc.) for parents of students planning to attend Chelsea High School and for parents of students planning to attend college in lieu of, but not in addition to, the parent-teacher conferences or open houses referred to in Section 1.


V.     Layoff        


         Layoffs based on reduction in force


1.      Tenured Teachers-The language in all of the following sections refers only to teachers who have obtained professional status.


2.      Seniority Determination-Prior to December 15 of each school year, the Superintendent shall provide to the Union a list of all teachers in the bargaining unit.  The teachers shall be listed in their appropriate impact areas according to licenses and seniority.  Seniority shall be calculated by computing the length of continuous employment in the Chelsea school system.  When two or more teachers have the same length of continuous employment, the teacher or teachers with the greater or greatest total length of employment in the bargaining unit shall be deemed to have the greatest seniority.  When two or more teachers have the same length of total employment in the bargaining unit the teacher or teachers with the greater or greatest total teaching experience shall be deemed to have the greater or greatest seniority.


         Approved leaves of absence shall not be considered breaks in continuous employment.  However, the period of time spent on unpaid leave of absence shall not be counted in the computation of seniority.  The period of time spent on layoff and subject to recall shall be counted in the computation of seniority. 


3.      Impact Areas-Impact area shall mean the area of state licensure in which the teacher spends the most periods in the regular school day.


         An impact area for any program which does not fit into an existing area may be established by agreement of the parties.


4.      After the Union or employee has been made aware of all open positions for which the employee is qualified, an employee whose position is eliminated shall either:


a.      Be transferred to an open position for which the teacher is qualified, or


b.      Replace an employee with the lowest seniority within the school system in an area in which the laid off employee is qualified.


"Qualified" in this regard shall mean the major area of licensure  i.e. the area in which the employee has attained the greatest number of college credits for those teachers initially employed since January 1, 1984; or for teachers initially employed prior to January 1, 1984;


a.      Secondary licensure in a subject area with a minimum of 18 hours in the subject field in addition to student teaching at the secondary level; or


b.      Elementary licensure with a minimum of 18 hours in elementary education including student teaching at the elementary level.


5.      Procedure-The following procedure shall apply before a reduction in the bargaining unit shall occur under this paragraph:


a.      Notice-Not later than 10 days after the School Department determines that a reduction in the number of bargaining unit positions shall occur, it shall send to the union a list of the affected impact areas and the positions to be eliminated.


b.      Consultation-Before terminating a specific teacher under this paragraph, representatives of the Union will be given an opportunity to meet with the Superintendent or his representative to consult concerning individual terminations.


6.      In cases involving teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has the highest level of training in the area in which he/she is teaching.


7.      Teachers who are to be affected by a layoff must be notified in writing no later than June 15 of the school year preceding the year in which the layoff will take effect. Said notice shall include the reasons for the layoff.


8.      Teachers who have been laid off shall be entitled to recall rights for a period of two years from the effective date of the respective lay-off.  By recall, it is meant that the Committee will fill all regular full year teaching vacancies first with qualified persons on the recall list in the inverse order of layoff.  An additional year will be granted provided the teacher makes such a request in writing to the Superintendent of Schools by April 15 of the second year on the recall list.  A teacher will be removed from the recall list if he/she refuses to accept a full time position for which he/she is qualified.


         While members of the bargaining unit continue on the recall list, the Committee agrees to use this list in the inverse order of the respective layoffs unless there is no qualified teacher on the list, or until all qualified teachers decline an offer to fill the vacancy.


         During the recall period, teachers shall be notified by certified mail (return receipt requested) to their last address of record and be given preference for positions as they develop in the inverse order of their layoff.


         All benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given priority on the substitute list if they so desire and will be given absolute preference in filling any approved leaves of absence for which the teacher is qualified in the inverse order of their respective layoff and may refuse to accept these positions without losing their rights to remain on the recall list.


9.      Laid off employees may continue group health and life insurance coverage during the recall period as provided by the City to members of the bargaining unit by reimbursing the City for the premium cost.  Failure to forward premium payments to the City or refusal to return to employment upon recall will terminate this option.  The provisions of this section are subject to the approval of the City Treasurer and/or the appropriate authority.


10.    The Committee agrees to forward to the Union the initial employment date of all new teachers.


11.    Teachers on any approved leave are subject to this reduction in force agreement under the same terms as a teacher in service.  The layoff clause supersedes rights of return granted under a leave clause.


12.    During the period of time a teacher is on the recall list, he/she may request temporary removal from the list for reasons of illness by submitting a letter to the Superintendent of Schools with a doctor's note verifying the illness.  The teacher may return to the list by submitting a letter to the Superintendent of Schools with a doctor's note verifying his/her physical ability to return to employment.  The original time on the recall list will not be extended because of this section.


13.    For the expressly identified term of this agreement, excluding any extensions or renewals, no teacher shall lose his or her position as a result of the Virtual Program.  This provision shall have no force or effect after June 30, 2011.


W.    Extended Day/Work Year and Pre-School Programs


         The Chelsea School Committee is committed to continue providing year round, full day programs for children at the Early Learning Center. The operation of such programs will provide additional opportunities for employment for teachers for sessions which occur before the regular school day, for sessions which extend the regular school day, and for sessions held on days when regular classes are not in session.


         The following will be applicable for teachers who wish to participate in this program:


1.      Teacher participation in this program is voluntary, but teachers who elect to serve will be expected to fulfill their commitments to the program.


2.      Teachers will be selected on the recommendation of the Superintendent.  The Superintendent will consult with teachers, principals, and parents in making a recommendation.


3.      Day school teachers who work additional hours in the program will be paid at the after school Hourly Rate of Pay (Art. III, J) for time spent on days when school is in session, and will be paid at their per diem rate (or pro rata of per diem) for work on days (or portion of days) when school is not in session, including summer, spring break, school holidays which are not state holidays, etc.


4.      Effective with the 2004-2005 school year, the Extended Day Program was restructured.  Teachers assigned to the program work a 7.5 hour school day and will receive their per diem hourly rate for the extra hour per day for the contractual work year.


5.      The assignment of a teacher to the Early Childhood Extended Day Program does not guarantee the teacher work beyond the regular teacher work year for any school year.


6.      All teachers who are qualified to serve as Early Childhood teachers may be considered for assignment for vacations and extended year periods.  Preference shall be given to teachers normally assigned to the Early Childhood Program.


7.      Any teacher assigned to the Early Childhood Program may attend the monthly early release in-service program provided that there is not a conflict with the teaching schedule.  If such a conflict arises,  Early Childhood Program teachers who are unable to attend the monthly early release in-service will be provided with alternative in-service training opportunities.


X.     Assignments Beyond Regular Teaching Assignments


The following provisions shall apply to all assignments beyond regular teaching duties for which additional compensation (by means of rate of pay, stipend, hourly or per diem payment, or elevation to a higher salary scale, or otherwise) is provided:


1.      The Superintendent shall have the right to determine which teachers shall be recommended for assignments for which additional or higher compensation is provided.  These include, but are not limited to, Department Heads or equivalent, Lead Teachers, teachers assigned to the extended day or preschool programs, and advisors to activities.


2.      The parties agree that no teacher with professional status or expectation of continuation of assignment shall be applicable to any such assignment and that the decision not to select a teacher for,  or not to continue the assignment of a teacher at the expiration of an assignment,  is not subject to arbitration. 


3.      Unless a different duration is stated at the time of the assignment or approved subsequent to the commencement of the assignment, all such assignments shall terminate at the end of the school year in which the assignments commence.  Unless the criteria for the assignment presuppose rotation or change in incumbent, such assignment may be renewed or continued.


Y.     School Day


         Beginning with the 1999-2000 school year,  the regular school day for teachers serving at the high school level is increased by an additional five (5) minutes.


Z.      Mandatory Workshops


         All mandatory workshops shall be approved by the Superintendent of Schools or designee prior to being posted.


AA.   Faculty Meetings


All teachers and other individuals covered by this agreement are required to attend two meetings each month.  One of these meetings shall be scheduled as a regular staff meeting run by the school’s principal to address school related matters.  The second meeting will be scheduled to address district-wide issues such as curriculum, student achievement, assessment of student work and review of initiatives.  This meeting may be scheduled by discipline, by level, or by subject matter and may be scheduled at a central location and may include teachers from other schools.  Faculty meetings will be scheduled for one hour. In lieu of two meetings per month, a principal, with the approval of a majority of the members of the bargaining unit in the school, may schedule one longer meeting per month, for a duration of up to two hours, to discuss school related matters as well as district wide issues.


Specialist teachers (such as teachers of Special Education, English Language Learners, Title I, and Social Workers) are also required to attend one additional monthly district-wide meeting scheduled for up to one hour to address specific issues or curriculum directly related to the district-wide program to which the teacher is assigned. 


The parties agree that the principals may release an individual from a required meeting because of a personal and non-recurring emergency.  The test for release is the same as the test for dismissing a professional from regular duties to attend to a personal emergency during the school day.


The parties agree that principals may release an individual from a required meeting if the individual must attend to the coaching of a district athletic team and has been selected as a coach of that team, if the individual must accompany students on an approved excursion or competition that conflicts with the meeting, or if the individual is meeting in any other way requirements of a district based assignment that directly serves or oversees Chelsea students.


The parties agree that in recognition of the extraordinary need for teachers to meet federal mandates for being “highly qualified” and in order to meet the needs for teachers to be licensed and trained in the subject areas for which they sponsor instruction, principals may release an individual from required meetings to attend an authorized course, workshop, or training session.  However, a) such releases must be of limited duration; b) the courses individuals attend must be ones that offer no alternative and non-conflicting meeting times; c) the courses must be approved and consistent with both school and individual professional development plans; and d) the release must terminate with the end of the academic period during which the course is offered.


A teacher may be released from a required meeting for other reasons only with the approval of the Superintendent.


BB.  Lesson Planning


Teachers are expected to use the district lesson plan template or other standard forms.  Lesson plans should be completed each week.  Lesson plans must be available for inspection by the school’s administration.  Teachers must have lesson plans readily available during the instructional day.


CC.  Drug-Free Schools


            As a condition of employment with the Chelsea Public Schools, all employees are required to sign the Employee Substance Abuse Policy.  The Safe and Drug Free Schools and Communities Act requires this policy which mandates that the Chelsea Public Schools inform all employees that the use of drugs and/or alcohol in connection with activities on the premises of the Chelsea Public Schools is prohibited. This policy will be posted and maintained on the Chelsea Public School’s website.







A.     Transfers


1.      In filling vacancies occurring at the end of the school year for the subsequent year or in filling new positions, due consideration will be given to the request of teachers within the System for transfer to such open positions.  It is recognized that the final decision of whether or not such transfer will be made must rest with the Superintendent of Schools.


2.      Notice of such vacancies will be published within the System prior to the end of the school year, and notices of new positions will be publicized as appropriate.


3.      If the transfer is one that normally would not become effective until the beginning of the school year, the request must be filed as soon as possible.


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


5.      Any teacher desirous of transferring in the coming school year shall submit his/her request to the office of the Superintendent by May 15.  This request shall be kept confidential with the Superintendent.


B.     Application for Promotion


1.      When vacancies occur or are about to occur on higher positions or more desirable positions or when new positions of comparable status are to be established, a two (2) week notice of such circumstances shall be posted on the appropriate school bulletin board by the appointing authority and circulated by the Superintendent to all teachers.


2.      Qualifications, requirements, duties, salary, and other pertinent information shall be categorically set forth.


3.      Applications should be solicited from personnel, within and without the City, who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position.


4.      Such applications shall be in writing and shall set forth the basis on which the applicant solicits consideration.  Two (2) weeks notice should be allowed for such submission of applications.


5.      Consideration shall be provided for outside supervisory experience when rating for an administrative position.  Experience in a private school or college of an accredited nature shall also be considered.


6.      Experience in teaching abroad may be submitted for consideration for promotional purposes when such experience is acquired in Federally operated schools and other schools approved by the School Committee.





A.     Sick Leave


1.      Every member of the bargaining unit shall be credited with an annual leave of fifteen (15) days without loss of pay for absence caused by illness.  Sick leave may be used for the care of an ill family member who resides in the same household as the employee.  A part-time employee will receive sick leave and personal leave on a pro-rated basis.  Teachers who are not in active service at the beginning of the school year and who are on an approved unpaid leave, or who are on a paid leave through the sick leave bank will be credited with pro-rated sick days upon return to work from such leave.


2.      With prior approval, employees may utilize sick leave for time off required for medical treatment.  Employees are expected to schedule such treatments outside of regular school hours whenever possible. 


3.      Such leave not used in the year of service for which it is granted shall be accumulated for use in subsequent years.


4.      Any accumulation of sick leave days which employees have at the effective date of this section of the Agreement shall be retained.


5.      If a teacher begins employment other than at the beginning of the school year or leaves the Chelsea School Department prior to the completion of his/her contract sick leave shall be pro-rated at the rate of one and one-half (l l/2) days per month.


6.      Abuses of sick leave will be treated as individual disciplinary cases by the Superintendent.


7.      Extension beyond the stated sick leave may be granted in exceptional circumstances at the discretion of the Superintendent of Schools.


8.      Teachers whose services are terminated for any reason shall not be entitled to compensation in lieu of any sick leave not taken.


9.      Except on reinstatement after an approved leave of absence, no sick leave credit for prior employment will be allowed to any teacher rehired after a termination of service.


10.    Sick leave may be given for any other reason approved by the Superintendent of Schools.


11.    Any teacher excluded, removed, or quarantined from service by action of a public health official due to exposure to any disease in a communicable state shall be carried on sick leave with pay for the entire period of such exclusion, removal or quarantine, but in no case for more than two years, and for such further additional period as the employee may be entitled to under the regulations of the Chelsea School Committee.


12.    Teachers with professional status may be allowed to borrow days from the sick leave allotment of the succeeding year.  In the event of departure from the Chelsea School System, restitution for borrowed time shall be made.


13.    There shall be established a sick leave bank to be administered solely by the Chelsea Teachers' Union.  Membership in the bank will be limited to teachers with professional status and occupational therapists in accordance with Article X, Section E.d. 


         The unit will designate a Coordinating Committee consisting of one teacher from each school to consult with the Superintendent as to any problems that may arise in administering the bank.  Each teacher who wishes to participate in the sick leave bank shall contribute one day of his or her unused accumulated sick leave to the bank.  Each day contributed will be subtracted from that teacher's individual accumulated sick leave.  From time to time thereafter, the bank will be replenished by donation of one day by each teacher who wishes to continue participating.  The additional donation will be made whenever the total number of days remaining in the bank is reduced to fifty.  Before drawing on the bank, an eligible teacher must first have exhausted his or her own accumulated sick leave and further lost ten consecutive days of pay due to illness or injury.  Upon retirement or death, a teacher or the estate of the teacher may donate any unused sick leave days to the sick leave bank.  There shall be a cap of 183 days for sick leave bank usage by any individual.


14.    A teacher with professional status who has an accumulated sick leave balance of at least 45 days at the end of a school year, shall be entitled to buy back up to five days from his/her accumulated sick leave bank at the end of each school year in accordance with the following chart:


Days absent                    #of days eligible

due to illness                        to buy back                          Amount


0                                          5                                    $1000

1                                          4                                    $   800

2                                          3                                    $   600

3                                          2                                    $   400

                                 4                                          1                                    $    200

                                 5                                          0                                    NONE


It is understood that the above is exclusive of any donation to the Sick Leave Bank.



B.     Funeral Leave


1.      Teachers will receive up to five days off with pay in the case of a death in the immediate family.  The term immediate family means the teacher's spouse, child, father, mother, sister, brother, grandparents, mother-in-law, father-in-law, or any relative residing in the same household.


2.      A teacher may be granted one day's absence for the funeral of the teacher's or spouse’s aunt, uncle, niece, nephew, grandparent, brother-in-law, or sister-in-law.


3.      Days granted for funeral leave will not be deducted from an employee’s annual and/or cumulative sick leave.


4.      Funeral days are consecutive school days immediately following or including day of death; however, if the death occurs on a day after the teacher has reported for duty, such day shall not be counted as a funeral day.  Weekends are not considered school days.  Holidays, vacations, or suspended sessions shall be considered school days.  If a death occurs when school is not in session, teacher may not be entitled to all days.


5.      Permission to attend the service shall be granted to at least one teacher per building in the case of death of a teacher retired from that building.


6.      The discretion of the Superintendent shall be exercised on the occasion of a death of a teacher in the Chelsea School Department.


7.      Teacher representatives shall be permitted to attend funeral services of families of their colleagues when arrangements can be made among the faculty with the approval of the Principal.


C.     Personal and Religious Leave


1.      Each teacher shall receive three (3) days annually for personal leave and three (3) days annually for religious leave.  Two (2) of the total of six (6) days which may be taken for personal or religious purposes will not be deducted from accumulated sick leave.  If either or both of these two days are not taken they will be added to the individual’s sick leave accumulation in the following year.


         The use of personal days should be requested at least two (2) school days in advance whenever possible.  In the event a teacher cannot give advance notice because of an immediate emergency situation, the personal days will be approved.


         Teachers who request personal leave for a personal emergency are not required to state the reason for the request.  The request will be approved by the administrator unless there are compelling reasons for denial.  Such reasons may include district-wide or school-wide testing (known in advance) or absences for a large number of teachers already approved.


         Any teacher whose request has been denied has the right immediately to appeal the denial to the Superintendent, and the Superintendent or his designee shall review the request and render a decision within twenty-four hours.  Teachers who are appealing a denial may wish to provide more complete information about the request, but they are not required to do so.


         Personal leave days may not be granted immediately preceding or immediately following a scheduled vacation or holiday period although by contract the Superintendent may grant a paid personal day if a case so warrants.


         The Superintendent may also grant unpaid personal leave “without prejudice” if the case so merits.


2.      Religious leave may be used for the observance of religious holidays.


3.      Personal leave may be used for personal emergency but not for personal convenience.  ‘Emergency’ includes home, personal, or family exigencies that the teacher is unable to schedule for non-school hours, including care of the immediate family or permanent members of the household and non-Chelsea School related court cases.


4.      The employer expects teachers to use personal days only for reasons included in Number 3 above. 


5.      All requests for personal leave shall be answered within two working days following receipt of the request.


D.     Commencement Leave


1.      A regular employee may be granted leave of absence with pay for one (1) day to attend commencement exercises at which he will be awarded a degree or professional diploma in education.  A regular employee may be granted leave of absence with pay for one (1) day to attend graduation exercises at which a member of his immediate family will be awarded a degree or diploma which represents the completion of at least two (2) years of post-high school study. Such absence will be deducted from the annual and/or cumulative sick leave.


2.      For the purpose of this regulation, immediate family is defined as father, mother, spouse, son, daughter, sister and brother.


E.     Sabbatical Leave


1.      Granting of sabbatical leave shall be predicated upon demonstrable professional growth and promise as evidenced by recommendations of superiors; award of scholarships, fellowship or grant; participation in graduate program leading to a higher degree, certificate, or academic concentration.


2.      Sabbatical leave of absence not exceeding one year for approved study may be granted a member of the professional staff after seven (7) consecutive years of service in the schools of Chelsea upon recommendation of the Superintendent of Schools and approved by the School Committee.


3.      Requests for sabbatical leave of absence shall be made before April first of the school year previous to the school year for which leave of absence is requested.  Decisions on leaves shall be made at the School Committee meeting following the April 1 deadline, whenever possible.


4.      Application for sabbatical leave will be made on a form furnished by the Superintendent.  A statement of the plan for the sabbatical period shall be submitted.


5.      A member of the professional staff on sabbatical leave shall receive a salary equal to the full annual salary to which he or she would have been entitled had he or she remained in the school system that year.  For teachers, salary will be interpreted to mean the basic salary excluding supplemental payments for special assignments.


6.      No more than five (5) teachers may be on sabbatical leave during the same school year.


7.      Prior to the granting of such a leave, an applicant shall enter into a written agreement with the Chelsea School Committee that upon termination of such leave he will return to service in the Chelsea Public Schools for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the city or town an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.


8.      In granting leave the School Committee will take into consideration the recommendations of the Superintendent and the educational value to the Chelsea School System of the proposed project.  The decision of the Superintendent and the School Committee shall be binding.


F.      Military Leave


Military leave of absence without pay may be granted to a permanent teacher inducted into the Armed Forces for the required length of service, according to the terms of the Selective Services and Training Act of 1940, and subsequent amendments by Congress.


In accordance with the FMLA, eligible teachers are entitled to the following leaves relating to Military Leave:


Active Duty Leave –  Up to 12 weeks of unpaid leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the teacher is on active duty or has been notified of an impending call to active duty, in support of a contingency operation.


Injured Service Member Leave - An eligible teacher who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of unpaid leave in a single 12-month period to care for the service member. This military caregiver leave is available during “a single12-month period” during which an eligible teacher is entitled to a combined total of 26 weeks of all types of FMLA leave.


G.     Organized Reserve Forces


The Chelsea School Committee shall continue to exercise its discretion in considering the request of any teacher who is a member of a reserve component of the Armed Forces of the United States in accordance with Section 59 of Chapter 33 of the General Laws for a leave of absence without loss of pay during the time of his annual tour of duty as a member of such reserve component.


H.     Maternity/Parental/Adoptive Leave


1.      Maternity/Adoptive/Parental leaves will be granted to teachers in accordance with Massachusetts state law and the Family and Leave Act.


2.      Eligible female teachers are entitled to a Maternity Leave of eight (8) weeks for the purposes of childbirth or adoption. Teachers on Maternity Leave as a result of pregnancy and/or childbirth may apply their accrued sick leave to an approved maternity leave period.  If an employee exhausts her sick leave before the end of the maternity leave period, the remainder of the leave will be unpaid.


3.      If, in the case of pregnancy and/or childbirth, medical incapacitation of either the teacher or the child extends beyond the eight (8) week period, an employee may request an extension of her maternity leave.  If unused sick time is available, it may be applied to the approved extension of the Maternity Leave.


4.      The time spent on maternity leave will also be utilized as Family and Medical Leave and will be deducted from the annual twelve-week Family and Medical Leave allotment.


5.      It is recognized that sick leave may be utilized for the care of an incapacitated spouse, child, or for the teacher for medical reasons relating to pregnancy.


6.      A teacher on maternity/parental/adoptive leave shall notify the Superintendent of Schools of his/her intent to return at any time after the commencement of the leave and shall be reinstated as soon as a vacancy for which he/she is qualified occurs.


7.      A teacher returning from a maternity/parental/adoptive leave of absence will be returned to his/her previous position or a substantially similar position and will retain the seniority held at the time the leave became effective.  Salary placement shall be at the next step of the salary schedule if the teacher served one-half or more of the year in which the leave was granted.


8.      Provisions of this section shall apply to adoptive parents.


9.      Under certain circumstances, a teacher may be eligible for a maternity/parental/ adoptive leave of absence under the Family and Medical Leave Act.  Teachers should contact the Director of Personnel for information regarding eligibility and qualifying events under the FMLA.


10.    At the Superintendent’s sole discretion, a teacher with professional status and less than five (5) years of service may be granted an unpaid extension of his/her Maternity/Adoptive/Parental leave.  If such a personal leave is granted, the teacher must comply with any notice requirements or other conditions regarding the anticipated return to work that are imposed by the Superintendent at the time the leave is granted.  Any notice requirements or other conditions will be included in the letter officially granting the leave.  Failure to adhere strictly to the stated requirements or conditions hall be deemed a voluntary resignation not subject to the grievance procedure.


I.       Family and Medical Leave Act


         Eligible teachers are entitled to leave under the Family and Medical Leave Act including Military Leave provisions noted in Section F All leave taken for qualifying events under FMLA shall be applied to an individual’s FMLA allotment.  An employee is entitled to a maximum of twelve (12) work weeks of FMLA leave during any twelve (12) month period calculated on a “rolling” calendar basis. Teachers should contact the Director of Personnel for information regarding eligibility and qualifying events under the FMLA.


J.      Jury Duty


Jury duty leave shall be granted under the provisions of Massachusetts General Laws, Chapter 234A, Section 48.  Any employee who is called to jury duty shall have his or her salary paid by the School Department for all days served. The employee shall remit to the School Department any fees received for performing jury duty.


K.     Detached Service Leave 


1.      Upon request of the President of the Union, the President or other officer shall be placed on Detached Service Leave for up to 2/5 time per day (i.e. 2 teaching periods).  The purpose of detached service shall be to review the implementation of this agreement and to represent employees in all matters with the employer.  Any such leave shall be scheduled by mutual agreement between the President of the Union and the building principal.


2.      An employee on Detached Service Leave shall enjoy all the rights and benefits of the collective bargaining agreement.  Upon return to full time service, the employee shall be returned to employment in the position held at the time the leave commenced.


3.      The Union shall reimburse the city for pro rata salary and fringe benefits.


L.     Leaves of Absence (paid and unpaid)


        A teacher with professional status and at least five (5) years of service in the Chelsea Public Schools may be granted an unpaid leave of absence for reasons not specified in the contract provided that the following conditions are met:


1.      The leave must be for the entire school year and must be requested in writing by August 1 immediately prior to the school year during which the leave will occur;


2.      Written notice of the teacher's intention to resume employment with the Chelsea Public Schools or to resign his/her position must be given to the Superintendent of Schools not later than June 1 of the school year for which the leave was awarded;


3.      The teacher's failure to give written notice by June 1 of his /her intent to resume employment and /or the teacher's failure to commence the regularly scheduled school year shall be deemed a voluntary resignation and such termination shall not be subject to grievance or arbitration;


4.      All requests for leaves of absence beyond one (1) school year or for the extension of an existing leave of absence may be granted at the discretion the Superintendent of Schools and shall be subject to grievance but not to arbitration.





SCHOOL SITE COUNCILS                                                                         



A.     School Site Councils


1.      The parties agree that teachers, parents, administrators, community representatives, and students when appropriate should collaborate at the school level to develop programs which meet the needs of the students.  Toward this end, the parties agree to establish a School Site Council at each school to foster school-based educational goals and staff development and to carry out the function of the School Councils as delineated in Massachusetts General Laws, Chapter 71, Section 59C.


2.      The School Site Council (SSC) will be encouraged to develop proposals regarding, but not limited to, the following: curriculum and staff development, student discipline and behavior standards, facilities and equipment, scheduling, staffing, community involvement, school budget and resources, before and after school programs, and other areas delegated to the SSC by terms of this agreement.  The SSC will be asked to conduct an assessment of the needs of the school and will be encouraged to develop new local initiatives to address these needs.


3.      The SSC will include the principal, four teachers, three parents in that school, a community member appointed by the Principal, one member of the support staff elected by the support staff at the school, and at the high school, one male and one female student.  The teachers serving on the Council will include one Union Building Representative and three teachers elected by their peers.


              Teacher, parent, community and student representatives shall be selected/elected according to the rules governing School Site Councils as stated in Massachusetts General Laws Chapter 71, Section 59C.


Each School Site Council shall post its meeting schedule and agenda in accordance with the Open Meeting Law.  Each council shall maintain minutes and shall post official minutes on the school’s bulletin boards.


4.      Proposals of the Council which cannot be approved by the Principal alone will be forwarded to the Superintendent for action.


5.      Proposals can include requests for additional funding from within the School Department budget, grant applications, new programs and curriculum designs.


a.      It is recognized that the Councils may propose program innovations which conflict with current policies or the negotiated agreement. In the event that a provision of the collective bargaining agreement inhibits the execution of a school-based proposal, the Council may seek a waiver from the Union and the School Committee.


b.      A proposal from a School Site Council may include a request for school-based waivers of School Department policies.


6.      Each year the SSC shall submit the required report to the state on the expenditure of School Improvement funds as well as a summary report of all its activities and results for the year to the School Committee and the community.


7.      The School Committee, in consultation with the Union, shall provide all members of the SSC with training aimed at maximizing the effectiveness of the collaborative process.


8.      Participation on the Council requires a commitment of time and energy on the part of all members.  The parties recognize that the efforts of the Councils may result in additional staff work and require time to complete projects outside of the normal Council meetings.  It is further understood that the Councils may need to purchase outside services and supplies to complete their work.  Therefore, each School Site Council shall receive an annual operating budget of $1,500 for lawful expenditures in support of the work of the Council which may include compensation of individuals for services and the purchase of outside services and supplies.







The parties recognize that one critical factor in developing and maintaining an excellent public school system is the professional development of teachers.  To achieve this goal, the district and school leaders will develop professional development plans, aligned with the School Improvement Plan and the No Child Left Behind Act of 2001 District Plan, that will enable teachers to increase, enhance, improve, learn and acquire content knowledge and pedagogical skills consistent with the requirements of the Education Reform Act of 1993, and the No Child Left Behind Act of 2001.


The No Child Left Behind (NCLB) Act of 2001 requires that all students be taught by highly qualified teachers in the core academic subjects by the end of the 2005-2006 school year (“core academic subjects” as defined under NCLB).  In order to meet the highly qualified definition as described by NCLB, Massachusetts teachers must possess a valid Massachusetts’ teaching license at the preliminary, initial, or professional level AND demonstrate subject matter competency in the areas they teach.  Subject matter competence is demonstrated through an Individual Professional Development Plan (IPDP) aligned with Massachusetts High Objective Uniform State Standard (HOUSSE) requirements.  Educators must align their IPDP with school and district improvement goals, complete eligible professional development programs and activities designed to support and increase student learning, and demonstrate proficiency through an end-of-course assessment or product.


A.     Curriculum Standards


1.      Teachers are to have a voice in curriculum planning.


2.      The parties agree that a continuing curriculum evaluation study shall be an integral part of the activity of the teachers of Chelsea.


3.      Teachers shall be consulted and notified in advance of any changes in curriculum prior to the date it will take place.


B.     Conferences


         Teachers are to be allowed to attend professional conferences or conventions on approval of the Superintendent.


C.     In-Service Training 


1.      The Chelsea School Department shall continue to provide one-half payment for courses taken by teachers for professional improvement.  A teacher shall be provided tuition remission for a maximum of three (3) courses per year; one for fall, one for spring, and one for summer; or one (1) course during the school year and two (2) courses during the summer.  Courses for which reimbursement is sought shall be subject to prior approval by the Superintendent.  Only courses which are deemed to be job-related by the Superintendent shall be approved for reimbursement.  This section is subject to any other conditions promulgated by the City of Chelsea.


2.      Reimbursement for courses shall not exceed one hundred thousand dollars per school year.


3.      The employee may apply for tuition reimbursement prior to the beginning of the course or seminar.  The approval process shall be completed within one week and a voucher will be provided to the teacher to cover the approved cost of tuition and laboratory fees.


4.      Upon completion of the program for which the advance reimbursement was received, the employee shall submit documentation in the form of a grade card, certificate, transcript or other proof that the course or seminar was successfully completed.  Failure to produce this documentation may result in the employee being required to repay all funds advanced.


5.      A teacher on a Sabbatical Leave of Absence is not eligible for tuition remission during the period of leave.


D.          Tuition Reimbursement/BU Scholarships


Preference for tuition reimbursement and available teacher scholarships from Boston University will be given to teachers who have attained professional status.


E.     Academic Freedom


1.      Each teacher is entitled to freedom of discussion within the classroom on all matters which are relevant to the subject under study and within his area of professional competence.  Every reasonable effort shall be made by the teacher to discuss all sides of an issue as objectively as possible.


2.      Teachers shall be solely responsible for the grading of students.  No minimum or maximum limitation shall be set on the number who pass or fail.  The grade entered into any pupil's record by his/her teacher shall not be changed by anyone except the teacher consistent with School District policies.


F.      Textbooks; Teaching Materials


1.      Opinions and suggestions as to the kind of textbooks and other teaching materials purchased shall be sought from academic personnel with final recommendation to the Committee made by the Superintendent.


2.      No textbook in active use in secondary schools shall be collected earlier than two (2) days before the close of school.


G.     Use of Material Created by Teachers


1.      The Union and School Committee agree to create a committee of three persons selected by the Union President and three persons selected by the employer to present recommendations regarding issues of patent, copyright, and use and ownership of materials created by teachers.


2.      Subject to applicable laws, the committee shall make recommendations concerning teachers' rights and interest in materials produced or created by them and the interests and rights of the school system regarding the use and ownership of such materials.  In addition, the committee shall make recommendations on other relevant issues relating to use of such materials within and outside the Chelsea school system.


3.      The committee shall provide its report and recommendations to the Union and employer for consideration and appropriate action not later than six months from the ratification of this Agreement.


H.     Education Reform Act


         The parties recognize that one critical factor in developing and maintaining an excellent public school system is the professional development of teachers.  To achieve this goal, the school system shall develop and implement a professional development strategy which will enable teachers individually and collectively, to increase, enhance, improve, gain and update existing knowledge and skills consistent with the requirements of the Education Reform Act of 1993. 






A.     Lead Teachers, Mentor Teachers and Academic Coaches


1.      At each level of the school system (high school, middle school, elementary school, early learning center), status teachers may be considered for advancement to the rank of Lead Teacher, Mentor Teacher or Academic Coach.  Lead Teachers, Mentor Teachers or Academic Coaches shall be selected based on their proven record of excellence teaching, excellent classroom management and excellent interpersonal skills as recognized by the staff of that school in which the teacher is housed.  The candidate for Lead Teacher,  Mentor Teacher, or Academic Coach must be ready to assume the responsibilities of that position, including serving as a model and trainer for other teachers assigned to him/her.


2.      The duties of each specific Lead Teacher, Mentor Teacher or Academic Coach position will be described on the position announcement and posted in accordance with Article VI section B1.  The following are examples of the duties anticipated for Lead Teacher, Mentor Teachers or Academic Coaches:


a.      Guide, coach and train new teachers;


b.      Develop in-service training for individuals and groups of teachers;


c.      Participate in school-wide projects related to teaching, curriculum and education reform.


3.      Proposals for Lead Teacher, Mentor Teacher or Academic Coach positions may be developed by the School Site Councils or the Superintendent.


4.      Lead Teachers , Mentor Teachers or Academic Coaches shall be appointed by the Superintendent.  In addition to the use of teacher evaluations, the Superintendent shall consult with the administrators and the teachers of the school in evaluating the qualifications of candidates for the position of Lead Teacher, Mentor Teacher or Academic Coach.


5.      The assignment of a teacher to the position of Lead Teacher, Mentor Teacher, or Academic Coach shall be for one or two years.  Assignments may be renewed.


6.      Lead Teachers, Mentor Teachers, or Academic Coaches shall be advanced to the next higher salary scale for the duration of their assignments.


7.      The School Department will provide to the President of the Union a list of all teachers who have been selected as Lead Teachers, Mentor Teachers, or Academic Coaches.


B.     Guidance Counselors


1.      The duties of guidance counselors shall be defined.


2.      Counselors' duties should be related solely to the guidance program.



C.     Department Heads


1.      The duties of a Department Head shall be defined.


2.      Department Heads should not be utilized as substitutes.


3.      Department Heads shall not be assigned a homeroom if possible.


D.     Librarians


1.      Whenever possible, a library which meets the standards of the American Library Association shall be established in each school and used exclusively as a library.


2.      Whenever possible, a library program conducted by a certified librarian or a teacher with equivalent training and experience shall be an integral part of the program in every elementary and secondary school.


3.            Librarians shall be used solely for library purposes except in an emergency.


E.           Occupational Therapists


1.            The following provisions do not apply or apply as described herein to Occupational Therapists:


a.  Compensation for loss of preparation periods (Article III.K);


b.  Provisions relating to teacher duties (Article V.A); teacher assignment (Article V.B); teacher evaluations (Article V.C); teaching load and teaching programs Article V.F); preparation periods (Article V.G); scholarship standards (Article V.I); class size (Article V.M); hiring of substitutes (Article V.S); training of teachers (Article V.T); and the extended day/work year and pre-school programs (Article V.W).


c.   For the purposes of layoff based on reduction of force (Article V.V), the parties agree to treat occupational therapists as an Impact Area for those occupational therapists who have completed at least three years of continuous Chelsea service and who possess the required licenses from the Massachusetts Board of Allied Health Professionals.


d.  Eligibility for the provisions of sick leave (Article VII.12, 13 and 14) requires the occupational therapist to have completed at least three years of continuous Chelsea service and possess the required license from the Massachusetts Board of Allied Health Professionals.


e.   For purposes of the grievance and arbitration procedures, in Article XII.9 and XIII.6, the provisions reserved for teachers with professional status do not apply to occupational therapists.


For purposes of leaves of absence (Article VII.L), occupational therapists must have completed at least five years of consecutive service in the Chelsea Public Schools and must be licensed by the State as an occupational therapist.





A.     Discipline


1.      No employee shall be disciplined without just cause.  Discipline may include verbal warnings, written reprimands, suspensions, termination from assignments during the term of such assignments, and termination of employment.


2.      Normally, discipline will be imposed progressively and will increase in severity with repeated infractions or omissions.


3.      The employer shall provide written reasons for the action to the employee and to the Union by certified mail or personal delivery within two days of the decision to suspend or terminate the employee.


4.      When imposing discipline or when giving reprimands, warnings, or criticism, confidentiality and privacy appropriate to the professional relationship shall be maintained.


5.      An employee may appeal any disciplinary action undertaken by the employer by filing a grievance under the procedures set forth in this agreement.


B.     Representation


When a supervisor calls an employee to an investigatory conference or meeting where it is evident, or the employee reasonably believes, that disciplinary action may result, the employee shall be permitted, upon request, to be accompanied by, and represented by a Union representative.


1.      When the employee requests to be represented by a Union representative, the meeting shall be recessed to permit the employee an opportunity to secure the requested assistance.


a.      The Union representative may require the supervisor to state the general nature of the investigation and to identify the alleged misconduct and discipline which may be imposed.


b.      The Union representative may, thereafter, request to meet with the employee for a reasonable period of time before the meeting resumes to identify the facts from the employee's perspective, to advise the employee of the rights conferred by this Agreement, and to prepare the employee's defense.


c.             For the purposes of this Section, a Union representative may be an officer or employee of the Union or the designated Union Building Representative.  An employee's request to be accompanied and represented by the Union shall not unduly delay a disciplinary investigation or meeting;  but once requested, the employer may not interview an employee until such representative is present.






A.     Definition


For the purposes of this Agreement, a grievance shall be defined as a complaint between the Committee and Union and/or any teacher involving only an alleged specific and direct violation of express language of a specific provision of this Agreement.


B.     Adjustments of Grievances


1.      A grievance must be presented within ten (10) school days of the time of the occurrence of the alleged contract violation and must be processed in accordance with the steps, time limits, and conditions as set forth below.


2.      An employee shall present the grievance to the school principal with the objective of resolving the matter informally.  The employee may be accompanied by another teacher or by a Union Representative.  The principal shall communicate a decision on the matter within seven school days of this meeting.


3.      If the grievance is not satisfactorily settled at this step, it may be reduced to writing by the teacher within three (3) school weeks after receipt of the Principal's answer and be presented to the Superintendent of Schools.  The Superintendent or his designee, the teacher, and the Union designee shall meet to discuss the grievance.  The Superintendent shall elect whether this discussion shall take place during working hours.  The Superintendent, or his designated representative, shall give his written answer to the grievance within ten (10) school days following the conclusion of the meeting.


4.      If the grievance is not satisfactorily settled at this step, it may be appealed in writing within ten (10) school days after receipt of the written answer of the Superintendent by the teacher to the Committee.  The Committee, or its designated representative, the teacher, and an authorized Union representative shall meet to discuss the grievance as promptly as possible, normally within fourteen (14) days, at a time designated by the Chairman of the School Committee.  The School Committee will be informed in writing at least three (3) days prior to the meeting of the names and titles of the person or persons who are to represent the teacher and the Union.  The School Committee, or its designated representative, shall elect whether this discussion shall take place during working hours.  The School Committee will give its written answer to the grievance within ten (10) school days following the conclusion of the meeting.


5.      If no satisfactory settlement of the grievance is made, it may be appealed to arbitration by written notice of such intention to appeal within ten (10) school days after the receipt of the written answer under Step 4.  This appeal to arbitration shall be in accordance with the procedure and conditions set forth in Article XIII.


6.      A grievance not initiated within the time specified shall be deemed to be waived.  Failure of the Union to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.  Failure of the School Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately.  The above limitations may be waived by mutual agreement of the parties.


7.      No reprisals of any kind will be taken by the School Committee or any member of the Administration against any party in interest, any school representative, any member of the Union, or any participant in the grievance procedure by reason of such participation.


8.      The School Committee will, upon request, provide the Union with any documents in its possession which will assist the Union in developing intelligent, accurate, informed, and constructive programs on behalf of the teachers and their students, together with any other available information or approved minutes of the School Committee which may be necessary for the Union to process grievances under this Agreement.


9.      The remedy for a teacher with professional status who is dismissed shall be in accordance with the provisions of M.G.L. Chapter 71, Section 42.






Section 1.


         In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and shall be governed by the following procedure:


         The arbitrator is to be mutually selected by the Committee and the Union.  If the Committee and the Union cannot agree within seven (7) school days after written notice of intention to arbitrate has been received by either party, then the party demanding arbitration shall within five (5) school days, thereafter, upon written notice to the other, request the American Arbitration Association to provide a panel of arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration Rules.


Section 2.


            Each party shall bear the expense of its representatives, participants, witnesses, and for the preparation and representation of its own case.  For the duration of this agreement, the preceding sentence shall be governed by the side agreement relating to payment of witnesses attending hearings.


         The fees and expenses of the arbitrator and the American Arbitration Association shall be shared equally by the parties provided that the obligation of the Committee to pay shall be limited to the obligation which the Committee can legally undertake in that connection.  In no event shall any present or future member of the Committee have any personal obligation for any payment under any provision of this Agreement.


Section 3.


         Notwithstanding anything to the contrary, no dispute or controversy shall be a subject for arbitration unless it involves only an alleged specific and direct violation of express language of a specific provision of this Agreement; the arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement.  The parties are agreed that no restrictions are intended on the rights and powers of the Committee except those specifically and directly set forth in express language in specific provisions of this Agreement.  The arbitrator shall arrive at his decision solely upon the facts, evidence, and contentions as presented by the parties during the arbitration proceedings.


         In determining whether there is a specific and direct violation of express language of a specific provision of this Agreement, it is agreed that the only criterion to be applied is the plain meaning of express language in the Agreement.


Section 4.


         If either party disputes the arbitrability of any grievance in any appropriate Court of Law or Equity, it is agreed that said Court shall determine the question of arbitrabilty de novo applying the principles set forth in Section 3 above without according any weight to any decision on arbitrability that may have been previously made by the arbitrator.


Section 5.


         Subject to the limitations in Section 3 and 4 above, the decision of the arbitrator shall be final and binding upon the parties hereto and upon any employee or employees affected thereby.


Section 6.


         The remedy for a teacher with professional status who is dismissed shall be in accordance with the provisions of M.G.L. Chapter 71, Section 42.







A.     Professional Consultation


1.      The parties recognize that the success of the Chelsea schools, the successful implementation of this Agreement, and the enhancement of the status of teachers requires the readiness of both parties to confer about proposed actions or potential problems.  Therefore, the Union, as the sole and exclusive representative of the employees in the bargaining unit, and the School Committee agree to establish regular consultation sessions where representatives of either party may raise issues relating to the implementation and administration of this Agreement, discuss proposed actions which may be the subject of collective bargaining, and resolve potential problems at the earliest possible time.  The frequency of such meetings shall be determined by mutual agreement of the parties.


2.      It is further agreed that the provisions of this section will in no way be construed as broadening the scope of other sections of this Agreement or broadening the application of this Agreement as a whole; nor will these provisions make any matter a grievance that would not be a grievance in the absence of these provisions nor make any matter a mandatory subject of discussion at any time other than at the consultations described in this Section that would not be a mandatory subject of discussion in the absence of the provisions of this Section.


B.     Union Activity on School Property


1.      Any discussion among teachers concerning Union matters on School Committee property must take place while all of the teachers involved in such discussion are on break or other free non-working time and not in the presence of students.


2.      Representatives or Agents of the Chelsea Teachers' Union who are not teachers in the Unit A described in Article I, Section 2, may only enter upon School Committee property with advance notification to the Superintendent of Schools.


3.      Union notices may be posted on school bulletin boards located in the teachers' room in the building.


a.      If the notice is signed by an authorized representative of the Union; and


b.      If the content of the notice is limited to announcement of recreational or social activities; or announcement of elections, appointments, and results of elections; or announcements of meetings; or professional matters.  Any such notices shall be limited to presenting factual data and shall in no event contain any inflammatory language or intent.


C.     Fair Practices


1.      As sole collective bargaining agent, the Union will continue its policy of accepting into voluntary membership all eligible persons in the unit without regard to race, color, creed, national origin, sex, or marital status.  The Union will represent equally all persons without regard to membership, participation in, or activities in any employee organization.


2.      The Committee agrees to continue its policy of not discriminating against any person on the basis of race, color, creed, national origin, age, sex, marital status, disability, or participation in or association with the activities of any employee organization.  Nothing in this agreement shall prevent the employer from taking any action necessary to comply with the requirements of the American with Disabilities Act.


3.      There shall be no discrimination, interference, restraint, or coercion by the School Committee, the Teachers' Union or their respective agents against any teacher because of membership or non-membership in the Union.  No one shall be required to become a member or remain a member of the Union as a condition of employment in the Chelsea School System.


D.     Deductions for Dues Check-Off /Agency Service Fee/COPE Deductions


1.      The Union is authorized to have payroll deductions for Union dues, Agency Service Fee, and COPE.  Such authorization may be revocable as provided by law.  The City Treasurer will transmit moneys deducted in total to the Union Treasurer no later than ten (10) days after such deduction is made.  The Chelsea Teacher’s Union shall notify the School Department of the amount of the Union dues and the Agency Service Fee annually, thirty days prior to the commencement of school classes.


2.      The deductions of Union Dues, Agency Service Fee or COPE will be made upon receipt of a form provided to the employee for the purpose of these deductions.  Such form shall be approved for use by the Chelsea School Department and must be signed and dated by the employee.


3.      As a condition of employment all members of the bargaining unit who are not members of the Chelsea Teachers’ Union, Local 1340, American Federation of Teachers, AFL-CIO shall pay to the Chelsea Teachers’ Union an Agency Service Fee which shall be assessed in compliance with Chapter 903 of the Acts and Resolves of the General Court of the Commonwealth of Massachusetts as adopted in 1977.

E.    School Meetings


The authorized representative of the Union shall have the right to schedule Union meetings in the building after regular school hours.


F.      Allowed Time for Union Negotiations


1.      The Principal shall recognize the Union Building Representative as the official representative of the Union in the school.


2.      The Principal shall meet no more than once a month after school hours with the School Union Committee of three (3) representatives in each school to consult on local school problems and policies as they relate to established Committee policies and procedures and this Agreement.  No other committee composed of bargaining unit personnel shall exist for this purpose.  Both parties shall submit items for the agenda.


3.      The discussion of other matters, as agreed upon for discussion by the Principal and the School Union Committee, is not precluded by the above.  However, the Principal and the School Union Committee do not have the authority to reach any decision which changes this Agreement or any established School Committee policy or procedure.


G.     School Committee Meetings; Minutes


         A copy of the minutes of all School Committee Meetings shall be made available to the official Union representative.


H.     Existing Laws and Regulations Preserved


         The rights and benefits of persons provided herein are in addition to those provided by City, State or Federal law, rule or regulation, including without limitation all applicable teachers with professional status, pension, or education laws and regulations.





Matters of Collective Bargaining not covered by this Agreement may during the life of the Agreement be handled in the following manner:


By the Committee:


Except as any change may be commanded by law, the Committee will continue its policies as outlined herein.  With respect to matters covered by this Agreement which are proper subjects for collective bargaining according to the General Laws Chapter 150E, the Committee agrees it will make no changes without prior consultation and negotiation with the Union.


By the Union:


In any matter covered in this Agreement which is a proper subject for collective bargaining according to the General Laws Chapter 150E, the Union may raise issue with the Committee for consultation and negotiation; except that the Union shall not renew or seek to renew any question introduced debated and settled, either negatively or affirmatively, during the bargaining prior to final settlement of this contract.


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








If any Article or Section of this Agreement or any additions thereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if the compliance with the enforcement of any Article or Section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this Agreement and of any additions thereto, or the application of such Article or Section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained, shall not be affected thereby. In the event that any Article or Section is held invalid or enforcement of or compliance with which has been restrained as set forth above, the parties affected thereby shall enter into immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such Article or Section during the period of the invalidity or restraint.








1.      In recognition of the provisions of Chapter 150E, the Union agrees that during the term of this Agreement, or any renewal thereof, neither it or any of its agents will engage in, incite, or participate, either directly or indirectly, in any strike or work stoppage.


2.      It is agreed that in the event of an alleged breach of Section 1, the Committee may seek its redress through the Grievance Procedure of this Agreement, by filing action in an appropriate court, or by exercise of any of its rights and powers, or by any combination of the above.


3.      The Teachers' Union further agrees that should any strike, sit down, stay in, slow down, work stoppage, withholding of services or any other interference occur, it shall put forward every effort to immediately have the activity terminated, including ordering the persons concerned to return to work, and in the event that they cannot  successfully order the persons concerned to return to work; they should ascertain who is responsible for the above-mentioned work interference and take appropriate disciplinary action, then failing same, should allow the School Committee to take said action.







This agreement shall be effective as of July 1, 2008 and shall go into full force and effect upon ratification by the parties.  The agreement shall continue in effect through June 30, 2011.


The parties further agree that they shall enter into negotiations no later than January 15, 2011 for a successor agreement to take effect July 1, 2011.




For Chelsea Teachers’ Union:                        Chelsea School Committee:

















                                                                               Date  _______________________







SEPT 2008

FEB 2009




SEPT 2008

FEB 2009



































































































































































































































































































































































**Max is only applicable to teachers who had Permanent Merit Pay in 1991-92 and 1992-93





SEPT 2009

FEB 2010




SEPT 2009

FEB 2010














































































































































































































































































































































































**Max is only applicable to teachers who had Permanent Merit Pay in 1991-92 and 1992-93
















SEPT 2010





SEPT 2010















































































































































































































































































































































































**Max is only applicable to teachers who had Permanent Merit Pay in 1991-92 and 1992-93