Clinton

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DistrictClinton
Shared Contract District
Org Code640000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2018
Expired StatusCurrent
Superintendency UnionClinton
Regional HS MembersClinton
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityurbanized centers
Number of Schools3
Enrollment1865
Percent Low Income Students33
Grade StartPK
Grade End12
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CONTRACT

 

 

BETWEEN

 

 

CLINTON TEACHERS’ ASSOCIATION

 

 

AND

 

 

CLINTON SCHOOL COMMITTEE

 

 

Beginning of School Year 2015/2016

 

to

 

 End of School Year 2017/2018

 

 

 

 

 

Clinton Teachers Association Contract

 

 

PREAMBLE

 

Recognizing that our prime purpose is to provide education of the highest quality for the children of Clinton, and that good morale within the teaching staff of Clinton is essential to achievement of that purpose, we the undersigned parties to this Contract declare that:

 

A.       under the Laws of Massachusetts, the School Committee elected by the citizens of Clinton has final responsibility for establishing the educational policies of the Public Schools of Clinton;

 

B.       the Superintendent of Schools of Clinton (hereinafter referred to as the Superintendent) has the responsibility for carrying out the policies to achieve education of the highest possible quality;

 

C.       the teaching staff of the Public Schools of Clinton has the responsibility for providing in the classrooms of the schools, education of the highest possible quality;

 

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

 

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

 

Article I

 

RECOGNITION

 

For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising there under, the School Committee recognizes the Association as the exclusive bargaining agent and representative of all professional salaried employees (full-time and part-time classroom teachers, guidance counselors, school psychologist, school nurses, social workers, school adjustment counselors, department heads, and/or team leaders) of the School Committee, excepting, however, every such employee who on the effective date of this Contract is, or thereafter shall be designated by the School Committee as a representative of it for the purpose of such bargaining.

 

 

 

 RIGHTS OF THE SCHOOL COMMITTEE

 

 

The School Committee is a public body established under and with the power provided by the statutes of the Commonwealth of Massachusetts, as the elected representatives of the citizens of Clinton charges with the responsibility of education in, and the efficient and economical operation of, the Clinton School Department.  It is acknowledged that the School committee has the final responsibility of establishing the education policies of the public schools of Clinton.

 

Nothing in this agreement shall be deemed to derogate or impair the powers and responsibilities of the School Committee under the statues of the Commonwealth.  Except as expressly modified herein, said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the table of contents in this agreement.

 

As to every matter not expressly covered by this agreement, and except as directly modified by a specific provision of this agreement, the School Committee retains exclusively to itself all rights and powers and responsibilities that it has or may hereafter be granted by law and may exercise the same at its discretion without such exercise being made the subject of a grievance-arbitration hearing.

 

The failure of the School Committee to exercise any right or power hereby reserved to it or the exercise by it of any such exercise of rights, nor a lack thereof.

 

Article IA

 

AGENCY SERVICE FEE

 

A.    Effective the thirtieth (30th) day following the ratification of this agreement, each member of the bargaining unit who is a member of the Clinton Teachers Association/Massachusetts Teachers Association/National Educational Association (hereafter sometimes called the Association) in good standing shall annually be required to maintain such membership in that association (cash payment due by December 1st, if not on payroll deduction) or pay an agency service fee equal to the amount required to become and remain a member in good standing of the Association subject to the provisions contained in Chapter 150E, Section 12. of the General Laws of the Commonwealth of Massachusetts, including any provisions regarding the payment of rebates, and all applicable rules and regulations of the Massachusetts Labor Relations Commission, as said in Section 12 and such rules and regulations from time to time may be amended.

 

B.    Effective the thirtieth (30th) day following the ratification of this agreement, all new employees shall be required to become a member of the above association or pay an agency service fee.

 

 

C.    Each year following the ratification of this contract, present members of the bargaining unit who are not members of the association shall be required to select one (1) of the following options:

 

         1.            become a member of the Association,

 

         2.            pay an agency service fee as described in Paragraph #A above, or

 

         3.            make a contribution equal to the Association dues to the Clinton Teachers

                        Association Scholarship Fund (to be paid by December 1st).

 

D.    The School Committee shall consider no action against any member of the bargaining unit for failure to meet his/her agency service fee obligation or scholarship contribution, unless and until the Association certifies, in writing, to the School Committee that said member has not met the obligation imposed by this Article.  Such a member shall have been informed by the CTA by March 1st, in writing, that prior to April 1st that one of the options under Paragraph #C above (except Scholarship Fund) must be chosen or the matter will be referred to the School Committee concerning enforcement of this Article.

 

E.      All members of the bargaining unit who do not become members of the Association, pay the prescribed agency service fee, or make the scholarship contribution prior to April 1st of any give year shall, as a condition of employment, be suspended for three (3) work days, without pay, on an annual basis.

 

F.      The Association agrees to indemnify and save the School Committee harmless against any and all claims, demands, or suits or other forms of liability or costs, including attorneys’ fees,  that may arise out of or by reason of any action taken by the School Committee for the purpose of complying with the provisions of this Article.

 

G.     The Association agrees to assume full responsibility for the disposition of the agency service fee monies so deducted under Paragraphs A, B, and C1 and C2 above once they have been turned over to the Treasurer of the Association. 

 

H.     It is understood by the School Committee and the Association that deduction of the agency service fee may be made by the School Committee through its Treasurer, pursuant to G.L.C. 180. Section 17b.

 

I.       Those choosing Option 3 (Paragraph #C) above should make their checks payable to:  Clinton Teachers’ Association Scholarship Fund.  These contributions should be sent directly to the Association Treasurer.

 

The agency fee includes all chargeable items set forth in 456 CMR 17.04 (1) and excludes all non-chargeable items set forth in 456 CMR 17.04 (2).  The fee does not include certain benefits available only to members.  These benefits include:

 

         1.            an Educators Employment Liability Policy which provides, among other things,

                        up to $1,000,000 of insurance to members for claims arising out of an educator’s

                        employment activities,

 

         2.            payment of attorney fees in defense of employment-related criminal charges in

                        accordance with the MTA Legal Services Policy,

 

         3.            attorney referral program which, where available, provides members with up to

                        one hour of free consultation for general legal advice and a 30 percent fee

                        reduction in legal matters regarding real estate, domestic relations, wills and

                        estates, consumer protection, and motor vehicle violations.

 

         4.            discount group purchasing of home, life, and auto insurance, travel and financial

                        services through Educators Services Corporation and

        

         5.            assistance and advice from retirement consultants.

 

Article II

 

EXISTING CONDITIONS OF EMPLOYMENT

 

 

Except as this Contract shall hereinafter otherwise provide, all conditions of employment applicable on the effective date of this Contract to employees covered by this Contract, as established by the School Committee’s Rules and Regulations in force on the said date, shall continue to be so applicable during the life of this Contract. 

 

Article III

 

TEACHING HOURS AND TEACHING LOAD

 

The School Committee and the Association recognize and agree that a teacher’s responsibility to his/her students and his/her profession should normally entail the performance of duties and the expenditure of time beyond the regular work day, but that time and work schedules can, and should be established, applicable to teachers in the normal course of their employment.  To this end, the following conditions of employment shall be effective, except in circumstances beyond the control of the School Department, in the administration of this Contract.

 

A.     The Work Year of all said returning Professional Salaried Employees, shall begin not earlier than 1 week prior to Labor Day, and shall not terminate later than June 30th in the following calendar year, and shall consist of, and not exceed, the requirements set by the State Board of Education.  All said Professional Salaried Employees shall be required to attend the Orientation Day held on the first day of the work year, and the number of days that pupils are required by the School Committee to be in attendance at school.  In addition to said work days, new employees of the Clinton School Department shall attend the 2.5 day Orientation Program during the week prior to the beginning of the school year.  Such additional orientation days shall not be included in the said work year.  “Mentor” teachers will attend this program as part of their performance responsibilities.

 

Work days on which school is cancelled because of weather or other unforeseen conditions, it shall be at the sole discretion of the School Committee whether or not to make up days lost due to emergencies in order to meet the minimum number of days and/or hours set by the State Board of Education.

 

All other in-service meetings shall be held during release time.

 

The School Committee, in instances of weather or other unforeseen conditions, has the right, in conjunction with the Clinton Teachers Association, to review and amend the school calendar in order to meet its obligations as set by the State Board of Education.

 

B.     The Work Day of said employees shall begin fifteen (15) minutes before the specified time of the beginning of the students’ day at the school to which they are assigned.  For the purpose of this Contract, the term “students’ day” shall mean that period of time between the regular starting and dismissal times established by the School Committee for the students at respective schools.  Employees will be assigned duties for that period by direction of the School Principal, and may be assigned duties in storm and other emergencies.  These duties will be assigned in a fair and equitable manner and will be assigned to all unit members assigned to said school.  The school administration will show cause for exceptions to this provision.

 

         The workday for guidance counselors, school social workers, and school adjustment counselors will end sixty (60) minutes after the end of the student’s day on Monday through Thursday.  The workday for guidance counselors, school social workers and school adjustment counselors will end thirty (30) minutes after the end of the student’s day on Friday.  Such time will be utilized to attend team special education, 504 accommodation plan, and parent, teacher and administrative meetings.  Guidance counselors, school social workers and school adjustment counselors will not be assigned any duty assignment during the school day.

 

         Guidance counselors, school social workers and school adjustment counselors may utilize the 60 minutes per day to include a portion of time before or after school hours depending on the task they are performing. They are not required to spend the entire 60 minutes at the end of the school day. Decision about how to extend the workday by the additional 60 minutes will be determined by the building principal in consultation with the counselors.

 

C.     The Work Day of said employees, except as otherwise provided for in this Article, or unless any such employee is expressly released sooner by the Principal or his agent, shall end thirty (30) minutes after the end of the students’ day, except on Friday, at the school to which they are assigned.  Such time may be utilized to actively seek out and offer help to those students deemed in need of help.  If, after such efforts by a teacher, no students appear for help within fifteen (15) minutes of dismissal, any such teacher may depart the school premises.

 

D.     Said employees shall also be required to attend and participate in such evening meetings and/or events related to the educational programs as the Superintendent or his designee may direct, provided that such meeting and/or events shall not be scheduled for any such employee more than two (2) times during the school year, and shall not exceed two (2) hours in duration. A third evening meeting/event, not to exceed two (2) hours in duration, may be held through bilateral agreement, once a formal program and agenda have been submitted and approved.

 

Two additional evening meetings and/or events may be held if these are both paid and voluntary.  The superintendent will be able to limit the number of teacher participants if necessary.  The rate of pay will be the same as the Non-Article III teaching stipend defined in Appendix A, Part G.

 

E.      All full-time Professional Employees shall have a duty-free lunch period of at least twenty-five (25) minutes in each day.

 

F.      All teachers in Grades 7 through 12 will not be required to teach courses in more than two (2) departments (i.e. Social Studies, English, Math, Science, Foreign Languages, Physical Education, Business Education, Bilingual, Special Needs, Art, Music, Home Economics, Industrial Technology, or any area supervised by a Department Chairperson) nor more than three (3) teaching preparations within said department(s) at any time except upon voluntary election of the teacher.  Such voluntary election shall be agreed to in writing by the teacher.

 

G.     Teachers shall have five preparation periods during each five-day cycle in schools utilizing a five-day rotation, and seven preparation periods during each seven-day cycle in schools utilizing a seven-day rotation.  A double period counts as two preps. Teachers will not be assigned any other duties during this preparation period. Teachers are encouraged to use this time to plan and prepare class activities, correct student work, meet with parents/guardians, assist students, attend meetings addressing the needs of the students or academic programs or participate in other activities approved by the building principal or designee.

 

All other periods of the school day, all teachers shall teach and/or have duties.  Teachers may also have duties before and at the end of the school day, provided they do not extend beyond the workday established in Part B and/or Part C of this article.  Guidance counselors, school social workers and school adjustment counselors will not be assigned any duty assignments during the school day.  Department heads will not be assigned duties if the schedule permits.

         

H.     Students may, at the discretion of the Principal and Superintendent, be released before the end of the regularly scheduled school day when they are taking final examinations.

 

 I.      Teachers teaching more than 25 teaching periods per week will be compensated by the schedule below. The schedule below is based on classes meeting 5 days per week for ½ or full year. Tutorials, extra help and enrichment during the day will not be compensated.

 

Teachers with an extra academic class will receive a stipend based on the number of students.

 

A class is an Academic Class if the following exists: Teacher prepares lessons, teaches lessons, assigns work, and grades students

 

Students _                                           Compensation Full Year                     ½ Year

 

1 to 9                                                   $1800                                                  $900

 

10 to 18                                               $3600                                                  $1800

 

More than 18                                       $5400                                                  $2700

 

 

      All AP courses would be exempt from schedule and counted as more than 18 students in class.

      All dollar amounts above will be pro-rated based on the number of days taught.

Elementary School

      All teachers will have 5 preps per a 5 day cycle

      Elementary School teachers will be compensated under this schedule if they give up a prep.

Middle School

      All teachers will have 5 preps per a 5 day cycle and will be compensated for teaching an extra academic class during an enrichment period.

 

1.      Any teacher assigned to teach a class of another teacher during the school year for more than five (5) consecutive periods will be compensated at the rate of $30.00 per period of instruction after the five (5) day period. This rate of pay is subject to annual percentage increases, if any exist, as specified in Appendix A. This is not retroactive for the five (5) day period.

 

2.      It is not the intent of the parties to utilize this provision in order to avoid the hiring of a full-time teacher. Teachers may request to teach an extra period, but it is recognized that the Superintendent or designee, in the best interests of the educational needs of the system, shall have the power to assign the teacher to that extra period.

 

3.      At CHS and CMS a period is 50 minutes and a 100 minute period will count as two (2) periods.

 

Article IV

 

NON-TEACHING DUTIES

 

A.     Teachers will not be required to drive pupils to activities which take place away from the school building. Teachers may do so voluntarily, however, with the advance approval of parents/guardians and the principal, pursuant to current relevant District policy.

 

B.     Teachers shall be allowed to accept coaching positions in other districts.  It is understood that such activity shall not interfere with regular teaching duties and responsibilities.

 

C.     The office permanent record cards of the students shall not be maintained by teachers.

 

D.     The registers shall not be maintained by the teachers.

 

E.      Teachers will not be required to collect monies.

 

F.      All achievement Tests administered to large groups will be machine scored.  All tests administered on an individual class basis or individual basis shall be scored and analyzed by the person responsible for administering the test.

 

Article V

 

VACANCIES AND PROMOTIONS

 

A.     All vacancies in professional positions caused by death, retirement, discharge, resignation, or by the creation of new positions or new promotional positions, shall be filled pursuant to the following procedures:

 

1.      Such vacancies shall be adequately publicized by means of a notice from the Superintendent of Schools, at least ten (10) calendar days in advance of the date of filling such vacancies, except by mutual agreement between the Superintendent of Schools and the President of the Clinton Teachers’ Association.

 

2.      Said notice of vacancy shall clearly set forth the qualifications, salaries, duties, and time limits for filing applications for the position.  The duties shall not be changed unless the position is re-advertised.

 

3.      Teachers who desire to apply for such vacancies shall file their applications in writing with the office of the Superintendent within the time limit specified.

 

4.            Candidates from both within and without the School System will be recruited to fill vacancies. Applicants with proper certification from within the School System shall be granted an interview by the Principal and/or Superintendent, but the Principal/Superintendent has the free and unencumbered ability to hire personnel.

 

5.         In the event a position is known to be a full year in duration, then the position must be filled as an actual vacancy.

 

B.     Promotional positions in said union are defined as follows:  Positions paying a salary differential and/or all positions on the administrative-supervisory level.

 

C.     Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests must be submitted between September 1 and May 1 to be considered for the following school year.  Requests must be renewed each year.  All requests will be acknowledged in writing by June 30.

 

Article VI

 

LEAVES OF ABSENCE WITH PAY

 

A.     Each teacher shall be entitled to three (3) days non-accumulative leave of absence without loss of pay each year for personal, legal, business, household, or family matters, which require absence during school hours.  Application for such leave shall be made as far in advance as practicable, ordinarily at least forty-eight (48) hours, and the applicant shall not be required to state the reason for taking such leave other than he/she is taking it under this policy, with the following exceptions:

 

B.     Personal Days shall not be used on:

 

1.      The day before school begins, nor the first day of school,

        

2.      the last day of school,

 

3.      the day before a holiday, or the day before a vacation begins,

 

4.      the day after a holiday, or the day after a vacation ends,

 

except for reason, and at the discretion of the Superintendent.  Also, at other times during the year when four (4) teachers have taken Personal Day Leave on the same day, no further such leave shall be allowed, except for reason, and at the discretion of the Superintendent and the knowledge of the School Committee.

 

C.     Teachers will be entitled to the following consecutive temporary leaves of absence with pay each year – it is understood that these days will run consecutively:

 

1.      Up to five (5) consecutive school days at one time in the event of the death of a

husband, wife, mother, father, son, daughter, brother or sister, grandparents or grandchild of the teacher.  These five days must occur within a two (2) week period in the same school year.

 

2.        Up to three (3) consecutive school days at one time in the event of the death of a uncle, aunt, nephew, niece, son-in-law, daughter-in-law, brother-in-law, sister-in-law, father-in-law or mother-in-law of a teacher.

 

3.        One (1) day at one time, in the event of the death of a first cousin of the teacher.

 

4.        Further leave may be granted at the discretion of the Superintendent upon request.

 

 

D.     1.        Sick leave shall be earned at the rate of 1.5 days/month up to a maximum of fifteen (15) days/school year, with unlimited accumulation. These days may be used for illness of the employee. A maximum of 60 earned sick days may be used for illness of members of the immediate family (spouse, domestic partner, mother, father, son, daughter and/or any immediate family member living in the employee’s household) in accord with the Rules and Regulations of the School Committee.  For prolonged illness, cumulative sick leave shall be available.  Cumulative sick leave is defined as the sum of all unused sick leave for an unlimited period of time.

 

a.       Staff who are not sick themselves, but attending to an ill family member are eligible to attend after school functions including but not limited to coaching, advising, and tutoring provided they notify the nature of their absence to the substitute coordinator. These are not additional sick days, but are incorporated within the 1.5 sick days per month accrual, and have a cap of 5 instances per school year.

 

2.        Professional Instructional Employees may donate one (1) sick day to another teacher who has exhausted all their accumulated sick leave and their Sick Leave Bank options, up to a maximum of fifty (50) days.  The fifty (50) days is the maximum amount that the employee may obtain during their employment in the Clinton School System.

 

3.        Benefits for Part time teachers Clinton High School and Middle School: Teachers will need a minimum of 10 periods of instruction per week to qualify for benefits.

 

Sick leave accrual for part time teachers at Clinton High School and Clinton Middle

School:
10-14 periods of instruction per week = 40%
Working 5 days: 15 days @ .4
Working 4 days: 12 days @ .4
Working 3 days: 9 days @ .4
Working 2 days: 6 days @ .4

15-17 periods of instruction per week = 60%
Working 5 days: 15 days @ .6
Working 4 days: 12 days @ .6
Working 3 days: 9 days @ .6

18-20 periods of instruction per week= 80%
Working 5 days: 15 days @ .8
Working 4 days: 12 days @ .8
Working 3 days: 9 days @ .8

21-24 periods of instruction per week= 90%
Working 5 days: 15 days @ .9
Working 4 days: 12 days @ .9
Working 3 days: 9 days @ .9

 

Sick leave accrual for part time teachers at the Clinton Elementary School based on 35 hours:
15-19 hours of instruction per week
Working 5 days: 15 days @ .48
Working 4 days: 12 days @ .48
Working 3 days: 9 days @ .48

20-24 hours of instruction per week
Working 5 days: 15 days @ .63
Working 4 days: 12 days @ .63
Working 3 days: 9 days @ .63

25-29 hours of instruction per week
Working 5 days: 15 days @ .77
Working 4 days: 12 days @ .77
Working 3 days: 9 days @ .77

30-34 hours of instruction per week
Working 5 days: 15 days @ .91
Working 4 days: 12 days @ .91

 

 

E.      Upon the recommendation of the Principal, Department Chairperson, or the immediate Supervisor, with the approval of the Superintendent, a teacher may be absent without loss of pay for the purpose of attending some particular educational conference, or visiting a school to observe some specified, and effective school function.

 

F.      1.  Employees absent three (3) consecutive days may be required to submit a doctor’s note upon their return to work.

 

2.  Employees absent ten (10) consecutive days may be required to undergo a medical review by the School Department Physician, paid for by the School Committee.

 

Medical Review is defined as the following:  The School Department Physician or designee will perform an independent medical evaluation of the employee.  The School Department Physician or designee will then inform the Superintendent of Schools and the CTA President of this opinion of the illness and case.  If the employee’s doctor and the administration’s doctor have different medical findings, the employee will be examined by a third independent doctor selected by both the CTA and the School Committee.  The CTA will be present when the Superintendent submits the doctor’s report(s) to the committee. The School Committee will pay for the services of the third independent doctor.

 

G.       Legal Leave is available to a staff member only for Jury Duty or if the staff member is subpoenaed to testify by the School Department.

 

Article VII

 

GRIEVANCE PROCEDURE

 

A.     Definitions:

 

         1.      A grievance is a claim or complaint based upon an event, act or condition which effects the interpretation, meaning, or application or any of the conditions of this Agreement.

 

         2.      A “grievant” is the person or persons, and/or the Association itself, making the claim or complaint.

 

         3.      A “party in interest” is the person or persons, and/or the Association making the claim and filing the grievance, and any person it might take in order to resolve the grievance.

 

         4.      When filing a grievance a teacher must state in writing the specific provision of the Agreement which is alleged to have been violated and is being grieved.

 

B.     Purpose:

 

The purpose of this procedure is to resolve, at the lowest possible administrative level, solutions to the problems which may from time to time arise, affecting working conditions of employees and/or the contractual right and privileges of employees covered by the Agreement.

 

Both parties agree that grievance proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

 

C.     Procedure:

 

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum, and every effort shall be made to expedite the process.  The time limits specified may, however, in particular circumstances, be reduced or extended by mutual agreement in writing.

 

Level One

 

The grievance shall be presented in writing within ten (10) school days of the event to the immediate supervisor or administrator and the Principal to whom the grievant is specifically assigned.  The appropriate administrators shall thereafter meet with the grievant in an effort to settle the grievance.  Any meeting with reference to the above shall be held during non-school hours.

 

Level Two

 

If at the end of five (5) school days next following such presentation at Level One, the original grievance shall not have been disposed of to the grievant’s satisfaction, the grievant may, within five (5) school days thereafter, present the original grievance IN WRITING to the Superintendent, who shall thereafter meet with the grievant in an effort to settle the grievance.

 

Level Three

 

If at the end of ten (10) school days next following presentation of the original grievance at Level Two, the dispute shall not have been disposed of to the grievant’s satisfaction, the grievant may, within five (5) school days thereafter, if the School Committee has jurisdiction on the particular issue, present that grievance IN WRITING to the School Committee which shall thereafter meet with the grievant in an effort to settle the grievance.

 

Level Four

 

If at the end of fifteen (15) school days next following presentation of the original grievance at Level Three, the grievance shall not have been disposed of to the satisfaction of the grievant, the grievant may submit the grievance to arbitration through the American Arbitration Association within twenty-one (21) calendar days in accordance with the tribunals voluntary rules and regulations then obtaining.  The costs of the Arbitrator shall be shared equally by the School Committee and the grievant, including per diem expenses, if any, and actual necessary travel and subsistence expenses.  The arbitration award made shall be final and binding upon the School Committee, the Association and the grieving employee(s) if any.

 

D.     Miscellaneous:

 

          1.     Grievances submitted in written form shall be responded to in writing by the Principal or immediate supervisor.

 

          2.     All written communications, documents, and records, relating to any grievance shall be maintained in a file separate from the personnel file of any employee involved in the proceedings.  Unless requested in writing to do otherwise, by all employees named in such records, any documents, communications, and records dealing with the processing of a grievance will be kept in the strictest confidence and will not be make available or referred to potential employers or others inquiring about said employee(s), but not having been a party in interest to the actual proceedings.

 

                3.     Any party in interest may be represented at all stages of the grievances by a person or persons of his/her own choosing, except that a grievant may not be represented by a representative or an officer of any teacher organization other  than the Clinton Teachers Association (CTA) and/or its parent affiliates.  When a teacher is not to be represented by the CTA and/or its agents, the CTA will be informed by the grievant of the impending proceedings and shall have the right to be present at the proceedings and to state its views at all stages of the particular grievance matter.

 

          4.     If any employee covered by this Agreement shall present any grievance without representation by the CTA and/or its agents, the disposition, if any, of the dispute shall be consistent with the provisions of this Agreement.  The disposition, if any, of any grievance processed under these herein described circumstances, shall be transmitted in writing to the CTA by the grievant at the same time a decision is delivered to the employee grieving the matter without representation.

 

          5.     Subject to the provisions of the Public Records Law, the Committee shall, upon request, make available to all parties in interest, school department records and documents in its possession, necessary to the processing of any grievance.

 

          6.     When attendance at grievance proceedings is required of an employee to provide information, to serve as a witness, to represent a party in interest, or to otherwise take part in grievance deliberations during the school day, said employee will be released from normal and assigned duties without loss of pay as necessary to permit participation in the foregoing activities.  The foregoing notwithstanding, every effort will be made by all parties in interest to schedule grievance sessions in the participants’ non-working hours or after school.

 

7.     The School Committee and the Association view the grievance procedure as a problem-solving procedure which may be used with impunity.

 

          8.     Pending the Arbitrator’s final decision of a grievance, the teacher and/or the Clinton Teachers Association shall proceed diligently with the performance of their duties in accordance with the School Committee’s decision.

 

         9.     It is understood that the CTA may not bring forth a grievance on behalf of an individual bargaining unit member, but may bring forth a grievance in its own name where the Association as a whole has been aggrieved.

 

         10.    The Arbitrator shall have no power to add to or subtract from the explicit terms and conditions of this Agreement.

 

         11.    No information may be presented to the Arbitrator that has not been previously presented through the grievance process.

 

Article VIII

 

CLINTON TEACHERS’ ASSOCIATION SICK LEAVE BANK

 

All teachers in the Clinton School Department shall be permitted to contribute up to a maximum of three (3) days from his/her sick leave accumulation reserve each year to a “Sick Leave Bank”, which shall be established to aid teachers who suffer prolonged illness and whose sick leave accumulation has been exhausted.  As of July 1, 2001, new membership in the CTA Sick Bank is limited to professional employees covered by this contract.  The Bank will be operated under the following conditions:

 

A.     each illness or disability shall be applied for, and treated, separately and

 

B.     a teacher with three (3) years or less in the Clinton School Department may be permitted, upon adequate justification, to apply for additional sick leave after his/her accumulated sick leave has been exhausted due to illness, based upon the following time in service:

 

     1.     a first year teacher may draw up to ten (10) days,

     2.     a second year teacher may draw up to twenty (20) days,

     3.     a third year teacher may draw up to thirty (30) days.

 

C.     A teacher with professional status in the Clinton School Department may be permitted, upon adequate justification, to apply for up to seventy-five (75) additional days sick leave after his/her accumulated sick leave has been exhausted due to illness.

 

D.     Medical reports signed by a medical doctor shall be required by the Sick Leave Bank Committee in the administration of the Sick Leave Bank.  Teachers drawing on the Bank shall have their cases reviewed at intervals of twenty-five (25) work days.

 

E.      Repayment of days drawn from the Bank by a teacher shall be on the following basis:

 

  1.     all days drawn, up to a maximum of ten (10) days shall be deducted from that               teacher’s accumulated sick leave the following year and returned to the Bank;

  2.     any days used beyond ten (10) shall be repaid at the rate of ten (10) days per

         year, and

  3.     upon a teacher’s retirement, any days still owed to the Bank shall be deducted

         from the teacher’s accumulated sick leave.

 

The Sick Leave Bank Committee shall be composed of five (5) members to be selected by the Clinton Teachers’ Association.  Any application approval shall be by a majority vote of the full Sick Leave Bank Committee.

 

The administration of the Sick Bank shall be audited at the end of the school year by a committee consisting of the following:  (1) the Superintendent, (2) one member appointed by the Clinton Teachers’ Association and (3) one member appointed by the Sick Bank Committee.  Reports of this audit shall be forwarded to the School Committee by the end of the school year.

 

Article IX

 

LEAVE OF ABSENCE WITHOUT PAY

 

A leave of absence without pay or increment of up to one (1) year will be granted by the School Committee upon the recommendation of the Superintendent.  This leave may be granted for any personal, professional, or educational purpose that the School Committee deems appropriate for the school and/or employee.  The School Committee may extend the leave upon written request by the employee prior to March 1st of the previous year.

 

Time spent on a leave of absence without pay may not be used to accrue any employment benefit (e.g. step advancement, longevity, etc.) which is based upon time served.  This restriction does not apply to time spent on paid maternity leave.

 

Article X

 

SABBATICAL LEAVE

 

A.     Any teacher who has served continuously in the Clinton Public Schools for a period of at least seven (7) years may, on the recommendation of the Superintendent, be granted a sabbatical leave of absence, not exceeding one (1) year for approved study or other professional improvement program.

 

B.     A teacher on sabbatical leave may receive compensation equal to the difference between his/her annual salary and the total amount of any grants or financial assistance he/she may have received from outside sources for the purpose of sabbatical studies, provided, however, that in no event shall the amount of salary to be paid said teacher exceed two-thirds (2/3) the annual salary which the teacher would have been entitled had he/she remained in the School Department that year.  The terms “grants or financial assistance” shall not include the cost of required tuition or book expenses, where such can be verified.

 

C.     Request for a leave of absence shall be made before March 1st of the school year previous to the school year for which the leave of absence is requested.

 

D.     Before beginning the sabbatical leave, the teacher shall enter into contract to return to active service in the Clinton Public Schools for a period of at least two (2) years after expiration of such leave.  A teacher who defaults in completing this service shall repay to the Town of Clinton, an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered, provided, however, that the teacher shall be released from such payment if his/her failure to serve the two (2) years as stipulated, be due to his/her illness, disability or death, or if the teacher be discharged from his/her position by the proper authority.

 

E.      At the conclusion of the sabbatical leave, the recipient will furnish appropriate documentation to verify that the stated goals of the sabbatical have been accomplished.

 

F.      A teacher returning from sabbatical leave shall be placed on the step of the salary schedule the teacher would have attained had he/she remained in the School Department.

 

G.     Not more than one (1) professional from the primary level, one (1) professional from the middle school level, and one (1) professional from the high school level, of the members of the  total professional staff, shall be granted leave during any one (1) year.  In the event that the number of applications received is in excess of the above-mentioned number of professional staff, the following factors will be taken into account in assigning leave:

 

         1.  educational value of the proposed project to the School Department and

         2.  priority of application (date).

 

H.     Upon completion of the sabbatical leave, the recipient shall submit a written report to the Superintendent containing transcripts of all college and university work done while on leave, together with any other pertinent or interpretive material considered essential to an evaluation of the report.

 

Article XI

 

PROFESSIONAL IMPROVEMENT

 

A.     The School Department will reimburse each teacher up to $1,400 per fiscal year for the per credit cost of the graduate courses or other type of self-improvement plan approved by the Superintendent of Schools. The annual total tuition reimbursement amount for the bargaining unit shall not exceed $60,000. For staff that need Continuing Education Units (CEUs) in addition to PDPs for relicensing/recertification purposes, this amount may be used for either graduate coursework or other type of professional development (e.g., such as workshops or conferences), as approved by the Superintendent of Schools.

 

B.     Teachers who take courses during July and August will not be reimbursed for these courses until the second pay period in September and they must be working for the Clinton School Department at the time of the reimbursement.  If a teacher is not working for the School Department at the time of this payment, no reimbursement will be paid. Any teacher who voluntarily separates him/herself from the District prior to the end of the school year after he/she receives tuition reimbursement will be required to refund the amount of that tuition reimbursement to the District.

 

C.     Teachers not in possession of a Masters degree have until June 30, 2016 to provide the District an acceptance letter of admission to a Masters program in any field. After June 30, 2016, any first Masters degree must be in the primary subject area the teacher is now teaching and/or any other field where teacher holds a license.

 

Article XII

 

SICK LEAVE BUY-BACK

 

Effective July 1, 1994, when a Professional Employee hired prior to July 1, 2007 retires from the Clinton Public School System and the Massachusetts Teacher Retirement System, after ten (10) years of service in the Clinton School System, he/she or his/her estate will receive full pay for as many days as the employee has accumulated in sick leave using the following formula:

 

A.     One for one for the first sixty (60) days of accumulated sick leave.

 

B.     Days in excess of sixty (60) will be paid at the rate of one (1) day’s pay for every two (2) days of accumulated sick leave up to a maximum of forty (40) additional days.  Total sick leave days paid for under this provision would be a maximum of one-hundred (100) days.

 

C.     The per diem rate will be based on the work year at retirement.

 

D.     The maximum payment for all accumulated sick leave days will not exceed $29,000 during the years of this contract.  It is understood that this maximum will be a negotiable item for any successor agreement, but that it cannot be lowered.

 

E.      The one day rate of pay, per diem, is based only on the employee’s salary (BA, BA+15,

BA+36/MA, MA+15, MA+30, MA+45, MA+60/CAGS, MA+75/PHD), and longevity bonus, if appropriate.  Chairperson, athletic, or extra-curricular pay are not included.

 

F.      For teachers hired on or after July 1, 2007:  After ten (10) years of service in the Clinton Public Schools, at any time when the teacher retires from the Clinton Public School System and the Massachusetts Teacher Retirement System, or dies (estate will receive this benefit), he or she will receive full pay at the per diem rate for 6% of the days that the teacher has accumulated in sick leave up to $29,000. The per diem rate will be based on the work year at retirement.

 

G.     Notification of intent to retire must be supplied to the superintendent by December 1st of the school year in which the employee intends to claim this benefit. The order of priority for payments will be determined by seniority of the retiree(s). Additionally, the actual retirement date must be effective at the end of mid-year point or at the completion of the school year. It is understood that a bargaining unit employee may still elect to retire at a time other than the mid-point or the end of the school year, but such employee shall not be eligible for the full sick leave buyback. The total of the sick leave buyback ($29,000) will be reduced by the value of the retiring teacher’s per diem pay from the date he/she leaves from the beginning the school through the mid-point and after the mid-point until the end of the school year. 

 

H.     Clinton Public Schools will pay out all buyback monies owed within three years of a qualifying retirement.

 

Article XIII

 

REDUCTION IN FORCE CLAUSE

 

If for any reason the Committee deems it necessary to reduce staff in accordance with a decline in enrollment, reorganization, budget limitations, or as other circumstances may warrant, the following procedure will be followed:

 

A.     Before the layoff/involuntary transfer of any teacher, all reasonable measures such as normal attrition, leaves of absence, long-term illnesses, etc. shall be employed to minimize, delay or eliminate the need for layoffs.

 

B.     Teachers will be laid off according to the following rules and procedures:

 

         1.      The least senior teacher in the affected discipline will be laid off first.

 

         2.      Additional layoffs within the same discipline will be in inverse order of seniority.

        

         3.      Exceptions to #1 and #2 above may be made when it can be determined that the performance of a junior teacher in the affected discipline is better than that of the senior teacher.  Factors used in such determination will include: area(s) of certification, major or minor, graduate work completed in the field, teacher evaluations, course/grade level experience, attendance history, and teaching experience outside the Clinton Public School System.

 

         4.      Teachers who were Instructional Associates will be given seniority based upon their first appointment as Instructional Associates.

 

SENIORITY

 

Seniority in a discipline will mean length of continuous service in a professional capacity in the Clinton Public Schools in years, months, and days.  All unpaid leaves of absence as granted by the School Committee shall not interrupt continuous service for the purpose of defining seniority, but time spent in such leaves will not count toward seniority.  Teachers shall be credited for seniority purposes with all time spent on sabbatical leave or paid authorized leaves of absence.  In the event that employees length of service in the Clinton Public Schools are equal, the factors listed under #3 above will be used to determine who the “senior” teacher is.

 

CROSS-OVER/BUMPING

 

A teacher who is to be laid off in a particular discipline and is certified to teach in another discipline will be placed in the second discipline for the purpose of determining if he/she or another teacher from the new discipline is to be laid off.  A teacher with more system wide seniority than another may “bump” a junior teacher with less seniority holding a position for which the senior teacher is certified, provided the senior teacher maintains appropriate certification.  Those teachers “bumping” into another discipline must complete two graduate courses (6 credits) in the “new” discipline upon filling the position and will have one (1) year in which to complete said graduate courses.

 

RECALL

 

A teacher laid off shall have recall rights for a two (2) year period commencing on July 1st following the last school year he/she taught before being laid off.  During the recall period the laid off employees will have preference for any vacancy or new position for which they are eligible.

 

A laid off employee will be given priority on the substitute list during said recall period if the teacher has so requested in writing to the Superintendent.

 

A teacher to be recalled will be so notified at the last address on file with the Superintendent by registered or certified mail and a copy of such notice will be forwarded to the President of the Association.  If the teacher fails to respond affirmatively to the recall within two (2) weeks of the date of mailing of the notice, the teacher will forfeit all recall rights.

 

A teacher recalled will be given full credit for prior service in the Clinton Public Schools.  However, time spent awaiting recall while not employed by the Committee will not be credited.  Placement on the salary schedule will be done in a manner consistent with the conditions of the previous sentence.  All benefits to which an employee was entitled at the time of layoff, will be restored in full upon recall.

 

During the first 18 months of recall period, teachers will be entitled to retain membership in group life and medical insurance plans of the Town of Clinton as pursuant to Massachusetts General Law.  If the teacher forfeits recall rights as specified above, then the insurance coverage under this paragraph is also forfeited.

 

PART-TIME POSITIONS

 

Once it is determined by the Committee to reduce a full-time position to a part-time position, the following will take place:

 

         1.  The position will first be offered to the incumbent.

 

         2.  If the incumbent declines the position, a job description will be posted and qualified applicants will be sought within the system.

 

         3.  If, after interviews, no qualified and certified teacher is found to transfer into the

              position, the position will be posted outside the system.

 

         4.  If no certified and qualified applicants can be found outside the system, the position

              will be filled by the original applicant(s) using the following as criteria:  area(s) of

              certification, major or minor, graduate work completed in the field, teacher evaluations,

 course/grade level experience, attendance history, and teaching experience outside the Clinton Public School System.

 

Article XIV

 

GENERAL

 

A.       The Association shall be provided with a copy of the Official Agenda of each regular School Committee Meeting prior to each meeting.  The Association will also be provided with copies of all other non-confidential materials which are relevant to this contract.

 

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

 

C.       The Superintendent may assign Guidance Counselors to work ten (10) days during the summer vacation.  If so assigned, the counselors shall be paid a per diem rate based on their salary when school ended before that summer.

 

Article XV

 

EVALUATION

 

The provisions of this article will follow the Performance Standards and Evaluation Process adopted by the School Committee.  A copy of these standards can be obtained from the CTA Building Representative or from the Superintendent’s Office.

 

 


 

 

Appendix A

 

A.  SALARY INCREASES

 

2015 – 2016 School Year

 

1.      Step movement will occur

 

2.      Base wage increase of 1.5% (one and one-half percent) for all steps all lanes

 

 

2016 – 2017 School Year

 

1.      Step movement will occur

 

2.       Base wage increase of 2.0% (two percent) all steps all lanes

 

2017 – 2018 School Year

 

1.       Step movement will occur

 

2.       Base wage increase of 2.25% (two and one-quarter percent) all steps all lanes

 

 

B.  DEFINITIONS

 

         1.  STEP refers to a school year.

         2.  LEVEL refers to B, B+15, B+36, etc., or credits obtained.

         3.  PLUS (+) refers to credits above and beyond a level and obtained after a certain level,

              for example, M+15 refers to 15 credits earned since receiving a Master’s Degree, not 15

              previously “unclaimed” credits earned since receiving a Master’s Degree.

         4.  BACHELOR’S +15, Step 8 = 21 credits; BACHELOR’S +36, Step 8 = 42 credits.

 

 

C.  BACHELOR’S + 36

 

         1.  Those teachers seeking the B+36 level must earn credits in approved courses directly related to their teaching/classroom situation.  General education courses and most in-service programs (even if approved) will not be considered appropriate credits to use unless designated at the time of approval.  No courses taken before September 1, 1974 will be used in claiming this level.  Approved courses taken after September 1, 1974, up to 21 credit hours, are applicable to this schedule.

 

         2.  All staff employed by the School Department as of May 1, 2001 and who return to a job in the Clinton School Department for the 2001 – 2002 school year, and are presently at the B+15 step will remain eligible for the B+36 step.  All employees whose employment commences with the 2001 – 2002 school year will not be eligible for this step.

 

D.  MOVEMENT ON THE SALARY SCHEDULE

 

Vertical movement on the salary schedule can occur only once each school year.  Horizontal movement may occur in September and January, provided proof of previously approved credit (a letter from the course instructor is acceptable) is submitted to the Superintendent’s Office before September 3 and January 3.

 

E.  SALARY SCHEDULE PLACEMENT

 

Veterans will be given one (1) year of credit on the salary schedule for two (2) years of active duty in the Armed Forces; two (2) years for four (4) years of active duty in the Armed Forces; and three (3) years for six (6) years of active duty in the Armed Forces.

 

Teachers employed in the Clinton Public Schools for thirty (30) years or more, with a Masters+15, will be placed in the Masters+60 category of the Salary Schedule.  This provision is only valid for people hired before June 30, 1980.

 

F.  LONGEVITY BONUSES

 

  $200 each year after 10 consecutive years of service in the Clinton School Department

  $300 each year after 15 consecutive years of service in the Clinton School Department

  $400 each year after 20  consecutive years of service in the Clinton School Department

  $500 each year after 25  consecutive years of service in the Clinton School Department

  $600 each year after 30  consecutive years of service in the Clinton School Department

  $700 each year after 35  consecutive years of service in the Clinton School Department

$1000 each year after 40 consecutive years of service in the Clinton School Department

 

Longevity bonuses will be paid to those faculty members who have ten (10) years of service in the Clinton School System but their service was involuntarily interrupted by a reduction in force, provided that the employee returns to service within five (5) years of being involuntarily interrupted by a reduction in force.

 

G.  NON-ARTICLE III TEACHING

 

Home teaching and /or after school programs that require teaching will be compensated at a rate of $32.14.  It is understood that participation in such positions is paid and voluntary.

 

 

H.  MILEAGE

 

Teachers will be compensated at a rate equal to the rate received by other town employees.

 

I.  DEPARTMENT CHAIRPERSONS

 

Department Chairpersons are not required to work before or after the school year.  Department Chairpersons may submit a written proposal to the Principal and Superintendent for their recommendation to the School Committee for its approval relating to programs that cannot be accomplished during the regular school year.  Newly appointed Department Chairpersons will be placed on the pay scale according to their past experience as a Department Chairperson.

 

J.  MENTOR TEACHERS

 

The Mentor Teacher Salary will be $1000 for each mentee and $500 for an additional mentee.

 

K.  504 COORDINATOR

 

The 504 Coordinator stipend will be $2,000

 

L. NURSE TEAM LEADER

Nurse team leader stipend will be $1,000

 

M. DISTRICT WEB COORDINATOR AND WEB ASSISTANT

 

The District WEB Coordinator annual stipend will be $6500. The WEB Assistant annual stipend will be $1,500.

 

The WEB Coordinator position shall be appointed by the Superintendent from a member of the CTA. If and when no qualified member of the CTA applies for the position, the CSC reserves the right to advertise this position to the general public.

 

 

 


 

 

Teacher Salary Schedules FY’16 - FY ‘18

 

 

FY16

1.50% raise

 

 

 

 

 

 

Steps

Bachelor

B+15

Masters B+36*

M+15

M+30

M+45

M+60 CAGS

PHD/EdD M/75

1

$42,757

$43,829

$45,247

$46,325

$47,730

$48,806

$49,950

$51,075

2

$44,140

$45,217

$46,628

$47,713

$49,115

$50,199

$51,340

$52,465

3

$48,484

$49,570

$50,976

$52,059

$53,468

$54,550

$55,689

$56,816

4

$52,332

$53,409

$54,818

$55,905

$57,312

$58,391

$59,531

$60,655

5

$56,206

$57,279

$58,686

$59,771

$61,182

$62,262

$63,403

$64,530

6

$60,075

$61,151

$62,564

$63,647

$65,053

$66,135

$67,273

$68,401

7

$63,950

$65,026

$66,433

$67,515

$68,927

$70,007

$71,124

$72,250

8

 

$68,894

$70,308

$71,388

$72,793

$73,877

$75,016

$76,143

9

 

$71,332

$72,745

$73,825

$75,230

$76,316

$77,454

$78,579

 

 

 

 

 

 

 

 

 

 

FY17

2.00% raise

 

 

 

 

 

 

Steps

Bachelor

B+15

Masters B+36*

M+15

M+30

M+45

M+60 CAGS

PHD/EdD M/75

1

$43,612

$44,705

$46,152

$47,251

$48,685

$49,782

$50,949

$52,096

2

$45,023

$46,122

$47,561

$48,667

$50,097

$51,203

$52,367

$53,515

3

$49,453

$50,561

$51,996

$53,101

$54,538

$55,641

$56,803

$57,952

4

$53,379

$54,477

$55,914

$57,023

$58,458

$59,559

$60,721

$61,868

5

$57,330

$58,425

$59,860

$60,967

$62,406

$63,507

$64,671

$65,820

6

$61,276

$62,374

$63,815

$64,920

$66,354

$67,458

$68,619

$69,769

7

$65,229

$66,326

$67,761

$68,865

$70,305

$71,407

$72,547

$73,695

8

 

$70,272

$71,714

$72,816

$74,249

$75,354

$76,516

$77,666

9

 

$72,759

$74,200

$75,302

$76,734

$77,842

$79,003

$80,151

 

 

 

 

 

 

 

 

 

 

FY18

2.25% raise

 

 

 

 

 

 

Steps

Bachelor

B+15

Masters B+36*

M+15

M+30

M+45

M+60 CAGS

PHD/EdD M/75

1

$44,593

$45,711

$47,190

$48,314

$49,780

$50,903

$52,096

$53,268

2

$46,036

$47,159

$48,631

$49,762

$51,224

$52,355

$53,545

$54,719

3

$50,566

$51,699

$53,166

$54,295

$55,765

$56,893

$58,081

$59,256

4

$54,580

$55,703

$57,173

$58,306

$59,774

$60,899

$62,088

$63,261

5

$58,620

$59,740

$61,207

$62,338

$63,810

$64,936

$66,126

$67,301

6

$62,655

$63,777

$65,251

$66,380

$67,847

$68,976

$70,163

$71,339

7

$66,697

$67,819

$69,286

$70,415

$71,887

$73,013

$74,179

$75,353

8

 

$71,853

$73,328

$74,454

$75,919

$77,050

$78,238

$79,414

9

 

$74,396

$75,869

$76,996

$78,461

$79,594

$80,780

$81,954

 

 Grandfathered

steps

 

 

 

 

 

 

Athletic Salary Schedules – High School

August 2015-June 2018

 

 

 

 

 

 

 

 

ACTIVITY

POSITION

1

2

3

4

 

 

 

 

 

 

Athletic Director

 

$6,130

           $6,646

$7,164

$7,943

Wrestling

Head

$3,348

$3,865

$4,416

$4,894

Football

Head

$5,663

$6,410

$6,942

$7,721

 

Assistant

$3,603

$3,867

$4,117

$4,380

 

Freshman

$2,643

$2,897

$3,160

$3,414

Field Hockey

Head

$3,348

$3,865

$4,416

$4,894

 

JV

$2,320

$2,833

$3,344

$3,865

Golf

Head

$3,348

$3,865

$4,416

$4,894

Tennis

Head

$3,348

$3,865

$4,416

$4,894

Cheerleading (Fall)

Head

$3,348

$3,865

$4,416

$4,894

Cheerleading (Winter)

Head

$3,348

$3,865

$4,416

$4,894

Basketball

Head

$3,515

$4,034

$4,584

$5,063

 

JV

$2,576

$3,093

$3,865

$4,145

 

Freshman

$1,804

$2,057

$2,320

$2,576

Baseball

Head

$3,348

$3,865

$4,416

$4,894

 

JV

$2,320

$2,833

$3,334

$3,865

 

Freshman

$2,056

$2,310

$2,572

$2,828

Softball

Head

$3,348

$3,865

$4,416

$4,894

 

JV

$2,320

$2,833

$3,334

$3,865

Track

Head

$3,348

$3,865

$4,416

$4,894

 

Assistant

$2,320

$2,833

$3,334

$3,865

Soccer

Head

$3,348

$3,865

$4,416

$4,894

 

JV

$2,320

$2,833

$3,334

$3,865

Volleyball

Head

$3,348

$3,865

$4,416

$4,894

 

JV

$2,320

$2,833

$3,334

$3,865

 

JV coaches who are offered and accept a varsity coaching position will not be compensated at an amount less than their current rate.

 

 

 

 

 

 

 

Athletic Salary Schedule – Middle School

2015-2018

 

 

 

 

 

 

 

ACTIVITY

 

1

2

3

4

 

 

 

 

 

 

Field Hockey

 

$1,827

$2,083

$2,348

$2,608

Football

 

$1,827

$2,083

$2,348

$2,608

Soccer-Boys

 

$1,827

$2,083

$2,348

$2,608

Soccer – Girls

 

$1,827

$2,083

$2,348

$2,608

Basketball-Boys

 

$1,827

$2,083

$2,348

$2,608

Basketball –Girls

 

$1,827

$2,083

$2,348

$2,608

Baseball

 

$1,827

$2,083

$2,348

$2,608

Softball

 

$1,827

$2,083

$2,348

$2,608

Track - Boys

 

$1,827

$2,083

$2,348

$2,608

Track - Girls

 

$1,827

$2,083

$2,348

$2,608

 

 

 


 

 

 

Extracurricular Activities Salaries

2015-2018

 

Clubs

 

Yearbook                                                          Director of Drama (2) Grades 4 – 8

International/Spanish Club                             Director of Drama/Debate(2) Grades 9-12

Math Club                                                        Choral Director – Grades 4-8

National Honor Society                                    Choral Director – Grades 9-12

Literary Club (2)                                              FIRST (4)

Student Newspaper                                          Twirling

 

 

STEP

 

2015-2018

1

$1,102

2

$1,224

3

$1,347

4

$1,468

5

$1,591

Student Council Advisor

$1,347

Class Advisors (2)

 

8th

$660

9th

$855

10th

$855

11th

$1,347

12th

$1,835

Band Director

 

1

$2,203

2

$2,325

3

$2,451

4

$2,572

5

$2,814

Assistant Band Director

 

1

$1,653

2

$1,743

3

$1,838

4

$1,929

5

$2,110

 

 

Student Treasurer

 

1

$1,696

2

$1,837

3

$1,990

4

$2,144

5

$2,295

Natures Classroom (2)

$681

Washington DC (3)

$681

LEGO (2)

$681

Greenhouse Coordinator (CMS)

$2,596

Parent Community Newsletter

$875

         

 

Notes:             Adult Education determined by Grant and/or School Committee.

 

                        When feasible, the Principal of the Senior High School may schedule a free

                        period for Yearbook activity for the Yearbook Advisor.

 

 

 

Department Chairperson Salary Schedule

 

 

 

2015-2018

Class I (1 – 12)

 Class II (13+)

 

 

 

 

 

 

1

$3,116

$3,392

2

$3,374

$3,652

3

$3,635

$3,913

4

$3,894

$4,174

5

$4,154

$4,435

 

 

 

 

 

 

 

 

 

School Nurses’ Salary Schedule

 

1.    The certified School Nurse [RN(BSN), RN(MSN)] will be placed on the

       teachers’ salary schedule at Step One or at the appropriate step as determined

       by the Superintendent of Schools.

 

 

If a School Nurse is required by the Principal or his/her designee to perform actual work outside of his/her total daily scheduled hours, as set forth in Article III, as a result of being assigned to a different separate school building during the course of the same school day, he/she will be compensated proportionately for those additional hours based on his/her per diem rate of pay.

 

 

 

 

 


 

 

 

 

Appendix B

 

DURATION

 

The effective dates for this agreement are: from the first day of school, August 30, 2015 (FY’16), through the final school day, June 2018 (FY’18).

    

 

 


 

 

THIS AGREEMENT has been duly executed by the authorized representatives of the Clinton School Committee and by the Clinton Teachers Association. 

 

CLINTON SCHOOL COMMITTEE                                    Clinton Teachers ‘Association

Bargaining Committee                                                on behalf of the Bargaining Committee

 

_________________________________                  ______________________________

Robert Ebstein, Chairman                                           Robert Seed, President

_________________________________                  ______________________________

Steven Mendoza                                                         Ted Lewis, MTA Representative

_________________________________                  ______________________________

Terrance Ingano, Superintendent

_________________________________                  _______________________________

William Connolly, Selectmen

 

RATIFIED BY:

 

CLINTON SCHOOL COMMITTEE                                    Clinton Teachers’ Association

 

________________________________                    _______________________________

Robert Ebstein, Chair                                                 Robert Seed, President

 

________________________________                    ________________________________

Joel Bates, Vice Chair                                                 Paul, Morrison, Vice-President

 

________________________________                    ________________________________

Edward Devault, Member                                          Donna Beck, Secretary

 

________________________________                    ________________________________

Steven Mendoza, Member                                          Janet Carey, Treasurer

 

________________________________                    _________________________________

Tena Zapantis, Member                                              Amy Mason, CHS Building Rep.

                                               

                                                                                    _________________________________

                                                                                    Kevin O’Loughlin, CMS Building Rep

 

_________________________________.

                                                                                    Mary-Ann Dobbins, CES Building Rep

 

 

 

Date:  _________________________                       Date:  ____________________________