Cohasset

Show detailed information about district and contract

DistrictCohasset
Shared Contract District
Org Code650000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Shore RVTSD
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools3
Enrollment1496
Percent Low Income Students2
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Cohasset

 

COLLECTIVE BARGAINING AGREEMENT

 

BETWEEN

 

THE

 

COHASSET SCHOOL COMMITTEE

 

AND THE

 

COHASSET TEACHERS’ ASSOCIATION

 

Effective

 

2009 – 2012

 

ARTICLE I - Recognition Clause

 

For the purposes of collective bargaining with respect to wages, hours and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following professional employees of the Committee:

 

Classroom teachers, department chairpersons, specialists, guidance counselors, adjustment counselors, school psychologist, nurses, librarians, technology coordinator, and health coordinator, but excluding the superintendent of schools, other members of the Central Office staff and all other administrators.

 

In addition, the Committee recognizes the Association as the exclusive bargaining agent and representative for any leave replacement staff who are employed for at least 90 consecutive school days and who are either licensed in the field and level in which they are working or serving under an approved waiver from the Department of Education.

 

To be eligible for employment as a teacher in the bargaining unit, a teacher must have been granted by the Department of Education, at minimum, a Provisional License appropriate for the field and level in which the teacher will be working or serving under an approved waiver from the Department of Education.

 

Excluded from recognition in this Collective Bargaining Agreement are day-to-day substitutes, leave replacement substitutes who are employed for less than 90 consecutive days, and leave replacement substitutes who are either not certified in the field and level in which they are working or not serving under an approved waiver from the Department of Education.

 

Unless otherwise indicated, members of the bargaining unit will be hereinafter referred to as teachers.

 

 

ARTICLE II - Grievance Procedure

 

A.        A grievance is defined to be a question, problem or disagreement which arises concerning (1) the interpretation or application of any provision of this agreement with respect to the wages, hours, or working conditions of an employee or employees covered by it or (2) an alleged violation of any provision of this agreement by either party.

 

B.        The purpose of this article is to establish procedures for the discussion of grievances. The purpose of this procedure is to promote prompt and equitable solutions to any grievance which from time-to-time may arise and affect conditions of employment.  The term “working days” when used in this article, shall mean working days for the particular employee or employees involved.

 

C.        The Committee and the Association desire that such procedures shall always be as informal and confidential as may be appropriate for the grievance at the procedural level involved.

 

D.        Any question, problem or disagreement may be discussed at any time prior to the filing of a formal grievance as hereinafter defined, on an informal basis between any individual, on behalf of himself/herself or others and his/her immediate supervisor, without such informal discussion being considered a part of the grievance procedure herein set forth.

 

E.         The formal grievance procedures of this agreement shall be governed by the following:

 

1.         Level One. A teacher with a grievance will present it to his/her principal either directly or through the Association. In the event that the teacher is not directly responsible to an individual principal, he/she will present it to his/her immediate supervisor. Such grievance shall be in writing and shall be filed within ten (10) working days of the occurrence giving rise to the grievance. The answer shall be in writing and shall be made within five (5) working days of its filing.

 

2.         Level Two. If the grievance is not resolved to the satisfaction of the grievant or the Association, the teacher or the Association may present the grievance in writing to the Superintendent of Schools within five (5) working days of the Level One answer. The Superintendent's answer shall be in writing and shall be made within five (5) working days of its filing at this level.

 

3.         Level Three. If the grievance is not resolved to the satisfaction of the grievant or the Association, the teacher or the Association may present the grievance in writing to the Committee within five (5) working days of the Level Two answer. The teacher and/or the Association shall meet with the Committee at its next regularly scheduled meeting provided such a meeting is requested before the agenda has been distributed.  Nothing herein shall prevent the Committee from calling a special meeting to hear the grievance. Every effort shall be made by the Committee to reach a decision at that meeting. If no decision is reached at that meeting, it shall be reached at the next regularly scheduled meeting but in no event later than ten (10) working days from the meeting with the teacher and/or the Association. The answer shall be submitted forthwith in writing to the teacher and/or the Association.

 

4.         The time limits specified in Article II may be extended by mutual consent. For purposes of this agreement, the consent of the Committee will be provided by the Superintendent.

 

5.         If the grievance is not resolved at Level Three, the Association may, within thirty (30) calendar days of the Level Three answer, submit the grievance to the American Arbitration Association for arbitration in accordance with the current rules.

 

The Arbitrator shall be without power to modify, alter, add to or subtract from the provisions of this Agreement.

 

The decision of the Arbitrator on the merits shall be final and binding on all parties.

 

F.         General Provisions

 

1.         The Association shall have the right to use in its presentation at any level of this grievance procedure any representative or representatives of its own choosing.

 

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

 

3.         The Committee acknowledges the right of the Association to participate in the processing of a grievance at any level.

 

4.         Provided the parties agree, Level One and/or Level Two of the Grievance Procedure may be by-passed and the grievance brought directly to Level Three.

 

5.         The School Committee and the Administration will cooperate with the Association in its investigation of any grievance and further will furnish the Association with such necessary information as is requested for the processing of any grievance.

 

6.         If a grievance affects a group or class of teachers with more than one supervisor involved, the Association may submit a grievance in writing to the superintendent of schools directly and the processing of such grievance will be commenced at Level Two. The Association may process such a grievance through all levels of the Grievance Procedure even though the aggrieved person does not wish to do so. The Association shall receive copies of the answer at all levels of the Grievance Procedure.

 

7.         In cases where there are not sufficient working days in the school year to complete the grievance procedure, the days shall be converted to calendar days and two (2) days shall be added to each appropriate step.

 

G.                When the administration schedules a grievance meeting during working hours, teachers necessary to the processing of the grievance shall be released from school without loss of pay subject to the limitation in Article XV, Section C.

 

H.                Investigation and processing of grievances shall be carried out only by representatives of the Association whose names have been furnished to the Superintendent.  All such investigations and processing shall be conducted during non-teaching hours.

 

 

ARTICLE III - Salaries

 

Salaries (See Appendix A).

Special Assignments (See Appendix B).

Supervisors (See Appendix C).

 

 

ARTICLE IV - Teaching Hours and Teaching Load

 

A.        1.         The Association and the School Committee endorse the principle of flexible

time in order to meet the needs of the staff, the students, and the parents of

the school district.  The goal is to increase contact time between staff and

parents for conferences, and between staff and students.

 

A teacher may access flexible time, which may include, but is not limited to,

leaving the building at the beginning or end of the day, provided that they do

not have other responsibilities or duties.  There may be special situations or

circumstances where the principal may require the faculty member to be

present.  The ability to use flexible time will not be unreasonably denied. 

 

As a result of the use of flexible time and in consideration of the implications of

safety, liability, and insurance requirements, teachers must notify the office in

advance.

 

The use of flexible time in this manner recognizes that a teacher’s role encompasses both professional and non-professional responsibilities.

 

The administration may conduct faculty meetings that go beyond the contracted end of the day, if needed, without feeling pressure of finishing at a certain time.

 

It also recognizes that each school has needs unique to itself, and therefore teachers will be available during the day as defined by the respective school.

 

 

2.         a.         Recognizing that the best interest of the School System and the children for whom it has a responsibility will be served if the instructional staff actively encourages and supports effective home-school relations, teachers will be required to attend one evening Open House Program per year and will be encouraged to attend general meetings of home-school organizations (i.e. PSO) and to be present at activities intended to promote better communication between the home and the school (i.e. Open House Programs).

 

b.        In addition, teachers will be available for parent conferences with due consideration to parent and teacher schedules.

 

c.        The schedule for teachers and students in Cohasset will be:

 

HS/MS           Teacher start time:       7:30 am           Teacher end time: 2:00 pm

6 hrs

30 mins          Student start time:      7:30 am           Student end time:  2:00 pm

 

Deer Hill        Teacher start time:       8:20 am           Teacher end time:  2:40 pm

6 hrs

20 mins          Student instructional                           Student instructional

                       start time:                    8:30 am           end time:                2:30 pm

 

Osgood          Teacher start time        9:00 am           Teacher end time:  3:20 pm

6 hrs

20 mins          Student instructional                           Student instructional

                       start time:                    9:10 am           end time:                3:10 pm

 

For the duration of this Agreement, elementary school teachers will not be required to instruct students for more than 6 hours as a result of the schedule change to 6 hours 20 minutes, except if state regulations require more instructional time than currently provided.  During these additional 20 minutes, all teachers (classroom teachers and specialists) may be responsible for receiving students upon arrival, which may include home room responsibilities as assigned, and for assisting with their safe dismissal.                                               

 

3.         Staff participation in academic award activities

 

a.         Each member of the faculty will be required to attend one (1) event during the school year.

 

b.                  Faculty members will be able to choose from a list of approved events.

 

c.                   The faculty members will be awarded non-instructional compensatory time equivalent to those hours. In order to ensure effective implementation of this provision, a joint School Committee/Association Steering Committee will establish the parameters that will govern such matters as which events will be offered for compensatory time.

 

B.        1.         Unless otherwise required by law or regulation, the work year of teachers may begin prior to September 1, and end no later than June 30, subject to extenuating circumstances.

 

            Subject to the provisions of Section 2 below, the work year for members of the instructional staff shall be defined as 180 days of classroom teaching plus 4 additional days at the discretion of the Superintendent of Schools for other professional activities.  At the discretion of the Committee, teachers new to the Cohasset System may be required to attend three (3) days of orientation activities.

 

2.         A school year for personnel with administrative responsibilities shall be as follows:

 

a.         Department chairpersons and guidance counselors-the school year plus three (3) weeks.

 

3.         Input from the Association will be considered in developing the School Calendar.

 

4.         An equal number of representatives from each grade level (K-2, 3-5, 6-8, 9-12) will work with the Director of Curriculum and Professional Development to make recommendations for the school year for scheduling and content of professional development days for teachers and nurses.

 

C.        1.         During regularly scheduled lunch periods, teachers will have a duty-free lunch period of at least the following lengths:

 

a.         Elementary School: 30 minutes (grades kindergarten through grade 5).

 

b.         Middle-High School: 25 minutes.

 

c.         The regularly scheduled lunch periods of school nurses shall be uninterrupted except if student medical services are necessary.

 

2.         In order that elementary teachers receive their preparation time, the Committee will make every effort to provide substitutes for absent librarians, physical education, art, and music teachers. Classroom teachers will, in addition to their lunch period, have the following amount of time, exclusive of time before and after school:

 

a.         Elementary School: An average 45-minute preparation per day during each week. No fewer than 40 consecutive minutes of preparation time each day.  Reasonable efforts will be made to set aside time for appropriate tasks relative to budget and class list preparation. Classroom teachers will receive 60 consecutive minutes every week for common planning time with grade level.  Specialists will receive a guaranteed 60 minutes, which may or may not be consecutive, every week for such purpose.  The above notwithstanding, it is understood that these 60 consecutive minutes for common planning cannot be guaranteed during weeks when one or more days during the week are not scheduled workdays because of holiday, vacation, early release day, or an unexpected school closure such as a snow day.

 

b.         Middle-High School: One (1) class period daily.

 

c.         Teachers will receive one full day each school year to use for common planning, professional development, curriculum design, or study groups of two teachers or more, subject to the approval of the principal and curriculum coordinator.

 

D.        1.      The Association and the Committee agree to continue a rotating five (5) block schedule format for the high school, which features approximately ninety (90) minute classes with one of these classes dropped daily.

 

As part of this schedule all high school classroom teachers will teach three (3) courses each semester for a total of six (6) courses per year except for the following:

 

a.         The Program Supervisors of STEM and Humanities will teach two (2) courses each semester for a total of four (4) courses per year.

 

b.         The Program Supervisor of Fine Arts and Wellness will teach two (2) courses a semester and three (3) courses the other semester for a total of five (5) courses per year. 

 

c.         The Athletic Director will teach two (2) courses one semester and two (2) courses the other semester to allow this person to perform duties related to the athletic director’s position.

 

This schedule will not require any administrative duties of the staff.

 

2.         If, during the duration of this contract, the high school block schedule reverts to a traditional schedule, teachers in the academic areas will be assigned in accordance with Section D.3 pending impact bargaining.

 

3.         Teachers in the academic areas will not be assigned more than twenty-five (25) periods per five (5) day week except for English and science teachers. English teachers will not be assigned more than twenty (20) periods of English per five (5) day week. No English teacher shall have less than one (1) preparation period per day plus one (1) period per day for correcting papers and/or for writing conferences. Science teachers who have laboratories may be assigned up to twenty-five (25) teaching periods per five (5) day week plus up to three (3) regular laboratory periods per five (5) day week. A science teacher who is assigned twenty-eight (28) periods including laboratories per five (5) day week will conduct two (2) open laboratory periods per five (5) day week. A science teacher who is assigned twenty-seven (27) periods including laboratories per five (5) day week will conduct one and one-half (1 1/2) open laboratory periods per five (5) day week and may be assigned up to one and one-half (1 1/2) supervisory periods per five (5) day week. A science teacher who is assigned twenty-six (26) periods including laboratories per five (5) day week will conduct one (1) open laboratory period per five (5) day week and may be assigned up to three (3) supervisory periods per five (5) day week. The teaching load of department chairmen in academic areas shall be one (1) less than the number normally taught by individual members of their department.  Notwithstanding the above, Middle School English teachers may be assigned up to twenty-five (25) periods of English per five (5) day week.

 

4.         Teachers at the secondary school level will not be required to teach more than two (2) academic disciplines nor have preparations in more than three (3) subject areas.

 

E.         1.         The Association and the Committee recognize the importance of establishing and maintaining a well-balanced program of extra-curricular activities in terms of: (a) the opportunity it provides for students to develop poise, confidence and those facets of their innate talent and social nature that are not readily developed in the classroom, and (b) the opportunity it provides for teachers to develop an understanding and feeling for students that cannot be obtained in the more formal setting of the classroom. Therefore, all teachers will be expected to participate in some phase of the extra-curricular activities program in a manner consistent with their interests, abilities and experience. Realizing that the supervision of some activities requires unusual amounts of additional time and the assumption of major responsibilities, compensation will be provided.

 

2.         Volunteers will be solicited for all extra-curricular activities.  If there are no qualified volunteers, assignments may be made. Every effort will be made to make the assignment on an equitable basis among the entire staff. Chaperoning of dances shall be on a strictly voluntary basis.

 

 

ARTICLE V - Class Size

 

A.        Class Size-Insofar as physical facilities and scheduling permit, the following guidelines, based upon October 1 enrollment data, shall be employed in assigning students to instructional groups.  The parties recognize that class size is an important consideration in good education.  They also recognize that the ultimate decision on such factors must rest with the Committee.

 

            The following represent maximum class limits:

 

PreK-2                                                 23

3-5                                                       26                   

6-12 (Academic)                                 26

6-12 (Non-academic electives)           32

6-12 (Lab)                                           24

 

The following represent maximum student load limits:

 

            6-12 (Academic)                                 80

            6-12 (Non academic electives)            110

 

The above listed maximum class size limits and student load limits shall not apply to Band and Chorus classes.  As stated above, the parties recognize that the above maximum class limits and maximum student load limits are suggested guidelines.

 

B.        1.         Modifications-The above paragraph A shall not be interpreted to restrict the implementation of programs which are consistent with sound educational practice, but every effort shall be made to preserve the spirit of the above when any organizational pattern is being implemented.

 

2.         When physical facilities or scheduling prevent the implementation of the guidelines defined in part A above, serious consideration will be given to employment of teacher aides if the number of students greatly exceeds guidelines and seriously handicaps the learning process of those assigned to such a classroom.

 

 

ARTICLE VI - Non-Teaching Duties

 

Elementary teachers will not be expected to assume responsibility for lunchroom supervision. At the high school and middle school, all non-teaching duties will be distributed on an equitable basis among the professional staff. The Administration will cooperate with the teachers in matters involving discipline relating to lunchroom duty.

 

 

ARTICLE VII - Teacher Employment

 

A.        Upon initial employment or re-employment, the Superintendent shall determine the step placement on the teacher salary schedule.  The Superintendent shall consider prior teaching experience and relevant non-teaching experience in making his/her decision.

 

B.        The Committee will not conduct CORI checks for individual employees more than once every three years without cause.  Only those who are CORI certified will have access to CORI reports.  Only one copy of the CORI report shall be retained – and it shall be kept in a locked file cabinet separate from the personnel file.  Employees will be notified when a CORI report has been requested and they shall receive a copy of the report upon request.

 

C.        Leave replacement substitutes hired to replace a teacher on a leave for a minimum of ninety (90) consecutive days, must be certified or working under an approved DESE waiver and shall be paid at Step 1 of the Bachelor’s or Master’s lane of the teacher salary schedule set forth in Appendix A depending upon degree status.

 

 

ARTICLE VIII - Teacher Assignment

 

A.        Teachers will be notified in writing by June 1st (or by August 15th if changes occur during the summer) of any change in their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable, but not later than the last day of the previous school year.

 

It is understood that the above is tentative and subject to change should the Superintendent or others responsible for scheduling deem it appropriate.

 

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

 

 

ARTICLE IX - Transfer Policy

 

A.        Teachers have the right to apply for a transfer to any school or grade level. Such transfers will not encumber a teacher with additional qualifying standards after the transfer unless the same standard applies to all teachers with similar assignments. It is desirable that transfers be voluntary. Volunteers will be considered first for transfer to available positions. An involuntary transfer will be made only after a meeting between the teacher and the Superintendent at which time the teacher will be notified of the reasons for the contemplated transfer. In the event that a teacher objects to the transfer at this meeting, upon request of the teacher, the Superintendent will meet with an Association representative to discuss the proposed transfer.

 

B.        When a reduction in the number of teachers in a school is necessary, volunteers shall be considered first for transfer.

 

C.        If a vacancy occurs within the system, a teacher wishing to transfer into that position shall be granted an interview.

 

 

ARTICLE X - Vacancies and Promotions

 

A.        In the event a vacancy in any position covered by the Agreement occurs during the term of this Agreement, the parties agree that:

 

1.         The Superintendent shall post a notice on the faculty bulletin board in each school, or announce the vacancy in a staff bulletin. The announcement of the vacancy shall include specifications and qualifications for the position.

 

2.         Applications for such vacancy shall be submitted, in writing, to the Superintendent no later than five (5) school days from the date of posting.

 

3.         If a vacancy should occur during non-school months, the notification procedure shall be as follows: 

 

            Prior to the summer break, teachers wishing to receive written notice of vacancies shall provide six (6) self-addressed envelopes to the Superintendent.  Written application shall be submitted no later than fourteen (14) calendar days from the date of mailing of such notice to the staff members.

 

B.        All qualified teachers will be given adequate opportunity to make application for all posted vacancies in accordance with the provision of (1) above. The Committee agrees to give consideration to the preparation and experience of all applicants, and the length of time each has been in the School System.

 

C.        1.         A vacancy is defined as an opening occurring as a result of resignation, retirement, death, or discharge.

 

2.         Whenever a vacancy occurs during the school year, the position will be posted within thirty (30) days with an effective date of the beginning of the next school year.

 

3.                  Any position open for a full school year as a result of a leave of absence, including sabbatical leaves, shall be filled by a teacher covered under the Collective Bargaining Agreement.

 

4.         Any opening which occurs during the school year shall be filled during that school year with a permanent substitute.

 

 

ARTICLE XI - Positions in Summer School,

Evening School, and Under Federal Programs

 

A.        All openings for summer school and evening school positions and for positions under federal programs will be adequately publicized by the Superintendent in each school building as soon as they are available. As early as possible, teachers who have applied for such positions will be notified of the action taken regarding their applications. Summer school and evening school openings will be publicized not later than the preceding April 1 and September 1, respectively, and teachers will be notified of the action taken no later than June 1 and October 1, respectively.

 

B.        Positions in the Cohasset summer school and evening school positions under federal programs will be filled first by regularly appointed teachers in the Cohasset School System who are available and qualified.

 

C.        The criteria in filling such positions will be the following: teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Cohasset School System, and, in regard to summer or evening positions, previous Cohasset summer school teaching experience.

 

 

ARTICLE XII - Teacher Evaluation

 

A.        All observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher, and therefore, no electronic monitoring or other such devices shall be utilized in the observation of teachers. Teachers will be given copies of evaluation reports which are prepared by their superiors as a result of classroom observations and will have the right to discuss such reports with their superiors.

 

B.        1.         Teachers will have the right to review the contents of their personnel file. A teacher will be entitled to have another person accompany him/her during such review.

 

2.         No material derogatory to a teacher's conduct, service, character or personality other than material obtained in connection with his/her initial employment will be placed in his/her personnel file unless the teacher has been notified in writing before such material is placed in such a file. The teacher will have the right to submit a written answer to such material which shall be attached to the file copy provided such answer is submitted within ten (10) working days upon receipt of written notification.

 

C.        Any complaint deemed by the Committee or the Administration serious enough to be included in the teacher’s personnel file made to any member of the Committee or the Administration by any parent, student or other person will be promptly called to the attention of the teacher. Every complainant will be encouraged by the person receiving the complaint to follow a prescribed protocol beginning at the first level; i.e. the teacher, and proceeding in order: the teacher's immediate supervisor, if applicable, the principal, the Superintendent and the School Committee.

 

D.        If a teacher is to be disciplined or reprimanded formally by a member of the Administration above the level of Principal, he/she will be entitled to be accompanied by a person of his/her choice. No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause, except that this provision will in no way be interpreted to infringe upon the right of the School Committee to dismiss a teacher without professional status under the provisions of Massachusetts General Laws, Chapter 71, Section 42. The above provision shall also not apply to the School Committee's determination to replace coaches or extracurricular activity advisors.

 

E.         Bargaining unit members shall be evaluated in accordance with the evaluation procedure listed in Appendix D.       

 

F.         The school nurses will be evaluated by the building principal.  The evaluation instrument will be mutually developed.

 

 

ARTICLE XIII - Teacher Facilities

 

A.        Each school will have the following facilities:

 

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

 

2.         A teacher work area containing equipment and supplies to aid in class preparation;

 

3.         A suitably furnished room to be reserved for the use of the professional staff as a faculty lounge. Said room will be in addition to the aforementioned work area;

 

4.         A serviceable desk and chair for each teacher;

 

5.         A well-lighted and clean male rest room and a well-lighted clean female rest room separate from those used by the students.

 

B.        An adequate portion of the parking lot at each school will be reserved for teacher parking.

 

 

ARTICLE XIV - Sick Leave

 

A.                Teachers will be entitled to fifteen (15) days sick leave for each year of employment. Accumulation of sick leave shall be 180 days. Sick leave will ordinarily be used only on account of personal illness, but three (3) days may be used in the case of illness of an immediate family member (parent, child, spouse, grandparent, grandchild, aunt/uncle, brother/sister, mother-in-law/father-in-law).

 

B.        The sick leave bank previously established shall be continued.

 

The bank shall be maintained at a minimum of one (1) day per professional staff member and at a maximum of two (2) days per professional staff member.

 

The initial grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed thirty (30) days.

 

Upon completion of the thirty (30) day period, the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.

 

The sick leave bank shall be administered by a committee consisting of four (4) members. Two (2) members shall be designated by the Association and two (2) members by the School Committee. The sick leave bank committee shall determine the eligibility for the use of the bank and the amount of leave to be granted. The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave:

 

1.         Adequate medical evidence of serious illness.

 

2.         Prior utilization of all eligible sick leave.

 

3.         Length of service in the Cohasset School System.

 

4.         Propriety of use of previous sick leave.

 

If the sick leave bank is exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member of the professional staff covered by this Agreement. Such additional day will be deducted from the teacher's annual days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank.

 

The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

 

ARTICLE XV - Temporary Leave of Absence

 

A.        A teacher will be entitled to three (3) days personal leave in each school year for personal business that cannot be accomplished during non-school hours. Two (2) of the days must be with the written approval of the Superintendent. One (1) of the days may be with notification to the principal. No personal day may be taken on the day before or after a vacation or holiday, or the conference days before the opening of school or on the days teachers are required to be present to finish the year's work without the written approval of the Superintendent. THE REASON GIVEN FOR THE REQUESTED PERSONAL DAY MUST BE SPECIFIED BY ONE OF THE FOLLOWING CATEGORIES:

 

·         PERSONAL

·         FINANCIAL

·         LEGAL

·         MEDICAL

·         FAMILY

·         PROFESSIONAL

·         EXTENUATING CIRCUMSTANCES

 

There shall be no accumulation of personal leave.

 

Whenever possible, written application for personal leave shall be made to the immediate supervisor and forwarded to the Superintendent of Schools at least three (3) days before taking such leave. Leave reasons are subject to review if warranted.

 

B.        A teacher shall be entitled to two (2) days’ leave in each school year for the observance of those religious holidays which require absence from work. Teachers must obtain prior approval from the Superintendent. Failure to obtain prior approval of the Superintendent will be considered an unauthorized absence in accordance with Article XXIV, Section 1. Such days shall not be deducted from personal leave.

 

C.                 If a teacher is required to appear in a court of law in a case arising out of his/her employment in the Cohasset School System, he/she shall suffer no loss of pay and such absence shall not be deducted from his/her excused absences provided that he/she is not found guilty in such court proceeding of a crime involving moral turpitude or negligence in the performance of assigned duties. Commencing with grievances filed under this Agreement, the above shall not apply to arbitration proceedings and other cases where either the Association or teachers have initiated an action against the School Committee or its representatives. In such cases, the substitute's pay shall be deducted from the teacher's pay.

 

D.        A teacher will be granted time off without loss of pay for up to five (5) consecutive calendar days from the date of death in cases of death of the teachers spouse, child, sibling, parents, grandparents, mother and father-law or brother and sister-in-law or a person who is a member of the teacher's immediate household and in substance occupies a similar relationship to the teacher.

 

One (1) day shall be granted to attend the funeral of other relatives.

 

Additional days may be granted without loss of pay with the written approval of the Superintendent.

 

One day shall be granted to attend the funeral of a close personal friend. Said day will be deducted from the staff member’s accumulated sick days.

 

E.         Official delegates of the Association shall be granted a total of five (5) days annually to attend conventions, meetings, or conferences sponsored by the Massachusetts Teachers' Association or the National Educational Association.  The President may request up to three (3) additional days with the approval of the Superintendent for school/Association-related matters. 

 

F.         No teacher will be required to arrange for his/her own substitute.

 

G.        The President of the Association may be relieved of all non-teaching duties.  The President and his/her Principal/Supervisor will meet to discuss how this can be accomplished, and, if they are unable to resolve the matter, the Superintendent will decide the matter, and his/her decision will be final.

 

ARTICLE XVI - Extended Leave of Absence

 

A.        The Committee agrees that one teacher, on professional status, designated by the Association, per contract year, may at the discretion of the Committee be granted a leave of absence for no more than two (2) years without pay for the purpose of engaging in Association (local, state or national) activities. Upon return from such leave, the teacher may be considered as if he/she were actively employed by the Committee and may be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent on such leave.

 

B.        A leave of absence, without pay, of up to two (2) years, will be granted to one teacher, on professional status, per school year, for the purpose of joining the Peace Corps, or serving as a teacher in an exchange program approved by the Superintendent, and, provided further that said teacher is a full-time participant in either of the above described programs. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent on such leave.

 

C.        Military leave without pay will be granted to a teacher upon such teacher's enlistment or induction in the armed forces of the United States, to extend through such teacher’s initial enlistment or tour of duty. On return from such leave, the teacher will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed by the Cohasset Public Schools during the period of his/her absence. If the teacher should voluntarily remain in the armed forces beyond the expiration of his/her enlistment or first tour of duty, his/her place on the salary schedule shall be determined at the discretion of the Committee.

 

D.        A maternity/paternity/adoption leave of absence without pay of up to two (2) years will be granted upon request to a teacher who has attained professional teacher status in the Cohasset Public Schools.  A maternity/paternity/adoption leave of absence without pay of up to one (1) year will be granted upon request to a teacher without professional teacher status who has been employed for a minimum of three (3) consecutive months.

 

A teacher who is pregnant may remain in active service until the termination of the pregnancy provided that, as with any illness or disability, the School Committee may require periodic certification of fitness from the teacher's physician and notification of the anticipated date of birth and anticipated date of departure. The Superintendent of Schools may require a pregnant teacher to commence her leave earlier than requested as with any other temporary disability if her physician determines that she cannot adequately perform the duties of her position or there are reasons of personal medical safety.

 

A request for maternity/paternity/adoption leave must be submitted under ordinary circumstances in writing to the Superintendent of Schools at least eight (8) weeks before the requested anticipated date of departure, and the anticipated date of return must be specified.

 

A teacher on maternity leave shall be entitled to use sick leave, normally up to eight (8) weeks, provided that said teacher provides a physician's certification to the Superintendent of Schools indicating that she was physically unable to perform her duties, the medical reason for this disability, and the specific beginning and ending date of said disability.

 

A physician's letter certifying fitness to return shall be required before a teacher may return to her position.

 

A teacher who takes an extended leave unpaid in excess of eight (8) weeks for the purpose of child-rearing must submit notification in writing to the Superintendent of Schools at least eight (8) weeks ahead of the anticipated departure date and no later than March 1 of the school year preceding the anticipated return date in September. The notification must specify the requested anticipated return date. The teacher may return to work on the following dates:

 

1.         At the beginning of school in September following the commencement of leave.

 

2.         At the beginning of school in the second September following the commencement of leave.

 

3.         At the beginning of school in the third September provided the leave commences after May 31.

 

4.         A teacher may return earlier than as specified above consistent with the normal marking period subject to the approval of the Superintendent.

 

A teacher who is on maternity leave shall not accrue paid sick leave or other benefits on such leave.

 

A teacher may be granted an adoption leave unpaid in excess of eight (8) weeks under the following conditions:

 

1.         A two-year leave may be granted if a child up to six (6) months of age is adopted.

 

2.         A one-year leave may be granted if a child age six (6) months to preschool age is adopted.

 

A teacher shall receive credit for a full year of service relevant to placement on the salary schedule if he/she has completed 93 days of work during the academic year in which the leave commenced. Otherwise the teacher shall return to the step on the salary scale which he/she held prior to commencement of such leave. The teacher shall be restored as soon as practicable to the position he/she held when the leave began, or to a substantially equivalent position.

 

All rights, benefits and seniority accrued at the commencement of leave shall be restored upon the teacher's return to work.

 

The Committee will comply with the Family and Medical Leave Act (FMLA).

 

E.         After five (5) years of continuous employment in the Cohasset Public Schools, a teacher may be granted a leave of absence, without pay for up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence.

 

F.         Any teacher whose personal illness extends beyond his/her accumulated sick leave will be granted a leave of absence without pay or increment for two (2) years or longer, at the discretion of the Committee.

 

G.        Other leaves of absence without pay may be granted by the Committee in the exercise of its sole discretion.

 

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

 

I.          All requests for extension of any leave of absence under this Article will be applied for in writing, and, if granted by the Committee, will be approved in writing on forms provided by the Committee.

 

J.          Each full time teacher who has been employed by the Committee shall be eligible for up to twelve (12) weeks unpaid leave in a school year in accordance with the provisions of the Family and Medical Leave Act of 1993 for one or more of the following:

 

1.         birth of a child of the employee;

 

2.         placement of a child with the employee for adoption or foster care;

 

3.         care for a spouse, child or parent of the employee if that spouse, child or parent has a serious health condition;

 

4.         a serious health condition of the employee that makes the employee unable to perform the functions of his/her position.

 

 

 

 

 

ARTICLE XVII - Sabbatical Leaves

 

A sabbatical leave of absence may be granted a teacher by approval of the Committee, following the recommendation of the Superintendent of Schools. The person granted such leave must have served seven (7) years in the Cohasset School System and must enter into a written agreement with the Committee to serve in said system for at least two (2) years immediately following such leave. In default of completing such service, he/she will reimburse the Town of Cohasset for salary received during the leave at the rate of one-half of the amount granted for each of the two years he/she fails to serve in the Cohasset School System. The rate of salary paid during the year of sabbatical leave will be one-half of the salary he/she would have been entitled to during that year.

 

Members of the professional staff on sabbatical leave shall retain those rights of salary, professional status, seniority, and all other rights which would otherwise be theirs if they were actively teaching in the System during the period of said leave.

 

The request for a sabbatical leave shall be submitted in the following manner. A teacher applying for sabbatical leave shall by December 1 submit a letter to the Superintendent of Schools indicating his/her intent to apply for such leave in the ensuing school year. Formal application will then be made, in writing, by the following April 1. Leave will be granted only when a program of study or research is approved by the Committee.

 

The number of such leaves to be granted shall not exceed two (2) in any one year.

 

 

ARTICLE XVIII - Tuition Payment

 

A.        The Committee agrees to pay tuition in an amount equal to the average per credit cost for courses charged by the University of Massachusetts (as determined by reference to that institution's annual fall catalogue) up to a limit of two (2) courses or six (6) credits per contract year and up to the following annual cap for the bargaining unit as a whole:

 

Effective for school year 2009-2010: $25,000

Effective for school year 2010-2011: $25,000

Effective for school year 2011-2012: $55,000

 

Effective September 1, 2009, a teacher who has received approval from the Superintendent prior to September 1, 2009 for a course or credit(s) that was applied for after April 15, 2009 shall be reimbursed up to $500 per approved course or credit(s) subject to the individual reimbursement limitation set forth above and provided that a transcript documenting completion of the course or credit(s) is submitted no later than October 31, 2009.

 

Any course or credit(s) applied for after September 1, 2009 that is approved on or before January 1, 2010 shall receive pro-rata reimbursement based upon one-half of the remaining district-wide reimbursement pool as of October 31, 2009 divided by the number of approved courses or credit(s) for which a transcript is submitted not to exceed the cost of the course or credit(s).  The Superintendent shall approve or reject an application for a course or credit(s) no later than thirty (30) days following the application.   In order to receive pro-rata reimbursement, a teacher must submit a transcript before February 1, 2010 for any course or credit(s) applied for and approved between September 1, 2009 and January 1, 2010.  Reimbursement for such course or credit(s) shall be paid no later than March 1, 2010.

 

Any course or credit(s) applied for between January 1, 2010 and April 15, 2010 that is approved shall receive pro-rata reimbursement based upon the remaining district-wide reimbursement pool as of February 1, 2010 divided by the total number of approved courses or credit(s) during this time period for which a transcript is submitted not to exceed the cost of the course or credit(s). The Superintendent shall approve or reject an application for a course or credit(s) no later than thirty (30) days following the application.  In order to receive pro-rata reimbursement, a teacher must submit a transcript before June 1, 2010 for any course or credit(s) applied for and approved between January 1, 2010 and April 15, 2010.  Reimbursement for such course or credit(s) shall be paid no later than June 30, 2010.

 

Any course or credit(s) applied for after April 15, 2010 that is approved on or before January 1, 2011 shall receive pro-rata reimbursement based upon one-half of the district-wide $25,000 reimbursement pool divided by the number of approved courses or credit(s) for which a transcript is submitted not to exceed the cost of the course or credit(s).  The Superintendent shall approve or reject an application for a course or credit(s) no later than thirty (30) days following the application.   In order to receive pro-rata reimbursement, a teacher must submit a transcript before February 1, 2011 for any course or credit(s) applied for and approved between April 15, 2010 and January 1, 2011.  Reimbursement for such courses or credit(s) shall be paid no later than March 1, 2011.

 

Any course or credit(s) applied for between January 1, 2011 and April 15, 2011 that is approved shall receive pro-rata reimbursement based upon one-half of the district-wide $25,000 reimbursement pool divided by the total number of approved courses or credit(s) during this time period for which a transcript is submitted not to exceed the cost of the course or credit(s).  The Superintendent shall approve or reject an application for a course or credit(s) no later than thirty (30) days following the application.  In order to receive pro-rata reimbursement, a teacher must submit a transcript before June 1, 2011 for any course or credit(s) applied for and approved between January 1, 2011 and April 15, 2011.  Reimbursement for such courses or credit(s) shall be paid no later than June 30, 2011.

 

In the event that one-half of the district-wide $25,000 reimbursement pool is not expended in either the first or second half of the year, the remaining amount shall be paid to teachers based upon the following pro-rata formula: the total amount remaining as of June 2, 2011 divided by the total number of approved courses or credit(s) for which a transcript has been submitted not to exceed the cost of the course or credit(s).

 

All individual reimbursement is subject to the limitations set forth in the opening paragraph of Section A.

 

Effective September 1, 2011, a teacher who elects to receive tuition payment for only one course per contract year will be reimbursed up to an amount not exceeding one hundred fifty percent (150%) of the 3-credit rate described above. For purposes of this agreement, tuition shall be defined as any fees paid to a college or university in connection with acquiring academic credits. Reimbursement subject to the limitations set forth in Article XVIII will be made for courses which grant college credit but for which payment is made through a third party; i.e., teacher Association, professional organization, etc. An official college transcript must be furnished before payment is made.

 

B.        Courses taken under this Article must have a reasonable relationship to the teacher's assignment and must be approved in advance by the Superintendent of Schools.

 

C.        In order to receive reimbursement for a course, a teacher must apply for and receive approval for the course before April 15 of that year.  Courses applied for after April 15 may be credited to the next fiscal year.

 

D.        Effective September 1, 2011, in the event that there are more requests for reimbursement than there is money under the aggregate cap for the bargaining unit, reimbursement will be made on a “first come, first served” basis based on the date when the initial request for reimbursement was made.  The parties reserve the right to amend this section D, by mutual agreement, during the life of the Agreement.

 

 

ARTICLE XIX - Protection

 

A.        Teachers will report to their principal as soon as possible when injuries are suffered by students or teachers.

 

B.        This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police and the courts.

 

C.        Whenever it is alleged that a teacher has assaulted or injured a person, or that a person has assaulted or injured a teacher, the principal of the school involved, and the Superintendent, shall cooperate with the teacher in the investigation of the incident.

 

D.        It is the intention of the parties that any teacher will be indemnified in accordance with the provisions of Chapter 41, Section 100C, General Laws, for expenses or damages sustained by him/her in those situations contemplated by that section, provided that such teacher is not guilty of misconduct or criminal acts, or in violation of School Committee procedures regulating the conduct of teachers, in the circumstances giving rise to the claims or charges against him/her. The determination of such School Committee procedures as outlined above may be made the subject of a grievance and/or arbitration under this Agreement.

 

 

ARTICLE XX - Personal Injury Benefits

 

A.        Whenever a teacher is absent from school as a result of a personal injury (caused by an accident or assault) occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any Workmen's Compensation award made for temporary absence due to such injury) for the period of such absence; provided, however, that such difference shall be chargeable to sick leave on a fractional-day basis.

 

B.        The Committee will reimburse teachers for any property stolen, damaged or destroyed in the school building and in the course of their employment provided the loss is not the result of negligence on the part of the teacher.

 

 

ARTICLE XXI - Insurance and Annuity Plan

 

A.        The Committee will offer the same health and life insurance to the teachers as that provided by the Town of Cohasset.  There will be no changes to health insurance coverage or the percentage of the premium paid by the teacher without negotiations.

 

B.        Teachers will be eligible to participate in a 'tax-sheltered' annuity plan established pursuant to Public Law 87-370. Initial enrollment or change in enrollment status may occur only during the months of September and January.

 

C.        Teachers shall be allowed to participate in the Town of Cohasset Pre-Tax Insurance and Health Care Premium Payment Plan as permitted by Section 125 of the Internal Revenue Code and Chapter 697 of the Massachusetts Acts and Resolves of 1988.

 

D.        The Committee shall establish and the teachers may participate in a MedCap and Child Care Flexible Spending Account through payroll deduction subject to agreement by the Town.   The School Committee will request that the Selectmen pursue the expansion of the so-called "cafeteria plan" to consider including pre-tax contributions by employees for dental services and eyeglasses.  A request will also be made to broaden the availability of health care providers.

 

 

ARTICLE XXII - Textbooks and Equipment

 

A.        The Committee agrees that it will do everything possible to provide sufficient textbooks to insure that each pupil in a classroom has textbooks for his/her own use.

 

B.        Principals and Program Supervisors shall consult with their respective staff concerning the selection of new textbooks.

 

C.        The Committee guarantees that it will insure that teachers will have enough supplies, including but not limited to paper, art supplies and equipment.

 

 

ARTICLE XXIII - Payroll Deductions

 

A.        The Committee agrees to deduct from the salaries of its employees dues for the Cohasset Teachers' Association, Massachusetts Teachers' Association, and the National Education Association, as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to the Cohasset Teachers' Association. Teacher authorizations will be in writing in the form set forth below:

 

DUES AUTHORIZATION CARD

            Name: 

Address: 

 

I hereby request and authorize the Cohasset School Committee to deduct from my earnings and transmit to the Treasurer of the Cohasset Teachers' Association the amount indicated in equal monthly installments over the remainder of the school year only if I notify the Committee in writing to do so not later than sixty (60) days prior to the commencement of the school year.  I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the School Committee and all of its officers from any liability thereof.

 

B.        Deductions referred to in Section A will be made in equal installments on every pay day during the school year.

 

C.        No later than September 30 of each year, the Association will provide the Committee with a list of those additional employees who have voluntarily authorized such deductions, and will notify the Committee monthly of any changes in said list.

 

D.        To the extent feasible, the Committee agrees to process deductions, other than dues, from the salaries of its employees when authorized to do so by said employees.

E.         In accordance with the Massachusetts General Laws, any member of the bargaining unit who is not a member of the Association shall, as a condition of employment, during the life of this Agreement, pay on/or after the 30th day following the beginning of his/her employment, an agency fee which shall be determined by the Association in accordance with the applicable law.

The Association agrees to indemnify the Town for any damages which the Town is requested to pay by an administrative agency or court of competent jurisdiction as the result of the Town’s compliance with this article.

 

ARTICLE XXIV - General

 

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

 

 

B.        The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with said teacher's responsibilities.

 

C.        Teachers will be entitled to full rights of citizenship.

 

D.        Upon request, the Committee will furnish the Association with copies of the official minutes of the meetings of the Cohasset School Committee. The Committee will, in addition, make available any documents in its possession which, in the opinion of the Committee, will assist the Association in developing intelligent, informed and constructive programs on behalf of the teachers and their students, or any available information which may be necessary for the Association to process grievances under this Agreement.

 

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

 

F.         It is agreed between the parties to this Agreement that those items which are the subject of the provisions of this Agreement shall be binding on them. The Committee agrees that it will amend its rules and regulations insofar as they are inconsistent with the provisions of this Agreement.

 

G.        This Agreement constitutes the entire agreement between the parties and includes provisions for all matters contemplated by them for the entire effective term of this Agreement. The Agreement will not be reopened, except by mutual consent, on the ground that some matter was not included herein by mistake or oversight, until reopening, as provided herein, may lawfully be made.

 

H.        For all unauthorized absences, pay shall be deducted at the rate of 1/184 of the yearly salary rate for each day such absences occur.  Commencing with the second year of this Agreement, pay shall be deducted at rate of 1/184 of the yearly salary rate for each day such absences occur.

 

Absences on conference days before the opening of school, days preceding and following vacations, and the days teachers are required to be present to finish the year's work after pupils are dismissed for the school year will be deducted at 1/184 of the yearly rate. Commencing with the second year of this Agreement, pay shall be deducted at the rate of 1/184 of the yearly salary rate for each day such absences occur.  Approved leave on these days may be granted only with the written approval of the Superintendent.

 

Teachers may be granted approved leave for travel time to educational institutions for summer study if necessary, in excess of the above stated limit.

 

Requests for approved absences must be filed on a form supplied by the Superintendent of Schools.

 

Part-time teachers working 180 days (full school year) shall be entitled to excused absences equivalent to the allowances for full-time teachers.  Part-time teachers working for part of the school year shall be entitled to excused absences in ratio to the extent of their employment to the allowance for full-time teachers.

 

Adjustments in pay shall be made at the discretion of the Superintendent of Schools and must be completed on the final payment of any school year.

 

I.          Under normal circumstances, teachers shall not be required to substitute for other absent teachers.

 

J.          Attendance at Cohasset Schools by Children of Staff.

 

If the Superintendent of Schools determines that space exists at the chosen grade level, then children of staff will be permitted to attend the Cohasset Schools.  Their attendance will be reviewed each year and continued enrollment will be determined by space availability.

 

A non-resident staff member who enrolls his/her child in the Cohasset Public Schools pre-Kindergarten or Full-Day Kindergarten programs shall be required to pay any regular tuition or fees that may be charged to Cohasset residents’ children.

 

K.        In addition to all specific references to nurses in the Agreement, the following contractual provisions apply to nurses:

 

            Articles I, II, XIV, XV, XVI, XVIII, XIX, XX, XXI, XXIII, XXIV, XXVI, XXVIII, XXIX (Sections A and B), and XXXI.

 

 

ARTICLE XXV - Consultation Procedure

 

The School Committee shall meet periodically to discuss matters of mutual concern and interest. These meetings, however, shall not be utilized for the purpose of negotiating changes to this Agreement nor to discuss grievances which are subject to the contractual grievance procedure.

 

 

 

 

 

ARTICLE XXVI - Non-Discrimination

 

The Committee and the Association agree to continue their policy of not discriminating against any person on the basis of race, creed, color, national origin, sex, mental status, sexual preference, or age.

 

ARTICLE XXVII - Copies of Agreement

 

The Committee and the Association shall jointly share the cost of duplicating this Agreement.

 

 

ARTICLE XXVIII - Statutory Authority of School Committee

 

The Committee is a public body established under, and with the powers provided, by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from, or impair the powers and responsibilities of the Committee under the statutes of the Commonwealth, or the rules and regulations of any agency of the Commonwealth.  As to every matter not covered by this Agreement the Committee retains all the powers, rights and duties that it has by law, and may exercise the same without any such exercise being made the subject of a grievance or an arbitration proceeding hereunder.

 

 

ARTICLE XXIX - Reduction In Force

 

A.        If it becomes necessary to reduce the number of teachers covered by this Agreement, the Committee shall attempt to accomplish said reduction by attrition.

 

B.        When the School Committee determines that full or partial staff reductions are necessary, it shall, consistent with existing law, retain those teachers with the greatest length of service in the Cohasset School System unless the School Committee demonstrates that within a discipline there is a significant difference in teacher performance.

 

The above criteria shall not apply in the unusual case where the School Committee demonstrates that their utilization will result in the inability to meet the academic requirements of the School System.  For the purpose of this Article, elementary school teachers shall be a single discipline.

 

In the case of a dispute, the comparison shall be between the affected teacher and the most junior teacher in the discipline. The evaluations shall be an accurate reflection of performance.  In case of a dispute as to the School Committee's decision, a standard of reasonableness shall apply.

 

C.        A teacher with professional status who is notified of a total or partial reduction shall have the opportunity to receive an involuntary "RIF leave of absence" in lieu of dismissal.  Such leave of absence shall be for a twenty-four month duration.  In order for a teacher to elect the involuntary "RIF leave of absence" the teacher must, within fourteen (14) days of written notification from the Superintendent of Schools of intent to recommend reduction, execute on a form provided by the Superintendent, a waiver of any present or future rights under Chapter 71, Section 42, of the Massachusetts General Laws.  Should the teacher be recalled, the waiver shall become null and void.

 

D.        Seniority (length of service) shall indicate the years, months and days in the Bargaining Unit provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their length of service as defined above from their initial date of employment (not hiring) by the Committee.  For purposes of computing seniority, time spent on the following types of leaves shall be included:  paid sabbatical leave, a paid leave of absence granted by the School Committee for any other reason, military leave, or any leave for which increment credit is granted, leave granted to serve in the Peace Corps, as an exchange teacher or other service judged comparable by the Superintendent, and absence due to personal injury for which seniority credit is granted pursuant to this Agreement.  Seniority of part-time teachers shall not be prorated but rather shall be treated as if they had always been employed on a full-time basis. In cases of identical initial date of employment, seniority shall be determined by the drawing of lots by such employees.

 

E.         A list specifying the seniority of each member of the Bargaining Unit shall be prepared by the Superintendent and forwarded to the President of the Association as soon as reasonably possible following the execution of the Agreement, and annually thereafter on September 1.  If no challenge to the list is made by the Association within thirty (30) days of receipt of the list, the list stands as written.

 

F.                  Teachers with professional status on an involuntary "RIF leave of absence" shall be given preference for filling the full or part-time positions from the discipline from which they were laid off.  In addition, teachers with professional status on an involuntary “RIF leave of absence” shall be considered for recall to other full or part-time positions which the

Superintendent and the School Committee deem them suitable.  In filling vacancies from among those teachers on recall, the criteria used shall be the same as the criteria used for the purpose of layoff in Paragraph B of this Article.  In the case of a partial reduction, which is later restored to full time, a vacancy shall exist and shall be filled in accordance with the criteria in Paragraph B.

 

G.        It shall be the responsibility of the teachers on an involuntary "RIF leave of absence" to keep the Superintendent’s Office informed of their current address. Failure to accept a full-time position in writing within fourteen (14) days of a written offer shall be deemed a rejection and the "RIF leave of absence" shall expire.

 

H.        In the event that two or more positions become simultaneously available so that the teacher awaiting recall on the list may be assigned more than one position, the Committee will make a good faith effort to assign the eligible teacher to the available position most comparable to that position from which the eligible teacher was laid off.  The eligible teacher will be consulted with respect to his/her opinion of which available position is the most comparable position prior to his/her assignment.

 

I.          Teachers on an involuntary "RIF leave of absence" will be given first consideration on the substitute list if they inform the Superintendent in writing of their intention to be so employed.

 

 

ARTICLE XXX – Mentoring

 

In recognition of both the state mandate and the benefits of acclimating new teachers to the expectations of the Cohasset school culture, a mentoring program will be established, the details of which will be determined by the joint committee consisting of teaching and administrative staff.  The compensation for a mentor will be $650.  The mentor will work a minimum of 15 hours with a mentee.  Training if required beyond the regular workday for the position of mentor will be compensated at the hourly rate equivalent to summer teaching or release time will be provided.  A teacher who acts as a trainer for mentors will be compensated at the hourly rate for summer supervisory work.

 

 

ARTICLE XXXI - Duration

 

Section 1.

 

This Agreement shall become effective September 1, 2009, and shall continue in effect to and including midnight of August 31, 2012.

 

Section 2.

 

Either party may give to the other written notice of its intention to terminate or modify any part or all of the successor Agreement by certified mail between September 1 and October 1, 2011.

 

Section 3.

 

Negotiations for terms of a new Agreement to become effective September 1, 2012, shall start as soon as possible after receipt of the proposed changes from the party serving notice, but in any event not later than November 1, 2011.

 

Section 4.

 

None of the provisions contained in this Article shall prevent the parties, by written agreement, from extending any portion or part of this Agreement (at any time after notice to terminate or modify is given) for any agreed upon period beyond its expiration date.

 

 

IN WITNESS WHEREOF, the Committee and the Association have caused this Agreement to be signed by their duly authorized representatives on the date(s) set forth below.

 

For the Cohasset School Committee:

 

 

______________________________                        ______________________

                        Chairman                                                                Date

 

 

For the Cohasset Teachers’ Association:

 

 

________________________________                    _______________________

                        President                                                               Date

 

 

Co-Chair Cohasset Teachers’ Association Negotiating Team:

 

                                                                                                                                   

                      Co-Chair                                                               Co-Chair

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix A - Salary Schedule

 

A.        The purposes of this salary schedule are:

 

1.         To attract and retain teachers with good teaching ability, scholarship, and high professional standards.

 

2.         To promote stability and high morale in the teaching staff.

 

3.         To encourage professional growth.

 

B.        The basic salary schedules are as follows:

 

 

Cohasset Teachers’ Salary Scale 2009-2010 School Year

 

Step

 Bachelors

 Masters

 M+15

 M+30

 M+45

 M+60

 Mx2/M+CAGS/
Doctorate

1

$41,821

$44,330

$45,660

$48,400

$49,851

$51,347

$52,887

2

$43,285

$45,882

$47,258

$50,093

$51,597

$53,144

$54,738

3

$44,799

$47,487

$48,912

$51,847

$53,402

$55,005

$56,654

4

$46,367

$49,150

$50,624

$53,661

$55,271

$56,929

$58,638

5

$47,990

$50,869

$52,395

$55,540

$57,206

$58,922

$60,690

6

$49,670

$52,650

$54,229

$57,483

$59,208

$60,984

$62,814

7

$51,408

$54,492

$56,128

$59,496

$61,281

$63,119

$65,012

8

$53,207

$56,400

$58,092

$61,577

$63,425

$65,328

$67,287

9

$55,070

$58,375

$60,125

$63,733

$65,645

$67,614

$69,643

10

$56,998

$60,418

$62,230

$65,963

$67,942

$69,981

$72,080

11

$58,993

$62,532

$64,408

$68,273

$70,321

$72,430

$74,603

12

$61,057

$64,720

$66,662

$70,662

$72,782

$74,965

$77,214

13

$63,194

$66,985

$68,995

$73,135

$75,329

$77,589

$79,917

14

$65,405

$69,330

$71,410

$75,695

$77,966

$80,305

$82,714

15

$67,695

$71,757

$73,909

$78,344

$80,694

$83,115

$85,609

16

$70,065

$74,268

$76,496

$81,086

$83,519

$86,024

$88,605

 

 

 

 

 

 

 

 

 

 

 

 

 

Cohasset Teachers’ Salary Scale 2010-2011 School Year

 

Step

 Bachelors

 Masters

 M+15

 M+30

 M+45

 M+60

 Mx2/M+CAGS/
Doctorate

1

$42,867

$45,438

$46,802

$49,610

$51,098

$52,630

$54,209

2

$44,367

$47,029

$48,439

$51,346

$52,887

$54,473

$56,107

3

$45,919

$48,674

$50,135

$53,143

$54,737

$56,380

$58,070

4

$47,526

$50,378

$51,889

$55,003

$56,653

$58,352

$60,104

5

$49,190

$52,141

$53,705

$56,929

$58,636

$60,395

$62,207

6

$50,912

$53,967

$55,585

$58,920

$60,688

$62,508

$64,384

7

$52,693

$55,855

$57,531

$60,983

$62,813

$64,697

$66,637

8

$54,537

$57,810

$59,544

$63,117

$65,010

$66,961

$68,970

9

$56,447

$59,834

$61,628

$65,326

$67,286

$69,304

$71,384

10

$58,423

$61,928

$63,786

$67,612

$69,641

$71,731

$73,882

11

$60,468

$64,095

$66,018

$69,979

$72,079

$74,241

$76,468

12

$62,584

$66,338

$68,329

$72,428

$74,602

$76,839

$79,144

13

$64,774

$68,660

$70,720

$74,963

$77,212

$79,529

$81,915

14

$67,041

$71,064

$73,195

$77,588

$79,915

$82,312

$84,782

15

$69,388

$73,551

$75,757

$80,303

$82,712

$85,193

$87,749

16

$71,816

$76,125

$78,408

$83,113

$85,607

$88,174

$90,820

 

 

Cohasset Teachers’ Salary Scale 2011-2012 School Year

 

Step

 Bachelors

 Masters

 M+15

 M+30

 M+45

 M+60

 Mx2/M+CAGS/
Doctorate

1

$43,938

$46,574

$47,972

$50,850

$52,375

$53,946

$55,564

2

$45,476

$48,204

$49,650

$52,629

$54,209

$55,834

$57,509

3

$47,067

$49,891

$51,388

$54,471

$56,106

$57,789

$59,522

4

$48,714

$51,638

$53,186

$56,378

$58,069

$59,811

$61,606

5

$50,419

$53,445

$55,048

$58,352

$60,102

$61,905

$63,762

6

$52,184

$55,316

$56,975

$60,393

$62,205

$64,071

$65,994

7

$54,011

$57,251

$58,969

$62,508

$64,383

$66,314

$68,303

8

$55,901

$59,255

$61,033

$64,695

$66,635

$68,635

$70,694

9

$57,858

$61,330

$63,169

$66,959

$68,968

$71,037

$73,168

10

$59,883

$63,476

$65,381

$69,303

$71,382

$73,524

$75,729

11

$61,979

$65,698

$67,669

$71,729

$73,881

$76,097

$78,380

12

$64,148

$67,996

$70,037

$74,239

$76,467

$78,760

$81,123

13

$66,393

$70,377

$72,488

$76,837

$79,143

$81,517

$83,963

14

$68,717

$72,840

$75,025

$79,527

$81,913

$84,370

$86,901

15

$71,122

$75,390

$77,651

$82,310

$84,779

$87,322

$89,943

16

$73,612

$78,028

$80,369

$85,191

$87,747

$90,379

$93,091

 

 

 

 

 

 

Newly hired DOE certified nurses will be placed on one of the first five steps of the teachers’ salary schedule for Bachelor’s and Master’s columns based upon their degree status and years of experience.

 

Placement on a particular column will be determined by the degree held and by the accumulation of additional graduate credits.

 

A teacher with a Bachelor’s Degree who obtains a Master’s Degree can apply course(s) not involved in the Master’s program to further column placement, provided that said course(s) had been previously approved by the Superintendent.

 

PDPs will not be converted to graduate credits for column changes except for those already processed and approved.  PDPs earned after June 30, 2005 will not be given college credit toward column changes.

 

A person must possess a Master's Degree in a field of study that supports the needs of the District approved by the Superintendent.  Such approval shall not be unreasonably denied.

 

C.        Teacher's salaries will be established each year based upon an indication of satisfactory performance after the Committee has considered the reports and recommendations of the administrative and supervisory staff.

 

D.        Expenses incurred by teachers or nurses with prior approval of administration for educational or other purposes shall be reimbursed.

 

E.         Salary payments are based upon twenty-six (26) equal installments and shall be made every two weeks commencing with the second week in September. The teacher may exercise the option of receiving the amounts due in July and August at the time of the second June salary payment provided the Superintendent of Schools is notified before or during the second week in May. In the event a teacher resigns during the school year, the total amount paid will be based on the ratio of the number of days employed to the number of working days per year.

 

F.         All transfers from one column to another in the basic salary schedule become effective on September 1 and January 31, following the date the teacher qualified for such change. Teachers will present paperwork that demonstrates adequate completion of the course by June 1 for September 1 column changes and by November 1 for January 31 column changes.  Teachers will notify the Superintendent of their eligibility for such change by the preceding April 15th.

 

G.        This schedule applies to all teachers employed in the Cohasset Public Schools and will be applied pro-rata to part-time teachers.

H.        The hourly rate of pay for teaching during the summer session shall be $34.00.

 

I.          The hourly rate of pay for curriculum or special administrative or supervisory work assigned during the summer session shall be $34.00.

 

J.          The hourly rate of pay for home teaching shall be $34.00.

 

K.        A teacher in order to be eligible for his/her annual increment must successfully complete three (3) in-service and/or graduate credits every three years. Teachers who are on a column other than the Bachelor's must meet the above requirements every five (5) years. A teacher at the maximum step on the salary schedule must meet the same requirements in order to be eligible for a salary increase. For the purposes of this agreement, the accumulation of 45 Professional Development Points will satisfy the above course requirement.

 

L.         Longevity: A member of the bargaining unit in good standing shall receive an annual longevity payment of $1,000, commencing with the beginning of the fifteenth (15th) year of teaching in the Cohasset Public Schools; $1,250 commencing with the beginning of the twentieth (20th) year of teaching in the Cohasset Public Schools; and $1,500 commencing with the beginning of the twenty-fifth (25th) year of teaching in the Cohasset Public Schools.  Said payment will be paid as part of his/her salary.

 

A teacher hired prior to February 1 shall be given credit for a full year of service for that year.

 

M.        The following provision applies exclusively to bargaining unit members who applied for longevity buyout prior to July 1, 2009, and such members will not be eligible to receive longevity buy-out after August 31, 2012:

 

Longevity Buyout: A member of the bargaining unit in good standing, with fifteen (15) completed years of service in Cohasset Public Schools may elect a Longevity buyout of $3,000 per year for up to three consecutive years ending upon separation of employment. Said payment will be paid as part of his/her salary. 

 

Longevity payments specified in Appendix A, Section L will cease upon acceptance of this option.

 

Bargaining unit members who apply after July 1, 2009 will not be eligible for longevity buy-out.

 

N.       

1.         The C.T.A. and the school department agree to the hiring of high school faculty on a voluntary basis to cover classes when other faculty members are using sick, professional or personal leave.

 

2          The following guidelines for this hiring will be in effect:

 

a.                   All hiring will be voluntary.

 

b.                  Teachers covering classes within their department will be paid thirty dollars ($30.00) for each of those classes.

 

c.         Teachers covering classes outside their department will be paid twenty-five ($25.00) for each of those classes.

 

d.                  Teachers covering these classes will be expected to distribute and give direction relative to the assigned work provided by the absent teacher. No direct instruction is expected of the teacher substituting.

 

3.         It is understood that the school department will be supplementing in-house teachers with substitute teachers from the community as needed.

 

4.                  In no way will these agreements be seen as voiding the provisions of the current contract between the C.T.A. and the School Committee. The contract is still in force, and all the changes are subject to collective bargaining at the end of the current contract.

 

 

5.         Teachers at the elementary level will be paid twenty-five dollars ($25.00) for each class covered unless it is agreed to reschedule the class at an appropriate time.

 

Individuals presently at the maximum step for the above positions will be retained at the maximum step. New individuals hired into such positions shall be placed at the step determined by the Superintendent.

 

O.     Furlough Days:  During the 2009-10 work year, teachers shall be assigned a furlough day on January 15, 2010.  During the 2010-11 work year, teachers shall be assigned a furlough day on the first of the two professional development days that precedes the school year.  Teachers shall not be required to work on these furlough days and annual salary shall be reduced by the individual’s per diem rate of pay.

The Parties understand based upon the correspondence from Executive Director Joan Schloss to Superintendents dated May 14, 2009 that the Massachusetts Teachers Retirement System (“MTRS”) will treat furlough days as unpaid administrative leave; and pursuant to M.G.L. c. 32 § 4(1)(c), the MTRS will grant creditable service for said leave; and if the leave falls within the member's last three years or highest three consecutive years, pursuant to M.G.L. c. 32 § 5(3)(b), the MTRS will use the salary rate in effect immediately prior to the leave for the period of leave. Thus, there will be no negative impact on the retirement allowance of a member who loses pay due to a furlough, so long as the furlough is less than one month in duration.

 

The Parties understand that the above-referenced MTRS position is consistent with that of the Public Employee Retirement Administration Commission, as stated in its memorandum to all Retirement Boards dated April 14, 2009. 

 


Appendix B – Extra-Curricular

                                                                                         

 

09-10

10-11

11-12

 

2%

2.5%

2.5%

Athletic Director

$11,801

$12,096

$12,399

Football

$7,867

$8,064

$8,266

   Assistant

$4,722

$4,840

$4,961

Basketball

$6,295

$6,453

$6,614

   Assistant

$3,934

$4,032

$4,133

Wrestling

$5,509

$5,647

$5,788

   Assistant

$3,409

$3,494

$3,581

Ice Hockey

$5,509

$5,647

$5,788

   Assistant

$3,409

$3,494

$3,581

Baseball

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Softball

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Field Hockey

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Soccer

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Track

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Cross Country

$4,983

$5,107

$5,235

Lacrosse

$4,983

$5,107

$5,235

   Assistant

$3,279

$3,361

$3,445

Gymnastics

$4,722

$4,840

$4,961

   Assistant

$2,886

$2,958

$3,032

Swimming

$4,722

$4,840

$4,961

   Assistant

$2,360

$2,419

$2,480

Tennis

$3,409

$3,494

$3,581

Faculty Manager

$3,409

$3,494

$3,581

Golf

$3,409

$3,494

$3,581

Skiing

$2,886

$2,958

$3,032

Cheerleading

$1,967

$2,016

$2,066

M.S. Athletic Coordinator

$1,854

$1,901

$1,948

M.S. Sports

$2,360

$2,419

$2,480

M.S. Student Council

$1,854

$1,901

$1,948

H. S. Student Council

$1,967

$2,016

$2,066

M.S. Yearbook

$1,854

$1,901

$1,948

H.S. Yearbook

$2,698

$2,765

$2,834

Debating

$2,197

$2,252

$2,308

Dramatics

$5,594

$5,734

$5,877

School Newspaper

$2,500

$2,563

$2,627

Math League

$2,500

$2,563

$2,627

Senior Class Play

$2,197

$2,252

$2,308

M.S. Team Leaders

$2,941

$3,014

$3,090

Senior Class Advisor(s) (total)

$1,801

$1,846

$1,893

Whispers and Shadows

$601

$616

$631

Camp Bourndale

$264

$271

$278

Gay Straight Alliance

$601

$616

$631

H.S. Jazz

$1,967

$2,016

$2,066

Pep Bank

$563

$577

$592

National Honor Society Advisor

$1,854

$1,901

$1,948

Specialist Team Leader

$2,941

$3,014

$3,090

Peer Leader Advisor(s) (total)

$1,967

$2,016

$2,066


Appendix C

 

Administrative, Supervisory and Resource personnel shall be paid salaries based upon the following:

 

A.        The basic salary according to Section B, Appendix A.

 

B.        The ratios listed below shall then be applied.

 

Classification                                      1st Year            2nd Year           3rd Year

                                                                                               

            Guidance Counselor               1.08                 1.08                 1.08

 

C.        School Psychologist will be paid his/her per diem rate for up to 20 days beyond the regular school year if such days are approved in advance by administration.         

 

Appendix D

 

Evaluation Instruments

 

1.    Individual Staff Appraisal (cover sheet)

2.   Classroom Observation Report

3.   Summative Evaluation Report

4.   Alternative Evaluation Plan Proposal