|Shared Contract District|
|Type of District||Municipal K12|
|Most Recent Document||Contract|
|Regional HS Members||Douglas|
|Vocational HS Members||BLACKSTONE VALLEY|
|Kind of Community||small rural communities|
|Number of Schools||4|
|Percent Low Income Students||15|
DOUGLAS SCHOOL COMMITTEE
DOUGLAS TEACHERS ASSOCIATION
September 1, 2014 August 31, 2017
The Douglas School Committee and the Douglas Teachers Associations have entered into the following Agreement, sometimes hereinafter referred to as the Contract, for the express purpose of fixing, for its effective term, the salaries, hours and conditions of employment of the recognized professional personnel.
The Douglas School Committee recognizes the Douglas Teachers Association and its affiliates, the Massachusetts Teachers Association and the National Education Association, as the agencies through which the teachers of the Douglas school system develop and represent their considered opinion on matters of concern to them. The School Committee agrees to give due consideration to proposals and representation made on behalf of the Douglas Teachers Association.
The Douglas School Committee, sometimes hereinafter referred to as the Committee, hereby also recognizes the Douglas Teachers Association, as the exclusive representative and bargaining agents of all certified professional employees below the rank of Assistant Principal or any administrator not teaching 50 percent or more of the school days, including the School Nurse, but excluding temporary per diem substitutes in teaching and related activities in the Douglas School System.
The Committee shall not discriminate in any way against a teacher for reason of his/her membership in the Association or participation in its lawful activities, nor for religious and political beliefs, providing that these are not exercised on the school premises during school hours and do not interfere with the regular performance of duties.
Unless specifically abridged by a provision of this Agreement, the Douglas School District (the District) shall have all the powers, authority and prerogatives necessary or impliedly granted to it under the statutes, laws, and regulations of the Commonwealth. The District recognizes that with its authority comes the responsibility to protect the rights of employees to be free from unlawful discrimination based upon race, sex, religion, national origin, and age, as defined by federal and state anti-discrimination laws, to provide a safe working environment, and to insure that employees rights to due process are not abridged. To that end, notwithstanding any provision of this Agreement to the contrary, the District shall take action to redress unlawful discrimination, lack of due process, and unsafe conditions. The rights of the District shall include:
11a. To institute technological change from time to time; provided, however, if there is a technological change affecting a teacher, the Principal shall consult with such teacher prior to the implementation of the change. If the teacher is not compatible with the change, the Principal will provide relevant training before implementing the change as to that teacher.
This Article shall not be the basis of a grievance or arbitration proceeding pursuant to Article XII, provided, however, that rights expressly granted to the Association by other specific provisions of this Agreement shall supercede this Article and shall be subject to the grievance procedure unless otherwise indicated.
ARTICLE II NO STRIKE PROVISION
The Douglas Teachers Association agrees that, under no circumstances will it authorize, sanction, condone, acquiesce in, or take part in, any strike or work stoppage of any kind or nature. Strike and work stoppages shall be deemed to include, but are not limited to: slow downs, sit-ins, concerted mass sickness or any curtailment of work or interference with the operation of the Douglas School System, including picketing or demonstrating of any kind during school hours. The Association further agrees that it will not engage in any sanction activities or other terms of boycotts.
In the event of any action by the Association, or by any of its members, in violation of this provision, the Association will post notices immediately at all schools affected, advising that such action is unlawful, in violation of this Agreement, and unauthorized by the Teachers Association. The Teachers Association shall further advise any and all teachers involved, including notification to the news media if requested by the School Committee, that such teachers are in violation of the Agreement and that all teachers involved shall return forthwith to their regular duties. The Teachers Association shall further be expected to take any and all other actions reasonably within its power to stop the activity. If the Teachers Association takes the foregoing steps and has not acted in violation of its obligations under this Agreement, it shall not be liable in any way for such activities.
In the event the Teachers Association does not adhere to, or abide by this provision, it shall be held liable for any and all damages, injuries and costs incurred by the School Committee.
The School District and the Association recognize that changes in assignments and/or transfers are sometimes required in the best interest of the school system.
1. A transfer or change in assignment shall be made on the basis of (1) the needs of the school system, (2) the expressed desire of the teacher concerned, and (3) individual teacher qualifications. When it is not possible to satisfy all three conditions, the decision will be made first, according to the needs of the School System; second, in accordance with the expressed desire of the teacher concerned; third, where the Administration believes the teacher is best qualified to serve based on the individual teacher qualifications; and fourth, all things being equal, seniority. Whenever these conditions are equally met, volunteers shall be transferred or reassigned first.
For school years 2015-2016 and 2016-2017, the teacher work year will be reduced by two (2) days to 181 days in exchange for a pay freeze, but the annual salary rate will remain the same. Professional development will be conducted on early release days. This provision will sunset on June 30, 2017.
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 within thirty (30) days following the execution of this Agreement. An updated Seniority List shall be supplied by the School District on or before October 1 annually thereafter.
Any allegation that there has been violation of this section will not be subject to or processed through the grievance and arbitration procedure provided by this Agreement, but will instead be discussed between the teacher and his/her Principal, then between the teacher and the Superintendent. Should resolution of the problem not be effected, the allegation will be submitted for deliberation and advice directly to an Ad Hoc Committee which will be composed of three persons, one person to be selected by the Superintendent, one person to be selected by the Association and two (2) selectees shall choose the third person. Upon completion of its deliberations, the Ad Hoc Committee will report its findings and recommendation to the Superintendent. The recommendation must state which teachers should be retained. The Superintendent shall take prompt and final action in accordance with the findings and recommendations of the Ad Hoc Committee. It is the intention of the parties that, whenever they deem it to be appropriate, a reasonable effort will be made to select, as their respective members of the Ad Hoc Committee, persons who are or have been members of the educational profession. Any expenses incurred by either party in preparation for or in making presentations to the Ad Hoc Committee will be borne by the party incurring such expenses.
POSITIONS IN SUMMER SCHOOL,
EVENING SCHOOL AND UNDER FEDERAL PROGRAMS
ARTICLE VIII SICK, BEREAVEMENT AND PERSONAL LEAVE
It is recognized by all that absences by regular teachers from the classroom interrupt the educational process and should therefore be held to an absolute minimum.
(1) The total accumulated sick leave in the bank shall not exceed 360 days at any one time. In the event that an annual contribution would cause the number of days to exceed 360, then no such contribution will be made, except that teachers new to the District or previously unenrolled will be allowed to contribute and join.
(2) In the event that the number of days in the bank should fall below 50, then an additional contribution will be made by Sick Leave Bank members.
h. The Association shall require medical documentation in accordance with paragraph f. from each teacher seeking to use SLB time. The Superintendent or Principal may verify and inspect the medical documentation.
i. The SLB Committee may require a second opinion from an Independent Medical Examiner. The cost of the independent medical examination will be borne by the employer.
j. The decision of the SLB Board with respect to eligibility and entitlement shall be final and binding and not subject to appeal except for reconsideration by the Board itself.
In addition to absence for personal illness or injury, sick leave may be used for the following purposes:
In the event of an emergency, illness or injury in the immediate family (defined as father, mother, brother, sister, son, daughter, husband, wife, or other person residing in the same household as the teacher), a teacher may be granted three (3) days absence with full pay, such day to be counted as sick leave, to make arrangements for necessary medical and/or nursing care.
In addition to sick leave, a teacher is entitled to the following leaves:
c. For the school years 2015-2016 and 2016-2017, teachers will be allowed an additional two (2) personal leave days based upon the conditions referred to in sections a. and b. This provision will sunset on June 30, 2017.
The Superintendent may grant extended leaves of absence for, but is not limited to, the purposes hereinafter stated. Requests for extended leaves of absences, except for maternity and military purposes, should be made to the Superintendent of Schools prior to April 1 for consideration. All requests will be made in writing and shall include, as a minimum, the purpose of the leave and the expected commencement and completion dates.
As a general rule, not more than two (2) teachers in the school system, nor more than one (1) teacher in the subject discipline or grade levels will be granted concurrent leaves of absence, excluding military leaves.
All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, seniority and tenure, shall be restored to him/her upon his/her return and he/she shall be assigned to the same position or if not in that position, a substantially equivalent position.
The Superintendent may in accordance with the provisions of Chapter 71, Section 41A of the General Laws, upon written request, grant a leave of absence for not more than one (1) year to a teacher with professional teacher status for service to a professional educational organization of which said teacher is a member and has been elected to hold the office of president therein. Full or partial pay and continuation of benefits may be authorized for such leave of absence provided that said professional educational organization shall contract in writing to reimburse the Douglas School Committee for the total cost of all salary and benefits paid to said teacher during the leave of absence for said teacher to increase his/her teaching experience and/or value to the Douglas School System.
The Superintendent may, upon written request from a teacher, grant a leave of absence for not more than two (2) school years, without pay, for full-time participation in teacher exchange programs, the Peace Corps or similar organizations. Teachers without professional teacher status will not be considered for such leaves of absence. Upon return from such leave, the teacher will be placed on the salary schedule at the level he would have achieved had he not been absent.
The Superintendent shall grant military leave of absence, without pay, to any teacher entering the Armed Services of the United States to complete a service obligation. Upon return from such leave of absence, providing that the teacher has received an Honorable Discharge, he/she will be placed on the salary schedule at the level he/she would have achieved had he/she not been absent.
1. Leave must be taken starting on the earlier of the date of the birth of the child, or the date the teacher ceases work prior to childbirth on the advice of her physician.
2. A teacher taking leave under this provision will be paid only to the extent she would be paid if she were not on leave. For example, a teacher whose period of leave, as described in subparagraph 1, falls entirely during the summer break would be entitled to no additional pay for that eight week period, and could not use the eight weeks at the start of the next school year. Similarly, a teacher who gives birth four weeks before the start of school would be entitled to just four weeks off with pay at the start of the school year
3. A teacher taking maternity leave under this provision may extend her leave to a maximum of twelve continuous calendar weeks under the provisions of the Districts Family and Medical Leave Policy, by following the procedures there under. Continuation leave will be unpaid unless the teacher has sufficient accrued sick days to cover the balance of the twelve week period. All leave taken under this provision will be counted as Family and Medical leave for the purposes of the twelve week maximum, except to the extent that it falls during summer break.
4. The paid portion of the eight week leave under this provision will not be subtracted from the teachers accumulated sick days.
5. Employees employed on/or after September 1, 2007 will be permitted to use accumulated sick leave for maternity purposes to the extent of actual disability. The pay portion will be deducted from sick leave.
6. For Personal Health
The Superintendent may, upon written request from a teacher, grant a leave of absence without pay or increment not more than one (1) year for reasons of personal health. The Superintendent may require submission of appropriate medical evidence prior to consideration of request for such leave.
All insurance benefits may be kept in force during such leave of absence provided the teacher continues to pay his/her share of the cost of the insurance programs.
7. Sabbatical Leave
The Superintendent may, upon written request from the teacher prior to January 1, grant a sabbatical leave. Requests for such leave shall be evaluated and decided on a case by case basis. Prior to approval of a request for such leave, stipulations and conditions relative to the leave shall be mutually agreed upon by the teacher and the Superintendent, and reduced to writing in contract form.
8. Family and Medical Leave
Notwithstanding anything in this Agreement to the contrary, any teacher may exercise his or her rights to take Family and Medical Leave pursuant to the Family and Medical Leave Act of 1993. In order to exercise those rights the teacher must apply for leave in accordance with the procedures set forth in the Districts Family and Medical Leave Policy. In the event that a teacher qualifies for Family and Medical Leave, the District has the right to designate sick or other leave as Family or Medical leave in accordance with the Family and Medical Leave Policy.
3. Effective September 1, 2015, a member who is required to obtain a Sheltered Immersion Teacher Endorsement, will be granted three credits on the salary scale for an accredited college course or a one time payment of $600 not on the base for a non college non accredited program.
The Committee proposes the following: each teacher should spend an entire day visiting another school district or approved educational equivalent at least once every year, subject to the administrations approval. A written report of such visits must be turned in to the Superintendent with a copy to the building Principal, noting the experience learned as to result of the visit. This report must be turned in no later than five (5) days after the visitation.
The most important element in a sound educational program is the excellence of its teaching staff. Evaluation of teachers shall be used to insure this excellence in the Douglas School System. Teacher evaluations will serve two basic purposes: (1) to raise the quality of instruction and educational service to the children of Douglas, and (2) to provide guidance to a teacher needing improvement.
Teacher evaluation is a continuous process and is not confined or limited solely to periods of formal observation.
The purpose of the grievance procedure set forth below is to provide a systematic and timely process by which an aggrieved member of the Teachers Association may present a grievance concerning matters covered by this Agreement for a prompt resolution of the differences. Grievance proceedings will be kept as informal and confidential as may be appropriate for the level concerned and every effort will be made to dispose of at the lowest possible level. Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with the appropriate member of the Administration at Level One and having the grievance disposed of at that Level without intervention of the Teachers Association, provided that the disposition is not inconsistent with the terms of the Agreement.
The number of days indicated at each level should be considered maximum, and every effort will be made to expedite the procedure whenever possible. Where necessary in the interest of fairness and completeness, time limits may be extended by mutual written agreement of parties concerned. Grievances submitted after June 1 will be processed as expeditiously as possible.
At all levels, the aggrieved person(s) shall have the right to meet with the Administration either privately or in company with a representative of the Association.
A grievance that effects, or may affect, a group or class of employees may be submitted by the Association directly to the Superintendent and the processing of such grievance shall be commenced at Level Two.
All documents, communications and records relating to the processing of a grievance will be filed separately from the personal files of parties in interest. No reprisals of any kind will be taken by the School Committee or by any member of the Administration against any party in interest for reasons of participation in a grievance proceeding.
The aggrieved shall discuss the grievance with his/her Principal.
The aggrieved shall discuss the grievance with the Superintendent.
b. If the subject matter of the grievance involves any action of the Superintendent or the building principal(s) pursuant to M.G.L. Chapter 71, Sections 71, Sections 38, 40, 41, 42D, 43, 47A, and 59B, and if the grievance has not been disposed of to the satisfaction of the aggrieved party, the Association within ten (10) days after the Level 2 meeting will seek arbitration by giving notice of its intent to the Superintendent.
A copy of this request must be forwarded to the Superintendent. Failure on the part of the aggrieved to comply with these requirements may result in termination of the grievance proceeding. The School Committee shall, within ten (10) school days from the day of receipt of the written request for a meeting, schedule such meeting at a time mutually convenient for all parties concerned.
(Explanatory Note: This portion of the Grievance Procedure requires the Association to notify the Committee of its intent to proceed to arbitration within twenty (20) school days of the date the Committee makes known to the aggrieved its Level Three Decision. These 20 days consist of the 5 days within which the aggrieved must request the Association to support his/her request for arbitration plus the 15 days within which the Association must then notify the Committee of its intent to proceed to arbitration. The Committee may not extend or otherwise modify the time limit within which an aggrieved is required to make written request of the Association to submit his/her grievance to arbitration.)
The aggrieved shall present his/her grievance to the arbitrator.
ARTICLE XIII PERSONAL INJURY PROTECTION
(Informational Preface:) A teacher who sustains personal injury arising out of and in the course of his/her employment shall be provided with medical coverage plus weekly salary compensation in accordance with the limits established and regulated by the Massachusetts Workers Compensation Law.
The School District will reimburse a teacher for clothing and personal property damaged or destroyed in the course of employment (excluding items such as radios, televisions and tape recorders brought to school mainly for personal benefit and excluding automobiles). In no event shall such reimbursement be in an amount in excess of two hundred dollars ($200.00). No reimbursement will be made where such damage or destruction has been caused by negligence on the part of the teacher.
The decision as to whether or not such damage occurred in the course of the teachers employment shall not be a grievable matter within Article X-B(1) above.
Whenever a member or members of the Association desire to meet with the Committee to discuss matters not covered by this Agreement (i.e. non-grievance matters), a request will be made in writing to the Chairman of the School Committee, with a copy to the Superintendent. The request must explain the nature of the matter(s) to be discussed. Upon receipt of such request, the Chairman will direct the Superintendent to place the matter on the agenda for the next regular meeting, or, if in the Chairmans opinion the matter so warrants, schedule a special meeting of the Committee.
Teachers are free to reject extra-curricular activities.
A copy of the agenda and minutes of the School Committee meetings other than executive sessions shall be sent to building representatives of the Association three days prior to meetings. Approved minutes of meetings shall be sent to building representatives of the Association within one week after said approval.
Increment credit in compliance with the educational qualification levels (B+15, M+15, etc.) established on the salary schedule shall be established at the beginning of each school year. Credits earned during a school year shall be considered for increment adjustment at the beginning of the next school year. This subparagraph shall not be construed as barring the Superintendent from adjusting an employees salary during the school year in the event of misplacement on the salary schedule.
In order to qualify for increment credits and be eligible for a lane adjustment, the credits and/or degree must be obtained from an accredited school in the teachers area of certification or, in the Superintendents educational judgment, in an area that furthers the professional development of the teachers certification; provided, however, if the Superintendent denies a lane adjustment because of the courses taken by a teacher, such teacher may grieve the denial in accordance with the grievance and arbitration provision of the Agreement.
See Appendix B.
C. Payroll Deduction Plan: Payroll deductions are authorized for the following items:
3. Disability with the Towns disability insurance company 4. Town employees health and life insurance plans 5. Massachusetts Teachers Association Credit Union
1. Co-Curricular Compensation: Co-curricular responsibilities shall be compensated for in accordance with Appendix C Co-Curricular Salary Schedule.
The Superintendent may, from time to time, require that the School Nurse, in addition to his/her regular duties, formally prepare and present to students and/or faculty, lectures on personal hygiene and other matters which the Superintendent may designate.
If any provision of this Agreement, or any application thereof, shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.
Committee policy and administrative regulations inconsistent with the provisions of this Agreement are deemed to be amended so as to be consistent herewith.
Teachers are eligible to receive honoraria upon the completion of fifteen (15) continuous years of teaching in the Douglas School System payable upon the completion of the following school year. Beginning in the 16th year until the completion of the 19th year, teachers will be awarded an honorarium of $1,000 (One Thousand Dollars) per year, in addition to any and all other compensation.
Teachers are eligible to receive honoraria upon the completion of nineteen (19) continuous years of teaching in the Douglas School System, payable upon the completion of the following school year. Beginning in the 20th year until the completion of the 25th year, teachers will be awarded an honorarium of $2,000 (Two Thousand Dollars) in addition to any and all other compensation.
C. Completion of 25 Years
Teachers are eligible to receive honoraria upon the completion of twenty-five (25) years of teaching in the Douglas School System, payable upon the completion of the following school year. Beginning in the 26th year, teachers will be awarded an honorarium of $2,500 (Twenty Five Hundred Dollars) in addition to any and all other compensation.
D. Completion of 30 Years
Upon the completion of thirty (30) years of teaching in the Douglas School System, and every completed school year thereafter, teachers shall be awarded an honorarium of $3,000 (Three Thousand Dollars) in addition to any and all other compensation.
All honoraria, as described above, shall be distributed to eligible staff members in two equal payments, the first payment shall be in that normal pay schedule falling closest but no later than December 15 and the second pay falling closest but not later than April 15.
The parties acknowledge that during the negotiations which preceded this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the School Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waive the right and each agree that the other will not be obligated to bargain collectively with respect to any subject or matter covered in this Agreement.
The failure of the School Committee or the Association to insist on any one or more incidents, or upon performance of any of the terms or conditions of the Agreement, will not be considered as a waiver or relinquishment of the right of the School Committee or the Association to future performance of any such terms or conditions, and the obligations of the School Committee or the Association to such future performance will continue in full force and effect.
This Agreement will become effective as of September 1, 2014, and shall expire on August 31, 2017.
The Douglas School Committee Town of Douglas will provide two health insurance carriers for its employees. The two carriers are Fallon and Harvard Pilgrim. The town will pay 80% and the insured 20% for the lowest costing plan. If an employee selects the higher costing plan, he or she will receive from the Town 80% of the average of the two plans. See example A.
Effective January 1, 2011, the Town will implement modifications in health plans described in the attached document as Alternative 1. In consideration of the modification of the insurance plans, the Town agrees to establish a Health Reimbursement Account. Members will be reimbursed in full, with appropriate documentation, for an additional $25 for emergency room fee and increased member costs relating to increases in in-patient and out-patient hospitalizations.
The Town agrees to meet with the Association to develop an opt out plan for members who currently participate in health insurance to make recommendations on a plan to be implemented on or before September 1, 2011.
The plan will be defined in Attachment A with a possible change in premium amount because of the change in implementation date.
Example A Family [The premiums shown are hypothetical examples only]
Fallon Direct Care
Pilgrim - HMO
3,085.41 ÷ 2 = 1,542.71 (average) 1,234.17
Fallon Direct Care
Pilgrim - HMO
Example B Individual [The premiums shown are hypothetical examples only]
Fallon Direct Care
Pilgrim - HMO
1,142.74 ÷ 2 = 571.37 (average) 457.10
Fallon Direct Care
Pilgrim - HMO
FY 2015 FY 2016 FY 2017
1.00% 0.50% 1.75%
Athletic Director 7,728 7,767 7,903
Boys Varsity Basketball 4,969 4,994 5,081
Girls Varsity Basketball 4,969 4,994 5,081
Boys Varsity Soccer 4,416 4,438 4,516
Girls Varsity Soccer 4,416 4,438 4,516
Cross Country 4,416 4,438 4,516
Varsity Field Hockey 4,416 4,438 4,516
Varsity Golf 4,416 4,438 4,516
Varsity Baseball 4,416 4,438 4,516
Varsity Softball 4,416 4,438 4,516
Track & Field (Spring) 4,416 4,438 4,516
Varsity Cheerleading 4,416 4,438 4,516
Boys Varsity Volleyball 4,416 4,438 4,516
Girls Varsity Volleyball 4,416 4,438 4,516
Indoor Track (Winter) 4,416 4,438 4,516
Boys J.V. Basketball 3,312 3,329 3,387
Girls J.V. Basketball 3,312 3,329 3,387
Boys J.V. Soccer 2,760 2,774 2,823
Girls J.V. Soccer 2,760 2,774 2,823
JV Field Hockey 2,760 2,774 2,823
J.V. Girls Volleyball 2,760 2,774 2,823
Middle School Girls Basketball 2,760 2,774 2,823
Middle School Boys Basketball 2,760 2,774 2,823
J.V. Baseball 2,760 2,774 2,823
J.V. Softball 2,760 2,774 2,823
J.V. Track & Field (Spring) 2,760 2,774 2,823
J.V. Cheerleading 2,760 2,774 2,823
Middle School Track & Field 2,760 2,774 2,823
Middle School Cross Country 2,760 2,774 2,823
Asst. Golf 1,657 1,665 1,694
Middle School Cheering 1,657 1,665 1,694
Band Director 4,969 4,994 5,081
Asst. Band Director 2,209 2,220 2,258
Chorus Director 4,416 4,438 4,516
Asst. Chorus Director 2,209 2,220 2,258
Middle School Show Choir 2,209 2,220 2,258
Color Guard 662 665 677
Flag Advisor 332 334 340
Drill Advisor 332 334 340
Majorette Advisor 332 334 340
National Line Color Guard 332 334 340
Percussion Advisor 332 334 340
Drill Instructor 332 334 340
Pep Band Advisor 332 334 340
Yearbook Advisor 2,429 2,441 2,484
High School Student Council 2,429 2,441 2,484
Senior Play/Drama 1,766 1,775 1,806
High School Department Chair 2,760 2,774 2,823
Grade Level Coordinators 2,760 2,774 2,823
School To Work Coordinator 1,657 1,665 1,694
Newspaper 1,657 1,665 1,694
Advisor - Grade 12 1,877 1,887 1,920
Advisor - Grade 11 1,657 1,665 1,694
Advisor - Grade 10 1,435 1,442 1,467
Advisor - Grade 9 1,215 1,221 1,242
Advisor Grade 8 1,105 1,110 1,130
High School Peer Leadership 1,105 1,110 1,130
Webmaster 1,657 1,665 1,694
Science Club 776 788 800 812 820
Varsity Math Team 1,035 1,051 1,067 1,083 1,094
J.V. Math Team 621 630 639 649 655
High School NHS 1,035 1,051 1,067 1,083 1,094
Gay/Straight Alliance 621 630 639 649 655
Design Lab HS 0 1,100 1,117 1,134 1,145
Middle School Peer Leader Advisor 1,035 1,051 1,067 1,083 1,094
Middle School NHS 621 630 639 649 655
Advisor Grade 7 621 630 639 649 655
Advisor Grade 6 621 630 639 649 655
Lego Robotics Co-Coordinator 621 630 639 649 655
Middle School Student Council 621 630 639 649 655
Middle School Year Book 621 630 639 649 655
Middle School Running Club Advisor N/A N/A 1,278 1,298 1,311
Grade 3 Ambassador 311 316 321 326 329
Grade 4 Ambassador 311 316 321 326 329
Grade 5 Ambassador 311 316 321 326 329
Grade 6 Ambassador 311 316 321 326 329
Grade 7 Ambassador 311 316 321 326 329
New Position, 3 hrs/wk; 10 wks 621 630 639 649 655
New Position, 1.5 hrs/wk; 10 wks 311 316 321 326 329
* Athletic Director and reduced teaching-load
Teaching staff fulfilling the role of the Athletic Director will not be assigned a duty period; in addition, teaching duties may be reduced to 60%, subject to scheduling needs as determined by the Building Principal.
* Longevity Stipend
Co-Curricular stipends will be increased by the following amounts for consecutive years of service in a given (or similar) position:
start of 6th year through end of 10th year: 5%
start of 11th year through end of 15th year: 10%
start of 16th year, until an individual leaves said position: 15%
For the purpose of this section only, similar shall be defined as positions with one kind of activity, and consecutive shall be defined as no break in service, unless the break is caused by a bona fide reason or the activity not being offered/funded. Subject to approval by the Superintendent, the Building Principal will determine the number of years that apply as consecutive for anyone changing positions and/or determine the bona fide break in service.
Examples of similar positions would include grade-level advisors (regardless of grade), coaches within a sport (regardless of level), or any other position within an activity with more than one stipend or position.
For anyone fulfilling the duties of multiple positions, experience would be determined for each position individually, without regard to similarity.
Longevity will be prorated for individuals sharing (splitting) a co-curricular position and individual must each qualify to receive their prorated longevity amount.
Longevity will not be paid to non-bargaining unit members filling co-curricular positions.
* Adopted 4/2/08
FY12 & FY13 Revisions Voted by DTA 6/21/11
FY12 & FY13 Revisions Voted by School Committee 7/13/11
Middle School Running Club Advisor added Approved by School Committee September 7, 2011
FY 2014 One year agreement 1% - Voted and Approved by School Committee: June 5, 2013
FY2015 - FY2017 Added MS Track & Field Coach, MS Cross Country Coach, and MS Show Choir.
1. A step freeze with a 0.5% COLA for the 2015-2016 school year. Movement across lanes to compensate for earning additional college credit and tuition reimbursements would be allowed.
2. The FY 2016 and FY 2017 school calendars will be reduced by two days to 181 work days. There will be two fewer work days in FY 16 and 17 in exchange for the pay freeze, but not a reduction in the annual rate. Professional development will be conducted on early release days.
3. Teachers will have two additional personal days with current contractual language each year FY16 and FY17. Both items 2 and 3 will sunset upon the conclusion of this contract.
4. The savings realized by this proposal are to be used to reduce class sizes as follows: K-3 (27), 4-8 (31), as smaller class sizes are more educationally sound.
5. Any additional revenue received (grants, additional revenue from the town or state, additional funds that makes general fund monies available, etc.) or amounts in excess of the goal set forth in item four (4) are to be used to address any grade level in excess of 27, followed by any restoration of any activities or co-curricular/extra-curricular programs not already restored unless the grant is for a specific use.
6. Fundraising monies may be accepted as direct donations where the amount donated is spent on the program the donor(s) specify. In the event donations create an excess amount in the budget of the program specified, general fund money budgeted into that program would be returned to the general fund and allocated to achieve items 4 and 5.
7. User fees for programs must cover stipends for those programs with no per student or family caps.
8. Any teacher retiring within the next 1-5 years will receive a $1000.00 stipend when he or she files their retirement paperwork. This item will sunset at the end of the 2019-2020 school year.
9. The DTA will not accept another step freeze in the next 5 years.
10. No extra help language.
11. Prep time will be restored to 50 minutes for Primary, Elementary, and Middle Schools.
12. As part of a three year contract with salary being:
FY 15 1% retroactive FY 16 0.5% FY 17 1.75%
Memorandum of Agreement
This agreement is entered into by and among the Douglas Teachers Association (hereafter referred to as the Association) and the Douglas Public Schools (hereafter referred to as the District).
Whereas, the Department of Elementary and Secondary Education (DESE) has adopted new regulations pertaining to the evaluation of educators covered under the collective bargaining agreement between the Association and the District; and
Whereas, the Department of Elementary and Secondary Education has agreed that there are many areas for the Association and the District to bargain over; and
Whereas, the Department of Elementary and Secondary Education has developed and provided a model as has the Massachusetts Teachers Association to meet the above mentioned regulations.
Now, therefore, the Association and District hereby agree to the following:
1. The Association and the District will bargain the evaluation instrument to be used by the Association and the District.
2. That in the 2012-2013 school year the evaluation instrument to be used will be done on a pilot basis.
3. That during the 2012-2013 school year the evaluation system will not have a negative affect on an Association members status in the district, with the exception of non-PTS members.
4. That the Association and the District meet regularly during the year to finish the bargaining and to evaluate the evaluation instrument. The administration will communicate with the leadership of the Association in regards to all aspects of the implementation of the evaluation instrument.
5. That with the 2013-2014 school year, the newly negotiated evaluation system will be in full effect and it will be incorporated by reference into the collective bargaining agreement.
This agreement entered into on the day of July 2012.
For the District For the Association