Dighton-Rehoboth

Show detailed information about district and contract

DistrictDighton-Rehoboth
Shared Contract District
Org Code6500000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment3235
Percent Low Income Students9
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Dighton-Rhoboth

AGREEMENT

Between the

DIGHTON-REHOBOTH REGIONAL SCHOOL COMMITTEE

and the

DIGHTON-REHOBOTH TEACHERS ASSOCIATION

2010-2012

Article   1.      PREAMBLE

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this contract is

made this XVIIth day of May, 2011, by the Dighton-Rehoboth Regional School Committee (hereinafter sometimes referred to as the School Committee or the Committee) and the Dighton-Rehoboth Regional Teachers' Association (hereinafter sometimes referred to as the Association).

Article  2.     SCOPE

For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees excluding the superintendent, assistant superintendent, director of special education, school business administrator, facilities manager, principal, assistant principal, the director of career and technical education (cte), the guidance director, assistant to the principal, athletic director, network technician, technology specialists, professional employees hired for less than fifty per cent (50%) of a teacher's work week, and substitute teachers hired on a day-to­day basis or for less than a full school year. Professional employees do not include instructional assistants (aides), secretaries, clerks, custodians, cafeteria workers, and all other support staff.

Article 3.  MANAGEMENT RIGHTS

A.    Nothing in this agreement shall derogate from or impair any power, right, or duty heretofore possessed by the School Committee or by the administration except where such right, power, or duty is specifically limited by this Agreement.

B.    PAST POLICY AND PRACTICE - Except where contrary to this Agreement, the established policies of the School Committee with respect to wages, hours, or conditions of employment shall remain in effect during the life of this Agreement.

C.    FULL FORCE AND EFFECT - The School Committee and the Teachers' Association will fulfill the provisions of the Agreement and give them full force and effect. The School Committee will amend its administrative regulations and take such other action as may be necessary to put the provisions of this Agreement into full force and effect, and the Teachers' Association will amend its By-Laws and take such other action as may be necessary to put the provisions of this Agreement into full force and effect.

D.    SAVINGS PROVISION - If any provision of this Agreement or any application of the Agreement to any employee or group of employees 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 for the duration of the Agreement.

Article   4.     AGENCY  FEE

The Committee agrees to require during the term of this Agreement that all employees covered by the Agreement except those employees certified to the Committee by the Association as of the forty-fifth

(45m) day of their employment or the thirtieth (30th) day after the effective date of this Agreement, whichever is later, shall pay the Dighton-Rehoboth Regional Teachers' Association a service fee set by the Association in accordance with the provisions as spelled out in Section 12 of Chapter 150E of the Massachusetts General Laws.

Article 5.  PLACEMENT ON SALARY SCHEDULE

A.    Salary lanes shall be established as follows:

Bachelors,        Bachelors+30,    Masters,

Masters+15,     Masters+30,      Masters+45/CAGS,

Masters+60,     Masters+75,       Doctorate.

B.    Credit hours accumulated in support of a lane change must be taken subsequently to the credit hours accumulated in granting the previous lane change.

C.    All professional employees shall be placed on the step and lane which accurately reflects their education and experience. The superintendent shall determine initial placement on the salary schedule. Initial placement shall not be subject to the grievance procedure.

D. Nurses, cte teachers, and extracurricular positions have separate salary schedules attached as appendices to this Agreement.

Article 6.  METHOD OF PAYMENT AND DEDUCTION

A.    The compensation of professional employees shall be paid in twenty-one (21) equal payments of one twenty-sixth (1/26) of the salary, plus one last payment to include the accrued earnings for a total of five twenty-sixths (5/26) of the total salary at the end of the school year. To receive the last payment in June, the professional employee must present written certification from the principal that all reports and records are complete.

B.    Professional employees may opt to be paid in twenty-one (21) equal installments from September through   June,   with  no   money   deferred.   Employees   desiring  this   option   must  notify   the Superintendent's office by the July 15th next prior to the beginning of the school year when the twenty-one (21) payment plan is to go into effect. This option will then continue each year unless the Superintendent's office is notified of a change by any subsequent July 15th.

C.    "Professional employees may opt to be paid in twenty-six (26) equal installments from September through August. Employees desiring this option must notify the Superintendent's office by July 15th next prior to the beginning of the school year when the twenty-six payment plan is to go into effect. This option will then continue each year unless the Superintendent's office is notified of a change by any subsequent July 15th.

D.    When a pay date falls on a holiday, the payment shall be made on the day before the holiday.

E.    The Committee hereby accepts the provisions of Section 170 of Chapter 180 of the General Laws of Massachusetts, and, in accordance therewith, shall certify to the treasurer of the Dighton-Rehoboth Regional School District all payroll deductions for the payment of dues to the Association duly authorized by employees covered by this contract.

F.     Dues will be deducted every paycheck beginning with the first check in November and running for ten (10) deductions.

G.    It shall be the responsibility of the Association to distribute and collect approved dues authorization forms for its membership. The completed forms are to be collected, alphabetically listed, and submitted in one group no later than the third Friday in October.

H.   Anticipated pay dates for the next school year

I.    Athletic coaches may receive their accrued earnings as follows:

1.   Lump Sum: Fall sports - First payroll in December

Winter sports - First payroll in March

Spring sports - First payroll in June

A complete equipment inventory must be submitted to the coach's athletic director or Principal prior to the receipt of payment.

2.    Included in Regular Salary: At the option of the coach, he/she may receive his/her coaching salary in equal payments throughout the school year along with his/her regular salary.

3.    This decision must be made by the coach at the time he/she signs his/her contract and he/she must inform the Superintendent of his/her decision at that time.

4.    In the event that a coach is unable to fulfill his/her coaching       commitment, his/her salary will be adjusted accordingly.

J. Professional employees involved in non-athletic extracurricular activities will have the same options. The time of a lump sum receipt of accrued earnings, if they choose that method, will be the first payroll after submission of a notice that the work has been completed. Those using equipment will, if necessary, submit an equipment inventory prior to the receipt of payment.

Article 7.  UNUSUAL CONTRACTS AND UNEXCUSED ABSENCES

A. Personal Contracts: Professional employees who begin or terminate their contracts after the start of the school year shall be paid on the following basis:

Salary X   Duty days under contract

Contract Days

B. If a professional employee's absence is unexcused, his/her pay shall be deducted as follows for each day:

     1                         X          Salary=Daily Deduction

contract days

Article 8.  CREDIT REQUIREMENTS

A.    Professional employees who have not yet achieved the maximum salary step must accumulate the equivalent of three (3) credits in courses approved by the Superintendent every two years.

B.    In-service courses, subject-matter related travel, workshops, special professional enrichment experience, supervision of a student teacher, or other professional improvement activities may be substituted for courses with the approval of the Superintendent. These professional development experiences must be equivalent to forty-five [45] professional development points [PDP's].

Article 9.  PROFESSIONAL DEVELOPMENT

A.    Professional employees who hold the professional license and are at maximum shall participate in the continuing professional development program required under Massachusetts state law.

B.    With the approval of the Superintendent, in-service courses, subject-matter related travel, workshops, special professional enrichment experience, supervision of a student teacher, or other professional improvement activities will be considered instances of professional development. College or graduate course work will also satisfy this requirement.

C.    A Professional Development Committee, consisting of a central office administrator, a principal, and two (2) teacher representatives selected by the DRRTA, shall determine the PDP value of professional development activities not identified by the professional development program provider which the professional employee submits to fulfill the requirements of this article or which are completed under subsection B of this article.

Article 10.  TUITION REIMBURSEMENT

A.    Terms of Reimbursement: Professional employees shall receive reimbursement for tuition and registration fees of courses of at least two (2) credits, which are satisfactorily completed with a B [minimum grade of 80], approved by the superintendent, and taken in the period of any school year and its preceding summer except that professional employees new to the system shall not receive reimbursement for courses taken prior to the beginning of the school year in which they start. Such reimbursement shall be up to a total of $ 1,200.00 for the 2010-2011 school year and $1,300.00 for the 2011-2012 school year.

B.    To receive credit and reimbursement for such courses, professional employees must submit a copy of the grade report received in the course and a copy of the receipted bill for the cost of such a course. Both of these copies will become the property of the regional district.

C.    Reimbursement as indicated in section B, above, shall be received by the employee no later than thirty [30] days following submission of the documents specified in mat section.

Article 11.  PAYMENT FOR ADVANCED DEGREES

A.    It is the responsibility of the professional employee to notify the office of the superintendent of the accumulation of credits that would change his/her position to a different lane. A transcript must be presented as evidence to support the change. If a transcript is not issued, a certificate of participation indicating number of contact hours will be accepted. Written notification of a planned change must be received by the preceding January. If properly notified, changes in lane will be granted in September and February.

B.    All courses which shall be applied to a higher salary lane must have the prior approval of the superintendent except courses which are part of a previously approved degree program or graduate-level courses offered by accredited colleges or universities in the areas of a teacher's certification currently in use.

C.    Courses other than graduate level courses which the superintendent approves shall carry the number of credit hours as stated by the school offering the course in determining its value for lane change credit.

D. In determining lane change credit, the superintendent shall determine the credit hour equivalence of non-degree course hours for courses in which credit hours are not stipulated.

Article 12.  VOCATIONAL CERTIFICATION

A.    Certification plus thirty (30) means thirty (30) credits toward the acquisition of a Bachelor's Degree as an accepted candidate in a bachelor's program from an accredited college or university.

B.    Certification plus sixty (60) means sixty (60) credits toward the acquisition of a Bachelor's Degree as an accepted candidate in a bachelor's program from an accredited college or university.

C.    Certification plus ninety (90) means ninety (90) credits toward the acquisition of a Bachelor's Degree as an accepted candidate in a bachelor's program from an accredited college or university.

Article   13.      NEW  POSITIONS  OR  DUTIES

If a new position is established that is covered by the Scope of this Agreement, or if there is modification in the job description or duties of an existing non-teaching position, then the Committee will negotiate with the Association over the appropriate salary for such new or modified positions.

Article   14.      EXTRACURRICULAR  POSITIONS

A.    Both the Committee and the Association encourage the involvement of professional employees in the extracurricular programs offered in the school district.

B.    All extracurricular positions, both paid and unpaid, shall be voluntary.

Article 15.  PERSONNEL FILES

A.    A personnel file on each teacher shall be maintained in the school district office.

B.    Teachers will keep their files up to date on forms supplied by the administration concerning names, (beneficiaries persons to be notified in case of emergency, dependents, etc.) addresses, telephone numbers, marital status, higher education related to professional advancement, health and medical status, and other matters required for personnel administration

C.    Included in this file shall be evidence of each degree the teacher has been awarded, official transcripts of all college courses completed, evidence of teacher certification, copies of contracts, teaching assignments, and completed evaluation forms.

D.    No material derogatory to a teacher's conduct, service, character, or personality shall be placed in a teacher's file unless the teacher is notified that such material is being placed in his/her file.

E.     Upon request, the teacher shall be given the opportunity to inspect such material by affixing his/her signature on the copy to be filed. The signature does not indicate agreement with its contents.

F.     A teacher may review his/her file at any time on reasonable notice and may submit additional letters or documents that he/she wishes kept in his/her file. A teacher shall have the right to request reproductions of all materials in his/her file provided that such reproduction is without cost to the Committee.

G.    File copies shall not be removed from the office of the school administration.

H. The teacher may be present at any inspection or reproduction of a teacher's file. With the permission of the teacher, others may view the file with him/her.

I. Any written complaints regarding a teacher made to the administration or School Committee by any parent, student, or other person will be called to the teacher's attention immediately after the complaint is received.

J. The foregoing provisions of this article shall not apply to placement office papers or references obtained when processing a teacher's initial application, medical, or other reports submitted in confidence, and a teacher may not have access to such papers or documents.

Article 16.  TRAVEL ALLOWANCE

The authorized travel allowance paid to professional employees shall be the same as the rate allowed by the United States Federal Government.

Article 17. COMMUNICATIONS BETWEEN THE COMMITTEE AND THE ASSOCIATION

A.    The Committee and the Association recognize the value of ongoing frank and open communication between the two parties, and each will work toward that end,

B.    Representatives of the Association in each building will receive agendas for all regularly-scheduled School Committee meetings.

C.    The President of the Association shall receive a copy of the minutes of each School Committee meeting.

Article 18. ASSOCIATION REPRESENTATION ON SEARCH COMMITTEES

The Association shall be allowed one (1) representative on any search committees established by the School Committee for administrative positions in the school district.

Article 19.  PREPARATION OF THE CONTRACT

The Dighton-Rehoboth Regional Teachers' Association shall be responsible for the printing of the master contract in sufficient quantity for distribution to all parties concerned. Cost of same shall be jointly shared equally by the School Committee and the Dighton-Rehoboth Regional Teachers' Association.

Article 20.  NON-TEACHING DUTIES

A school based committee composed of teachers appointed by the Association President and administrators) appointed by the Superintendent shall be responsible for determining the duties performed by bargaining unit members in each school and for equitably assigning such duties. The committees shall be composed of eighty percent (80%) Association representatives and twenty percent (20%) Administration representatives. The determinations of the committees as to duties to be performed and the assignment thereof shall be by majority vote.

Article 21.  STUDY HALL AT THE REGIONAL HIGH SCHOOL

A.    The teaching staff is responsible for pupils assigned to directed study halls.

B.    A committee of three (3) teachers selected by the Association, and three (3) administrators selected by the Committee, will be set up to establish a plan for equitably assigning the teaching staff to specific directed study halls.

C.    There will be no more than thirty [30] students assigned to a teacher for the purpose of attendance, issuance of passes, and discipline in a directed study hall. If there is an enrollment of more than thirty [30] students, an instructional learning assistant will be assigned to assume the responsibility for attendance, issuance of passes, and discipline for the number of students in excess of thirty [30] per teacher. The teacher[s] assigned to directed study hall during each period will render academic assistance to all students enrolled in each directed study hall.

D.    Directed study halls will be scheduled into available classrooms each period before any other location is used for directed study halls.

E.    No teacher assigned to more than thirty [30] teaching periods per six-day schedule cycle shall be assigned a directed study hall.

F.     In the event that a teacher assigned to a directed study hall is absent, all reasonable efforts will be taken to secure a substitute teacher for the teacher's regular workload, including the directed study hall. If a substitute is unavailable, then the principal shall assign the designated "alternate teacher" for the absent teacher's directed study hall.

Article 22.  PREPARATION TIME

A.    Teachers shall be guaranteed daily preparation time of no less than thirty (30) continuous minutes during the school day.

B.    Preparation time in elementary schools will be guaranteed at an average daily minimum of forty (40) minutes per day each week; however, the minimum length of preparation periods will be thirty (30) continuous minutes.

C.    Recognizing its value, every effort shall be made not to schedule meetings during contractually-guaranteed teacher preparation time; however, teachers may be required to attend a meeting during preparation time each month, provided that such a meeting is scheduled three (3) days in advance.

Article 23.  DUTY FREE LUNCH PERIODS

All professional employees shall be provided with thirty (30) continuous minutes as a duty-free lunch period.

Article   24.      MEETINGS

Not more than two (2) meetings per month, not exceeding one (1) hour in length, may be held in each school, either immediately before or immediately after the teacher day. Before school meetings shall be held only by the mutual agreement of the principal and the building representative(s) of the Association. Except for emergencies all meetings shall be scheduled with at least one (1) week's notice.

Article 25.  OTHER OBLIGATIONS

A.    Each professional employee shall attend no more than four (4) after school or evening programs, such programs not to exceed two and one-half (2.5) hours in length. At his/her own discretion, one of the programs attended may be the graduation exercises held in the professional employee's own school. If the professional employee decides to attend graduation, he/she must indicate this fact to the building principal by the Friday before April vacation.

B.    No event requiring teacher attendance shall be scheduled on a Friday, Saturday, Sunday, or holiday.

C.    Professional employees shall receive a schedule of the events requiring their attendance twice each year, once by October 1st and once by February 1st.

Article 26.  SUBSTITUTION BY TEACHERS

A.    It is the policy of the School Committee that every effort shall be made to engage a substitute for all teachers who are absent.

B.    Any teacher who substitutes for an absent teacher will be reimbursed at the rate of $30.00 per class.

C.    Aides who work in resource rooms and classrooms shall be used as substitutes only when substitutes are not available.

D.    At the time of the high school graduation, teaches of seniors will cover up to the number of classes as they lose as assigned by the principal on a daily basis. If at the time of graduation a long term substitute is under employ, the substitute will remain

employed for the remainder of the school year or until the teacher for whom the substitute is hired returns to work, whichever occurs first

Article   27.  CLASS  SIZE

The School Committee shall establish a school building average for regular education classrooms of twenty-three (23) to twenty-six (26) students per class.

Article 28.  CALENDAR AND SCHOOL YEAR

A.    Definitions

1.    "School day" shall mean the period each day during which pupils are required to attend school commencing with the time by which pupils must be present and ending with the time of general pupil dismissal.

2.    "Teacher day" shall mean the period each day during which professional employees are required pursuant to this agreement to be present in a school.

3.    "School year" shall mean the number of school days in each twelve (12) month period commencing September 1 and ending no later than June 30.

B.    The school year shall consist of 184 teacher days, as follows:

1.    a maximum of 181 school days;

2.    1 day during the two weeks prior to the opening of school for individual preparation at the discretion of the professional employee;

3.    the day before the first school day;

4.    a maximum of 2 days to be planned at the discretion of the Superintendent.

The work year for Guidance Counselors shall be five (5) days in excess of the teacher days set forth above. The placement of these days shall be determined by the principal(s), but must immediately follow the end of one school year or immediately precede the beginning of the following school year. Counselors must be notified of the specific dates by June 1st of each year. Compensation for those days shall be at the per diem rate.

C.    During those years when September 1st falls on a Tuesday or a Wednesday, the Committee shall have

the option to schedule September 1st as the second teacher day. In all other years, the day after Labor Day shall be designated as the second teacher day.

D.    There shall be three (3) vacation periods of no fewer than five (5) days each during the school year: (1) in late December/early January, as determined by the day of the week upon which Christmas shall fall in each calendar year; (2) the week in February during which Presidents' Day falls; and (3) the week in April during which Patriots' Day falls. The vacation days shall include the holidays and December

24th if it falls on a week day.

E.    The calendar for the next school year shall be posted in a conspicuous place in each school by May 1st. If unforeseen circumstances require changes in the school calendar, all professional employees will be notified as soon as possible.

Article  29.     NURSES

A.    The job description for school nurses shall be regularly reviewed and revised as necessary.

B.    Each nurse shall be evaluated annually by the principal in a summary narrative which shall be based on the job description.

Article 30.  INSURANCE

A.    The contribution rate for the health insurance plans offered by the Committee as of July 1, 2010 shall be as follows: HMO 75%/25% (employer and employee contributions, respectively) and PPO 60% 40% (employer and employee contributions respectively). Any changes in these plans or the provider shall be mutually agreed upon between the parties.

B.    Professional employees shall be allowed to participate in a "cafeteria plan" which will allow each professional employee who participates to pay his/her portion of health insurance premiums with pre­ tax dollars. Other programs to be offered under the "cafeteria plan" shall be determined by a Cafeteria Plan Committee (CPC) which shall consist of six (6) members, three to be appointed by the Committee and three to be appointed by the Association. The programs to be offered and the amount of the professional employee's gross salary which shall be earmarked for use in the "cafeteria plan" shall be determined annually by the CPC. The professional employee shall use only a portion of his/her own gross salary to participate in the "cafeteria plan". The School District will not be responsible for any administrative costs associated with any mutually-agreed "cafeteria plan".

C.    The School Committee shall provide and assume all premium expenses for a $ 20,000 group term life insurance policy for each member of the bargaining unit.

Article 31.  SICK LEAVE

A.    Each professional employee shall be allowed fifteen (15) days sick leave per year. Unused sick leave shall be allowed to accumulate up to one hundred eighty (180) days.

B.    Each professional employee will be allowed three (3) days per year at the difference between his/her pay and the substitute pay cumulative to thirty (30) days.

C.    In the event that a professional employee uses fifteen (15) or more consecutive days of sick leave, he/she shall, upon return to work, receive twenty-five percent (25%) of the amount used during that absence. In no case will the new accumulation exceed the originally-accumulated sick leave. The days returned under this provision shall not be added to or included as a part of the above maximum account.

D.    Before September 30 of each year, each professional employee shall receive notification of the number of unused sick leave days which he/she has accrued.

E.    Up to three (3) days per year of non-cumulative emergency leave, to be deducted from sick leave, will be granted without loss of pay in the event of illness in the professional employee's immediate family requiring bedside or household attention.

F.     A doctor's certificate may be requested by the Superintendent after seven (7) consecutive days of absence by a teacher. The Superintendent may request a monthly written medical evaluation for any professional employee who is absent for a period longer than thirty (30) cumulative days in any one school year.

1.     A sick leave bank shall be established for the purpose of making additional sick leave days available to bargaining unit members who have been employed in the Dighton-Rehoboth District for at least three (3) years, who have exhausted their entire sick leave accumulation through prolonged illness, and who have a serious illness or injury. Membership in the bank shall be mandatory for all bargaining unit members. A serious illness or injury shall be one which requires the employee's absence from work for more than ten (10) consecutive work days.

2.     To be eligible to participate in the sick leave bank, an employee must have accumulated at least thirty (30) sick days within the preceding three-year period.

3.     The sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) persons, two (2) appointed by the Association and two (2) by the Committee. In the event of a tie vote, the Sick Leave Bank Committee shall choose a mutually acceptable third party to break the tie. The decisions of the Sick Leave Bank Committee shall be final and shall not be subject to the Grievance Procedure.

4.     In administering the Bank, determining eligibility, and determining the amount of leave, the following general criteria shall be applied by the Bank Committee:

A.   medical evidence of serious extended illness

B.   prior utilization of eligible sick leave

C.   other factors as a majority of the Sick Leave Bank Committee may deem appropriate

No days may be withdrawn from the Bank for any other illness other than prolonged illness or accident. Days may not be withdrawn to permit an individual to stay at home to care for other members of the family. The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding, with any appeal limited to an appeal to the Bank Committee itself.

5.     The Sick Leave Bank will be initially funded by deducting one (1) sick leave day from the accumulated sick leave days of each eligible employee. When the Bank is depleted to fifty (50) sick leave days, an additional assessment of one (1) day of sick leave shall be made against the sick leave account of each eligible employee.

6.     The initial grant of sick leave days from the Bank shall not exceed twenty (20) days, after which the employee may reapply for additional days. Any grant of sick leave days shall end on the last day of the school year in which the prolonged illness began. The sick leave days granted by the Bank will be retroactive to the first day of the employee's illness or injury after his/her personal sick leave has been exhausted. In the event of a difficult to diagnose disease, eligibility will be considered from the first point from which the illness began. Request for Sick Leave Bank days shall be submitted in writing to the Sick Leave Bank Committee and shall include a written statement from the employee's physician indicating the nature and extent of the illness or injury and the estimated time that the employee be absent from work. Under unusual circumstances, the Association may submit a written request on behalf of an eligible individual. Applications for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite benefits, but drawing upon the Bank will not actually commence until after the employee's own sick leave days are exhausted and adequate medical notification has been provided. Notwithstanding the foregoing, it is agreed that not more than a total of one hundred-eighty (180) sick leave days shall be granted from the Sick Leave Bank during any one work year. If the total of one hundred eighty (180) sick leave days is reached in any one year, the Sick Leave Bank Committee can request the School Committee for permission to grant up to an additional ninety (90) days.

Article 32.  SICK LEAVE BUY-BACK

A professional employee who has served twenty (20) years in the Dighton-Rehoboth Regional School District or its predecessors shall, upon retirement, receive a lump-sum payment based upon his/her unused sick leave under the following conditions:

A.    Professional employees who have accumulated one hundred eighty (180) sick leave days as of the end of the preceding school year shall be able to accrue sick leave days above the maximum of one hundred eight}' (180) at the rate of fifteen (15) per year.

B.    The aforementioned days above one hundred eighty (180) will be recorded and identified as a professional employee's above maximum account of sick leave days.

C.    Upon retirement, as described above, a professional employee will receive a percentage of his/her daily rate of pay at the time of retirement (1/184 of his/her annual salary) for each day in the professional employee's above maximum account, according to the following scale:

Number of Days               Percentage

1 to 50                                 75%

51 to 100                            50%

101 to 180                          25%

D.    The maximum amount payable to any professional employee pursuant to this Article shall be $4,500.00.

E.    It is understood and agreed that any sick leave days normally used will be deducted from a professional employee's above maximum account before any days are deducted from his/her first one hundred eighty (180) days of accumulated sick leave days.

Article 33.  PROFESSIONAL EMPLOYEE REGULAR DAY

A.    The starting and dismissal time for students shall be established by the School Committee.

B.    The length of the regular professional employee day in all K - 8 schools shall be six (6) hours and forty-five (45) minutes. The length of the regular professional employee day at the high school shall be six (6) hours and fifty-five (55) minutes.

C.    The official starting and dismissal times for professional employees shall be determined by the School Committee.

D.    Professional employees shall stay later, whenever necessary, to conduct detention, provide extra help sessions, and fulfill other professional duties.

E.    Professional employees may leave after the departure of the last student bus on Fridays and before holidays.

F.     Any time the student body is dismissed due to an unanticipated or imminent emergency, professional employees will be dismissed immediately after all students have left the school. The Superintendent may reassign professional staff to another school as necessary.

G.    High school professional employees shall be assigned no more than six [6] teaching periods per day. The assigned period practice shall be as follows:

1.     Six [6] teaching periods per day and one [1] preparation period: art, guidance, home economics, industrial arts, music, physical education, special education, vocational education;

2.     Five [5] teaching periods per day and two [2] preparation periods except for one [1] study hall during each six-day schedule cycle: business education, English, foreign language, marketing education, mathematics, science, social studies;

3.   Specialized schedules:

a.    Health: average of five [5] teaching periods per day and two [2] preparation periods except for one [1] study hall during each six-day schedule cycle;

b.    All department heads: three teaching periods per day, four preparation/supervisory periods, and one [1] study hall during each six-day schedule cycle.

4.     Curriculum Coordinators

For the 2011-2012 school year, the High School Curriculum Coordinators will have four (4) teaching periods and will not be assigned any duties.

H. It is understood and agreed that at such time as study hall is removed from the high school teaching schedule, then the words "study hall" in Subsection G of this article will be replaced with the words "duty period."

Article 34.  BEREAVEMENT LEAVE

A.    After the death of a professional employee's spouse, child, parent, or life partner up to five (5) school days of absence shall be allowed without loss of pay.

B.    After the death of a professional employee's sister, brother, grandparent, grandchild, mother-in-law, father-in-law, son-in-law, or daughter-in-law, up to three (3) school days of absence shall be allowed without loss of pay.

C.    After the death of a professional employee's brother-in-law, sister-in-law, aunt, uncle, niece or nephew the day of the funeral shall be excused.

Article 35.  PERSONAL LEAVE

The Committee and the Association recognize that during the school year, events of a business or personal nature may arise which might entail the absence of a professional employee from his or her duties. A professional employee shall be granted one (1) day of personal leave with pay during each school year under the following conditions:

A Although a professional employee need not state the reason for the personal day, said professional employee shall submit to the Principal twenty-four (24) hours prior (except in case of emergency) to the personal day a certification, on a form of approved by the Superintendent, that the personal day is to be taken consistent with the provisions of this article.

B.    The personal day may not be taken on the day immediately before or after any vacation period

C.    Professional employees may accumulate up to three (3) personal leave days.

Article 36.  MILITARY LEAVE

A maximum of thirteen (13) days per school year shall be permitted for professional employees called into temporary active duty of any unit of the U.S. Reserves or the State National Guard provided such obligations cannot be fulfilled on days when school is not in session. In addition, the school will honor any other military obligation required of a professional employee under state or federal law. Professional employees will be paid the difference between their regular pay and the pay which they receive for this duty from the state or federal government.

Article 37.  SABBATICAL LEAVE

A.    Application is open to any full-time professional employee who has completed seven (7) years of continuous service in the employ of the School Committee and shall be made in writing to the Superintendent. Such application shall be in the form of a planned program providing for the professional growth of the individual applying, and shall be beneficial to the school system.

B.    Applications must be in the office of the Superintendent no later than January 1, preceding the leave-taking year.

The application shall be reviewed by a subcommittee consisting of (1) one member of the School Committee; (2) the Superintendent; (3) one representative teacher selected by the Association. Applicants shall be notified of the decision of the Committee as soon as possible after final action is taken by the School Committee. The decision of the School Committee is not grievable.

C.    One (1) teacher is allowed Sabbatical Leave during any one school year.

D.    The approved full year applicant will be paid one-half (1/2) his/her normal salary for the school year during which he/she is on leave.

E.    Payment will be in the form of a two (2) year, non-interest bearing loan to be delivered to the leave-taker on September 1 of the year of leave. If the leave-taker fails to return to the Dighton-Rehoboth Regional School District after the leave, full repayment of the loan must be made by such person by September 1 following the year of leave. If he/she returns for only one year, one-half (1/2) of the loan must be repaid by the leave-taker by the September 1 following this one year.

F.     Obligation for repayment of one-half (1/2) of the loan will be released for each one of the next two successive school years immediately following the leave that the leave-taker spends in the employ of the School Committee.

G.    All payments normally deducted from a teacher's salary are the responsibility of the leave-taker but may be paid through the office of the Superintendent.

H.   Person(s) on Sabbatical shall be eligible to continue in the insurance plan with normal contributions made by the employee and the School Committee. I.    For salary schedule purposes, the Sabbatical Leave shall count as a year of teaching service, and includes the accumulation of all sick and health benefits normally provided by the School Committee.

 J.    In the case of multiple application, the decision shall be based on the merit of the program presented.

K.   Singularity of application does not presuppose approval.

L.   No subcommittee member is eligible to consider his/her own application.

M. In the case of non-completion of the planned program, the School Committee reserves the right, for cause, to request full repayment of the loan within twelve (12) months of the date of the School Committee's decision to do so, provided that such non-completion of the planned program is not a result of the disability or death of the professional employee.

N.   A written report from the leave-taker on his/her experience will be filed with the Superintendent within three (3) months of the end of the Sabbatical Year.

Article 38.  LEAVES OF ABSENCE

A.    Leaves of absence may be granted annually at the discretion of the School Committee under the following circumstances:

1.    A teacher with professional teacher status may request a leave of absence for partial work for the district for partial pay and benefits.

2.    A teacher with professional teacher status may request a leave of absence without pay to continue his/her education.

3.    A teacher with professional teacher status may request a leave of absence without pay to serve as an officer of the Massachusetts Teachers' Association or the National Education Association. This subsection shall apply to a maximum of two (2) teachers with professional teacher status per year.

4.    Any professional employee may request an unpaid leave of absence for complete recovery from personal illness.

5.    A professional employee with the exception of a teacher without professional teacher status may request a leave of absence without pay for one school year or for any part thereof. In requesting this leave, the reason(s) for the request must be stated.

B.    Requests for leaves of absence as are provided in this article shall be made to the School Committee in writing. Such leaves may be granted on an annual basis at the discretion of the School Committee based on the merits of the leave and the impact it will have on the school system. The decision of the School Committee is final.

C.    Leaves of absence as are provided in this article may be extended at the discretion of the School Committee,

D.    Upon return from leaves of absence, the professional employee shall receive reappointment to his/her former position in the same school, providing that his/her position has not been eliminated under the Reduction in Force provision of this Agreement. Teachers must notify the district by March 1st of their intention to return to work.

Article 39.  MATERNITY LEAVE AND PARENTAL LEAVE

A.    Maternity leave will be provided in accordance with Chapter 149, Section 105D, of the Massachusetts General Laws.

B.    Fathers shall be allowed up to four consecutive (4) weeks of unpaid leave within the first three (3) months of a child's life to be at home with the child.

C.    Adoption leave: A teacher with professional teacher status who adopts a child shall be eligible for up to eight (8) weeks of unpaid leave to be at home with the child.

D.    A leave of absence without pay to those professional employees who request the same to be home with their newborn, expected, or adopted child shall be granted. Such leave as is guaranteed in this article shall be from the date requested of and approved by the School Committee until the conclusion of that

school year, except that, if the birth or adoption occurs on or after April 1st, then the remainder of that school year and the following school year may be requested and will be granted as leave under this article.

Article 40.  PROFESSIONAL LEAVE

A.    Professional leave may be granted and the duration determined at the discretion of the Superintendent, to a maximum of eighty (80) professional days each contract year granted to the bargaining unit members who request them and they are approved by the Superintendent for such professional activities as:

1.     school visitations;

2.     conferences;

3.     workshops;

4.     any other professional activity deemed by the Superintendent to be of value to the Dighton-Rehoboth Regional School District.

This maximum is for the 2011-2012 school year and thereafter.

B.    Requests for professional leave must be made two (2) weeks in advance to the employee's immediate supervisor.

C.    The decision of the Superintendent is final and may not be grieved.

Article 41.  ASSOCIATION BUSINESS LEAVE

A.    The Dighton-Rehoboth Regional Teachers' Association will be granted three (3) days in the aggregate to allow a member or members of the Association to attend meetings of the Massachusetts Teachers' Association, National Education Association, or any of its affiliates.

B.            Substitutes for those attending will be obtained by the school district but paid by the The Dighton-Rehoboth Regional Teachers' Association  at the current substitute per diem rate of pay.

C.    In exercising the provisions of this article, the Association shall ensure that there is no cost to the School Committee.

D.    The Superintendent shall be given notice five (5) days prior to the taking of leave under the provisions of this article.

E.    Union Presidents) will be relieved from their duty periods while they are serving as President(s) of the

Association.

Article   42.     OTHER LEAVES

A.    Absence by required court appearance in conjunction with school business shall be granted as leave with pay.

B.    Professional employees shall be granted a maximum of two (2) days of compensatory leave in each year of this agreement for principal religious holy days. New or revised compensatory work proposals will be reviewed by the Superintendent or his/her designee and the president of the Association or his/her designee. Previously approved proposals shall be refiled with the Superintendent annually.

C.    Up to three (3) days per year may be granted from accumulated sick leave days for absence the professional employee needs and which he/she will explain. Such leave shall be granted at the discretion of the Superintendent.

D.    Professional employees may be granted up to two(2) leave days per year to attend a secondary or post-secondary graduation for a son or daughter. These days shall be deducted from sick leave. Application for leave under this provision shall be made to the Superintendent

Article   43.      JURY  DUTY

Any professional employee called for jury duty shall be allowed to fulfill this duty without loss of benefits and will be paid by the Committee the difference between his/her regular pay during such period of time and the compensation received for such duty from the appropriate government body upon presentation to the Superintendent of evidence of such service.

Article   44.      JOB  SHARING

A.    A job-sharing situation will be considered only if two (2) professional employees jointly develop a plan for the job-share and approach the Superintendent with it together; individuals cannot request job-sharing. The plan must address all applicable provisions of the Collective Bargaining Agreement.

B.    In recommending job-sharing requests to the School Committee, the Superintendent will consider the merits of the request and the impact the job-share will have on the school system. All requests for job-sharing must be approved by the School Committee.

C.    In the event that one professional employee involved in job-sharing is unable to complete the school year, the other individual must resume the position full-time or propose a plan acceptable to the Superintendent which would allow the continuation of the job-sharing arrangement

Article   45.      TEACHER EVALUATION

A.    The Committee and the Association agree that the processes set forth in this article shall be deemed to fulfill the requirements of G.L. Chapter 69, sec. IB; Chapter 71, sec. 38; and 603 CMR 35.00, "Regulations for the Evaluation of Teachers and Administrators," of the General Laws of the Commonwealth of Massachusetts.

B.    The purposes of evaluation are:

1.    to provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator;

2.    to provide a record of facts and assessments for personnel decisions;

3.    to enhance the professionalism and accountability of teachers to enable all students to perform at high levels thus improving the quality of student learning;

4.    to provide a sound process to enhance and strengthen performance and encourage growth, creativity and experimentation;

5.    to provide a means through which the evaluator and the evaluatee will cooperatively identify teacher effectiveness and areas of concerns in strengthening and enhancing performance;

6.    to support the teachers new to the profession;

7.    to enhance the performance of the teachers; and

8.    to make recommendations concerning continuance of employment.

C.    The teachers of the Dighton-Rehoboth Regional School District accept the responsibility to provide the best possible learning environment for each student. To this end teachers are employed who demonstrate effort to motivate students to achieve up to their ability to learn, who demonstrate ability in the area of their preparation, who strive to improve the student learning experience, who accept the responsibility for making their particular school and the school district successful places for learning, and who demonstrate professional standards of conduct. The evaluation process will build on the skills that teachers already possess in the continuing attempt to strengthen professional effectiveness. It is agreed that all teachers can work to strengthen their effectiveness in the vital role they play and are eager to do so. The teacher accepts the responsibility for continuing self-examination and professional development for the purpose of enhancing opportunities for students to learn.

D.    The principal has the primary responsibility for the supervision and evaluation of the teachers of the school. The principal must assist teachers, providing them with constructive feedback concerning both their strengths and those areas in which their effectiveness could be enhanced, and must also assist teachers in developing and implementing professional improvement activities. While the principal may delegate evaluation responsibilities to an assistant principal or department supervisor, the principal is ultimately responsible for the evaluation program.

E.    The processes set forth in this article shall be free of racial, sexual, religious, and other discrimination and biases as defined in state and federal laws.

F.     The evaluatee shall be allowed to gather and provide additional information on his/her performance. Such information must be provided in a timely manner and must be considered by the evaluator.

G.    The School Committee shall ensure that adequate resources are available to assist teachers to improve their performance.

H.    The professional standards for this District, entitled the "Indicators of Teacher Competence," shall be published annually to ail teachers by including them in the teacher's handbook distributed at the outset of the school year in each building. These standards are also reproduced at the end of this Agreement.

I.    PHASE #1: The Appraisal Process

Teachers without professional teacher status new to the school district will be evaluated using the procedures described in the Appraisal Phase of the evaluation program.

1.    During this phase of the evaluation program, teachers without professional teacher status will be evaluated with respect to the Indicators of Teacher Competence. This phase of the evaluation program is a collegial, accountability-oriented process in which the evaluator assumes leadership for evaluating performance.

2.    The evaluation process will begin with a fall conference to be held in October. During this conference the evaluator and evaluatee will discuss the appraisal phase of the evaluation program, review the Indicators of Teacher Competence, and discuss performance with respect to specific indicators. They will identify performance areas, which, if strengthened through professional growth initiatives, would enhance their effectiveness.

3.    After the fall conference, professional personnel will be observed formally at least three times. These observations may be announced or unannounced. Before each announced, formal observation, professional personnel will prepare and share the following information with the evaluator by means of the Pre-Observation Conference Report Form [Report Form 1]: (a) the objective of the lesson or activity, (b) the instructional strategies or activities to be used, (c) other issues necessary for a proper understanding of the lesson or activity, and (d) learner characteristics/assessment. The evaluator will indicate on the form any major areas of data collection which the teacher has requested as an area of focus during the observation. Also, the evaluator and teacher will establish a date and time for a post-observation conference. The formal observation should enable the evaluator to see the lesson/activity begin, unfold, and culminate.

4.   Following the formal observation, the teacher and evaluator will meet to discuss the teacher's performance in light of the Indicators of Teacher Competence and pre-observation data. The discussion should focus on the teacher's own self-evaluation of  his/her performance as well as the evaluator's assessment The Post-Observation Report [ReportForm2] should be used to guide the discussion.

Following the conference, the teacher will receive two copies of the Post-Observation Report. The teacher will keep one copy and return the other copy, signed, to the evaluator to be included in the teacher's personnel file at the building level. The signature indicates that the teacher has seen the Post-Observation Report. If a teacher has any concerns about the content of the conference report, he/she should meet with the evaluator to discuss these issues. The teacher may attach a statement to the conference report clarifying or rebutting any aspect of it.

5.  Prior to May 15th the evaluator and teacher will meet to discuss the teacher's overall performance with respect to the Indicators of Teacher Competence. This discussion should include the teacher's own assessment of his/her performance and encourage a cooperative exchange of ideas. In addition, this conference will focus on areas to strengthen or enhance the teacher's effectiveness.

6.    At the conclusion of this conference, the evaluator will complete an Evaluation Report [Report Form 3] which will include an assessment of performance. The Evaluation Report will also indicate areas to strengthen or enhance teacher effectiveness, recommendations for professional growth, and commendations.

7.    The evaluation report must provide specific recommendations in those areas requiring strengthening or enhancement. For any aspect of performance which needs improvement, the evaluation report shall specify what the individual needs to do to meet the performance standards.

8.    The teacher will receive two copies of the Evaluation Report within ten days of the evaluation conference. The teacher will return a signed copy to the evaluator to be included in his/her personnel file at the building and district office levels. The signature indicates that the teacher has received a copy of the report. Upon returning the signed copy of the Evaluation Report, the teacher may attach a statement clarifying or rebutting any aspect of the Evaluation Report, and/or a self-evaluation report of his/her performance.

J.    PHASE #2: Continued Professional Growth

All professional teacher status employees will participate in a two-year Continued Professional Growth cycle of the program. This is a collegial partnership in which the focus and ownership of evaluation revert to the teacher and during which the evaluator supports and guides the teacher's efforts to achieve school improvement or professional growth needs. The least senior half of professional teacher status teachers in a school will begin this cycle in the first year of implementation of this evaluation program, followed by the most senior half of the professional status teachers during the second year. All professional teacher status teachers will complete a two-year cycle of evaluation during each three-year period.

1.    The evaluation process begins with a fall conference prior to November 1 during which the teacher will propose a two-year continued professional growth plan which focuses on an objective[s] that will enhance student learning and strengthen the performance of the teacher. The conference will also focus on how the evaluator can support the teacher.

2.    A question which often arises is, "How many objectives should be stated?" In some cases, a professional employee may choose to focus on a broad, challenging area where one objective would be sufficient. In another situation, several short-term professional improvement activities may involve three or four objectives.

3.    Previous evaluations and the Indicators of Teacher Competence will be the basis for establishing the objective(s). At the conclusion of the conference, the teacher will complete the Objective Statement Form [Report Form 4] for the objective(s).

4.    In the event that the teacher and the evaluator are unable to agree on the objective(s), an evaluation team will be consulted to assist in resolving this impasse. The evaluation team will be composed of the superintendent or his/her designee and two designated members of the Association. Either the teacher or the evaluator may request such assistance from the Superintendent of Schools. The meeting will focus on a discussion of the perspectives and reasons for the impasse. The decision of the evaluation team shall be binding.

5.    During the first year, between February 1 and May 15, the evaluator and teacher will meet once to discuss progress in meeting the objective(s). At the conclusion of the conference, the evaluator will complete a Progress Report [Report Form 5] on the objective(s). During the conference, the teacher and the evaluator may agree to revise the objective(s). Two copies of this report will be shared with the teacher. The teacher will retain one copy and return the other copy, signed, to the evaluator to be included in the teacher's personnel file at the building level. The signature indicates that the teacher received a copy of the report. If the teacher has any concerns about the content of the report, he/she should meet with the evaluator to discuss these issues. If a teacher so desires, he/she may attach a statement to the Progress Report.

6.    After November 1st but prior to February 1st in the second year, the teacher and evaluator will meet to discuss progress in meeting the objective(s). Prior to May 1st during the second year, the teacher will complete a written Self-Directed Assessment which documents the extent to which the objective(s) has been achieved [Report Form 6]. The evaluator and teacher will meet to discuss the Self-Directed Assessment. The evaluator will sign the report to indicate the report was received and discussed. If the evaluator disagrees with the teacher's assessment, he/she may attach a statement to the assessment. A copy of the Self-Directed Assessment will be filed in the personnel files at the building and district office levels.

7.     Professional employees sometimes express concerns regarding what happens when challenging objectives are set, but not achieved. The evaluation process should focus on challenging objectives and the assessment of teacher progress toward these objectives. If the teacher makes a strong effort to achieve his/her objectives, but falls short of the stated final outcome, the teacher's final evaluation report would include positive contributions made by the teacher in progressing toward the achievement of these objectives.

K.   Plan for a Professional Teacher Status Professional Employee in Marginal Performance

No matter how success-oriented an evaluation plan may be, a situation may arise whereby a professional employee is not meeting his/her responsibilities competently and may need close monitoring. Based on a consistent pattern evidenced in supervisory reports, this teacher may be considered "marginal" in terms of his/her performance. Before action is considered to place the professional teacher status staff member on "marginal" status, the evaluator must consider whether there are extenuating circumstances which may reasonably account for the lapse in performance and review available information on past performance. In conducting this review, the evaluator must allow the evaluatee the right to identify those constraints which he/she believes may inhibit his/her ability to meet the performance standards established and to require the removal of such constraints prior to a determination that his/her performance can be deemed "marginal." "Constraints" shall be defined as those physical conditions of the school which the principal has the authority to rectify.

If the evaluator determines marginal performance based on the Indicators of Teacher Competence, a plan for improvement shall be developed cooperatively and implemented immediately. Appropriate resources and help to assist the teacher in accomplishing the required improvements must be provided. Reasonable time to accomplish the improvements shall be part of the improvement plan. The evaluator must provide: (1) specific recommendations; (2) direct assistance to implement such recommendations; (3) provisions for additional resources which might be necessary to implement the recommendations made; and (4) a time schedule to monitor progress as the professional employee incorporates the suggestions and recommendations; and (5) specifically what the individual needs to do to meet the performance standards.

If the plan does not bring about the desired improvement, the evaluator will communicate, in writing, an official notification of unsatisfactory performance and immediate placement of the teacher on the Appraisal Phase of the evaluation program. The notification will also include a clear statement of the problern(s), including the specific teaching competencies and/or responsibilities which are involved, a record of the assistance which has been provided to date, an assessment of the situation at present, a statement that the teacher still has the opportunity for improvement, and a statement that the teacher may submit a response to the notification to be filed in his/personnel record at the school and district level.

If the teacher exhibits satisfactory performance during the Appraisal Phase, then the teacher will begin the evaluation cycle at the Continued Professional Growth Phase at the beginning of the next school year.

L. Facsimiles of the six (6) report forms which are a part of this article are reproduced at the end of this Agreement.

Article 46.   EVALUATION OF HEAD COACHES

A.    The evaluation of head coaches shall be conducted by the athletic director at the high school and by the principal at each middle school through the use of the instrument entitled The Dighton-Rehoboth Regional School District Head Coach Evaluation Report, which is available in each school building. A facsimile of the report form which is a part of this article is reproduced at the end of this Agreement.

B.    The purposes of the evaluation process are:

1. to assess overall performance in accordance with the standards set forth on the evaluation instrument;

2.     to assist in professional development;

3.     to provide an official record of coaching performance from season to season;

4.     to improve and facilitate communication between the athletic director or principal and each head coach.

C.    The evaluation of the head coach of each sport will be conducted at the conclusion of that sport season. The evaluation meeting will be held at the time that the head coach submits his end-of-season report.

D.    The evaluation will be completed according to the following procedure:

1.     a pre-season meeting between the head coach and his supervisor to outline plans for the season;

2.     at least two (2) observations by the supervisor, one (1) of a practice and one (1) of a game; and

3.     the timely submission of all budget materials and reports which are required of each head coach.

E.    The required supervisory observations will be made during the first half of each season.

F.     Anything which would elicit a negative comment on the evaluation instrument will first be discussed with the head coach and then followed up by the supervisor to ascertain if improvement has been made.

G.    Items which are not applicable to a head coach for a sport, season, or situation will be marked "N/A" on the evaluation instrument.

H. Each head coach has the right to rebut any item marked "needs improvement" on his/her evaluation and to attach such rebuttal to the file copy of the evaluation instrument.

I.    Each head coach may receive a copy of his/her written evaluation upon request.

Article   47.      LONGEVITY

A.    Professional employees shall be paid longevity increments according to their number of years of full-time equivalent service as professional employees of the Dighton-Rehoboth Regional School District or its predecessors as follows:

YEARS OF SERVICE

After 15           $1650

After 20           $1850

After 25           $2050

After 30           $2450

B.    Payments will be noncumulative and will be added to the employee's annual salary to be paid in a lump sum during December of each year.

C.    Years of service will be determined as of September 1 of each year.

Article 48.  VACANCIES AND PROMOTIONS

All vacancies which the Committee decides to fill shall be filled pursuant to the following provisions:

A.    Vacancies and promotions shall be adequately publicized, which shall mean as a minimum that notice shall be posted on the teachers' bulletin boards and sent to the Association president or his/her designee. The notice of vacancy or promotion shall include a description, qualifications, duties and salary for the position, except that postings for stipend positions shall carry only the title of each position.

B.    Five (5) school days shall be provided between the date of posting and mailing and the closing date for applications for vacancies and promotions, except during the summer recess when ten (10) days shall be provided between the date of posting and mailing and the closing date for applications for vacancies and promotions.

C.    During the summer recess professional employees may call their school office or the central office for a listing of the presently-posted professional positions.

D.    All presently-employed qualified personnel will be given due consideration when filling a vacancy or promotion.

E. The incumbent in each stipend position who indicates a desire to continue in that position and who has demonstrated satisfactory performance shall be reappointed; however, initial appointments to stipend positions made after July 1, 1999, will carry no guarantee of reappointment.

Article 49.  TRANSFER AND ASSIGNMENT

A. Transfer

1.     "Transfer" is defined as a requested change in teaching position from one building to another.

2.     There shall be no involuntary transfers.

3.     Teachers who hold the appropriate certification and who wish to transfer to a teaching vacancy prior to public posting will submit the positions in which they are interested with respect to school, grade, and subject matter to the superintendent by April 1st of any school year. Such requests shall be placed in a database maintained by the Office of the Superintendent and shall remain in said database until such time as the teacher acts affirmatively to have said request removed. The Association shall annually notify its members as to their responsibility for keeping such requests accurate and current.

4.     Transfer requests must have the approval of the principal of the school where the opening exists. If a principal rejects a request for transfer, s/he will explain to the teacher making the request the reason[s] in writing.

5.     Teaching positions which are vacated for one school year or any portion thereof shall not be available for transfer; if there are appropriately-certified teachers on the RIF List, they will be assigned to such vacancies in the order of their seniority.

6.     Teachers may be granted transfer as defined above once in any three (3) year period.

B. Assignment

1.    "Assignment" is defined as the teaching position held by the professional employee with respect to grade and/or subject and building.

2.    Teachers can rely on the continuity of their assignment.

3.    Should an involuntary reassignment within a building be necessary due to fluctuations in enrollment or high school course election,  least senior employee within a discipline or grade shall be the one reassigned. Notice of such involuntary reassignments shall be given to affected employees no later than the July 1st preceding the September in which the involuntary reassignment will be effected

4.   Teachers who hold the appropriate certification and who desire a new assignment will submit the position[s] in which they are interested with respect to grade and/or subject to the principal by April 1st of any school year. Such requests shall be placed in a database maintained by the Office of the Principal and shall remain in said database until such time as the teacher acts affirmatively to have said request removed. The Association shall annually notify its members as to their responsibility for keeping such requests accurate and current.

5.    Reassignments requested under this section will be made at the discretion of the principal. If a principal rejects a request for reassignment, s/he will explain to the teacher making the request the reason[s] in writing.

6.    Teaching positions which are vacated for one school year or any portion thereof shall not be available for reassignment; if there are appropriately-certified teachers on the RIF List, they will be assigned to such vacancies in the order of their seniority.

7.    Teachers may be granted reassignment as defined above once in any three (3) year period.

Article 50.  REDUCTION IN FORCE

In the event the Committee determines that a reduction in force of professional teacher status teachers shall be necessary, then the following provisions shall apply:

A.    Staff reductions will not occur due to increases in class size.

B.    Inverse seniority by certification shall determine the order in which layoffs shall take place. In order to displace another staff member on the basis of seniority, a professional employee

1.    must be certified to hold the position of the professional employee to be displaced; and either

2.    must have taught in the area of that position; or

3.    if the teacher has not taught in the area of that position and if certification in that area were achieved ten (10) or more years prior, then the teacher must be able to show evidence of qualification for such position as determined by the Superintendent.

G    No new teacher will be hired if a teacher who is or is about to be laid off is licensed for that position,

D.    Definitions

1.    Seniority: A teacher's length of uninterrupted service in years, months, and calendar days in Dighton and/or Rehoboth and/or the Dighton-Rehoboth Regional High School. Leaves of absence granted by the School Committee will not be considered breaks in service.

2.    Involuntary Leave of Absence due to a RIF means an unpaid leave of absence granted by the Committee for a period of twenty-four (24) months from the effective date of the reduction; provided further that said teacher has waived, in writing, subsequent to receipt of a notice of reduction-in-force, any present or future rights to a dismissal hearing he or she may have pursuant to Chapter 71, Sec. 42 or 42 A, of the Massachusetts General Laws. Teachers who choose leave of absence shall be entitled to participation in any group health or life insurance program available to any teacher on leave of absence without pay; provided the teacher pay the entire cost of insurance premiums within thirty (30) days of the billing date as issued by the District Treasurer.

3.    Recall means the right within a twenty-four (24) month period from the effective date of their respective layoff of all teachers who have been reduced in force to return to a position in which the teacher is certified in reverse order in which said teacher was reduced.

E.    Length of Service List shall consist of the teacher's date of hiring by month, day, and year and all of the teacher's areas of certification. Loss of time due to part-time status and leaves of absence [other than involuntary leaves of absence and maternity leave as defined in Chapter 149, Section 105D of the Massachusetts General Laws] shall not be reflected as accrued length of service. Such lost time will be reflected in the Seniority List Date to be carried on the Length of Service List. In the event that the Date of Hire and the Seniority List Date are different, then reference for the purpose of determining seniority shall be made to the Seniority List Date.

F.     When a reduction in force of tenured teachers is to take place, the Committee shall give written notice to the affected teachers prior to June 1 preceding the effective dating of the reduction which shall be the subsequent July 1st. If a teacher wishes to have leave of absence status, said teacher shall notify the Superintendent by the end of the school year. Teachers without professional status who are being non-renewed shall be so notified no later than June 15.

G.    Recall: If, subsequent to a RIF notice, a vacancy occurs for which a teacher holds certification, a recall notice shall be sent by certified mail to the teacher most recently reduced who holds the appropriate certification. If a teacher fails to notify the Superintendent by certified mail within fourteen (14) calendar days of the issuance of a recall of his/her intent to accept recall, said teacher shall forfeit all rights and benefits provided for in the agreement. A teacher who accepts recall must commence work on the date set forth in the recall notice or within twenty-one (21) calendar days, whichever is later. A teacher who accepts recall shall have all benefits accrued up to June 30th of the school year in which the RIF notice was given restored upon recall. Teachers with recall benefits are required to keep the Superintendent informed of their current mailing address.

Article 51.  RETIREMENT BENEFIT

After twenty (20) years service in the public schools of Dighton, the public schools of Rehoboth, the Dighton-Rehoboth Regional School District, or the former School Union #37, with some duties in Dighton, Rehoboth, or at Dighton-Rehoboth Regional High School, or any combination of the four, and having furnished no later than November 1st written verification of application with the Massachusetts Teachers Retirement System of intent to retire at the end of the school year, a $1,200.00 increment will be granted for the last year of employment with an additional two hundred dollars ($200.00) to be added for each year of service in excess of twenty. Payment shall be made no later than the July 31st immediately following retirement.

Article 52.  RETIREMENT INCENTIVE

A.    A professional employee who was employed prior to January 1, 2005 and who has at least five (5) years of service to the Dighton-Rehoboth Regional School District (District) and whose years of service in the district schools and chronological age in the aggregate total at least sixty-five (65) years and is currently actively employed full time by the School Committee, shall be entitled to a one time benefit payable upon acceptance of retirement by the School Committee. A professional employee who was employed after January 1,2005 and who has at least thirty (30) years of service to the District shall be entitled to the same benefit.

B.    Any qualified professional employee who wishes to receive this retirement incentive shall tender his/her letter of retirement no later than November 1st of each school year. It is understood that the retirement will take place at the end of the school year and that payment shall be made no later than July 31st immediately following retirement.

C.    This retirement incentive program is in addition to any other contractual benefits related to retirement.

D.    The retirement incentive benefit will be $10,000, which shall be paid as a lump sum no later than the July 31st immediately following the professional employee's retirement.

Article 53.  GRIEVANCE PROCEDURE

A.    Definition and Procedure

1.    A grievance is a claim brought by a member or members of the bargaining unit of an alleged violation of any of the terms of this Agreement.

2.    A grievance shall be withdrawn if it has not been presented or pursued within those time limits herein set forth.

3.    All grievances must contain a specific reference to the provision(s) of this agreement which has/have been allegedly violated.

B.    Time Limits

All tune limits herein shall consist of school days exclusive of legal holidays. The time limits indicated herein will be considered maxima unless extended by mutual agreement in writing.

In the event a grievance is filed which cannot be resolved to the satisfaction of the Association prior to the termination of this contract using the normal time limits set forth herein, the Association may submit the grievance directly to the School Committee in accordance with Level 4 of the procedure.

In the event the procedure extends into the summer recess, the procedure will continue on a Monday through Friday basis as though school were still in session, exclusive of legal holidays.

C.    Levels

Grievance Procedure Level 1 [Informal]

The Committee and the Association acknowledge that it is desirable for an employee and principal to resolve problems through free and informal communications. An attempt to resolve a grievance must be made at this informal level before proceeding to Level 2. Should such informal process fail to satisfy the employee, the member(s) and the Association will, within ten (10) school days following the date when the fact(s) or event(s) giving rise to the grievance occurred or when the grievant(s) knew or should have known of the fact(s) or event(s) giving rise to the grievance, present the grievance in writing to the Principal.

Grievance Procedure Level 2 [Principal]

The principal will arrange a meeting with the grievant(s) and the Association within five (5) school days of the receipt of the written grievance. The principal must provide a written reply to the grievant(s) and the Association within five (5) school days of the meeting.

Grievance Procedure Level 3 [Superintendent]

If the grievance is not resolved at Level 2, the grievant(s) and the Association shall refer the grievance to the Superintendent within five (5) school days of the written reply at Level 2. The Superintendent shall arrange a meeting within five (5) school days of receipt of the written grievance with the Association representative(s) and the grievant(s). The Superintendent shall provide a written reply within five (5) school days of this meeting.

Grievance Procedure Level 4 [School Committee]

If the grievance is not resolved at Level 3, the Association shall, within five (5) school days, make written request for a meeting between the Association's representatives and the Committee, The grievant(s) may be in attendance. This meeting will take place at a regularly-scheduled School Committee meeting, but not later than fifteen (15) school days after receipt of a written request from the Association to bring the grievance to Level 4. The Committee will provide the Association with their written decision within five (5) school days. Any evidence presented by the Association and/or the grievant(s) at Level 4 in support of the grievance must have been made available to the Superintendent at Level 3. Otherwise, the grievance reverts back to Level 3.

Grievance Procedure Level 5 [Arbitration]

If the grievance is not resolved at Level 4, the Association may submit the grievance to final and binding arbitration under the rules of the American Arbitration Association, which shall act as the administrator of the proceedings. If a demand for arbitration is not filed within fifteen (15) school days from the date of the Level 4 reply, then the grievance shall be deemed withdrawn. Neither party will be permitted to assert any grounds before the arbitrator which were not previously disclosed to the other party. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to or subtract anything from the Agreement between the parties.

D.    General Provisions

1.    The Association shall have the right to use in its presentation at Levels 4 and 5 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 School Committee and the Association.

3.    No reprisals of any kind will be taken by the School Committee or the school administration against any grievant because of his/her participation in the grievance procedure.

4.    The School Committee, the Administration, and the Association will cooperate with one another in the investigation of any grievance and will furnish one another with such information as is available for the processing of any grievance.

5.    All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

6.    The Association may process a grievance through all levels following Level 2 of the grievance procedure even though the aggrieved person does not wish to do so.

7.    Should the grievance involve a decision of the Superintendent of Schools or the School Committee, the grievance will commence at Level 3 of this procedure.

E.    The grievance procedure and all related activities will take place outside school hours.

F.     If a policy decision of an administrator or the School Committee affecting a group or class of professional employees is regarded as an alleged violation of this Agreement, the Association may initiate the grievance in writing at level 2.

Article 54.  MENTORING PROGRAM

A.    Beginning with teachers hired to commence their employment in the Dighton-Rehoboth Regional School District in September 2005, there shall be a mentoring program for all teachers new to teaching during their first three years of employment and for experienced teachers new to the District during their first year of employment by the District. For the 2011-2012 school year and thereafter, there shall be a mentoring program for all teachers new to teaching during the first two (2) years of employment.

B.    All potential new mentors will be trained in a district-provided or district-approved training program. Professional Development Points will be awarded for successful completion of approved mentor training.

C.    A Dighton-Rehoboth teacher who has completed mentor training as defined in Section B and who wishes to serve as a mentor may apply to become a mentor by completing an application and indicating interest in the mentor program and the background and experience s/he would bring to the position. Two protégés will be the maximum for any mentor with full-time teaching responsibility.

D.    Each mentor will receive a stipend of eight hundred sixty-nine [$869] to mentor a person who is new to teaching. New to teaching is defined as three [3] or fewer years of teaching experience. This position shall be carried on Schedule C-l of the Collective Bargaining Agreement.

E.    Each mentor shall receive a stipend of five hundred eighty dollars [$580] to mentor a person who is new to the Dighton-Rehoboth Regional School District but who has more than three [3] years of teaching experience. This position shall be carried on Schedule C-l of the Collective Bargaining Agreement.

F.     Mentors will be required to attend three [3] mentor program meetings per year. These meetings will be held after school hours and will be scheduled for no longer than one and one-half [1.5] hours. Mentors will receive four [4] Professional Development Points for attendance at these meetings.

G.  A Mentor Coordinator will be appointed by the Superintendent from the administrative staff to oversee the mentoring program in all schools. The Mentor Coordinator will coordinate all mentor/protégé training, meetings, professional development activities, and problem-solving, etc. for the program.

H. All mentors will receive one [1] additional professional day beyond those available via the provisions of Article X, Section D4 of the Collective Bargaining Agreement during the school year to participate in programs relevant to the mentoring role.

I. All mentors will receive fifteen [15] Professional Development Points [PDP's] for their mentoring work during the school year.

J. For new teachers and their mentors, there will be release time once per month, with substitute coverage provided, to facilitate a required monthly observation. This time will be documented and the documentation will be submitted to the Mentor Coordinator at the end of the school year. Mentors of teachers new to the district but with more than three [3] years of teaching experience will not be required to schedule formal observations, but they may do so if the parties feel it would be helpful to the teacher new to the district.

K. Mentors shall be matched as closely as possible with their protégés according to grade level and discipline by a team consisting of the Building Principal, the Mentor Coordinator, and a teacher representative from the building approved by the President of the Association or her/his designee.

L. Retirees who have met the district mentor criteria may be asked to mentor in their discipline area. Current employees will be given first consideration.

M. Mentors and protégés will keep logs of their meeting times and subject matter. Mentors of teachers with less than four [4] years of teaching experience are expected to meet with their protégés for a minimum of two [2] hours per month, including any monthly observations. Mentors of teachers with more than three [3] years of experience but new to the District are expected to meet with their protégés a minimum of one [1] hour per month. Logs shall be returned to the Mentor Coordinator at the end of the second term and at the end of the school year. The journal of notes of observations or other professional conversations between mentor and protégé will be absolutely confidential to the mentor and protégé and, at the conclusion of said school year, will become the exclusive property of the protégé.

N. Mentors and protégés will provide feedback to the Mentor Coordinator concerning their mentoring experiences.

O. Mentors and protégés will be required to attend an orientation session to be held during the summer months.

P. If the mentor and/or protégé deem the relationship incompatible and/or ineffective, the following steps will be implemented:

1.    The Mentor Coordinator will be notified;

2.    The mentor and the protégé will discuss the relationship with the Mentor Coordinator;

3.    If, after meeting with the Mentor Coordinator, it is still deemed to be an ineffective relationship, either party or both parties should request of the Superintendent in writing that s/he terminate the relationship;

4.    The mentor may be reassigned, and the protégé will be assigned another mentor.

Article   55.      DURATION

The parties agree that each has exercised its right to bargain for any provision it wishes to be included in this Agreement, that if either has made a proposal not included herein, such proposal has been withdrawn in consideration of the making of this Agreement, and that this Agreement constitutes a complete Agreement as to all matter upon which the parties have or might have bargained.

Accordingly, each expressly waives any right to seek, except with fee consent of the other party, to negotiate any further demand or proposal so long as this Agreement shall continue in effect

Subject only to the right to reopen in accordance with this article, this contract including all appendices shall be effective as of September 1, 2010, to and including August 31, 2012, and shall automatically renew itself for successive terms of one (1) year each unless by November 1 next prior to the expiration of the contract year involved either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this contract.

In the event that this contract expires before its successor is ratified, this contract may be extended for thirty (30) day periods with mutual consent of the Committee and the Association.

IN WITNESS WHEREOF, the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized, and their seals to be affixed hereto, as of the date first above written.

By:      ____________________________________________

       Chairman, Dighton-Rehoboth Regional

           District School Committee

By:    _____________________________________________

President, Dighton-Rehoboth Regional

      Teachers Association

_____________________________________________________

 Co-Presidents,               Dighton-Rehoboth Regional

Teachers' Association

Appendix A

Academic Salary Schedule: 2010-2011 (+$250)

Step

Bachelor

B+30

Masters

M+15

M+30

M+45/CAGS

M+60

M+75

Doctorate

1

36596

38077

39171

40336

41740

42988

43604

44220

44838

2

39029

40508

41601

42766

44168

45423

46039

46655

47274

3

41149

42633

43725

44893

46294

47546

48162

48781

49398

4

42988

44469

45561

46729

48132

49380

49996

50613

51230

5

44933

46409

47502

48676

50078

51322

52063

52804

53545

6

46663

48146

49239

50405

51804

53056

53796

54538

55278

7

48356

49833

51161

52328

53965

55212

55953

56693

57434

8

50495

51978

53534

54710

56497

57744

58669

59596

60519

9

53358

54868

56937

58123

60428

61700

62625

63552

64476

10

65063

66697

69175

70621

73549

74988

76057

77123

78193

Appendix A

Academic Salary Schedule: 2011-2012

Step

Bachelor

B+30

Masters

M+15

M+30

M+45/CAGS

M+60

M+75

Doctorate

1

37328

38839

39954

41143

42575

43848

44476

45104

45735

2

39810

41318

42433

43621

45051

46331

46960

47588

48219

3

41972

43486

44600

45791

47220

48497

49125

49757

50386

4

43848

45358

46472

47664

49095

50368

50996

51625

52255

5

45832

47337

48452

49650

51080

52348

53104

53860

54616

6

47596

49109

50224

51413

52840

54117

54872

55629

56384

7

49323

50830

52184

53375

55044

56316

57072

57827

58583

8

51505

53018

54605

55804

57627

58899

59842

60788

61729

9

54425

55965

58076

59285

61637

62934

63878

64823

65766

10

66364

68031

70558

72033

75020

76488

77578

78665

79757

Appendix B

Vocational Salary Schedule: 2010-2011 (+$250)

Step

Cert

Cert+30

Cert+60

Cert+90

Cert+ Bachelor

Cert+ Bachelor +30

Cert+ Bachelor +45

Cert+ Bachelor+60

1

36596

37218

37845

38463

39086

39641

40198

40754

2

39029

39649

40275

40897

41522

42077

42633

43188

3

41149

41773

42372

43022

43643

44198

44753

45310

4

42988

43607

44229

44857

45479

46035

46590

47146

5

44933

45558

46179

46802

47425

48165

48903

49646

6

46663

47284

47908

48532

49157

49897

50638

51378

7

48356

48973

49630

50253

51443

52185

52924

53666

8

50495

51119

51742

52363

52990

53916

54840

55766

9

53358

53991

54626

55263

55897

56825

57751

58676

10

65063

65576

66351

67128

67908

68976

70044

71112

Appendix B Vocational Salary Schedule: 2011-2012

Step

Cert

Cert+30

Cert+60

Cert+90

Cert+ Bachelor

Cert+  Bachelor +30

Cert+ Bachelor+45

Cert+ Bachelor +60

 1

37328

37963

38602

39232

39868

40434

41002

41569

2

39810

40442

41081

41715

42352

42919

43486

44052

3

41972

42608

43219

43882

44516

45082

45648

46216

4

43848

44479

45114

45754

46389

46956

47522

48089

5

45832

46469

47103

47738

48374

49128

49881

50639

6

47596

48230

48866

49504

50140

50895

51651

52406

7

49323

49952

50623

51258

52472

53229

53982

54739

8

51505

52141

52777

53410

54050

54994

55937

56881

9

54425

55071

55719

56368

57015

57962

58906

59850

10

66364

66888

67678

68471

69266

70356

71445

72534

Appendix C-l Curricular Stipend Positions

Department Heads

2010-2011

2011-2012

First Year Second Year Third Year

2916

2974

 

3443

3512

 

3890

3968

Senior Teacher

365

372

First Year Second Year Third Year

436

445

 

562

573

SPED Coordinators (ES/MS)

3300

3366

Team Coordinators

3113

3175

Ed Technology Specialists

4322

4408

Dean of Girls

2144

2187

Vocational Certificate & Bachelor & Masters

476

486

Music Director (HS)

1931

1970

Music Director (MS)

712

726

Elementary Team Leaders

2792

2848

Mentors of a New Teacher

852

869

Mentors of an Experienced Teacher

569

580

Team Leader (MS)

3200

3264

Curriculum Coordinator

3000

3060

National Board Certified Teacher

3000

3060

Appendix C-2 Athletic Stipend Positions  

2010-2011

 

Step l

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

4554

5272

5991

6712

8009

Assistant

2638

2966

3357

3836

4646

Field Hockey

 

 

 

 

 

Head

1918

2398

2876

3357

4134

Assistant

1320

1682

2036

2398

2973

Soccer (Boys & Girls)

 

 

 

 

 

Head

1918

2398

2876

3357

4134

Assistant

1320

1682

2036

2398

2973

Cross Country (Co-Ed)

2160

2522

2876

3597

4653

Golf

1197

1439

1682

2159

2842

Volleyball

 

 

 

 

 

Head

1682

2159

2638

3116

3875

Assistant

1080

1320

1559

1918

2456

Basketball (B&G)

 

 

 

 

 

Head

3357

4074

4795

5513

6719

Assistant

2159

2519

2876

3357

4134

MS Head

2118

2296

2471

2647

2935

MS Asst.

1236

1324

1412

1502

1646

Winter Track (Co-Ed)

 

 

 

 

 

Head

1682

2159

2638

3116

3875

Assistant

1080

1320

1559

1918

2456

Baseball/Softball

 

 

 

 

 

Head

2638

3116

3597

4074

4907

Assistant

1559

1916

2277

2638

3232

MS Head

2118

2296

2472

2647

2935

MS Assistant

1236

1324

1412

1502

1646

Track (Boys & Girls)

 

 

 

 

 

Head

2638

3116

3597

4074

4907

Assistant

1559

1916

2277

2638

3232

Tennis (Boys & Girls)

1197

1439

1682

2160

2842

Cheerleading

 

 

 

 

 

Football HS

1059

1148

1236

1324

1422

Basketball HS 1412

 

1502

1589

1679

1780

Competition HS

529

619

706

795

890

Middle School

884

971

1059

1192

1334

Intramural/Club

 

 

 

 

 

Program Director K-8

1942

2118

2296

2471

2667

Intramural Sports

 

 

 

 

 

2 hour session rate

43

 

 

 

 

(shorter sessions prorated)

 

 

 

 

 

Appendix C-2

Athletic Stipend Positions   2011-2012

 

Step l

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

4645

5377

6111

6846

8169

Assistant

2691

3056

3424

3913

4739

Field Hockey

 

 

 

 

 

Head

1956

2446

2934

3424

4217

Assistant

1346

1716

2077

2446

3032

Soccer (Boys & Girls)

 

 

 

 

 

Head

1956

2446

2934

3424

4217

Assistant

1346

1716

2077

2446

3032

Cross Country (Co-Ed)

2202

2572

2934

3669

4746

Golf

1221

1468

1715

2202

2899

Volleyball

 

 

 

 

 

Head

1716

2202

2691

3178

3953

Assistant

1102

1346

1590

1956

2505

Basketball (B&G)

 

 

 

 

 

Head

3424

4155

4891

5623

6853

Assistant

2202

2569

2934

3424

4217

MS Head

2160

2342

2520

2700

2994

MS Asst.

1261

1350

1440

1532

1679

Winter Track (Co-Ed)

 

 

 

 

 

Head

1716

2202

2691

3178

3953

Assistant

1102

1346

1590

1956

2505

Baseball/Softball

 

 

 

 

 

Head

2691

3178

3669

4155

5005

Assistant

1590

1954

2323

2691

3297

MS Head

2160

2342

2520

2700

2994

MS Assistant

1261

1350

1440

1532

1679

Track (Boys & Girls)

 

 

 

 

 

Head

2691

3178

3669

4155

5005

Assistant

1590

1954

2323

2691

3297

Tennis (Boys & Girls)

1221

1468

1716

2202

2899

Cheerleading

 

 

 

 

 

Football HS

1080

1171

1261

1350

1450

Basketball HS 1440

 

1532

1621

1713

1816

Competition HS

540

631

720

811

908

Middle School

902

990

1080

1216

1361

Intramural/Club

 

 

 

 

 

Program Director K-8

1981

2160

2342

2520

2720

Intramural Sports

 

 

 

 

 

2 hour session rate

44

 

 

 

 

(shorter sessions prorated)

 

 

 

 

 

Appendix C-3

Activity Stipend Positions

 

2010-2011

2011-2012

High School

 

 

Yearbook Advisor

3017

3077

Newspaper Advisor

1682

1716

National Honor Society Advisor

1422

1450

Student Government Advisor

1422

1450

Peer Leader Advisor

1422

1450

Freshman Advisor

557

568

Sophomore Advisor

715

729

Junior Advisor

1067

1088

Senior Advisor

1747

1782

Math League Advisor

2224

2268

Photograph Club Advisor

1192

1215

Art Club Advisor

733

749

Science Club Advisor

733

749

High School Cafeteria Monitors

2442

2492

Robotics Team Advisor

1396

1424

Marching Band Director

3324

3390

Speech Team Advisor

1396

1424

Foreign Language Club Advisor (per advisor)

678

692

Project Hope Advisor

587

599

Spirit Week Advisor

514

524

Video Club Advisor

1540

1571

Mock Trial Advisor

1686

1720

Majorette Advisor

873

891

Flag Squad Advisor

873

891

Youth Against Ignorance Advisor

587

599

Improvisation Club Advisor

587

599

Drama Club Advisor

4269

4355

Summer School Instructor

1376

1404

Summer School Director(s)

2000

2040

Skills USA Advisor

3000

3060

DECA Advisor

3000

3060

Middle School

 

 

Math League Advisor

1349

1376

Spelling Team Advisor

1349

1376

Newspaper Advisor

1586

1618

Grade 8 Advisor

890

908

Drama Club Advisor

1349

1376

Art Club Advisor

733

749

Student Government Advisor

890

908

Jazz Club Advisor Tech./Engineering Club Advisor

1349

1376

Elementary School

 

 

 

890

908

All Schools

2250

2295

 

43

44

Appendix D

Salary Schedule for Nurses

2010-2011 (+$250)

Step

Non-Degree

Bachelor

Masters

1

32005

36234

38507

2

34437

38643

40915

3

36558

40741

43014

4

38395

42562

44834

5

40340

44488

46761

6

42914

46201

48474

7

 

48475

51288

8

 

50495

53534

2011-2012

 

 

 

Step

Non-Degree

Bachelor

Masters

1

32645

36959

39277

2

35126

39416

41733

3

37289

41556

43874

4

39163

43413

45731

5

41147

45378

47696

6

43772

47125

49443

7

 

49445

52314

8

 

51505

54605

9

 

54425

58075

Appendix E

High School Schedule

1.                   For the 2011-2012 school year and for that school year only the High School shall be scheduled on the basis of a four by four rotating (every other day) block schedule (schedule).

2.                   The schedule shall be a four (4) blocks per day with each block being approximately 87 minutes long and shall rotate every other day. See diagram below:

Time                                                Green Day                        Gold Day

7:17-8:43                                        1                                          5

87 minutes

8:47-10:13                                      2                                          6

87 minutes

10:17-12:17                                   3                                          7

87 minutes

plus lunch

12:21-1:50                                      4                                          8

87 minutes  

3.                   Teachers may be assigned up to three (3) teaching blocks per day and shall be assigned one (1) block for preparation during which time he/she shall not be assigned to any other duties, except that from time to time during the school year, based upon the determination of the Scheduling Committee, may be assigned to an SLT.

4.                   Every possible effort shall be made to ensure that the total student load in core curriculum classes (English, Math, Science, Social Studies and Foreign Language) shall not exceed one hundred thirty (130).

5.                   Upon execution of the Memorandum of Agreement establishing the 2010-2012 collective bargaining agreement, training in teaching in a block schedule shall be made available to the high school faculty.

6.                   At the conclusion of the 2011-2012 school year, the high school schedule shall revert to that set forth in Article 33G of the collective bargaining agreement unless the Committee and the Association agree otherwise and determine to extend their schedule or to modify it and to include such modifications in a memorandum of agreement or in the collective bargaining agreement that will succeed that which will expire on August 31,2012.