East Bridgewater

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DistrictEast Bridgewater
Shared Contract District
Org Code830000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSoutheastern RVTSD
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools3
Enrollment2375
Percent Low Income Students15
Grade StartPK or K
Grade End12
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EAST BRIDGEWATER PUBLIC SCHOOLS

PROFESSIONAL CONTRACT

Between

EAST BRIDGEWATER

SCHOOL COMMITTEE

and

EAST BRIDGEWATER

EDUCATION ASSOCIATION

September 1, 2011 - August 31, 2012

and

September 1, 2012 – August 31, 2015

EAST BRIDGEWATER SCHOOL COMMITTEE

Elizabeth Hayes, Chairman

George McCabe, Vice Chairman

Michael Power, Secretary

Kathy Girard

Heather Graham

Jennifer Kitchenham

EAST BRIDGEWATER EDUCATION ASSOCIATION

Kathryn Nickandros, President

Michael McMahon, Vice President

Virginia Hunt, Recording Secretary

Annemarie Meaney, Corresponding Secretary

Raymond Ponte, Treasurer

Jo-Ann O'Brien, Assistant Treasurer

TABLE OF CONTENTS

Preamble

1

Article 1 - Scope

2

Article 2 - Rights and Obligations of the School Committee and the Association

3

Article 3 - Compensation and Other Conditions of Employment

4

Article 4 - Grievance Procedure

5

Article 5 - Teaching Hours and Teaching Load

8

Article 6 - Class Size

12

Article 7 - Relief From Non-Teaching Duties

13

Article 8 - Teacher Assignment

14

Article 9 - Transfers

15

Article 10 - Promotions

16

Article 11 - Positions in Summer School and Evening School

18

Article 12 - Teacher Evaluation

19

Article 13 - Teacher Facilities

21

Article 14 - Sick Leave

22

Article 15 - Temporary Leaves of Absence

26

Article 16 - Extended Leaves Of Absence

28

Article 17 - Sabbatical Leave

31

Article 18 - Substitute Teachers

33

Article 19 - Protection

34

Article 20 - Personal Injury Benefits

35

Article 21 - Insurance and Annuity Plan

36

Article 22 - Academic Freedom

37

Article 23 - Professional Development and Improvement

38

Article 24 - Consultation Procedure

41

Article 25 - Joint Research During Negotiations

42

Article 26 - Strikes and Public Pressure

43

Article 27 - Dues Deduction

44

Article 28 - Retirement

46

Article 29 - Reduction in Force

47

Article 30 - Sick Leave Buy Back

52

Article 31 - Employment and Compensation

54

Article 32 - Health Department

77

Article 33 - Part-Time Teacher

80

Article 34 - Horace Mann Teachers

81

Article 35 - Evaluation Process

83

Article 36 - Mentoring Program

87

Article 37 - Duration

88

Addendum 1

89

Addendum 2

90

Addendum 3

91

Addendum 4

92

Addendum 5

94

Addendum 6

95

Addendum 7

96

Pursuant to the provisions of Section 6 & 7 of Chapter 150E of the General Laws of Massachusetts, this contract is made by the SCHOOL COMMITTEE OF THE TOWN OF EAST BRIDGEWATER (hereinafter sometimes referred to as the Committee) and the EAST BRIDGEWATER EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association).

PREAMBLE

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

a.         Under the law of Massachusetts, the Committee, elected by the citizens of East Bridgewater, has the final responsibility for establishing the educational policies of the public schools of East Bridgewater;

b.         The Superintendent of Schools of East Bridgewater (hereinafter referred to as the Superintendent) has the responsibility for carrying out the policies so established;

c         The teaching staff of the public schools of East Bridgewater has responsibility for providing in the classroom of the East Bridgewater schools, education of the highest possible quality;

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

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

ARTICLE I

SCOPE

A.       1.    The terms “teacher” and “teaching experience,” as used in this agreement, refer to all other persons and other types of experience of persons within the bargaining unit as described in Section B below.

2.    The term “Committee,” as used in this agreement, refers to the East Bridgewater School Committee.

3.    The term “Association,” as used in this agreement, refers to the East Bridgewater Education Association.

B.       For the purposes of collective bargaining, with respect to wages, hours, 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 of the Committee, excepting however, the Superintendent, Director of Pupil Personnel Services, Administrative Assistant to the Superintendent, Department Chairs, Principal, Assistant Principal, Administrative Assistant to the Principal, and every such employee who on the effective date this contract is, or thereafter shall be, designated by the Committee as a representative of it for the purposes of such bargaining.

ARTICLE 2

RIGHTS AND OBLIGATIONS OF THE SCHOOL COMMITTEE AND THE ASSOCIATION

A.      On the matters contained herein, this contract constitutes Committee and Association policy for the term of said contract, and the Committee and the Association will carry out the commitments contained herein and give them full force and effect as their policies. The Committee will amend the policy and take such other action as may be necessary in order to give full force and effect to the provisions of this contract.

Nothing in this contract shall be deemed to derogate from or impair any right, power, or duty heretofore possessed by the Committee under the laws of the Commonwealth of Massachusetts including the Education Reform Act of 1993 and the policy of the East Bridgewater School Committee of 1942, as amended, except where such right, power, or duty is specifically limited by this contract.

B.       The Committee and the Association endorse federal and state laws prohibiting discrimination on the basis of race, color, creed, national origin, sex, or marital status.

C.      If any provision of this contract or any application of the contract 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.

D.      A Professional Rights and Responsibilities Committee of the Association will have the right, upon request, to any information regarding a teacher’s placement on the salary schedule or regarding any other matter concerning compensation received from the Committee upon presentation of written authorization for the release of such information from the teacher concerned.

E.       The Association President or his/her designee shall have an up-to-date copy of the School Committee policy.

F.       If a new bargaining unit position is established, the Committee will negotiate with the Association over the appropriate salary for such position.  If there are any changes in a bargaining unit position and/or in the duties of any existing bargaining unit position, the Committee will negotiate with the Association regarding possible modification in the salary for such positions.

ARTICLE 3

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this contract (and except as otherwise provided), the wages, hours and other conditions of employment applicable on the effective date of this contract shall continue to be so applicable. The parties agree to meet and confer before the Article 3 terms are invoked.

ARTICLE 4

GRIEVANCE PROCEDURE

A.        Definitions

1.         Grievance - A grievance is an alleged violation, misinterpretation, and/or inequitable application of this agreement.

2.         Grievant - A grievant is an individual, a group of individuals, or the Association presenting the grievance.

3.         Days - Days shall mean school days except during the summer recess when days shall mean when the Superintendent’s Office is open.

B.         1.        All grievances shall specify the nature of the grievance, article or articles violated, and remedy sought. If the grievant is an individual or group of individuals, the grievance shall identify the grievant.

2.        Representatives of the Association shall have the right to represent individual grievant or a group or class of grievants at every level of the Grievance Procedure. However, an employee may present a grievance to the employer and have such grievance heard without the intervention of the Association provided that the Association be afforded the right to be present at all grievance hearings and no settlement inconsistent with the terms of the contract be effected.

C.        The purpose of the Grievance Procedure is to produce prompt and equitable solutions to those problems which from time to time may arise. The Committee and the Association desire that the stated Grievance Procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved.

D.        Procedure

Level One - Immediate Supervisor

The grievant shall present the grievance to the appropriate immediate supervisor within ten (10) days of the occurrence of any grievance or the date of first knowledge of its occurrence by any party affected by it. The appropriate immediate supervisor shall render a decision to the grievant within five (5) days of the presentation of the grievance.

Level Two - Superintendent of Schools

If the grievance has not been resolved at Level One to the satisfaction of the grievant, the grievant may appeal such decision in writing to the Superintendent within ten (10) days of the Level One decision. The Superintendent shall meet with the grievant to discuss the allegations within ten (10) days of receipt of the written appeal, and the Superintendent will render a written decision within ten (10) days of the Level Two meeting.

Level Three - School Committee

If the grievance has not been resolved at Level Two to the satisfaction of the grievant, the grievant may appeal such decision in writing to the School Committee within ten (10) days of the receipt of the Level Two decision.  The Committee and the grievant will meet for the purpose of resolving the grievance at the next regularly scheduled School Committee meeting. It is agreed that the School Committee will be notified of a grievance meeting at least three (3) days prior to the School Committee meeting at which it will be presented. Within fifteen (15) days of said meeting, a written response will be sent to the grievant.

Level Four - Arbitration

If the grievance has not been resolved at Level Three to the satisfaction of the Association, the Association may present the grievance for arbitration to the American Arbitration Association for disposition in accordance with their rules within fifteen (15) days of the Level Three decision.  The arbitrator’s decision will be final, binding, and in writing and will set forth findings of fact, reasoning, and conclusions on the issues as submitted by the parties. The arbitrator is without authority to render a decision which requires the commission of an act prohibited by law or violative of the terms of this agreement. All costs for the arbitrator shall be borne equally by the parties.

E.        1.        If a grievance is not initiated or appealed in accordance with this Grievance Procedure, the grievance shall be deemed waived.

2.         A grievance which affects a group of teachers extending beyond one school may be initiated at Level Two.

3.         No written document or record relating to any grievance shall be filed in the personnel folder of any employee.

4.         The time limits herein may be extended by mutual agreement of the parties.

5.         Nothing in this Grievance Procedure shall be deemed to limit any of the rights of employees and their exclusive representative under Chapter 150E.

6.         The Committee and the Administrator’s Association agree that upon request, they will provide each other with any information in their possession at the time of the request which is neither confidential nor privileged under law, necessary for resolution of the grievance.

ARTICLE 5

TEACHING HOURS AND TEACHING LOAD

A.       The starting and dismissal times for students will be established by the School Committee, provided, however, that no change in the present schedule will increase the length of the teacher’s day.

B.       Teachers will be available for parent conferences any day at times mutually agreeable.

C.        1.        Teachers at all levels will attend a monthly staff meeting. The following terms will apply:

a.    The meeting will start within 15 minutes of student dismissal.

b.    The meeting will not exceed 45 minutes in length.

c.   A schedule of meetings for the entire year will be given to each staff member at the beginning of the school year.

d.    All teachers must arrange their after school schedules so that they will attend the scheduled monthly meetings.

e.    No additional work for teachers will be generated from these meetings.

f.    If a meeting needs to be rescheduled due to an unforeseen circumstances, at least 3 days notice will be given. Anyone who has a previously scheduled appointment, which cannot be conveniently rearranged, will be excused by the building principal.

g.    Meeting will not be held on Fridays or the day before a long weekend or vacation period.

2.        Any classroom teacher or nurse required to attend meetings scheduled to begin after 6:00 PM pursuant to the provisions of the Bartley Daily Special Education Act will be compensated at the rate of $25.00 per evening. For such meetings called during the day which extend beyond the normal school day, the teacher or nurse will be compensated at the rate of $8.00 per hour for that portion of the meeting exceeding one-half hour following the end of the school day.

D.       The work year for teachers shall consist of the pupil school year, in accord with state regulations, plus three and one-half (3.5) days. The days in addition to the pupil year shall include any welcoming days, orientation days, curriculum/ professional development days, and days of a similar nature, and shall be scheduled immediately before, after, or during the pupil year.

Further, each teacher in his/her first year of teaching in the East Bridgewater School System may be required to participate in training or professional development activities prior to and/or during the above-defined work year for no more than five (5) additional days. These days will be scheduled by the building principals with the approval of the Superintendent.

Further, certain teachers who have not attained professional status may also be required to participate in no more than five (5) training or professional days during the work year if deemed necessary by the teachers’ building principals.

Professional staff who, in the opinion of the Building Principal and approved by the Superintendent, are required to work beyond the school year, with the exception of summer school, curriculum workshops, and curriculum study groups, will be compensated on a per diem basis or part thereof.

Effective after the conclusion of the 2006-2007 school year, the work year of teachers, other than first year teachers spoken of above, can begin as early as the Monday before Labor Day, regardless of whether that day falls on an August or a September date.

E.      Teachers will have a duty-free lunch period of at least the following lengths:

1.          Central School teachers will be allowed thirty (30) minutes.

2.          Middle and Senior High Schools will be allowed not less than the length of the regular student lunch period.

3.          A teacher is free to leave his/her building only at the discretion of the Principal.

F.      1.         Preparation Period

a.         Each high school teacher shall have each day a preparation period during which that teacher will not be assigned other duties except as provided in Article 18, Substitute Teachers.

b.         The Committee and the Association recognize that sufficient time for planning and coordination at all educational levels is of great value in maintaining a quality instructional program, and therefore, agree that all elementary teachers shall normally have at least forty (40) minutes ‘ preparation time, or a full class period (M.S.) during each regular school day, during which time they will not be assigned any other duties. When practical, this period will coincide with the planning time of members of his/her team or teaching group. This above-mentioned preparation period will not apply to Kindergarten teachers.

2.         Schedule Development

The development of an educationally sound schedule at each school in conformity with the above standards shall be a collaborative process joint undertaking of the principal and teaching staff of said school with input from the school council. Any failure of such collaborative process to produce a schedule at a school shall be regarded as a very serious matter by the School Committee, Superintendent and Association. Should the collaborative process in any school fail to produce a schedule by two months prior to the date a schedule is due to be announced, the School Committee and Association shall immediately commence negotiations in an effort to resolve the problem. If the School Committee and Association are unable to resolve the problem by the date the schedule is due to be announced and the issue involves an Association allegation that a School Committee desired change violates Article 3 of the collective bargaining agreement, then said change will not be implemented, but teachers will not accumulate any more days toward their Article 30 sick leave buy back.

3.         Preparations

Insofar as is consistent with the educational needs of a small high school, the teachers will not be required to teach more than three (3) separate preparations at any one time. Preparation shall be defined by the use of different course titles.

G.    Elementary school teachers shall not be required to be responsible for their classes when a special subject teacher is assigned to the class.  However, teachers will make themselves fully aware of the materials used, and the nature and objectives of the lessons of such special subject teachers in order to provide continuity between the teacher’s efforts and those of the specialist.

In the case of a teacher being assigned to cover the class of a special subject teacher or other teacher, the provisions of Article 18 shall pertain.

Kindergarten teachers will normally be allotted at least sixty minutes between sessions.

H.     Teacher participation in extra-curricular activities will be voluntary.

I.       Curriculum Coordinators at the High School shall be assigned less structured learning time or other supervisory time responsibilities such that over the course of a school year an average of at least 40 percent of the student day is left unassigned to such responsibilities in order that they might adequately fulfill their functions as Curriculum Coordinators. If at any time during the effective dates of this agreement, Curriculum Coordinators shall be responsible for more than grades 9 through 12 only, the Association and the Committee will reopen negotiations on the number of class periods per week to be taught by the Curriculum Coordinator. Adjustment of the above assignment could be made by the Committee upon recommendation of the Principal and the Superintendent and the mutual consent of the Curriculum Coordinator and the Association, if the needs of the school system should so require.

J.      The East Bridgewater School Committee and the Association recognize that the in-service training, professional committee meetings, and parent-teacher conferences are a normal part of a teacher’s professional tasks, and these activities should be scheduled during the normal working day.

If a situation arises in which these activities cannot be scheduled in the normal working day, teachers and administrators will mutually decide on alternative arrangements.

K.      Teachers who have assignments in more than one building must have an assigned schedule which allows at least fifteen minutes for commuting between buildings. This will be in addition to lunch period and professional planning time. No teacher shall be required to travel to another building solely for the purpose of a supervisory duty. Teachers who are assigned to more than one building for four or more days per week for the school year will receive a yearly stipend of $25.00.

L.      The President of the Association will have up to twenty (20) minutes of non-instructional time per day for Association business in addition to the times provided in Article 15 of this contract. Scheduling of the time will be mutually agreed to between the Association President and the Building Principal.

M.     In the event that double sessions become necessary in either the elementary or the secondary level, consideration shall be given to teacher’s preferences as regards session assignment.

N.      The Association will be consulted in planning the school calendar.

ARTICLE 6

CLASS SIZE

A.       The East Bridgewater School Committee and the East Bridgewater Education Association recognize that reasonable class size is of importance in providing quality education to the students of the Town of East Bridgewater.

B.       The parties agree that the following are at the present time desirable class size limits:

Elementary Schools-25

Secondary Schools-Senior High School

Shop                                                                                         15

English                                                                                     22

Art                                                                                            15

Home Economics                                                                     16

Music (not including band or choral groups)                          30

Mathematics, Language, Business, Science, Social Studies     22

Health and Physical Education                                                25

C.       Any teacher(s) who is of the opinion that his/her class size is inequitable may advise the Association of the concern, and a meeting on the matter will be held within five (5) school days between the Association, principal, Superintendent, and any teacher involved.

ARTICLE 7

RELIEF FROM NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. Therefore, the Committee agrees that teachers will not:

a.         be required to keep school registers although they will be required to submit daily attendance reports.

b.         be required to collect any money from the students, other than lunch money where necessary.

c.         be required to manually correct standardized tests that can be machine-scored. Machine-scored tests will be purchased whenever possible and available, then machine-scored with results and item analysis presented to the teachers.

This section refers to administration-directed standardized tests only.

ARTICLE 8

TEACHER ASSIGNMENT

A.        Unless they willingly consent, teachers will not be assigned, except temporarily and for good cause, outside the scope of their major or minor fields of study, or outside the scope of their certification.

B.         In making changes in grade assignments in elementary schools and in subject assignments in the secondary schools, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict with the best interests of the school system and the pupils as determined by the Superintendent and Principals.

C.        Teachers who desire a change in grade or subject assignment will file a written statement of such desire with the Office of the Superintendent not later than March l. As soon as practicable, and not later than June l prior to the end of school, the Superintendent will notify each teacher of the action taken in regard to the request for a change.

D.        Teachers already in the system will be given a written statement before the close of the school year showing which grades and/or secondary school classes they will be teaching the following year. If this is not possible, they shall be notified by August 15.

ARTICLE 9

TRANSFERS

Although the Committee and the Association recognize that some transfer of teachers from one school to another is sometimes unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance. Therefore, they agree as follows:

A.        When involuntary transfers are necessary, a teacher’s area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the East Bridgewater School System will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable position.

B.         An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his/her designee), at which time the teacher will be notified of the reasons for the transfer. In the event that the teacher objects to the transfer at this meeting, upon request of the teacher, the Professional Rights and Responsibilities Committee of the Association will be notified and the Superintendent (or his/her designee) will meet with the Professional Rights and Responsibilities Committee as the Association’s representatives to discuss the matter.

C.        Notice of the transfer will be given to a teacher as soon as practicable and under normal circumstances not later than June 1.

D.        Exceptions to the provisions of Section A, B, and C above may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interests of the teacher(s) and/or school(s) affected. A disagreement over whether an exception is justified will be subject to the grievance procedure.

E.         Teachers who desire to transfer to another building will file a written request of such desires and reasons with the Office of the Superintendent not later than March l.  As soon as practicable and under normal circumstances not later than June l prior to the end of school, the Superintendent will notify each teacher who has filed such statement of the action taken in regard to his/her request for a transfer.

F.         Before a teacher is assigned or transferred to a particular school, the Principal of the school in question will be consulted regarding such assignment or transfer.

ARTICLE 10

PROMOTIONS

A.        A promotional position is defined as any position paying a salary differential and/or any position on the Administrator-Supervisor level, including, but not limited to, positions as Assistant Superintendent, Director, Principal, Curriculum Coordinator, Counselor, and Administrative Assistant.

B.         Whenever any vacancy in a promotional position occurs during the period covered by this contract, it will be adequately publicized by the Superintendent, by means of a notice placed on the teachers’ bulletin board in every school at least ten days in advance of the appointment.  During the months of July and August, written notice of any vacancy will be sent under normal conditions with the Superintendent’s summer letter. In both situations, the qualifications for the position and the rate of compensation will be clearly set forth. Except on a temporary basis, vacancies or new positions will not be filled within thirty days from the date the notice is posted in the schools or the mailing of the notification to the teachers.

C.        All teachers will be given adequate opportunity to make application for such positions using the form supplied by the Superintendent of Schools which is available from the Principals’ offices (a copy shall be submitted by the applicant to the immediate superior relevant to the position), and all candidates shall also be interviewed by the Principal or Principals in whose building or buildings he/she shall function, to be followed by a written recommendation from all interviewers to the Superintendent. The Committee agrees to give due weight to the background and attainments of all applicants, the length of time each has been in the school system and other relevant factors. When, in the opinion of the Committee, all other factors are substantially equal, preference will be given to qualified teachers already employed by the Committee, and each applicant and the immediate superior relevant to the position will receive written notification of the recommendation to the Committee prior to the meeting where such action will be taken. The decision will not be subject to arbitration. Whenever practicable, appointment will be made not later than sixty days after the opening is made public to the teachers.

D.        Vacancies occur in a promotional position when (l) a new position is created, (2) the incumbent is promoted, (3) the incumbent indicates in writing to the Principal, the immediate supervisor, and the Superintendent that he/she no longer wishes to hold the position and the resignation is accepted in writing by the Superintendent at the discretion of the Committee, or the resignation is accepted in writing by the Superintendent subject to ratification by the Committee, (4) the incumbent is relieved of such position in writing.

E.         In the case of seasonal positions such as athletic coaching, notice of vacancy shall be made no later than ten (10) days after the vacancy occurs. Notice of discontinuance of a promotional position shall be (60) days prior to such discontinuance.  In both cases, notification shall be made by a notice placed on the teachers’ bulletin board in each school building, or during July and August, by notice that will be sent with the Superintendent’s summer letter.

F.         When a promotional position no longer exists, notice shall be given in writing to the President of the Association.

ARTICLE 11

POSITIONS IN SUMMER SCHOOL AND EVENING SCHOOL

A.        All openings for summer school and evening school positions will be adequately publicized by the Superintendent in each building as early as possible.

B.         Positions in the East Bridgewater Summer School and Evening School will, to the extent possible, be filled first by regularly appointed teachers in the East Bridgewater School System.

C.        In filling such positions, consideration will be given to a teacher’s area of competence, quality of teaching performance, attendance record, length of service in the East Bridgewater School System and previous East Bridgewater Summer School and Evening School teaching experience.

ARTICLE 12

TEACHER EVALUATION

A.        All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superior and will have the right to discuss such report with their superiors.

B.         Teachers will have the right, upon request, to review the contents of their personnel files.

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

D.        Any complaints regarding a teacher made to any member of the administration by a parent, student, or other person will be promptly called to the attention of the teacher. The teacher will then report back to the administration member receiving the complaint of the action taken in regard to the complaint. If the complaint results in disciplinary action against the teacher, the teacher will have recourse to Grievance Procedure.

E.         The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance.  If a teacher is to be disciplined or reprimanded by the Superintendent or his/her designee in the Central Administration, however, he/she may request a representative of the Association to be present. It is understood that employees have the right to representation in investigatory hearings (interviews).

F.         No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. The Committee retains its right under the statutes in the matter of annual appointment of teachers without professional status.

G.       Any teacher without professional status relieved of his/her duties in the East Bridgewater School System will have the right, upon request, to a hearing before the Committee no later than 14 days after receipt by the Committee of such request. Rights to a hearing will terminate automatically if the Committee has not received a request for such a hearing within 14 days of the date of the notification to the teacher that dismissal procedures are contemplated. This hearing will be in addition to any rights of grievance that the teacher may have.

H.        No teacher will be relieved of a promotional position unless notified in writing thirty days before the position is publicized to the teachers as set forth in Article 10, Section 8.

I.         Any teacher, except coaches of spring season sports, relieved involuntarily of a promotional position as defined in Article 10, Section A of this contract must be so notified, in writing by April 15.  Spring coaches must be notified, in writing, by July 1. Said teacher will have the right, upon request, to a hearing before the Committee no later than fourteen (14) days after the receipt by the Committee of such request. Rights to a hearing will terminate automatically on May 15, (August 1 for spring coaches), in cases where no request has been filed.  This will be in addition to any rights of grievance that the teacher may have.

J.         The evaluation system currently in effect shall herein be incorporated by reference.

ARTICLE 13

TEACHER FACILITIES

A.        Each school will have the following facilities:

1.         A teacher workroom containing adequate equipment and supplies to aid in the preparation of instructional materials.

2.         An appropriately furnished room to be reserved for the use of the teachers as a faculty lounge. To the extent possible said room will be in addition to the aforementioned teacher workroom.

B.         The Association and/or its members will have the right to use school buildings without cost for meetings at the discretion of the Building Principal, and provided that custodial and cafeteria services are not required. The Principal and Head Custodian of the building in question will be notified in advance of the time and place of all such meetings and the person responsible for such meetings.

C.        There will be one bulletin board in each building, which will be placed in the faculty lounge, upon which notices, circulars, and other Association material may be displayed.

Copies of all such material will be given to the Building Principal, but his/her advance approval will not be required.

D.        Directors shall have a room of adequate size equipped with desks, filing cabinets, and other necessary working and storage facilities.

E.         In all the foregoing cases the preceding conditions will be met unless conditions dictate that other use of such rooms will serve better the educational programs as determined by agreement between the Association and the School Committee.

ARTICLE 14

SICK LEAVE

A.            1.        Each teacher will be entitled to fifteen (15) sick leave days each year as of the first official day of said school year, whether or not they report for duty on that day. Sick leave days may be accumulated from year to year to an unlimited number.

2.        Persons who are unable to perform their professional duties because of incapacitation by illness or injury or because of the order of a physician are eligible for such leave benefits, to the extent to which persons are entitled to such benefits through the provisions of this article. For purposes of this article “the order of a physician” shall mean the unequivocal statement of a duly licensed medical doctor that the performance of the professional duties of the individual would result in injury to the health of the individual.

B.        A sick leave bank shall be established whereby teachers with at least one full year of employment in the East Bridgewater Public Schools may choose to participate. During the life of the contract, there will be no contribution of days to the bank except for new joiners to the bank and except if the bank falls below a total of three hundred (300) days.  Teachers who have protracted illness and who have used up the sick leave to which they are entitled, may apply to draw on the bank.  The operation of the bank and the withdrawals there from shall be carried out in accordance with the following guidelines:

1.         All deposits to the sick leave bank are to be voluntary.

2.         All deposits must be in writing no later than October 15 each year.

3.         Any teachers joining the staff after the opening of school will have thirty (30) days in which to contribute to the bank if they so desire.

4.         Only those who deposit to the bank may be permitted to withdraw from the bank.

5.         All written requests for withdrawal from the bank must be accompanied by the reason, and approval will be made by a committee of three (3) members designated by the Association, the Sick Leave Bank Committee.

6.         The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave:

a.         adequate medical evidence of serious illness,

b.         prior utilization of all eligible sick leave,

c.         propriety of use of previous sick leave.

7.         The number of days requested from the bank must be specified at the time of initial request. It may not exceed thirty (30) days.

8.         Any request for extension of days after the initial request from the bank will be reviewed by the Sick Leave Bank Committee and granted accordingly.

9.         No days may be withdrawn from the sick leave bank for use by any other reason than illness.

10.       If the sick leave bank falls below three hundred (300) days, the bank shall be renewed by the contribution of one (l) additional day of sick leave by each member of the sick leave bank.  A maximum of two (2) days per year may be contributed.

11.       The number of days left in the bank will be cumulative from year to year.

C.        Teachers may use sick leave days to care for sick members of the immediate family who are living in the household.

The intent of this provision is to cover short-term family needs arising out of illness. It is not to compensate a teacher for being a long-term caretaker for an ill family member. In the event a disagreement arises over the application of this Section, it shall be resolved by a joint committee consisting of two (2) persons appointed by the School Committee and two (2) persons appointed by the Association. The decision of the joint committee will be final and binding and not subject to grievance-arbitration.

D.        1.         A teacher may use sick leave benefits during the period of physical disability associated with pregnancy, childbirth, and recuperation therefrom.

2.         Such use of sick leave benefits shall be allowed (l) only to the extent to which the teacher has accumulated such benefits, and (2) only during that period of time for which appropriate medical evidence is provided to the effect that the teacher is physically unable to perform her professional duties.

3.         A teacher who intends to make use of sick leave benefits under this section shall notify the Building Principal in writing of her leave-taking intentions, including anticipated dates of such leave, as soon as pregnancy has been determined.

4.         Continued employment will normally be possible until the individual and her medical advisor shall determine that said employment must terminate due to the physical condition of the individual, or until the teacher is unable to perform her duties competently.

5.         The East Bridgewater School System and its officers, collectively and individually, shall in no way be held liable for any detrimental effects upon the teacher or child by virtue of the continued employment of the teacher.

6.         The teacher shall return to work when she so determines with the support of appropriate medical evidence submitted by her medical advisor.

7.         Examples of implementation of this section:

Ex. A. In a normal pregnancy and delivery, a teacher wishes to work as long as possible and to return as soon after delivery as possible. Based on appropriate medical evidence, the teacher is absent from work for 21 days. The teacher has accumulated 35 days. Therefore all days of absence are paid through sick leave.

Ex. B.  Same as above, except that teacher has accumulated only 17 days. Therefore only 17 of 21 days are paid.

Ex. C.  Due to complications, a medical advisor orders the teacher to leave work in the early stages of pregnancy. Clearly the period of disability will thus be a long one. The teacher will receive sick leave benefits up to accumulation of such benefits, or until the teacher returns to work, whichever comes first.

Ex. D.  A teacher submits evidence of disability for a period of 30 days, but elects to remain at home for a period of 60 days. The sick leave accumulation is 75 days. Sick leave benefits would be paid for 30 days, the period of actual disability.

8.                   Teachers will be informed of a telephone number which they may call one hour before the reporting time of the school to which they are assigned or 7:00 a.m., whichever is earlier, to report their unavailability for work. The teacher must then notify the Principal, preferably by 3:00 p.m. on the day before returning, but definitely by the time above on the day of returning. Any teacher who knowingly will be unavailable for work and does not so inform the proper individual assigned to receive such notification of absence on or before the stated times of the day of his/her absence shall have 1/183.5 of his/her yearly salary deducted from his/her next paycheck, if there is time to notify the Town Treasurer of such deduction. If not, said amount shall be deducted from the paycheck following.

The above mentioned deduction will not apply to any teacher who does not know of his/her absence one hour before the reporting time of his/her assigned school on the day of said absence.

ARTICLE 15

TEMPORARY LEAVES OF ABSENCE

A.       Teachers will be entitled to the following temporary leaves of absence with pay each school year:

1.           a.       Personal Reasons: A full time employee may be allowed a total of two days’ absence each school year without the loss of pay for reasons approved by his/her Principal, with such approval not being unreasonably withheld. Such approval shall be granted for the following reasons: l/Business, 2/Family obligations, 3/Legal, 4/Personal, 5/Religious. When an employee requests one of these days he or she must refer to one of these categories. Application for personal leave must be made at least twenty-four hours before taking such leave except in the case of an emergency. If a personal day is needed and it extends a vacation period, the School Committee shall rule on its validity.  Factors to be considered by the teacher in making application for personal leave and by the Principal in considering such application will be the degree of obligation involved, the possibility of postponement of the situation, and the effect upon the school program. These days may be taken in half-day portions.

Teachers whose religious practices are not reflected in the design of the school calendar shall be granted one personal day for each day of absence required for attendance at obligatory holy days, up to a maximum of 3 such days.

b.        Personal Reasons: A full time employee may be allowed two day’s absence each school year without the loss of pay and without the approval of the Principal. Application for said personal leave (hereinafter referred to as a “1b personal day”) must be made at least twenty-four (24) hours before taking such leave. Furthermore, this personal leave may not extend a vacation period and no more than three (3) full time employees per building may take a “1b personal day” on any given school day.

2.         At least one day for the purpose of visiting other schools or attending meetings or conferences of an educational nature with the approval of the Superintendent and Principal.

3.          a.    Time necessary for Association representatives to attend local, county, state and national association business, at which persons covered by this contract would be attending in an official capacity with the advanced approval of the Superintendent. The number of representatives to be determined by consultation between the Committee and the Association.

b.    Association members who are required as witnesses for arbitration or similar procedures with the State Board will be excused by the Superintendent or his/her designee.

4.    Up to five days at any one time in the event of death or impending death of a teacher’s spouse, former spouse, son, daughter, mother, father, brother, sister, grandmother, grandfather, spouse’s grandmother or grandfather, grandchild, mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law or anyone residing in the same household.

5.    A maximum of thirteen days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or National Guard, provided such obligations couldn’t be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay, which they receive, from the State or Federal Government. Thirty days’ advance notice must be given the Superintendent, if possible.

6.    In the event that any teacher is required to perform and does perform jury service, the teacher shall be compensated the difference between compensation received from performing such service and the teacher’s regular salary, provided the teacher furnished appropriate evidence from the court of such service, and has made every effort to schedule such service during a school vacation.

B.        Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled.

ARTICLE 16

EXTENDED LEAVES OF ABSENCE

A.        Maternity leave of up to three years will be granted to teachers with professional teacher status in units of one year, renewable annually to a total of three, without pay or increment. Teachers without professional teacher status will be granted maternity leave consistent with G.L. c. 149, section 105D and consistent with the Family and Medical Leave Act. A teacher who becomes pregnant shall notify her Principal in writing as soon as pregnancy has definitely been determined. Continued employment will normally be possible until the individual and her medical advisor shall determine that said employment must terminate due to the physical condition of the individual, or until the teacher is unable to perform he duties competently.

The East Bridgewater School System and its officers, collectively and individually, shall in no way be held liable for any detrimental effects upon the teacher or child by virtue of the continued employment of the teacher. The teacher shall return to work when she so determines with the support of appropriate medical evidence submitted by her medical advisor.

This article is in accord with the Acts of the Massachusetts General Court, Acts of 1972, Chapter 790, amended Chapter 149 of the General Laws, inserting after Section 105a, Section 105d, and the Equal Employment Opportunity Act, April, 1972, as it amends Title 7 of 1964.

Adoption leave of up to three years will be granted in units of one year, renewable annually to a total of three, without pay or increment.

B.         A leave of absence without pay or increment of up to one year will be granted for the purpose of caring for a sick member of the teacher’s immediate family (mother, father, wife, son, husband, daughter, relative living in the same household). Additional leave may be granted at the discretion of the Committee.

C.        After five years continuous employment in the East Bridgewater School System, a teacher may be granted a leave of absence, without pay, for up to one year for health reasons.  Additional leave may be granted at the discretion of the Committee. Requests for such leave will be supported by appropriate medical evidence.

D.        Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level, which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of three years.

E.         A leave of absence without pay of up to two years will be granted to any teacher who joins the Peace Corps or serves as an exchange teacher or an overseas teacher, and is a full-time participant in any of such programs. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent. A leave may not be taken under this section more than once every ten years.

F.         Educational leave of absence may, at the discretion of the Committee, be granted up to two years.  The person granted the leave shall be paid the difference between the substitute and the teacher’s regular pay schedule. During the year of educational leave, the teacher will have the choice of receiving the appropriate payment in one lump sum payment by December l of the year of educational leave or in bi-weekly payments.

G.        In the event of extended leaves of absence as specified above, a teacher shall have restored to him/her upon his/her return:

1.         His/her place on the salary schedule, commencing with the next highest step from that at which he/she was at the time his/her leave of absence commenced (except in the cases of Section D and E above).

2.         His/her unused accumulative sick leave.

H.       Upon his/her return from a leave of absence, a teacher will be assigned to the most nearly equivalent position which is available at the time of his/her return and for which he/she is qualified. Notification of intent to return must be made to the Superintendent not later than March l of the academic year prior to the proposed year of return. Returns from such leave may take place only at the start of an academic year unless otherwise agreed by the teacher and Superintendent.

I.         All requests for extensions or renewals of leaves will be applied for and granted in writing.  The Committee is under no obligation to grant such extensions or renewals.

J.         A teacher employed as a replacement for a teacher on any leave of absence shall have this condition of employment so stated on his/her contract.

ARTICLE 17

SABBATICAL LEAVE

A.        After seven years of service in the East Bridgewater School System the teacher shall become eligible for sabbatical leave.

B.         Sabbatical leave shall be:

1.  One full year at one-half of the teacher’s academic pay (exclusive of extra-compensation assignments) for the purpose of advanced study in a recognized degree program, or

2.   One full year at one-third of the teacher’s academic pay for the purpose of holding public office, or for serving a state or national professional association in an official capacity.

3.   One full year at one-fourth the teacher’s academic pay for the purpose of employment which will enhance the teacher’s professional background as determined by the Superintendent and the Committee.

C.        No more than two persons shall be granted sabbatical leave from the school system in any one year.

D.        Prior to the granting of sabbatical leave, a teacher will enter into written agreement with the Committee that upon termination of such leave, he/she will return to service in the East Bridgewater School System for a period equal to twice the length of the leave. In default of completing such service, he/she shall refund to the Committee an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered, unless such default is due to illness, disability, discharge, death, or other circumstances beyond the control of the individual.

E.         Sabbatical leaves will be granted by the Committee on the basis of seniority and/or the value of the teacher’s proposed sabbatical program to the educational system.

F.         Requests for sabbatical leaves must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent no later than October 31, and action must be taken on all such requests no later than December 31 of the school year preceding the school year for which the sabbatical leave is requested.  Such approval is contingent upon the teachers acceptance into the appropriate program.

G.       The amount of money paid the teacher on sabbatical leave will be granted in addition to any stipend or compensation received by the teacher from other sources. Payment will be made according to the regular payment plan employed by the system.

ARTICLE 18 SUBSTITUTE TEACHERS

A.        1.    Positions which will be vacant for at least one (l) semester will, to the extent possible, be filled by personnel who have met the State Certification requirements.

2.    Individuals who fill positions which will be or which become vacant for at least one (1) semester will be entitled to proportional benefits of this contract.

B.        Provisions for classroom instruction in the event of a teacher absence and the non-availability of substitute teachers:

In the event that a competent substitute cannot be obtained the Principal may utilize a teacher during that teacher’s unassigned periods to provide instruction for the classes of the absent teacher. Teachers so assigned will be compensated at the rate of $23.00 per period. No teacher will be required to substitute for more than one (1) period per week, but may volunteer to serve more often.

ARTICLE 19

PROTECTION

A.        Teachers will immediately report all cases of assault suffered by them in connection with their employment to their Principal in writing.

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

C.        The School Committee and the Association acknowledge in this contract, for informational purposes only, that Chapter 258 of the General Laws of the Commonwealth of Massachusetts provides protection from liability for employees while said employees are acting within the scope of their duties.

ARTICLE 20

PERSONAL INJURY BENEFITS

A.       Whenever a teacher is absent from school as a result of personal injury caused by an accident or assault occurring in the course of his/her employment, the teacher will be paid full salary (less the amount of Workmen’s Compensation award made for temporary disability due to said injury) for the period of such absence. Such absence will not be charged to annual or accumulated sick leave for the first thirty (30) workdays.  After the thirty (30) day work period, the Committee shall pay the same difference in pay of what Workers’ Compensation pays and what the teacher earned on a daily basis; however, the teacher will lose that percentage of what the School Committee pays in sick days.  Reduction in sick leave will be pro-rated in half day increments.

ARTICLE 21

INSURANCE AND ANNUITY PLAN

A.        1.    The School Committee agrees that it will pay 80 per cent of SMHG HMO health insurance.  Any changes in said plan will be negotiated prior to implementation.

2.    The School Committee further agrees that it will pay fifty percent (50%) of the cost of the Blue Care Elect health plan, the group life insurance, and the group dental plan.

3.   Any claims or disputes concerning eligibility for or payment of benefits under any of said insurance plans shall be determined in accordance with the applicable insurance policies and contracts and shall not be subject to the grievance procedure of this Agreement.

4.   If any claims or disputes arise relevant to the terms of Section l & 2 above any legal action must be taken against the Town of East Bridgewater.

5.  Further it is understood that any increase in benefits need not be negotiated.

B.         1.       Teachers will be eligible to participate in a “tax sheltered” Annuity Plan established pursuant to United States Public Law No. 87-370.

2. Payroll deductions for the purpose of participating in an Annuity Plan as described in Bl above shall be made throughout the contract year according to the request filed with the Superintendent’s Office before September 30 of that year. One change during the school year shall be allowed in the teacher’s annuity related payroll deduction provided a written request is filed with the Superintendent by January 15 to be effective February 15. No subsequent changes shall be allowed until the following August 31.

ARTICLE 22

ACADEMIC FREEDOM

A.        The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it has significant bearing upon the quality and character of the system or insofar as it relates to the teacher’s professional effectiveness.

B.         Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher (provided such activities do not take place during his/her working hours) will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

ARTICLE 23

PROFESSIONAL DEVELOPMENT AND IMPROVEMENT

A.    In order to progress from one period to a higher period in the same vertical track or to advance horizontally on the salary schedule, each teacher must successfully obtain credit.

1.         Credit for vertical movement to a higher period in the same vertical track of the salary schedule shall be defined as credits earned at a college or university accredited by the United States Department of Health, Education and Welfare or credits awarded by the Committee.  These credits will be in addition to any credits earned toward certification.

2.         Credit for horizontal movement shall be defined as in Sub­section Al above.

3.         In order to progress vertically on the salary schedule from Period A to Period B, Period B to Period C      Period C to Period D, and from Period D to Period E, a teacher must present evidence of successful completion of six semester hours or eight quarter hours of credit earned or awarded in one or a combination of the following manners:

a.         For courses taken at a college or university which have been approved for credit by the Staff Council in response to a request made by the teacher. If possible this request will be made prior to the teacher’s having enrolled in such course or courses.

In the matter of such course approval, the Staff Council shall have binding authority.

b.         For courses offered by agencies other than colleges and universities which have been approved for credit by the Staff Council in response to a request made by the teacher. If possible this request will be made prior to the teacher’s having enrolled in such course or courses. Before granting such approval, the Staff Council or its designee(s) shall have consulted with the School Committee on the matter of approving said courses.

c.         By virtue of in-service credits awarded to the teacher by the School Committee, in keeping with past practice. In the matter of awarding such credits the School Committee shall exercise exclusive and binding authority.

d.         For purposes of horizontal movement on the salary schedule to tracks for which no degree is required, credits shall be the same as those required for vertical movement, except that the “not agency” limit of Section g shall not apply.

e.         The failure of a teacher to comply with this requirement will result in the withholding of his/her increment.

f.          Of the six (6) credits required as stated above, no more than three may be accumulated from those awarded to a teacher by the Committee. (These credits shall be awarded according to past practice for such things as participation in in-service training programs, service on committees, etc.)

g.         Of the six (6) required credits for vertical movement, at least three (3) shall be earned at a college or university, and not be agency courses.  The Committee shall pay for three (3) of these six (6) credits, and the teacher will identify to the Superintendent the course being submitted for reimbursement.

h.        Reimbursement will be made to the teacher, if applicable under Sub­section g above, with the first warrant following presentation by the teacher of evidence of the successful completion of six credits.

4.         Credits awarded by the Committee pursuant to this article shall be simultaneously applied to both vertical and horizontal movement on the salary schedule, except horizontally to those tracks for which an earned degree is required.

5.         Any teacher who has already met previous longevity requirements shall be automatically put on the proper step.

B.        Effective September 1, 2006:

1.        The School Committee shall reimburse teachers for the cost of one college course per fiscal year (July 1 - June 30) up to $1,000. Teachers will become eligible for a reimbursement in the year after they have completed three (3) consecutive full years of service in East Bridgewater. Courses related to the employee’s area of teaching responsibility, courses needed for maintaining certification, or courses needed in a degree program shall be approved. All other courses must be approved by the Superintendent of Schools.

2.         Notwithstanding the provisions of Section B.1. above, the maximum amount to be expended by the School Committee for such course reimbursement shall not exceed $30,000 during any fiscal year. Reimbursement will be given on a first-come-first-served basis.

3.   Said course reimbursement shall be in addition to any reimbursement already paid in Section A.3.

C.        It is understood that reimbursements to teachers under sections A and B above will include tuition and course-related fees (i.e., not including books or parking fees), up to a maximum of $850.00 per course in 2008 – 2009, $900.00 per course in 2009 – 2010, and $950.00 per course in 2010 – 2011.

D.        Documentation for reimbursement under section A, 3 above must be submitted within six months of the completion of the second course which is being taken for vertical advancement to a new “Period” under the terms of section A, 3 and documentation for said reimbursement must be submitted no later than the time that the paperwork needed to move vertically on the salary scale is submitted.

ARTICLE 24

CONSULTATION PROCEDURE

A.       The Committee and the Association desire to encourage the active participation of teachers in the development and implementation of the best possible educational programs for the school children of East Bridgewater, including State and Federal Aid programs.

The Association shall have a Standing Committee or Staff Council which may make recommendations to the Superintendent or his/her assistant in regard to such programs. The Superintendent or his/her designee shall acknowledge and review such recommendations and meet periodically with the said Standing Committee to discuss them. The Association and/or the Superintendent may, if it so desires, utilize the services of experts and consultants and may call upon such persons to participate in said meetings.

ARTICLE 25

JOINT RESEARCH DURING NEGOTIATIONS

A.       A joint fact-finding committee consisting of three members appointed by the Professional Negotiations Committee of the Association and three members appointed by the Committee may be established for the purpose of investigating and collecting facts pertinent to the resolution of problems arising in negotiations.

ARTICLE 26

STRIKES AND PUBLIC PRESSURE

A.        As stated in 9A, Chapter 150E, it shall be unlawful for any employee to engage in, induce, or encourage any strike, work stoppage, slow down or withholding of services by such employees.

B.         In connection with any negotiations held pursuant to the reopeners set forth in the Duration article of this contract dated September 1, 2008, said negotiations shall be conducted without threats of sanctions, threats of strikes or any other public pressure by either party until mediation, fact-finding, and any other statutory impasse procedures have been exhausted.

ARTICLE 27

DUES DEDUCTION

A.        The Committee agrees to instruct the Town Treasurer to deduct, as permitted by the General Laws of Massachusetts, from the salaries of its employees dues for the East Bridgewater Education Association, Plymouth County Education Association, Massachusetts Teachers Association or the National Educational Association, as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to such association or associations. Teacher authorizations will be in writing in the form set forth below:

DUES AUTHORIZATION CARD

Name __________________________________________________________________

Address ________________________________________________________________

I hereby request and authorize the East Bridgewater School Committee to deduct from my earnings and transmit to the associations checked below an amount sufficient to provide regular payment of the membership dues as certified by such association in monthly payments throughout the months of October through June and for succeeding years. I understand that the Committee will discontinue such deduction for any school year only if I give the Committee sixty days advance written notice to do so. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the Committee and all of its officers from any liability thereof.

Teacher Organization:

East Bridgewater Education Association

Plymouth County Education Association

Massachusetts Teachers Association

National Educational Association

Date______________________ Teacher’s Signature __________________________________

B.         Each of the associations named in Section A above will certify to the Committee in writing the current rate of its membership dues. Any association which will change the rate of its membership dues will give the Committee thirty days’ written notice prior to the effective date of such change.

C.        Deductions referred to in Section A above will be made in installments, as determined by the payroll officer of the Committee (or his/her designee) and the Treasurer of the Association (or his/her designee), on the first pay day of each month starting in October and continuing for a total of nine payments. The Committee will not be required to honor for any month’s deduction any authorizations that are delivered to it later than two weeks prior to the distribution of the payroll from which the deductions are to be made.

D.        In order to provide a tax-sheltered annuity plan and/or a payroll savings plan, the Committee agrees to allow employees who enroll in such plans to have specified amounts deducted from their compensation. Such individuals will agree to assume any additional expense involved.

E.          Any teacher desiring to have the Committee discontinue deductions he/she has previously authorized must give the Committee and the Treasurer of the Association sixty days’ advance written notice.

ARTICLE 28

RETIREMENT

A.        The purpose of this article is to provide an Early Retirement Incentive.  A teacher, upon retirement after having served ten (10) or more years in the system in a pay status (years not on leave or sabbatical), and whose age does not exceed sixty-five (65), will receive a stipend to be equal to one-third (1/3) of Step 11, Masters Degree Column. For Nurses, the stipend will be equal to one-third (1/3) of Step 6.

1.         Notification will be given by the teacher by December 1 of the school year in which he/she plans to retire.

2.         Payment will be made by August 1 unless at the time of notification of retirement the teacher otherwise requests as follows: A teacher may request deferral of all or any portion of the payment to a time from January 1st to 15th. Such requests will be honored unless the Committee concludes that a failure to pay before June 30th creates too high a risk of compromising educational programs in the following fiscal year.

B.         Teachers considering retirement should do so at the end of an academic year unless health or legal considerations do not permit this.

C.        A teacher who has served ten (10) or more years in a pay status, and who is laid off and not recalled, shall be entitled to the stipend set forth in Section A above, at the expiration of the recall period.

D.       Regardless of whether a teacher qualifies for benefits under this Article, any teacher who is retiring will, to the extent possible, notify the Superintendent in writing of this fact not later than December 1 preceding the effective date of retirement.

ARTICLE 29

REDUCTION IN FORCE

A.       Definitions (for purposes of this article)

1.         Seniority - Seniority shall be defined as length of continuous service in years, months, and days commencing with the first day of employment (not hiring) in a professional position represented by the Association. In the event of a tie, the level of professional preparation (total degrees and credits in accordance with the appropriate provisions of Articles 23 and 30) will determine seniority.  In the event of further ties, the total number of years of teaching experience will determine seniority. In the event of a tie beyond that, the date of the School Committee vote of appointment to a bargaining unit position will determine seniority.

2.         Certification - Certification shall mean official credentials approved by the Massachusetts Department of Education, Bureau of Certification, on file with the Office of the Superintendent of Schools.

3.         Qualified - Qualified shall mean that the teacher (l) holds a valid certificate in the discipline; and (2) that the teacher shall have been reappointed or recommended for reappointment on at least one occasion in that discipline, or has written evidence of at least one year’s successful experience in that discipline such as an evaluation.

4.         Leaves of Absence - Extended leaves of absence provisions in this agreement and/or approved by the School Committee shall not be deemed to interrupt continuous service. Such leaves will not be counted toward seniority except where specified in Articles 16 and 17 of this agreement or where required by applicable state statute. Teachers on leaves of absence shall be subject to reduction in force as though they were currently serving on active duty.

5.         Disciplines - Disciplines shall be defined as follows:

Elementary (Grades K-8)*

Secondary (Grades 7-12)

a.      English

b.     Science (with appropriate subject area certification)

c.    Math

d.    Social Science

e.   Language (with appropriate subject area certification)

f.    Business

g.    Industrial Arts h. Home Economics

*7th and 8th grade teachers who are secondary certified only, will appear on the seniority list of the appropriate secondary disciplines.

System Wide (Grades K-12)

a.    Art

b.    Music

c.   Physical Education

d.    Special Needs Speech

e.    School Nurses

f.    Chapter I Teacher

g.    Health

Elementary Counselor (Grades K-8)

Secondary Counselor (Grades 7-12)

Special Needs

a.  Elementary Moderate Needs (Grades K-8)

b.  Secondary Moderate Needs (Grades 7-12)

c.   Elementary Severe Needs (Grades K-8)

d.  Secondary Severe Needs (Grades 7-12)

Reading Specialist

Math Specialist

Media Specialist

Middle School Curriculum Specialist

B.        Insofar as possible, normal attrition will be used whereby teachers who retire, resign, are dismissed, or die will not be replaced on a temporary or permanent basis by a person outside the bargaining unit if there are teachers who are certified in the affected discipline who could otherwise be subject to layoff.  Teachers not under regular contract will be laid off first.

C.        In case of reduction in the teaching staff, a teacher with professional teacher status shall not be laid off if there is a teacher without professional teacher status employed whose position the tenured teacher is certified to fill.

D.        In the event that layoffs are necessary, teachers with professional teacher status currently teaching within the affected disciplines shall be laid off in the inverse order of seniority with the following exception.

The Committee, upon the recommendation of the Superintendent, may retain a more junior employee if this variance from seniority would demonstrably and substantially better serve the academic interests of the school system. In such a case, the person to be laid off will be the next most junior employee.

E.         Teachers who have been reached for layoff within the affected discipline in accordance with Section D will be allowed to bump teachers with less seniority in other disciplines in which they are qualified. If a teacher is qualified in more than one discipline, the teacher will bump the most junior employee.

F.         Seniority List - The Superintendent of Schools, by September 30 of each school year, will post a seniority list by their present discipline of all professional personnel represented by the Association.

Personnel will appear only once on the seniority list. The aforementioned seniority list will be forwarded to the President of the Association and posted in all buildings. Teachers with the greatest seniority (as previously defined) will be listed first in each discipline; teachers with the least amount of seniority will be placed last on the list. The list shall be deemed to be accurate unless challenges to its accuracy are submitted, in writing, to the Superintendent within thirty (30) days from the publication of the list. Unresolved challenges to the seniority list will be subject to the grievance procedure beginning at the Superintendent’s level.

G.        Notification - Written notification of pending layoff will be completed as soon as possible.

H.       Recall

1.        A laid-off teacher shall have recall rights for two (2) years after the effective date of the layoff.

2.         Laid-off teachers will be recalled to vacancies occurring in their layoff discipline in reverse order of layoff out of that discipline, i.e., last out, first in, subject to their ability to teach the required subject matter. Teachers on layoff will also be given due consideration prior to new applicants for job openings in other disciplines in which they are qualified or certified provided there are no current faculty members on layoff from such disciplines.

3.         Vacancy means any opening in a full or regular part-time position in the bargaining unit that will last longer than half a school year and is expected to last the remainder of the school year.

4.         Notification of recall shall be by certified or registered mail, return receipt requested, sent to the last home address listed in the teacher’s personnel folder. It shall be the responsibility of the personnel on the recall list to inform the Office of the Superintendent of Schools, in writing, of any changes in address. Any teacher who does not file an acceptance in writing of the recall with the Superintendent within 14 calendar days of the mailing to said last home address shall lose all recall rights. A teacher refusing a position that is not equivalent in hours and salary to the position held immediately prior to layoff will not be dropped from the recall list. A teacher accepting a position that is less than equivalent, will still retain his/her position on the recall list should an equivalent position become available. Teachers on the recall list shall have priority in filling vacancies as hereinbefore set forth. No new personnel, except on a temporary substitute basis, shall be hired to fill such vacancies until all appropriate teachers on the recall list have been offered the vacancy pursuant to the provisions of this Section H.

5.         Teachers on the recall list shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of the layoff, provided, however, that the teacher pays the entire cost of such insurance pursuant to the requirements of the insurance carrier, and there shall be no contribution by the Committee or the town for such teacher’s insurance.

6.         Upon return to full or regular part-time employment from the recall list, the School Committee will restore to the teacher all appropriate benefits, including professional teacher status, that had been accumulated at the time of his/her layoff. While on the recall list, no teacher will be entitled to any of the contract benefits or financial compensations available to teachers on active duty.

7.        It is understood that employees laid off under the provisions of this agreement will be covered by the recall provisions of this agreement and any changes in the recall provisions negotiated in a subsequent agreement will not affect the laid-off employees.

I.                   Reduction in Force

The terms of this article pertain only to teachers with professional teacher status.

ARTICLE 30

SICK LEAVE BUY BACK

A.        Effective September 1995 at the High School and fifth grade of the Middle School* and September 1996 at the rest of the Middle School and at the Central School, teachers will be credited with a maximum of five (5) days of unused sick days per year accrued after those dates toward the sick leave buy back. These days shall be known as “buy back days.” If a teacher with at least ten (10) years in the system in pay status suffers one discrete illness or injury that, pursuant to appropriate medical documentation, requires that teacher to miss ten (10) or more days in any school year, said teacher may elect to surrender days from accrued sick leave toward the five (5) day buy back credit.

*High School and fifth grade Middle School teachers who so elect may, in lieu of receiving credit for buy back days for school year 1995-96, be paid a one time bonus payment of $150.

B.         Upon a teacher’s final and permanent employment separation from the school system (not just the bargaining unit) for any reason other than termination for cause consistent with any applicable statutes and collective bargaining agreements, that teacher, so long as he/she has at least ten (10) years in the system in pay status when so separated, will be compensated for up to a maximum of twenty-five (25) buy back days at a rate of his/her salary at time of separation. In the case of teachers first employed after the end of school year 1995-96, fifteen (15) such years of pay status shall be required for eligibility for payment. In the event death is the reason for the teacher’s separation, the buy back will be paid to the teacher’s estate.

C.        Buy back day payments will be made as follows:

1.         Payment will normally be made before August 1 of the fiscal year following the fiscal year of separation.

2.   If in the good faith judgment of the School Committee payment of all pending claims as described above will, because of shortage of budgeted funds, compromise the educational program, payments may be deferred until one or the other or both of the next two fiscal years. In the event of any such need for deferral, the priority of payments in any fiscal year shall be as follows:

a.         first priority to deferrals, if any, from a prior fiscal year;

b.         second priority to involuntary separations;

c.         third priority to voluntary separations where the teacher gave written notice of intent to resign by February 1 of the fiscal year preceding the fiscal year of separation;

d.         last priority to all other separations.

ARTICLE 31

EMPLOYMENT AND COMPENSATION I

A.        The salaries of all persons covered by this contract are set forth in this article.

B.         Teacher Employment

1.         Full credit will be given for previous outside teaching experience upon initial employment. Effective September 1, 1997, initial placement on the salary schedule shall include credit for all outside teaching experience. Notwithstanding the above, the administration may increase or reduce that credit for up to and including three (3) years. Example: A teacher with four (4) years of outside experience, in addition to being initially employed at Step 5, may also be initially employed at Steps 8, 7, 6, 4, 3, or 2. The teacher shall then progress sequentially one step each school year until reaching maximum.

2.         One year of teaching experience is equal to one step on the salary schedule.

3.         The East Bridgewater School Committee may grant salary credits for experience or specialized abilities other than actual teaching experience, to meet special needs of the system and/or to be competitive with other systems in hiring.

a.         The granting of such credit must be recommended by the administration and must be made effective by agreement between the Committee and the Professional Negotiations Committee of the Association. It shall be incumbent on the Professional Negotiations Committee to make its representatives or their designees available for consultation in this regard at any time during the calendar year within 24 hours of the notice from the School Committee.

b.         A prospective teacher who has had experience related to teaching or who possesses specialized abilities needed by the school system may apply for extra salary credit. No more than five years’ credit shall be granted under this classification and no more than one year’s credit shall be granted for each year’s experience.

c.         Any teacher who receives extra salary credits under Part b must receive his/her teaching certificate within two years of his/her date of employment.

d.         The granting of salary credits under Part b shall not place an individual above step 10 on the salary schedule.

e.         This policy shall become effective on the execution date of this agreement and shall not apply retroactively.

f.           In the case of candidates being considered pursuant to this section, the Committee must negotiate these cases, before hiring, with the Professional Negotiations Committee of the Association.

C.        Termination of Position

The procedure for resigning from any position shall be the following:

An official letter of resignation shall be sent to the Principal(s) involved, and/or immediate supervisor, the Superintendent and the School Committee.

D.        Methods of paying teachers working less than a 12 month work year include: Option I, equal installments to be paid bi-weekly, beginning in September through June inclusive; Option II, the teacher’s salary will be paid at the rate of 26 equal payments, beginning in September through June inclusive. The teacher will be paid on the same dates as in Option I. Monies due following the last payment in June will be paid before July 1, in a lump sum. Teachers must notify the Superintendent’s Office before August l if Option II is desired. The absence of such notice will automatically put the teacher under Option I.

New teachers hired after August l will have both options open to them. In these cases a decision must be reported to the Superintendent no later than September l.

The teacher’s choice of method of payment shall be irrevocable during the course of the work year, but may be revised annually within the method described above.

E.         All teachers will be placed on schedule according to their years of service and level of professional preparation. These and other criteria listed elsewhere in this contract will be the only considerations in determining the amount of compensation to be received from the East Bridgewater School Committee.

F.         Teachers who write articles published in educational magazines may be given credit not to exceed one year on the salary schedule at the discretion of the Committee after consultation with the Staff Council. This credit will be applied at any point in the schedule.

G.        Teachers who have a book published which constitutes a significant contribution to education may be given credit to be not less than two years on the salary schedule at the discretion of the Committee after consultation with the Staff Council. This credit will be applied to any point in the schedule.

H.       In the event a teacher presents documentary evidence of successful completion of courses taken at a college or university, or semester hours of credit as described in Article 23, which would affect his/her placement on the salary schedule, said adjustment in salary will become effective on September 1 if the documentary evidence is supplied by August 1, or it will become effective no later than the first pay period in March of the given contract year if the documentary evidence is supplied by February 1. Salary advancement will not be allowed at other times of the contract year, but the salary advancement will become effective retroactively to the date on which the complete documentary evidence was submitted. Additionally, in order to advance on the salary scale, a teacher whose salary placement is likely to change at the start of or during the following contract year must give written notice of this likely change to the Superintendent no later than the preceding December 1.

I.         A regularly appointed teacher who has been employed for at least fifty percent (50%) of the school year shall be credited with a full year of teaching.

Article 31   J. Teacher Salary Schedule

FY 2011 - 2012     0% change

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

43,262

43,262

43,262

43,262

43,262

43,262

43,262

43,26 2

 

A

2

43,876

43,876

43,876

43,876

43,876

43,876

43,876

43,87 6

 

 

3

44,586

44,586

44,586

44,586

44,586

44,586

44,586

44,58 6

Frozen unless credits earned, see Art 23 A. 3.

 

4

47,810

48,834

49,854

50,883

51,916

52,937

54,988

57,73 6

 

B

5

49,413

50,432

51,465

52,490

53,501

54,540

56,590

59,41 8

 

 

6

51,017

52,039

53,061

54,093

55,109

56,142

58,191

61,10 0

Frozen unless credits earned, see Art 23 A. 3.

 

7

53,782

54,808

55,821

57,370

58,393

59,414

61,983

65,08 1

 

C

8

55,775

56,806

57,841

59,370

60,394

61,424

64,493

67,71 7

 

 

9

57,391

58,415

59,454

60,987

62,007

63,034

66,621

69,95 3

Frozen unless credits earned, see Art 23 A. 3.

 

10

57,391

62,172

62,900

64,881

65,912

66,939

70,534

74,06 3

 

D

11

57,391

65,856

66,891

68,983

70,028

71,074

74,756

78,49 3

Frozen unless credits earned, see Art 23 A. 3.

E

15

57,391

65,856

70,628

72,709

76,430

77,506

81,231

85,29 2

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years:         $ 500

After completion of 20 years:        $ 1,500

After completion of 25 years:        $ 1,700

Article 31   J. Teacher Salary Schedule

FY 2012 - 2013     0% change

Advancement to new Step will occur at beginning of school year

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

43,262

43,262

43,262

43,262

43,262

43,262

43,262

43,262

 

A

2

43,876

43,876

43,876

43,876

43,876

43,876

43,876

43,876

 

 

3

44,586

44,586

44,586

44,586

44,586

44,586

44,586

44,586

Frozen unless credits earned, see Art 23 A. 3.

 

4

47,810

48,834

49,854

50,883

51,916

52,937

54,988

57,736

 

B

5

49,413

50,432

51,465

52,490

53,501

54,540

56,590

59,418

 

 

6

51,017

52,039

53,061

54,093

55,109

56,142

58,191

61,100

Frozen unless credits earned, see Art 23 A. 3.

 

7

53,782

54,808

55,821

57,370

58,393

59,414

61,983

65,081

 

C

8

55,775

56,806

57,841

59,370

60,394

61,424

64,493

67,717

 

 

9

57,391

58,415

59,454

60,987

62,007

63,034

66,621

69,953

Frozen unless credits earned, see Art 23 A. 3.

 

10

57,391

62,172

62,900

64,881

65,912

66,939

70,534

74,063

 

 

11

57,391

65,856

66,891

68,983

70,028

71,074

74,756

78,493

 

D

12

57,391

65,856

66,891

68,983

70,028

71,074

74,756

78,493

 

 

13

57,391

65,856

66,891

69,983

71,028

72,074

75,756

79,493

 

 

14

57,391

65,856

66,891

69,983

71,028

72,074

75,756

79,493

Frozen unless credits earned, see Art 23 A. 3.

E

15

57,391

65,856

70,628

72,709

76,430

77,506

81,231

85,292

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years:        $ 600

After completion of 20 years:        $ 2,000

After completion of 25 years:        $ 3,000

Article 31   J. Teacher Salary Schedule

FY 2013 - 2014     First half = 1% Increase

Advancement to new Step will occur at second half

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

43,695

43,695

43,695

43,695

43,695

43,695

43,695

43,695

 

A

2

44,315

44,315

44,315

44,315

44,315

44,315

44,315

44,315

 

 

3

45,032

45,032

45,032

45,032

45,032

45,032

45,032

45,032

Frozen unless credits earned, see Art 23 A. 3.

 

4

48,288

49,322

50,353

51,392

52,435

53,466

55,538

58,313

 

B

5

49,907

50,936

51,980

53,015

54,036

55,085

57,156

60,012

 

 

6

51,527

52,559

53,592

54,634

55,660

56,703

58,773

61,711

Frozen unless credits earned, see Art 23 A. 3.

 

7

54,320

55,356

56,379

57,944

58,977

60,008

62,603

65,732

 

C

8

56,333

57,374

58,419

59,964

60,998

62,038

65,138

68,394

 

 

9

57,965

58,999

60,049

61,597

62,627

63,664

67,287

70,653

Frozen unless credits earned, see Art 23 A. 3.

 

10

57,965

62,794

63,529

65,530

66,571

67,608

71,239

74,804

 

 

11

57,965

66,515

67,560

69,673

70,728

71,785

75,504

79,278

 

D

12

57,965

66,515

67,560

69,673

70,728

71,785

75,504

79,278

 

 

13

57,965

66,515

67,560

70,683

71,738

72,795

76,514

80,288

 

 

14

57,965

66,515

67,560

70,683

71,738

72,795

76,514

80,288

Frozen unless credits earned, see Art 23 A. 3.

E

15

57,965

66,515

71,334

73,436

77,194

78,281

82,043

86,145

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years: $ 600

After completion of 20 years: $ 2,000

After completion of 25 years:        $ 3,000

Article 31   J. Teacher Salary Schedule

FY 2013 - 2014     Second half = 1% Increase

Advancement to new Step will occur at second half

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

44,132

44,132

44,132

44,132

44,132

44,132

44,132

44,132

 

A

2

44,758

44,758

44,758

44,758

44,758

44,758

44,758

44,758

 

 

3

45,482

45,482

45,482

45,482

45,482

45,482

45,482

45,482

Frozen unless credits earned, see Art 23 A. 3.

 

4

48,771

49,815

50,857

51,906

52,959

54,001

56,093

58,896

 

B

5

50,406

51,445

52,500

53,545

54,576

55,636

57,728

60,612

 

 

6

52,042

53,085

54,128

55,180

56,217

57,270

59,361

62,328

Frozen unless credits earned, see Art 23 A. 3.

 

7

54,863

55,910

56,943

58,523

59,567

60,608

63,229

66,389

 

C

8

56,896

57,948

59,003

60,564

61,608

62,658

65,789

69,078

 

 

9

58,545

59,589

60,649

62,213

63,253

64,301

67,960

71,360

Frozen unless credits earned, see Art 23 A. 3.

 

10

58,545

63,422

64,164

66,185

67,237

68,284

71,951

75,552

 

 

11

58,545

67,180

68,236

70,370

71,435

72,503

76,259

80,071

 

D

12

58,545

67,180

68,236

70,370

71,435

72,503

76,259

80,071

 

 

13

58,545

67,180

68,236

71,390

72,455

73,523

77,279

81,091

 

 

14

58,545

67,180

68,236

71,390

72,455

73,523

77,279

81,091

Frozen unless credits earned, see Art 23 A. 3.

E

15

58,545

67,180

72,047

74,170

77,966

79,064

82,863

87,006

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years:        $ 600

After completion of 20 years:       $ 2,000

After completion of 25 years:        $ 3,000

Article 31   J. Teacher Salary Schedule

FY 2014 - 2015    First half = 2% Increase

Advancement to new Step will occur at beginning of school year

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

45,015

45,015

45,015

45,015

45,015

45,015

45,015

45,015

 

A

2

45,653

45,653

45,653

45,653

45,653

45,653

45,653

45,653

 

 

3

46,392

46,392

46,392

46,392

46,392

46,392

46,392

46,392

Frozen unless credits earned, see Art 23 A. 3.

 

4

49,746

50,811

51,874

52,944

54,018

55,081

57,215

60,074

 

B

5

51,414

52,474

53,550

54,616

55,668

56,749

58,883

61,824

 

 

6

53,083

54,147

55,211

56,284

57,341

58,415

60,548

63,575

Frozen unless credits earned, see Art 23 A. 3.

 

7

55,960

57,028

58,082

59,693

60,758

61,820

64,494

67,717

 

C

8

58,034

59,107

60,183

61,775

62,840

63,911

67,105

70,460

 

 

9

59,716

60,781

61,862

63,457

64,518

65,587

69,319

72,787

Frozen unless credits earned, see Art 23 A. 3.

 

10

59,716

64,690

65,447

67,509

68,582

69,650

73,390

77,063

 

 

11

59,716

68,524

69,601

71,777

72,864

73,953

77,784

81,672

 

D

12

59,716

68,524

69,601

71,777

72,864

73,953

77,784

81,672

 

 

13

59,716

68,524

69,601

72,818

73,904

74,993

78,825

82,713

 

 

14

59,716

68,524

69,601

72,818

73,904

74,993

78,825

82,713

Frozen unless credits earned, see Art 23 A. 3.

E

15

59,716

68,524

73,488

75,653

79,525

80,645

84,520

88,746

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years:       $ 700

After completion of 20 years:       $ 2,100

After completion of 25 years:        $ 3,100

Article 31   J. Teacher Salary Schedule

FY 2014 - 2015     Second half = 1% Increase

Advancement to new Step will occur at beginning of school year

 

STEP

B

B + 15

B + 30

M

M + 15

M + 30

M + 45

2M or CAGS

 

 

1

45,465

45,465

45,465

45,465

45,465

45,465

45,465

45,465

 

A

2

46,110

46,110

46,110

46,110

46,110

46,110

46,110

46,110

 

 

3

46,856

46,856

46,856

46,856

46,856

46,856

46,856

46,856

Frozen unless credits earned, see Art 23 A. 3.

 

4

50,243

51,319

52,393

53,473

54,558

55,632

57,787

60,675

 

B

5

51,928

52,999

54,086

55,162

56,225

57,316

59,472

62,442

 

 

6

53,614

54,688

55,763

56,847

57,914

58,999

61,153

64,211

Frozen unless credits earned, see Art 23 A. 3.

 

7

56,520

57,598

58,663

60,290

61,366

62,438

65,139

68,394

 

C

8

58,614

59,698

60,785

62,393

63,468

64,550

67,776

71,165

 

 

9

60,313

61,389

62,481

64,092

65,163

66,243

70,012

73,515

Frozen unless credits earned, see Art 23 A. 3.

 

10

60,313

65,337

66,101

68,184

69,268

70,347

74,124

77,834

 

 

11

60,313

69,209

70,297

72,495

73,593

74,693

78,562

82,489

 

D

12

60,313

69,209

70,297

72,495

73,593

74,693

78,562

82,489

 

 

13

60,313

69,209

70,297

73,546

74,643

75,743

79,613

83,540

 

 

14

60,313

69,209

70,297

73,546

74,643

75,743

79,613

83,540

Frozen unless credits earned, see Art 23 A. 3.

E

15

60,313

69,209

74,223

76,410

80,320

81,451

85,365

89,633

 

A teacher who completes the number of years of service indicated below as a teacher in East Bridgewater, shall be granted Longevity payment in the amount set forth below, in accordance with Art 31 II K.1.:

After completion of 15 years:       $ 700

After completion of 20 years:       $ 2,100

After completion of 25 years:        $ 3,100

ARTICLE 31

II

Longevity/Longevity Buyout

K.

1.   A teacher who completes the number to years of service indicated below as a teacher in East Bridgewater shall be granted longevity payment in the amount set forth below:

After 20 Years:         $1,100

After 25 Years          $1,300

Effective September 1, 2006, a teacher who completes the number of years of service indicated below as a teacher in East Bridgewater shall be granted a longevity payment in the amount set forth below:

After 15 Years:         $500

After 20 Years:         $1,500

After 25 Years:         $1,700

Effective September 1, 2012, a teacher who completes the number of years of service indicated below as a teacher in East Bridgewater shall be granted a longevity payment in the amount set forth below:

After 15 Years          $600

After 20 Years          $2,000

After 25 Years          $3,000

Effective September 1, 2014, a teacher who completes the number of years of service indicated below as a teacher in East Bridgewater shall be granted a longevity payment in the amount set forth below:

After 15 Years          $700

After 20 Years          $2,100

After 25 Years          $3,100

2.   Teachers with twenty (20) completed years of service in East Bridgewater may elect a longevity buyout payment equal to fifteen percent (15%) of the current step 11 of the Masters column per year (for nurses with 20 years of experience in East Bridgewater the payment will be 15% of that nurse’s current annual salary) for any single period of three (3) consecutive years (i.e. September 1 through August 31) during his career subject to the following conditions:

a.   Benefits specified under Article 30 and Article 28 would cease upon acceptance under this portion of Article 31. Bargaining unit members would be entitled to the entire three (3) year sum regardless of date of termination. Payment would continue over the remainder of the three (3) year period until the remaining credit is exhausted if an entitled unit member’s employment terminates before the three year sum is disbursed.

b.   The employee must give written notice to the Superintendent of his intent to access this longevity buyout plan, between the dates of November 1 and November 30 preceding the contract year in which the employee desired to begin receiving this benefit. No notices will be accepted except between these dates. No longevity buyout payments will begin on a date other than September 1.

c.   Once given, the written notice is irrevocable.

3.         Application is required but immediate placement is not insured. Up to ten (10) teachers however, will be able to initiate this longevity buyout plan during any contract year, but only thirty (30) teachers may be in the cycle of receiving such payment during any one year. The Superintendent has the discretion to increase these limits in any given year. Members electing but not immediately placed under the provisions of paragraph K.2 will be carried forward to the next school year and placed at the top of the list. In the event that an abnormally high number of members elect this option in a specific year, the following sequence of events will take place:

a.   A request will go to all members who have elected this option seeking members to delay the start of this option to the next school year.

b.   If budgetary problems still exist after voluntary delays are sought, members electing this option will start in order of seniority, with the most senior being placed first and the remainder assured a position the next school year.

c.   No bargaining unit member will be denied immediate placement on the longevity buyout plan schedule in this article for any reason other than those specified in paragraph 3, section a and b.

4.         In the event of the death of a teacher who is enrolled in the longevity buyout plan, any monies of the three (3) year total not already dispersed will be paid to the teacher’s estate over the balance of the three year period.

5.        Once the three (3) year period for an individual’s longevity buyout has been completed, all longevity buyout payments will terminate and the employee will revert to the salary level that he or she would otherwise be at under the terms of the collective bargaining agreement that is then in effect.

L               Middle School Instruction Technology Specialist:

2002-03                                2003-04                                   2004-05

$67,298                                  $69,317                                     72,090

* For current status see addendum 4

M              Directors:

The Director of Music and Director of Athletics shall be compensated pursuant to the following scale:

Step

2011-12

 

1

$11,921

 

2

$15.899

 

3

$19,874

 

Step

2012-13

 

1

$11,921

 

2

$15.899

 

3

$19,874

 

Step

2013-14 1st Half

2013-14 2nd Half

1

$12,040

$12,160

2

$16,058

$16,219

3

$20,073

$20,274

Step

2014-15 1st Half

2014-15 2nd Half

1

$12,403

$12,527

2

$16,543

$16,708

3

$20,679

$20,886

N               Other Salaries:

Speech, Language and Hearing Specialist – Teacher’s Salary Schedule plus:

2011-12

 

$2,846

 

2012-13

 

$2,846

 

2013-14 1st Half

2013-14 2nd Half

$2,874

$2,903

2014-15 1st Half

2014-15 2nd Half

$2,961

$2,991

Reading and Math Specialist – Teacher’s Salary Schedule plus:

2011-12

$2,846

2012-13

$2,846

2013-14 1st Half                                    2013-14 2nd Half

$2,874                                                    $2,903

2014-15 1st Half                                    2014-15 2nd Half

$2,961                                                    $2,991

Audio Visual Specialist – Teacher’s Salary Schedule plus:

2011-12

$2,846

2012-13

$2,846

2013-14 1st Half                                    2013-14 2nd Half

$2,874                                                    $2,903

2014-15 1st Half                                    2014-15 2nd Half

$2,961                                                    $2,991

Student Support Service Coordinator – Teacher’s Salary Schedule plus:

2011-12

$2,846

2012-13

$2,846

2013-14 1st Half                                    2013-14 2nd Half

$2,874                                                    $2,903

2014-15 1st Half                                    2014-15 2nd Half

$2,961                                                    $2,991

School Psychologist – Teacher’s Salary Schedule plus:

2011-12

$2,846

2012-13

$2,846

2013-14 1st Half                                    2013-14 2nd Half

$2,874                                                    $2,903

2014-15 1st Half                                    2014-15 2nd Half

$2,961                                                    $2,991

Guidance Counselor and Student Support Specialist – Teacher’s Salary Schedule plus:

2011-12

$2,846

2012-13

$2,846

2013-14 1st Half                                    2013-14 2nd Half

$2,874                                                    $2,903

2014-15 1st Half                                    2014-15 2nd Half

$2,961                                                    $2,991

Guidance Counselor will be covered by Article 5, Section C2, only when required to attend a 766 hearing.

Lead Teacher & Head Nurse– Teacher’s Salary Schedule plus:

2011-12

$1,419

2012-13

$1,419

2013-14 1st Half                                    2013-14 2nd Half

$1,433                                                    $1,447

2014-15 1st Half                                    2014-15 2nd Half

$1,476                                                    $1,492

 

2011-12

2012-13

2013-14

2013-14

2014-15

2014/15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Driver Training Classroom –per hour On the Road –per hour

$21.09

$21.09

$21.30

$21.51

$21.94

$22.16

Community Recreation Program Supervisors: per hour

 

 

2013-14

2013-14

2014-15

2014-15

2011-12

2012-13

1st Half

2nd Half

1st Half

2nd Half

$15.45

$15.45

$15.60

$15.75

$16.06

$16.22

Instructor of Marching Bands:

Step

2011-12

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2012-13

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2013-14 1st Half

2013-14 2nd Half

1

$4,416

$4,460

2

$5,634

$5,690

3

$7,069

$7,140

Step

2014-15 1st Half

2014-15 2nd Half

1

$4,549

$4,594

2

$5,804

$5,862

3

$7,283

$7,356

Instructor of Choral Activities:

 

 

Step

2011-12

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2012-13

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2013-14 1st Half

2013-14 2nd Half

1

$4,416

$4,460

2

$5,634

$5,690

3

$7,069

$7,140

Step

2014-15 1st Half

2014-15 2nd Half

1

$4,549

$4,594

2

$5,804

$5,862

3

$7,283

$7,356

Instructor of Musical Theater/Drama Club (High School) Two Advisors – money to be divided

Step

2011-12

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2012-13

 

1

$4,372

 

2

$5,578

 

3

$6,999

 

Step

2013-14 1st Half

2013-14 2nd Half

1

$4,416

$4,460

2

$5,634

$5,690

3

$7,069

$7,140

Step

2014-15 1st Half

2014-15 2nd Half

1

$4,549

$4,594

2

$5,804

$5,862

3

$7,283

$7,356

Majorette/Color Guard, High School Jazz Band Instructor & Middle School Jazz Band Instructor

Step

2011-12

 

1

$2,743

 

2

$2,855

 

3

$3,562

 

Step

2012-13

 

1

$2,743

 

2

$2,855

 

3

$3,562

 

Step

2013-14 1st Half

2013-14 2nd Half

1

$2,770

$2,798

2

$2,884

$2,913

3

$3,598

$3,634

Step

2014-15 1st Half

2014-15 2nd Half

1

$2,854

$2,883

2

$2,971

$3,001

3

$3,707

$3,744

O.              Extra Curricular Activities:

1. Advisory Positions

 

 

 

 

 

 

Category A

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Freshman Class Advisor

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Math Team

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Future Nurse

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Honor Society

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Debate Club

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

A.V. Club

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Amnesty International

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Art Club

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Stand Advisor

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Peer Leadership/SADD

$1,425

$1,425

$1,439

$1,453

$1,482

$1,497

Advisor

 

 

 

 

 

 

Category B

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Sophomore Class Advisor

$1,566

$1,566

$1,582

$1,598

$1,630

$1,646

Norseman

$1,566

$1,566

$1,582

$1,598

$1,630

$1,646

Middle School Band Director

$1,566

$1,566

$1,582

$1,598

$1,630

$1,646

Senior Play

$1,566

$1,566

$1,582

$1,598

$1,630

$1,646

Category C

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

A.F.S. Club

$1,709

$1,709

$1,726

$1,743

$1,778

$1,796

Junior Class Advisor

$1,709

$1,709

$1,726

$1,743

$1,778

$1,796

Key Club

$1,709

$1,709

$1,726

$1,743

$1,778

$1,796

Category D

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Senior Class Advisor

$1,851

$1,851

$1,870

$1,889

$1,927

$1,946

Drama Club (Middle School)

$1,851

$1,851

$1,870

$1,889

$1,927

$1,946

Student Council (Middle

$1,851

$1,851

$1,870

$1,889

$1,927

$1,946

School)

 

 

 

 

 

 

Nature’s Classroom (Middle

$1,851

$1,851

$1,870

$1,889

$1,927

$1,946

School)

 

 

 

 

 

 

Category E

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Yearbook Advisor

$3,785

$3,785

$3,822

$3,861

$3,938

$3,977

 

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

Category F

 

 

1st Half

2nd Half

1st Half

2nd Half

Student Activities

$6,448

$6,448

$6,512

$6,577

$6,709

$6,776

Coordinator

 

 

 

 

 

 

Category G *

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Community Service Advisor

$500

$500

$500

$500

$500

$500

Community Service

$750

$750

$750

$750

$750

$750

Coordinator

 

 

 

 

 

 

MCAS Program Coordinator

$500

$500

$500

$500

$500

$500

ACE Coordinator

$1,000

$1,000

$1,000

$1,000

$1,000

$1,000

Peer Mediator Advisors

$1,564

$1,564

$1,564

$1,564

$1,564

$1,564

SAIL Coordinator

$2,500

$2,500

$2,500

$2,500

$2,500

$2,500

Extended School Year (ESY)

$4,500

$4,500

$4,500

$4,500

$4,500

$4,500

Program Director

 

 

 

 

 

 

Early Childhood

$4,000

$4,000

$4,000

$4,000

$4,000

$4,000

Coordinator

 

 

 

 

 

 

*Category G contains grant funded positions, the stipends for which may or may not be increased in future years, depending on the agreement of the parties.

2.    Coaching Salaries

 

 

2011-2012

 

Category A

Step 1

Step 2

Step 3

Tennis Head

$1,565

$2,276

$3,129

Cross Country Head

$1,565

$2,276

$3,129

Cross Country Assistant

$941

$1,363

$1,882

Weight Training

$1,565

$2,276

$3,129

Cheerleading

$1,565

$2,276

$3,129

Golf Coach

$1,565

$2,276

$3,129

 

 

2012-2013

 

Category A

Step 1

Step 2

Step 3

Tennis Head

$1,565

$2,276

$3,129

Cross Country Head

$1,565

$2,276

$3,129

Cross Country Assistant

$941

$1,363

$1,882

Weight Training

$1,565

$2,276

$3,129

Cheerleading

$1,565

$2,276

$3,129

Golf Coach

$1,565

$2,276

$3,129

 

 

2013-2014

 

 

2013-2014

 

 

 

1st Half

 

 

2nd Half

 

 

Category A

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Tennis Head

$1,581

$2,299

$3,160

$1,597

$2,322

$3,192

Cross Country Head

$1,581

$2,299

$3,160

$1,597

$2,322

$3,192

Cross Country Assistant

$950

$1,377

$1,901

$960

$1,391

$1,920

Weight Training

$1,581

$2,299

$3,160

$1,597

$2,322

$3,192

Cheerleading

$1,581

$2,299

$3,160

$1,597

$2,322

$3,192

Golf Coach

$1,581

$2,299

$3,160

$1,597

$2,322

$3,192

 

2014-2015

 

 

2014-2015

 

 

 

1st Half

 

 

2nd Half

 

 

Category A

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Tennis Head

$1,629

$2,368

$3,256

$1,645

$2,392

$3,289

Cross Country Head

$1,629

$2,368

$3,256

$1,645

$2,392

$3,289

Cross Country Assistant

$979

$1,419

$1,958

$989

$1,433

$1,978

Weight Training

$1,629

$2,368

$3,256

$1,645

$2,392

$3,289

Cheerleading

$1,629

$2,368

$3,256

$1,645

$2,392

$3,289

Golf Coach

$1,629

$2,368

$3,256

$1,645

$2,392

$3,289

 

 

2011-2012

 

 

Category B

Step 1

Step 2

Step 3

Field Hockey Head

$2,276

$3,413

$4,550

Field Hockey Assistant

$1,363

$2,050

$2,729

Ice Hockey Head Coach

$2,276

$3,413

$4,550

Soccer Head

$2,276

$3,413

$4,550

Soccer Assistant

$1,363

$2,050

$2,729

Winter Track Head

$2,276

$3,413

$4,550

Winter Track Assistant

$1,363

$2,050

$2,729

 

2012-2013

 

 

Category B

Step 1

Step 2

Step 3

Field Hockey Head

$2,276

$3,413

$4,550

Field Hockey Assistant

$1,363

$2,050

$2,729

Ice Hockey Head

$2,276

$3,413

$4,550

Soccer Head

$2,276

$3,413

$4,550

Soccer Assistant

$1,363

$2,050

$2,729

Winter Track Head

$2,276

$3,413

$4,550

Winter Track Assistant

$1,363

$2,050

$2,729

 

 

2013-2014

 

 

2013-2014

 

 

 

1st Half

 

 

2nd Half

 

 

Category B

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Field Hockey Head

$2,299

$3,447

$4,596

$2,322

$3,481

$4,642

Field Hockey Assistant

$1,377

$2,071

$2,756

$1,391

$2,092

$2,784

Ice Hockey Head

$2,299

$3,447

$4,596

$2,322

$3,481

$4,642

Soccer Head

$2,299

$3,447

$4,596

$2,322

$3,481

$4,642

Soccer Assistant

$1,377

$2,071

$2,756

$1,391

$2,092

$2,784

Winter Track Head

$2,299

$3,447

$4,596

$2,322

$3,481

$4,642

Winter Track Assistant

$1,377

$2,071

$2,756

$1,391

$2,092

$2,784

 

2014-2015

 

 

2014-2015

 

 

 

1st Half

 

 

2nd Half

 

 

Category B

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Field Hockey Head

$2,368

$3,551

$4,735

$2,392

$3,587

$4,782

Field Hockey Assistant

$1,419

$2,134

$2,840

$1,433

$2,155

$2,868

Ice Hockey Head

$2,368

$3,551

$4,735

$2,392

$3,587

$4,782

Soccer Head

$2,368

$3,551

$4,735

$2,392

$3,587

$4,782

Soccer Assistant

$1,419

$2,134

$2,840

$1,433

$2,155

$2,868

Winter Track Head

$2,368

$3,551

$4,735

$2,392

$3,587

$4,782

Winter Track Assistant

$1,419

$2,134

$2,840

$1,433

$2,155

$2,868

 

 

2011-2012

 

 

Category C

Step 1

Step 2

Step 3

Baseball Head

$2,986

$4,550

$5,976

Baseball Assistant

$1,791

$2,729

$3,588

Softball Head

$2,986

$4,550

$5,976

Softball Assistant

$1,791

$2,729

$3,588

Basketball Head

$2,986

$4,550

$5,976

Basketball Assistant

$1,791

$2,729

$3,588

Track Head

$2,986

$4,550

$5,976

Track Assistant

$1,791

$2,729

$3,588

 

2012-2013

 

 

Category C

Step 1

Step 2

Step 3

Baseball Head

$2,986

$4,550

$5,976

Baseball Assistant

$1,791

$2,729

$3,588

Softball Head

$2,986

$4,550

$5,976

Softball Assistant

$1,791

$2,729

$3,588

Basketball Head

$2,986

$4,550

$5,976

Basketball Assistant

$1,791

$2,729

$3,588

Track Head

$2,986

$4,550

$5,976

Track Assistant

$1,791

$2,729

$3,588

 

 

2013-2014

 

 

2013-2014

 

 

 

1st Half

 

 

2nd Half

 

 

Category C

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Baseball Head

$3,016

$4,596

$6,036

$3,046

$4,642

$6,096

Baseball Assistant

$1,809

$2,756

$3,624

$1,827

$2,784

$3,660

Softball Head

$3,016

$4,596

$6,036

$3,046

$4,642

$6,096

Softball Assistant

$1,809

$2,756

$3,624

$1,827

$2,784

$3,660

Basketball Head

$3,016

$4,596

$6,036

$3,046

$4,642

$6,096

Basketball Assistant

$1,809

$2,756

$3,624

$1,827

$2,784

$3,660

Track Head

$3,016

$4,596

$6,036

$3,046

$4,642

$6,096

Track Assistant

$1,809

$2,756

$3,624

$1,827

$2,784

$3,660

 

2014-2015

 

 

2014-2015

 

 

 

1st Half

 

 

2nd Half

 

 

Category C

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Baseball Head

$3,107

$4,735

$6,218

$3,138

$4,782

$6,280

Baseball Assistant

$1,864

$2,840

$3,733

$1,883

$2,868

$3,770

Softball Head

$3,107

$4,735

$6,218

$3,138

$4,782

$6,280

Softball Assistant

$1,864

$2,840

$3,733

$1,883

$2,868

$3,770

Basketball Head

$3,107

$4,735

$6,218

$3,138

$4,782

$6,280

Basketball Assistant

$1,864

$2,840

$3,733

$1,833

$2,868

$3,770

Track Head

$3,107

$4,735

$6,218

$3,138

$4,782

$6,280

Track Assistant

$1,864

$2,840

$3,733

$1,883

$2,868

$3,770

 

 

2011-2012

 

 

Category D

Step 1

Step 2

Step 3

Football Head

$5,678

$7,567

$9,465

Football Assistant

$3,409

$4,542

$5,678

 

2012-2013

 

 

Category D

Step 1

Step 2

Step 3

Football Head

$5,678

$7,567

$9,465

Football Assistant

$3,409

$4,542

$5,678

 

 

2013-2014

 

 

2013-2014

 

 

 

1st Half

 

 

2nd Half

 

 

Category D

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Football Head

$5,735

$7,643

$9,560

$5,792

$7,719

$9,656

Football Assistant

$3,443

$4,587

$5,735

$3,477

$4,633

$5,792

 

2014-2015

 

 

2014-2015

 

 

 

1st Half

 

 

2nd Half

 

 

Category D

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Football Head

$5,908

$7,873

$9,849

$5,967

$7,952

$9,947

Football Assistant

$3,547

$4,726

$5,908

$3,582

$4,773

$5,967

Coordinator of Intramural Program – per hour

2011-12

2012-13

2013-14

2013-14

2014-15

2014-15

 

 

1st Half

2nd Half

1st Half

2nd Half

$22.36

$22.36

$22.58

$22.80

$23.25

$23.48

a.         Full credit not to exceed three years will be given for previous outside coaching in comparable positions upon initial employment.

b.         One year of experience is equivalent to one step on the Coaching Salary Schedule.

c.         Every coach shall be placed on the proper step of the Coaching Salary Schedule.

d.         For purposes of hiring or promotion, three years of experience in any assistant coaching position is equivalent to one year of experience as head coach in the same sport.

e.         For the purpose of hiring an Athletic Director, previous experience as Athletic Director and/or Coach will be considered.

ARTICLE 32

HEALTH DEPARTMENT

A.       1.        Nurses’ Salary Schedule

 

 

 

1st Half

2nd Half

1st Half

2nd Half

Step

2011-2012

2012-13

2013-14

2013-14

2014-15

2014-15

1

$35,257

$35,257

$35,610

$35,966

$36,685

$37,052

2

$36,497

$36,497

$36,861

$37,230

$37,975

$38,355

3

$37,731

$37,731

$38,108

$38,489

$39,259

$39,652

4

$38,987

$38,987

$39,377

$39,771

$40,566

$40,972

5

$40,238

$40,238

$40,640

$41,046

$41,867

$42,285

6

$41,431

$41,431

$41,845

$42,263

$43,108

$43,539

7

$43,226

$43,226

$43,658

$44,095

$44,977

$45,427

2.         Satisfactory service as determined by the Principal and recommended by the Superintendent to the School Committee is needed to advance on the salary schedule. Such recommendation shall not be unreasonably withheld.

3.         Registered nurses and dental hygienists will be placed on the proper step on the salary schedule. Licensed practical nurses will receive 80 percent of the proper step as shown on the Health Department Salary Schedule.

4.         Nurses with a valid Massachusetts license as a registered nurse and a minimum of a bachelor’s degree will be placed on Step 1, 2, or 3 of the teachers’ salary schedule at the discretion of the Superintendent. Said nurses will be able to access the entire teacher salary schedule under the same criteria as apply to teachers.

5.         A nurse who completes the number of years of service, indicated below, as a nurse in East Bridgewater, shall be granted a longevity payment in the amount set forth below:

After 20 years service:                              $1,100

After 25 years service:                              $1,300

Effective September 1, 2006, a nurse who completes the number of years of service indicated below, as a nurse in East Bridgewater, shall be granted a longevity payment in the amount set forth below:

After 15 years service:                              $500

After 20 years service:                              $1,500

After 25 years service:                              $1,700

Effective September 1, 2012, a nurse who completes the number of years of service indicated below as a teacher in East Bridgewater shall be granted a longevity payment in the amount set forth below:

After 15 years of service:                          $600

After 20 years of service:                          $2,000

After 25 years of service:                          $3,000

Effective September 1, 2014, a nurse who completes the number of years of service indicated below as a teacher in East Bridgewater shall be granted a longevity payment in the amount set forth below:

After 15 years of service:                          $700

After 20 years of service:                          $2,100

After 25 years of service:                          $3,100

B.        Nurse Employment

1.         In addition to clinic duties, it is understood that the school nurses will perform a reasonable role in the health education program in the building in which the nurse is primarily assigned.  Each nurse shall annually develop a health education program plan for staff/students/ and/or parents. This program shall be submitted to the building principal for approval by September 15, and following approval, shall be implemented that school year.

2.         School nurses are not restricted to any one building and may be assigned anywhere in the district as needed.

3.         In addition to days prior to the school year that nurses, like teachers, are required to work pursuant to Article 5, each nurse is required to work two additional days prior to the start of the school year, to be scheduled in consultation with the building principal. Each nurse will be paid at her per diem rate for each of these additional days.

4.        For no additional compensation, each nurse will be required to organize two evening programs or presentations per year, for parents and/or the community in general. These programs will pertain to health, medical, emotional, or developmental issues related to children or adolescents. These programs will be planned and scheduled in consultation with the building principal.

C.       Addenda:

The following articles as shown in the professional contract apply to the Health Department personnel.

Article 2:      Rights and Obligations of the School Committee and the Association Article 4:       Grievance Procedure

Article 5:      Teaching Hours and Teaching Load -- all relevant sections

Article 1l:      Positions in Summer School and Evening School

Article 12:     Teacher Evaluation

Article 14:     Sick Leave

Article 15:     Temporary Leaves of Absence

Article 16:     Extended Leaves of Absence

Article 19:     Protection

Article 20:     Personal Injury Benefits

Article 21:     Insurance and Annuity Plan

Article 22:     Academic Freedom

Article 23:     Sections A.1, 2, 3 and 4, except that the subsection A.3 reference to Periods A through E shall involve only the passage from Period A to Period B.

Article 26:     Strikes and Public Pressure

Article 27:     Dues Deduction

Article 28:     Retirement

Article 29:     Reduction in Force

ARTICLE 33

PART-TIME TEACHER

A.        A part-time teacher shall be defined as a certificated or certifiable instructor who is in all ways other than the length of school day equivalent to a teacher as defined elsewhere in the contract.

B.         The following articles shall apply to a part-time teacher either in total or as amended below:

Article 2:      Rights and Obligations of the School Committee and the Association

Article 4:      Grievance Procedure

Article 6:      Class Size

Article 7:      Relief from Non-Teaching Duties

Article 8:      Teacher Assignment

Article 9:      Transfers

Article 10:     Promotions

Article 11:     Positions in Summer School and Evening School

Article 12:     Teacher Evaluation

Article 13:     Teacher Facilities

Article 14:     Sick Leave

a.     Yearly sick leave in direct proportion to time worked, i.e. one-third time equals one-third number of days. Accumulation shall be in direct proportion of time worked.

b.      Not applicable. Article 19:     Protection

Article 20:     Personal Injury Benefits

Article 22:     Academic Freedom

Article 24:     Consultation Procedure

Article 25:     Joint Research During Negotiations

Article 26:     Strikes and Public Pressure

Article 27:     Dues Deduction

Article 30:    Employment and Compensation - as worded with the exception of the salary schedule. Salary shall be paid in direct proportion to the time worked according to the proper step on the salary schedule

Article 31:     Health Department

This does not apply to part-time teachers under special Federal or State grants where the conditions of the grant specify working conditions which vary from articles in this contract.

ARTICLE 34

HORACE MANN TEACHERS

Horace Mann Grant Selection Procedures

Pursuant to the provisions of Section 16 of Chapter 188 of the Acts of 1985 and the Guidelines issued thereunder by the Department of Education, the parties hereto have bargained under the provision of C.150E of the Massachusetts General Laws as to the selection procedure and grant level of so-called “Horace Mann” teachers.

It is recognized that this Agreement is enforceable only to the extent that the program has been funded by the Commonwealth through the Board of Education and it is further recognized that Horace Mann teachers will supplement, not supplant, existing positions.

Pursuant to said Guidelines, teachers may receive a stipend of up to $2,500 per year for a period not to exceed two years* for approved expanded responsibilities which are designed in the Guidelines “to increase teacher initiative and creativity and to improve the use of valuable teaching resources.” All activities of a teacher to fulfill the requirements of a Horace Mann Grant will take place outside of the regular school day except for activities such as attendance at conferences, school visitations, workshops or Department of Education meetings relating to a Horace Mann Grant.

Under normal circumstances, the duration of each grant will be one year. No deduction will be made from Horace Mann monies for retirement purposes.

The Superintendent will notify the E.B.E.A. as soon as possible of any money that is available for any Horace Mann proposals.

There shall be a selection committee consisting of three members appointed by the E.B.E.A. and three members appointed by the Superintendent.

The selection committee shall consider all proposals and select those that will best benefit the system and students. Proposals may be modified by mutual agreement of the applicant and the selection committee. Teachers may apply for grants of less than $2,500.

The decision of the selection committee as to the recipients and the amount of compensation shall be final and binding and not subject to grievance or arbitration.

Members of the selection team are not eligible to participate in the Horace Mann Grant program during their term of office on the selection team.

*This provision cannot be waived.

After all recipients have been selected, the decision of the selection committee shall be forwarded to the Superintendent and President of E.B.E.A. The selection committee shall notify teachers as soon as possible of their selection.

Prior to the deadline of September 15, teachers interested in participating as Horace Mann teachers will submit their proposed programs to the selection committee whose address shall be the Office of the Superintendent of Schools.

The description of the project should include a clear explanation of the following:

a.         Goals of the project

b.         Process for development of project

c.         Time needed - anticipated completion date

d.         Number of participants

e.         Materials used

f.          Definition of the end product

g.         Requested stipend

All work completed in conjunction with Horace Mann Grants shall be considered in the public domain.  Payment will be made when the selection committee certifies that the project is complete.

ARTICLE 35

EVALUATION PROCESS

A.        INTRODUCTION

We are motivated by the following statement:

“In a completely rational society, the best of us would aspire to be teachers and the rest of us would have to settle for something less, because passing civilization along from one generation to the next ought to be the highest honor and the highest responsibility anyone could have.” Lee Iacocca

We believe that every child deserves to have caring, qualified, competent teachers. To that end, these procedures for the evaluation of professional staff have been developed for individual growth and for assessing professional competence.

Teachers without professional status will be evaluated annually for three consecutive years. Each evaluation year will consist of three observations followed by a final evaluation conference.  Upon successful completion of the three year non-professional evaluation cycle, the teacher will attain professional status.

Teachers with professional status will participate in a two year cycle of evaluation and professional growth. The first year will consist of at least one observation and a final evaluation conference by June 1. In addition, teachers may self-evaluate and submit the narrative to be included in the personnel file with the administrator’s evaluation. The alternate year will focus on the teacher’s Professional Growth Plan which includes goals, reflection, exploration and actions for that year.

In the event that a teacher is recommended for a Professional Remediation Plan, this plan will replace the Professional Growth Plan in the alternate year of the cycle.

B.         THE EVALUATION YEAR

For all faculty with professional and non-professional status, this process involves observation(s) and a formal written evaluation by an administrator.

PRE-EVALUATION CONFERENCE: By November 1 of the evaluation year, the administrator will meet with the teacher to review the steps of the evaluation process and to discuss the teacher’s goals for the year.

CLASSROOM OBSERVATION: Each professional status teacher will be formally observed at least once during the evaluation year. Each non-professional status teacher will be formally observed at least three times a year until professional status is achieved. The administrator and teacher will schedule the classroom observation for a mutually agreed upon time. All classroom observation procedures must be completed by April 1.

•PRE-OBSERVATION MEETING:  No more than five days prior to a formal classroom observation (one observation for professional status, three observations for non-professional status teachers), the administrator will meet with the teacher to review the lesson to be observed. It may be possible to schedule the pre-evaluation and pre-observation for the same time.

•POST-OBSERVATION MEETING: No more than five days after the formal classroom observation, the administrator will meet with the teacher to review the lesson observed. The purpose of this meeting will be to provide timely feedback to the teacher, positive reinforcement for strengths, and suggestions for improvement of weaknesses.

For each classroom observation, teachers who have not achieved professional status will receive a written observation report which addresses Standard 1: Effective Management of Classroom Environment and Standard 2: Effective Instruction.

FINAL EVALUATION CONFERENCE: Teachers with professional status will meet with the administrator no later than June 1 (non-professional status April 1). The purpose of this meeting is to discuss the final evaluation instrument which addresses the seven Standards of the Principles of Effective Teaching. Teachers will be provided a copy of the final evaluation at least one day prior to the meeting. At this time, an assessment of “Meets Standard” or “Does Not Meet Standard” will be identified for each standard. A professional status teacher who does not meet one standard will remain on the evaluation year cycle. If at the end of the second year of evaluation, the standard still has not been met, the teacher will go on a Professional Remediation Plan. Any time a professional status teacher does not meet two or more standards, the professional status teacher will be placed on a Professional Remediation Plan.

C.       PROFESSIONAL GROWTH PLAN (PGP)- ALTERNATIVE EVALUATION YEAR

The professional status teacher in the growth year will complete and submit a P.G.P. by October 1 to the principal or assistant principal. Upon the completion of activities and no later than June 15, the teacher may either meet and review with the principal/assistant principal the outcome of the P.G.P. goals or the teacher may submit written data regarding the goals before signing the P.G.P.

The Professional Growth Plan refers to professional growth selected by the professional status teacher.  The activities may or may not involve working with others and should constitute substantial and continuous activity throughout the year. The identified goal or focus should contribute to one’s professional knowledge and/or skills as a teacher.

Sample activities:

Teachers training teachers (e.g. workshops)

Study groups

In-service training

Curriculum development/revision

Publish written materials (e.g. books, articles, doctoral dissertations, master theses, software packages, curriculum packages, videotapes)

New program development and implementation

Course work

Workshops

Teacher exchange programs

Independent self-study

Experimentation within the classroom

Pilot a program

Combination of activities

Peer observation

Committee work

Grade level or department project

Master new technological applications

The content focus of activities are:

Elements of current research

Common core and frameworks

Discipline-specific and interdisciplinary

Strategies for a diverse population

Leadership skills

Reflection of district goals

- Strategic Plan and Action

- School Improvement Plans

Teachers who submit documentation of 10 or more clock hours on a sustained topic and produce a product as part of the professional growth plan activities will receive 10 PDP’s.

D.       PROCEDURES FOR PROFESSIONAL REMEDIATION PLAN (PRP)

1.        The teacher and administrator shall have a conference in order to develop the PRP. The teacher has the right to union representation at that conference and shall be so advised by the administration. The conference shall be held at a time which is mutually acceptable to the teacher, administrator, and union representative (if desired) within five (5) school days following notification of the need for a PRP.

2.        The purpose of said meeting shall be to come to a mutual agreement as to the content of this one year PRP. Such agreement shall include:

Standards to be addressed

Desired outcomes

Specific action to be taken by the teacher and administrator

Resources to be provided by the District

Timelines for implementing the PRP

Method(s) of assessing improvement

3.        All parties involved in the PRP shall be provided final copies of the PRP within five (5) school days of the conference. The teacher has the right to submit a written response to any statements to which he/she may take exception.

4.        The PRP year will be followed by a formal Professional Status Evaluation year. At the conclusion of the PRP year, the teacher shall be either recommended for continued service or not recommended for reappointment.

5.        If there is no agreement upon the elements of the PRP, the dispute shall be subject to the grievance process. Implementation of the PRP shall take place upon resolution of the grievance or upon the ninety-first (91st) day following receipt of the final copies of the PRP, whichever should come first.

ARTICLE 36

MENTORING PROGRAM

The East Bridgewater School Department may have a mentoring program subject to guidelines negotiated between the Association and the School Committee. During 2003-2004 mentors under this program will be paid $750, while Mentor Coordinators will be paid $1,000. Such stipends, however, are subject to renegotiation, either upwards or downwards, each year thereafter.

ARTICLE 37

DURATION

A.        This contract represents a one (1) year Agreement from September 1, 2011 through August 31, 2012, and a three (3) year Agreement from September 1, 2012 through August 31, 2015 and shall thereafter automatically renew itself for successive terms of one year each, unless, by the October 1 next prior to 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.

B.         At any time during the effective life of this contract, re-opening may take place on any article by the 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.

EAST BRIDGEWATER SCHOOL COMMITTEE

By _________________________________________

Elizabeth Hayes, Chairperson

EAST BRIDGEWATER EDUCATION ASSOCIATION

By _________________________________________

Kathryn Nickandros, President

WITNESS __________________________________

Susan T. Cote

Superintendent of Schools

DATE SIGNED _____________________________

Addendum 1

III

The following “transitional terms” will not appear in the collective bargaining agreement but they will apply to individuals who are retiring at the conclusion of the 2002-2003, 2003-2004, or 2004-2005 contract years.

a.          Individuals who desire to begin to receive the longevity buyout payments 2002-2003 need to submit written notice to the superintendent by December 15, 2002.

b.          If an individual who applied for the longevity buyout for 2002-03, desires to retire at the end of 2002-03, he will receive a lump-sum payment in the amount of fifteen percent (15%) of the then current step 11 of the Masters Column in the contract years 2003-04 and 2004-05.

c.          If an individual who has applied for the longevity buyout for 2002-03 desires to retire at the end of 2003-04, he will receive a lump sum payment in the amount of fifteen percent (15%) of the then current step 11 of the Masters column in the contract year 2004-05.

Addendum 2

Side Letter of Agreement

8/21/00

In order to clarify situations in which teachers who formerly taught in the East Bridgewater School Department become re-employed in East Bridgewater after a total break in service not covered by a leave of absence and not covered by the recall language of Article 29 (Reduction in Force) in the teachers contract, the following understandings have been reached.

1.          Consistent with the definition of “seniority” which appears in Article 29, A, 1, which focuses on the length of “continuous service,” the seniority of the re-employed teacher for reduction in force purposes begins fresh from his/her first day of re-employment.

2.          For purposes of computing longevity payments, all of the re-employed teacher’s years of service in East Bridgewater (i.e., both before the break in service and after the break in service) will be counted.

3.          For purposes of the early retirement incentive payment under Article 28, if the teacher received an early retirement incentive payment when she/he terminated her/his first period of employment in East Bridgewater, then she/he will be ineligible for a second incentive payment until she/he has been re-employed as a teacher in East Bridgewater for seven (7) or more years. If, however, the teacher received no early retirement incentive payment when she/he terminated her/his first period of East Bridgewater employment, that teacher will receive credit for her/his earlier East Bridgewater service once she/he has completed five (5) full years of service after becoming re-employed in East Bridgewater.

4.          For determining a re-employed teacher’s eligibility for sick leave buy-back under Article 30, section B, the same approach as described in paragraph 3 above will be used.

Addendum 3

MEMORANDUM OF AGREEMENT

Four Department Chairperson positions, in the subject areas of English, Science, Mathematics and Social Studies, were created and filled in January 2003. In settlement of all issues concerning these Department Chairperson positions, the East Bridgewater Education Association and the East Bridgewater School Committee agree as follows:

1.          The Department Chairperson positions will be removed from the teachers’ bargaining unit and will be placed in a new bargaining unit, separate from the teachers’ unit and separate from the assistant principals’ unit, with which the School Committee will negotiate a collective bargaining agreement.

2.          Although the Department Chairperson positions will be removed from the teachers’ unit, should an individual in one of these positions (i.e., either a person who holds one of these positions at the time of execution of this Memorandum or a person appointed to one of these positions in the future) ever return to a position in the teachers’ unit for whatever reason, that individual will return to the teachers’ unit with whatever seniority that individual possessed under Article 29, section A, 1 of the teachers’ contract at the time the individual left the teachers’ unit in order to accept the Department Chairperson position. It is understood that should an individual who has no seniority in the teachers unit be hired to fill a Department Chairperson position (e.g. someone hired from outside of the East Bridgewater system), and should that individual ever move into a position in the teachers’ unit, that individual will move into the teachers’ unit with no seniority.

3.          Department Chairperson will regularly teach one block class per semester, but the Chairperson may teach an additional double block class each year (i.e., a total of three for the year) as enrollment warrants in the determination of the Superintendent.

4.          The Department Chairpersons will be recognized as and shall function as evaluators of the members of their academic departments under Article 35 of the teachers’ contract.

5.          This Memorandum of Agreement addresses only the four Department Chairperson positions identified in the introductory paragraph above, and this Agreement does not limit or expand either the Committee’s rights or the Association’s rights under G.L. chapter 150E with regard to the creation of any additional Department Chairperson positions, if any, in the future.

6.          Upon execution of this Memorandum, the Association will withdraw any existing grievance which it has filed regarding the Department Chairperson positions.

7.          This Memorandum will become an addendum to the teachers’ contract.

Addendum 4

MEMORANDUM OF AGREEMENT

Whereas the East Bridgewater School Committee (the “Committee”), acting through its Superintendent, notified the East Bridgewater Education Association (the “Association”) by way of a letter dated March 2, 2005 of the Committee’s desire to eliminate certain specialist and coordinator positions and to create certain new positions, all to become effective in school year 2005-2006, and whereas representatives of the Committee and the Association have met on several occasions and bargained to agreement over these contemplated decisions and the impact of same, the Committee and the Association agree as follows:

1.          The position of Middle School Curriculum Specialist, the two elementary school positions of Reading and Math Specialist, and the position of Middle School Instruction Technology Specialist will be eliminated at the end of the 2004-2005 school year, with the individuals who have held those positions being assured of classroom positions for 2005-2006.

2.          Positions of “Lead Teacher” will be created at each grade level (i.e., grades kindergarten through grade 6) at the elementary school, as well as in four subject areas (i.e., mathematics, English, science and social studies) in grade 7 in the middle school and in the same four subject areas at grade 8 in the middle school. The job description for the Lead Teacher positions has been appended as Attachment A. Each Lead Teacher will have a regular teaching load and will be paid an annual stipend of $1,200.0. A twelve­month position of K-8 Curriculum Coordinator may be created. This position will have no teaching responsibilities and will have evaluation responsibilities. This position will be placed in the Assistant Principal’s bargaining unit. The job description for the K-8 Curriculum Coordinator has been appended as Attachment B.

3.          The Town of East Bridgewater will establish the position of non-instructional technology specialist which will have joint responsibility for the technology systems of the School Department and the Town. To provide for transition, the following will occur. Mr. Harry Ferrell-Locke, who has been employed in the position of High School Technology Specialist, will be assigned a full teaching load in 2005-2006. However, assuming that the position of non-instructional technology specialist (referenced above) is filled prior to the end of the first high school marking period (i.e., the first “quarter”) of 2005-2006, Mr. Ferrell-Locke will continue to function as High School Technology Specialist for the first two marking terms of the 2005-2006 high school year, after which the position of High School Technology Specialist will be eliminated. If the non-instructional technology specialist position is not filled prior to the end of the first high school marking period of 2005-2006, then Mr. Ferrell-Locke will continue to serve during 2005-2006 as High School Technology Specialist until such time that he has assisted the non-instructional technology specialist through the entry of final grades for two marking periods. During those months beginning in September, 2005 that Mr. Ferrell-Locke continues to serve in the capacity of High School Technology Specialist, he will be paid one-tenth of the annual stipend which he would have been paid had the position of High School Technology Specialist been continued for 2005-2006. It is understood that during the summer of 2005 Mr. Ferrell-Locke will work the remainder of the “extra” days    which he was committed to work as part of his 2004-2005 contract as High School Technology Specialist.

4.          A non-union, central office position of K-12 Director of Informational Services and Instructional Technology will be created. This position will have system-wide responsibilities. The job description for this position has been appended as Attachment C.

5.          It is agreed that the School Committee has hereby fulfilled its bargaining obligations with regard to the changes referenced herein.

Addendum 5

MEMORANDUM OF AGREEMENT

In recognition of the fact that beginning with the 2007-2008 school year the school librarians will be employees of the East Bridgewater School Committee (“the Committee”), the Committee, acting through the Superintendent of Schools, and the East Bridgewater Education Association (“the Association”) agree as follows:

1.          The librarians will be regarded as members of the teachers’ bargaining unit and will be covered by all the terms and conditions of the Association’s collective bargaining agreement, including the wage scales that are applicable to teachers, except as provided for below.

2.          The librarians may, as assigned by their respective school principal, be responsible for conducting lessons in the library.

3.          The length of the librarians’ work day at the elementary and middle school levels will be seven (7) hours, which will correspond to the parameters of the teachers’ work day at those respective levels, during which time the library will be open. Coverage will be provided to afford librarians the duty-free lunch and preparation time consistent with the collective bargaining agreement. In addition to the evening meetings which the librarians will be responsible for attending like any other teacher, the librarians at the elementary and middle school levels will also be responsible for conducting four (4) parent/child “book nights” per school year of no more than one and a half hours in length to be scheduled in cooperation with the building principal.

4.          The high school librarian will not be responsible for conducting the “book nights” spoken of in paragraph 3. However, the length of the librarian’s workday at the high school will be seven and a quarter (7 ¼) hours, during which time the library will be open. Fifteen minutes of that work day my be scheduled before and/or after the parameters of the teachers’ work day at the high school, with the remaining seven hours corresponding to the high school teachers’ work day. Coverage in the library will be provided to afford the librarians the duty-free lunch and preparation time consistent with the collective bargaining agreement.

Addendum 6

Side Letter of Agreement

Representatives of the East Bridgewater School Committee and the East Bridgewater Education Association, subject to ratification by the school committee and the Association, agree as follows:

The Director of Pupil Personnel Services will be able to evaluate special education teachers and the Director of Information Services and Instructional Technology will be able to evaluate technology teachers and librarians, in terms of standards 1 and 2 of the evaluation instrument. These Directors may also participate in cooperation with the Principal or Vice Principal in evaluating said staff in terms of standards 3 through 7 of the evaluation instrument. This role of the Directors in evaluation is established with the understanding that the principal will have oversight of the entire evaluation document.

Addendum 7

MEMORANDUM OF AGREEMENT

The East Bridgewater School Committee and the East Bridgewater Education Association acknowledge that the below-stated terms and conditions, which do not otherwise appear in the collective bargaining agreement, were part of the settlement that was reached between the parties to resolve the contract which covers the years September 1, 2008 to August 31, 2011. The numbering of these paragraphs correspond to the numbering that appeared on the settlement Memorandum of Agreement executed by the parties on June 16, 2008.

8.   The new high school schedule as agreed to by the joint study committee will be implemented for the 2008 – 2009 school year. It is understood, however, that each teacher at the high school will have at most two supervisory duties in each seven day cycle in one semester and at most three supervisory duties in each seven day cycle during the other semester.

10.   Effective for the 2008 – 2009 school year ten (10) additional minutes will be spread across the four core classes at grades 4, 5, 6 of the middle school and fifteen (15) minutes will be spread across the four core classes at grades 7 and 8, without increasing the length of the teachers’ work day.

11.   Effective for the 2009 – 2010 school year ten (10) minutes will be removed from the “Directed Study” periods at grades 6, 7, and 8 and will be spread across the four core classes.

12.   Effective for the 2010 – 2011 school year ten (10) additional minutes will be removed from the Directed Study period at grades 7 and 8 and will be spread across the four core classes.

13.   Effective for the 2008 – 2009 school year there will be three (3) marking periods at grades 7 and 8 instead of the current four (4).