Agreement

Between

 

Arlington School

Committee

 

and

 

Arlington Education Association

Unit A

 

2006-2009

 

ARTICLE I

Recognition

            For the purposes of collective bargaining, the Arlington School Committee recognizes the Arlington Education Association, Inc., MTA/NEA as the exclusive bargaining representative of Unit A.  Substitute teachers, the Assistant Superintendents and the Superintendent and all other school employees not in Unit A but employed by that Committee, shall be excluded from this agreement.

            Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "teachers."  The use of the masculine pronoun shall be construed as the feminine when applicable.

            Unit A shall consist of all full-time and part-time employees of the Committee in the following job classifications: Classroom teachers, librarians, guidance counselors, school social workers, instructional technologists, special education teachers, special subject teachers, public school nurses, psychologists, lead teachers, teachers on assignment and special staff, or in such job classifications appropriate to this unit as have been established since the date of recognition or may be established during the terms of this Agreement.

            For the purposes of this contract and for the purposes of identifying differentials, coaches and advisors to extracurricular activities shall be considered members of Unit A.

            Disagreements concerning unit inclusion or placement shall be determined by the Massachusetts Labor Relations Commission

 

ARTICLE II

Scope

            A.        It is agreed and understood between the Committee and the Association that Agreement has been entered into between the parties as a result of the provisions of Chapter 150 E of the General Laws of Massachusetts.  In executing this agreement, neither party to this Agreement has waived any rights accorded it under the General Laws of Massachusetts.

            B.        This Agreement shall constitute a part of Committee policy and the Committee will carry out the commitments contained herein and will take such legal action as may be necessary in order to give full force and effect to the provisions of this Agreement.

            C.        The Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts.  As elected representatives of the citizens of Arlington, charged with the responsibility for the quality of education in, and the efficient and economical operation of the Arlington School System, it is acknowledged that the Committee has a final responsibility of establishing the educational policies of the public schools in Arlington.

            Nothing in this Agreement shall be deemed to derogate or impair the powers, rights or duties conferred upon the Committee by the Statutes of the Commonwealth or the Rules and Regulations of any pertinent agency of the Commonwealth. Said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the table of contents of this Agreement.  Said powers will not be exercised in a manner inconsistent with the specific terms of this Agreement.

            As to every matter not covered by this Agreement, and except as modified by the provisions of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law.

 

ARTICLE III

Negotiation Procedure

            A.        It is the intent and purpose of the parties hereto that their agreements promote and improve the quality of education in the Town of Arlington, provide for orderly professional negotiation between the Committee and the Association, and secure prompt and fair disposition of grievances so as to promote positive influences upon the operation of the educational program.

            B.        Negotiation meetings may be initiated at the written request of either party in accordance with the provisions of Article XXXII, Duration, of this Agreement.

            C.        During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter-proposals.  Either party may, if it so desires, utilize the services of an outside consultant or consultants to assist in the negotiations.  Any agreement so negotiated will apply to all personnel recognized in Unit A of Article I, and will be reduced to writing and signed by the Committee and the Association.

            D.        If the Committee and the Association are unable to reach agreement of such items, they jointly or either of them separately, may petition to initiate the statutory impasse procedures in accordance with the provisions of Chapter 150 E of the General Laws.

            E.         During the process of negotiating, negotiation sessions will be held at least twice a month unless it is mutually agreed to set a different schedule.

            F.         At the first meeting of the negotiating teams of both parties, ground rules for the conduct of the negotiation sessions will be established.  These ground rules will deal with time, the place, the dates, subject matter, and the procedures to be followed.

            G.        Association representatives shall be granted release time up to a maximum of 50 person days per year for the purpose of attending negotiating meetings with the School Committee representatives.

 

ARTICLE IV

Grievance Procedure

            A.        Definition

            For the purposes of this Agreement, a grievance shall be defined as:

            Any complaint by a teacher covered by this Agreement that (1) he has been subject to a violation, inequitable application or misinterpretation of a specific provision of this Agreement or (2) he has been subjected to an unfair or discriminatory act contrary to established policy and practice.

            B.        Purpose

            The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems, which may from time to time arise, affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.

            C.        Time Limits

                        1.         During the School year, the time limits specified in this Article shall mean school days.  During the summer recess, the time shall mean calendar days, exclusive of Saturdays, Sundays, and legal holidays.  Time limits indicated hereunder should be considered maxima unless extended by mutual agreement.

                        2.         If at the end of thirty days next following either the occurrence of any grievance or the date when the teacher should reasonably have had first knowledge of its occurrence, whichever is later, the grievance shall not have been presented at Level One, as set forth below, the grievance shall be deemed to have been waived.

                        3.         Failure of the School Committee to answer an appeal within the time limit specified, shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual agreement of the parties.

                        4.         It is understood that any grievance pending at the conclusion of the contract will remain operative in the subsequent contract period unless settled in negotiations.

            D.        General Provisions

                        1.         The Association shall be present and have the right to participate in the processing of any grievance at any level and to use representatives of its own choosing.

            2.         The School Committee and the Association will, upon request, provide each other copies of documents in their possession which may be necessary for the processing and consideration of grievances under this Agreement.

                        3.         No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of the Town of Arlington for any teacher involved in presenting such grievance.

                        4.         No teacher shall be disciplined or otherwise discriminated against as a result of having filed a grievance or otherwise participating in the processing thereof.

                        5.         If there is a grievance which directly affects a group or class of teachers or is of a general nature, the Association may submit such a grievance in writing directly to the level of administration having the appropriate authority to resolve said grievance.

            E.         Procedure

            Level One - The teacher, with or without the Association, must first discuss the grievance with the principal during a mutually agreed time, provided the association may be present during any such discussion and any resolution of the grievance shall not be inconsistent with the terms of the collective bargaining agreement.

            Level Two - If at the end of the three school days next following such presentation the grievance shall not have been disposed of to the aggrieved's satisfaction, the Association shall present in writing to the Superintendent or his designee within five school days.

            Level Three - If at the end of ten school days next following presentation of the grievance in writing to the Superintendent the grievance shall not have been disposed of to the satisfaction of the teacher, the Association may refer the grievance in writing to the Chairman of the School Committee within five school days.

            Level Four - If at the end of the 15 school days next following presentation of the grievance in writing to the Chairman of the School Committee the grievance shall not have been disposed of to the satisfaction of the teacher and/or the Association, the Association may submit the matter to arbitration by giving written notice to the School Committee within 15 days of the School Committee response or expiration of the period for such response, whichever occurs first.

 

ARTICLE V

Arbitration

            A.        In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and governed by the following procedure:

            The arbitrator is to be mutually selected by the Committee and the Association.  If the Committee and the Association cannot agree, within seven school days after written notices specified above of the intention to arbitrate, then the party demanding arbitration shall within three school days thereafter, request the American Arbitration Association to provide a panel of arbitrators.  Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration Rules now, or hereafter, in effect, which shall also govern the procedure at the hearing.

            B.        The fees of the American Arbitration Association and of the arbitrators and the expenses of any required hearings shall be shared equally by the Committee and the Association, but each party shall bear the expenses of its representatives, participants, witnesses, and for the preparation and representation of its own case.

            C.        The Arbitrator's award shall be in writing and shall set forth his findings of fact with reasoning and conclusions.  He shall arrive at his decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding.  The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching his decision shall interpret the Agreement in accordance with the principle that there are no restrictions intended on the rights or authority of the Committee other than those expressly set forth herein.  Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee and the Association and shall be final and binding upon the Committee, the Association, and the teacher or group of teachers who initiated the grievance.

            D.        The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator at the same time.

 

ARTICLE VI

Salaries and Other Compensations

            A.        Salary Schedule

                        1.         The basic salaries of all persons covered by the Agreement are set forth in Appendices A & B (, & C,) which are attached hereto and made a part hereof.

                        2.         Salary allowances for personnel having extracurricular assignments are set forth in Appendix B, which is attached hereto and made a part hereof.

                        (3.        The basic salaries of all nurses, except those with bachelors' degrees, are set forth in Appendix C, which is attached hereto and made a part hereof.  The basic salaries of nurses with bachelors' degrees are set forth in Appendix A. )

            B.        Payment

                        1.         The salary provided professional employees covered by this Agreement is deemed by the Superintendent and professional employees to be fully earned upon completion of the period contracted between and by them for any given year, and proportionately during the year.  In the event of termination of services for any cause at the end of or any time during the contracted period, amounts of salary earned but withheld to date of termination shall be payable to the teacher; or in event of death to his executor or administrator.

            2.         Any summer work will be paid within two pay periods after all proper documentation is received by the Central Office.

            3.         The daily rate for a teacher will be 1/183 of a teachers’ base salary (daily rate).  Teachers authorized by the principal to work more than 183 days will be paid their annual rate divided by 183 school days for each additional day worked.  Should it become necessary to deduct monies for unauthorized absences and/or authorized unpaid leave, such amount shall be figured on a daily rate basis.  Teachers attending workshops will be paid at the rate of $100 for 2006/2007, $120 for 2007/2008, and $150 for 2008/2009 for each day attending workshops.

            4.         Study groups will be formed from time to time on a voluntary basis.  The rate of payment for participants in this study group will be set by the Superintendent.  Participants will be notified of the rate of payment before volunteering.  The rate of payment will be no less than the workshop rate.

                        5.         Direct Deposit is an option which teachers (and nurses) may select.

                        6.         Teachers may select to be paid either every other Friday, 26 payments per year, or on a 21 payment schedule during the school year.  Teachers selecting the 21 payments shall have their July and August health insurance and annuity payments deducted from their last pay check in June.  Teachers must notify the Superintendent in writing by the close of school in June of the desired payment schedule for the following year.  Such selection shall continue from year to year unless the teacher notifies the Superintendent of a desired change by the close of any school year.

                        7.         Teachers employed after January 1 of any year will be paid bi-weekly until the last pay period within the school year.  No provision will be made to allow for payments during the summer.

            8.         Teachers working more than the contracted period of service specified in Article VIII, Section A 1, 2, or 3 will be paid on a pro-rated basis for the number of days of service rendered over the contracted period.

                        9.         If a qualified substitute nurse or registered nurse is required to work more than 20 consecutive school days, she shall be paid at the rate of the starting salary of a regular full-time school nurse in Arlington beginning with the twenty-first day.

            10.       If a staff nurse is assigned the duties of the supervisor of nurses for more than 20 consecutive days, she shall be paid a proportion of the salary differential allowed for supervisory responsibilities, beginning on the 21st day.

            C.        Placement

                        1.         The Superintendent (of Schools) will employ teachers and grant experience credit for placement on the salary schedule of not less than 50% of the total years of public school experience.  Teachers will be placed on the appropriate degree/level schedule.  The employer will inform all new hires of the provisions of the contract with regard to the salary step and lane placement.

                        2.         Any (individual covered by this contract) teacher must notify the Superintendent (of Schools) by November 1 of an advancement of degree level or accumulated credits (lane change to) in order to be considered for a lane change the following year.  Such persons will (receive a written notice of approval/denial) be sent a receipt of this request by the superintendent within one month of submitting such documents.

                        3.         When a (person covered by this contract) teacher has presented (shall present) certified evidence of completion of all requirements for advancement to a new degree level, such change shall be made effective as follows:

                        a.         In September with the first pay check, if completed during the summer vacation.

            b.         At the beginning of the two-week pay period immediately following the date of completion of requirements.

            D.        Other Compensations

                        1.         Reimbursements

A mileage allowance shall be paid to those employees who are required by the administrator to use their car in the amount approved by the town accountant and paid to town employees.  In order to receive reimbursement, the teacher must submit a request prior to the close of the school year.  The above shall not be paid to travel between the employees' home and school.

                        2.         Longevity

            Longevity increases will be paid each year on a continuous basis to teachers who have completed the following number of years of service as of September in the Arlington School system.  This will be added to the base salary of the salary schedule:

 

	Effective		Effective		Effective
	9/1/03		9/1/04		9/1/05
12-15 years	$2648		$2648		$2648
16-20 years	$2888		$2888		$2888
21-25 years	$3127		$3127		$3127
26 plus years	$3367		$3367		$3367

 

                        3.         Sick Leave Buyback

                        Teachers will be paid $35.00 for each unused sick leave day in excess of 50 at the time of their retirement if employed prior to September 1, 1997. Those employed after September 1, 1997 shall receive $35.00 for each unused sick leave day in excess of 50 to a maximum of 200 paid days.  In the event of death, the sick leave buyback will be paid to the spouse or to the estate of the deceased teacher. 

                        4.         Comp Time for Missed Prep Periods

Comp time for missed prep periods can be accumulated for up to one day/year each year.  These days may be taken in ½ day increments.

 

Article VII

The Advisory Board

A.        The Advisory Board will be an advisory body, drawing upon the professional capabilities and experience of all the teaching and counseling personnel of the Arlington Schools and providing two-way feedback on all educational matters including quality of life issues.

            B.        The Advisory Board will be composed of 15 members selected as follows:

            1.         Two members of the Executive Board of the Arlington Education Association appointed by the President

            2.         Thirteen members elected by those whom they represent, all of whom must be teachers in the Arlington Schools, distributed as follows:

            a.         One member from each (of the) elementary school. No more than four of these members will be classroom teachers.  Three will be selected from other staff areas including specialists, special education nursing, ELL etc.  

            b.         Three members from the middle school.  No more than two of these members will be classroom teachers. At least one will be selected from other staff areas including specialists, special education, nursing, etc.

            c.         Three members from the high school.  No more than two of these members will be classroom teachers.  At least one will be selected from other staff areas including specialists, special education, nursing etc.

            C.        The Advisory Board will coordinate long-term projects, evaluate proposed courses of action, research specific problem areas, and conduct studies in depth.  In the course of its action, for a particular task, it may set up committees outside its membership, but under its direction.

            D.        The Advisory Board will continue to exist for the life of the contract.  Vacancies will be filled by election in accordance with Section B-2 and B-3 as they occur.

 

ARTICLE VIII

Work Year, Work Hours, Work Load

            A.        Length of Work Year

                        1.         Ten-month year: Personnel having a ten-month contract will work the calendar days established for members of Unit A under Article IX.

                        2.         Teachers will not be required to report for duty more than two days prior to the date set for the opening of school for pupils, legal holidays, Saturdays, and Sundays excluded, not prior to Labor Day.  50% of that time will be for preparation in the classroom.

                        3.         New staff may be required to attend up to three days of “new teacher orientation” prior to the start of the school year.  New teachers will not receive additional pay for attending this orientation.  However, teachers other than new teachers who participate as mentors will be paid their regular hourly rate.  No less than two hours will be set aside during this new teacher orientation for the Association.

            B.        Length of Work Day

                        1.         The work day of classroom teachers will begin 15 minutes before the pupil's starting time.

                        2.         All teachers shall provide 80 minutes per week in order to assist students, provide for the detention of students, or for parent conferences.  The time and days will be mutually agreed to by the teacher and the principal.

                        3.         The provisions of 2 above shall not apply to Friday, the day proceeding a holiday or vacation.  When the day preceding a holiday or vacation is a release day, teachers shall remain for one and one-half hours after the student dismissal time, except on the Wednesday before Thanksgiving when dismissal is at noon.

                        4.         It is acknowledged that the hours for counselors, psychologists, and social workers may vary from the classroom teachers' scheduled day. In the rare situation when a reading or special education specialist may be needed to work during hours that vary from the contractual scheduled day, the Superintendent will notify the Association through its President.  The Superintendent and the President will meet with the individual staff member to explain the changes needed. Any such agreement will be for one school year's duration, and may not automatically extend into another school year.  The agreement will be in writing on a form mutually agreed to by the parties.  Persons in these categories will work a program which is comparable to hours spent by regular staff, both in and out of the classroom.

                        5.         Every effort will continue to be made by the principal in planning special school events and programs to provide daily equal planning periods for teachers. The intent is NOT to decrease elementary planning time.

            6.         Staff required to travel will have fifteen minutes clearly scheduled for travel in addition to their preparatory time and lunch.

                        7.         Special Education Liaisons shall be provided two days within the regular school year for the purpose of writing reports etc.

            C.        Scheduled Day

            Except in extraordinary or emergency situations authorized by the School Committee, the scheduled day for students and teachers shall be as follows:

                        1.         Kindergarten (two sessions per day) or Kindergarten (one session per day)

                                    8:15 a. m to 11:00 a.m.                       8:15 a.m. to 2:15 p.m.

                                    11:30 a. m. to 2:15 p.m.

                        2.         Elementary Schools 8:15 a.m. to 2:15 p.m.

                        3.         Middle School 8:00 a.m. to 2:26 p.m.

                        4.         Senior High School 8:00 a.m. to 2:26 p.m.

                        5.         The time schedules at the Middle and Senior High Schools are to provide flexibility and may be adjusted by the administration.  Any adjustment shall not increase any individual's hours, nor eliminate any preparation periods, nor increase any teacher's work load.  No teacher shall be required to work a split shift.

                        6.         Elementary Conferences (Grades K-6)

                                    a.         There will be one formal conference per year.  However, teachers in appropriate cases, as needed will schedule additional conferences.

                                    b.         Released Days for conferencing: Three half days starting at 11:15 a.m.

                                    c.         A teacher will be responsible to make three attempts to contact parents.

                                    d.         As long as Kindergarten remains a full day program, kindergarten teachers will be released for conferencing for three half-days in the fall starting at 11:15 a.m. Kindergarten teachers will have two days of conferencing in September before the Kindergarten students report to school. Additionally, Kindergarten teachers will be given three half days or their equivalent in June for a final year end report to parents during which substitute teachers will be provided.  If Kindergarten classes return to half-day classes, the Kindergarten teacher will then have four full days, or the equivalent, a year for conferencing in addition to those scheduled for all elementary classrooms after the first report card.  If the Kindergarten teacher is employed for a half-day, the conferencing days will be two full days or the equivalent a year for conferencing, in addition to those scheduled for elementary classrooms after the first report card.

                        7.         The School Committee and the Association recognize split classes are not educationally desirable.  Although their elimination cannot be immediately accomplished, the School Committee shall, as enrollments decrease, work toward their elimination.

                        8.         The Superintendent will make an effort to keep teachers in no more than two schools.  In the event that a teacher needs to (be traveling) travel to more than two schools, the teacher will be notified, if possible, by the Superintendent two weeks prior to the opening of the school year.

            D.        Duty Free Lunch

                        1.         Elementary teachers shall have a duty-free lunch period of at least 30 minutes in duration.

                        2.         Middle and high school teachers will have a duty free lunch period of no less duration than the students’ lunch period.

                        3.         All school nurses will be on call during the regular lunch period.  The school nurse will be on call for emergencies only during their scheduled lunch period and only at schools for which they are normally responsible.  The lunch period "on call" nurse will be allowed 15 minutes travel time to drive to and from the nurse’s other school.

            E.         Pupil Load

                        1.         The Committee and the Association recognize that the pupil-teacher ratio is an important aspect of an effective educational program. Therefore, they agree that the class sizes or pupil load set forth below are desirable standards for the maximum number of pupils per teacher or counselor.

                                    a.         Kindergarten classes - 25

                        (The Administration in determining Kindergarten class size will consider the number of children with special needs and the nature of such needs.)

                                    b.         Regular classes in elementary schools - 25

            c.         Combined totals in teacher's regular classes in secondary schools (based on a five-day week)

                                                1.         Classes in other than English - 125

                                                2.         English classes - 100

            d.         Guidance Counselors will not be assigned more than 300 students. 

This assignment should take into consideration other assigned duties.

            e.         The presence of students on Individual Education Plans will be considered in all class size decisions.  Further, the inclusion of special education students requires different additional appropriate supports as determined by the DOE.

            2.         The foregoing standards are subject to modification for educational purposes such as avoidance of split-grade classes or half-classes, or for specialized or experimental instruction.

            3.         Once per year by October 1, the Superintendent (of Schools) will notify the Association of any extraordinary circumstances that warrant any exceptions to the above standard.  The Superintendent will meet and discuss with AEA alternatives to these proposed exceptions.

            4.         No teacher with professional status who is a member of the bargaining unit will be laid off from any discipline as defined in Article XXVIII, if such layoff results in ten percent of kindergarten or elementary classes exceeding the numbers in 1a and b above, or ten percent of the teachers in a discipline defined in Article XXVIII having a pupil load in excess of the loads set forth in 1c-1 and 1c-2 above.

            F.         Work Load for Secondary Teachers

                        1.         The teaching loads at the middle and senior high school will be as follows:

            a.         English teachers: four periods per day (20 per week)

Subjects other than English: five periods per day (25 per week)

If the above limitations result in inequities among the staff, either party may reopen the contract for the sole purpose of resolving the inequity.  Effective August 31, 2006 English teachers may be assigned five periods per day.

            b.         The number of supervisory assignments will be two directed study periods/corridor duty per week for teachers of subjects other than English and four per week for teachers of English unless English teachers are assigned five periods.

            c.         In the event that the Superintendent determines that an additional supervisory assignment is needed, the Superintendent will promptly notify the Association in writing.  To the extent practicable and possible, such third supervisory assignment, when needed, will be made in reverse order of seniority, on a rotating basis, among otherwise unassigned teachers.  Seniority for this purpose will be system based, not discipline based.

            G.        Work Load for Elementary Teachers

                        1.         (Personnel in Unit A) Teachers will, in addition to a duty-free lunch period have a daily preparation period.

                        2.         The School Committee will arrange a schedule to guarantee 40 minutes per day preparation time for all elementary teachers.

                        3.         Art and Music Specialists will have a classroom, if available(**), for the purpose of teaching and storage of materials.

            4.         Teachers will be given compensatory time for lost preparation time.

            H.        Meetings

                        1.         Each school will establish an annual schedule of meetings.  This schedule shall be given to all staff at the beginning of every school year.  Teachers may be required to remain after the end of the regular work day to attend meetings which start no later than 2:45 PM, without additional compensation.  There shall be no more than three regular meetings each month, emergency meetings excluded.  One of the three meetings may be up to one hour and fifteen minutes, the other two will be limited to 60 minutes.  Meetings include, but are not limited to, system wide, building, grade level, departmental and professional development meetings.  Upon request of the Association, sufficient time will be provided during these meetings with the principal or house dean to discuss teacher concerns.

                        2.         The Association recognizes that there may be circumstances requiring emergency faculty meetings on short notice, in which event the Association waives the 48-hour notice and agenda requirements under Paragraph H-1.  All teachers shall attend such meetings.

                        3.         Teachers may be required to attend four evening meetings each year.  No school week shall have more than one required evening meeting.  One of these meetings will be for curriculum presentations; two for conferences after the first report cards, and the fourth meeting will be at the discretion of the principal.  No required evening meeting shall be longer than two hours.  The first evening meeting for parent conferences shall be during the same week as the parent conference release days, with the second evening meeting for parent conferences being held in the following week after the parent conference release days.  Attendance at all other evening meetings will be at the option of the individual teacher.

                        4.         An effort will be made to publish and distribute a monthly schedule of staff and other meetings as well as Association activities to every building prior to each month, beginning with October.  This does not preclude other meetings being called.

            I.          General

                        1.         In order that teachers receive preparation time, the School Committee shall make every effort to secure substitutes for absent teachers.

                        2.         When students with an IEP are included in regular classrooms, a copy of the IEP will be given to the regular classroom teacher.

            J.          The following is a statement of educational philosophy only and as such its terms shall not be subject to the grievance and arbitration provisions of this agreement.

            Students placed in a regular education environment to conform with handicapped, mandated least restrictive environment (LRE) requirements or other similarly directed measures deserve an appropriate classroom learning environment along with all other students.  Further, teachers will be provided an environment conducive to effective performance, in order to fulfill their assigned duties.

            The following provisions may be adhered to in achieving this environment:

                                    a.         In all cases related to implementation, teachers may be provided pre-placement decision-making participation specifically designed to determine the appropriate learning strategy in each case. Decision-making may minimally include the areas of student placement, resources and consultations, training needs, student discipline, student assessment to evaluate current placement and similar matters of a related nature.

                                    b.         Prior to student placement for LRE programs, appropriate training may be provided to any personnel requesting such training.

                                    c.         Class size may be adjusted downward in all inclusive education classrooms in order to accommodate increased individualized attention for all students.  Inclusion students may be counted prior to open enrollment being considered as an option in any class/school.  Maximum class sizes and consultative loads may not exceed the standards adopted as maximums by the Massachusetts Board of Education. Further, the distribution of students with I. E. P.'s to regular classrooms must be equitable.

                                    d.         All appropriate and necessary equipment and resources will be available to teachers prior to the placement of students. Additional needs identified while in the program may also be provided to enhance placement validity and effectiveness.

                                    e.         Employees involved in the physical transportation of handicapped students will be provided assistance.

                                    f.          No staff may be displaced, reassigned or transferred due to the initiation of program changes to accommodate inclusion, except by mutual agreement of the Association, representing the affected staff person, and the administration, in full compliance with the applicable terms and conditions of the Contract.

                                    g.         Any staff losing his position due to his assignment being eliminated because of implementation of Inclusive Education Programs may be offered a position of like nature, including maintaining all rights, benefits and compensation.

            K.        Health and Safety

            The Employer will provide a safe and healthful environment.  Upon request, the Employer will provide the Association information concerning the health and safety of the staff and the students.

            L.         Mentoring

            Mentors must have two complete years of experience in the Arlington School System.

 

ARTICLE IX

School Calendar

            The Association shall consult with the Superintendent in the preparation of the annual school calendar.  Any disagreement concerning the annual school calendar will be submitted by the parties to the School Committee, whose decision will be final and binding and will not be subject to the grievance and arbitration procedure under this Agreement.  The school calendars for the years of this Agreement, for planning purposes, will be found in Appendix E.

            The school calendar will provide for 185 student days and 188 teacher days. However, the actual days utilized will be 180 student days and 183 teacher days.  The three days in excess of the students' time of 180 days will be used as follows:

            The school calendar will provide for 185 student days and 188 teacher days. However, the actual days utilized will be 180 student days and 183 teacher days. The three days in excess of the students' time of 180 days will be used as follows:

            First Day

§  Morning: central office meeting for all staff followed by building-based principal meetings

§  Afternoon: classroom preparation

Second Day

§  Morning:  district-wide professional development (district or building based)

§  Afternoon: classroom preparation

            Third Day         Middle of the school year for professional development.

 

ARTICLE X

Non-Teaching Duties

            The Committee and the Association acknowledge that the teacher's primary responsibility is to teach and that his energies should, to the extent possible, be utilized to that end.

            Teachers will not be required to collect money from students for non-educational purposes except to the extent as is now the practice.  In applying this provision, it is the intent of the parties that monies currently collected will continue to be collected, but that no additional funds will be added.  To aid in the collection of milk monies, teachers will be provided with a standard list of students and will transmit the monies collected to the Principal without responsibilities for specific amount collected.

            Teachers will not be required to drive pupils to activities which take place away from the school building.

            The Association and Committee agree to consult with one another regarding any problems either party may identify in the functioning of the elementary school lunch program.

            A computer system will be utilized to assist teachers in the preparation of the official register.  Teachers are required to gather daily attendance information, to report such information to the office.

            When a teacher moves to a new building or new location within a building, upon written request, the Committee will arrange for the teacher's materials to be moved.  If a teacher is asked to move classrooms and must pack school materials and supplies, the following shall apply:

            A.        Teachers who have been told that they need to change rooms will be given adequate time to pack and move their materials and supplies and throw away old materials and will be paid one day at their per diem rate for such move.

            B.        Teachers are not expected to move boxes, furniture or other equipment and should use reasonable caution in the packing process to avoid injury.

            C.        Payment for moving will be made within 30 calendar days from the date when they moved into the new classroom.

 

ARTICLE XI

Teaching Assignments

            A.        Teachers with one year or more in the Arlington School system will be notified in writing of changes in school and/or department for the coming school year, not later than June 20^th except in circumstances beyond the control of the School Committee.

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

            C.        Good educational practice requires that teachers be assigned to teaching grades or subjects of their preference, if they have competence in these areas.  To the extent possible such preference will be honored.

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

            In making transfers, the convenience and wishes of the individual teachers 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.

            Involuntary transfers will be permitted (after notices as provided in paragraph A) as long as the following procedures are followed:

            1.         Notice shall be posted to seek qualified volunteers who will be transferred if it does not conflict with the best interests of the school system.

            2.         If there are no qualified volunteers or the transfer of such volunteers conflicts with the best interest of the school system, involuntary transfers shall be made only after giving due weight to seniority, qualifications, and other relevant factors.

            3.         A teacher being notified of an involuntary transfer may, at his or her option, take a leave of absence for one or two years.

            4.         An involuntarily transferred teacher may elect to return to his or her former school/department if a vacancy for which said teacher is qualified occurs subsequent to the involuntary transfer, but prior to June 1 of the following school year.  Such transfer will be effective on the next following September 1, and will not be allowed if it will result in the involuntary transfer of other bargaining unit members.

            5.         In case of involuntary transfers, a meeting will be held as soon as possible, between the teacher involved and the Superintendent or his/her designee.  It is recognized that such a meeting cannot be held before the transfer during the summer period or in cases involving long-term illnesses or emergencies of a compelling nature.

            6.         No teacher will be involuntarily transferred for punitive reasons.

            7.         Reassignments within buildings will not occur until involuntary transferred teachers are first offered the position.

            E.         Teachers desiring to transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests may be submitted by a teacher at anytime.  Such request will remain on file until the teacher asks that it be rescinded.  The reasons for the denial of a transfer request will be given if requested by the teacher.  Notice of transfer will be given to teachers as soon as feasible.

            F.         In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedule as soon as practicable.

            G.        Teachers assignments will be made without regard to race, creed, color, religion nationality, gender, marital status or sexual preference.

            H.        Nurses

            1.         Nurses shall be notified as soon as practicable about any change in assignment.

            2.         A nurse whose school assignment consists of a combination of senior or middle schools and elementary schools will have time arranged proportionately by the supervisor of the nursing department.

            3.         The Supervisor of Nurses shall be consulted regarding the assignment of all personnel in the Health Services Department.

            4.         No nurse shall be assigned to more than two schools, wherever practicable.

            5.         Whenever practicable, a substitute nurse shall be obtained when a regular nurse is out sick or for other reasons unable to cover her appointed schedule.

I.          On Loan refers to only those teachers whose names appear on the riffed list.

            1.         On loan will be restricted on one year as per agreement, July, 1984.  If these people are riffed again, the same options are presented to them for choosing to continue on loan in the next school year if an opening exists, or choosing to be recalled permanently for any position for which they are certified where an opening exists.

            2.         Any teacher whose name does not appear on the riffed list be referred to as being a temporary transfer in a new department.

            3.         Non-riffed, non-professional status teachers may apply (by April 1^st as per Article XI of the Contract) to be placed for one year in a temporary transfer.  This temporary transfer may be extended for one additional year.  In the above situations, these teachers are treated for purposes of rif, recall, and transfer as if they never left their original position.

The order of consideration shall be:

1.         Professional status displaced (involuntarily transferred) teachers by seniority          in their discipline (by seniority list placement).

            2.         Professional status displaced (involuntarily transferred) teachers by seniority          who have certification areas other than their seniority list to posted positions   in other disciplines.

            3.         Professional status permanent voluntary transfers.

                        4.         Professional status temporary transfers.

                        5.         Professional status RIFFED teachers by seniority in their discipline.

            6.         Professional status RIFFED teachers by seniority who have certification in             areas other than their seniority list to posted positions in other disciplines.

 

ARTICLE XII

Vacancies and Promotions

            A.        All vacancies in present positions, including but not limited to administrative positions, grant positions and extracurricular positions, will be posted for 15 days in each building by the Superintendent.  Written notice of any such vacancy will be given to the Association and one building representative per school and posted on the Committee’s website. Whenever a vacancy occurs, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth. The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore.  A disagreement over the necessity for change will be subject to the grievance and arbitration procedures set forth in this Agreement.  No vacancy will be filled nor will the process to fill the vacancy begin until the completion of the 15 day posting period.

            B.        All teachers will be given adequate opportunity to make application for such positions, and the Committee agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and all other relevant factors.

            C.        In the event that an outside contractor is needed to provide consultation to staff or direct services to students, such positions will first be posted for a minimum of ten days and members of the bargaining unit who apply and are qualified will be given due consideration.

            D.        Appointments will be made without regard to race, color, creed, religion, nationality, gender, marital status or sexual preference.

            E.         Any screening committee established by the School Committee, pursuant to an administrative position vacancy, shall include at least two teachers elected by their colleagues within the affected building/department/house.

            F.         The Association recognizes the right of the Superintendent to develop complete job descriptions and to publish these descriptions in a Teacher Handbook, job posting, or other appropriate places.  Job descriptions may not be in conflict with the expressed terms of this Agreement.

            G.        The Association will be provided the opportunity to review any existing job descriptions, and the Association will also be provided ample opportunity for the input on any new job descriptions.  Copies of all job descriptions/postings shall be maintained in a file in the Superintendent’s office and shall be available for review.

 

ARTICLE XIII

Association Rights

            A.        The Association and its representatives shall have the right to use the school building facilities at all reasonable hours for meetings without charges, provided that when special custodial service is required, the Committee may make reasonable charges as provided for in the Building Use Policies. The principal may designate a suitable and adequate place if there would be a conflict with other scheduled activities.

            B.        Duly authorized representatives of the Association and its respective affiliates shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.

            C.        The Committee agrees to provide printing shop and data processing services to the Association and permit the Association to use school equipment under the usual Building Use Policies, as long as it does not interfere with the regular operation of the school programs.  Such services shall be paid for in full by the Association at the rates established by the Committee.

            D.        The Association shall have exclusive right as a teacher organization to post notices of activities and matters of Association concern on teacher bulletin boards.  At least a portion of one or more bulletin boards shall be provided in each building solely for that purpose.  Such communications to employees shall be posted only on the bulletin board so designated.  The Association shall have the exclusive right as a teacher organization for the use of teacher mailboxes for communications to teachers.  Any communication posted on a bulletin board, sent through the schools means of communication, or placed in employee boxes by the Association, shall have proper identification of the Association.  Except for the Association's elections, political campaign literature shall not be posted on school bulletin boards or distributed through school mails by the Association or any of its members, nor shall school facilities or equipment be used in any manner for political purposes by the Association, unless approved by the Superintendent.  All sections of this Article shall apply to both buildings and central office and to persons working where regular mailboxes do not exist.

            E.         The Committee agrees to furnish the Association, on request, with all available information concerning the financial resources of the district, including, but not limited to, annual financial reports and audits, register of certified personnel, preliminary budget requirements and allocations, agenda and minutes of all Committee meetings, treasurer's reports, census and membership data, names and addresses of all teachers, and such other information as will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of teachers, together with information which may be necessary for the Association to process any grievance or complaint. Nothing contained in the above shall be construed to require that the Committee provide such information in any form other than it would normally be provided to the Committee.

            F.         The teacher who is elected president of the Association shall be released from a portion of classroom responsibilities, a minimum of four-tenths assignment each day, to fulfill responsibilities to the Association and to the district.

            G.        The president of the Association will provide the Superintendent with a list of all days/dates of Association committee meetings and a listing of the members of the Association on such committees.  The Superintendent will notify appropriate school administrators of those approved days and dates.

            H.        Any teacher engaged in a formal meeting where the teacher's attendance is required in negotiating on behalf of the Association with any representative of the Committee or participating in any professional grievance procedure shall be released from regular duties without loss of salary.

ARTICLE XIV

Sick Leave

            A.        Teachers will be entitled to 15 sick leave days each school year as of the first official day of said school year after they report for duty on that day.  Sick leave may be accumulated from year to year with no limit.

            B.        In addition to personal illness or injury, sick leave may be utilized for the following purposes:

            1.         Two days when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care, and the Committee may extend this at its discretion.  Immediately after the teacher's return, a written statement explaining the circumstances of the emergency shall be submitted to the Superintendent (of Schools) for his/her approval.

                        2.         Any other reason approved by the Committee.

            C.        The sick leave bank established in September, 1972, for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have a serious illness, shall be continued.

            Every teacher must deposit one day in the sick leave bank.  Every newly employed teacher will deposit one day in the sick leave bank as of his/her first day of employment in the Arlington Public Schools.

            The bank shall be maintained at a minimum of one day per professional staff member after the first year of maintenance.  A maximum shall be two per professional staff member.

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

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

            The sick leave bank shall be administered by a sick leave bank committee consisting of five  members, two  members shall be designated by the (School) Committee to serve at its discretion and three members shall be designated by the Association.  The sick leave bank committee shall determine the eligibility for the use of the bank and the amount of leave to be granted. The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave.

                        1.         Adequate medical evidence of serious illness,

                        2.         Prior utilization of all eligible sick leave.

                        3.         Length of service in the Arlington School System.

                        4.         Propriety of use of previous sick leave.

            If the sick leave bank is exhausted, it shall be renewed by the contribution of one additional day of sick leave by each member of the professional staff covered by this Agreement. Such additional day will be deducted from the teacher's annual 15 days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank.

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

 

ARTICLE XV

Temporary Absence

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

            1.         Two days absence for personal, legal, business, household, or family matters which require absence during school.  Time taken under this section will be deducted from sick leave for teachers with non-professional status.  Personal days for teachers with professional teacher status shall not be deducted from sick leave.  Personal days are granted prior to and following the close of school for school vacations or holidays at the discretion of the Superintendent. Teachers taking personal days shall make the statement that reads “The leave is being taken pursuant to Article XV, Section A1”.  Statement by the teacher that leave is being taken pursuant to this Article and Section shall suffice.

            2.         At least two days for the purpose of visiting other schools or attending meetings or conferences of an educational nature, at the discretion of the Principal and the Superintendent or Assistant Superintendent.

            3.         Time necessary for Association representatives to attend Massachusetts Teachers' Association and/or National Education Association conferences and conventions, at the discretion of the Superintendent; currently the limit is set at two days.

            4.         Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the system, or in any other legal proceeding if the teacher is required by law to attend, at the discretion of the Superintendent.  This section does not include legal proceedings in which a teacher has brought a job-related action against the School Committee, its members, or against any employee of the Arlington School Committee.

            5.         Up to five days at one time in the event of death or serious illness requiring bedside or household attention by the teacher of a teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling, grandchild, or other member of his/her traditional or non-traditional family with a cap of fifteen days annually.  From six to 15 days a doctor's letter confirming the serious illness will be required, with no deduction from sick leave.  After the 15 days have been reached annually, then additional days will be deducted from the teacher's accumulated sick leave.  Teachers will be granted one day in the event of the death of a teacher's grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece, or nephew, unless said relative is a member of the immediate household, in which event the teacher will be entitled to the aforesaid five days. With respect to those on the one day category, if a teacher attends a funeral out of state, up to two additional days will be granted at the discretion of the Superintendent.

            6.         A maximum of ten days per school year for persons called into temporary active duty of any unit of the U. S. Reserves or of the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.

            7.         The policy of allowing absences for purposes of religious observance will continue.

            8.         Absences taken pursuant to Section A above, with the exception of paragraph A-1, will be in addition to any sick leave to which the teacher is entitled.  No teacher will be required to arrange for his own substitute.

            9.         Written application to, and approval by, the Superintendent for absences under this Article will be made normally as far in advance as possible, and at least 48 hours before taking such absence, except in the case of emergencies.  Paragraphs #5 and #7 are excluded from this provision.

 

ARTICLE XVI

Extended Leaves

            A.        The Committee agrees that one teacher designated by the Association will, upon request, be granted a leave of absence for one year without pay for the purpose of engaging in Association (local, state, or national) activities.  Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary scale at the level he would have achieved if he had not been absent. At the discretion of the Committee, such leave can be renewed.

            B.        At the discretion of the Superintendent, a leave of absence without pay of up to two  years may be granted to any teacher who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he were actively employed by the District during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent.

            C.        The Committee will comply with the provisions of the Family and Medical Leave Act.

            D.        A parental leave of absence without pay of up to two years will be granted a teacher upon request.

            1.         A teacher who is pregnant may remain in active service until the termination of her pregnancy.  The teacher may be required to submit a written statement from her physician indicating how long she may safely continue her active employment prior to the expected date of confinement.

                        2.         The Family and Medical Leave Act of 1993, Sections 102, 105D, Chapter 149, and the applicable sections of Massachusetts General Law shall be incorporated into this Agreement by reference.  Maternity leaves of eight weeks or less duration shall be governed by the provisions of Chapter 149, Section 105D of the General Laws of the Commonwealth of Massachusetts.

            3.         The Superintendent may require that a teacher remain on leave until the September following the expiration of the leave period.  Any teacher who has requested less than a two-year leave, who desires an extension, will be considered for such extension provided the request is made in writing by the March 15 prior to the expiration of the current leave.

            4.         Upon return from maternity leave and/or parental leave, the teacher shall be restored to his or her position or a similar position, except that a teacher on maternity leave shall be treated as an active employee for the purposes of reductions in force pursuant to Article XXVIII of this Agreement.

            5.         The teacher who is on maternity leave shall be entitled to use paid sick leave to cover the period of the actual physical disability due to pregnancy and/or the termination thereof.  A teacher who returns in September shall move to the step following the one the teacher was on provided the teacher completed 90 working days during the school year in which the leave began.

            E.         A leave of absence without pay increment of up to one year may be granted for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Superintendent.

            F.         The Superintendent will grant a leave of absence without pay or increment to any teacher to campaign for, or serve in, a public office for the length of one term not to exceed six years.

            G.        After five years' continuous employment in the Arlington School System, a teacher may be granted a leave of absence without pay for up to one year for health reasons.  Requests for such leave will be supported by appropriate medical evidence.

            H.        Any teacher whose personal illness extends beyond the period compensated may be granted a leave of absence without pay or increment for such time as is necessary for complete recovery from such illness.

            I.          Other leaves of absence without pay or increment may be granted by the Superintendent.

            J.          All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him upon his return, and he will be assigned to a position where he best meets the needs of the school system.

            K.        All requests for extension or renewal of leaves shall be submitted in writing.  The Superintendent reserves the exclusive right to grant such requests.  A teacher's entitlement to his prior position upon return from such extension or renewal will be arranged on an individual basis.

            L.         A teacher who works at least one-half of the work year in which a leave of absence is taken shall receive credit for that year for the purpose of placement on the salary schedule.

            M.        A teacher on leave under this Article shall notify the Superintendent in writing by March 1 of the year in which the leave ends, of the teacher's intention to return.

            N.        Any person currently in the bargaining unit who accepts an administrative position in the Arlington Public Schools, and who requests a year’s leave of absence, will be granted this leave by the Superintendent.  All other provisions of Article XVI apply.

            O.        Any request for a leave of absence must be submitted by February 1 of the year preceding the leave of absence except in an emergency situation or other unusual circumstance.

 

ARTICLE XVII

Sabbatical Leaves

            Upon recommendation by the Superintendent (of Schools), sabbatical leaves may be granted for study or travel to a member of the teaching staff by the Committee, subject to the following conditions:

            1.         No more than two members of the teaching staff will be absent on sabbatical leave at any one time.

            2.         Requests for sabbatical leave must be received by the Superintendent (of Schools) in writing in such form as may be required by the Superintendent (of Schools) no later than December 31, and action must be taken on all such requests no later than April 1, of the school year preceding the year for which the sabbatical leave is requested.

            3.         The teacher has completed at least seven consecutive full school years of service in the Arlington School System.

            4.         Sabbatical pay equals one half of a teacher’s current annual base pay.  Teachers on a full year sabbatical leave will receive one half of a year’s pay.  Teachers on a half-year sabbatical leave will receive their full pay for the time worked in addition to sabbatical pay.

            5.         The teacher will agree in writing to return to employment in the Arlington School System for one year for a semester's leave or two years for a year's leave.  Otherwise, the teacher must repay in full all monies received, or as otherwise decided by the Committee.

 

ARTICLE XVIII

Professional Development and Educational Improvement

            A.        For teachers hired prior to January 1, 1991, the Committee will reimburse in full the cost of tuition up to 12 credits per year for courses taken at accredited colleges, universities, or professional training schools, provided the teacher is accepted by the institution as a candidate for a Master's program, and approved in advance by the Superintendent (of Schools).  Holders of a Master's degree or higher may be reimbursed as above for courses taken in an accredited institution and not in a degree program, but with prior approval of the Superintendent (of Schools).  For professional status teachers hired initially after January 1, 1991, course reimbursement will be limited to the average per semester hour credit at the state college-university level.  Reimbursement to a teacher will not be made later than one year after the course has been completed, and sooner, if possible, depending upon the availability of funds. No such reimbursement will be made for courses while on sabbatical leave.

            B.        The Committee will pay the reasonable expenses (including fees, meals, lodgings, and/or transportation) incurred by teachers who attend workshops, seminars, conferences, other professional improvement sessions at the request and/or with the advance approval of their principal or immediate superior, and with the approval of the Superintendent, and provided there are sufficient funds in the budget.

            C.        Upon the submission of documentation, the (School) Committee will reimburse the teacher up to $100 for the cost of recertification/relicensure.

            D.        Teachers with a Bachelor's degree should within one year after attaining professional teacher status, enroll in a Master's degree program approved by the Superintendent.

            E.         The distribution of course vouchers shall be as follows:

1.         To the cooperating teacher, who may use the voucher or be allowed to transfer the voucher to whomever they wish.

            2.         To a cooperating teacher who did not use his/her own voucher, to be used within the following semesters.

            3.         All available vouchers shall be advertised by the Superintendent.

            4.         The Superintendent shall insure an equitable distribution of vouchers.

            F.         All PDPs issued by the School Department must be issued within 60 days of submission of data to the Superintendent's office.

            G.        In-service credits – The Committee will offer training to the teachers that will equal no fewer than six in-service credits per year.

 

ARTICLE XIX

Legal Assistance

            A.        Teachers will immediately report all cases of assault suffered by them in connection with their employment to their immediate supervisor and the Superintendent 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 among the teacher, the police, and the courts.

            C.        If criminal or civil proceedings are brought against a teacher alleging that the teacher committed an assault within the scope of the teacher’s employment, the Committee, to the extent permitted by law, will furnish legal counsel to defend the teacher in such proceeding if the teacher requests such assistance.  The rights of a teacher to indemnification in certain actions and claims, and to legal assistance will be governed by General Laws, Chapter 258, Section 2.

 

ARTICLE XX

Personal Injury Benefits

            A.        Whenever a teacher is absent from school as a result of a personal injury caused by an accident or an assault occurring within the scope of his employment, he will be paid his full salary (less the amount of any workman's compensation award made for temporary disability due to said injury) for the period of such absence, so long as he has sick leave which can be charged on a pro-rata basis to make up the difference between full salary and the workman's compensation benefits available.

            B.        The Committee will make every effort to reimburse teachers for:

            1.         Any clothing or other articles of personal adornment or educational equipment or material (authorized in writing by the immediate supervisor to be used) which is damaged or destroyed while acting within the scope of his employment, not to exceed the cost of $300.  Within the limits set forth above, there is the intent to make the party whole for the replacement value of the article specified.  In the event any losses covered by this section are also covered by insurance, the insurance money will first be applied to cover the replacement value and any deficiency or deductible on the insurance premium will then be covered by this section.

            2.         The cost of medical, surgical, or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained within the scope of his employment.

 

ARTICLE XXI

Insurance and Annuity Plan

            A.        A health insurance plan will be provide by the employer in accordance with a side letter of understanding (which is incorporated into this Agreement.) in Appendix D.

            B.        The Committee will provide to each teacher a $5,000 term life insurance plan of the type presently available to teachers.

C.        In order to provide a non-forfeitable tax sheltered annuity payable on retirement or termination of employment, a teacher may contract with the Committee pursuant to Section 37 (b) of Chapter 71 of the General Laws of Massachusetts for purchase of such annuity as part of his or her employment compensation.  The Arlington School Committee shall not be responsible for the payroll purchase of more than one annuity per person.  Enrollment in a tax sheltered annuity plan shall be accomplished annually between September 1 and October 15.

            D.        The (School) Committee will continue to offer a Section 125 plan (of the IRS Code).

 

ARTICLE XXII

Association Security

            A.        Effective September 1985, any teacher who is not a member of the Association in good standing or who does not make application for membership in the Association within 30 days following the ratification of this Agreement, whichever is later, shall as a condition of continued employment pay as an Agency Fee to the Association an amount equal to the current dues of the Arlington Education Association, the Massachusetts Teachers' Association, and the National Education Association, provided however, that the teacher may authorize payroll deductions for such Agency Fee in accordance with Section C of this Article.

            In the event that a teacher does not pay said Agency Fee directly to the Association or authorize payment through payroll deduction, the Committee shall immediately cause the termination of employment of such teacher, pursuant to Chapter 71, S42 of the Massachusetts' General Laws.  The parties expressly recognize that the failure of any teacher to comply with the provisions of the Article is just and reasonable cause for discharge from employment.

            B.        There shall be no reprisal of any kind taken against any member of the Association because of his membership in the Association or participation in its activities.  There will be no reprisal of any kind taken against any teacher by the Association because of his lack of membership and/or participation in Association activities.

            C.        The Committee agrees to deduct from the salaries of its employees dues for the Arlington Education Association, the Massachusetts Teachers' Association, and the National Education Association as teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to the treasurer of the Arlington Education Association. Teacher authorization shall be in writing on a form provided by the Association and shall be deemed valid until said teacher presents written notification to the Committee, 60 days in advance of September 19 of his intent to discontinue such authorization. Said deductions shall be made in equal installments from salary payments made between November 1 and June 30.

            D.        Each of the Associations named in Section C 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 30 days’ written notice prior to the effective date of such change.

            E.         No later than November 1 of each year, the Committee will provide the Association with a list of those employees who have voluntarily authorized the Committee to deduct dues of the Association named in Section C above.

            F.         The Committee, upon request, and at its discretion, will provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this agreement.

            G.        The (School) Committee shall grant 40% release time per school year to the President of the Association during his/her term in office.  The School Committee and the Association shall share the costs equally for the release time.

 

ARTICLE XXIII

Curriculum and Textbooks

            A.        The Committee subscribes to the principle that teacher involvement in the development, implementation, and reassessment of curriculum and educational programs is a prime necessity in order to provide the best possible programs for the children of Arlington. To this end, teachers will participate in the development, implementation, and reassessment of new and existing curriculum and educational programs.

            B.        The Chairman of a Department may recommend a textbook change or select a new textbook after consulting with members of the department.

            C.        The Elementary School Principal shall consult with the appropriate staff of the school before a textbook is finally selected.

            D.        The Assistant Superintendents may be consulted by personnel in Unit A about the selection of textbooks.

            E.         The Committee recognizes the need for appropriate instructional materials and supplies, including textbooks, in order to fully implement the required curriculum.

 

ARTICLE XXIV

Save and Separability

            Should any part of this Agreement or any portion thereof, as herein contained, be rendered or declared illegal, legally invalid, or unenforceable by reason of any existing or subsequently enacted legislation, or by any decree of a court of competent jurisdiction, such invalidation of such part or portion shall not invalidate the remaining parts or portions thereof. In the event of such occurrence, the parties agree to meet immediately, and, if possible, negotiate substitute provisions for such parts or portions rendered or declared illegal or invalid.  The remaining parts or portions shall remain in full force and effect.

 

ARTICLE XXV

General

            A.        Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or lack thereof outside of the classroom will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

            B.        The Association will be provided with copies of approved minutes of official Committee meetings and all other printed materials of a public nature that are distributed to Committee members at official meetings as soon as possible after such meetings.  A copy of the official agenda of the meetings, and any attached documents of a public nature will be given to the Association prior to said meetings.

            C.        The Association will assume responsibility for printing copies of this Agreement.  The number of copies printed shall be equal to the present number of Unit A staff, plus 200, of which 100 copies will be for the Committee and 100 will be for the Association. The cost of such printing shall be equally shared by the parties.

            D.        The School Committee and the School Administration will not take disciplinary action or any other form of administrative reprisal or discrimination with regard to professional teacher status or conditions of employment because of conduct related to the collective bargaining dispute which preceded the settlement of the 1979-1982 Agreement.

            E.         There shall be no prosecution by either the Committee or the Association of any law suit or administrative proceeding, whether new or pending, arising out of the collective bargaining dispute which preceded the settlement of the 1984-1987 Agreement.  Both the Committee and the Association will withdraw any pending law suits or administrative proceedings against the other party arising out of the collective bargaining dispute which preceded the settlement of the 1984-1987 Agreement.

            F.         Both the School Committee and the Association agree not to bring suit against the School Committee, individual School Committee members, members of the administration, the Association, or its affiliates, or individual teachers, as a result of the events from September 4, 1984 to the date of the settlement of the 1984-1987 Agreement.

 

ARTICLE XXVI

No Strike

            The Association and members of the bargaining unit agree that they will not authorize, engage in, or condone a work stoppage, slowdown, or withholding of services by employees while this Agreement is in force.

 

ARTICLE XXVII

Teacher Evaluation

            Please see Appendix G - Memorandum of Agreement, June 29, 1999.

            A.        The purposes of teacher evaluation are the continuing improvement of a teacher's performance in rendering services to the school system and a vehicle by which personnel decisions shall be made.  Both teachers and evaluators must keep these goals in mind if the evaluation process is to be carried out in a spirit of professional growth.

            1.         All observations of the work performance of any member of Unit A will be conducted openly and with full knowledge of the teacher. The School Committee will observe the provisions of G. L. C. 71, Section 42C regarding teachers' personnel folders.

            2.         Any complaints of a serious nature regarding any member of Unit A made to any member of the Administration or School Committee by any parent, student, or other person will be promptly called to the attention of the person.

            3.         Each member of Unit A who is subject to a formal evaluation shall affix his or her signature to the evaluation and may add any comment he or she so desires. Said signature on the evaluation does not indicate approval of the evaluation, but merely indicates that the evaluation has been seen.

            4.         There shall be only one official personnel folder for each member of Unit A in the Superintendent's office.

            5.         Should any material derogatory to a currently employed member's conduct, service, or personality be placed in the member's personnel folder, that the member involved will be given an opportunity to review same.  If the member chooses to do so, he or she may submit any statement concerning the same if he or she so desires and said statement shall be filed with the alleged derogatory material in the member's personnel folder.

            B.        No teacher will be disciplined, deprived of any rights or benefits or denied any professional advantages without just cause; provided that nothing in this section will be applicable to cases involving dismissal or non-renewal of contracts.

            C.        If a teacher without professional teacher status is not reappointed, he shall be given, in writing, the reason of the Principal/Superintendent action.

            D.        The Teacher Professional Standards adopted by the Arlington Education Association and the Arlington School Committee on November 12, 1996, as required by the Education Reform Act of 1993 and MGL Chapter 69, Section 1B and Chapter 71, Section 38 are incorporated by reference in this Agreement.  The Teacher Professional Standards are included in the Teacher Evaluation Guidelines Booklet entitled: "A Handbook of Teacher Evaluation Procedures for the Arlington Public Schools".

E.         1.         Teachers without professional teacher status shall receive three written evaluations per year, on or before November 1st, February 1st, and April 1st.

            2.         Teachers with professional status who have completed five years of service shall receive a written evaluation every two years, unless more frequent evaluation is needed.

            3.         Whenever the word evaluation is used in this Agreement, it refers to the written evaluation in paragraphs 1 and 2 above.

            4.         Each evaluation shall be preceded by at least one classroom observation which shall be at least thirty minutes in length.

            5.         Observations may be conducted by administrative personnel other than those designated as evaluators.  Each observation shall be followed by a conference between the observer and the evaluatee within five school days after the observation.  The teacher shall sign a form acknowledging that the conference took place and be given a copy thereof.  The results of observations may be utilized by those doing evaluations, but may not be attached thereto.

            6.         The written evaluation must be completed within ten school days after the final observation.

            7.         The teacher may request within ten school days after receipt of the evaluation, specified in paragraphs 1 and 2 above, that one additional evaluation be made.

            8.         The teacher shall have five school days after receipt of the evaluation to sign the evaluation; and ten school days after receipt of the evaluation to submit a written rebuttal.

            9.         For teachers at the elementary level, the written evaluation shall be by the building principal.  At the secondary level, the responsibility for the written evaluation shall be that of the Principal, who may utilize the department chairs to prepare such evaluations.  For specialists, the written evaluation will be prepared by their immediate supervisor.

            10.       Time limits set forth above may be delayed in event of emergencies.

            F.         Evaluation and observation procedures will be carried out in a manner which is fair under all circumstances.  The Committee and the Association will form an evaluation committee to review and update the current evaluation procedures and instruments.  Its recommendation will be presented to the Association and the Committee and, if accepted, will become part of the Agreement and substitute for the instrument referenced in section D and the procedures referred to in Section E.

 

ARTICLE XXVIII

Reduction in Staff

            A.        In the event it becomes necessary to reduce the number of teachers within the school system to the extent provided by statutes, then no teacher with professional teacher status shall be laid off if there is a teacher without professional teacher status serving in a position that a teacher with professional teaching status is qualified to fill.

            B.        Teachers with professional status will be laid off within their discipline by seniority as defined below unless the Committee determines that there is a significant difference in the teacher’s performance as evidenced by evaluations during the previous five years. (The five-year period is to include the year in which the determination is made.)

            C.        Ties on the seniority list shall be broken in the following manner:

            1.         One point shall be granted to the teacher or teachers (if there are ties within the tied group of teachers) in each of the following areas:

                                    a.         The greatest number of certifications;

                                    b.         The highest column placement on the salary scale;

                        c.         The greatest number of total years of public school teaching experience.  The same rules which govern placement on the seniority list for experience within the Arlington Public Schools will govern the crediting of years of public school teaching experience.

                        d.         The needs of the system as defined by the Superintendent or his designee.  The awarding of this point will not be subject to the grievance procedure or arbitration.

            2.         All of the points awarded above shall be totaled for each teacher.  The teacher with the least number of points will be laid off first, and the teacher with the greatest number of points will be recalled first.

            3.         If, after all of the points have been added, there is still a tie for either layoff or recall, that tie will be broken by a lottery.

                        4.         Other guidelines for the process are:

                                    a.         The system will be used on one case at a time.

            b.         Grandfathered personnel will receive credit for certification in disciplines in which they have taught for at least one year.

            c.         Records must be updated by the individuals by written notice by February 1, with official verifications by April 1.

            D.        In determining whether a significant difference in evaluations exist, an Arbitrator shall not substitute his judgment for that of the Superintendent unless it is determined that the Superintendent has not demonstrated that his/her decision was made on a reasonable basis. The evaluations shall be considered by an Arbitrator to be an accurate reflection of teacher performance and shall not be subject to contrary testimony.

            E.         Continuous employment in Arlington Public Schools, including periods of leaves of absences for which salary credit is granted, shall be used to compute the length of service for such seniority.

            F.         For purposes of this Article, examples of discipline categories are: (a) Elementary Teachers; (b) English; (c) Science; (d) Math; (e) Social Studies; (f) Languages; (g) Business; (h) Art; (i) Music; (j) Industrial Arts/ Technological Education; (k) Home Economics/ Consumer and Life Studies; (l) Physical Education; (m) Guidance; (n) Special Services by individual category; (o) Librarians; (p) Occupational Education; and (q) Instructional Technology.  The Seniority Lists for Special Education and Learning Disabilities will remain merged as per the Impact Bargaining Agreement, 1981-82.

            G.        Except in unusual circumstances, a teacher so affected by a reduction in staff shall be notified by June 15 of the school year preceding the school year in which the reduction is to be effected.

            H.        Teachers who are on lay-off because of reduction in staff shall, for the first 26 months after the effective date of lay-off retain recall rights to fill vacancies and new positions, and they will be eligible for all group rates on health insurance.  During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

            I.          While members of the bargaining unit continue on lay-off, the Superintendent agrees not to hire any new teachers unless no teacher on lay-off is qualified to fill a position.

            J.          The status of teachers with respect to professional teacher status shall not be altered by lay-off.  Teachers with professional teachers status who are recalled shall be recalled with Professional teacher status, and teachers without professional teacher status shall be credited with all prior service within the system for purposes of establishing three years of continuous service toward professional teacher status.  All teachers, if recalled, will be credited with all benefits accrued up to the time of lay-off.

            K.        The term qualified as used in this Article shall be interpreted so as to be consistent with the term qualified in Chapter 71, Section 42, of the Massachusetts General Laws.

            L.         A Seniority List will be provided to the Association by January 1.  It will be updated annually.  Any corrections submitted by a teacher will be acknowledged by Administration in writing within one month.  The AEA will continue to honor the AAA agreement with regard to layoff for only AAA bargaining unit members employed on June 1, 2006.

            1.         The following agreements shall be incorporated into the Seniority List and related operating memoranda:

            a.         Unit A teachers who are laid off from Unit A positions and recalled into Chapter I positions will remain in the Unit A Seniority List in the disciplines from which they were laid off for the purposes of future layoff and recall.

            b.         The teachers assigned to Career Education will continue to be listed on the Unit A Seniority List in their former disciplines. No new discipline category will be created for Career Education.

            c.         The following alterations will be made to the published seniority lists:

            1.         Physical Education will be integrated into a single K-12 list.

                                                2.         Art will continue to be separated on a K-6/7-12 basis.

                                                3.         Library/Media will be integrated into a single K-12 list.

            4.         The Special Education and Learning Disabilities lists will be merged.

            5.         Music will be integrated into a single K-12 list, subject to the following system and limitations:

            a.         All Music teachers who may be laid off due to position elimination's, curriculum changes, etc., will be able to apply their seniority to bump (on a K-12 basis) junior teachers who occupy positions which the senior teachers have the present ability to perform.

            b.         Present ability means that the senior teacher has the ability to immediately perform the job held by the junior teacher without any retraining.  It does not require particular qualifications other than certification if the teacher can actually perform the job.

            c.         This system will apply only in the event of layoff.  It does not govern either voluntary or involuntary transfers.  If there are disputes between individual teachers and the Director over whether they have the present ability to perform a position, a dispute will be immediately submitted to a mutually-agreeable neutral umpire for a final and binding resolution which will govern the ability to bump on a K-12 basis.

 

ARTICLE XXIX

Job Share

                        1.         Job Share shall refer to two unit members sharing one full time position.  Usually to accommodate a 50%-50% or a 60%-40% division of responsibilities.  Any exception to this must be negotiated.

            2.         Any openings shall be available to certified teachers who have notified the Superintendent in writing by April 15th of their desire to job share.

            3.         Job sharing positions shall be filled only by teachers who have mutually agreed to work together.

            4.         Responsibilities of the teachers may be divided according to a plan designed by the teachers with the concurrence of their immediate supervisor.  This shall include but not be limited to attendance at regular staff meetings, parent conferencing, etc.

            5.         Teachers shall be placed appropriately on the Unit A salary scale, and be given appropriate added increments for advanced degrees or longevity.

                        6.         Teachers shall receive proportionate sick leave.

                        7.         One Town Insurance/Health Benefit package will be available per job share. 

            8.         Contributions to the retirement system shall be proportionate to the time served and salary earned.

            9.         Teachers shall be transferred to full-time positions at the beginning of a school year provided they have notified the Superintendent in writing by April 15th of their desire to do so.

            10.       No person shall be hired from outside the bargaining unit for a job sharing position until all members of the bargaining unit are returned from the RIF list and provided there are positions open.

            11.       No teacher in the unit shall be involuntarily transferred in order to create a job share position.

            12.       The number of job share positions shall be at the discretion of the Superintendent.

 

ARTICLE XXX

Teacher Civil Rights

            When a member of the professional staff enters the teaching profession, he/she does not give up citizenship rights or his/her civil liberties.

 

ARTICLE XXXI

Student Management and Discipline

            The (school district) Committee will, in cooperation with representatives of the Association, establish and enforce a Code of Student Conduct.  The Code of Student Conduct shall set forth the general standards of behavior expected of students enrolled in the district, whether in a classroom, elsewhere on school premises, on a school bus or other school-related vehicle or at a school-sponsored activity or event, whether or not held on school premises, and the disciplinary measures which will be applied in cases of student misconduct.  In addition, a bargaining unit member may establish rules of conduct not in conflict with the Code of Student Conduct for the time in which students are in his/her charge.

            The Code of Student Conduct will be distributed to all students and staff at the beginning of each school year.

 

ARTICLE XXXII

Duration

            A.        This agreement shall become effective as of September 1, 2006, and shall continue in full force and effect until August 31, 2009, and shall continue from year to year thereafter unless either party notifies the other by written notice prior to January 1, 2009 (or any subsequent January 1 thereafter), of its intention to modify or terminate the Agreement.  If such notice is given, the parties will enter into negotiations promptly after October 15, for a successor agreement to take effect the following September 1.

 

            IN WITNESS WHEREOF, the parties have caused this instrument to be duly executed by their authorized representatives.

 

 

 

ARLINGTON SCHOOL COMMITTEE      ARLINGTON EDUCATION ASSOCIATION

 

By: _____________________________       By:_______________________________

Chairperson, School Committee                     AEA President

 

Date:____________________________       Date:______________________________

 

 

 

_________________________________      __________________________________

Superintendent                                                Chair AEA Neg. Team

 

Date: _____________________________    Date: _____________________________

APPENDIX A –SALARY TABLES FOR TEACHERS

 

Salary at end of 2005 (Current Contract – included here for comparison)
Step	BA	BA+15	MA	MA+15	MA+30,CAGS	MA+60,DOC
1	$34,748.00	$36,068.00	$37,388.00	$38,044.00	$38,700.00	$40,901.00
2	$35,931.00	$37,250.00	$38,569.00	$39,226.00	$39,883.00	$42,083.00
3	$37,329.00	$38,692.00	$40,055.00	$40,740.00	$41,425.00	$43,697.00
4	$39,150.00	$40,516.00	$41,883.00	$42,565.00	$43,246.00	$45,518.00
5	$40,969.00	$42,334.00	$43,698.00	$44,384.00	$45,069.00	$47,346.00
6	$42,798.00	$44,158.00	$45,518.00	$46,202.00	$46,887.00	$49,618.00
7	$44,620.00	$46,208.00	$47,796.00	$48,481.00	$49,167.00	$51,902.00
8	$46,887.00	$48,480.00	$50,073.00	$50,756.00	$51,439.00	$54,184.00
9	$49,166.00	$50,759.00	$52,351.00	$53,034.00	$53,717.00	$56,452.00
10	$51,439.00	$53,260.00	$55,081.00	$55,767.00	$56,452.00	$59,185.00
11	$53,659.00	$55,762.00	$57,866.00	$58,506.00	$59,147.00	$61,941.00
12	$58,243.00	$60,628.00	$63,014.00	$63,610.00	$64,205.00	$67,062.00

 

Salary Effective September 1, 2006
Step	BA		BA+15		MA		MA+15	MA+30,CAGS		MA+60,DOC
1	$35,616.70		$36,969.70		$38,322.70		$38,995.10	$39,667.50		$41,923.53
2	$36,829.28		$38,181.25		$39,533.23		$40,206.65	$40,880.08		$43,135.08
3	$38,262.23		$39,659.30		$41,056.38		$41,758.50	$42,460.63		$44,789.43
4	$40,128.75		$41,528.90		$42,930.08		$43,629.13	$44,327.15		$46,655.95
5	$41,993.23		$43,392.35		$44,790.45		$45,493.60	$46,195.73		$48,529.65
6	$43,867.95		$45,261.95		$46,655.95		$47,357.05	$48,059.18		$50,858.45
7	$45,735.50		$47,363.20		$48,990.90		$49,693.03	$50,396.18		$53,199.55
8	$48,059.18		$49,692.00		$51,324.83		$52,024.90	$52,724.98		$55,538.60
9	$50,395.15		$52,027.98		$53,659.78		$54,359.85	$55,059.93		$57,863.30
10	$52,724.98		$54,591.50		$56,458.03		$57,161.18	$57,863.30		$60,664.63
11	$55,000.48		$57,156.05		$59,312.65		$59,968.65	$60,625.68		$63,489.53
12	$59,699.08		$62,143.70		$64,589.35		$65,200.25	$65,810.13		$68,738.55

 

Salary Effective September 1, 2007
Step	BA		BA+15		MA		MA+15	MA+30,CAGS		MA+60,DOC
1	$36,329.03		$37,709.09		$39,089.15		$39,775.00	$40,460.85		$42,762.00
2	$37,565.86		$38,944.88		$40,323.89		$41,010.78	$41,697.68		$43,997.78
3	$39,027.47		$40,452.49		$41,877.50		$42,593.67	$43,309.84		$45,685.21
4	$40,931.33		$42,359.48		$43,788.68		$44,501.71	$45,213.69		$47,589.07
5	$42,833.09		$44,260.20		$45,686.26		$46,403.47	$47,119.64		$49,500.24
6	$44,745.31		$46,167.19		$47,589.07		$48,304.19	$49,020.36		$51,875.62
7	$46,650.21		$48,310.46		$49,970.72		$50,686.89	$51,404.10		$54,263.54
8	$49,020.36		$50,685.84		$52,351.32		$53,065.40	$53,779.47		$56,649.37
9	$51,403.05		$53,068.53		$54,732.97		$55,447.05	$56,161.12		$59,020.57
10	$53,779.47		$55,683.33		$57,587.19		$58,304.40	$59,020.57		$61,877.92
11	$56,100.48		$58,299.17		$60,498.90		$61,168.02	$61,838.19		$64,759.32
12	$60,893.06		$63,386.57		$65,881.14		$66,504.26	$67,126.33		$70,113.32

 

Salary Effective Day 91 of Year 2007-2008
Step	BA		BA+15		MA		MA+15	MA+30,CAGS		MA+60,DOC
1	$36,987.85		$38,367.91		$39,747.97		$40,433.81	$41,119.66		$43,420.81
2	$38,224.67		$39,603.69		$40,982.70		$41,669.59	$42,356.49		$44,656.59
3	$39,686.28		$41,111.30		$42,536.31		$43,252.48	$43,968.65		$46,344.02
4	$41,590.14		$43,018.29		$44,447.49		$45,160.52	$45,872.50		$48,247.88
5	$43,491.90		$44,919.01		$46,345.07		$47,062.28	$47,778.45		$50,159.05
6	$45,404.12		$46,826.00		$48,247.88		$48,963.00	$49,679.17		$52,534.43
7	$47,309.02		$48,969.28		$50,629.53		$51,345.70	$52,062.91		$54,922.35
8	$49,679.17		$51,344.65		$53,010.13		$53,724.21	$54,438.29		$57,308.18
9	$52,061.86		$53,727.35		$55,391.78		$56,105.86	$56,819.93		$59,679.38
10	$54,438.29		$56,342.14		$58,246.00		$58,963.21	$59,679.38		$62,536.73
11	$56,759.30		$58,957.98		$61,157.71		$61,826.83	$62,497.00		$65,418.13
12	$61,551.87		$64,045.39		$66,539.95		$67,169.30	$67,797.59		$70,814.45

 

Salary Effective September 1, 2008
Step	BA		BA+15		MA		MA+15	MA+30,CAGS		MA+60,DOC
1	$38,318.64		$39,698.70		$41,078.76		$41,764.61	$42,450.46		$44,751.61
2	$39,555.47		$40,934.49		$42,313.50		$43,000.39	$43,687.29		$45,987.39
3	$41,017.08		$42,442.10		$43,867.11		$44,583.28	$45,299.45		$47,674.82
4	$42,920.94		$44,349.09		$45,778.29		$46,491.32	$47,203.30		$49,578.68
5	$44,822.70		$46,249.81		$47,675.87		$48,393.08	$49,109.25		$51,489.85
6	$46,734.92		$48,156.80		$49,578.68		$50,293.80	$51,009.97		$53,865.23
7	$48,639.82		$50,300.07		$51,960.33		$52,676.50	$53,393.71		$56,253.15
8	$51,009.97		$52,675.45		$54,340.93		$55,055.01	$55,769.08		$58,638.98
9	$53,392.66		$55,058.14		$56,722.58		$57,436.66	$58,150.73		$61,010.18
10	$55,769.08		$57,672.94		$59,576.80		$60,294.01	$61,010.18		$63,867.53
11	$58,090.09		$60,288.78		$62,488.51		$63,157.63	$63,827.80		$66,748.93
12	$62,882.67		$65,376.18		$67,870.75		$68,512.68	$69,153.54		$72,230.74

 

Salary Effective Day 91 of Year 2008-2009
Step	BA		BA+15		MA		MA+15	MA+30,CAGS		MA+60,DOC
1	$39,336.71		$40,716.77		$42,096.83		$42,782.67	$43,468.52		$45,769.67
2	$40,573.53		$41,952.55		$43,331.56		$44,018.45	$44,705.35		$47,005.45
3	$42,035.14		$43,460.16		$44,885.17		$45,601.34	$46,317.51		$48,692.89
4	$43,939.00		$45,367.15		$46,796.35		$47,509.38	$48,221.36		$50,596.74
5	$45,840.76		$47,267.87		$48,693.93		$49,411.14	$50,127.31		$52,507.91
6	$47,752.98		$49,174.86		$50,596.74		$51,311.86	$52,028.03		$54,883.29
7	$49,657.88		$51,318.14		$52,978.39		$53,694.56	$54,411.77		$57,271.21
8	$52,028.03		$53,693.51		$55,358.99		$56,073.07	$56,787.15		$59,657.04
9	$54,410.72		$56,076.21		$57,740.64		$58,454.72	$59,168.80		$62,028.24
10	$56,787.15		$58,691.00		$60,594.86		$61,312.07	$62,028.24		$64,885.59
11	$59,108.16		$61,306.84		$63,506.57		$64,175.69	$64,845.86		$67,766.99
12	$63,900.73		$66,394.25		$68,888.81		$69,540.37	$70,190.85		$73,314.20

 

 

 

APPENDIX B - STIPENDS

 

All stipends listed in this section will have retirement payments taken out and will contribute to the base salary for retirement pension unless the rate of pay is given on an hourly basis.  Starting 9/1/06, New entries to this section can be made yearly by request to the Superintendent:

     1) Employees who have been advising a club for a year can submit a request to the Superintendent for a stipend and inclusion on this list.

     2) Administrators can originate a stipend by submission to the Superintendent.

     3) The dates of submission will be June 1^st of the preceding year with the exception of the 2006-2007 school year in which the submission deadline is extended to Feb 9th, 2007 for the 2006-2007 year.

     4) The stipends increase 0.73% on the last day of the contract.

 

Position	06-07	07-08	08-09
HIGH SCHOOL
Art Club Advisor	$1,440.13	$1,476.13	$1,524.12
Aware Advisor	$1,440.13	$1,476.13	$1,524.12
Computer Club Advisor	$1,440.13	$1,476.13	$1,524.12
Fourth Estate Advisor	$2,159.68	$2,213.67	$2,285.64
Future Nurses	$1,200.28	$1,230.28	$1,270.28
G.S.A. Advisor	$1,440.13	$1,476.13	$1,524.12
Volunteer Club Advisor	$1,440.13	$1,476.13	$1,524.12
Literary Magazine Advisor	$1,800.93	$1,845.95	$1,905.96
Math Team Advisor	$1,440.13	$1,476.13	$1,524.12
Media Club Advisor	$1,440.13	$1,476.13	$1,524.12
National Honor Society Advisor	$2,159.68	$2,213.67	$2,285.64
Gilbert and Sullivan  Director	$5,280.80	$5,412.82	$5,588.80
G and S Asst. Director	$3,600.83	$3,690.85	$3,810.84
G and S 2nd Asst Director	$1,800.93	$1,845.95	$1,905.96
G and S Asst Musical Director	$1,440.13	$1,476.13	$1,524.12
G and S Guest Conductor	$1,080.35	$1,107.36	$1,143.36
G and S Technical Asst – Sets	$720.58	$738.59	$762.60
Drama Club Advisor	$2,159.68	$2,213.67	$2,285.64
Cover Work-3 Dramas	$1,800.93	$1,845.95	$1,905.96
Marching Band Director	$1,440.13	$1,476.13	$1,524.12
SADD Advisor	$1,440.13	$1,476.13	$1,524.12
S.A.V.E. Advisor	$1,440.13	$1,476.13	$1,524.12
Science Club Advisor	$1,800.93	$1,845.95	$1,905.96
Student Council Advisor	$3,840.68	$3,936.69	$4,064.68
Survival/Outdoor Pursuits Advisor	$4,561.25	$4,675.28	$4,827.28
Yearbook Advisor	$4,850.30	$4,971.56	$5,133.19
Cafeteria Duty  (per lunch period)	$8.96	$9.18	$9.48
Detention	$1,681.00	$1,723.03	$1,779.04
MIDDLE SCHOOL
Chamber Ensemble Director	$1,681.00	$1,723.03	$1,779.04
Drama Advisor	$2,159.68	$2,213.67	$2,285.64
Select Chorus Director	$1,681.00	$1,723.03	$1,779.04
Jazz Band Director	$1,681.00	$1,723.03	$1,779.04
Student Council Advisor	$1,344.80	$1,378.42	$1,423.24
Yearbook Advisor	$1,344.80	$1,378.42	$1,423.24
Cafeteria Duty (per lunch period)	$8.96	$9.18	$9.48
AM/PM Activity	$16.81	$17.23	$17.79
AM/PM Coordinator	$840.50	$861.51	$889.52
Detention	$2,352.38	$2,411.18	$2,489.58
Scheduling at Middle School	$3,921.65	$4,019.69	$4,150.38
Literary Magazine Advisor	$1,800.93	$1,845.95	$1,905.96
Newsletter Advisor	$1,681.00	$1,723.03	$1,779.04
ELEMENTARY SCHOOLS
Orchestra Director	$1,681.00	$1,723.03	$1,779.04
Band Director	$1,681.00	$1,723.03	$1,779.04
Gifted Chamber Ensemble Director	$1,681.00	$1,723.03	$1,779.04
Music School Director	$2,279.60	$2,336.59	$2,412.56
Safety Patrol Advisor	$360.80	$369.82	$381.84
Elementary Select Chorus	$1,631.80	$1,672.60	$1,726.97
SYSTEM-WIDE
Outdoor Education Overnight Supervision	$84.05	$86.15	$88.95
Mentor	$651.90	$668.20	$689.90
International Travel Facilitator	$3,587.50	$3,677.19	$3,796.74
Future Nurses of America Club Stipend	$1105.98	$1133.62	$1170.48
COACHES (BOYS)
Baseball Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Basketball Varsity Head	$4,681.18	$4,798.20	$4,954.20
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Cross Country Varsity Head	$4,200.45	$4,305.46	$4,445.44
Football Varsity Head	$9,601.18	$9,841.20	$10,161.16
Varsity Assistant (3 positions)	$4,200.45	$4,305.46	$4,445.44
Sub Varsity	$2,880.25	$2,952.26	$3,048.24
Freshmen (2 positions)	$2,520.48	$2,583.49	$2,667.48
Golf Varsity Head	$3,480.90	$3,567.92	$3,683.92
Hockey Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,880.25	$2,952.26	$3,048.24
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Indoor Track Varsity Head	$4,200.45	$4,305.46	$4,445.44
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Lacrosse Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Outdoor Track Varsity Head	$4,200.45	$4,305.46	$4,445.44
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Soccer Varsity Head	$4,681.18	$4,798.20	$4,954.20
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshman	$2,520.48	$2,583.49	$2,667.48
Swimming Varsity Head	$3,480.90	$3,567.92	$3,683.92
Tennis Varsity Head	$3,480.90	$3,567.92	$3,683.92
Wrestling Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Fall Equipment Manager	$3,480.90	$3,567.92	$3,683.92
Winter/Spring Equipment Manager	$2,880.25	$2,952.26	$3,048.24
Ticket/Business Manager	$3,480.90	$3,567.92	$3,683.92
Fall Trainer	$4,681.18	$4,798.20	$4,954.20
Winter Trainer	$1,260.75	$1,292.27	$1,334.28
Spring Trainer	$2,520.48	$2,583.49	$2,667.48
COACHES (GIRLS)
Basketball Varsity Head	$4,681.18	$4,798.20	$4,954.20
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Cheerleaders Varsity Head (2 positions)	$4,200.45	$4,305.46	$4,445.44
Field Hockey Varsity Head	$4,681.18	$4,798.20	$4,954.20
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Gymnastics Varsity Head	$4,200.45	$4,305.46	$4,445.44
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Ice Hockey Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Indoor Track Varsity Head	$4,200.45	$4,305.46	$4,445.44
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Lacrosse Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Outdoor Track Varsity Head	$4,200.45	$4,305.46	$4,445.44
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Soccer Varsity Head	$4,681.18	$4,798.20	$4,954.20
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Softball Varsity Head	$4,681.18	$4,798.20	$4,954.20
Varsity Assistant	$2,760.33	$2,829.33	$2,921.32
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
Freshmen	$2,520.48	$2,583.49	$2,667.48
Tennis Varsity/Jr Varsity Head	$3,480.90	$3,567.92	$3,683.92
Volleyball Varsity Head	$4,200.45	$4,305.46	$4,445.44
Sub Varsity	$2,760.33	$2,829.33	$2,921.32
LEAD TEACHERS
Consumer/Life Studies	$3,840.68	$3,936.69	$4,064.68
Languages	$3,840.68	$3,936.69	$4,064.68
Social Studies	$3,843.75	$3,939.84	$4,067.94
Tech Education	$3,840.68	$3,936.69	$4,064.68
Head Teacher, Elementary	$1,681.00	$1,723.03	$1,779.04
ESL	$1,681.00	$1,723.03	$1,779.04
FACS/PE/Health Lead Teacher	$3,843.75	$3,939.84	$4,067.94
K-8 Library Media and Coordinator	$3,843.75	$3,939.84	$4,067.94
Foreign Language Lead Teacher	$3,843.75	$3,939.84	$4,067.94
Lead Guidance Counselor 9-12 College	$5,125.00	$5,253.13	$5,423.92
Lead Guidance Counselor 6-8 Soc/Em	$5,125.00	$5,253.13	$5,423.92
Lead Guidance Counselor 9-12 Soc/Em	$5,125.00	$5,253.13	$5,423.92
Reading Coach	$5,125.00	$5,253.13	$5,423.92

 

 

 

 APPENDIX C

 

LETTER OF UNDERSTANDING

 

The Arlington Education Association and the Arlington School Committee met on Monday, May 4, 1998, to bargain over the impact of the Reorganization of the Middle School Program which as of September, 1998 will be a 6-8 educational program, leaving the elementary school program as a K-5 educational program.  The following listing represents the understandings and agreement of the parties.

 

1.         Certification requirements for the middle school program were resolved by the agreement of the School Committee that teachers who are certified as K-8 or 1-6 will be grandfathered and will always be able to teach sixth grade without further certification being required by the School Department.  DOE Memo by D. Driscoll.  This protection does not prohibit or deter teachers who wish to pursue additional certifications.

 

2.         The issue of seniority and placement on the seniority list was discussed and it was determined that all grade six teachers on the K-6 list would remain on that list for the duration of this contract (until August 31, 2009).  The parties would then revisit the issue of seniority and the seniority list in the negotiations for a successor agreement.

 

3.         As of September, 2006, the Grade 6 teachers, in support of the current 6^th grade structure, have agreed to the following meetings during a month in lieu of one of two supervisory periods per week:

 

                        One English/Language Arts Meeting with agenda provided by Department Head

 

                        One English/Language Arts Meeting with agenda provided by the teachers.  If no agenda provided, this meeting will still take place as a standard department meeting

 

                        One English/Language Arts Session for working on curriculum, instruction, or assessment as determined by the teachers for which the Department Head may be available

 

            The rest of the meetings in a month are based on building needs as determined by agreement of the teachers and the principal.        This understanding can be renegotiated each year.

 

For the Association:                                                    For the Committee

 

_____________________________                          ___________________________

 

 

Date: _________________________                                    Date: ______________________

APPENDIX D

 

HEATH INSURANCE

 

 

            Health Insurance coverage will reflect the following changes as of September 2006.  These changes will be phased in at the district’s discretion due to the rules of the health providers.

 

                        HMO Blue

                        Office Visit                                         $10

                        Emergency Room Visit                       $50

                        Drug Co-Pay                                       $10/$20/$35

 

                        Blue Choice

                        Office Visit                                         $15

                        Emergency Room Visit                       $75

                        Drug Co-Pay                                       $10/$20/$35

 

                        Harvard Pilgrim

                        Office Visit                                         $10

                        Drug Co-Pay                                       $10/$20/$35

 

Master Health Plus and Blue Choice out of state will be replaced by Blue Care Elect.

 

Both parties will revisit health insurance annually, assisted by an independent third party.  If both parties agree to any changes, then 50% of the savings from the changes will be negotiated to determine how they can best move towards salary parity with comparable communities.

 

If 85% of all enrolled members submit a health assessment to Blue Cross or Harvard Pilgrim by October 15^th of each year, then all insured members will receive $50 credit towards their health insurance contribution.

 

The administration will make an effort to organize gym membership for members that can result in free gym membership and a savings to the town on insurance rates in order to make the program pay for itself.

 

APPENDIX E

 

CORI POLICY/PROCEDURES FOR EMPLOYEES

 

BACKGROUND:  Chapter 385 of the Acts of 2002, an Act Further Protecting Children, requires school systems to obtain criminal offender records information (“CORI”) on all current employees, applicants for employment, volunteers, individuals who provide transportation services to students on a regular basis, and independent contractors and laborers hired to perform work on school grounds.

 

SCHOOL SYSTEM APPROVAL PROCESS:  Even though a school system has been authorized to receive CORI data on new employees, it must resubmit a certification application with the Criminal History Systems Board (“the Board”).  Upon re-approval by the Board, the school system will be assigned a CORI code which allows the Board to track CORI requests and deliver information efficiently and accurately.

 

AUTHORIZED DISTRICT EMPLOYEES: The school system must identify the individuals who will be authorized to receive CORI data and include this information as part of the application process.  As part of an Agreement of Non-Disclosure, each person who is identified by the school system to receive CORI data must sign and submit an agreement that CORI information will not be released to any individual other than the Superintendent (of Schools), and the individual for whom the CORI data was sought.

 

CENTRALIZED STORAGE LOCATION:  Copies of the CORI request forms, and all CORI data that is received from the Board will be stored in a locked file cabinet in the office of the Superintendent.  Copies will not be included in Personnel Files, nor will anyone other than the confidential secretary to the Superintendent and the individual himself/herself have access to the information.

 

CONDITION OF EMPLOYEMENT:  It is a condition of continued employment that an employee, upon request, sign the CORI form that allows the school district to receive the CORI data from the Criminal History Systems Board pursuant to Massachusetts Law (Chapter 385 of the Acts of 2002).

 

FREQUENCY OF CORI SUBMISSIONS:  CORI checks for individual employees will be conducted not more than every three years (3) without good cause during an individual’s term of employment.  Upon the receipt of the new CORI data, the previous CORI data will be destroyed.

 

USE OF CORI INFORMATION:  Each CORI case is different, and determinations will therefore be made on a case-by-case basis.  Among the factors to be considered will include, but not be limited to when the conduct occurred, the type or nature of the conduct, the relationship of the conduct to the employee’s present position, the penalty imposed, whether the charge resulted in a conviction, whether the individual has been arrested subsequently, and post-conviction conduct.

 

 

COMMUNICATION WITH EMPLOYEE:  Once the CORI data has been received by the school system, it will be filed in the office of the Superintendent.  A determination will also be made whether or not the information delineated necessitates a meeting between the employee and the Superintendent.  If such a meeting is indicated, the employee has the right to be represented by counsel and/or union representation,

 

DUE PROCESS:  Any and all personnel actions resulting from a CORI report shall be conducted pursuant to the provisions of the respective collective bargaining agreement and the General Laws of the Commonwealth.

 

 

 

 

 

APPENDIX F

District offered credit courses and credit course equivalents

 

Goal:

To offer a low cost, low hassle method for staff to move across the salary lanes while gaining skills and knowledge that benefit the staff member, the district and kids. An emphasis will be placed on gaining district wide common language and experiences in areas that support the district goals.

 

Current situation:

Presently only college credits can be used for movement across the salary lanes. College courses do not always meet real needs of the district or teacher. Moreover, reimbursement does not cover all fees and books, which creates a disincentive. The current system does not create a common core of knowledge and experience, but rather a patchwork of, at times, disconnected or conflicting experiences.

 

Part A:

 

• The district will offer at least 2 "three credit" courses each year.

 

• Satisfactory completion of each course will count towards movement across the salary lanes.

 

• Each course will be 45 hours.

 

• The courses offered will be tied to the district goals.

 

• Courses will be based in Arlington, when possible

 

• The district will provide the courses at no cost to the staff. Staff will not be compensated for the time taking the course.

 

• Courses may be taught by APS staff or administrators or provided by others such as EDCO, Research for Better Teaching, etc.

 

• The District shall select and design the course offerings, after seeking input from staff.

 

• If enrollment exceeded capacity or budget, these courses will be offered in future years.

 

 

Part B:

.           District will review and may approve MTA offered courses as well for credit towards lane movement.

 

Part C:

Staff members who teach in an field not served by a district offered credit course, may propose to the superintendent an alternative course or series of courses for movement across the salary lanes.  The Superintendent shall in his/her sole discretion approve the course(s).

 

• Satisfactory completion of such an approved program will count towards movement across the salary lanes.

 

• Each course/set of related courses will total 45 hours and be similar in work and rigor to a college course.

 

• The courses proposed must support the district goals as well as the staff members area of teaching.

 

• The district will provide up to the average tuition for a 3 credit course at local state college to cover the cost of approved courses.  Staff will not be compensated for the time taking the course.

 

Caps and limits

 

1. No staff member may earn more than 15 credits from part a
2. No staff member may earn more than 15 credits from part b
3. The district may limit participation in part a and part b combined to 25 staff members/year, but it is the desire of the district to provide these opportunities to all interested staff.

 

APPENDIX G

EVALUATION AGREEMENT

 

1. The Handbook referenced in Article XXVII of the Agreement is now called "A Handbook of Teacher Evaluation Procedures for the Arlington Public Schools: An Addendum to the Agreement between the Arlington Education Association and the Arlington School Committee (hereinafter referred to as the "Handbook").
2. The Handbook incorporates, a statement of purpose and philosophy; evaluation procedures for teachers with and without professional status; a listing of definitions; a description of a plan of assistance and reservation; a professional observation report/form; short and long evaluation forms for teachers, counselors, nurses and librarians; and scoring rubrics for teachers, counselors, nurses and librarians.
3. The short and long evaluation forms and the scoring rubrics are consistent with the Principles of Effective Teaching, ratified by the Association and the Committee in November, 1996.
4. Except as amended hereby, all other provisions of the Agreement shall remain in full force and effect.

 

Agreement
Between

Arlington Education Association
Unit A

&

ARLINGTON SCHOOLCOMMITTEE

2007 -2009

 

Memorandum of Understanding

The Arlington Education Association and the Arlington Public Schools agree that "Sped Team Chair" will be included in the stipend list of the Arlington Education Association contract effective September 1, 2008. The stipend amount for Sped Team Chair for the 2008-2009 school year is $3,000.

February 9, 2009

Arlington Public Schools	Arlington Education Association
Interim Superintendent	President
Kathleen Bodie	Ron Colosi

 

Agreement
Between

Arlington Education Association
Unit A

&

ARLINGTON SCHOOLCOMMITTEE

2007 -2009

 

 

Memorandum of Understanding

 

The Arlington Education Association and the Arlington Public Schools agree that stipend positions that include the label "mentor" or "liaison" and have a retirement contribution withdrawn from the stipend payment will be considered as part of the stipend list in the contract and be counted towards retirement.

 

June 27,2008

Arlington Public Schools	Arlington Education Association
Superintendent	President
Nate Levenson	Ronald Colosi

 

Agreement
Between

Arlington Education Association
Unit A

&

ARLINGTON SCHOOLCOMMITTEE

2007 -2009

Contract Amendment

Stipends – Appendix B

Position: Math Lead Teacher

Stipend:           2007-2008 -$3,940

2008-2009 -$4,068

 

The parties have agreed that there will be additional stipend positions that will become part of the Agreement between the Arlington Education Association and the Arlington School Committee, 2007-2009, Appendix B.

 

For the AEA                                       For the School Committee

Ron Colosi                                          Kathleen Bodie President

President                                             Interim Superintendent of Schools

Date: 11 /25/08                                   Date 10/22/08

 

 

Memorandum of Understanding

 

The Arlington School Committee and Arlington Education Association acknowledge that in the final draft of the 2006-2009 Collective Bargaining Agreement, a provision was inadvertently omitted. Therefore, the Agreement is hereby amended by adding the following to Article 6, Salary and Compensation:

 

Teachers who make application for advancement to the BA+15, MA+ 15, M+30, or MA+60 salary lanes may apply only graduate course credits or in-service training credits earned after September 1, 2003 for purposes of lane advancement.

 

Arlington School Committee                          Arlington Education Association

 

 

Agreement
Between

Arlington Education Association
Unit A

&

ARLINGTON SCHOOLCOMMITTEE

2007 -2009

 

 

 

 

CONTRACT AMENDMENT
STIPENDS -APPENDIX B

Position:         Supervisor of Supplies

Stipend: $1,440.

 

Position:         Advisor for the International Club

Stipend: $1,440.

 

The parties have agreed that there will be additional stipend positions that will become part of the Agreement between the Arlington Education Association and the Arlington School Committee, 2007-2009, Appendix B.

 

For the AEA                           For the School Committee

Jack kDuranceau                     Nate Levenson

President                                 Superintendent of Schools

Date                                        Date:

 

 

LETTER OF UNDERSTANDING

 

Instructional Technologists

In accordance with the new classification created in the 2006-2009 contract between the Arlington School Committee and the Arlington Education Association, Instructional Technologist, this letter will establish that Jeff Snyder and Laura Napoli are the only current AEA staff that are members of this classification.

 

Nate Levenson (Date)                                                 Jack Duranceau (Date)

Superintendent of Schools                              President, Arlington Education Association