Farmington River

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DistrictFarmington River
Shared Contract District
Org Code6620000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment148
Percent Low Income Students30
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Farmington River

Agreement Between

the

Farmington River Regional District School Committee

and the

Farmington River Regional District Teachers' Association

Period: September 1, 2011 - August 31, 2014

TABLE OF CONTENTS

No

Page

PREAMBLE

1

ARTICLE I – CONTRACT

1

ARTICLE II – RECOGNITION

1

ARTICLE III - ASSOCIATION RIGHTS

2

ARTICLE IV - MANAGMENT RIGHTS

2

ARTICLE V - GRIEVANCE PROCEDURE

2

ARTICLE VI - ABSENCES/LEAVE

5

ARTICLE VII - WORK YEAR/WORK DAY

8

ARTICLE VIII - PERFORMANCE STANDARDS & EVALUATION

9

ARTICLE IX – ASSIGNMENTS

12

ARTICLE X - PERSONNEL RECORDS

12

ARTICLE XI - VACANCIES & TRANSFERS

13

ARTICLE XII - REDUCTION IN FORCE

14

ARTICLE XIII - DISCHARGE, DEMOTION, SUSPENSION

15

ARTICLE XIV – RETIREMENT

15

ARTICLE XV - PERSONAL INJURY

16

ARTICLE XVI – INSURANCE

17

ARTICLE XVII - PAYROLL DEDUCTION

18

ARTICLE XVIII - SUBSTITUTE TEACHERS

18

ARTICLE XIX – GENERAL

19

ARTICLE XX – PLACEMENT

19

ARTICLE XXI - IMPACT BARGAINING

20

ARTICLE XXII - NO STRIKE CLAUSE

20

ARTICLE XXIII - PAST PRACTICE

20

ARTICLE XXIV - LEGALITY OF PROVISIONS

20

ARTICLE XXV - NEGOTIATIONS PROCEDURE

21

ARTICLE XXVI - SUCCESSOR AGREEMENT

21

ARTICLE XXVII – DURATION

21

ARTICE XXVIII - PROFESSIONAL IMPROVEMENT

21

ARTICLE XXIX – AGENCY FEE

23

APPENDIX A - SAMPLE PERFORMANCE INDICATORS

24

APPENDIX B: 2011-2012 Salary Schedule

26

2012-2013 Salary Schedule

27

2013-2014 Salary Schedule

28

APPENDIX C – COMPENSATION

29

APPENDIX D – TEACHER EVALUATION FORM

31

APPENDIX E – MEMORANDUM OF AGREEMENT, Art VII, B7

34

APPENDIX F - MEMORANDUM OF AGREEMENT, RETIREMENT HEALTH INSURANCE

35

SIGNATURE PAGE

36

PREAMBLE

Recognizing that our prime purpose is to provide education for the students of the Farmington River Regional School District, and that cooperative effort is essential to the achievement of that purpose, we, the undersigned parties to the Contract, declare that:

(a)  Under the law of Massachusetts, the Committee, elected by the citizens of the towns comprising the Farmington River Regional School District, has final responsibility for establishing the educational policies of the public schools of the District. Except as abridged or modified by this Agreement or any supplements hereto, all of the rights, powers, and authority held by the Committee prior to the effective date of this Agreement are retained by the Committee.

(b) The Superintendent of the District (hereinafter referred to as the Superintendent) or, in his/her absence, some person duly vested with similar authority, has responsibility for carrying out the policies as established by the Committee and those laws set forth in the General Laws of the Commonwealth.

(c)  Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information between the Committee, the Superintendent, and the professional teaching staff.

ARTICLE I

CONTRACT

Pursuant to the provisions of Chapter 150E, 70 and 71 and applicable statutes under the General Laws of Massachusetts concerning matters of wages, hours and conditions of employment, this contract is made in May, 2011, by the School Committee of the Farmington River Regional School District (hereinafter sometimes referred to as the “Committee”) and the Farmington River Regional Teachers Association, in affiliation with the Massachusetts Teachers Association (MTA) and the National Education Association (NEA), acting as the representatives for the teachers of said district (hereinafter sometimes referred to as the “Association”), shall be the sole bargaining agent for the life of this Agreement.

ARTICLE II

RECOGNITION

A.        Committee recognizes the Farmington River Regional Teachers Association for the purposes of collective bargaining as the exclusive representative of a unit consisting of all full and part-time teachers, but excluding substitutes, tutorial positions, speech therapists, occupational therapists, physical therapists and the Director of Student Services.

B.        Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as “the teachers.”

C.        The Committee agrees, for the life of this Agreement, that it will not negotiate with any individuals covered by this Agreement other than the Farmington River Regional Teachers Association on matters of wages, hours and other conditions of employment. The Farmington

River Teachers Association, in affiliation with MTA and NEA, shall be the sole bargaining agent for the life of this Agreement.

ARTICLE III

ASSOCIATION RIGHTS

A.        There will be no reprisals taken against unit members because of his/her membership in the Association or participation in its activities.

B.        The Association will be provided a copy of the School Directory containing names, addresses and phone numbers of school personnel by 9/30 of each school year.

C.        There will be at least one (1) bulletin board reserved exclusively for the Association use in each school building.

D.        The Association may use prior scheduled school facilities and equipment for Association business in-so-far as such use does not result in extra payment to service persons employed by the Committee.

E.         The Committee authorizes the use of inter-school mail to distribute Association material. The Association headquarters will be considered as a regular inter-school mail stop.

F.         The representatives or agents of the Association shall be permitted to enter the school premises to carry on Association business providing it does not interfere with teacher duties.

ARTICLE IV

MANAGEMENT RIGHTS

The Committee has the authority, rights and powers conferred upon it by the Laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth.

As to every matter expressly not covered by this Agreement, and except as expressly or directly modified by clear language in a specific provision of this Agreement, the Committee retains exclusively to themselves all rights and powers that it has or may hereafter be granted by law and shall exercise the same without such exercise being made the subject of grievance and arbitration provisions of this Agreement.

The Committee, in their exercise of the Management Rights Clause, recognize the Association rights under Article XIX (Just Cause).

ARTICLE V

GRIEVANCE PROCEDURE

Purpose: The purpose of the grievance procedures set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise which are within the definition of a grievance hereinafter set forth.

Definition: A grievance is a claim by a teacher or the Association that a violation, misinterpretation, or misapplication of the terms and conditions of this Agreement may have taken place.

Time Limits: All time limits herein shall consist of school days. The time limits indicated hereunder will be considered maximum unless extended by mutual agreement in writing. In the event a grievance is filed which cannot be resolved to the satisfaction of the grievant or the Association prior to the termination of this Agreement, or beyond the successor agreement, using the normal time limits set out herein, the Association may submit the grievance directly to arbitration in accordance with Level Four of this procedure.

If at the end of thirty (30) school days from the grievant’s or Association’s first awareness, the above grievance shall not have been presented to Level Two, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required shall not have been taken within the specified time.

If a grievance is being processed in accordance with the provisions of this Article and the summer school vacation comes within the processing period of that grievance, it shall be processed as follows:

1.         Prior to the close of the school year, the Principal at Level 1 or the Superintendent at Level 2 will meet with the grievant and/or Association at a time/date to be scheduled during the months of June and July. If the grievance is not resolved that meeting, then:

2.         It shall be heard at an August regular meeting of the Committee, unless notification is given at the close of the school year that the grievant is unavailable due to prior travel plans, to attend the August meeting, in which case the grievance shall be heard at the September meeting.

Level One – A teacher and/or the Association with a grievance shall first verbally present the claim and evidence to the Principal in an effort to resolve the grievance informally. The Principal will have five (5) school days to respond.

Level Two – A teacher and/or the Association with a grievance will present the grievance to the Superintendent, in writing, either directly or through the Association.

The Superintendent then has five (5) school days to respond, in writing, to the grievance. In the event the Superintendent does not respond, the grievant or the Association may present the grievance to Level Three.

Level Three – If the grievance is not resolved to the satisfaction of the grievant or the Association at Level Two, the teacher or teachers or the Association may present the grievance, in writing, to the School Committee within five (5) days.

The School Committee will respond in writing within three (3) days after the next regularly scheduled school committee meeting. Prior to a Level Three grievance hearing, either party may request the sequestering of witnesses. A majority vote of both committees will be necessary for sequestering to occur.

If, during the course of a hearing before the School Committee pursuant to this section, the Superintendent intends to discuss, refer to, or introduce any personnel files or information (including for purposes of this section any employee disciplinary records), unless the parties otherwise agree, all persons other than, for the School Committee, any or all members of the School Committee, the Superintendent, the school attorney, and the Superintendent’s confidential secretary and, for the Association, the Association’s officers, MTA representative, and the grievant shall leave the hearing room until such discussion, reference and introduction of personnel files or information is completed. However, nothing herein shall be construed to limit either party in calling witnesses to appear and testify in the course of its presentation to the School Committee concerning the grievance.

Level Four – If the grievance is not resolved to the satisfaction of the grievant and/or the Association at Level Three, the Association may by giving written notice to the school committee within twenty (20) school days, present the grievance for arbitration, in which event the Association shall forthwith submit the grievance to the Massachusetts Division of Labor Relations for deferral docket or other arbitration forum if mutually agreed.

The expense of such arbitration, if any, inclusive of per-diem cost of the arbitrator, actual and necessary travel, subsistence expenses, and the cost of the hearing room if not held at the school, shall be shared equally between the Committee and the Association. It is further understood that the cost of a participant’s counsel, external advisor(s) or witness(es) shall not be part of shared expenses. Arbitration hearings shall be scheduled after normal school hours, when possible. Unless mutually agreed to the contrary, hearings will be held at the school building of the Farmington River Regional School District in which the grievance originated. The grievant and one (1) additional witness shall be released for up to three (3) days, with pay, to attend the grievance arbitration. Additional witnesses will be released provided the one released witness covers for them during their absence from the classroom.

The decisions of the arbitrator, if within his scope of authority, will be presented to the School Committee and the Association and shall be final and binding upon the School Committee and the Association and the aggrieved person or persons.

Arbitration:

The arbitrator so selected will confer with the representatives of the School Committee and the grievance representative selected by the aggrieved party, and hold hearings promptly and will issue his decision not later than thirty (30) days from the date of the close of the hearing, or if oral hearings have been waived, then from the date the final statements and proofs are submitted to him. The arbitrator shall be granted time extensions if necessary. The arbitrator’s decision will be in writing, and will set forth his finding of fact, reasoning and conclusions on the issues submitted. The arbitrator shall have no power to add to, or subtract from, modify, or amend any of the provisions of this Agreement, nor shall he override the duties and responsibilities of the School Committee granted by this law and this Agreement. Neither party will be permitted to assert any charges before the arbitrator, which were not previously disclosed to the other party. All grievants shall be required to perform the assignments and applicable rules and regulations of the School Committee while the grievance is being processed unless the actions are stopped by a court decision.

If either the employee or the Association is seeking to challenge an action or omission of the employer, and he or it has the ability to do so in forums other than arbitration, as well as arbitration, they must elect either arbitration or the other forum, but may not proceed in both. Filing a complaint, charge or claim in any other forum will immediately foreclose arbitration as a forum for the contested action or omission of the employer.

General Provisions:

1.         The Association and the School Committee shall have the right to use, in its own presentation at any level of their grievance procedure, any representative of its own choosing.

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

3.         No reprisals of any kind will be taken by the School Committee or the school administrator against any teacher because of his participation in the grievance procedure.

4.         The School Committee and the administration will cooperate with the Association in its investigation of any grievance, and further agree to exchange with the Association such information as is required for the processing of any grievance.

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

6.         All decisions rendered at Levels Two and Three of the grievance procedure will be, in writing, and will be transmitted promptly to the grievant, the Association, and, at Level Three, to the School Committee.

7.         Provided the parties agree, Level One and/or Level Two of the grievance procedure may be bypassed, and the grievance brought directly to Level Three.

ARTICLE VI

ABSENCES/LEAVE

A. Sick Leave

1.     September 1st each teacher, including those who have reached accumulation, will receive fifteen (15) paid days sick leave. Part time teachers will receive fifteen (15) paid equivalent days of sick leave. (Half-time = 7.5 days)

2.     A first year teacher will receive days or equivalent days if part-time as follows: 5 days September 1st and one additional day for each month worked.

3.     Unused sick days may accumulate (be carried forward) to a maximum of the number of days in the school year.

4.     Sick days are to be used for the personal illness of the teacher. These days are for the expressed purpose of restoring the health of the teacher or as otherwise specified in this contract.

5.     A maximum of five (5) days sick leave may be used for illness of an employee’s family member or for other dependents living within the employee’s household. Days above are non-cumulative from year to year. When used they are deductible from said employees accumulated sick leave. A request to care for persons outside the employee’s permanent home, and/or an extension of the above days due to critical illness, must be supported by a statement of circumstances attested by the attending physician, and provided the Superintendent/Principal who may approve leave days deemed necessary and deductible from accumulated sick leave. Efforts by the employee to secure alternative care will be a part of the statement of circumstances and the decision of the Superintendent will be non-arbitrable and non-grievable.

6.     To reward good attendance each year, teachers will be given per diem pay as follows: If teachers have taken 0 sick days in a school year, they will receive 1 days pay. If teachers have taken one (1) sick day in a school year, they will receive one half (.5) day’s pay.

B.        Bereavement Leave

Each teacher shall be granted up to five (5) working days paid bereavement applicable to the death of a spouse/partner, child, sibling and parent; three (3) paid working days for grandmother, grandfather, grandchild, father-in-law, mother-in-law; two (2) paid working days for uncle, aunt, niece, nephew or first cousin living outside the household of the teacher; one (1) paid working day for others subject to advance approval of the Superintendent or his designee, the latter to be non-grievable and non-arbitrable, all to be non-cumulative and non-transferable. All days above are to be days the employee would have worked and/or which the employee would not have been absent for any other reason.

C.        Personal Leave

1.   Teachers will be granted up to three (3) days leave for personal reasons. Those days are not to be deducted from sick leave nor are these days accumulative. It is understood that personal days are to be used only in cases where situations arise that cannot be dealt with during non-school hours. In order to be eligible for payment for these days, at least twenty-four (24) hours notice must be given to the Superintendent or his designee prior to taking such days. The 24-hour notification may be waived at the discretion of the Superintendent in unusual circumstances. Additional personal days may be granted at the sole discretion of the Superintendent and shall be deducted from accumulated sick leave.

2.   Personal days used to extend a holiday or vacation period, which meet requirements of 1) above, will be granted at the discretion of the Superintendent and shall be deducted from accumulated sick leave.

3.   Discretion of the Superintendent as exercised in 1) and 2) above shall not be subject to grievance or arbitration procedure unless discretion is used in an inconsistent manner.

D.        Other Temporary Leaves of Absence

A teacher may be granted the following unpaid leaves upon application to the Superintendent and approval by the Committee. Benefits in effect at the time leave of absence starts, will be restored upon return. The teacher will be assigned to the same or an equivalent position if the position is not affected by economic conditions or other changes in operating conditions effecting employment during the period of leave.

1.         Maternity Leave (Ch. 149, Section 105D) for eight (8) weeks or the length of the disability. Teachers may use accumulated sick leave and health insurance will remain in effect. When maternity leave expires, health insurance coverage will continue with the employee paying 100% of the cost.

2.         Adoption Leave (Ch. 149, Section 105D) for eight (8) weeks. Sick time accumulated may be used. Teachers may use accumulated sick leave and health insurance will remain in effect. When adoption leave expires, health insurance coverage will continue with the employee paying 100% of the cost.

3.         Child Rearing Leave for a child under 5 years, up to two (2) years with a September 1st return unless other arrangements have been agreed to by the Committee. Additional benefits will not accrue during the leave. Health insurance does not apply. Participation in the group plan can continue with the employee paying 100% of the cost.

4.         Sabbatical Leave (Ch. 71, Section 41A) at a rate of 50% salary. Additional benefits will not accrue during the leave, except salary scale movement. Health insurance coverage will continue at the regular rate.

E.         Other Extended Leave

Extended leaves of absence, without pay, may be granted by the Committee. Such decisions of the Committee are non-grievable and non-arbitrable. Benefits in effect at the time leave commenced, exclusive of accumulated computation during the leave period, will be restored upon return and his/her assignment to the same or equivalent position will be restored if said position is not affected by economic conditions or other changes in operating conditions affecting employment during the period of leave. When a leave is unpaid, the teacher may continue health coverage, but must pay 100% of the premium.

G.       Professional Day

1. Each teacher shall be encouraged to take one (1) professional day per school year; such day is non-cumulative and non-transferable. The program to be visited and the date shall be approved in advance by the Administration. A field report of the program witnessed shall be provided to the Central Office for staff enhancement.

Up to two (2) additional days may be granted by the Superintendent, the request for such additional days must be made one week in advance of the requested date and shall be non-grievable and non-arbitrable.

2. Teachers will be reimbursed for estimated expenses detailed and approved in advance by the Superintendent, such to include registration fees, mileage, workshop materials deemed critical to participation, meals that are an intricate part of the conference/workshop schedule, lodging when said attendance exceeds 75 miles one way from the assignment site and participation continues beyond day one or multiples thereof.

H.       Jury Duty

Teachers requested to serve on jury duty shall be paid the difference between compensation paid to the court and their regular salary, if such duty occurs on a normal workday. The difference paid shall not include mileage, nor shall the total exceed their regular rate of pay. Staff shall make every effort to schedule jury duty during non-school periods in the best interest of teaching continuity and student welfare.

ARTICLE VII

WORK DAY/WORK YEAR

A.        Work Year

1.         The work year of teachers will begin no earlier than September 1 and will terminate no later than June 30, but in no event be more than 184 days including pre-student orientation day. The work year may start earlier than September 1 provided there is mutual agreement. New personnel may be required to attend additional orientation sessions, not to exceed a total of 185 days. Days considered necessary for scheduling, training sessions, and/or opening and closing staff activities may be scheduled by the Administration within the above-specified framework, provided the Department of Education regulations have been met.

2.         Days worked beyond the 184-day limit may be authorized and, if so, shall be reimbursed at the rate of 1/184th of the teachers contract salary – if a new teacher, at the rate of 1/185th of said salary.

3.         Prior to March 1st of each school year, the Superintendent shall send the proposed calendar for the following school year to the Association. The Association will respond with suggestions or comments by April 1 and members will be provided with copies of the calendar after it is adopted.

B.        Workday

1.         The workday of employees within this contract will be 15 minutes before school hours, as established by the Committee. The student day will continue to reflect existing total hours.

2.         Teachers will attend appropriate evening meetings for parent conferences, open house or evening programs; faculty meetings (up to 10) as they are duly called with 48 hours notice; emergency meetings where the health and safety of students require an immediate response; and meet after school with parents on a scheduled basis as necessary. Faculty meetings will not be scheduled on Fridays or the day prior to a holiday.   Part-time teachers who work only in the morning will be encouraged to meet with the Principal to discuss faculty-meeting issues when not otherwise required to attend a meeting.

3.         Teachers will be paid $35 per hour for additional work outside of the normal workday beyond those evening meetings for parent conferences, open house or evening programs related to the teacher’s current work assignment, those duly called faculty meetings not exceeding ten (10), those emergency meetings where the health and safety of students require an immediate response and those scheduled meetings with parents. Teachers will be responsible to maintain a record/log of their hours. These hours cannot accumulate from year to year and payment is available monthly after January 1st of each year.

4.         Teachers will continue to be available on a scheduled basis to meet with parents or to give additional help to students. Non-scheduled visitations resulting in a conflict will be referred to the Principal for resolution.

5.         Teachers will be granted a thirty (30) minute duty-free period between 11:00 AM and 1:00 PM of each school day.

6.         Fifteen (15) minutes of common planning time shall be provided for all teachers during the forty-five (45) minute lunch/recess period on a daily basis. At least two of these fifteen (15) minute periods each week, for a total of 30 minutes will be required for common planning purposes in the following areas: upper and lower grade team meetings, content area teachers meetings, and teachers working with teachers. Each of the aforementioned groups shall be required to submit to the Principal a schedule on how the common planning time will be utilized.

7.         Teachers will be provided with a preparation period whenever a special subject teacher is scheduled. If a teacher is required to miss his/her prep period due to reassignment by an administrator, he/she will be reimbursed $35/hour.

8.         The School Committee agrees that the primary function of a teacher is to teach and the Committee will continue to search for the means to reduce non-teaching duties.

9.         Teachers will not be required to handle the clerical aspects of keeping attendance registers.

10.       Part-time teachers who attend any field trip that required full day attendance, with approval of the Principal, will be paid for a full day.

11.       Any part-time teacher who is required to attend an in-service program that requires full day attendance will be paid for the full workday.

ARTICLE VIII

PERFORMANCE STANDARDS & EVALUATION PROCEDURES

1.       Evaluation

The specific purposes of evaluation are to provide information for continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator(s). Each written evaluation report by an evaluator, shall include, when appropriate, commendations and recommendations. Evaluation procedures also provide a record of facts and assessments for personnel decisions.

2.         Evaluators

The Principal and Director of Student Services will serve as the primary evaluators. The Principal and/or the teacher may request another Administrator to be part of the evaluation process.

3.         The Evaluation Process

There will be an annual cycle for teachers without professional teacher status. The evaluation process for teachers with professional status will involve a two-year cycle. Teachers in the upper grades who have professional teacher’s status will have their formal evaluation process in years that start with an even numbered year. Teachers in the lower grades who have professional teacher’s status will have their formal evaluation process in years that start with an odd numbered year. The formal evaluation process will include the following: classroom observations, written narrative, and the performance standards checklist.

4.         Classroom Observations

A.  A minimum of three (3) observations a year will be made for teachers without professional status by the Principal and/or Director of Student Services.

B.  A minimum of two (2) observations will be made in the evaluation year of the two-year cycle for teachers with professional status. The first observation will be completed by January 15th and the second by April 15th.

C.  The teacher or the Principal and/or Director of Student Services may request additional observations.

D.  Each observation will last at least 45 minutes and no observations will occur on the day before or after a holiday or a vacation period.

E.   There will be a pre-conference where the goals of the lesson will be discussed and the actual observation time will be determined.

F.   A post-conference will be scheduled within 7 calendar days following the actual observation. The teacher will receive in advance of the post-conference a copy of both the narrative and the performance standards checklist.

G.  The post conference will focus on the discussion of the narrative and the performance standards checklist.

H. Strengths and weaknesses will be discussed and recommendations for growth and/or improvement will be formulated.

I. The narrative and/or the ratings on the performance standards checklist may be amended by mutual agreement prior to it becoming part of the teacher’s formal record.

J. The teacher will acknowledge receipt of the narrative and the performance standards checklist by signing and dating both at the post conference. In no case shall acknowledgement be construed as agreement.

K. The teacher may attach comments within (15) school days to both the narrative and/or performance standards checklist. A copy of all reports and comments shall be filed in the teacher’s personnel folder.

L. At the completion of the school year, teachers without professional status must be recommended for re-appointment or non-renewal.

5.       Personal Improvement Plan

A.  The purpose of a Personal Improvement Plan is to identify and remedy areas that are deemed to be “in need of improvement.”

B.  If a teacher is not meeting the performance standards over a reasonable period of time an improvement plan will be jointly developed by the teacher and the administrator during a series of conferences. The first meeting with the administrator must be held within five working days of the teacher’s receipt of the notice of inadequacy.

C.  At any time during the process, the teacher has the right to be accompanied by an association representative to any/all meetings relative to the teacher’s improvement plan.

D.  The administrator will be responsible for writing the plan after it has been jointly developed. The Improvement Plan shall contain the following:

1.   Written objective

2.   Activities to be accomplished

3.   A time line for implementation

4.   Expected outcome

E.   The improvement plan can provide for the utilization of alternative and/or additional administrative personnel as identified by either the administrator or by the teacher who has been identified as “at risk.”

F.   At the end of each Personal Improvement Plan year, a determination shall be made by the administrative supervisor as to the need to continue the status or to re-instate the staff member into the appropriate place within the cycle. This determination shall be made with respect to progress that is made through completion of the Personal Improvement Plan.

ARTICLE IX

ASSIGNMENTS

On or before June 15th, the Administration shall notify each teacher, in writing, of his assignment for the next school year. If a change in assignment is necessary after June 15th due to unforeseen circumstances at the time of the initial assignment, the teacher will be informed in writing by the Administration of the change and the reason(s) no later than August 1st. The teacher may request to meet with the Principal within five (5) days of the receipt of the written change in assignment. The Principal, upon such a request, will promptly meet with the teacher. The teacher may have a representative of the Association present at the meeting. It is understood that any change resulting from the unscheduled departure of any staff member that necessitates realignment or reassignment will not pertain to this section.

ARTICLE X

PERSONNEL RECORDS

A.        Teachers will have the right, upon request, to review and make copies of all records concerning them or their work maintained by the Committee or any agent thereof.

B.        Material derogatory to a teacher’s conduct, service, character or personality will not be placed in his personnel file unless the teacher has had an opportunity to review such material, by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and be attached with the file copy; such review shall not be interpreted to constitute agreement with said answer. Certified mailing procedures will be used when normal means of communication are unsuccessful.

C.        Oral complaints regarding a teacher and requiring administrative action, made to a member of the administration by a parent, student or other persons will be called to the attention of the teacher before action is taken. Written complaints directed toward an employee which are placed in his/her personnel file shall be called to the employee’s attention within five (5) school days. Certified mailing procedures will be used when normal means of communication are unsuccessful.

D.        At the time of severance from the school system, a teacher will have the opportunity to indicate those documents and/or other records, which she/he believes to be obsolete or otherwise inappropriate for retention. Records, seven (7) years or more of age, will be destroyed, upon request, unless involved in an active or pending suit, or otherwise mandated by retention requirements, or felt to be of significant future importance by the Superintendent.

E.         The Superintendent shall insure that records relating to teachers are accurate.

ARTICLE XI

VACANCIES AND TRANSFERS

A.       Voluntary Transfers

1.   Definition: The assignment of an employee to a different job classification, grade level, subject area, or building shall be considered a transfer. A voluntary transfer is a transfer requested by the employee.

2.   Notification of Vacancies:

Posting – Upon knowledge of vacancies, the Superintendent shall deliver to the Association and post in all school buildings a list of vacancies which occur during the school year and for the following school year. Such notice shall be posted for at least ten (10) school days to allow an employee who has not previously filed a written statement of a desire for transfer to request a voluntary transfer to said vacancy. When occurring during the summer vacation (it) will be posted for ten (10) calendar days (non-school year).

3.   Filing Requests – An employee who desires a change in grade and/or subject assignment or who desires to transfer to another building may file a written statement of such desire with the Superintendent. Such statement shall include the grade and/or subject to which the employee desires to be assigned and the school or schools to which the employee desires to be transferred, in order of preference. Such requests for transfers and reassignments for the following year shall be submitted not later than May 1.

4.   Procedure

a)    Requests for voluntary reassignment or transfer will result in a conference with the Superintendent prior to any decision on said request. Notice of the denial of a voluntary transfer request shall be delivered to the employee with a copy to the Association as soon as possible following the decision.

b)    If more than one (1) employee with the appropriate certification has applied for the same position, the determination as to which employee shall receive it shall be made on the basis of evaluated performance, length of service and qualifications: and when all the factors that constitute evaluated performance and qualifications are equal, length of continuous service shall prevail.

c)    Staff within the District may apply for posted new positions or assignments and will be interviewed by the Principal prior to the position being filled. A substitute or acting appointment may be affected by the Principal when deemed in the best interests of the District.

d)    Any vacancies that occur in the summer months shall be sent to each member of the bargaining unit who requests such notice and provides sufficient   teacher   addressed  envelopes.     Notice   will  be  made simultaneously with the posting of same.

B.       Involuntary Transfers

1.   Definition – The assignment of an employee to a different job classification, grade level, subject area, or building shall be considered a transfer. An involuntary transfer is a transfer not initiated by the employee’s request.

2.   Notice – Notice of an involuntary transfer or reassignment shall be given, in writing, to the affected employee with a copy to the Association as soon as practical but no later than June 15, except in cases of death, resignation or incapacitation.

3.   Procedure – If an involuntary transfer or reassignment is necessary only employees certified in the subject/area and/or level to which the involuntary transfer is necessary, shall be transferred.

4.   Meeting to Appeal – An involuntary transfer or reassignment shall be made only after a meeting between the employee involved, an Association representative and the Superintendent/Principal, at which time the employee and the Association will be given reasons for the involuntary transfer. Such involuntary transfers shall not be more than three (3) grade levels and shall be in the best educational interest of the School District.

ARTICLE XII

REDUCTION IN FORCE

In the event it becomes necessary to reduce the number of employees included in the bargaining unit defined in its Article “Recognition,” the Superintendent will take into consideration evaluated performance, length of service and qualifications; and when, in the opinion of the Committee, all the factors that constitute evaluated performance and qualifications are equal, length of continuous service shall prevail.

“Qualified” means that the teacher has on file with the office of the Superintendent evidence that he possesses the necessary qualifications or can obtain said qualifications by the effective date of his layoff. “Seniority” means a teacher’s continuous length of service in years, months and days in the professional employment of member towns and of the Farmington River Regional School District. Teachers shall be credited for seniority purposes with all time spent on any leave of absence provided for in this Agreement. In cases of teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has achieved the highest number of recognized credits applicable to the vacancy (assignment) involved.

Teachers who are to be affected by reduction in staff will be notified, in writing, no later than June 15. Notice shall include the reasons for layoff.

Teachers who have been laid off shall be entitled to recall rights, which their certification permits them to occupy for a period of time equal to the length of continuous service on the effective date of their respective layoffs, but under no circumstances more than two (2) years. During the recall period, teachers shall be notified by certified mail to their last address of record and given preference for positions as they develop in the inverse order of their respective layoff; and all benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given every consideration for substitute work, if they so desire and express such desire in writing. Teachers called on to substitute will receive the same remuneration and benefits afforded other system substitutes.

The employee shall, within fourteen (14) calendar days following receipt of notice of recall by certified mail to the last address of record file acceptance through return of a signed form provided by the employer, of his/her intention to return or not return, by certified mail. If such acceptance is not received by the Superintendent’s office by the end of the (14) calendar days following receipt of notice of recall by certified mail, it shall be considered a declination on the part of the employee. A refusal of two (2) positions within the two (2) year period will result in said teacher being considered a new applicant for any future vacant or created position.

A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association no later than October 30 of each school year. Challenges to the list must be made by the Association prior to November 30 of each school year or the list will automatically become effective for the remainder of the school year. Provisions enumerated in the above Reduction-in-Force article apply to staff with professional status only except as addressed in paragraph #3.

ARTICLE XIII

DISCHARGE, DEMOTION, SUSPENSION

Discharge, demotion, suspension or reduction of salaries of teachers, either with professional teacher status or non-professional teacher status, shall be as provided under Massachusetts General Laws, Chapter 71, as amended.

ARTICLE XIV

RETIREMENT

A teacher who is at least 50 years old and has at least ten years of service in the district or a teacher with twenty (20) or more consecutive years of service in the Farmington River Regional School District (member towns) will, on retirement, receive a one-time payment of 10% of their last year’s salary.

Upon retirement, a teacher who is at least 50 years old and has at least ten years of service in the district or a teacher with twenty (20) or more consecutive years of service in the Farmington River Regional School District (member towns) shall be entitled to a retirement benefit under the following conditions:

a)         The applicant shall provide the School Committee with written notice on/before January 1st of the school year preceding retirement. Failure to meet this deadline shall result in incentive payments in a subsequent fiscal year.

b)         The Committee will not consider RIF or a Committee approved Leave of Absence as a break in consecutive years of teaching employment if within a maximum of two (2) years.

c)         The Committee will consider a retirement date to be effected at mid-year or end-of-year only.

d)         The Committee will grant divided lump sum payments of inventive monies in the final month of employment, one half (1/2), and in the first month of a new (subsequent) calendar year, one half (1/2), per contract notice. Or, at the discretion and written request of the teacher, the Committee will grant divided lump sum payments of incentive monies beginning in September of the fiscal year following retirement and disbursed over a period of up to three years, or sooner, depending on the wishes of the teacher.

e)         A retirement application received by the Committee on/before January 1st of the school year preceding retirement may be withdrawn prior to first payment, upon written request of the applicant and voted approval of the Committee, in cases of death, disability or long-term illness of spouse, only.

f)         Retirement Formula for Accumulated Sick Time

Teachers upon retirement will be reimbursed for accumulated sick time according to the following schedule:

10-14 years will receive 50% of the formula below 15-19 years will receive 75% of the formula below 20 or more years will receive 100% of the formula below

Accumulation

Rate of Benefit

125 days to maximum

$40 per day of accumulation

100 days to 124 days

$30 per day of accumulation

75 days to 99 days

$20 per day of accumulation

50 days to 74 days

$15 per day of accumulation

0 days to 49 days

No benefit

g) Severance Pay: The loss of job due to reorganization of staff positions will allow payment of 10% of the teacher’s remaining (unused) sick leave to be multiplied by 1/184 of that staff member’s final annual salary, maximum of $3,000.

ARTICLE XV

PERSONAL INJURY

A.        Teachers shall report any injury to the Administration in writing within twenty-four (24) hours of its occurrence. The Administration will make every effort to assist teachers in handling children who lose control and are violent. Emergency procedures for handling such incidents will be set up in the school system for the protection of teachers and children involved.

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

C. Teachers eligible for Workmen’s Compensation shall be paid the difference between their normal salary and Workmen’s Compensation benefits as applicable to the Workmen’s Compensation laws, provided they have sick leave days accrued. Deductions from accrued sick leave days shall be in proportion to the percentage of school district compensation. In the event a teacher has none or exhausts sick leave accrual, no differential above Workmen’s Compensation shall be paid.

ARTICLE XVI

INSURANCE

A.        The District shall provide (85%) of the cost of a $10,000 term life insurance policy, inclusive of accidental death and dismemberment insurance for the life of this Agreement. The District will further provide payroll deduction supporting optional coverage benefits. Said additional coverage to be paid solely by the employee.

B.        A plan under IRS Code Section 125 will be offered employees, which reduces gross income, by insurance premium amounts for a lower net taxable base. The cost of establishing such a plan, if any, will be shared by the Association and the Committee.

C.        The District will provide Workmen’s Compensation, per statute and in accordance with the conditions of this agreement.

D.        The District and employees shall pay the percentage herein provided for the cost of the following types of health insurance plans.

a.   Eighty-five percent (85%) of the premium cost for a group HMO blue New England Plan 2 (HMO) and employees shall pay fifteen percent (15%) of the premium cost.

b.   Seventy-five percent (75%) of the premium cost for Blue Care Elect Preferred (PPS) and employees shall pay twenty-five percent (25%) of the premium cost.

E. 1. The District may from time to time select and implement health insurance plans, select and discontinue health insurance plans and modify and change the provider, benefits, and all other provisions of all health insurance plans. No changes may be made to the percentage contribution set forth in D above. The District shall maintain plans that have substantially equivalent benefits to plans currently in existence. Changes may be made prior to bargaining the implementation and impact of the changes. However, after implementation bargainable subjects relating to health insurance plans shall be bargained if within six months of implementation the Association requests bargaining in writing.

2. Notwithstanding the foregoing, if the Commonwealth of Massachusetts enacts legislation affecting health insurance provided by the District for its employees which prohibits continuation of one or more of the aforementioned health insurance plans, then upon written request by either party to the other party within six months of the enactment of such legislation, the parties shall collectively bargain health insurance, increases to wages and other economic provisions of this collective bargaining agreement.

F.         Health Insurance Plans Premium Surcharge: For any year in which any health insurance plan premium increases more than 12%, a surcharge is added to the amount payable under paragraph D, by the enrolled employees in said health insurance plan. The surcharge is equal to one half of the dollar increase in excess of the 12% increase in premium. A surcharge can affect subsequent year rates, as a maximum increase of 12% per year is the only amount that the rates in paragraph D. apply to. If there are increases of less than 12%, then the rate would eventually revert back to the rates of paragraph D. (See example attached as Appendix A).

G.        A written description of the plans offered including coverage and limits will be available in the District Office. The District may, but need not, select and put into effect without further bargaining, such record plan(s) having such benefits and through such purchasing groups as the District shall from time to time elect to offer its employees.

ARTICLE XVII

PAYROLL DEDUCTION

The Committee will perform payroll deduction services as follows:

1.(a) Chapter 32B Insurance, Medical and Life Insurance, Massachusetts Teachers Retirement System and Social Security, Association Dues, Annuities, IRA’s and an agreed Plan under IRS Code Section 125.

(b)   The Association will endeavor to limit the number of agencies used for deduction purposes, as enumerated in (a) above.

2.         Payroll deductions may be made for other types of benefits required by statute or approved by the School Committee.

3.         The Association agrees to indemnify and to hold the Committee harmless against any and all claims, demands, suits or other forms of liability that shall or may arise out of, or by reason of, any action taken by the Committee for the purposes of complying with the provisions of Section 1 above.

4.         Payroll deduction authorizations, changes thereto, will be effected through the District Administration offices from 9/1-10/1 each work year. Modifications as a result of changed marital status, new hire, loss or gain of a dependent, may be effected on the next subsequent payroll warrant with sufficient notice.

5.         Each teacher shall receive annually, no later than October 1st, a salary statement which will indicate column placement, step, credits, annual salary and accumulated sick leave.

ARTICLE XVIII

SUBSTITUTE TEACHERS

A.        To the extent possible, all substitute positions will be filled by certified teachers.

B.        If all efforts to procure a substitute prove futile, the administration will distribute absentee assignment needs within the teaching staff.

ARTICLE XIX

GENERAL

A teacher signing a contract with another school system shall provide notice to the Superintendent within five (5) calendar days of signing and shall continue in their teaching assignment for up to thirty (30) calendar days unless a suitable replacement is secured, in which event a mutual release date must be agreed to by the Superintendent and the teacher.

Upon being hired, teachers new to the system will be given a copy of the current collective bargaining contract by the FRRTA.

Approved minutes and advanced agendas of School Committee meetings will be sent to the President of the Farmington River Regional Teachers Association, with the exception of all Executive Session information.

Recognizing the need for flexibility in scheduling of hours and other conditions of employment, the parties hereto agree that during the lifetime of this Agreement proposals may be exchanged from time to time which, if mutually acceptable, would be reduced to writing and implemented on a temporary basis until successor contract negotiations would deal with such matters on a permanent basis.

No employee will be disciplined, suspended, or discharged without just cause.

Adverse criticism of an employee by the employer or its agent shall be made in confidence and not in the presence of students or parents nor in other public gatherings. An administrator who receives criticism which they believe is valid shall call it to the attention of the employee as soon as possible.

APPOINTMENTS

Appointments to all positions will be made without regard to race, creed, color, religion, nationality, sex, age or marital status.

CLASSROOM VISITATION

When parents or guardians request the opportunity to visit a classroom to observe a student, the scheduling of such visitation shall be through the building principal, following consultation with the effected employee.

ARTICLE XX

PLACEMENT

A.       Initial Placement:

Any employee covered by the contract who is employed by the District during the term of this agreement shall be advised in writing of the vertical and horizontal levels at which he/she is first employed at the commencement of his/her employment, and such employee shall be placed upon that vertical level and horizontal level commensurate with employee’s degree, experience, and graduate credits. Progression in subsequent years will be to the next successive step on the salary schedule following year one in the Farmington River Regional School District and in accord with other pertinent terms of the Contract.

B.       System Entrance:

Teachers who enter the system at other than the beginning of the school year will move the following year on the step schedule, provided that the teacher has taught for a minimum of ninety-five (95) days the previous school year and upon recommendation of the Superintendent.

ARTICLE XXI

IMPACT BARGAINING

A.        The Committee will notify the Association of the intent to adopt a policy that may impact the wages, hours, and working conditions of employment.

B.        The Association may request a meeting within ten (10) days of such notice to discuss concerns such policy has on wages, hours and conditions of employment.

C.        The Committee, through designated persons, will meet as soon as possible, with the Association to negotiate the impact said policy has on the wages, hours and conditions of employment, if unable to resolve concerns at the discussion level (#2).

D.        Any Agreement reached by the parties as a result of this Article will be reduced to writing and will be signed by the Committee and the Association and will become an addendum to this Agreement.

ARTICLE XXII

NO STRIKE CLAUSE

In consideration of this Agreement and its terms and conditions, the Association and its officers, representatives and members shall not, during the term of this Agreement, engage in or condone any strike, slow-down, or work stoppage.

ARTICLE XXIII

PAST PRACTICE

The wages, hours and other conditions of employment are subject to the provisions of this contract and will be applicable as expressly stated and agreed within the context of said contract.

ARTICLE XXIV

LEGALITY OF PROVISIONS

A. If any provision of this Agreement or any application of this Agreement shall be found to be contrary to law, then such provision or application shall not be deemed valid, and subsisting, except to the extent permitted by law, but all other provisions or applications of the Agreement will continue in full force and effect. The parties will meet not later than fifteen (15) calendar days after any such finding for the purpose of renegotiating the provision or provisions affected.

B. It is agreed and understood by the Committee and the Association that this Agreement has been entered into in good faith between the parties operating under 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.

ARTICLE XXV

NEGOTIATIONS PROCEDURE

A.        During negotiations, the Committee and the Association will present and exchange relevant data, and points of view, and make proposals and counter proposals. Neither party will be restricted in the use of professional or lay consultants to assist in the negotiations.

B.        If the negotiations described in Article 27 have reached impasse, the procedure described in Chapter 150E of the Acts of 1973, as amended from time to time, will be followed.

ARTICLE XXVI

SUCCESSOR AGREEMENT

The Committee and the Association agree to enter into negotiations over a successor agreement by November 1, of the year prior to the successor agreement. If a successor agreement is not reached before the expiration date of the existing contract, the existing contract shall remain in force and effect until the successor agreement has been reached, reduced to writing and signed by the Committee and the Association.

ARTICLE XXVII

DURATION

A.        This Contract constitutes agreement in respect to teachers wages, hours and other conditions of employment and the School Committee will carry out the commitments contained herein and give them full force and effect.

B.        The provisions of the Agreement will be effective as of September 1, 2011 and will continue to remain in full force and effect until August 31, 2014.

C.        This Agreement shall be amended at any time by mutual consent of the Committee and the Association.

ARTICLE XXVIII

PROFESSIONAL IMPROVEMENT

The Committee requires that members of the professional staff secure three (3) credits during each three (3) year period beginning September 1, 1993. Failure to attain three (3) credits within each three (3) year period of an individual’s employment with the Farmington River Regional School District will result in the employee remaining in present step until such time as the credit requirement is fulfilled. At this point, they will proceed to the next subsequent step on the salary schedule in effect and a new three-year requirement cycle will begin for the individual employee.

Credits must be in an appropriate field, and receive advance approval by the Superintendent of Schools on a form to be provided and maintained in each individual’s personnel file. Professional contract members who are enrolled in an approved (certified) masters program are exempt from seeking approval from the Superintendent. Teachers, however, will inform or fill out a form alerting the Superintendent/Principal that they are taking, or have successfully completed, each course. Approved credits in sufficient number will suffice for horizontal movement on the professional salary schedule. This movement can occur on September 1 or on January 1 upon course completion. All step movement will occur on September 1.

Each year the budget will contain money for professional development. One-third of this amount will be set aside for workshops, two-thirds will be used for tuition reimbursements.

A.        Workshops: The District will provide for school-wide workshops required to maintain curriculum currency under Education Reform. The District will also support individual attendance at workshops that help maintain curriculum currency. These workshops must have prior administrative approval.

B.        Courses: Professional development money will also be used to reimburse teachers for coursework.

1.         Teachers will be reimbursed for at least one approved, successfully completed course each school year. Those teachers enrolled in a Master’s Degree will be reimbursed for three approved, successfully completed courses each school year: one course in the fall, one in the spring, and one in the summer. The amount of reimbursement will equal the cost of the course as indicated on the bill submitted by the teacher, not to exceed the current tuition rate at Westfield State College.

2.         Teachers must apply for the first course approval by January 15.

3.         Staff will be notified by January 21 if there is money available for second course reimbursement.

4.         The money will be distributed on a pro-rated basis to all those who have taken or who plan to take a second course.

5.         If money is still available, the same procedure will be followed for third courses.

C.        Professional Development Points Applied to Column Movement:

1.         In order to qualify for column movement PDP’s must be earned in clusters of 15 or more (15 PDPs = 1 college credit). These PDP’s must be the result of a single, coordinated series of workshops or a non-credit course that has prior administrative approval.

2.         There will be a limit of 60 PDP’s (4 college credits) allowed for each column movement.

ARTICLE XXIX

AGENCY FEE

Section A.      The Committee will respect the position of the FRRTA/MTA/NEA as the sole and exclusive bargaining agent of all employees in Unit A on matters of wages, hours, and conditions of employment for the life of this Agreement. The parties therefore agree that:

1.         Effective thirty (30) days after the commencement of the 2008-2009 school year or upon the commencement of employment, whichever comes later, each employee, in accordance with the G.L.C. 150E, Section 12, shall be required to pay the service fee to the FRRTA as a condition of his/her employment in the district.

2.         Any employee who fails to pay the agency fee in lieu of dues to the exclusive bargaining agent will be subject to legal action by the FRRTA for collection of said fee.

Any cost of collecting said fees will be added to the individual’s total service fee due. The FRRTA will be solely responsible for enforcing the provisions of this Section. The Committee will not be responsible to enforce any provision of the Section.

3.         The FRRTA will indemnify, defend and hold harmless the Committee against any and all claims, actions, or lawsuits of any kind or description, whether at law or inequity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting from this Section. Specifically, the FRRTA will have no right of action by way of contribution, counterclaim, or court of competent jurisdiction find the Committee liable for any damages as a result of this Section the FRRTA will pay any and all of those damages, including interest and charges.

4.         See Article XXIV, Legality of Provisions, Section A.

5.         The service fee shall be calculated in accordance with the provisions of the MG.L c. 150E, Section 12, and applicable state and federal constitutional law. Payment of said fee will not entitle the fee payer to be a member in good standing with the FRRTA.

The FRRTA will be solely responsible for enforcing the provisions of this Section. The Committee will not be responsible to enforce any provision of the Section.

APPENDIX A

Hypothetical Table Demonstrating

The Health Insurance Surcharge Calculation

THE STARTING PREMIUM AND PERCENTAGE

INCREASES ARE MADE UP!

Hypothetical Example of an HMO Family Plan:

A

B

C

D

E

F

G

H

I

J

K

L

2002

10%

8000

8000

6800

1200

0

0

0

6800

1200

85/15

2003

18%

9440

8960

7616

1344

480

240

240

7858

1584

83.2/16.8

2004

14%

10762

10035

8530

1505

727

364

364

8894

1869

82.6/1 7.4

2005

6%

11408

11239

9553

1686

169

84

84

9637

1770

84.5/15.5

2006

6%

12092

12092*

10278

1814

0

0

0

10278

1814

85/15

*      The amount in Column D will never exceed that in column C. When they are equal the ratio is back to the amount agreed to without a surcharge.

Column: A = The Fiscal Year-In this case FY03 is the first year with an increase over 12%. Until FY03, C=D.

B = The total %age increase for each year.

C = The total annual premium for the plan in dollars.

D = This is the non-surcharged portion of the insurance premium and is limited to no more than a 12% increase over the amount in column D from the previous year. This number is not a 12% increase of the prior years total premium (column C). Prior years (Column D) x 1.12 or the number in column C whichever is lower.

E = The District’s share of the amount in column D.    (column D amt.) x .85 for an HMO or .75 for the PPO

F = The Employee’s share of the amt. in Column D. (column D amt.) x .15 or .25 as above.

G = The amount of premium not in column D. Subtract column D from column C.

H = The district’s share of Column G (column G) x 0.5 (50%)

I = The employee’s share of Column G (column G) x 0.5 (50%)

J = The district’s total premium payment column E + column H

K = The employee’s total premium amt. Column F + Column I

L = The percentage amounts for that particular year Column J/Column C and Column K/Column C

The amount in columns G, H, and I are the surcharge amounts. This is the amount above a maximum annual 12% increase in insurance premium.

APPENDIX B

Farmington River Regional District Teachers’ Association

Salary Schedule

2011-2012

 

 

 

 

 

 

 

Step

Bachelors

Bachelor's +15 Credits

Masters

M+15

M+30/CAGS

M+45/CAGS+15

1

$35,109

$36,820

$39,819

$42,817

$45,813

$48,812

2

$36,308

$38,021

$41,017

$44,015

$47,013

$50,011

3

$37,507

$39,219

$42,217

$45,214

$48,212

$51,211

4

$38,706

$40,418

$43,416

$46,412

$49,410

$52,409

5

$40,075

$41,788

$44,786

$47,784

$50,781

$53,778

6

$41,446

$43,158

$46,157

$49,246

$52,152

$55,149

7

$42,817

$44,528

$47,524

$50,522

$53,521

$56,523

8

$44,186

$45,900

$48,897

$51,892

$54,889

$57,889

9

$45,726

$47,440

$50,440

$53,435

$56,432

$59,429

10

$47,269

$48,981

$51,981

$54,977

$57,973

$60,970

11

$48,812

$50,522

$53,521

$56,519

$59,515

$62,513

12

$50,352

$52,064

$55,061

$58,060

$61,059

$64,056

13

$52,064

$53,777

$56,772

$59,770

$62,770

$65,769

14

$53,264

$55,491

$58,487

$61,482

$64,481

$67,481

15

$0

$57,201

$60,200

$63,195

$66,194

$69,193

16

$0

$58,401

$61,912

$64,907

$67,906

$70,906

17

$0

$0

$63,112

$66,107

$69,106

$72,106

BASE SALARY SCHEDULE – GENERAL CONDITIONS:

B+36, B+51, B+66 will exist only for staff in position January 1, 1992, within the Farmington River Regional School District or its member towns. New staff 92-93 forward, will be placed on M, M+15, M+30/CAGS vertical column only when said status is secured and documented to the Administration.

Staff hired, school year 92-93 forward, will be subject to reaching maximum vertical movement at the B, Step 10, B+15, Step 12 and M, Step 14. Present (91-92) staff may progress to the maximum step of each vertical column on the approved schedule when all other conditions of the contract have been fulfilled.

For teachers hired prior to January 1, 1992 and in the B+36 or B+51 categories, who obtain a Masters Degree, graduate course work, not included as part of the Masters program, will be counted toward column movement.

APPENDIX B

Farmington River Regional District Teachers’ Association

Salary Schedule

2012-2013

 

 

Bachelor's +

 

 

 

 

Step

Bachelors

15 Credits

Masters

M+15

M+30/CAGS

M+45/CAGS+15

1

$35,460

$37,188

$40,217

$43,245

$46,271

$49,300

2

$36,671

$38,401

$41,427

$44,455

$47,483

$50,511

3

$37,882

$39,611

$42,639

$45,666

$48,694

$51,723

4

$39,093

$40,822

$43,850

$46,876

$49,904

$52,933

5

$40,476

$42,206

$45,234

$48,262

$51,288

$54,315

6

$41,861

$43,589

$46,618

$49,738

$52,674

$55,701

7

$43,245

$44,973

$48,000

$51,028

$54,056

$57,088

8

$44,628

$46,359

$49,386

$52,411

$55,438

$58,468

9

$46,184

$47,914

$50,944

$53,969

$56,996

$60,023

10

$47,742

$49,470

$52,500

$55,526

$58,553

$61,580

11

$49,300

$51,028

$54,056

$57,084

$60,110

$63,138

12

$50,855

$52,585

$55,612

$58,640

$61,669

$64,696

13

$52,585

$54,314

$57,340

$60,368

$63,398

$66,427

14

$53,797

$56,046

$59,072

$62,097

$65,126

$68,156

15

$0

$57,773

$60,801

$63,827

$66,856

$69,885

16

$0

$58,985

$62,531

$65,556

$68,585

$71,615

17

$0

$0

$63,743

$66,768

$69,797

$72,827

BASE SALARY SCHEDULE – GENERAL CONDITIONS:

B+36, B+51, B+66 will exist only for staff in position January 1, 1992, within the Farmington River Regional School District or its member towns. New staff 92-93 forward, will be placed on M, M+15, M+30/CAGS vertical column only when said status is secured and documented to the Administration.

Staff hired, school year 92-93 forward, will be subject to reaching maximum vertical movement at the B, Step 10, B+15, Step 12 and M, Step 14. Present (91-92) staff may progress to the maximum step of each vertical column on the approved schedule when all other conditions of the contract have been fulfilled.

For teachers hired prior to January 1, 1992 and in the B+36 or B+51 categories, who obtain a Masters Degree, graduate course work, not included as part of the Masters program, will be counted toward column movement.

APPENDIX B

Farmington River Regional District Teachers’ Association

Salary Schedule

2013-2014

 

 

Bachelor's +

 

 

 

 

Step

Bachelors

15 Credits

Masters

M+15

M+30/CAGS

M+45/CAGS+15

1

$35,992

$37,746

$40,821

$43,894

$46,965

$50,039

2

$37,221

$38,977

$42,049

$45,122

$48,195

$51,269

3

$38,450

$40,205

$43,279

$46,351

$49,424

$52,499

4

$39,679

$41,435

$44,508

$47,579

$50,652

$53,727

5

$41,083

$42,839

$45,912

$48,985

$52,058

$55,130

6

$42,489

$44,243

$47,317

$50,485

$53,464

$56,536

7

$43,894

$45,647

$48,720

$51,793

$54,867

$57,945

8

$45,297

$47,055

$50,127

$53,197

$56,270

$59,345

9

$46,877

$48,633

$51,709

$54,779

$57,851

$60,923

10

$48,458

$50,213

$53,288

$56,359

$59,431

$62,504

11

$50,039

$51,793

$54,867

$57,941

$61,012

$64,085

12

$51,618

$53,373

$56,446

$59,520

$62,594

$65,667

13

$53,373

$55,129

$58,200

$61,274

$64,349

$67,423

14

$54,604

$56,887

$59,958

$63,028

$66,102

$69,178

15

$0

$58,639

$61,714

$64,785

$67,859

$70,933

16

$0

$59,869

$63,469

$66,539

$69,614

$72,689

17

$0

$0

$64,699

$67,770

$70,844

$73,919

BASE SALARY SCHEDULE – GENERAL CONDITIONS:

B+36, B+51, B+66 will exist only for staff in position January 1, 1992, within the Farmington River Regional School District or its member towns. New staff 92-93 forward, will be placed on M, M+15, M+30/CAGS vertical column only when said status is secured and documented to the Administration.

Staff hired, school year 92-93 forward, will be subject to reaching maximum vertical movement at the B, Step 10, B+15, Step 12 and M, Step 14. Present (91-92) staff may progress to the maximum step of each vertical column on the approved schedule when all other conditions of the contract have been fulfilled.

For teachers hired prior to January 1, 1992 and in the B+36 or B+51 categories, who obtain a Masters Degree, graduate course work, not included as part of the Masters program, will be counted toward column movement.

APPENDIX C

COMPENSATION

For the duration of this contract the following stipends will be paid for each of the following positions:

1.         Grade 6 Advisor(s) will receive the following stipends per after-school activity – one teacher per activity as follows:

•           Sixth Grade Yearbook - $400.00

•           Fundraising for class trip - $400.00

•           Coordinating class trip including meetings with parents - $400.00

•           Recognition Night - $400.00

2.         Nature’s Classroom Coordinator(s) will each receive the following stipends per after-school activity – one teacher per activity as follows:

•           Fundraiser(s) - $400.00

•           Organizing week long trip - $400.00

•           Informational meetings with parents - $400.00

•           Culminating with a week-long camping trip from Monday through Friday with students - $400.00

3.         Mentor Teacher Stipend - $560.00 per year.

4.         Intramurals Coach will receive $1,200.00 a year for one day per week, $2,100.00 per year for two days a week per year.

5.         Additional positions include:

•           Summer school coordinator and teachers would be paid the hourly rate of $35.00 per hour.

•           School newspaper coordinator (1) will receive the following after-school activity stipend: $350.00 per newspaper issue for up to 4 issues in a school year.

•           Student council coordinator (1) will receive an hourly rate of $35.00 an hour for one hour per week for up to 30 weeks after school hours.

•           Robotics coordinator(s) - (no more than 2) - will receive an hourly rate of $35.00 an hour for up to 30 weeks after school hours.

7.         The School Committee retains the right to create and approve any additional after-school programs at the hourly rate of $35.00.

On September 1st of every school year, the Superintendent will post in the Teachers’ Room the list of extra pay positions, as delineated above. Teachers will have 3 weeks to submit their letter of intent to the Principal who will appoint staff to these extra pay positions by October 1st of every school year. The only exceptions are the summer school coordinator and teachers which will be posted in the month of June, if administration determines the need for summer school.

MENTOR PROGRAM

A teacher mentor will be available for new teachers and for teachers that have been assigned to a new grade level and/or subject area. When possible, mentors will be matched with protégées from the same grade/subject area. The District, as described in the FRRSD Mentoring Handbook,* will train mentor candidates, select mentors, pair mentors with protégées, outline topics to be covered throughout the mentoring year and include all selected teacher mentors in all new teacher training activities. The teacher mentor will provide assistance and guidance for no less than the duration of the school year and shall be paid the allotted stipend (see Appendix C) upon submission of the District-created Mentor log sheet to the Superintendent at the conclusion of the school year.

In general, mentors will not discuss their protégé’s teaching performance with anyone, including school and district administrators, except under the following conditions:

1.         Mentors, with the protégé’s knowledge and permission, may discuss the protégé’s training needs with resource professionals whose job it is to help teachers. (For example, if the novice needs help in designing lessons that incorporate computer use, the district instructional technology teacher may be consulted for help and advice.)

2.         Mentors, with the protégé’s knowledge, may discuss safety concerns and civil rights with appropriate administrators if, in the mentor’s professional judgment, physical safety of the students are at risk.

*Handbook contents can be revised by mutual agreement.

School Committee agrees to Mentor Teacher Stipend of $560.00 per year, per mentee. Coverage will be provided to the mentor during the school day as needed.

APPENDIX D

FARMINGTON RIVER REGIONAL SCHOOL DISTRICT

TEACHER EVALUATION FORM

Name __________________________________                     Date ________________________

Grade and/or Subject ___________________________________

Evaluator                             Date of Observation      Time Spent in Class        Post Conference Date

___________________      _________________     ________________        _______________________

___________________      _________________     ________________        _______________________

___________________      _________________     ________________        _______________________

___________________      _________________     ________________        _______________________

Scoring Code

1

Satisfactory

2

Needs Improvement

3

N/A

4

Not Observed

PERFORMANCE STANDARDS

A. CURRENCY IN CURRICULUM

1

Teacher is up to date regarding his/her curriculum content.

2

Keeps current in the field and applies knowledge to instructional program.

3

Contributes to the ongoing evaluation of the curriculum.

B. EFFECTIVE ASSESSMENT OF CURRICULUM AND INSTRUCTION

1

The teacher monitors students’ understanding of the curriculum effectively and adjusts instruction, materials or assessments when appropriate.

2

Determines specific and challenging standards for student learning.

3

Regularly uses a variety of formal (graded) and informal (ungraded) assessments of students’ achievement and progress for instructional revisions and decision-making.

4

Communicates student progress to parents, students and staff members in a timely fashion using a range of information.

5

Prepares and maintains accurate and efficient record keeping systems regarding the quality and quantity of student work.

C. EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

1

The teacher creates an environment that is positive for student learning and involvement.

2

Uses classroom time and classroom space to promote optimal learning.

3

Understands principles and patterns of child growth and development and uses this knowledge in working with students.

4

Establishes classroom procedures that maintain a high level of students’ time-on-task and that ensure smooth transitions from one activity to another.

5

Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

6

Manages routines effectively.

7

Maintains appropriate professional boundaries with students.

8

Serves as a positive classroom role model for students.

D. EFFECTIVE INSTRUCTION

1

The teacher makes learning goals clear to students.

2

Makes connections between concepts taught and students’ prior knowledge and experience.

3

Identifies confusions and misconceptions and reteaches or extends teaching to meet individual and/or group needs.

4

Communicates clearly in writing and speaking using age appropriate language.

5

Understands and shows students the relevance of the subject to life-long learning.

6

Uses a variety of appropriate strategies to provide for different learning styles.

7

Provides options for students to demonstrate competency and mastery of new material.

8

Uses a variety of appropriate materials in order to reinforce and extend skills, accommodate learning styles, and match instructional objectives.

9

Provides instructional opportunities where students are interacting with ideas, materials, teachers, and one another.

10

Integrates the teaching of listening, speaking, reading, writing, viewing and/or the use of appropriate learning tools (i.e. calculators, computers, etc.) within the discipline.

11

Uses a variety of appropriate questioning techniques, including those which encourage and guide critical and independent thinking and the development of ideas.

12

Presents information recognizing multiple points of view.

13

Effectively uses available technology.

14

The teacher promotes high standards and expectations for student achievement.

15

Regularly provides feedback to students on their progress.

16

Encourages students to take risks and to persevere with challenging tasks.

17

Models the skills, attitude, and processes central to the subject being taught.

18

Encourages and supports students to share in the responsibility for their success.

19

Acts on belief that all students can learn.

20

Provides opportunities for students seeking extra help.

21

Demonstrates attitudes of fairness, courtesy, and respect.

22

Builds positive relationships with students and parents.

E. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

1

Works constructively with others to identify school problems and suggests possible solutions.

2

Works collaboratively with other staff in planning and implementing curriculum, instruction, and other school programs.

3

Completes records and reports promptly and accurately.

F. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

1

Provides opportunities to include all students in the full range of classroom activities.

2

Demonstrates sensitivity to differences in abilities, social and cultural backgrounds and learning styles.

3

Develops and implements educational and organizational strategies in the classroom that are effective in meeting the needs of a diverse student body.

The evaluator shall attach a narrative summary to this document. This narrative summary will state incidences of exceptional performances, and if necessary, an explanation for every Performance Standard which receives a rating of “needs improvement.” This narrative explanation will also include suggested strategies for improving performance.

Teacher comments (optional):

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Teacher’s Signature ___________________________________________________

(Acknowledgment does not necessarily mean acceptance.)

Date ________________________________________

Evaluator’s Signature ___________________________________________________

Date ________________________________________

APPENDIX E

MEMORANDUM OF AGREEMENT

Article VII, B. 7

Should the District contemplate any changes regarding the current preparation time practice, the District will notify the Association and initiate bargaining.

FOR THE ASSOCIATION                           FOR THE SCHOOL COMMITTEE

_________________________________        __________________________________

President                                                           Chairperson

_________________________________        __________________________________

Date                                                                     Date

APPENDIX   F

MEMORANDUM OF AGREEMENT

RETIREMENT HEALTH INSURANCE

The Farmington River Regional School District and the Farmington River Regional Teachers Association hereby agree to the following:

The Farmington River Regional School District will vote, prior to September 1,1999, the appropriate sections of Chapter 32B to provide for retirement health insurance for district employees.  This retirement insurance will be at the rate in force in the district at the time that a person retires and provide for family coverage if the employee has family coverage at the time of retirement  The Farmington River Regional Teachers Association agrees mat teachers will work 184 days in the school year 1999-2000, but be compensated for 183 days.

FARMINGTON RIVER REGIONAL SCHOOL DISTRICT

By   ___________________Title__________________

Date ___________________

FARMINGTON RIVER REGIONAL TEACHERS ASSOCIATION

By ___________________ Title ______________

Date___________________

SIGNATURE PAGE

In Witness Whereof, the parties set their hands and seals this day, _____________________

FOR THE FARMINGTON RIVER REGIONAL SCHOOL COMMITTEE:

_________________________________        __________________________________

Chairperson                                                          Date

FOR THE FARMINGTON RIVER REGIONAL TEACHERS' ASSOCIATION:

_________________________________        __________________________________

President                                                               Date