Show detailed information about district and contract
| District | Franklin |
| Shared Contract District | |
| Org Code | 1010000 |
| Type of District | Municipal K12 |
| Union Affiliation | MTA |
| Most Recent Document | Contract |
| Expiring Year | 2012 |
| Expired Status | |
| Superintendency Union | |
| Regional HS Members | |
| Vocational HS Members | Tri-County RVTSD |
| County | Norfolk |
| ESE Region | Greater Boston |
| Urban | |
| Kind of Community | economically developed suburbs |
| Number of Schools | 11 |
| Enrollment | 6120 |
| Percent Low Income Students | 7 |
| Grade Start | PK or K |
| Grade End | 12 |
Teacher Agreement
for
September 1, 2010 through August 31, 2012
between
The
and
The
"Together we achieve the extraordinary"
Table of Contents
Article Title Page
Preamble..................................................................................................................................................... 4
I Recognition............................................................................................................................................... 4
II Entirety
and Separability of Agreement................................................................................................ 5
III No
Strike Clause........................................................................................................................................ 5
IV Negotiations.............................................................................................................................................. 5
V Duration..................................................................................................................................................... 6
VI Work
Year.................................................................................................................................................. 6
VII Teacher
Assignment................................................................................................................................ 7
VIII Teacher
Evaluation and Files.................................................................................................................. 9
IX Teacher
Facilities...................................................................................................................................... 9
X Teaching
Hours and Workload.............................................................................................................. 9
XI Reduction
in Force................................................................................................................................. 12
XII Transfers.................................................................................................................................................. 15
XIII Promotions............................................................................................................................................... 16
XIV Resignations............................................................................................................................................ 16
XV Teacher
Protection................................................................................................................................. 17
XVI Paid
Absence and Leave Benefits....................................................................................................... 17
XVII Leaves
of Absence Without Pay......................................................................................................... 21
XVIII Sabbatical
Leaves................................................................................................................................... 23
XIX Maternity
Leave - Sick Leave............................................................................................................... 24
XX Salaries..................................................................................................................................................... 25
XX Miscellaneous
Benefits......................................................................................................................... 27
XXI Course
Reimbursement.......................................................................................................................... 27
XXII Grievance
and Arbitration..................................................................................................................... 28
XXIII Miscellaneous
Provisions..................................................................................................................... 30
XXIV Textbooks................................................................................................................................................ 30
XXV No
Reprisals............................................................................................................................................ 30
XXVI Extended
Day Program........................................................................................................................... 31
XXVII Agency
Service Fee ………………………………………………………………………….............. 31
XXVIII Health
and Safety Committee................................................................................................................ 31
XXIX On-Line
Learning.................................................................................................................................... 31
Appendixes
Appendix A
Salary Schedule....................................................................................................................................... 33
Miscellaneous Salary
Benefits............................................................................................................. 35
Longevity Pay......................................................................................................................................... 35
Instructional
Stipends………………………………………………………………………................ 37
Non-Instructional
Stipends................................................................................................................... 38
Appendix B
Coaches Stipends................................................................................................................................... 40
Appendix C
Modification of
Teacher’s Salary Schedule....................................................................................... 41
Appendix C-1
Chapter I /Title One................................................................................................................................ 42
Appendix D
Evaluations.............................................................................................................................................. 46
Appendix E
Family and Medical Leave
of Absence............................................................................................. 104
Recognizing
that our prime purpose is to provide education of the highest possible quality
for the children of
1. The
2. The Superintendent of
Schools of
The Superintendent of
Schools is the Chief Officer of the Franklin School Department and shall
exercise all authority as provided by law.
S/he shall supervise all Directors, Counselors, Specialists and all
others covered by this Agreement in conjunction with the Principal of each
school.
3. The Principal is the
Chief Administrative Officer of each school and is responsible for implementing
effective administrative practices, which are consistent with the laws of the
Commonwealth, the duly established educational policies of the Franklin School
Committee and the terms of this Agreement.
4. The teaching staff of the
Franklin Public Schools is responsible for providing the highest quality of
instruction and services to the children entrusted to their care through
compliance with all applicable state laws, the duly established educational
polices of the Franklin School Committee, the terms of this Agreement, as well
as the administrative practices as described in Paragraph 3 of this Preamble.
5. Fulfillment of these respective responsibilities can be
facilitated and supported by consultations and free exchanges of views and
information among the Committee, the Superintendent, the Principals and the
teaching staff.
ARTICLE I
Recognition
1.1 Representation
For the
purposes of collective bargaining on questions of wages, and conditions of
employment, the School Committee recognizes the Franklin Education Association
as the exclusive representative of the following professional employees of the
Franklin Public School System.
UNIT
A—All Teachers, Counselors, Librarians, Reading Teachers, Related Service
Providers, Directors, Department Chairs, Coaches, Federally Funded Directors
and Teachers, Specialists, Coordinator of Career Development/Educational
Planning and regular part-time teachers, and Nurses but
excluding substitutes, Chapter/Title I Director, Assistant Principals for
Instructional Services, Summer School teachers, Evening Education teachers,
Workshop teachers*,
and other employees of the Franklin Public Schools.
Unless
otherwise indicated, the employees in the above Unit will be hereinafter
referred to as
teachers. *Workshop teachers include those members of
the collective bargaining unit who are involved in any special or summer workshop projects.
1.2 Membership
As sole
bargaining agent, the Association will accept into voluntary membership all
teachers covered by this Agreement without regard to race, color, creed,
national origin, gender, marital status, sexual orientation or previous
affiliation with other teacher organizations.
ARTICLE II
Entirety and Separability of Agreement
2.1 Entirety of Agreement
This
Agreement incorporates the entire understanding of the parties on all issues,
which were or could have been the subject of negotiation. Any matter not specifically covered by the
Agreement is not a part of this Agreement.
2.2 Separability of Agreement
If any
provision of this Agreement, or any application of the Agreement to any
employee or group of employees, shall be found contrary to law, then such
provision or application shall not be deemed valid and subsisting, except to
the extent permitted by law, but all other provisions or applications will
continue in full force and effect.
ARTICLE III
No Strike Clause
The
Association on its own behalf and on behalf of each of the employees that it
represents, hereby agrees and covenants that during the term(s) of this
Agreement, it will not authorize, approve, participate or in any way encourage
any illegal strike, illegal work stoppage, illegal slowdown or the illegal
withholding of services including extra curricular services from the employer,
Franklin School Committee and the Town of Franklin. It is further agreed that the Association
will not unlawfully interfere or restrain any person from seeking employment
with the Franklin School Department during the term(s) of this Agreement. It is further agreed that any employee
covered by this Agreement who violates this provision, or any part thereof,
subjects himself or herself to disciplinary action or dismissal.
ARTICLE IV
Negotiations
4.1 Reopening of Agreement
Either
party wishing to modify or amend this Agreement for the period after August 31,
2012, shall so inform the other party in writing on or before November 1,
2011. Otherwise, this Agreement shall
continue from year to year thereafter unless written notice is sent on or
before the first of November of each year thereafter.
4.2 Changes in Policy
Before
the Committee adopts a substantial change in policy which affects wages, hours,
or any other conditions of employment which are not covered by the terms of
this Agreement and which have not been proposed by the Association, the
Committee will notify the Association in writing that it is considering such a
change. The Association will have the
right to negotiate with the Committee, provided that it files such a request
with the Committee within five (5) days after receipt of such notice.
4.3 Modification of Agreement
The
Agreement may not be modified in whole or in part by the parties except by an
instrument in writing duly executed by both parties.
4.4 Schedule of Negotiations
Negotiations
shall be scheduled at mutually acceptable hours. These negotiations will not be held during
school hours.
4.5 Negotiations for Successor (September 1,
2012) Collective Bargaining Agreement
The
Parties agree to participate in Collaborative Bargaining Training, contingent
upon each Party’s ability to fund their respective training costs. The Parties will commence such training no
later than November 1, 2011. To the
extent that any cost is involved in such training, such cost shall be shared
equally by the Parties. The
aforementioned training costs shall not include the costs incurred by the
Parties for their own legal fees.
Following
the conclusion of such training, the Parties shall meet to discuss ground rules
for negotiations for a successor collective bargaining agreement to commence
September 1, 2012. As part of the ground
rules discussion, the Parties will discuss whether or not to utilize a
Collaborative Bargaining approach to these successor negotiations. Nothing contained herein, including the
agreement by the Parties to engage in Collaborative Bargaining training, shall
bind the Parties to utilizing a collaborative bargaining approach to its
negotiations for the September 1, 2012 agreement.
4.6 Availability of Documentation
The
Committee will, upon request, provide the Association with copies of any
documents, which are available to the Committee, which will assist the
Association in its negotiations. The
cost of copying will be borne by the Association.
4.7 Distribution of Agreement
Five
copies of the teachers' contract will be placed in each school library and one
will be available electronically through First Class. All new employees will be provided a printed
copy of the current contract, and any employee, at any time, may request and
receive a printed copy of the current contract from Human Resources.
ARTICLE V
Duration
It shall
be a two year Agreement commencing September
1, 2010 through August 31, 2012.
ARTICLE VI
Work Year
6.1 Length of Work Year
The work
year for this Agreement shall consist of one hundred eighty-three (183) days,
of which one (1) day is an orientation day for all teachers prior to the
opening of school. The aforementioned
day will be split as follows: One-half
(1/2) for administrative issues and one-half (1/2) for teacher preparation,
including association time.
During
the school year there will be two (2) full days of Professional
Development. A professional Development
Committee comprised of staff and administrators will provide guidance and
direction on the use of these days.
Recognizing that new initiatives require quality time for development
and implementation, it is understood that administration will also recognize
the difficulty in successfully addressing multiple initiatives
concurrently.
The
first day of the teacher work year shall be no earlier than the Monday
preceding Labor Day.
The last
day of the school year will be a half-day for students. The remainder of the day will be used by
teachers for closeout procedures such as preparing rooms for summer
maintenance.
The work
year for the "Coordinator of Career Development/Educational Planning"
may be extended subject to Appendix A, Section II, Subsection 3. Also, the workday may be adjusted to address
the needs of the program. However, while
the starting and ending times may differ from other unit employees, all hours
worked will be contiguous unless mutually agreed to the contrary.
Teachers
who are new to the school system will be required to participate in a three-day
orientation program. Said program shall
consist of three consecutive days scheduled during the week immediately
preceding the opening of school. Payment
shall be at the rate of $100 per five-hour day.
The work
year for guidance counselors at the high school will be extended. Each counselor will select up to two (2) days
to work on counselor related activities within the first five (5) work days
following the last day of school for teachers.
Counselors will be paid at their per diem rate for these two (2) days
and any additional day(s) worked during the summer.
6.2 Adoption of Calendar
The
School Committee shall consult with the Franklin Education Association prior to
the adoption of the calendar. The final
decision is with the School Committee.
6.3 Teacher Directed Time
On the
early release day scheduled for October 19, 2011, teachers at the Middle and
Elementary levels will be relieved of their assigned duties during the
non-instructional or unassigned portion of the day. Such time will be designated as Teacher
Directed Time and will be utilized to sustain and promote individual professional
development. The specific use of Teacher
Directed Time shall be determined by the Teacher after consideration of any
recommendations made by the administration but shall include one of the
following activities: needs assessments, curriculum development, summative and
formative assessments, and/or meetings with guidance counselors, adjustment
counselors and psychologists. All
Teacher Directed Time shall be utilized in the teacher’s assigned building.
ARTICLE VII
Teacher Assignment
7.1 Notification of Programs
Teachers
will be notified in writing of changes in their programs for the coming school
year, including the schools to which they will be assigned, the grades and/or
subject that they will teach, and any special or unusual classes that they will
have, as soon as practicable and under normal circumstances no later than the
end of the preceding school year.
7.2 Assignment
In order
to assure that pupils are taught by teachers working within their areas 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.
7.3 Mileage Reimbursement
In
arranging schedules for teachers who are assigned to more than one (1) school,
an effort will be made to limit the amount of interschool travel. Such teachers will be notified of any change
in their schedules as soon as possible.
Teachers who are assigned to more than one (1) school in any one (1)
school day will receive a minimum of two (2) miles per move at the same per
mileage rate that the Town pays to other employees for all inter-school
driving.
ARTICLE VIII
Teacher Evaluation and Files
8.1 Teacher Observation
All
monitoring or observation of the work performance of a teacher will be
conducted openly. The use of
eavesdropping, public address or audio systems and similar surveillance devices
shall be strictly prohibited.
8.2 Inspection of Files
The
Committee agrees to comply fully with the provisions of G. L. Chapter 71,
Section 42C: School officials of cities
and towns keeping records concerning any teacher or his/her work shall, at the
written request of the teacher, permit the teacher by appointment to inspect
the contents of his/her personnel folder, files, cards, and records, and to
make copies of such contents and records as concern his/her work or
himself/herself.
Upon
written request to the Human Resources Director, any employee covered by this
Agreement shall have the right to inspect the contents of his or her personnel
folder, file cards and records which pertain to said employee, and said
employee may request copies of such contents as concern such employee or his or
her work. It is understood that the
records will be made available at reasonable and mutually convenient times.
The
teacher will have the opportunity to review such material and affix his/her
signature to the copy to be filed with the express understanding that such
signature in no way indicates agreement with the content thereof. The teacher will also have the right to
submit a written answer to such material, and said answer shall be attached to
the file copy.
Whenever
an addition is made to the teacher’s personnel folder, with the exception of
formal evaluations and classroom observations, the teacher shall be immediately
informed in writing within ten (10) days of the information being added to the
file. Notation of “personnel file” as a
“cc” on the document shall satisfy the written notification requirements of
this provision.
The
teacher will have the opportunity to review such material and affix his/her
signature to the copy to be filed with the express understanding that such
signature in no way indicates agreement with the content thereof. The teacher will also have the right to
submit a written answer to such material, and said answer shall be attached to
the file copy.
8.3 Complaints Against a Teacher
Complaints
regarding a teacher made to any member of the administration by a parent,
student or other person will be promptly called to the attention of the
teacher, providing the complaint is not subject to a criminal investigation.
An
administrator to whom a complaint against a teacher is made by a parent,
student or other person, will, where appropriate, first refer the complaint to
the individual about whom the complaint was made. If the complaint cannot be resolved between
the two individuals or if the complaint is of such a substantial nature that it
should be handled by an administrator in the first instance, then, the
administrator, within a reasonable amount of time, will notify the teacher that
a complaint has been received and will be investigated. The determination as to whether the nature of
the complaint is one that requires attention by the administrator in the first
instance lies within the exclusive discretion of the employer. Complaints will be handled and investigated
in a timely manner.
8.4 Just Cause
No
teacher will be disciplined, reprimanded, reduced in rank or compensation
without just cause.
8.5 Teacher Evaluation and Files
If
during the life of this Contract, state or federal statutes or regulations
pertaining to teacher performance evaluation processes or standards are
changed, then the Parties agree to reopen this Contract for the limited purpose
of negotiating changes to Article VIII and Appendix D.
ARTICLE IX
Teacher Facilities
Where
economic and physical conditions allow, the Committee shall endeavor to provide
the following:
1. Space in each classroom
in which teachers may securely store instructional materials and supplies.
2. A teacher work area
containing adequate equipment and supplies to aid in the preparation of
instructional materials, such as file cabinet, table or desk, and photocopy
machine.
3. A serviceable desk and
chair for the teacher in each classroom.
4. A well-lighted and clean
toilet for male teachers and a well-lighted and clean toilet for female
teachers.
5. A separate private dining
area for the exclusive use of the teachers.
6. A buzzer system to the
main office on each floor of two and three story buildings.
7. The School Administration
will attempt to insure that the room temperature for all classrooms will be
kept at a suitable level.
8. The School Committee shall assure that no professional employee
is subject to reprisals for filing a report of unsafe or unhealthy working
conditions.
ARTICLE X
Teaching Hours and Workload
10.1 Teacher Work Day
1. All teachers shall be
required to be on duty for a period inclusive of lunchtime, of up to seven (7)
hours each day.
2. All professional
personnel who do not have homerooms will work at their assigned tasks in the
school building for at least the length of the regular teacher’s workday. It is recognized, however, that the proper
performance of their duties may, on occasion, require these persons to work
longer than the normal working day. The
exact daily schedule will be worked out on an individual basis.
3. When special teachers are in the classroom, the regular teacher
shall have the right to leave the classroom for the sole purpose of teaching
preparation. However, when the special
teacher is presenting new materials, lessons, or projects, the regular teacher
may be required to remain in the classroom as long as this does not occur
during the teacher's "preparation period". Special teachers include, but are not limited
to, art, music, physical education/health teachers, and elementary world
language teachers.
10.2 After School Meeting/Conference Participation
1. Teachers may be required to remain after the end of the
regular workday without additional compensation up to one (1) hour, three
meetings per month for all schoolteachers for school purposes. Teachers may be required to attend an
additional four one-hour meetings per year, without additional pay. In addition, all teachers shall be required
to attend two (2) evening events
per year with no compensatory time or monies.
During the time used for Elementary Parent Conferences, time will be
provided by using the three (3) monthly afternoon meetings.
2. By the conclusion of the school year, each building
principal will consult with their professional staff on a proposed meeting
schedule for the upcoming school year.
If possible, building principals will publish their meeting schedule for
the upcoming year by the last day of school; if they cannot then they will do
so by July 15th. Meetings
will normally be scheduled on Wednesdays.
Meetings may be scheduled on days other than Wednesdays, if mutually
agreed to by both the teachers and the principal.
10.3 Teacher Workload
A. Secondary School Teacher Workload
1. Secondary school teachers
will not be required to teach more than two (2) subject areas, and no more than
three (3) different course titles (excluding levels).
2. Secondary teachers will
teach no more than twenty-five (25) periods per week within said subject
areas. Secondary school teachers will
receive at least one preparation period per day. However, in Science and Physical Education
disciplines, the limit of twenty-five (25) periods shall not apply, and for
every additional period assigned, two (2) supervisory periods will be
dropped. For example: 26 teaching periods = 3 supervisory periods;
27 teaching periods = l supervisory period.
3. In subject areas of Art,
Physical Education, Health Education, Industrial Arts, and Business, a teacher
may consent to take an additional teaching period in lieu of a supervision
period.
4. In addition to homeroom or early morning assignments, Grade 7-l2
teachers shall be assigned up to five (5) supervisory periods per week. All teachers will conduct extra help or
supervision in the classroom when not attending department meetings between the
time students are regularly dismissed and the end of the teacher’s workday.
B. Itinerant Teacher Workload
Every effort will be made to give a reasonable amount of
travel time to Unit A specialists and related service providers who travel
between two (2) or more buildings in a single day. This travel time will be exclusive of their
contractual twenty (20) minute duty free lunch and their thirty (30) minute
preparation time. In addition, every
effort will be made to give them their thirty (30) minute preparation time as
outlined in 10.4.1 upon arrival at the second building. This should not be construed as an extra
preparation period.
C. Elementary Teacher Workload
1. The School Committee will endeavor, whenever possible, subject
to scheduling and available personnel, to provide a fifteen (15) minute recess
period every other day in the elementary schools when each teacher will not be
assigned any duty.
2. The Committee will provide each elementary teacher at least a
thirty (30) minute preparation period in addition to their twenty (20) minute
duty-free lunch on days when there is no preparation period afforded under the
terms of Section 10.1.3 of this Article.
The preparation period shall not include any supervisory
responsibilities. Elementary teachers
shall be guaranteed not less than a total of 220 minutes per week in
preparation time. This time shall be
exclusive of time before and after school.
No elementary teacher shall have as part of his/her
regular schedule an assignment that requires him or her to supervise two
classrooms for the purpose of providing preparation time.
10.4 Duty Free Lunch
The
School Committee will provide each teacher with a twenty (20) minute duty-free
lunch period per day, except in cases of emergency. Said twenty (20) minutes shall not include
walking students to and from the lunchroom.
10.5 Practice Teacher Assignment
Practice
teachers shall be assigned only with prior consent of the cooperating teacher
and the consent once given may not be revoked.
10.6 Preparation Time
It is
the mutual agreement of the parties that it is in the best interest of the
students of the Franklin Public Schools and the educational process of the
Franklin Public Schools to utilize the preparation period in a variety of ways
including, but not limited to individual/group meetings regarding a student;
meeting with a parent; meeting with a principal; preparing materials for classes;
making plans with the librarian; and contacting business, community
organizations, etc. in order to improve the delivery of services to individual
students and/or the entire class. The
decision as to the appropriate utilization of the preparation period shall be
at the sole discretion of the teacher, after giving due regard to the input
and/or recommendations of the administration.
The provisions of this paragraph are intended to apply to teachers at
all grade levels.
10.7 Association Time
The
Association President will not be assigned any supervisory duties. The
President of the FEA shall be relieved of teaching duties for a total of ten
school days per year, which days shall be utilized for addressing local issues
of concern between the
10.8 Part-timers
Part-timers
who are required to work by the School Administration longer than their
fraction of a day will be paid for the additional part.
10.9 Special Education
Resource,
speech and language teachers, school psychologists, and school adjustment
counselors will be given time
up to the equivalent of three (3) school days per semester for the purpose of
writing reports. Scheduling of such days
will be by mutual agreement between the employee and the building principal.
If available,
and at the discretion of the Superintendent, secretarial help will be given to
resource staff for the purpose of writing reports.
Recognizing that communication is essential to the success
of the inclusion classroom, every effort will be made to provide concurrent
preparation time to Inclusion Classroom Teachers and Special Educators.
ARTICLE XI
Reduction in Force
11.1
The
School Committee retains the right to reduce the number of teachers on its
staff. In determining the order in which
the staff shall be laid off within the separate groups of professional status
and non-professional status, the Committee shall consider the following factors
in laying-off staff within a discipline:
1. Seniority within a
certification/licensure.
2. Relevant demonstrated educational needs of the system.
In
making lay-offs within a discipline, the most junior person within the
discipline shall be laid off except in the following situation:
If there
is a conflict with the relevant demonstrated educational needs of the system,
then the School Committee need not lay off the most junior teacher within the
discipline.
11.2 Certification/Licensure Categories
1. Elementary Classroom Teachers
PreK
- 6
2. Secondary Teachers 7 - l2
a) English
b) Science
c) Math
d) Social Studies/Political Science
e) History
f) Foreign Languages
g) Business & Occupational Education
h) Industrial Arts
i) Family/Consumer Science
j) Career Education
k) Instructional Technology
l) Technology & Engineering
m) Alternative Education
n) Theatre
4. System-wide Specialists PreK-12
a) School Psychologist
b) Special Education
c) Adjustment Counselors
d) Guidance Counselors
e) Librarians
f) Speech Pathologists
g)
h) English Language Learners
i) Related Service Providers
j) Visual Art
k) Physical Education/Health
l) Music
11.3 Professional Teacher Lay-offs
In the
event that a professional status teacher must be
11.3.2
In
the event that a professional status teacher is to be transferred to a
different level(middle school to high school or vice versa), then when
possible, within two years, the administration will identify the specific
course of Instruction which will facilitate the transition from one level to
another. Furthermore, cost of said
course shall be paid for by administration over and above any other course
reimbursement indicated in section 21.3.
11.4 Definition of Seniority
Seniority
means a teacher’s length of continuous uninterrupted service in Unit A in
years, months, and days commencing with the first date of employment (not
hiring) as a teacher on a paid basis in the
In the
event of seniority ties, and in the event of a pending layoff, a lottery(s)
will be conducted in the Discipline Categories to be effected by the
layoff. Before a lottery is conducted
the Principal’s Evaluation Report from the year immediately preceding the year
of the layoff will be examined to determine if any of the tied employees
received an unfavorable rating. Any
employees with an unfavorable rating will not be part of the lottery drawing
and will be placed on the seniority list below those with favorable
ratings. If in a group of tied employees
more than one employee has an unfavorable rating there will be a second lottery
among those with unfavorable ratings to determine their order below those with
favorable ratings. In the event employees
are recalled and there is a subsequent layoff a new lottery will be
conducted. Names drawn in the lottery
will be the personnel who will return.
Any
leave of absence as defined in Articles XVII (17.1, 17.2, 17.4, 17.5 &
17.6) XVIII, and XIX (unpaid child rearing leave only) shall be construed to be
non-active service and will not be included in determining the total length of
service. However, such leaves will not
be construed to break active service; and seniority will mean the total number
of years, months, and days preceding the leave, added to the total number of
years, months and days after resuming active duty after the leave of absence.
11.5 Lay-off Notice
Employees
laid off under normal circumstances shall be notified in writing no later than June l5 of the school year preceding
the school year in which the reduction is to be effected. However, if school sessions conclude prior to
June 15, employees will be notified of lay-off not later than the last day that
school is in session.
11.6 Recall Provision
Employees
laid off under this article shall be considered for recall in the inverse order
of their lay-off within their certification/licensure category during a period
of two (2) years from the effective date of their lay-off if they so indicate
in writing to the Superintendent.
Teachers will not be required to accept any recall, which occurs during
the school year.
11.7 Alternative Certification/Licensure
Categories
A teacher laid off, and on recall, will be
given preference for an open position within another certification/licensure
category provided that the teacher is properly certified in that subject and
has taught said subject within the past seven (7) years.
11.8 Regular Part-time Employment
Any
position which is half-time or more is considered an open position for purposes
of recall and reappointment and must be offered to a teacher on recall if there
is a teacher on recall who is entitled to the position under the terms of this
Agreement. If the teacher is offered a
position of half-time or more and does not accept the offer of employment,
his/her refusal of the offer constitutes a resignation and he/she loses his/her
rights to recall to any future position
If a
teacher is offered a position of less than half time and does not accept the
offer of employment, his/her refusal of the offer does not constitute a
resignation and he/she retains his/her rights to recall to a half time or
greater position to which he/she is entitled under the terms of this Agreement.
Having
been placed in a fractional position, a teacher on recall is entitled to
reassignment to any larger position which becomes available to which the
teacher is entitled under the terms of this Agreement, if such assignment is
desired by the teacher; e.g., a teacher recalled to a half-time Grade 2 position
is entitled to the first full-time Grade K-6 position which becomes
available. If two or more teachers
within the same discipline are placed in fractional positions, they are
entitled to reassignment to larger positions, which become available in the order
of their standing on the recall list.
11.9 Vacancies
If a
half-time or greater vacancy occurs before the last term which is expected to
last at least until the end of that school year, and if a teacher is on the
recall list for the discipline in which the vacancy occurs, the first teacher
on the recall list shall be offered the position and is entitled to all
appropriate contractual benefits (salary, personal days, etc.) pro-rated. No teacher shall be required to accept any
such vacancy, which occurs during the school year. If there is no teacher on the recall list who
is entitled to fill the vacancy or if the vacancy occurs after the end of the
third term of the academic year, the Superintendent may hire a substitute.
11.10 Recall/Transfer
Recall within
a Certification/Licensure Category will take precedence over the transfer of a
teacher from another Certification/Licensure Category into that Category.
11.11 Placement on Substitute List
Employees
laid off under this article shall be given priority on the substitute list
during said recall period if they so indicate in writing.
11.12 Continuation of Insurance Benefits
Employees
on leave pursuant to their lay-off policy may continue group health insurance
coverage at the applicable COBRA rate and subject to applicable COBRA
regulations.
11.13 Offers of Employment
Employees
serving a recall period shall be notified by the Superintendent concerning any
open positions in the system for which they may be qualified to fill. Failure to accept an offer of employment for
any such positions shall terminate this requirement unless the offer is made
during the school year.
11.14 Restoration of Benefits
Employees
recalled shall be credited with such salary and fringe benefits as they were
entitled to at the effective date of their layoff.
11.15 Seniority List
An
updated "Seniority List" shall be supplied by the Superintendent’s
Office to the President of the Franklin Education Association, no later than
October 1 of each year.
ARTICLE XII
Transfers
12.1 Transfer Procedures
Although
the Committee and the Association recognize that some transfers of teachers
from one school to another is unavoidable, they also recognize that frequent
transfer of teachers is disruptive of the education process and interferes with
optimum teacher performance. Therefore, they agree as follows:
1. A list of open positions
in other schools will be made available to all teachers being transferred;
these teachers may make written application to the Superintendent of Schools for
such position.
2. Notice of transfer will be given to teachers as soon as
practicable and under normal circumstances not later than the end of the
preceding school year.
12.2 Voluntary Transfer
Teachers
desiring a transfer will submit a written request to the Superintendent of
Schools stating the assignment preferred.
Requests must be renewed each year.
All requests will be acknowledged in writing. As a courtesy, all requests submitted prior
to selection will be acknowledged in writing prior to the selection being made
public. If vacancies occur, transfer
requests will be considered before new teachers are hired.
12.3 Involuntary Transfer
1. Notices of involuntary
transfers shall be given to teachers as soon as possible and under normal
circumstances, not later than the end of the preceding school year.
2. When an involuntary
transfer is made, the Superintendent, upon written request, will provide the
transferee in writing with the reasons for said transfer.
3. When involuntary
transfers are made, the teacher’s area of competence, major and/or minor field
of study, quality of teaching performance, seniority in the Franklin School
System and relevant demonstrated educational needs of the school system will be
given due consideration.
4. If an opening occurs in a position from which a teacher was
involuntarily transferred, first choice shall be given the involuntarily
transferred teacher to return to his/her previous position, provided that the
initial transfer did not occur because of that teacher’s performance. If the
Superintendent determines that the teacher who was involuntarily transferred
shall not return to his/her previous position at the beginning of the next
school year, the Superintendent, upon written request, will provide the
transferee in writing with the reasons for said decision not to allow the
teacher to return to his/her previous position.
The decision of whether or not to allow the teacher to return to his/her
previous position shall be at the Superintendent’s discretion.
12.4 Postings
All
vacancies in Unit A positions caused by death, retirement, discharge,
resignation or the creation of new positions which the administration
determines to fill shall be posted in all schools for a minimum of ten school
days. Employees who desire to apply for
such vacancies shall file their applications in writing with the appropriate
office as designated in the posting.
ARTICLE XIII
Promotions
13.1 Filling of Vacancies in Promotional Positions
All
vacancies in promotional positions caused by death, retirement, discharge,
resignation, or by the creation of a new promotional position, if decided by
the Committee to be filled, shall be filled pursuant to the following
procedure:
1. Such vacancies shall be
adequately publicized, a minimum ten (10) school days, including a notice in
every school as far in advance of the date of filling such vacancy as possible.
2. Said notice of vacancy
shall clearly set forth the qualification for the position.
3. Persons who desire to
apply for such vacancies shall file their applications in writing with the
office of the Superintendent within the time limit specified in the notice.
4. Qualifications and criteria for selection of all personnel for
promotional positions shall be published and adhered to except in the case of
an emergency. Subject to the provisions
of this Article, the decision of the principal, subject to the approval of the
Superintendent, in filling promotional vacancies shall be final.
13.2 Probationary Period
1. Promotional positions
shall be filled for a probationary period of three (3) school years. This provision may be modified by mutual
agreement, in writing, by the parties.
2. In the event the person promoted does not continue in his/her
promotional position for any reason other than moral turpitude, insubordination
or conduct unbecoming a teacher, he/she shall revert to his/her previous status
as a teacher. Any extra curricular
positions held in the School Department by him/her prior to the promotion shall
be evaluated by the Superintendent at the time the teacher reverts to his/her
original positions.
13.3 Temporary Appointments
Nothing
in this Agreement shall prevent the Superintendent from making temporary
appointments until positions can be filled with permanent appointments as provided
in the Agreement. Unless qualified
applicants are unavailable, all permanent appointments shall be made within
twelve (12) months. Time spent in such
temporary appointment shall not be used as an indication of superior
qualifications for the position.
ARTICLE XIV
Resignations
Any
teacher who intends to resign his/her position shall give notice to the
Superintendent through his/her principal no less than thirty (30) calendar
days, except during the month of August, which will require sixty (60) calendar
days prior to the date of intended resignation.
The Superintendent may, contingent upon the agreement of the teacher,
release him/her before the agreed upon time provided a suitable replacement has
been acquired and is ready to take over the teacher’s duties. Exceptions to this provision may be approved
by the Superintendent due to illness
or unforeseen circumstances beyond the control of the teacher involved. Unless so approved by the Superintendent,
violation of this provision will be treated as a breach of contract and will be
so noted in the teacher's file and will be included in any future reference
requests.
ARTICLE XV
Teacher Protection
15.1 Notification of Superintendent
Teachers
will report immediately in writing to the Superintendent of Schools and their
Principal all cases of assault suffered by them in connection with their
employment. This report will be forwarded to the Committee which will comply
with any reasonable request from the teacher for information in its possession
relating to the incident or the persons involved, and will act in appropriate
ways as liaison between the teacher, the police and the courts.
15.2 Legal Expenses
The
Committee agrees to comply fully with the provisions of G.L. Chapter 258 and to
this end will provide sums of reasonable legal expenses, and, as of January 1,
l970, for other damages incurred by a teacher in the course of his or her
employment. Said sums are to be
supplemental to benefits provided under Chapter l52, Section 69, of the General
Laws of the
15.3 Workers’ Compensation
Whenever
a teacher is absent from school as a result of a compensable industrial
accident, the Committee, subject to the following limitation, upon request,
will make up the difference between the teacher’s workers’ compensation
benefits and his or her regular salary providing said teacher has accumulated
sick leave against which said difference may be charged.
ARTICLE XVI
Paid Absence and Leave Benefits
16.1
During
each school year teachers shall be entitled to fourteen (14) sick days per year
for absence without loss of pay. Once a
teacher has accumulated up to two hundred forty-four (244) days this shall be
the maximum number of days that can be accumulated. First year teachers may be credited with
fourteen (14) days but, should they leave the Franklin School Department having
used more sick days than they earned at the rate of one point four (1.4) days
each month, then the teacher shall have the excess deducted from his/her
termination pay, if sufficient; or, if not, it shall be repaid to the Town of
Franklin by said teacher. Teachers shall
make every effort to schedule medical tests and/or examinations at times when
school is not in session. In the event
medical tests or examinations can only be scheduled during times when school is
in session, absences for these reasons shall be charged to sick leave. Teachers will be allowed to use up to
fourteen (14) days annually from their accumulated sick leave in cases of
family illness. Family illness shall be
limited to that of spouse, parents, children or a relative living at home. Family illness time for in-laws, grandparents
and other relatives shall be at the sole discretion of the Superintendent. The Superintendent may require documentation
from a regularly licensed and practicing physician in the event of any illness
resulting in five (5) or more consecutive work-days. The superintendent may also require medical
documentation when circumstances warrant, such as repeated absences surrounding
weekend and holiday periods.
Sick
days must be taken in whole day increments.
Should a teacher work at least half a day prior to leaving due to
illness, a sick day will not be issued and no pay will be deducted. Should a
teacher leave prior to working at least a half a day, then a full sick day (if
available) shall be issued.
16.2 Sick Leave Buy Back
At the
end of the school year if a teacher has not used any sick leave days or any
personal leave days, up to seven (7) days will be placed in a Buy-Back Bank
according to the following formula:
If 0 days used, then 7 days to Sick Leave Buy
Back Bank
If 1 day used, then 6
days to Sick Leave Buy Back Bank
If 2 days used, then 5 days to Sick Leave Buy
Back Bank
If 3 days used, then 4 days to Sick Leave Buy
Back Bank
If 4 days used, then 3 days to Sick Leave Buy
Back Bank
If 5 days used, then 2 days to Sick Leave Buy
Back Bank
If 6 days used, then 1 day to Sick Leave Buy Back Bank
If 7 days used, then 0 days to Sick Leave Buy
Back Bank
Exemption:
Day(s) given to Sick Leave Bank.
Each day
placed in bank before September 1,
1992, will be given a value of eighty ($80) dollars. Each day placed in bank after September 1, 1992, will be given a
value of ninety ($90) dollars. After
fifteen (15) years of service in the Franklin School Department, a teacher who
resigns or retires will receive payment equal to the number of days in the Sick
Leave Buy Back Bank. After fifteen (15)
years of service in the Franklin School Department, a teacher who dies while in
the service of the Franklin School Department will have paid to his/her estate
a payment equal to the number of days in the Sick Leave Buy Back Bank. In all
cases, payment to a teacher or to his/her estate from the Sick Leave Buy Back
Bank shall not exceed six thousand three hundred ($6,300) dollars.
16.3 Bereavement Leave
In case
of death in the immediate family of any teacher, said teacher may be absent to
attend funeral or memorial services for five (5) calendar days commencing with
the day after the death. Immediate
family shall include father, mother, sister, brother, wife, husband, children,
mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents,
grandchild, relative or other person living in the same home as the
teacher. Should travel be required, an
additional day may be granted to an immediate family member by the Superintendent. One (1) day or days at the discretion of the
Superintendent for any members of the family or for a close friend may be
allowed to attend funeral or memorial services.
The
present method of providing released time to attend funeral services for a
co-worker shall be continued during the term of the Agreement at the discretion
of the Superintendent, and in his/her absence the Principal of the school
involved.
16.4 Personal Leave
It is
recognized that the regular attendance of teachers contributes significantly to
the quality of the instructional program.
As such, whenever it is possible, individuals who are included in this
bargaining unit will be expected to arrange personal business around the school
year calendar.
Teachers
shall be entitled to take up to two (2) days paid leave of absence within a
school year for personal business reasons provided:
1. That personal day shall
not be taken for recreational and/or leisure activities. Personal days shall not be
taken for the purpose of extending a vacation or holiday period. Upon submission of acceptable documentary
support, an exception to this provision may be granted by the Superintendent of
Schools to allow an employee to use available personal time for purposes of
attending a wedding.
2. The teacher must, whenever possible, inform the principal or immediate
supervisor two (2) school days in advance of a personal day.
3. Requests for personal
days contiguous to vacation periods or holidays must state the reason(s)
necessitating the leave. These requests,
in writing, shall be sent to the Superintendent at least two (2) days in
advance of the day being requested.
4. No more than seven
percent (7%) of a staff may take personal day leave on the same day. In those buildings where seven percent (7%)
is less than two (2) staff members, the maximum will be raised to equal two (2)
staff members. In cases of emergency,
the percentage of teachers allowed to take personal days in each building could
be extended at the discretion of the Superintendent; and, in all cases teachers
shall be required to submit in writing all notification for personal days. In the case of unforeseen events, written
notification may be given after the personal day has been taken.
5. At the conclusion of each school year any unused personal days will be
added to a person's accrued sick time balance (not to exceed the maximum of 244
days).
16.5 Military Training Leave
A
teacher required to be absent from school for military training shall be
entitled to up to seventeen (17) days off.
The Committee will pay the difference between the teacher’s regular
salary and what the teacher is paid by the military service, subject to the
authorization of the Superintendent of Schools.
16.6 Professional Day
1. Teachers may be entitled
to attend various professional meetings or days of visitation solely at the
discretion of the Principal. Attendance
at these meetings and visitations will not be considered teacher absences.
2. Two (2) teachers will
each be granted one (1) professional day to attend the NCTA Convention.
3. Delegates elected to the MTA Annual Meeting will be granted one
(1) professional day each to attend this meeting.
4. Those employees who do not attend a Professional Development Day
will not be paid for the day unless their absence is due to a verifiable use of
paid leave, i.e., a note from a medical authority or a pre-approved
Personal/jury/Bereavement/Religious day.
16.7 Sick Leave Bank
I. Purpose
The
Franklin Public School Teachers Sick Leave Bank will enable all members of the
staff who voluntarily participate in accordance with the provisions herein and
whose accumulated sick leave is exhausted due to prolonged illness, to access
additional sick leave. The Sick Leave
Bank is designed for prolonged illness and will be used by teachers intending
to return immediately following the prolonged illness.
II. General Provisions
1. The Sick Leave Bank will
be used only when the teacher is prevented from working because of sickness or
injury of the teacher and when this disability is of a prolonged nature; that is
ten (10) consecutive working days or more.
2. (a) Effective for teachers hired after 9/01/2004,
teachers within the first year of employment will not be eligible for the Sick
Leave Bank. Teachers in their second
year of employment will be eligible to match up to 50% of their available sick
days with sick bank days. Teachers in
their third year of employment will be eligible to match up to 100% of their
available sick days with sick bank days.
For those employees
hired prior to 9/1/04 and/or with three or more years of seniority, the Sick
Bank plan will cover only seventy-five (75) working days of any one (1)
prolonged illness and the plan will end on the last school day of the school
year in which the prolonged illness began.
Consideration will be given
for a relapse of the same illness and also for a second prolonged illness.
(b) In all cases, to be
eligible for Sick Leave Bank days, the applicant must have accumulated at the
beginning of the prolonged illness, at least twenty (20) percent of the maximum
accumulated sick leave available to the teacher since his/her employment or at
least twenty (20) percent of the maximum accumulated sick leave available to
the teacher since his/her last prolonged illness.
3. A doctor’s certificate,
along with a letter requesting use of the sick bank shall be required as
consideration for benefits under the Sick Leave Bank Plan.
4. The Sick Leave Bank plan
will cover prolonged illness, but only after the applicant’s accumulated sick
days are exhausted. Example: A teacher who is absent thirty (30)
consecutive days because of illness and has twelve (12) sick days at the
beginning of the prolonged illness will be paid using Sick Bank days from the
thirteenth (13) to the thirtieth (30) sick day.
5. Teachers using the benefits of the Sick Leave Bank must sign a
Sick Leave Bank Agreement in which they state their intent to return to service
immediately after* the prolonged illness for a minimum of at least the length
of the leave** and to meet all terms of the regulations. Default of this signed agreement would result
in refunding to the Town of
*However, if the leave is scheduled to end after the last day of the
school year, then the teacher must
return the first day of the following school year.
**A teacher returning need only
finish the school year to fulfill the requirement.
6. Once an employee accesses the sick bank, a waiting period of at
least two full school years must be met before an eligible employee can
re-access the sick bank.
III. Membership
A
teacher eligible to join the Sick Leave Bank must apply for membership on a form
provided by the Sick Leave Bank administrators.
The application must be submitted by twenty (20) working days from the
beginning of the school year in which a teacher is eligible for sick leave bank
membership. Membership is
continuous. Any new member must join by
contributing one sick day. No other days
will be contributed unless the bank falls below two hundred days and then all
members will be assessed one day. All
days can be carried over from one contract period to another.
IV. Administration
The Sick
Leave Bank will be jointly administered by a committee of four (4); two (2)
members representing the Association and two (2) members representing the
School Committee. The Superintendent
will be the non-voting secretary. All
requests for the use of days shall be directed to this Committee - to be named
the Sick Leave Bank Committee. The
provisions of the sick bank shall not be grievable or arbitrable. The decisions of the Committee shall be final
and not subject to grievance and arbitration procedures. Only those teachers who voluntarily
contribute to this Bank shall be eligible for its benefits.
Amendments
to these regulations can be made by a mutual agreement, in writing, of the
Franklin School Committee and the Franklin Education Association Executive
Board.
If any
provision of this Agreement or any application of the Agreement to any employee
or group of employees, shall be found contrary to law, then such provision or
application shall not be deemed valid and subsiding except to the extent
permitted by law, but all other provisions or applications will continue in
full force and effect.
16.8 Jury Duty Leave
In the
event a teacher is summoned to serve on jury duty during the school year, the
teacher shall within five (5) calendar days of receipt of the court summons, so
inform his/her immediate supervisor, the principal of his/her school and the
Superintendent.
Should
the courts not excuse the teacher from serving or allow deferral of the jury
duty, the Committee agrees to pay a teacher the difference between his/her
daily rate of compensation and the compensation paid the teacher by the Courts,
excluding expenses.
The
daily rate of compensation for a teacher shall be equal to his/her annual rate
of compensation divided by the number of work days in the work year stipulated
in this Agreement.
The
Superintendent or his/her designee shall authorize special leave for those
employees attending court as required by a summons as a Good Samaritan Witness
(not being party to the action). Other
legal matters may be attended to by using a personal day. Payment to the employee will be his/her
regular rate of pay less the amount given the employee in said proceedings.
16.9 Days for Religious Observance
Consistent
with prior School Committee practices, teachers shall be excused with pay for
up to three (3) days per year in order to comply with the practices of their
religious beliefs. In order to be
eligible for absence with pay, teachers must request permission for absence two
(2) school days prior to the day that they will be absent. Any absence for observances of religious days
that have not previously been allowed are to be mutually agreed upon by the
Franklin School Committee and the Franklin Education Association.
16.10 Paid Paternity Leave
An
employee may use up to fourteen (14) days of accumulated sick leave, if
available, for the purpose of attending to the birth of a child, into their
family.
16.11 Paid Adoption Leave
An
employee may use up to fourteen (14) days of accumulated sick leave, if
available, for the purpose of attending to the adoption of a child into their
family.
ARTICLE XVII
Leaves of Absence Without Pay
17.1 Association Service Leave
The
Committee agrees that up to two (2) teachers designated by the Association will,
upon request, be granted a leave of absence for up to two (2) years 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/she were actively employed by the Committee during the leave and will be
placed on the salary schedule at the level he/she would have achieved if he/she
had not been absent.
17.2 Peace Corps Leave
A leave
of absence without pay of up to two (2) years will be granted 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 a leave, a teacher will be considered as if he/she
were actively employed by the Committee during the leave and will be placed on
the salary schedule at the level he/she would have achieved if he/she had not
been absent.
17.3 Military Leave
Any
person, either inducted or enlisting in the armed services of the
17.4 Personal Sickness/Accident Leave
Any
teacher employed in the Franklin School System may be granted a leave of
absence without pay for up to one (1) year for personal sickness or
accident. Any teacher who accepts
employment on such leave shall be deemed to have resigned unless the teacher
has received permission for such employment from the School Committee. Requests for such leaves will be supported by
appropriate medical evidence. Employees
on leave beyond FMLA may continue group health insurance coverage during said
leave at the applicable COBRA rate and subject to the rights and regulations of
COBRA.
17.5 Adoption Leave
In order
to be eligible for leave time to extend beyond the requirements of FMLA, an
employee must have two (2) full school years of seniority. An employee who legally adopts a child shall
be entitled to take an unpaid leave of absence for up to one (1) year. In order to minimize disruption a teacher
whose one-year Adoption Leave is scheduled to end on a date between the first
day of school and the last day of the first semester of the school year, may be
required to return on the first day of the school year. If the teacher is
required to return on the first day of the next school year thereby reducing
the length of the Adoption Leave of Absence, that teacher shall be granted a
request for an unpaid Adoption Leave of Absence for the school year in which
he/she would have been required to return on the first day of the school year.
A
teacher whose Adoption Leave of Absence is scheduled to end on a date after the
last day of the first semester of the school year, may be granted, with the
agreement of the Superintendent and of the teacher, an Adoption Leave of
Absence for the remainder of the school year in which the initial year’s
Adoption Leave of Absence expires.
17.6 Career Exploration Leave
A leave
of absence without pay for up to two (2) years will be granted to any teacher
for career exploration. Career
Exploration Leave shall be granted only for full school years. The Superintendent may deny Career
Exploration Leave, which is requested in order that the employee may take
another full time teaching position in Grades K - 12.
A
teacher who desires a Career Exploration Leave shall apply in writing to the
Superintendent no later than January 31 of the school year preceding the school
year in which the teacher desires to take the Career Exploration Leave of
Absence.
No later
than March 1 of the school year in which the Career Exploration Leave of
Absence expires, the teacher on said leave must notify the Superintendent, in
writing by certified mail, return receipt, of his/her intention to return to
work in the Franklin Public Schools. Delivery to Superintendent’s office
represents receipt. Any employee on a
Career Exploration Leave of Absence who fails to notify the Superintendent, in
writing, by March 1 of the school year preceding the expected date of return
shall be deemed to have resigned.
No more
than five (5) percent but not less than ten (10) people (whichever is greater)
of the bargaining unit may be on a Career Exploration Leave of Absence during
any one school year.
In the
event the number of applicants in any category exceeds the above limits, the
Superintendent shall select from among said applicants on the basis of the date
of earliest application.
The
Superintendent may grant Career Exploration Leave to applicants in excess of
the limits described under this section if it is deemed to be in the best
interests of the school system.
Once a
Career Exploration Leave has been granted (one or two years), a teacher cannot
apply again for at least seven (7) years after returning to active teaching in
Franklin Public Schools.
17.7 Restoration of Benefits
All
benefits to which a professional status teacher was entitled at the time of the
commencement of the leave of absence, including unused accumulated sick leave,
will be restored to him/her upon his/her return, and he/she will be assigned to
the same position which he/she had at the time said leave commenced, if
available, or if not, to a substantially equivalent position.
ARTICLE XVIII
Sabbatical Leaves
The
Superintendent of Schools may grant sabbatical leaves for full time study for
credit for a recognized degree beyond the Bachelor’s degree to a member of the
teaching staff subject to the following conditions:
1. No more than two (2)
members of the teaching staff will be absent on sabbatical leave during the
school year;
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 February l
(except for good cause), and action must be taken on all such requests no later
than April l of the school year preceding the school year for which the
sabbatical leave is requested, or, if the teacher has already been granted a
sabbatical leave, until the
completion of another period of seven (7) consecutive full years of service in
the Franklin School System;
3. The teacher has completed
at least seven (7) consecutive full school years of service in the Franklin
School System;
4. Teachers on sabbatical
leave for one year will receive fifty percent (50%) and for one semester will
receive up to one hundred percent (100%) of their regular salary at the time
their leave commences for the period authorized by the Superintendent, provided
that such pay, when added to any program grant or other financial assistance
will not exceed the teacher’s regular salary rate;
5. Prior to the granting of
a sabbatical leave, a teacher shall enter into a written agreement with the
Superintendent that upon termination of such authorized leave, he/she will
return to service in the Franklin School System for a period of two (2) years,
in addition to a written contract with the Superintendent on the terms by which
the teacher will go on sabbatical leave, and that, in default of completing
said minimum service, or failing to live up to all aspects of the written
contract, he/she shall refund to the Town of Franklin, an amount of money equal
to such proportion of salary received by him/her while on leave as the amount
of service not actually rendered as agreed, bears to the whole amount of
service agreed to be rendered;
6. Upon his or her return from sabbatical leave, a teacher’s salary
shall be the same as he/she would have received had the period of his or her
leave been spent in the Franklin School System, and he/she shall be returned to
the same position which he or she held at the time said leave commenced, if
available, or if not, to a substantially equivalent position.
ARTICLE XIX
Maternity Leave—Sick Leave
19.1 Maternity Sick Leave Provisions
The
illness, or disability, resulting from pregnancy will be handled as it pertains
to sick pay in the same manner as any other illness or disability, that is,
1. In order to be eligible
for leave time to extend beyond the requirements of FMLA (12 weeks), an
employee must have two full school years of seniority.
2. The teacher must be in a
paid teaching status at the time of her illness or disability in order to
qualify for sick pay. See clarification
in Article XXI, Section 21.2
3. The length of time that
teacher can collect sick pay is restricted to her accumulated sick days plus
sick bank days per Article 16.7.
4. Sick pay shall be allowed
only for days teachers would normally be teaching during the regular school
year.
5. As in all long term
illnesses, the teacher must present a medical certificate from a regularly
licensed and practicing physician to the Superintendent indicating the specific
diagnosis of the medical condition which prevents the teacher from continuing
her duties and that this certificate indicates the date on which this illness
or disability began or will begin.
6. As in all cases of
absences because of illness, the Superintendent may require the teacher to
produce a medical certificate of disability from a regularly licensed and
practicing physician when circumstances warrant suspected abuse.
As a guideline for
illness or disability from pregnancy, the Superintendent would normally expect
the teacher to leave her job because of illness due to pregnancy no sooner than
two (2) weeks before the date of the delivery of her child and that she would
be disabled not more than eight (8) weeks after the birth of the child. If the disability does not fall within these
parameters, then the Superintendent may require the physician’s disability
certificate to be updated weekly, and/or examination and diagnosis by a second
regularly licensed and practicing physician.
7. A teacher who becomes
pregnant shall notify the Principal as soon as practicable in order that
appropriate replacement arrangements may be made. In order to be eligible for a Maternity Leave
of Absence, beyond the maternity/disability leave, the teacher shall indicate
in writing at least eight weeks prior to her expected date of delivery, whether
or not she is requesting Maternity leave of Absence in addition to the
maternity/disability leave. The teacher
must also indicate in writing at the same time the duration of the Maternity
Leave of Absence she is requesting.
8. Teachers desirous of
returning after pregnancy shall give written notice to the School Committee
before leaving and shall indicate before leaving the anticipated time of
return. If a teacher returns within the
same school year, or the beginning of the next school year, she shall be
assigned to the same position at the beginning of the next school year she had
at the time said leave commenced, provided the position has not been
eliminated, or if so, a substantially equivalent position, if available.
Appropriate medical
evidence shall be required prior to return from pregnancy. In order to minimize disruption, a teacher
whose one year Maternity Leave is scheduled to end on a date between the first
day of school and the last day of the first semester of the school year may be
required to return on the first day of the school year. If the teacher is required to return on the
first day of the next school year thereby reducing the length of the Maternity
Leave of Absence, that teacher shall be granted a request for an unpaid
Maternity Leave of Absence for the school year in which she would have been
required to return on the first day of the school year.
A teacher whose
maternity leave is scheduled to end on a date after the last day of the first
semester of the school year may be granted, with the agreement of the
Superintendent and of the teacher, and the approval of the School Committee, a
Maternity Leave of Absence for the remainder of the school year in which the
initial year’s Maternity Leave of Absence expires.
9. If said teacher returns
within one (1) year, she shall be placed on the same step of the salary
schedule she was on when she left, except, if she left after one-hundred and
six (106) elapsed school days in that
year, she shall be placed on the next step of the salary schedule. All accrued benefits at the time the teacher
commenced her leave, including unused, accumulated sick leave, shall be
returned to her.
10. A teacher who wishes to resign from the
19.2 Clarification
As a
matter of clarification, if a teacher begins a leave without pay, maternity or
otherwise, prior to the date of the teacher’s illness or disability, then the
teacher would not be entitled to sick pay when she does, in fact, become ill or
disabled during this leave without pay; except that, a woman would be entitled
to use her accumulated sick leave if she becomes temporarily disabled while on
a Maternity Leave of Absence by reason of the same pregnancy for which she had
been granted the maternity leave.
However, a woman on a maternity Leave of Absence would not be eligible
for sick leave for either a subsequent or a non-pregnancy related illness
occurring while she is on leave. Also,
leave without pay because of illness or accident, maternity or otherwise, will
commence no later than the first day the teacher is unable to teach and thus
begins receiving sick pay. Employees on
leave beyond the requirements of FMLA may continue group health coverage during
said leave at the applicable COBRA rate and subject to the rights and
regulations of COBRA.
ARTICLE XX
Salaries
20.1 Salary Schedule
The
annual salary schedules set forth in Appendix A Part I hereof apply to every
teacher covered by this Agreement and specify the basic salary level for
his/her work year.
20.2 Placement on Salary Schedule
The Superintendent of
Schools is responsible for determining the starting salary for all new staff at
the time they begin their service in the
Effective
on September 1, 2002, and thereafter, the Superintendent shall not be subject
to any limit as to initial step placement which may not be less than that which
is due the employee. Likewise, it will
be the Superintendent's responsibility to place an individual at the
appropriate salary level. Consideration
may be given to relevant work experiences outside the field of education. The Superintendent shall credit past teaching
experience(s) and consider continued training and recent work in the field of
education. Otherwise, the Superintendent
will utilize his/her judgment as to whether additional credit will or won't be
given.
20.3 Advancement on Salary Schedule
1. In order to be eligible
to advance on the salary schedule, a teacher must have worked and/or been paid
for at least 106 days in the previous school year.
2. Advancement on the salary schedule shall be automatic for any
teacher receiving a favorable professional evaluation. Any teacher receiving an unfavorable
professional evaluation shall be retained at the same step and column placement
on the salary schedule for the school year following the unfavorable
professional evaluation. For purposes of
this Article an “unfavorable professional evaluation” is defined for teachers
as the principal’s judgment as indicated in writing on the second and third
line of the Principals Evaluation Report, Appendix D Part III. An “unfavorable professional evaluation” is
defined for Directors/Department Heads as the Superintendent’s recommendation
on the last line (Section VII) of the Director’s Evaluation Form that the Director/Department
Head is not recommended for advancement on the salary schedule. For purposes of this article, the “school
year following the unfavorable professional evaluation” is defined as the first
year following the unfavorable professional evaluation that the teacher is in a
paid full time status in the Franklin School Department.
After a teacher has
received an unfavorable professional evaluation and has been retained at the
same salary level for the following year, that teacher may petition the
Superintendent of Schools to be placed at the salary level that said teacher
would have achieved if they had not received an unfavorable professional
evaluation. The Superintendent shall at
his/her sole discretion determine whether or not that teacher has sufficiently
corrected the deficiencies which led to the unfavorable professional evaluation
and may decide to restore or not to restore the teacher to the level he/she
would have achieved had the unfavorable professional evaluation not
occurred.
The minimum penalty for
a teacher receiving an unfavorable professional evaluation is retention at the
same salary level as the year in which he/she received the unfavorable
professional evaluation for the first year following the unfavorable
professional evaluation (as defined in preceding paragraph). The discretion of the Superintendent in this
matter shall not be subject to the grievance and arbitration procedure
contained in this Agreement.
3. The evaluation, which
shall be made at least once during the academic year by principal,
vice-principal, supervisor or director, shall be reviewed by the
Superintendent. If the Superintendent
arrives at a recommendation which is inconsistent with the recommendation of
the majority of the evaluators, he shall then document said recommendations.
4. Teachers not recommended
for advancement on the salary schedule shall have the right to appeal, such appeal shall be made in writing to the
Superintendent of Schools and forwarded to the evaluating team for a hearing
(if not resolved). Said aggrieved person
shall be present at the hearing before the evaluating team.
20.4 Method of Payment
Annual
salaries shall be paid in one of the following ways:
1. Twenty - six (26) pay
cycle = Twenty-one (2l) equal installments with the last remaining five (5)
installments to be paid in a single lump sum on or before June 30 of each year,
said request to be made in writing by June 1.
2. Twenty - two (22) pay
cycle = Twenty-two (22) equal installments with the last payment to be paid on
or before June 30th of each year.
3. All staff will be subject to enrolling the town's Payroll Direct
Deposit Program by January 1, 2008.
A
paperless payroll system (also referred to at times as an on-line payroll
system) may be utilized at the option of the School Committee. Members will be provided with two (2) weeks’
notice of the conversion to the paperless payroll system.
20.5 Extra-Curricular Salaries
Salaries
for extra-curricular activities shall be paid in accordance with the provisions
of Appendix A Part III - The Extra-Curricular Activity Salary Schedule. Extra-curricular activities are voluntary,
and, if no teacher is available and qualified, then the Superintendent is free to hire persons from any
source.
20.6 Miscellaneous Salary Benefit Provisions
Miscellaneous
salary benefits such as longevity adjustments to the salary schedule of payment
for work in excess of the number of days stipulated in the agreement shall be
made for individual teachers in accordance with the provisions of Appendix A
Part II - Miscellaneous Salary Benefits.
20.7 Committee to Explore Alternative Compensation
The
Parties agree to form a joint committee comprised of an equal number of
representatives designated by the Association and by the Committee to study an
alternative compensation plan. The joint
committee shall bring back recommendation(s) to the negotiating teams for a
plan to be effective for the 2012-2013 contract year. The negotiating teams will reconvene to
negotiate over the recommended alternative compensation plan.
ARTICLE XXI
Miscellaneous Benefits
21.1 Salary Deductions
1. The Committee agrees to
comply fully with the provisions of G.L. Chapter 71, Section 37B, concerning
annuity plans. A teacher may enroll in
an annuity plan at any time up to December 1, of the given school year. The anniversary date for all plans shall be
December 1 of the given school year.
2. Deductions for Savings
Bonds will be made at the request of a teacher, provided such request is made
timely, as required under the law, with the approval of the Town Treasurer.
3. Deductions for the
Franklin Credit Union and the Century Bank - Teachers Division will be made at
the request of a teacher.
Teachers who are having
or interested in having monies withheld on payroll deductions from Franklin
Credit Union or the Century Bank - Teachers Division shall direct all inquiries
about the policies, practices and purposes of said credit unions to those
credit unions and not to Town Officials.
4. The School Committee hereby accepts the provisions of Section
l7C of Chapter l80 of the General Laws of
21.2 Professional Improvement
The
Committee will pay the reasonable expenses (including fees, meals, lodging
and/or transportation) incurred by teachers who attend workshops, seminars,
conferences, or other professional improvement sessions at the request, and
with the advance approval, of their Principal and the Superintendent of
Schools. Attendance at any of the above
will not be considered teacher absences.
A brief summary of said workshop, seminar, etc., may be required.
21.3 Course Reimbursement
Teachers
will be reimbursed for qualified graduate level courses if the course falls
within Appendix C as determined by the Superintendent and provided the teacher
receives a grade of "B" or higher.
This benefit will be limited
$1000 per teacher. There is a
yearly cap on the total amount available for course reimbursement: $150,000 in
the first year, $160,000 in the second year and $170,000 in the third year.
It is expressly understood that such reimbursement is subject to verification
by the university from which the course is taken and that the course actually
meets for the required number of contact hours.
Verification of grade must be
presented within 90 calendar days of the last day of the course in order to
receive reimbursement.
Teachers will be eligible for reimbursement for:
A) Graduate Courses, (as outlined in
Appendix C)
B) Undergraduate Courses when the
course is content specific and necessary in order to take graduate courses in same content area. (The same grade requirements as outlined in
Appendix C pertain to this item.)
Reimbursement
up to $125 will also be given for workshops if those workshops relate to
changes in curricula. An advisory
committee consisting of the Superintendent (or designee), 2 principals, a
teacher and a specialist designated by the President of the Franklin Education
Association will be established to determine if the workshops are applicable.
Prior
approval of course and/or workshops will be required. The denial of a course because it does not
fit the parameters of Appendix C or is determined to be non-applicable by the
Committee will not be grievable.
In
special circumstances, an additional course or workshop may be approved by the
Superintendent for reimbursement.
ARTICLE XXII
Grievance and Arbitration
22.1 Definition
A
grievance is defined as a complaint or dispute between the parties involving
the meaning, interpretation or application of this Agreement.
22.2 Purpose
The
purpose of the procedure set forth hereinafter is to produce prompt and equitable
solutions to those problems which from time to time may arise and affect the
conditions of employment of the employees covered by this Agreement. The Committee and the Association
collectively believe matters that are subject to dispute are best addressed at
the lowest level possible and as informally as possible. As such, affected teachers agree to meet with
the building principal or other appropriate member of the administration and
discuss specific issues with the intention of resolving such matters in an
informal manner. Affected teachers may,
if they desire, be accompanied by a union representative at such informal
meeting. If such attempts are
unsuccessful, the parties may resort to the formal grievance procedure.
22.3 Grievance Procedure
An
employee may present the grievance to the Committee and have such grievance
heard without intervention by the Association provided the Association is
afforded the opportunity to be present at such conferences and that any
adjustment made shall not be inconsistent with the terms of an agreement then
in effect between the Committee and the Association.
Level One—The employee with a grievance
will first discuss it with his/her principal or immediate supervisor with the
object of resolving the matter informally.
A representative of the Association may be present. The grievance must be submitted within thirty
(30) school days from the date of occurrence of the grievance or the date of
first knowledge of the grievance by any party affected by it.
Level Two—If, at the end of five (5)
school days next following the meeting with the principal or immediate
supervisor, the grievance is not disposed of to the employee’s and/or
Association’s satisfaction, the employee and/or the Association may submit the
matter, in writing, to the Superintendent of Schools within five (5) school
days. The Superintendent, within eight
(8) school days of receipt of the written grievance, shall meet with the
aggrieved employee and/or the Association in an effort to resolve the matter. The Superintendent will respond, in writing,
to the aggrieved employee and/or Association within five (5) school days
following the meeting.
Level Three—If the grievance is still
unresolved, the employee and/or Association shall present the grievance, in
writing, to the School Committee within five (5) school days following the
written response of the Superintendent.
The
School Committee, at the next regular School Committee meeting, after receipt
at a regular meeting of the written grievance, shall meet with the aggrieved
employee and representatives of the Association in an effort to resolve the
matter.
Level Four—If the Association is not
satisfied with the disposition of the grievance at Level Three, the Association
may, by giving written notice to the Committee within ten (10) school days
following the receipt of the School Committee disposition, submit the grievance
to the American Arbitration
Association
for disposition in accordance with the applicable Rules of the American
Arbitration Association, provided, however, no grievance shall be submitted to
arbitration that:
1. involves a matter which
is outside the scope of the terms of this Agreement;
2. involves a matter which
could not as a matter of law be effectuated by the School Committee;
3. involves a matter which
was a proposal in negotiations but not included in the express terms of the
Agreement;
4. involves a matter which has not been presented in a timely
fashion in accordance with the time limitations set forth herein.
22.4 Common Grievance
A
grievance common to a group of two or more teachers in the same building shall
be initiated at Level One with the principal of that building.
A
grievance common to a group of two or more teachers in more than one building,
but which is not a system-wide grievance, shall be initiated at Level One with
a committee composed of the principals of the buildings involved.
A
grievance involving teachers throughout the system shall be initiated at level
One with a committee to be appointed for that purpose by the Superintendent.
The
decision of the arbitrator shall be final and binding upon the parties. The cost of the arbitrator shall be borne
equally by the parties. No written communication, other document, or record
relating to any grievance shall be filed in the personnel file maintained by
the School Department of Franklin for any employee involved in presenting such
grievance.
22.5 Summer Vacation Period
If a
grievance being processed under this Article should commence during or extend
into the summer vacation period, the parties agree to meet at mutually
agreeable times in order to expedite the resolution of the issue.
ARTICLE XXIII
Miscellaneous Provisions
23.1 Professional Conditions Meeting
Upon
written request of the Association, a meeting with the School Committee to
discuss matters of the best interest of the Franklin School Department will
take place at a mutually convenient time within fifteen (15) school days of
receipt by the School Committee of the written request at a formal School Committee
meeting. Said request shall be in
writing setting forth the matters to be discussed. These meetings shall be informal and shall be
arranged by the Superintendent at the mutual convenience of both parties.
23.2 Availability of School Committee Rules,
Regulations and Minutes
The
Association President, upon request, shall have a copy of the Rules and
Regulations pursuant to Chapter 71, Section 37H, and also copies of approved
School Committee minutes which are made public.
23.3 Distribution of Sick Leave Information
Information
on accumulated sick leave shall be given on or before October first of each
year.
23.4 Distribution of Teachers’ List
A list
of teachers’ names and addresses, by building, where authorized, shall be given
the Association President as soon as available.
23.5 Summer School Employment Opportunities
The
Superintendent will advise the Association and post in each school, as soon as
practicable, opportunities for employment in the summer school. The selection of teachers for summer school
assignments shall be solely the prerogative of the Superintendent.
ARTICLE XXIV
Textbooks
The
Committee will order sufficient textbooks to insure that each pupil has
textbooks for his/her own use while in a classroom.
ARTICLE XXV
No Reprisals
25.1 Committee Restriction
The
Committee agrees that it will not discharge a teacher or take any job-related
disciplinary action against a teacher for engaging in any activity resulting
from the collective bargaining dispute between September l6, l977 and September
30, l977.
25.2 Association Restriction
The
Association agrees that it and its members will not in any way discriminate or
take any reprisal against any student,
parent, teacher, citizen or other school employee as a result of their activities
or support of the School Committee relative to the collective bargaining
dispute between September l6, l977 and September 30, l977.
ARTICLE XXVI
Extended Day Program
Staff
with children enrolled in the
ARTICLE XXVII
Agency Service Fee
The
Committee agrees to require, as a condition of employment, that all employees,
except those employees certified as members to the Committee by the
Association, pay annually or by dues deduction to the Association, as of the
30th day subsequent to the effective date of this Agreement or 30 days
subsequent to the execution of this Agreement, whichever is later, an Agency
Service Fee. The Agency Service Fee
shall be equal to the amount required to become a member and remain a member in
good standing of the exclusive bargaining agent and those with whom they are
affiliated, to or from which membership dues are paid. The amount of the fee will be consistent with
statutory requirements and will be certified annually to the Committee by the
Association.
However,
it is expressly understood that any teacher who was not a member of the Union as
of the 2000-2001 school year shall be exempted, if he/she so desires, from the
requirements of this section for the duration of his/her employment by the
Franklin Public Schools.
ARTICLE
XXVIII
Health & Safety Committee
28.1 Committee
A Health
and Safety Committee(HSC) will be established consisting of two representatives
appointed by the school committee and two appointed by the association. The HSC will be responsible for assisting the
School Committee in establishing and maintaining a healthy and safe
environment.
28.2 Reports to Principal
If a
teacher has a concern that a situation exists which is a potential health or
safety hazard, he/she shall bring it to the immediate attention to the building
principal.
28.3 Reports to Health and
Safety Committee
In the
event that the principal fails to respond within forty-eight (48) hours of
being notified of the existence of a potential hazard, the teacher may, either
alone or through the Association, refer the matter to the HSC, which shall
investigate the claim. A recommendation
to remedy the situation will be made to the superintendent by the HSC.
ARTICLE
XXIX
On-Line
Learning
The
Parties agree to form a joint subcommittee to study the impact of on-line
learning on working conditions of unit members, to report back to the parties
with any recommended changes to be incorporated into the collective bargaining
agreement. Said joint subcommittee will
hold its first meeting no later than September 1, 2011 and will report back its
recommendations to the Parties no later than December 31, 2011.
SECTION
I
Salary Schedule
|
|
Contract
Year 2010-2011 (0%increase) |
|
|
|
|
|
|
|||
|
Step |
Bach |
B + 15 |
B + 36/M |
M Fld |
M + 15 |
MFld + 15 |
M + 30 |
M + 45 |
MFld + 30 |
M + 60/D |
|
1 |
38,960 |
40,489 |
42,803 |
43,184 |
44,732 |
45,113 |
46,653 |
47,333 |
47,037 |
48,588 |
|
2 |
40,933 |
42,858 |
45,173 |
45,556 |
47,101 |
47,495 |
49,073 |
49,788 |
49,413 |
50,962 |
|
3 |
43,755 |
45,233 |
47,547 |
47,929 |
49,477 |
49,861 |
51,399 |
52,150 |
51,788 |
53,332 |
|
4 |
46,107 |
48,044 |
50,382 |
50,770 |
52,330 |
52,723 |
54,275 |
55,067 |
54,665 |
56,220 |
|
5 |
48,500 |
50,447 |
52,781 |
53,171 |
54,720 |
55,113 |
56,588 |
57,413 |
57,056 |
58,620 |
|
6 |
50,895 |
52,837 |
55,171 |
55,560 |
57,120 |
57,511 |
59,068 |
59,930 |
59,455 |
61,017 |
|
7 |
53,784 |
55,747 |
58,106 |
58,497 |
60,059 |
60,455 |
62,025 |
62,930 |
62,420 |
63,996 |
|
8 |
56,205 |
58,165 |
60,519 |
60,916 |
62,486 |
62,877 |
64,454 |
65,395 |
64,844 |
66,420 |
|
9 |
58,620 |
60,585 |
62,942 |
63,336 |
64,907 |
65,298 |
66,865 |
67,842 |
67,263 |
68,833 |
|
10 |
65,067 |
67,162 |
65,372 |
65,762 |
67,335 |
67,729 |
69,301 |
70,313 |
69,698 |
71,264 |
|
11 |
|
|
71,760 |
72,186 |
73,856 |
74,279 |
71,264 |
72,305 |
71,666 |
73,232 |
|
12 |
|
|
|
|
|
|
78,045 |
79,184 |
78,469 |
76,200 |
|
13 |
|
|
|
|
|
|
|
|
|
82,242 |
|
|
Effective September 1, 2011 (1%
increase) |
|
|
|
|
|
|
|||
|
Step |
Bach |
B + 15 |
B + 36/M |
M Fld |
M + 15 |
MFld +15 |
M + 30 |
M +45 |
MFld +30 |
M +60/D |
|
1 |
39,350 |
40,894 |
43,231 |
43,616 |
45,179 |
45,564 |
47,120 |
47,806 |
47,507 |
49,074 |
|
2 |
41,342 |
43,287 |
45,625 |
46,012 |
47,572 |
47,970 |
49,564 |
50,286 |
49,907 |
51,472 |
|
3 |
44,193 |
45,685 |
48,022 |
48,408 |
49,972 |
50,360 |
51,913 |
52,672 |
52,306 |
53,865 |
|
4 |
46,568 |
48,524 |
50,886 |
51,278 |
52,853 |
53,250 |
54,818 |
55,618 |
55,212 |
56,782 |
|
5 |
48,985 |
50,951 |
53,309 |
53,703 |
55,267 |
55,664 |
57,154 |
57,987 |
57,627 |
59,206 |
|
6 |
51,404 |
53,365 |
55,723 |
56,116 |
57,691 |
58,086 |
59,659 |
60,529 |
60,050 |
61,627 |
|
7 |
54,322 |
56,304 |
58,687 |
59,082 |
60,660 |
61,060 |
62,645 |
63,559 |
63,044 |
64,636 |
|
8 |
56,767 |
58,747 |
61,124 |
61,525 |
63,111 |
63,506 |
65,099 |
66,049 |
65,492 |
67,084 |
|
9 |
59,206 |
61,191 |
63,571 |
63,969 |
65,556 |
65,951 |
67,534 |
68,520 |
67,936 |
69,521 |
|
10 |
65,718 |
67,834 |
66,026 |
66,420 |
68,008 |
68,406 |
69,994 |
71,016 |
70,395 |
71,977 |
|
11 |
|
|
72,478 |
72,908 |
74,595 |
75,022 |
71,977 |
73,028 |
72,383 |
73,964 |
|
12 |
|
|
|
|
|
|
78,825 |
79,976 |
79,254 |
76,962 |
|
13 |
|
|
|
|
|
|
|
|
|
83,064 |
|
|
Effective August 31, 2012 (0.5%
increase) |
|
|
|
|
|
|||||
|
Step |
Bach |
B + 15 |
B + 36/M |
M Fld |
M + 15 |
MFld +15 |
M +30 |
M +45 |
MFld +30 |
M + 60/D |
|
|
1 |
39,547 |
41,098 |
43,447 |
43,834 |
45,405 |
45,792 |
47,356 |
48,045 |
47,745 |
49,319 |
|
|
2 |
41,549 |
43,503 |
45,853 |
46,242 |
47,810 |
48,210 |
49,812 |
50,537 |
50,157 |
51,729 |
|
|
3 |
44,414 |
45,913 |
48,262 |
48,650 |
50,222 |
50,612 |
52,173 |
52,935 |
52,568 |
54,134 |
|
|
4 |
46,801 |
48,767 |
51,140 |
51,534 |
53,117 |
53,516 |
55,092 |
55,896 |
55,488 |
57,066 |
|
|
5 |
49,230 |
51,206 |
53,576 |
53,972 |
55,543 |
55,942 |
57,440 |
58,277 |
57,915 |
59,502 |
|
|
6 |
51,661 |
53,632 |
56,002 |
56,397 |
57,979 |
58,376 |
59,957 |
60,832 |
60,350 |
61,935 |
|
|
7 |
54,594 |
56,586 |
58,980 |
59,377 |
60,963 |
61,365 |
62,958 |
63,877 |
63,359 |
64,959 |
|
|
8 |
57,051 |
59,041 |
61,430 |
61,833 |
63,427 |
63,824 |
65,424 |
66,379 |
65,819 |
67,419 |
|
|
9 |
59,502 |
61,497 |
63,889 |
64,289 |
65,884 |
66,281 |
67,872 |
68,863 |
68,276 |
69,869 |
|
|
10 |
66,047 |
68,173 |
66,356 |
66,752 |
68,348 |
68,748 |
70,344 |
71,371 |
70,747 |
72,337 |
|
|
11 |
|
|
72,840 |
73,273 |
74,968 |
75,397 |
72,337 |
73,393 |
72,745 |
74,334 |
|
|
12 |
|
|
|
|
|
|
79,219 |
80,376 |
79,650 |
77,347 |
|
|
13 |
|
|
|
|
|
|
|
|
|
83,479 |
|
SECTION II
Miscellaneous Salary Benefits
1. Advanced
Degrees for Elementary Teachers
For elementary teachers hired prior
to August 31, 1995 and with a Master of Education Degree or Doctor of Education
Degree will be considered Master of Education or Doctor of Education degrees in
the field.
2. Longevity
Pay
Longevity will be available only to
those teachers who have served for at least twenty (20) years in the
a.
The teacher must give written notice of his/her intent to access this
longevity benefit to the Superintendent on or before November 1 of the school
year preceding the year in which the teacher desires to begin receiving this
benefit.
b.
Once given, the written notice will be irrevocable.
c.
Once the three (3) year period for this longevity benefit has been
completed, the longevity benefits will terminate and the teacher will revert to
the salary level that he/she would otherwise be at under the terms of the then
effective Collective Bargaining Agreement.
d. There shall be no
limit to the number of teachers eligible to participate in the plan, so long as
they meet the eligibility requirements established herein.
Longevity
monies paid out are no longer pensionable under MTRS after July 1, 2007.
3. Payment for
Work in Excess of Contracted Days
If a teacher is required to teach
in excess of one hundred eighty-three (183) days, the teacher will be paid at
the rate of one one-hundred eighty-three (1/183) of the current salary for each
day worked. This formula does not apply
to Chapter 1 teachers, summer school teachers, evening education teachers or
other similarly employed staff.
4.
Director/Department Heads
Each year a
Director/Department Head will receive sixty-eight dollars and thirty-one cents
($68.31) per teacher under his/her direct supervision.
5. Directors’
Teaching Load
Directors shall not be required to
teach more than three (3) periods and Department Heads shall not be required to
teach more than four (4) periods per day.
6. Alternative
Discipline Program
Teachers participating
in the ADP program will be paid additional monies at the rate of
$24.29 per hour.
7. Lane Change
Notification Deadline
Any staff member requesting a
change in lane status must notify the Superintendent by January 31 preceding
the first day of school of the year in which the teacher will qualify for
movement into a higher lane. Teachers
must indicate the lane into which they plan to move. They also must submit evidence of the lane
change no later than November 30th of the following school year to be eligible
for movement that year. Staff may only submit one change request for
one lane only per year.
8. National
Board Certification
Teachers shall be paid the annual
amount of two thousand dollars ($2,000.00) for possessing and maintaining National
Board Certification. Payment is to be
made in the last paycheck of the school year.
9. Mentors
Mentors shall be selected by the administration and shall be
compensated as follows:
Step 1 $300
plus 3 In-service credits for use in movement across the salary schedule
Step 2 $300
plus 3 In-service credits for use in movement across the salary schedule
Step 3 $850
Step 4 $850
plus percentage increase in stipend contract
10. Curriculum Committees and Curriculum
Enhancement Teachers
It shall be in the sole discretion
of the Superintendent as to whether to convene a curriculum committee in a
particular subject/level. Curriculum
Committee members will be paid their per diem rate for work performed during the
summer weeks, which time shall be scheduled by mutual agreement between the
members and the Administration.
At the middle and high school
levels, curriculum enhancement teachers will be assigned not more than three
teaching periods per day. At the
elementary level, curriculum enhancement teachers will be freed from one-half
of their workday to perform their CET duties.
11. Extracurricular Salaries
The salary scale for
extracurricular and coaching salaries is based upon a mutually agreed upon
formula. It is agreed, future new
positions require the review and recommendation of a joint committee comprised
of three representatives each from the Franklin School Committee and the
Franklin Education Association.
Teachers serving as open circle consultants will receive a
stipend of $250.
13. Additional Contracted Work
Teachers contracted for additional work by the Town of
14. Any agreed upon
percentage increase negotiated in Appendix A, Section I will also be applied to
Appendix A, Section II Instructional Stipends, Section III Non-Instructional
Stipends and Appendix B Coaches Stipends.
Section II
Instructional Stipends
|
Position |
|
2010-2011 |
9/1/2011 |
8/31/2012 |
|
Director/Department Head |
|
$4,251.93 |
$4,294.45 |
$4,315.92 |
|
Coordinator |
|
$1,248.29 |
$1,260.77 |
$1,267.08 |
|
Building Technology Coordinator/ Content Area Coordinators |
|
$1,566.58 |
$1,582.25 |
$1,590.16 |
|
Elementary Spanish Coordinator |
|
$1,566.58 |
$1,582.25 |
$1,590.16 |
|
Head Teacher |
|
$903.37 |
$912.40 |
$916.62 |
|
Curriculum Committee Chair |
|
$2,522.65 |
$2,547.88 |
$2,560.62 |
|
Curriculum Committee Member |
|
$1,891.98 |
$1,910.90 |
$1,920.45 |
The
Coordinator of Nurses will receive a stipend of $2,000 per year for executing
the duties and responsibilities outlined in the job description for Nurse
Coordinator.
Effective
September 1, 2011, Team Chairs will receive a stipend of $1,000.00 per year for
the additional duties and responsibilities of the position
SECTION III
Non-Instructional Stipends
|
High
School Level |
Factor |
Base |
2010-2011 |
Base |
2011-2012 |
Base |
Effective August 31, 2012 |
|
Academic
Decathlon |
21.6 |
390 |
$8,424 |
394 |
$8,510 |
396 |
$8,554 |
|
Asst
Band Director |
5.5 |
390 |
$2,145 |
394 |
$2,167 |
396 |
$2,178 |
|
Chorus
Director |
3.8 |
390 |
$1,482 |
394 |
$1,497 |
396 |
$1,505 |
|
Chorus
Director - Select |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
Class
Advisors 9, 10, 11 |
5.1 |
390 |
$1,989 |
394 |
$2,009 |
396 |
$2,020 |
|
Class
Advisor, 12 |
8.1 |
390 |
$3,159 |
394 |
$3,191 |
396 |
$3,208 |
|
Classics
Club Advisor |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Color
Guard Instructor |
5.5 |
390 |
$2,145 |
394 |
$2,167 |
396 |
$2,178 |
|
Concert
Band Director |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
Drama
Coach |
8.1 |
390 |
$3,159 |
394 |
$3,191 |
396 |
$3,208 |
|
Gay/Straight
|
2.2 |
390 |
$858 |
394 |
$867 |
396 |
$871 |
|
Jazz
Band Director |
8 |
390 |
$3,120 |
394 |
$3,152 |
396 |
$3,168 |
|
Marching
Band Director |
11.3 |
390 |
$4,407 |
394 |
$4,452 |
396 |
$4,475 |
|
Marching
Instructor |
5.5 |
390 |
$2,145 |
394 |
$2,167 |
396 |
$2,178 |
|
Math
Club Advisor |
6.7 |
390 |
$2,613 |
394 |
$2,640 |
396 |
$2,653 |
|
Mock
Trial Advisor - High School |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
National
Honor Society |
3.6 |
390 |
$1,404 |
394 |
$1,418 |
396 |
$1,426 |
|
Orchestra
Director |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
OSKEY |
6.7 |
390 |
$2,613 |
394 |
$2,640 |
396 |
$2,653 |
|
Panther
Pause |
9.9 |
390 |
$3,861 |
394 |
$3,901 |
396 |
$3,920 |
|
Peer
Leadership Advisor (2 @ HS) |
5.1 |
390 |
$1,989 |
394 |
$2,009 |
396 |
$2,020 |
|
Percussion
Instructor |
5.5 |
390 |
$2,145 |
394 |
$2,167 |
396 |
$2,178 |
|
SADD
Advisor (1 @ HS) |
3.9 |
390 |
$1,521 |
394 |
$1,537 |
396 |
$1,544 |
|
School
Newspaper Advisor |
6.2 |
390 |
$2,418 |
394 |
$2,443 |
396 |
$2,455 |
|
Ski
Club Advisor |
3.9 |
390 |
$1,521 |
394 |
$1,537 |
396 |
$1,544 |
|
String
Ensemble Director |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
Student
Council Advisor |
6.7 |
390 |
$2,613 |
394 |
$2,640 |
396 |
$2,653 |
|
Yearbook
Advisor |
11.2 |
390 |
$4,368 |
394 |
$4,413 |
396 |
$4,435 |
|
Green Team |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Mirage |
5.2 |
390 |
$2,028 |
394 |
$2,049 |
396 |
$2,059 |
|
Young Democrats |
2.9 |
390 |
$1,872 |
394 |
$1,143 |
396 |
$1,148 |
|
Empty Bowls |
6.7 |
390 |
$2,613 |
394 |
$2,640 |
396 |
$2,653 |
|
Best Buddies |
|
|
|
|
$1,000 |
|
$1,000 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Middle
School Level |
Factor |
Base |
2010-2011 |
Base |
2011-2012 |
Base |
Effective August 31, 2012 |
|
Advanced
Band Director |
3.1 |
390 |
$1,209 |
394 |
$1,221 |
396 |
$1,228 |
|
Art
Club Advisor |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
Chess
Club Advisor |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Chorus
Director—Grade 6 |
2.9 |
390 |
$1,131 |
394 |
$1,143 |
396 |
$1,148 |
|
Chorus
Director—Grades 7 & 8 |
3.1 |
390 |
$1,209 |
394 |
$1,221 |
396 |
$1,228 |
|
Chorus
Director - Select |
3.1 |
390 |
$1,209 |
394 |
$1,221 |
396 |
$1,228 |
|
Computer
Club Advisor |
4.8 |
390 |
$1,872 |
394 |
$1,891 |
396 |
$1,901 |
|
Drama
Club Coach |
5.4 |
390 |
$2,106 |
394 |
$2,128 |
396 |
$2,138 |
|
Homework
Club Advisor |
4.8 |
390 |
$1,872 |
394 |
$1,891 |
396 |
$1,901 |
|
Intermediate
Band Director |
2.9 |
390 |
$1,131 |
394 |
$1,143 |
396 |
$1,148 |
|
Intramural
Advisor |
6.2 |
390 |
$2,418 |
394 |
$2,443 |
396 |
$2,455 |
|
Jazz
Band Director |
4.5 |
390 |
$1,755 |
394 |
$1,773 |
396 |
$1,782 |
|
Musical
Production Director, MS |
6.6 |
390 |
$2,574 |
394 |
$2,600 |
396 |
$2,614 |
|
Newspaper
Advisor |
6.2 |
390 |
$2,418 |
394 |
$2,443 |
396 |
$2,455 |
|
Proud
to be Substance Free (2@ ea MS) |
3 |
390 |
$1,170 |
394 |
$1,182 |
396 |
$1,188 |
|
Science
Olympiad |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Strings
Director |
2.9 |
390 |
$1,131 |
394 |
$1,143 |
396 |
$1,148 |
|
Student
Council |
6.7 |
390 |
$2,613 |
394 |
$2,640 |
396 |
$2,653 |
|
|
3.9 |
390 |
$1,521 |
394 |
$1,537 |
396 |
$1,544 |
|
Best Buddies |
|
|
|
|
$1,000 |
|
$1,000 |
|
Comuniteen |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
SIMS Club |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Fitness |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Engineering |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Wired Teens |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Creative Writing |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Latin |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Rock Band |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Lego/ Games/Chess Club |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
Adventure |
4.2 |
390 |
$1,638 |
394 |
$1,655 |
396 |
$1,663 |
|
|
|
|
|
|
|
|
|
|
Elementary
Level |
Factor |
Base |
2010-2011 |
Base |
2011-2012 |
Base |
Effective August 31, 2012 |
|
Too
Good for Drugs (1 @ each Elem) |
2 |
390 |
$780 |
394 |
$788 |
396 |
$792 |
|
|
|
|
|
|
|
|
|
* All stipends shall be calculated by
multiplying the appropriate factor by the base values identified herein.
Coaches Stipends
|
Sport |
FY10-11 |
Effective 9-1-2011 |
Effective
8-31-2012 |
|
|
|
|
|
|
|
|
|
|
|
|
Tier 1 |
|
|
|
|
|
|
|
Football Head Coach |
$8,603.00 |
$8,689.00 |
$
8,732.00 |
|
|
|
|
Asst 1: formerly JV |
$5,162.00 |
$5,214.00 |
$
5,240.00 |
|
|
|
|
Asst 2: formerly Freshman Football |
$4,301.00 |
$4,344.00 |
$ 4,366.00
|
|
|
|
|
Asst 3: formerly Varsity Assistant |
$3,011.00 |
$3,041.00 |
$
3,056.00 |
|
|
|
|
|
|
|
|
|
|
|
|
Tier 2 |
|
|
|
|
|
|
|
Basketball, Hockey, Wrestling Head
Coach |
$6,385.00 |
$6,449.00 |
$
6,481.00 |
|
|
|
|
Asst 1: formerly JV |
$3,831.00 |
$3,869.00 |
$
3,888.00 |
|
|
|
|
Asst 2: formerly Freshman Football |
$3,192.00 |
$3,224.00 |
$
3,240.00 |
|
|
|
|
Asst 3: formerly Varsity Assistant |
$2,235.00 |
$2,257.00 |
$
2,268.00 |
|
|
|
|
|
|
|
|
|
|
|
|
Tier 3 |
|
|
|
|
|
|
|
Baseball, Softball, Soccer,
Volleyball, Indoor & Outdoor Track, X Country, Lacrosse, & Field
Hockey Head Coach |
$5,238.00 |
$5,290.00 |
$
5,316.00 |
|
|
|
|
Asst 1: formerly JV |
$3,143.00 |
$3,174.00 |
$
3,190.00 |
|
|
|
|
Asst 2: formerly Freshman Football |
$2,619.00 |
$2,645.00 |
$
2,658.00 |
|
|
|
|
Asst 3: formerly Varsity Assistant |
$1,833.00 |
$1,851.00 |
$
1,860.00 |
|
|
|
|
|
|
|
|
|
|
|
|
Tier 4 |
|
|
|
|
|
|
|
Golf, Tennis, & Cheer Head
Coach |
$3,599.00 |
$3,635.00 |
$
3,653.00 |
|
|
|
|
Asst 1: formerly JV |
$2,180.00 |
$2,202.00 |
$
2,213.00 |
|
|
|
|
Asst 2: formerly Freshman Football |
$1,816.00 |
$1,834.00 |
$
1,843.00 |
|
|
|
|
Asst 3: formerly Varsity Assistant |
$1,271.00 |
$1,284.00 |
$
1,290.00 |
|
|
|
|
|
|
|
|
|
|
|
|
Tier 5 |
|
|
|
|
|
|
|
Weightroom Supervisor* |
$
800.00 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
*Tier 5, Weight Supervisor is a
flat rate not affected by Steps nor percentage increases or decreases. |
|
|||||
|
**Coaches above this pay scale are
currently frozen until rate matches or position turns over. |
|
|
||||
|
Steps work backwards from the
hightest Step of each, similar to Step concept in teachers' contract. |
|
|||||
|
|
|
|
|
|
|
|
|
Step 1: subtract 18% of Step 4 |
|
|
|
|
|
|
|
Step 2: subtract 12% of Step 4 |
|
|
|
|
|
|
|
Step 3: subtract 6% of Step 4 |
|
|
|
|
|
|
|
Step 4: Highest Step in pay on the tier chart. |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
* All stipends shall be calculated by
multiplying the appropriate factor by the base values identified herein.
Modification of Teachers’ Salary Schedule
Column Heading Requirements
|
Bachelor’s Degree |
Bachelor’s degree from an accredited college or
university |
|
Bachelor’s Degree + 15 Credits |
Teacher received 15 or more graduate credits at an
accredited college or university* |
|
Master’s Degree or B + 36 Credits |
Teacher awarded a Master’s Degree (regardless of the
number of credits required, whether it is 30, 45, or 60) or teacher received
36 or more graduate credits at an accredited college or university* |
|
Master’s Degree + 15 Credits |
Teacher received 15 or more graduate credits at an
accredited college or university* |
|
Master’s Degree + 30 Credits |
Teacher received 30 or more graduate credits at an
accredited college or university* |
|
Master's Degree + 45 Credits |
Teacher
received 45 or more graduate credits at an accredited college or university* |
|
Doctorate or M + 60 Credits |
Teacher
awarded Doctorate from an accredited college or university or who has
received sixty (60) or more graduate credits from an accredited college or
university* |
All
individuals in field columns at present will be kept in their appropriate
column at no loss of benefit. These
field columns will remain as part of the salary schedule until such time that
no member of the Association is contained in them. No new members to the column of field will
occur.
*
Approval of credit affects B+15, B+36, M+15, M+30, M+45 and M+60 lanes shall be
granted as follows:
Upon
submission of an official transcript or an official grade report from an
accredited college or university indicating the awarding of graduate credits in
the area of certification where the teacher is certified and/or is teaching.
Upon
submission of an official transcript or an official grade report from an
accredited college or university indicating the awarding of graduate credits:
a. In the area of
certification closely related to the teacher’s current teaching assignment.
b. In an academic discipline other than sports or leisure activity
directly related to educational programs or services offered within the
Franklin School System.
In cases
where a teacher intends to take graduate courses at an accredited college or
university in areas or situations which are not clearly covered under category
a and b as above, that teacher shall be required to obtain written prior
approval from the Superintendent in order to receive lane credit(s) for the
course(s). Failure to receive written
prior approval from the Superintendent for any courses that do not fall under
categories a and b, shall result in the teacher not
receiving lane credit(s) for the course(s).
Once approval has been granted, the teacher shall submit an official
transcript from an accredited college or university indicating the awarding of
graduate credits.
Upon
submission of a proof of completion from a MTA/NEA or NCTA 3-credit
graduate-level course, accepted by an accredited college or university. The Superintendent’s prior approval will be
required.
All
provisions of the Franklin Education Association/School Committee Teacher
Agreement are applicable to Chapter
1/Title One unit with the exception of the
following paragraphs:
6.1, 7.1, 8.4, 10.1, 10.2, 10.4, 10.5, 10.7, 10.9, 11,
16.1, 16.2, 16.4, 16.7, 17.6, 17.7, 18, 20, 26, Appendix A: Sections I and II
The
following additional provisions are applicable to the Chapter 1/Title One
Bargaining Unit employees.
ARTICLE VI
Work Year
6.1 Length of Work Year
The
number of workdays; the number of hours; and the configuration of the program
and assignments are at the annual discretion of the School Committee.
6.2 Hours
Chapter
1/Title One employees will be assigned sufficient number of hours to qualify
for Town Health Insurance and other group benefits.
6.3 Holidays
Chapter
1/Title One employees shall receive a full day’s pay for the following holidays
during the term of this Agreement:
Veterans’
Day Thanksgiving Christmas New Year’s Day Memorial Day
Labor
Day Columbus Day Martin Luther King Day Presidents'
Day
Patriots'
Day
Employees shall be paid for one (1) day per year in order to
comply with the practices of their religious beliefs.
6.4 After Work Day
Requirements
Any work
performed by Chapter 1/Title One employees at the request of the respective
administrator and in excess of assigned school hours will be paid at their
hourly rate.
When
meetings are held after their workday, the Chapter I/Title One employees will
be assigned and paid for up to two additional hours of work and for the time to
attend the meeting.
Chapter
1/Title One employees required to attend after school functions during the
school year including meetings, parent workshops, night school, conferences,
including Early Release Days or student activities will be paid at their hourly
rate.
6.5 Inclement
Weather/Emergencies
Chapter
1/Title One employees will be paid for one day when school is canceled.
When
there is a delayed opening, Chapter 1/Title One employees’ schedules will be
modified to insure that their hours of employment are equal to their assigned
hours for that day which would conclude by 2:40 p.m.
ARTICLE X
Hours and Workload
10.1 Duty Free Lunch
The
School Committee will provide each Chapter 1/Title One employee with at least a
twenty(20) minute duty free lunch period per day except in cases of
emergency. Said twenty (20) minutes
shall not include walking students to and from the lunchroom.
10.2 Preparation
Period
The
Committee will provide each Chapter 1/Title One employee at least a thirty(30) minute preparation period in addition to their duty free lunch
period. The preparation period shall not
include any supervisory responsibilities.
ARTICLE XI
Reduction in Force
11.1 Employment
Chapter
1/Title One employees are hired on a year-to-year basis. The Chapter 1/Title One program and annual
appointment thereto, are subject to Federal Funding and the educational
objectives of the School Committee.
11.2 Seniority
Seniority
means an employee’s total number of accumulated hours of employment commencing
with the first date of employment (not hiring) as a Chapter 1/Title One
employee on a paid basis in the
An
unpaid leave of absence shall be construed to be non active service and will
not be included in determining the total length of service. However, such leaves will not be construed to
break active service and seniority will mean the total accumulated hours
preceding the unpaid leave, added to the total number of hours after resuming
active duty after the leave of absence.
In the event
that any employees employed for the 1994-1995 school year tied for seniority,
said ties will be broken by lottery within thirty (30) days of the execution of
this Agreement.
All
future ties will be broken by November 1 of each school year.
11.3 Reemployment
Chapter
1/Title One employees will be listed on a Chapter 1/Title One list in the order
of their seniority.
Chapter
1/Title One employees will be reemployed in the order of seniority to vacancies
which exist with the most seniority being reemployed first provided said
employee(s) are certified and qualified.
All employees from the previous school year will be notified of their
reemployment status within (30) calendar days of the grant approval.
Reemployment
rights shall exist for fifteen (15) months from the expiration of the annual
contract. However failure to accept an
offer of employment for a position equivalent to the position previously held,
shall terminate rights for reemployment.
11.4 Seniority List
The
Administration will prepare annually by November 1 of each school year a
seniority list of all Chapter I/Title One employees. Employees will have a right to challenge
their placement on the list within thirty (30) calendar days of the publication
of the list.
Challenges
to the seniority list will be resolved through the Grievance Procedure.
11.5 Restoration of Benefits
Employees
who are reemployed pursuant to this Article shall be credited with such salary
and fringe benefits as they were entitled to at the last date of employment.
ARTICLE XVI
Paid Absence and Leave Benefits
16.1 Sick Leave
Chapter
I/Title One employees will be entitled to fourteen (14) sick days per year for
absence without loss of pay. The maximum
accumulation shall be 125 days.
The
Superintendent may require an employee to produce a medical certification of
disability from a regularly licensed and practicing physician when
circumstances warrant suspected abuse.
16.2 Personal Leave
Personal
leave time totaling two (2) days per calendar year, with pay will be granted to
each employee for the purpose of conducting urgent personal business which
cannot be handled outside the regular work day.
One of the two personal leave days will be approved at the discretion of
the Chapter/Title One Director. Personal leave will be approved at the
discretion of the Chapter/Title I Director whose discretion shall not be
unreasonably exercised. A minimum of
twenty-four hours notice will be given except in cases of emergency.
Personal
days shall not be taken for recreational and/or leisure activities, and shall
be non-cumulative, and may not be taken the day before or the day after a
school vacation or holiday.
ARTICLE XXVI
Just Cause
Although
Chapter I/Title One employees’ annual contract or employment expires on or about
June 30 of each year, certified and qualified employees shall be reappointed in
his/her order of seniority for whatever vacancies may exist in the next school
year. Failure to renew for existing
vacancies is subject to the grievance and arbitration procedure under the just
clause standard for unit employees who have completed 3 or more years.
First
year Chapter I/Title One employees serve at the pleasure of the School
Committee/designee until the 91st day of service.
All
Chapter I/Title One employees who have served more than 90 days shall not be
reduced in rank or compensation, suspended or dismissed during that academic
year without just cause.
ARTICLE XXVII
The
Franklin Education Association and the Franklin School Committee agree that
during the 2010-2012 contractual agreement the allocation of funds within the
Chapter I/Title One grant for salary and compensation benefits to Chapter
I/Title One employees will be established in a collaborative manner. There will be an annual review of this program
to compensate and adjust for any changes in Chapter I/Title One funding. All decisions will be consistent with State
and Federal regulations and guidelines applicable to Chapter (Title) I.
Appendix A Salary Schedule
Salary
Schedule
Step 1 26.51
Step 2 28.37
Step 3 31.82
Article
XXVIII
Longevity
Longevity pay will be granted to
teachers each year as follows:
After completion of Consecutive
Years in
5 - 10 Years $ 500.
11 - 15
Years $ 900.
16+ Years $
1,100.
Professional
Evaluation Program
Evaluation is a cooperative and continuous process
undertaken to improve the quality of instruction and to facilitate professional
growth of the individual.
It is understood that there are varied ways that a
staff member may demonstrate professional growth. The evaluation process detailed below
includes five different options for staff evaluation:
* ONLY AVAILABLE TO PROFESSIONAL STATUS STAFF
At least once every three to four years, a staff
member with professional status must go through the observation cycle; staff
members with professional status may choose which evaluation option they wish
to use for years two and three. VETERAN PROFESSIONAL STATUS STAFF WHO HAVE TEN
YEARS EXPERIENCE IN
No later than October 1, staff members must return
Appendix Form D8 to the principal and schedule a focus conference with
him/her. A teacher who chooses an
alternate evaluation pathway must meet twice per year with his/her
evaluator. The second conference must
take place no later than February 1 and the third conference no later than June
1. A rubric for assessing completion of
the evaluation requirements for each of the alternate pathways follows the alternate
evaluation description.
Focus Conference: a mandatory meeting for professional status staff to define which
Principles of Effective Teaching the staff member will focus on for the year.
Pre-Observation Conference: an optional meeting at the
staff member’s discretion to share pertinent information about the lesson to be
observed. This pre-observation
conference is available to both professional status staff and non-professional
status staff for the first observation each year. The observation will occur
within 3 to 5 days of the pre-observation conference.
Pre-Write Up Conference: a mandatory meeting to clarify, to answer questions, or to explain
particular aspects of the lesson observed.
Post Write-Up Conference: an optional meeting at the
staff member’s discretion to clarify questions regarding the written account of
the observation.
Evaluator: an individual
with an administrative certification who has successfully completed coursework
in supervision and evaluation. Evaluator
is not a member of Unit A.
Hiatus: Option available
to professional status teacher who has completed 10 years of service in the
It is understood that one way in which an
administrator and a staff member may work cooperatively toward improving the
teaching/learning process is for them to have the opportunity to meet regularly
throughout the school year to identify and confer about instructional goals
through a series of observations and observation conferences.
The professional status staff observation cycle for evaluation will include: a focus conference (October 15 deadline) at which the staff member and administrator mutually define which PRINCIPLES OF EFFECTIVE TEACHING the staff member will focus on for the year. If the teacher has more than one principal, then the principal in whose building the teacher spends the most time teaching will be responsible for the evaluation report, but said principal or assistant principal will receive input from other principals. All staff members with professional status in the observation cycle will be observed at least once per year. All staff members without professional status will be observed at least once per year. For staff members without professional status, the first observation will take place by December 1: HOWEVER SHOULD THE OBSERVATION INDICATE AN UNFAVORABLE RATING, THEN THE EVALUATOR WILL CONDUCT AN ADDITIONAL OBSERVATION PRIOR TO APRIL 1. Any staff member will have the option of requesting a pre-observation conference with his/her observer/evaluator. Following the observation of either a professional status or non professional status staff member, a pre-write up conference will take place no later than four (4) school days, to clarify, to answer questions, or to explain particular aspects of the lesson observed. The pre-write up conference will promote a more meaningful written observation. Following this conference, the observer/evaluator will then write up a narrative account of the observation with specific examples of how the staff member addressed the individual principles of effective teaching during the lesson. The staff member will receive the narrative within three (3) school days following the pre-write up conference. The staff member will have the opportunity to comment on the observer’s narrative and to indicate agreement, disagreement or request a post-write up conference. A post-write up conference to clarify questions regarding the written account of the observation must be requested and held within three (3) school days. At the conclusion of the post-write up conference, the staff member must indicate agreement or disagreement and sign Section IV of the observation form.
Should the
observer/evaluator identify any area or areas as focus for growth, then he/she
will develop specific recommendations to promote growth.
Should the
observer/evaluator have significant concerns identified as “unfavorable”, the
observer/evaluator will:
ANY STAFF MEMBER WITH AN UNFAVORABLE RATING IS ENTITLED TO REQUEST AN OBSERVATION BY ANOTHER EVALUATOR. THIS OPTION IS ALSO AVAILABLE TO EVALUATORS. EVALUATORS CANnot BE MEMBERS OF unit A.
The observation of staff
members will occur at appropriate times within the school year and will not
occur on days preceding or following holidays or school vacation days. Observations will not occur on the day
following a staff member’s absence.
In the interest of
professional growth, comments are required or desired throughout the
instrument. When “Focus for Growth” or
“Unfavorable” ratings are indicated, comments, recommendations, or explanations
are required. Otherwise, when comments
are desired, the observer or evaluator and the staff member are encouraged to
avail themselves of the opportunity to exchange feelings and ideas.
“Favorable”
is intended to mean an acceptable standard of instructional practice. “Focus for Growth” is intended to
mean a standard of practice that requires a staff member’s attention on
improved instructional and professional practice.
There will be three instruments for evaluation:
Part I –
Observation Form
The Observation Form is concerned with the overall
effectiveness of all professional personnel.
All staff members in the observation cycle shall receive a minimum of
one observation during the academic year by the
principal, or assistant principal. If a
pre-observation conference has not been requested, then observations may be
unannounced with one exception: the
first observation for staff members without professional status will be
mutually scheduled between the observer/evaluator and the staff member. Given reasonable circumstances, a staff
member may request a postponement of the unannounced observation. Each observation will not be less than twenty
minutes in duration.
At the time of the observation, the observer will
give the staff member Section III of the Observation Form (Staff Member
Comments). This section is to be
completed by the staff member prior to the pre-write up conference when a copy
of it will be given to the observer.
The pre-write up conference will be held after each
observation at a mutually agreed time.
This conference will take place as soon as possible after the
observation, but no later than four school days following the observation. The observer/evaluator and the staff member
will discuss the data collected through the observation. The staff member will have the opportunity to
elaborate on individual aspects of the lesson observed and to clarify any
questions or concerns raised by the observer/evaluator. The observer/evaluator will then develop the
written observation and/or evaluation report which will be returned to the
staff member within three (3) school days of the pre-write up conference (for
timelines and specifics, see Observation, paragraph 3.)
In instances where the observation(s) indicate areas
requiring improvement, a Principal’s Interim Evaluation Report may be completed
and given to the staff member by the principal, no later than January 31. No later than June 1, the principal will
complete another interim report to the Superintendent, if warranted, by a
noticeable change in the staff member’s performance, and will forward a copy to
the staff member. The staff member also
will have the option of requesting and receiving the completion of such report.
The principal or assistant principal shall complete
the Final Evaluation Report and a copy of it will be given to the staff member
no later than five (5) school days prior to the last day of school. Principals or assistant principals will
complete the Final Evaluation Report by May 1 for any staff member for whom
they expect to submit an unfavorable professional evaluation. Five days prior to the last day of school,
the Superintendent shall notify in writing all non-professional staff member
status personnel whom he/she does not intend to reappoint. Prior to April 15, the Superintendent shall
notify in writing all professional staff status personnel whom he/she does not
intend to reappoint. The principal shall
submit the report and all observation forms to the Central Office no later than
the last day of school for review by the Superintendent of Schools. All records will become part of the staff
member’s personnel file.
FORM D1
PART 1 –
OBSERVATION FORM (checklist) – TEACHERS
Name__________________________________________________________________Date_________________
School___________________________________________Subject_____________________________________
Day___________________Time____________Period___________Observer_____________________________
Length of Observation__________________________________________________________________________________
Extenuating
Circumstances________________________________________________________________________________
Lesson Observed (Topic and/or
Activity)______________________________________________________________________
Comments are desired for each
criteria, but recommendations
are required for each “Focus
for Growth” and an Improvement Plan
is required if any
“Unfavorable” ratings are noted.
SECTION I
Criteria:
I.
Currency in the Curriculum
·
The teacher is up to date regarding curriculum content
II.
Effective Planning and Assessment of Curriculum Instruction
·
The teacher plans instruction effectively
·
The teacher plans assessment of student learning
effectively
·
The teacher monitors students’ understanding of the curriculum
effectively
and adjusts instructions, materials or
assessments when appropriate
·
The teacher creates an environment that is positive
for student learning and
involvement
·
The teacher maintains appropriate standards of behavior, mutual respect
and safety
·
The teacher makes learning goals clear to students
·
The teacher uses appropriate instructional
techniques
·
The teacher uses appropriate questioning techniques
·
The teacher evaluates, tries innovative approaches and
refines instructional strategies,
including the effective use of technologies,
to increase student learning and
confidence to learn
V.
Promotion of Higher Standards and Expectations for Students’ Achievement
·
The teacher communicates learning goals and high
standards and
expectations to students
·
The teacher promotes confidence and perseverance in the student that
stimulate
increased personal student
responsibility for achieving the goals of the curriculum
VI. Promotion of Equity and Appreciation of
Diversity
·
The teacher strives to ensure equitable
opportunities for student learning
·
The teacher demonstrates appreciation for and sensitivity to the
diversity among
individuals
FORM D1
VII. Fulfillment of Professional
Responsibilities
·
The teacher is constructive and cooperative in
interactions with parents and receptive
to their contributions
·
The teacher shares responsibility for accomplishing the goals and
priorities of
his/her grade/team/department, building
and school district
·
The teacher is a reflective and continuous learner
Evaluator’s
Signature__________________________ Staff
Member’s Signature____________________