Franklin County RVTSD

AGREEMENT

 

between

 

THE FRANKLIN COUNTY TECHNICAL SCHOOL DISTRICT COMMITTEE

 

 

and

 

 

THE FRANKLIN COUNTY TECHNICAL TEACHERS ASSOCIATION

 

 

JULY 1, 2010 to JUNE 30, 2013

TABLE OF CONTENTS

 

This Agreement is made and entered into this 22nd day of June, 2010, by and between the Franklin County Technical School District Committee (which will be referred to from now on as the "Committee") and the Franklin County Technical Teachers Association-Massachusetts Teachers Association-National Education Association (which will be referred to from now on as the "Association"), or "FCTTA".

 

ARTICLE 1 RECOGNITION

The Committee recognizes the Association for the purposes of collective bargaining as the exclusive representative of all full and regular, part-time professional employees, including teachers, guidance counselors, school psychologists, library/media specialist(s), nurse(s), long term substitutes and excluding:

1.  Full-time administrative positions;

2.  Teacher Aides;

3.   Substitute Teachers, and all non-professional personnel.

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "Teachers".

 

 

ARTICLE 2

NEGOTIATION PROCEDURE

Upon request of either party prior to October 1 of the calendar year preceding the calendar year in which this Agreement expires, the parties mutually agree to enter into negotiations over a successor agreement that will include wages, hours, and all other conditions of employment. Either party may, if it so desires, utilize the services of outside consultants.

Upon ratification of this contract by the parties, they acknowledge that each had the unlimited right to make demands, proposals, and counterproposals, concerning any matter or subject not removed by law from the collective bargaining procedure, and that matters not herein covered have been withdrawn or eliminated as consideration for the ratification of this Agreement. Except that, by mutual agreement of the parties, or as otherwise provided for by the terms of this agreement, the contract may be reopened at any time.

 

 

ARTICLE 3

GRIEVANCE PROCEDURE

A.     The purpose of this procedure is to secure at the lowest possible administrative level equitable solutions to the problems that may from time to time arise affecting wages, hours, or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure. Time limits herein may be extended by mutual consent. For the purpose of this agreement, a working day will be defined as a teacher work day.

Any dispute or grievance that may arise between the parties concerning the application or interpretation of this Agreement, unless specifically excluded by this Agreement, shall be settled in the following manner:

Informal

The teacher with or without the Association representative shall discuss a complaint or dispute informally with the immediate supervisor within ten (10) working days of the occurrence of the event giving rise to the complaint, or his/her knowledge of its occurrence.

The immediate supervisor shall investigate the matter and attempt to resolve the complaint responding to the teacher and the Association within five (5) working days after receipt of the complaint.

Step 1

If the complaint or dispute is not resolved informally as above, the aggrieved teacher shall present a grievance formally in writing to the Principal within five (5) working days after receipt of the informal response. The written grievance shall contain the name(s) of the aggrieved employee(s), the facts underlying the grievance, the contract provision(s) allegedly violated, and the specific remedy requested. The Association shall be notified of any grievance filed by a teacher on his/her own behalf and shall have the opportunity to be present at such grievance meetings in accordance with the grievance procedure. The Principal shall meet with the aggrieved teacher and the Association representative, in accordance with the provisions of Section 5 of Chapter 150E of the General Laws, within five (5) working days after receipt of the grievance and seek to resolve the grievance. The Principal will respond in writing within five (5) working days after meeting with the parties.

Step 2

If the grievance is not resolved at Step 1, it may be presented in writing five (5) working days after receipt of the Step 1 response, to the Superintendent who will meet with the parties within five (5) working days after receipt of the grievance and attempt to resolve the grievance, responding in writing within five (5) working days after meeting with the parties. Any grievance resolved at Step 1 or Step 2 shall have neither any precedent value for, nor establish a binding practice on either party to the agreement.

Step 3

Failing satisfactory resolution at Step 2, the grievance may be referred in writing to the School Committee within ten (10) working days after receipt of the response of the Superintendent. After receipt of the grievance, the School Committee shall meet and discuss the grievance with the parties within ten (10) working days or at the next regularly scheduled School Committee meeting, whichever is later. A written decision shall be rendered within fifteen (15) working days after meeting with the parties.

Step 4

In the event that the Association does not accept the decision of the School Committee, the Association may submit the dispute to binding arbitration by filing a request in writing with the American Arbitration Association with a copy to the School Committee in writing fifteen (15) working days after receipt of the written decision of the School Committee.

The parties to this collective bargaining agreement recognize the "exclusive remedy" provisions of M.G.L., Chapter 150E, §8 and the amendment to M.G.L. Chapter 71 providing some educational employees the right to access a statutory arbitration procedure. The parties further agree that an employee who is subjected to disciplinary action, where such disciplinary action can be reviewed by an arbitrator appointed by the Massachusetts Department of Education pursuant to M.G.L. Chapter 71 or through this Article, may pursue an appeal of his/her grievance through either the grievance procedure or such state appointed arbitrator. The parties further agree that whichever arbitration forum in which review of a disciplinary action is first requested shall be the exclusive method for the resolution of such dispute, foreclosing access to the other arbitration forum.

B.         If a decision satisfactory to the Association at any level of the grievance procedure
below Step 3 is not implemented within a reasonable time, the Association may reinstitute
the original grievance at the next step of the grievance procedure.

C.         If the Employer exceeds any time limit prescribed at any step in the grievance
procedure, the grievant and/or Association shall consider that the grievance is denied and
invoke the next step of the procedure, except, however, that only the Association may
request arbitration under Step 4 for purposes of these procedure.

If the grievant and/or the Association exceeds any time limit prescribed at any step in the grievance procedure, the District shall consider that the grievance is withdrawn and may not be resubmitted.

D.        The parties will cooperate in the investigation of any grievance and will be furnished
with such information as is required under law for good faith bargaining.

Any proper grievance, timely filed but unresolved at the expiration date of this contract may be continued to its conclusion providing negotiations are being carried out looking to a new agreement.

E.         The Association shall request the American Arbitration Association to provide a list of
arbitrators. An arbitrator will then be selected by both parties under the provisions of the
Voluntary Labor Arbitration Rules. The arbitrator shall be requested to issue his/her
decision within thirty (30) days after the conclusion of the hearing. The arbitrator shall have
no power to modify, amend or alter the Agreement.

Cost of the arbitration shall be borne equally by the Association and the School Committee.

The arbitration provisions under this Article shall not apply to employees with less than six (6) months active service in the aggregate.

Where appropriated funds are required to pay an arbitrator's award, and the Committee is unable to fund the award out of the operating budget, the matter shall be submitted to the District towns by the School Committee for approval and funding.

The decision of the arbitrator shall be final and binding on the grievant, the Association, and the School Committee.

F.         When in the opinion of the Association, three (3) or more teachers have the same
grievance, the Association may file a class action grievance and may represent them
beginning at Step 1 of the Formal Grievance Procedure.

 

SALARIES

A.        The salaries of all persons covered by this Agreement are set forth in Appendix A,
Appendix B and Appendix C, which are attached hereto and made a part thereof.

B.         All teachers on the salary schedule at the time of ratification of the contract will be
considered as being on the proper step and column as reflects their training and
experience. Upon employment of new teachers, the Superintendent-Director or designee
and such teachers will agree on step and column placement prior to the signing of the
teaching contract, and, notwithstanding any other provisions in this Agreement, no
grievance may or will be entertained based on the correctness of the initial placement of
said teachers on the salary schedule.

Under normal circumstances no new teachers will be placed higher on the salary schedule than an existing teacher with equal education and experience.

C.         On July 1 of each year, teachers who were on the staff the previous year will receive
a one step increment on the salary schedule, provided, however, that they have fulfilled the
requirements for professional development as set forth in Article 14.

1.            Such annual increments are not solely pay advances, but are based upon satisfactory services as determined by the Principal, subject to the discretion of the Superintendent-Director.

2.            Teachers expecting to complete work which will qualify them for lateral advancement on the salary schedule shall notify the Superintendent-Director in writing three (3) months prior to the completion of the course work allowing the lateral movement. Lateral advancement will be awarded upon receipt of the appropriate certification forms for vocational teachers or certified transcripts for academic teachers and Bachelors Degree for vocational teachers, and payment of the increased salary will be made retroactive to the effective date of such award. For all course work taken after 9/1/98, Masters Degree +30 is intended to mean 30 semester hours of graduate credit beyond the Masters Degree or any undergraduate credit with the Superintendent-Director's prior approval.

D.        Teachers may elect to receive their salary according to one of the three following
payroll options:

•      Option 1) Twenty-one (21) bi-weekly installments

•      Option 2) Twenty-six (26) bi-weekly installments

•      Option 3) Twenty-six (26) bi-weekly installments with a lump sum payment of the last five installments paid to the teacher the last pay period of June.

New employees will designate a payroll option upon signing a contract. For all employees, selected payroll options will remain in effect until changed, in writing, by the employee. Notification of change must be received by the Business Office no later than April 15th. Any change to or from Option 1 will take effect the 1st pay period of the following school year.

E.         Mileage authorized by the Superintendent-Director shall be reimbursed by the
Committee at the rate of 350 a mile.

F.         The Committee will provide Health Insurance substantially equal in coverage to the
existing insurance. In addition, the Committee will provide, as an option for eligible
employees, a Health Maintenance Organization plan. The Committee reserves to itself the
right to investigate and explore alternate insurance plans.

1.            The Committee will pay seventy-five percent (75%) and the employee will pay twenty-five percent (25%) of the premiums of the Preferred Provider Organization (PPO) plan and the Health Maintenance Organization (HMO) plan.

2.            The Committee will pay $1500 annually to any employee not enrolled in one of the Health Insurance Plans provided by the District.

3.            Employees are allowed to participate in one (1), not both, of the health insurance programs under this section.

4.            The Committee will continue to reimburse employees for health related expense at the following rates:

 

•      Emergency room visit$25 per visit

•      Office visit$ 5 per visit

•      Prescription drugs (mail in only)—-$10 for Tier 1, $25 for Tier 2, and $45 for Tier 3.

G.         Teachers will be eligible to participate in a "Tax-Sheltered" annuity plan established
pursuant to U.S. Public Law 87-370.

H.         Teachers will be provided a $20,000 term life insurance plan of the type presently
available to teachers. The Committee will pay seventy-five percent (75%) of the premium.
Additional coverage under this plan will be made available as provided by law and
premiums will be prorated and deducted from the teacher's salary.

I.          The Committee will provide a group Dental Plan substantially equal in coverage
or better than the existing group Dental Plan. This plan will include a maximum calendar
year benefit of $1500. The Committee will pay sixty-five percent (65%) and the
employee will pay thirty-five percent (35%) of the premiums for the group Dental Plan.
The Committee will make payroll deduction available to the membership for the purpose
of paying said premiums.

J.      The Committee will recognize the formation of a group Disability Insurance Plan. Said plan to be determined by the Association. The Committee will pay a maximum of $21.00/month/employee towards the premiums. The committee will make payroll deduction available to the membership for the purpose of paying said premiums.

K.     Pre-Tax Deduction options for Medical, Life, Dental and Disability Insurance Plans will be available through payroll deduction.

 

TEACHING DAY, YEAR, AND WORK LOAD

A.         A normal school day starts at 8:00 AM and dismissal is at 2:35 PM. All professional
staff shall be at their assigned station at least fifteen (15) minutes prior to the start of the
school day, and shall remain available in school until, at least, ten (10) minutes beyond the
daily dismissal bell.

B.         All teachers shall make available, on a weekly basis, one (1) after school make-
up/extra help session scheduled in accordance with the late bus calendar.

C.         For the purpose of this contract, unless contravened by statute, the teachers' school
year shall be 185 school days. Included in the 185 day schedule are 182 student contact
days including one (1) day for freshmen orientation. All scheduled workdays will occur
Monday through Friday. Except as otherwise provided in this Agreement, teacher service
shall not exceed seven (7) hours per day. The Committee and the Association agree to
consider the current use of the remaining days in the school year and, through mutual
agreement, make any changes that are deemed necessary or desirable.

1.             A snow day calendar, in addition to the 185 working day contract, will be accepted as part of this contract and not counted as additional work days.

2.             Each year, four (4) weeks prior to adoption by the Committee, the Superintendent/Director, will submit a copy of the proposed school calendar to the F.C.T.T.A.

3.             All professional staff requested to work beyond the number of contracted working days will be compensated in extra pay at a daily rate of 1/185th of their current base salary or prorated if less than a full day at the per diem rate.

4.             The teachers' school year will generally not commence before the last Monday in August nor extend beyond June 30, unless the Massachusetts Department of Education requires otherwise.

D.         All vacancies for extra-curricular positions, for the next school year, will be posted,
whenever possible, by June 1. All such part-time position assignments shall be voluntary,
renewable annually, and compensated at the rates indicated in Appendix C.

All qualified professional F.C.T.S. faculty and staff will be given preference in the filling of all extra-curricular positions.

E.         In the interest of fulfilling desirable educational objectives and of maintaining
professional standards, the Superintendent-Director or designee will make every effort,
consistent with the limits imposed by the budget, legal constraints, or effective
administration to address the following guidelines:

1.         Staff meetings may be called as necessary. Such meetings shall be held
following forty-eight (48) hours posted notice except in cases of emergency.
The notice shall carry the agenda for the meeting and all staff members shall
be expected to attend unless excused. The Superintendent-Director and the
Association agree that in the interest of efficiency, such meetings shall be kept
to a minimum and be of reasonable duration.

2.         Teachers will be expected to attend and participate in the following school-wide scheduled events:

•               Parents Night/Open House

•               Career Awareness Night

•               Senior Awards Ceremony

•               Graduation

If a teacher is unable to attend one of these events, said teacher will inform their immediate supervisor.

3.            Teachers will be provided a daily duty-free lunch period of at least the length of the student lunch period.

4.            All vocational teachers and the Learning Center Instructor will be entitled to a minimum of one (1) duty-free preparation period daily; academic teachers will be entitled to two (2) duty-free preparation periods daily.

No preparation time will be provided for the following positions:

•               Guidance Counselors

•               Nurse(s)

•               Library/Media Specialist(s)

•               School Psychologist(s)

•               School Social Worker

 

5.            Whenever possible, teachers will not be given classroom assignments, outside their major or minor fields of study and/or the scope of their teaching certificate.

6.            Whenever possible, teachers will not be scheduled for more than three (3) different daily course preparations. In the event that a teacher has more than three (3) mandated different daily course preparations, the Principal will meet with the teacher and the Association President or designee to work out any accommodations which may be necessary as a result of the schedule.

7.            Subject area and grade level assignments will be made no later than July 30. If an unusual condition exists after this deadline, the Principal will notify the affected teacher(s) to inform them of their teaching assignments.

8.            Student teachers will only be assigned to teachers who volunteer. No more than two (2) student teachers per department per semester will be assigned.

9.            The Superintendent-Director will allow necessary time off with pay for one (1) representative of the Association, in addition to witnesses called by the hearing officer, to attend fact finding and arbitrations related to this contract.

F.     The Superintendent-Director will provide one (1) free period per week for the President of the Association in order to assist that person in his/her duties. The President shall have no additional assigned duties fifteen (15) minutes prior to the start of the day and ten (10) minutes beyond the daily dismissal bell.

 

CLASS SIZE

A.        The Committee will make every effort consistent with the type of the shop, safety
factors, budgetary considerations, building size and arrangement, to maintain shop classes
at or below the sizes mandated in the regulations of Chapter 74 as amended from time to
time.

B.         The Committee will make every effort to establish equitable class sizes consistent
with the nature of the class, safety factors, budgetary considerations, building size and
arrangements.

 

ARTICLE 7

NON-TEACHING DUTIES

A.        The Superintendent-Director and the Association agree that a teacher's primary
responsibility is to teach and his/her energies should be utilized to this end. Accordingly,

1.           The Principal will make every reasonable effort to keep non-teaching duties including supervision on school grounds, cafeteria, corridors, sidewalks and buses at a minimum and will make any assignments on an equitable basis.

2.            Teachers will not be held responsible for the loss of any collected monies, provided that established school regulations relative to the collection and maintenance of such funds have been followed.

B.         Teachers will not be required to drive pupils to locations away from the school
building unless such teacher shall have been indemnified and the Committee shall save
them harmless.

 

ARTICLE 8

TEACHER EVALUATION

A.         All teacher evaluations for the school year will be conducted in accordance with the
evaluation procedures as set forth in the Performance Standards and Evaluation Manual
and will reflect the appropriate professional standards as required by the Massachusetts
Department of Education and the 1993 Mass. Education Reform. Such procedures shall be
discussed with the professional staff prior to implementation.

B.         All monitoring or observation of the work performance of a teacher will be conducted
openly and with full knowledge of the teacher. Teachers will be given a file copy of any
evaluation report prepared by their supervisors. Teachers will have the right to discuss
such report and prior to its filing will sign the report to indicate that they have read it.

C.         Neither teachers nor supervisory personnel shall receive adverse comments in the
presence of students.

D.         Teachers will have the right upon request and at reasonable times to review their
personnel files and may request a member of the FCTTA to be present for such review in
the presence of administrative staff.

E.         Any complaint regarding a teacher, which initiates administrative action, will result in
a teacher-administrative conference addressing the complaint.

F.         No teacher will be disciplined, reprimanded, reduced in rank, lose compensation, be
terminated or deprived of any professional advantage without just cause.

G.         No material derogatory to a teacher's conduct, service, character, or personality will be
placed in his/her personnel file unless the teacher had the opportunity to review the material.
The teacher will acknowledge that he/she has had the opportunity to review such material by
affixing his/her signature to the copy to be filed with the express understanding that such
signature in no way indicates agreement with the contents thereof. The teacher will also have
the right to submit a written answer to such material and his/her answer shall be reviewed by
the Superintendent-Director or his/her designee and attached to the file copy.

 

 

ARTICLE 9

USE OF BUILDING AND TEACHER FACILITIES

A.        Appropriate school facilities shall be available to the Association for meetings within
the framework of the existing Building Use Policy.

B.         The Superintendent-Director will allow the use of bulletin boards in the teachers'
lounges for Association material, provided such material is of a non-inflammatory nature.

C.         The Superintendent-Director will provide a teacher work area containing equipment
and supplies to aid in the preparation of instructional materials.

D.        A desk and file space and a computer having access to the "network" and
appropriate school data base will be furnished for each instructional area.

E.         A furnished room will be provided for the use of the staff in addition to the teacher
work area.

F.         Staff parking will be provided.

G.        A telephone will be provided for faculty use on school business which is easily
accessible and relatively private.

 

ARTICLE 10

SICK LEAVE

A.        Sick leave is defined as absence with pay for personal illness or disability that
prevents the teacher from performing his/her duties. All professional employees covered by
this contract will be granted sick leave with full pay for fifteen (15) working days per school
year. Non-professional status teachers will receive their annual entitlement of sick leave in
allotments of five (5) days distributed on the first day of each trimester. All other teachers
will receive their full entitlement on the first day of employment of each school year.

B.         At the start of the school year, a statement will be given to each teacher listing the
number of sick days accrued. Teachers cannot carry over more than 185 days from one
school year to the next.

C.         No teacher will be required to arrange for his/her own substitute.

 

D.        Upon retirement from and accessing the Massachusetts Teacher Retirement
System, and after ten (10) or more years of service to the Franklin County Technical School
District, or upon death after ten (10) or more years of service to the Franklin County
Technical School District, the Committee will provide compensation for accumulated
unused sick leave up to a maximum of 185 days at the following rate:

1-50 days    @ $25.00 per day

51-100 days @ $50.00 per day

101 -185 days @ $75.00 per day

 

 

For example: Teacher A has worked for the Franklin County Technical School District for seventeen (17) years and is retiring. Teacher A has accumulated one hundred sixty-five (165) unused sick days. Teacher A's compensation for this retirement benefit is calculated as follows:

50 days X $25 per day      =$1250

50 days X $50 per day      = $2500

65 days X $75 per day      =$4875

Total compensation           = $8625

E.         Any teacher who does not use a sick day during an entire school year shall receive a
stipend of $200. Any teacher who uses only one (1) sick day during an entire school year
shall receive a stipend of $100. Donating a day to the sick leave bank does NOT constitute
use of a sick day.

 

 

F.         Any teacher who has accrued more than 185 days as of July 1, 2010 will be
compensated for those days over the 185 day sick leave accumulation cap at a rate of $50
per day. Said compensation will be paid in three (3) equal installments on the first pay date
in September over each of the three (3) years of this agreement.  If the teacher does not
receive all of the above payments prior to separation from employment, he/she shall be
entitled to a lump sum payment at the time of separation from service equaling the
remaining sum.

 

TEMPORARY LEAVES OF ABSENCE

 

Teachers will be entitled to the following leaves of absence each school year:

A.        Four personal days per school year, non-cumulative, to be granted at the discretion
of the Superintendent-Director, which permission shall not be unreasonably denied.

Any of the four (4) personal leave days may not normally be taken on the day before or after a holiday or school vacation. A limited number of exceptions may be allowed at the Superintendent-Director's discretion. All unused personal days will convert to accumulated sick days at the end of each school year.

Additional days with pay may be granted at the discretion of the Superintendent-Director for special or unusual situations or conditions.

B.        Teachers may attend professional improvement programs with no loss of pay at the
discretion of the Superintendent-Director.

C.        In the event of the death of husband, wife, child, grandchild, mother, father,
grandparent, either parent or grandparent of spouse, brother or sister of the
employee, or of a person living in the immediate household of the employee, the
employee will be granted leave without loss of pay, not to exceed four (4) work days
per loss. Such leave shall not be charged to sick leave or vacation leave. The
employee shall not be required to take funeral leave immediately after the death of a
person included in the paragraph above, but may request leave to be granted for the
purpose of attending the funeral and necessary related functions. Other leaves may
be granted under this paragraph at the discretion of the Superintendent-Director.

D.        A maximum of seventeen (17) days per school year for persons called into
temporary active duty with any unit of the United States Reserves or the National
Guard, provided such obligation cannot be fulfilled on days when school is not in
session and the reservist has made an effort to request duty when school is not in
session. The reservist will be paid the difference between his/her military pay and
his/her normal school compensation.

E.        Necessary time will be granted to official Association representatives to attend
MTA/NEA conferences or conventions each year. A written request describing the
nature, time, and place of such meeting will be submitted in writing to the
Superintendent-Director. The Superintendent-Director agrees to authorize for this
purpose a maximum of two (2) days with pay and the cost of the substitutes to be
borne by the Association.

F.        The Superintendent-Director agrees to be bound by the provisions of M.G.L.A.
Chapter 234A (Jury Leave). The Committee agrees to pay full salary less any
money received from the court, to any teacher summoned for any state or federal
jury duty for the entire duration of that jury service.

 

EXTENDED LEAVES OF ABSENCE

A.        Up to two (2) years leave of absence without pay will be granted to teachers with
professional status upon election to any MTA/NEA office. 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.

B.         One (1) leave of absence without pay of up to two (2) years will be granted to any
teacher with professional status who serves as an exchange teacher and is a full-time
participant in such program. Upon return from such leave, a teacher will be considered as if
he/she were resuming their employment with the district. The time spent as an exchange
teacher will not be considered when placing the returning teacher on the salary schedule.

For example: A teacher is on step five of Appendix A prior to being awarded a leave of absence. Upon returning to the district, said teacher will be placed on step six of Appendix A.

C.         Military leave without pay will be granted to any teacher who is recalled to active
duty, drafted, or enlists as an alternative to being drafted into any branch of the armed
forces of the United States. Upon return from such leave, a teacher will be placed on the
salary schedule at the level that he/she would have achieved had he/she remained actively
employed in the system during the period of his/her absence up to a maximum of four (4)
years. Regardless of the number of years of service, the granting of professional status
shall be as provided by law.

D.        Maternity/Paternity leave without pay of up to one (1) year, surrounding the birth or
adoption of a child, will be granted by the Superintendent-Director to any employee. A
leave of longer duration may be awarded at the discretion of the Superintendent-Director
and such additional leave shall not be arbitrable under Article 3.

E.         Other leaves of absence without pay may be granted by the Superintendent-Director.

F.         All requests for leaves will be applied for in writing to Superintendent/Director stating
the specific reason for the request. Requests for leaves will be submitted at least thirty (30)
calendar days prior to the start of any leave.

 

ARTICLE 13 SABBATICAL LEAVE

A.        The Superintendent/Director has sole discretion, based on the determination of the
advantage the sabbatical program will bring to the School District, to grant a sabbatical
leave to any teacher who has served in the Franklin County Technical School District for at
least seven (7) consecutive years. Such leave will not exceed one (1) year and shall be for
advanced study, research or other appropriate program in an area of particular advantage
to the educational program of the school district. Granting of such leave will be conditional
upon availability of a certified replacement. No more than one (1) sabbatical leave will be
granted per school year.

B.        Applications for such leave must be presented prior to December 31, for the leave
beginning the following September. Applicants must be notified no later than April 1 of a
decision on the matter. Applications must include a plan of study, statement of professional purpose, and expected value to the school district.

C.         A teacher on sabbatical leave shall receive in compensation fifty percent (50%) of
his/her full salary. The teacher will retain all seniority and accrue all benefits, including step
placement, as though serving in the District.

D.        Prior to being granted sabbatical leave, a teacher shall enter into a written
agreement with the Committee that upon termination of the leave he/she will return to the
District for a period equal to twice the length of the leave. In default of such agreement, the
teacher will refund all salaries collected during the leave to the Committee. However, in the
event of illness, disability, or discharge the refund may be waived.

 

 

ARTICLE 14

PROFESSIONAL DEVELOPMENT & EDUCATIONAL IMPROVEMENT

A.         Teachers will be encouraged to enroll in courses at accredited colleges, universities,
professional schools, or attend in-service programs/activities. Teacher must have
submitted the proposed course content prior to registration or enrollment for approval by the
Superintendent-Director to be eligible for any reimbursement for tuition, required fee(s),
registration or any other allowable and/or pre-approved expenses.

B.         Upon receipt of a certified transcript or grade report indicating successful completion
of credit course(s) from an accredited college or university, the School Committee will
reimburse actual cost of the tuition and required fee(s) paid by the teacher for such
approved or required course(s). Reimbursement will not include textbooks, supplies, travel,
meals, etc., or any other costs not required to take a course.

C.         Teachers who attend workshops, seminars, conferences, or other professional
improvement sessions which have prior approval of the Superintendent-Director will be
reimbursed by the School Committee for any reasonable expense as determined at the
time of approval. Reasonable expenses may include registration fees, transportation,
lodging and meals.

D.         Regulations for professional development for vocationally approved personnel will
not exceed those regulations governing vocational education under Chapter 74 of the
General Laws of the Commonwealth. All other professional certified personnel covered by
this contract shall be required to comply with the professional development and
recertification regulations set forth by the Educational Reform Act of 1993.

E.         Additional reimbursement up to and not exceeding $500.00 may be authorized by
the Superintendent-Director for any professional development and/or educational
improvement activities per teacher each year. Proposals for this additional reimbursement
must be submitted to and approved by the Superintendent-Director prior to enrollment or
registration and must provide rationale on how participation of the teacher would benefit
and enhance the educational program of the school and/or knowledge and skills of the
teacher.

F.         All requests for reimbursement must have had the written approval of the
Superintendent-Director prior to taking a course or in-service program and must include
receipts for allowable expenses for which reimbursement is being requested.

G.     Reasonable requests made to the Superintendent-Director pursuant to this Article will be approved. Total reimbursement for Sections B and C shall not exceed $1500 per employee per year for teachers that have not achieved professional licensure and $1,200 per employee per year for teachers that have a professional license.

 

ARTICLE 15

TEACHER PROTECTION

A.         Teachers will report any case of assault or battery on them in connection with their
employment to the Superintendent/Director or his/her designee, who shall acknowledge
receipt of such report and shall transmit this information to the Committee. The alleged
assault or battery will be promptly investigated by the Superintendent-Director or his/her
designee who will submit a written report to the teacher involved, the Association, and the
Committee.

B.         The Committee will provide indemnification to all employees under Massachusetts
General Laws Annotated, Chapter 258

C.         The Committee will provide Worker's Compensation under Massachusetts General
Laws Annotated, Chapter 152.

D.         All monitoring or observation of the work performance of a teacher will be conducted
openly and with full knowledge of the teacher. Teachers will be given a file copy of any
evaluation report prepared by their supervisors. Teachers will have the right to discuss
such report and prior to its filing will sign the report to indicate that they have read it.

E.          Teachers shall not receive adverse comments in the presence of students.

F.          Teachers will have the right upon written request and at reasonable times to review
their personnel files and may request a member of the F.C.T.T.A. to be present for such
review in the presence of administrative staff.

G.         Any complaint regarding a teacher, which initiates administrative action, will result in
a teacher-administrative conference addressing the complaint.

H.         No teacher will be disciplined, reprimanded, reduced in rank, lose compensation, be
terminated or deprived of any professional advantage without just cause.

I.           No material derogatory to a teacher's conduct, service, character, or personality will
be placed in his/her personnel file unless the teacher had the opportunity to review the
material. The teacher will acknowledge that he/she has had the opportunity to review such
material by affixing his/her signature to the copy to be filed with the express understanding
that such signature in no way indicates agreement with the contents thereof. The teacher
will also have the right to submit a written answer to such material and his/her answer shall
be reviewed by the Superintendent-Director or his/her designee and attached to the file
copy.

GENERAL CONDITIONS

A.        The parties are mindful of their responsibilities under Federal and State laws and
regulations against discrimination. Accordingly, the Committee and the Association each
agree that they will not discriminate against any person because of race, color, religion,
national origin, gender, sexual orientation, disability, or age in violation of such laws and
regulations.

B.         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.

C.         The School Committee shall carry out the commitments contained herein and give
them full force and effect as School Committee policy. The School Committee shall amend
its rules and policies and take such other action as may be necessary in order to give full
force and effect to the provisions of this Agreement.

 

ARTICLE 17

ASSOCIATION & OTHER DEDUCTIONS

 

A.         The Committee agrees to deduct the Association dues in accordance with
Massachusetts General Laws, Chapter 180, Section 17C.

B.         Deductions will also be authorized for tax-sheltered annuities.

C.         The School Committee will provide the teachers with a direct deposit system for their
paychecks.

D.         Effective thirty (30) days after execution of this agreement or the commencement of
employment, whichever comes later, each employee covered by this Agreement, except
those employees who are certified to the Committee by the Association, shall be required
to pay to the Franklin County Technical School Teachers Association, an agency service
fee annually or authorize, in accordance with Massachusetts General Laws Chapter 150E,
Section 12, the payroll deduction in equal installments of an agency service fee that shall be
commensurate with the cost of collective bargaining and contract administration as
determined by the Association, but in no instance greater than the annual dues of the
Association, and which amount shall be certified annually to the Committee by the
Association. Those employees who were hired prior to July 1, 2005, and are not members
of the Association as of June 30, 2004, shall be exempted from payment of the agency fee.
The Association shall be solely responsible for enforcing the provisions of this Section. The
Committee shall not be responsible to enforce any provision of this Section.

The Association agrees that it shall indemnify and hold the School Committee harmless for any action taken against any employee as a result of this agency service fee agreement, including but not limited to any legal expenses incurred.

If any court of competent jurisdiction determines that any part of the section is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of the Section shall be null and void.

LONG TERM SUBSTITUTES

A.        A long term substitute is defined as an individual hired to replace a teacher whose
absence is expected to be more than 45 school days.

B.         When it appears that a teacher's absence may be more than 45 school days and the
administration determines the teacher must be replaced, the position shall be filled by a
substitute licensed in the specific area of instruction who will be placed on the appropriate
step of the salary schedule and offered only medical and dental insurance as outlined in
Article 4.

C.         If no substitute licensed in the specific area of instruction is found after all
reasonable attempts, administration may hire a long-term substitute who will be paid at the
rate of $150 per day and offered only medical and dental insurance as outlined in district
policy.

 

ARTICLE 19

MENTOR TEACHERS

A.        The purpose of mentoring is to provide guidance, resources, and support for the first
year teacher(s).

B.        Confidentiality is crucial when building a relationship based on mutual respect and
trust. All communications and knowledge gained (except illegal acts) must be
considered confidential between the mentor teacher and the first year teacher.

C.        Mentor teachers are coaches. Mentor teachers will not discuss the first year
teacher's teaching performance with anyone other than the first year teacher,
including school and district administrators.

D.        Mentor teachers are not evaluators. The mentor teacher's assessment of a first year
teacher's performance will not be used in the first year teacher's formal
administrative evaluation.

E.         Mentoring assignments are voluntary and the total number of new teachers a mentor
teacher is assigned will be determined jointly by the mentor teacher and the
Principal.

F.         Mentor teachers will be compensated at the following rates:

•      $650 per person mentored for first year teachers (new to the profession).

•      $450 per person mentored for veteran teachers (previous teaching experience).

G.        Mentor teachers will be expected to participate in the one day new teacher
orientation program (usually conducted before the start of the teacher work year),
schedule and facilitate monthly meetings, develop an ongoing support team for the
first year teacher(s), and participate in classroom/shop observations. It is understood
that a majority of these activities will take place outside of the normal teacher work
day. These activities are designed to help first year teacher(s) refine their
instructional practice, understand their professional responsibilities and positively
affect student achievement.

SPECIAL ASSISTANCE

The Committee agrees it will make every reasonable effort to provide necessary specialists in order to insure the operation of an effective education program.

 

 

 

ARTICLE 21 SENIORITY

Seniority shall be determined by continuous employment in the Franklin County Technical School District beginning with the first day of work in a permanent position, and including any periods of authorized leave of absence; and period worked prior to the first day of work in a permanent position, such as consulting work, paid for separately, shall not be included. Teachers employed less than full time in a permanent position will accrue seniority on a prorated basis for the time during which they hold less than full-time positions. Permanent starting date will be adjusted accordingly.

 

 

ARTICLE 22

MANAGEMENT RIGHTS

Under the laws of Massachusetts, the School Committee of Franklin County Technical School District, and/or their agent, has final responsibility for establishing the educational policies of the Franklin County Regional School for management of said school and for directing its operation. This responsibility which includes the duty to maintain public schools and such other educational activities as it finds will best serve the interest of member towns, to decide the need for school facilities, to determine the care, maintenance and operation of buildings, lands, apparatus and other property used for school purposes; to employ, assign, transfer and promote teachers; to suspend, demote or dismiss teachers of the schools for just cause in the manner provided by statute or ordinance; to evaluate the performance of and to make schedules for teachers; to grant teacher with professional status; to regulate and restrict the use of school property (real or personal); to implement improved benefits at any time for all or some; make any pay deductions because of the absence of, or failure to perform work by employees; and prescribe any professional improvement program or policies; to determine class size; to prescribe rules for management, studies, classifications and discipline for the public schools; to prepare and submit budgets to respective member towns and, in its sole discretion, expend monies appropriated by the member towns for maintenance of the schools and to make such transfers of funds within the appropriated budget as it shall deem necessary; and to exercise such other authority, rights and powers conferred upon the Committee, and/or their agents, by the laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth. The Committee, and/or their agent, agrees to take whatever action necessary to give full force and effect to the provisions of this Agreement.

As to matters not covered by this Agreement, except as abridged or modified by this Agreement or any supplements hereto, the Committee, and/or their agent, retains all the

rights and powers that it has or may hereafter be granted by law. The exercise by the Committee, and/or their agent, of any of the foregoing rights shall not alter any of the provisions of this Agreement, nor shall they be made to discriminate against any member of the bargaining unit.

 

ARTICLE 23 NO STRIKES

Neither the Association nor any employee shall engage in, induce, support, encourage, or condone a strike, work stoppage, slowdown or the withholding of services by employees.

For the life of this Agreement, the Association shall exert its best efforts to prevent violations of the Agreement and the provisions of Section 9A of Chapter 150E mentioned above, and, if any such actions do occur, to exert its best effort to terminate them.

Nor shall there be any strike or interruption of work during the term of this Agreement because of any disputes or disagreements between any other persons or other employers, unions or associations who are not signatory parties to this Agreement.

Employees who violate this provision shall be subject to disciplinary action, including discharge for just cause.

If the School Committee and/or their agents claim the Association has violated any provision of this Article, it may present such claim to the Association in writing. The President of the Association shall arrange for a meeting between the School Committee's representatives and the Association or its representatives to take place within five (5) calendar days. Upon conclusion of the meeting, the Association will provide the School Committee with its written decision within five (5) calendar days. If the claim is not resolved, the School Committee may submit the dispute to arbitration under the procedures described in Article 3 of this Agreement.

 

 

ARTICLE 24

REDUCTION IN FORCE

A.     If the Superintendent/Director determines it necessary to reduce the number of teachers with professional status in the bargaining unit or to reduce the number of positions in any department or program held by a teacher with professional status, the Superintendent/Director agrees to carry out said reduction or position elimination according to the following procedures:

1.      The retention or lay-off of any teacher with professional status whose job is eliminated or the displacement of any teacher with professional status affected by a reduction or elimination of program will be based on seniority in the bargaining unit, subject to possessing the basic ability and qualifications for the position involved. Teachers with professional status involved shall, in the following order, have the right to:

a.      Transfer to any vacancy in the bargaining unit for which they possess

the basic ability and qualifications.

b.         Replace the least senior employee anywhere in the unit, for which they
possess the basic ability and qualifications.

c.         Be placed on lay-off.

2.            In the event that seniority and basic ability and basic qualifications are relatively equal, then preference for retention shall be based upon relevant training, experience, and graduate level coursework beyond the minimum required for the position.

3.            The Association shall be notified of the number of positions and persons involved in a lay-off of teachers with professional status at least sixty (60) days in advance of said lay-off.

B.         Teachers on lay-off status will be subject to the following provisions:

1.      The lay-off period will be no more than two (2) years from the date of the lay­off, during which time:

a.         Teachers on lay-off will be given first consideration for substitute
teaching work in the field(s) for which they possess the basic ability and
qualifications.

b.         Teachers on lay-off will be given recall rights to any positions that
become vacant or are created, subject to possession of the basic ability
and qualifications. Teachers will be recalled based upon seniority.

c.         Declination of any position offered during said two (2) year recall period
will satisfy the Superintendent/Director's obligation under the recall
provision and will terminate the teacher's employment by the
Superintendent/Director.

d.         Teachers on lay-off will continue to accrue seniority in the bargaining
unit.

e.         Teachers on lay-off will have the option of maintaining their medical
insurance, subject to approval by the carrier, by assuming the full
premium cost.

f.          The Association shall be notified of any recall and be given copies of
the recall letters.

C.         Teachers with professional status employed in a less than full-time position will be
accorded bumping rights and recall rights in accordance with Article 24.

D.         When a teacher without professional teacher status is either not renewed, terminated
or reduced in position, the Association shall receive a copy of said notification simultaneous
with the teacher. The notification to the teacher will be provided in accordance with the
provisions of Massachusetts General Laws. The Association will be notified thirty (30) days
in advance of the elimination and/or reduction of a position filled by a teacher without
professional teacher status.

SICK LEAVE BANK

The School Committee shall establish a "Sick Leave Bank" for the participating members of the bargaining unit.

Criteria:

1.            Participation will be strictly voluntary.

2.            A "Sick Leave Bank" Committee will be established consisting of five (5) members appointed by the Superintendent/Director annually. Said Committee shall be composed of the following:

a.         one (1) representative of Administration

b.         one (1) representative of Academic faculty

c.         one (1) representative of Vocational Shop faculty

d.         one (1) representative with nursing credentials.

e.         one (1) representative of Guidance/SPED staff

3.            Sick Leave Bank shall be open to membership for all the members of this unit.

4.            One (1) earned day of any employee's accumulated sick leave will be donated by such employee to the Sick Leave Bank. Upon agreement by the Association and the Sick Leave Bank Committee, additional days of an employee's accumulated sick leave may be contributed by participants to the bank.

5.            Sick Leave granted by the Sick Leave Bank may be used only for prolonged illness as determined by the Sick Leave Bank Committee and can only be granted upon exhaustion of an eligible employee's accumulated Personal Sick Leave.

6.            Sick leave granted from the Sick Leave Bank shall be granted only upon majority vote of the Sick Leave Bank Committee.

7.            Employees shall be eligible for the benefits of the Sick Leave Bank only while employed by the Franklin County Technical School. New Employees shall be eligible for membership in the Sick Leave Bank after the first sixty (60) day period of their employment. In addition, employees who are eligible to join the Sick Leave Bank and who have previously not done so, may enroll during the month of October only, subject to the procedures and regulations established by the Sick Leave Bank Committee.

8.            Report of use and contributions of the Sick Leave Bank shall be reported annually to the Association, and School Committee by the Sick Leave Bank Committee.

9.            The Sick Leave Bank Committee shall be authorized to make rules and regulations as are necessary to administer the Sick Leave Bank, subject to final approval of the School Committee.

10.         All decisions of the Sick Leave Bank Committee shall be final.

RETIREMENT

Upon retirement from, and accessing the Massachusetts Teacher Retirement System, or death of the teacher and after ten (10) or more years of service in the Franklin County Technical School District, a teacher will be compensated, based on Appendix A, one (1) day for each year of service in the Franklin County Technical School District. Payments made hereunder are not considered regular earnings under Chapter 32 of M.G.L.A. This benefit can be accessed by the teacher only one time.

 

 

ARTICLE 27

RESIGNATION NOTICE

Teachers planning to resign shall give not less than a thirty (30) day written notice to the Superintendent-Director of their intention to resign so that an adequate replacement may be obtained.

 

 

ARTICLE 28

LONGEVITY COMPENSATION

Each member of this bargaining unit will receive annual longevity compensation according to the following length of service to the Franklin County Technical School. This longevity compensation will be added to the employee's annual salary and be treated as regular earnings under Chapter 32.

After nine (9) years of consecutive service at FCTS                                        $1500

After twenty (20) years of consecutive service at FCTS                                  $1750

 

 

ARTICLE 29 LONGEVITY BUYOUT

A.         Teachers who will have at least fifteen (15) consecutive years of service by January
1, 2013 may apply for this benefit. The longevity buyout will increase his/her pay for three
(3) consecutive years by $3500 in each of the three (3) years, as well as the longevity pay
already provided for in Article 28.   After receiving the longevity buyout payments, the
teacher will not be entitled to any further longevity payments under Article 28.

B.      Teachers must apply for the longevity payment on or before January 1, 2011. If the
teacher does not receive all of the above $10,500 prior to separation from employment,
he/she shall be entitled to a lump sum payment at the time of separation from service
equaling the remaining sum. A maximum of five (5) teachers may access this buyout in any
year.

C.        Available slots will be filled according to seniority with the most senior member
choosing from the available slots until all members have been assigned a slot. A total of

 

fifteen (15) longevity buyout slots will be available; five (5) per year for each of the three (3) years of this agreement.

D.     After January 1, 2011, longevity buyout will no longer be available as a benefit.

 

ARTICLE 30 VOCATIONAL/ACADEMIC TRANSITION

A.        Should an academic teacher become a vocational instructor following initial
placement on the salary schedule, salary placement will be reviewed at the time the
transition occurs and the teacher placed in the appropriate column according to
his/her vocational certification. The number of teacher preparations will also be
adjusted in accordance with Article 5-E(4) of the contract.

B.        Should a vocational instructor become an academic instructor following initial
placement on the salary schedule, salary placement will be reviewed at the time the
transition occurs and the teacher placed in the appropriate column according to
his/her academic degrees. The number of teacher preparations will also be adjusted
in accordance with Article 5-E(4) of the contract.

C.        Those academic teachers currently placed in a column based upon their initial hire
as vocational teachers who would otherwise require adjustment based upon (2)
above, shall for the life of this Agreement, be paid at the salary in effect for the 1994-
1995 school year, until conversion to the appropriate column will result in no loss of
earnings. However, said teacher(s) will have a minimum of two (2) preparation
periods daily.

D.        A teacher who simultaneously teaches in a vocational academic area shall have
his/her salary prorated in accordance with the principles outlined above.

 

E.         Academic teachers assigned to a full time vocational position will remain on the
academic pay scale and continue to receive two preparation periods in accordance
with Article 5E section 4 of this agreement.

 

 

 

 

 

ARTICLE 31

PART-TIME TEACHERS

It is understood that part-time teachers may be hired by the Principal for part-time positions. However, two or more part-time teachers will not be hired to fill full-time positions, except in unusual cases where unique circumstances and/or qualifications are required and are unavailable in a full-time teacher. The compensation, benefits and duties of teachers who are regularly employed, but less than full time, are as follows:

A.     Teachers employed on a less than full-time basis will be compensated on a prorated basis, using eighty (80) teaching periods per two (2) week cycle as the norm for full-

25

time employment.

B.        Prep time — any less than full-time teachers teaching three (3) or more periods per
day shall be entitled to one (1) prep period that day.

C.        Sick Leave — less than full-time teachers will be entitled to the prorated amount of
Sick Leave granted to full-time teachers (15) days.

D.        Temporary Leave — Personal day, bereavement leave, and emergency leave will be
excused from pro-ration.

E.         Health Benefits shall be provided in accordance with M.G.L. Chapter 32B.

 

 

ARTICLE 32 DURATION

This agreement will be effective as of July 1, 2010 and shall remain in full force and effect to and including June 30, 2013.

In the event that negotiations on a successor agreement are not completed by June 30, 2013, then the terms and conditions of the Agreement will continue in full force and effect until a successor agreement is executed.

CONTRACT AGREEMENT - SIGNATURE PAGE

 

 

 

IN WITNESS THEREOF, the parties hereunto set their hands and seal this 22^nd day of June, 2010.

 

 

 

FOR THE COMMITTEE                                                       FOR THE ASSOCIATION

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A PROFESSIONAL SALARY SCHEDULE

 

2010 - 2011 SCHOOL YEAR

 

YEAR 1 OF 3-YEAR CONTRACT: 2010-2011 (1% COLA)

 

Academic Vocational	Bachelor's Preliminary	Bach +15 Prelim. +20	Master's Professional	Mast. +15 Prof. +20	Master's + 30 Prof. +50	CAGS Bachelor's	PhD or EdD Master's
Step 1	$37,447	$38,428	$39,409	$40,590	$41,772	$43,703	$46,462
Step 2	$39,130	$40,141	$41,153	$42,361	$43,570	$45,502	$48,261
Step 3	$42,498	$43,570	$44,644	$45,901	$47,158	$49,089	$51,848
Step 4	$45,855	$46,993	$48,132	$49,425	$50,719	$52,651	$55,410
Step 5	$49,219	$50,418	$51,616	$52,979	$54,342	$56,273	$59,032
Step 6	$52,580	$53,843	$55,108	$56,521	$57,933	$59,865	$62,624
Step 7	$55,945	$57,275	$58,604	$60,065	$61,525	$63,457	$66,216
Step 8	$59,823	$61,217	$62,611	$64,120	$65,629	$67,560	$70,319

 

 

»   Vocational teachers with a CAGS would get a $1000/Year stipend (beyond Voc/Masters) »   Vocational teacher with a PhD or EdD would get a $2500/Year stipend (Beyond Voc/Masters) »   These Stipends are cumulative.

These credits must be graduate credits.

These credits must be credits that count toward professional licensure. These credits must be undergraduate and/or graduate college credits.

2011 -2012 SCHOOL YEAR

YEAR 2 OF 3-YEAR CONTRACT: 2011-2012 (1% COLA)

 

Academic Vocational	Bachelor's Preliminary	Bach +15 Prelim. +20	Master's Professional	Mast. +15 Prof. +20	Master's + 30 Prof. +50	CAGS Bachelor's	PhD or EdD Master's
Step 1	$37,821	$38,813	$39,803	$40,996	$42,189	$44,140	$46,927
Step 2	$39,522	$40,543	$41,565	$42,785	$44,006	$45,957	$48,743
Step 3	$42,923	$44,006	$45,090	$46,360	$47,629	$49,580	$52,367
Step 4	$46,314	$47,463	$48,613	$49,920	$51,226	$53,178	$55,964
Step 5	$49,712	$50,922	$52,132	$53,508	$54,885	$56,836	$59,623
Step 6	$53,105	$54,382	$55,659	$57,086	$58,512	$60,463	$63,250
Step 7	$56,504	$57,848	$59,190	$60,665	$62,140	$64,092	$66,878
Step 8	$60,422	$61,829	$63,237	$64,761	$66,285	$68,236	$71,022

 

»   Vocational teachers with a CAGS would get a $1000/Year stipend (beyond Voc/Masters) •   Vocational teacher with a PhD or EdD would get a $2500/Year stipend (Beyond Voc/Masters) »   These Stipends are cumulative.

These credits must be graduate credits.

These credits must be credits that count toward professional licensure. These credits must be undergraduate and/or graduate college credits.

2012 - 2013 SCHOOL YEAR

YEAR 3 OF 3-YEAR CONTRACT: 2012-2013 (1%COLA)

 

Academic Vocational	Bachelor's Preliminary	Bach +15 Prelim. +20	Master's Professional	Mast. +15 Prof. +20	Master's + 30 Prof. +50	CAGS Bachelor's	PhD or EdD Master's
Step 1	$38,199	$39,201	$40,201	$41,406	$42,611	$44,581	$47,396
Step 2	$39,917	$40,948	$41,981	$43,213	$44,446	$46,416	$49,231
Step 3	$43,352	$44,446	$45,541	$46,824	$48,106	$50,076	$52,891
Step 4	$46,777	$47,938	$49,099	$50,419	$51,739	$53,710	$56,523
Step 5	$50,209	$51,432	$52,654	$54,043	$55,434	$57,404	$60,219
Step 6	$53,636	$54,925	$56,215	$57,657	$59,097	$61,068	$63,883
Step 7	$57,069	$58,426	$59,782	$61,272	$62,762	$64,733	$67,547
Step 8	$61,026	$62,448	$63,869	$65,409	$66,948	$68,918	$71,733

•       Vocational teachers with a CAGS would get a $1000/Year stipend (beyond Voc/Masters)

•       Vocational teacher with a PhD or EdD would get a $2500/Year stipend (Beyond Voc/Masters)

•       These Stipends are cumulative.

*   These credits must be graduate credits.

** These credits must be credits that count toward professional licensure. *** These credits must be undergraduate and/or graduate college credits.

APPENDIX B Athletic Salary Scale

July 1,2010 to June 30, 2013

 

	Stipend	Stipend	Stipend	Stipend
	Level I	Level II	Level III	Level IV
Athletic Director	$3,488	$4,085	$4,683	$5,280
VARSITY:	Level I	Level II	Level III	Level IV
Baseball	$2,102	$2,731	$3,358	$3,984
Basketball	$2,999	$3,403	$3,867	$4,401
Cheering	$1,778	$2,023	$2,330	$2,638
Cross Country	$1,778	$2,023	$2,330	$2,636
Field Hockey	$2,102	$2,731	$3,358	$3,984
Football	$3,060	$3,464	$3,928	$4,463
Golf	$1,778	$2,023	$2,330	$2,638
Skiing	$1,778	$2,023	$2,330	$2,638
Soccer	$2,102	$2,731	$3,358	$3,984
Softball	$2,102	$2,731	$3,358	$3,984
Track	$2,102	$2,731	$3,358	$3,984
Volleyball	$2,102	$2,731	$3,358	$3,984
Wrestling	$2,102	$2,731	$3,358	$3,984
JUNIOR
VARSITY:	Level I	Level II	Level III	Level IV
Baseball	$1,564	$1,742	$1,992	$2,104
Basketball	$2,145	$2,330	$2,532	$2,755
Cheering	$1,564	$1,742	$1,992	$2,104
Cross Country	$1,564	$1,742	$1,992	$2,104
Field Hockey	$1,564	$1,742	$1,992	$2,104
Football	$1,961	$2,193	$2,571	$2,755
Golf	$1,564	$1,742	$1,992	$2,104
Skiing	$1,564	$1,742	$1,992	$2,104
Soccer	$1,564	$1,742	$1,992	$2,104
Softball	$1,564	$1,742	$1,992	$2,104
Track	$1,564	$1,742	$1,992	$2,104
Volleyball	$1,533	$1,708	$1,884	$2,063
Wrestling	$1,533	$1,708	$1,884	$2,063

 

APPENDIX C EXTRA CURRICULAR ACTIVITIES SCALE

July 1,2010 to June 30, 2013

Stipend    Stipend      Stipend     Stipend

Grade       Grade        Grade       Grade

9                     10                11               12

Class Advisors                               1,471            $1,471          $1,717       $1,717

 

Level I          Level II

Skills USA                                    $1,440             $1,594

BPA                                              $1,440             $1,594

**********The above extra-curricular activities require a minimum of two advisors.*********

 

	Level I	Level II
Yearbook	$1,440	$1,594
FFA	$1,440	$1,594
Student Council	$915	$1,042
Camera Club	$915	$1,042
National Honor Society	$915	$1,042
Outing Club	$915	$1,042
Snowboard Club	$915	$1,042
Fins, Feathers & Fur Club	$915	$1,042
Music Club	$915	$1,042
Student Equity	$574	$735
Robotics Club	$897	$1,022
Varsity Club	$574	$735
Art Club	$574	$735
Career Development	$574	$735
(same as Tech Prep)
Peer Mediators	$574	$735

OTHER DUTIES

Trade related services requiring vocational expertise                                $30 per hour

Curriculum Program Development                                                           $30 per hour
All other non-teaching duties - pay rate will be

decided by School Administration                                                            $8 to $25 per hour