Frontier

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DistrictFrontier
Shared Contract District
Org Code6700000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency UnionUnion 38 Frontier
Regional HS MembersFrontier
Vocational HS Members
CountyFranklin
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools1
Enrollment705
Percent Low Income Students21
Grade Start7
Grade End12
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AGREEMENT

BETWEEN THE

FRONTIER REGIONAL DISTRICT SCHOOL

COMMITTEE

AND THE

FRONTIER REGIONAL TEACHERS ASSOCIATION

July 1, 2010 Through June 30, 2013

AGREEMENT

BETWEEN THE

FRONTIER REGIONAL DISTRICT SCHOOL COMMITTEE

AND THE FRONTIER REGIONAL TEACHERS ASSOCIATION

THIS AGREEMENT is made and entered into on the date set forth below by and between the FRONTIER REGIONAL DISTRICT SCHOOL COMMITTEE (hereinafter referred to as the "Committee"), and the FRONTIER REGIONAL TEACHERS ASSOCIATION (hereinafter referred to as the "Association").

 

PREAMBLE

1.            Recognizing that our prime purpose is to provide education of the highest possible quality for the students of the FRONTIER REGIONAL SCHOOL DISTRICT, and that good morale within the teaching staff of the Frontier Regional School is essential to achievement of that purpose, we, the undersigned parties to the Contract, declare that:

(a)           Under the Law of Massachusetts, (including, but not limited to General Laws, Chapter 70, 71, and 150E) the Committee, elected by the citizens of the towns comprising the Frontier Regional School District has final responsibility for establishing the educational policies of the public schools of the District.

Except as abridged or modified by this Agreement or any supplements hereto, all of the rights, powers, and authority held by the Committee prior to the effective date of this Agreement are retained by the Committee, and the exercise of said rights, powers, or authority shall not be subject to the grievance procedure or arbitration.

(b)                 The Superintendent of the District, (hereinafter referred to as the Superintendent) or in his/her absence, some person duly vested with similar authority, has responsibility for carrying out the policies so established and those set forth in the General Laws, Chapter 71, and all other laws thereto pertaining.

(c)                 The professional teaching staff of the public schools of the District has responsibility for providing education of the highest possible quality.

(d)                 Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information between the Committee, the Superintendent, and the professional teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the professional teaching staff.

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

ARTICLE I RECOGNITION

For purposes of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder the Committee recognizes the Association as the exclusive bargaining agent and representative of all full-time and part-time professional employees of the Committee including degreed school nurses; excepting, however, the Superintendent, the Assistant Superintendent, the Special Education Director, the Business Manager, the Principal, the Co-Principals, the Assistant Principal, the Computer Coordinator, the Director of Secondary Education/Health Education

Coordinator and the Early Childhood Coordinator, Director of School Plant, and, when assigned to no more than a .4 teaching load, the Health Education Coordinator.

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "teachers", and references to male teachers will include female teachers.

For the purposes of this Contract the following terms are defined:

1.                   Full-time Professional Employee - any person employed under contract in a position which requires certification by the Massachusetts Department of Education and who would serve in that position for six and one half hours per day and 182 days in the aggregate shall be considered a full-time employee.

2.                   Part-time Professional Employee - any person employed under contract in a position who does not meet the full-time requirements, but the position being fulfilled requires certification by the Massachusetts Department of Education. Part-time employees are covered under this Agreement; however, salary, leave and other benefits for which they are eligible, including preparation time are to be pro-rated according to one's full-time equivalency status.

ARTICLE II NEGOTIATION PROCEDURE

A.            No later than November 1st of the calendar year preceding the calendar year in which this Agreement expires, the Committee and the Association agree to enter into negotiations over a successor agreement concerning all matters permissible by the Law of this Commonwealth to be the subject of collective bargaining. Within two weeks of date of said agreement to negotiate, a joint meeting will be scheduled for the purpose of revision of the guidelines under which negotiations will take place. Guidelines will be in writing and signed and executed by the designated chairpersons of both parties. Within thirty (30) calendar days of the aforesaid negotiation guideline meeting the first negotiation meeting shall be held at a mutually acceptable time and place. Any successor agreement so negotiated will apply to all teachers, and be reduced to writing and signed by the Committee and the Association.

B.            During negotiations, the Committee and Association will present relevant data, exchange points of view, and make proposals and counter-proposals. The Committee will make available to the Association for inspection all pertinent reports of the School System as are within the classification of public records. Neither party will be restricted in the use of professional and lay consultants to assist in the negotiations. Both parties agree to conduct such negotiations in good faith and to deal openly and fairly with each other on all matters.

C.            The Committee agrees that it will not adopt any change in policy which affects any of the provisions of this Agreement except that during the terms of this Contract, negotiations may be opened by mutual consent to cover issues that may arise under the Contract or not covered by the Contract. If an agreement is reached, an agreement of addendum to this Contract will be entered into and will be binding for the balance of the term of the Contract.

D.            The Committee agrees not to negotiate with any teachers' organization other than the organization recognized herein as the exclusive bargaining agent during the term of this Agreement.

ARTICLE III GRIEVANCE PROCEDURE

A.            Definitions:

1.                   A "grievance" is a claim based upon an event or condition which involves the interpretation, meaning, or application of any of the provisions of this Agreement.

2.                   An "aggrieved person" is the person or persons making the claim.

3.                   A "party-in-interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

B.            Purpose:

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

2.                   Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration or School Committee, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association is notified of the terms of the adjustment.

C.            Procedure:

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year could result in irreparable harm to a party-in-interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

1.             Level One:

A teacher with a grievance will first discuss it with his/her Principal (or the acting Principal), either directly or through the Association's School Representative, with the objective of resolving the matter informally. Before informally discussing a grievance with the Principal, a teacher will normally discuss such grievance with his or her department head or supervisor where such discussion is appropriate.

2.             Level Two:

(a)                 If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within seven (7) days after presentation of the grievance, he/she may file a grievance in writing with the Superintendent of Schools within seven (7) days after the decision at Level One or fourteen (14) days after the grievance was presented, whichever is sooner.

(b)                 The Superintendent will represent the Administration at this level of the grievance procedure. Within seven (7) days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it.

(c)                 If a teacher does not file a grievance in writing with the Superintendent within twenty-one (21) days after the teacher knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived. A dispute as to whether a grievance has been waived under this paragraph will be subject to arbitration pursuant to Level Four. Within seven (7) days of meeting with the aggrieved person, the Superintendent shall give a written answer to the grievance which the aggrieved person brings forward.

3.             Level Three:

Within seven (7) days after a disposition by the Superintendent or within seven (7) days after the day on which the Superintendent should have given an answer, if no answer has been received, the grievant, if dissatisfied with the Superintendent's answer or if no answer has been given, may submit the grievance to the School Committee which will consider the matter at its next regularly scheduled meeting or may, at its discretion, within seven (7) days of receiving the grievance schedule a special session of the whole Committee or a Sub-committee to consider the grievance. Within ten (10) days after the School Committee or Subcommittee hears the grievance, the Committee's designee or the Committee will inform the Association of its disposition of the matter. The purpose of these meetings is to be resolution of the grievance.

4.             Level Four:

(a)                If the Association or Grievant is dissatisfied with the disposition of the matter or if no answer is given by the School Committee within ten (10) days, then within seven (7) days of the disposition or the last day on which an answer may be given by the Committee, the Association may file a demand for arbitration with the American Arbitration Association. It is recognized by the parties that after the demand for arbitration is filed, the rules of the American Arbitration Association and their time limits and procedures shall apply. The list of arbitrators shall be provided by said Association and the arbitrator will be chosen from the lists of that Association in accordance with their rules. The parties will make every effort to have the matter heard as soon as is reasonably possible.

(b)                The decision of the arbitrator will be rendered within thirty (30) days of submission of briefs or if there are no briefs, after the close of the hearing. The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning, and conclusions on the issues submitted. The Arbitrator shall have no power to add to, subtract from, modify or amend any of the provisions of this Agreement, nor modify disciplinary action, nor shall he usurp the functions of the Committee or the proper exercise of its judgment and discretion under the Law and this Agreement, nor may he compel an act which is in derogation of such rights. No award shall be effective retroactively beyond the date at which the grievance was first presented under the Grievance Procedure established herein. The decision of the arbitrator will be submitted to the School Committee and to the Association and shall be final and binding upon the parties to this Agreement, and upon the aggrieved person or persons. Both parties to this Agreement realize that the submission of a particular matter to arbitration proceedings represents a step which, in most instances, ought to be avoided. Accordingly, before the arbitration option hereunder is invoked, the parties may mutually schedule such meetings as may be appropriate between representatives of both sides to attempt to resolve the matter on a local level.

(c)                 Dismissals and suspensions of teachers either on professional teacher status or non-professional teacher status as provided for under General Laws, Chapter 71, Section 42, as amended, or any other applicable law, shall not be grievable, but the teacher shall have all of the rights and remedies provided for under the aforesaid laws.

(d)                If, at any time after the execution of this Agreement, binding arbitration is found to be illegal or is prohibited by legislative action, all references and provisions herein to such a procedure and the effect and application thereof shall thereafter be deemed null and void, and of no effect. If, at the time of such adjudication or legislative action, there are any grievances which have been submitted to arbitration and upon which no decision has been reached by the arbitrator under Article III, Section 4 (c), such grievances shall be affected only to the extent that the findings of the arbitrator shall be received and considered by the parties as advisory only. No further arbitration submissions will be required or permitted, and the grievance process will terminate at Level Three, and the decision of the Committee will thereafter be final.

(e)                 The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses will be borne equally by the School Committee and the Association.

D.            Rights of Teachers to Representation:

1.                   No reprisals of any kind will be taken by the School Committee or any member of the administration against any party-in-interest, any member of the Association, or teacher who has assisted in the preparation of a grievance, by reason of participation in the grievance procedure.

2.                   Any party-in-interest may be represented at all stages of the grievance procedure by a person of his/her own choosing, except that he/she may not be represented by a representative or an officer of any teacher organization other than the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

E.             Miscellaneous:

1.                   If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Two. The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

2.                   Decisions rendered at Levels One, Two, and Three of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties-in-interest and to the Association. Decisions rendered at Level Four will be in accordance with the procedures set forth in Section C, Paragraph 4 (b).

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

4.                   Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

ARTICLE IV SALARIES

A.            Effective July 1, 2010, no Steps during the contract year. There will be a 1% increase in salary and a 1% health insurance adjustment for those employees on Schedule A, except those on steps 20L and 25L. For employees on Step 20L they will continue to receive $500.00 more than Step 12 and for those on Step 25L they will continue to receive $500.00 more than Step 20L.

Effective July 1, 2011, one step increase will be provided for employees eligible for steps. Schedule A remains unchanged, except that a new Step 13 will be implemented which will reflect a 1.5% increase from Step 12. For employees on Step 20L they will receive $500.00 more than Step 13 and for those on Step 25L they will continue to receive $500.00 more than Step 20L.

Effective July 1, 2012, one step increase for those eligible for steps plus a 2% increase for those on Schedule A. For employees on Step 20L their increases will remain $500.00 more than Step 13 and for those on Step 25L their increase will remain $500.00 more than Step 20L.

B.            Teachers shall have the option annually of signing up for twenty-one/twenty-two (21-22) or twenty-six (26) pay periods. Those selecting twenty-six (26) pay periods shall be given the additional option of receiving, with their twenty-first (21) or twenty-second (22) paycheck, a lump sum payment of the balance due on their contract. Teachers prior to the end of school in June must notify, in writing, the Central Office of their requested payment schedule. Teachers who request may have money withheld from salary in the credit union.

C.            1.             All teachers entering the employ of the School Committee after the execution of

this Agreement may be placed on the proper step of the salary schedule in accordance with their degree status and previous teaching experience; provided, however, that this section shall not preclude the administration from offering a prospective new teacher a lesser salary in the appropriate degree column on the salary schedule acceptable to the employee as long as Article XIV.C. Early Retirement and Incentive Plan shall remain available to members of the bargaining unit.

2.             It is agreed that no such new teacher will receive a higher salary than any presently employed teacher with equal experience and training except in the case of a position requiring special or unusual skills and training.

D.            Teachers who expect to move to a new column must notify the Superintendent of Schools in writing on or before September 30 of the year preceding the expected move, in order to meet budget requirements. The appropriate increase in annual salary is to begin on September 1 following completion of the requirements for the degree with the exception that if the degree is granted in January, the increase in salary shall be pro-rated beginning the month following completion of the requirements for the degree.

E.             A teacher with a Master's Degree who subsequently obtains thirty (30) semester hours of study shall be compensated at a higher rate in accordance with "Appendix A".

ARTICLE V PROFESSIONAL DEVELOPMENT

A.            Should the Committee request a teacher to take specific courses for advancement or improvement, it will reimburse the teacher for the entire cost.

Upon successful completion of an approved course, the teacher must provide receipts to the Superintendent with a college certified transcript of credit with the final course grade noted thereon. Reimbursement will depend on a grade of "B" or above in a graded course and a passing grade in a pass/fail course.

B.            The Committee will appropriate six hundred dollars ($600.00) for each full-time professional employee for professional development activities approved by the Principal. A part-time professional as defined in Article I will receive a pro-rated amount. Unused monies in this account will be offered to the staff for additional professional development activities or reimbursements on or before April 15th of each year. The total amount of the appropriated and additional professional development monies for each staff member will not exceed two thousand dollars ($2,000.00) per year. Any professional development monies remaining as of May 15th shall revert to the building's general budget.

ARTICLE VI TEACHER EVALUATION

A.            All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. There shall be no surveillance conducted by means of any electrical or electronic equipment, without written approval of the teacher; no reprisals of any kind will be taken against any teacher not providing written approval.

1.                   Teachers will be observed at least twice during the school year in which they are evaluated. Teachers who have acquired professional teacher status will be evaluated at least biannually; teachers who have not acquired professional teacher status will be evaluated annually. The evaluation report will be discussed promptly with the teacher by the evaluator and the teacher shall acknowledge that he/she has had the opportunity to review the report by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with contents thereof. A copy of the evaluation report will be forwarded to the Superintendent and one copy will be given to the teacher.

2.                   Evaluations may be conducted by the Principal, Director of Special Education, Assistant Principal, Department Head, Coordinator, or Superintendent. Team leaders will assist in the evaluation process (i.e. classroom observations). The Principal has the ultimate responsibility for evaluations.

3.                   The parties further agree that the Superintendent shall cause the performance of all teachers within the school district to be evaluated using any principles of evaluation established by the Massachusetts Board of Education pursuant to section one B of Chapter 69 and by such supplemental performance standards as the school committee may require and agree to in negotiations with the collective bargaining representatives of the Association.

4.                   The Teacher Evaluation Form and State Department of Education descriptors will be in the Superintendent's office.

B.            1.             Individual teachers will have the right at any time during the working day to review the contents of their personnel file. A teacher will be entitled to have a representative accompany him/her during such review. Such review will be conducted in the presence of a member of the school administration.

2.             No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy within thirty (30) calendar days of receipt.

C.            Any signed written complaint regarding a teacher made by any parent, student, or other person will be promptly called to the attention of the Principal, who will inform the teacher as to the complaint, the source and nature of the complaint and the disposition of the complaint. However, frivolous complaints or anonymous complaints that are not corroborated or verified by administration will be disregarded.

D.            The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance. If any formal action is to be taken against the teacher, he/she will be entitled at his/her option to have a representative present from those representatives reasonably available. All participants at disciplinary meetings are entitled to be treated with professionalism.

E.             Pursuant to Chapter 71, Section 42, a Principal may dismiss or demote any teacher or other person assigned full-time to the school, subject to the review and approval of the Superintendent; and subject to the provisions of this section, the Superintendent may dismiss any employee of the school district. In the case of an employee whose duties require him to be assigned to more than one school, and in the case of teachers who teach in more than one school, those persons shall be considered to be under the supervision of the Superintendent for all decisions relating to dismissal or demotion for cause.

A teacher who has been teaching in the district for at least ninety calendar days shall not be dismissed unless he has been furnished with written notice of intent to dismiss and with an explanation of the grounds for the dismissal in sufficient detail to permit the teacher to respond with documents relating to the grounds for dismissal, and, if he so requests, has been given a reasonable opportunity within ten school days after receiving such written notice to review the decision with the Principal or Superintendent, as the case may be, and to present information pertaining to the basis for the decision and to the teacher's status. The teacher receiving such notice may be represented by an attorney or other representative at such a meeting with the Principal or Superintendent. Teachers without professional teacher status shall otherwise be deemed employees at will. A teacher with professional teacher status, pursuant to section forty-one, shall not be dismissed except for inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination, or failure on the part of the teacher to satisfy teacher performance standards developed pursuant to section thirty-eight of this Chapter 71, or other just cause.

ARTICLE VII TEACHING HOURS AND TEACHING LOAD

A. 1.                        Starting and dismissal times for students will be established by the School

Committee after taking into careful consideration State regulations as prescribed by the State Board of Education. However, the previous sentence does not affect the current teacher day, including time before and after instruction begins.

2.                   The workday of personnel covered by this Agreement shall begin at 7:45 a.m. and end at 2:15 p.m.

3.                   High School teachers shall be required to spend a total of not less than one and one-half (1 1/2) hours each week before opening or after closing of school for parent-teacher conferences, student make-up sessions or tutorial assistance.

Parents, students and Administration will be kept informed of times that High School teachers will be available before opening or after closing of school. Faculty meetings may be called monthly by the Principal or the Superintendent. Teachers shall be required to attend no more than ten (10) after school faculty meetings. They shall be scheduled on a rotating basis of joint school and separate school staff meetings. Department Heads will schedule departmental meetings as often as is necessary to meet departmental goals and will make every attempt to schedule these meetings so as not to interfere with classes. The Principal or Superintendent may direct departmental meetings to be held when the educational need requires, and for special or unusual projects. Such meetings as may be directed by the Principal or Superintendent will not, under normal circumstances, be called more than once monthly.

B.            The work year of teachers shall be in accordance with General Laws, Chapter 71, Section 1, as amended, and in accordance with requirements of the Board of Education of the Commonwealth of Massachusetts as set forth in the aforesaid Law. In addition thereto, up to two (2) additional days may be scheduled by the administration without additional compensation therefore, one (1) such day for teacher orientation prior to school opening, and one (1) day for administrative purposes as determined by the committee or Superintendent. The work year of teachers shall begin no earlier than the last Wednesday in August, and it shall end no later than June 30 unless mutually agreed upon or if a change is mandated by law or Department of Education regulations.

C.            All subject areas, including World Languages, English, Mathematics, Science, Social Studies, Physical Education, Business, Art, and Music shall not exceed thirty (30) pupils per classroom. In the subject areas of Technology Education, Family and Consumer Science, and Lab Sciences, class size shall be limited for safety considerations. Commencing August 31, 2005, teachers may be assigned to student advisory period during the work day.

D.            1.             Preparation Period - Each teacher shall have a duty free preparation period each day except where unusual and temporary situations involving a staff shortage require a teacher to fill a temporary assignment on that day. Under such circumstances, compensation will be $45.00 for each period covered. Such compensation shall be paid annually.

2.             Emergency Duty Coverage - The School Committee or its designee shall make every effort to find non-teachers to handle duties. However, in emergency situations, teachers may be required to perform duties not to exceed one hundred eighty (180) minutes a year.

Each teacher shall determine whether the one hundred eighty (180) minutes will be either four (4) forty-five (45) or two (2) ninety (90) minute periods of time.

Emergency assignments shall be rotated among all Frontier teachers based on a schedule prepared by lottery within thirty (30) days of the execution of this contract.

3.             Side Letter-Block Schedule

a)                   A high school teacher will be scheduled for no more than three (3) block teaching assignments and a block preparation period per day. Additionally, a high school teacher will not be assigned a non-teaching duty.

b)                   The contract parties agree to review the block schedule format at least on a yearly basis of the contract. Meetings called pursuant to this contract section shall be with the Superintendent and the Building Principal in attendance. The Superintendent is not required to attend this meeting unless the Association so requests, in writing. Other meetings related to block scheduling issues shall be with the Principal in attendance.

c)                   If the block schedule format, as agreed upon by the parties, cannot be implemented for any reason, then high school teachers will be assigned classes and duties pursuant to the 1993-1996 Frontier Contract's Articles VII and VIII.

d)                   The parties agree that a Middle School teacher shall not be required to spend one and one-half hours each week before and after closing of school for parent teacher conferences, student make-up sessions or tutorial assistance. However, a Middle School teacher shall respond to any reasonable need or request made by a parent and/or student for a meeting before or after school.

e)                   The following chart describes preparation time for part-time teachers in a block schedule.

Teaching                                                Prep Time

1   Block                                                  1/3 Block

2   Blocks                                                % Block

The Superintendent is not required to attend this meeting unless the Association so requests, in writing.

4.                    The Middle School Team model should be encouraged by both parties to the Agreement.

5.                    Middle School teachers are responsible for taking part in daily team meetings. These meetings are considered an essential part of any effective middle school program. Middle School team meeting time shall be considered a part of the preparation time specified for all teachers.

6.                    Teachers may volunteer to tutor students during their preparation periods. However, teachers may volunteer for only two (2) non-consecutive quarters per year. Posting requirements in Appendix C will be followed.

E.             The parties will review the District technology policies and make recommendations to the School Committee.

ARTICLE VIII TEACHER ASSIGNMENT

A.            Teachers will be notified in writing of their program for the coming year, including grades, subjects, and division levels that they will teach and any special or unusual classes that they will have as soon as practicable, and under normal circumstances, not later than August 1.

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

C.            All employees covered by this contract who are called to work beyond the regularly defined school year shall be compensated at their per diem rate.

D.            The School Committee may increase the teachers' work year up to three (3) days and will compensate them at their per diem rates consistent with Section C of this Article.

ARTICLE IX VACANCIES & PROMOTIONS

A.            Whenever a vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in this school as far in advance of the appointment as possible. Between close of one school year and start of next school year, written notices of any such vacancy will be given to each member of the Association who files a mailing or forwarding address with the office before leaving school. In both situations, the qualifications for the position, its duties, and rate of compensation will be clearly set forth. The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore. No vacancy will be filled, except on a temporary basis, within ten (10) days from the date the notice is posted in the schools and the giving of notification to the Association membership.

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

In filling such vacancies, first consideration will be given to qualified teachers already employed by the Committee, and each teacher applicant not selected will, upon request, receive from the Superintendent or his/her designees a written explanation of why the successful applicant was selected.

Where a vacancy is to be filled, appointments will be made wherever possible not later than sixty (60) days after the notice is posted in the schools or the giving of notification to the Association.

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

D.            The parties hereto recognize the desirability of improved curricula. They also recognize that continuous attention to such matters, coupled with occasional periods of concentrated effort are of value in updating and revising curricula. Teachers will be required to apply continuous effort to such matters which are part of the teachers' normal professional obligation. The Committee, however, recognizes that occasional special projects may be required. On such occasions, the Committee will employ those teachers willing to assist in such work on an agreed basis to serve for added compensation. By way of example and not of limitation, such special work may be undertaken on weekdays after school hours, or on Saturdays or during school vacation periods. Any summertime work on such projects, if scheduled by the Committee, will be subject to the rate of pay agreed upon.

ARTICLE X LEAVES OF ABSENCE

A.            Sick Leave

1.                   All employees covered by this Contract are allotted fifteen (15) days of sick leave with pay each year.

2.                   In the event that an employee is absent due to illness for less than fifteen (15) days in any one school year, the days not used shall be accumulated for use in subsequent years to a maximum accumulation of one hundred twenty-five (125) days without loss of previous accumulation. Teachers who have completed fifteen (15) years of service to the Frontier District (including time spent in schools which were supplanted by this District) shall be entitled to accumulate a maximum of one hundred sixty (160) days of unused sick leave. If the administration feels that a pattern of abuse of sick leave exists, the subject teacher will be so notified in writing with a copy of such letter to the Association. The continuation of said pattern may result in the requirement of a doctor's certificate or refusal to pay sick leave for all future absences where such a certificate is not supplied. In the event that the Superintendent questions the medical capacity of a teacher to perform satisfactorily, the Committee reserves the right to require a medical examination; such examination to be made in the presence of the teacher's physician, if the teacher so desires. The Committee reserves the right to take action consistent with the examining physician's findings and advice.

3.             In any one school year five (5) of the fifteen (15) days intended for sick leave may be used at the option of the employee concerned for the following personal reasons:

(a)                 Specific religious holidays;

(b)                 Serious illness in the immediate family;

(c)                 Court cases;

(d)                 Other personal or business reasons at the discretion of the Principal.

4.                   Five (5) days shall be given to a regular full-time teacher for death in the immediate family. The term "immediate family" shall be considered to include mother, father, sister, brother, husband, wife, son and daughter, and comparable "step" relatives. Five (5) days at the discretion of the Principal may be given to a regular full-time teacher for the death of others outside the immediate family.

5.                   Up to three (3) days shall be given to regular full-time teacher to attend the funeral of an in-law, grandparent, grandchild, and comparable "step" relatives, or others at the discretion of the Principal.

6.                   After the expiration of sick leave, or used up available days in the Sick Leave Bank, in prolonged illness, full salary minus the salary of the substitute teacher will be paid to the regular full-time teacher throughout the end of the school year. A doctor's certificate verifying the confining illness of such a person shall be required except as provided by state law. Authorization is to be secured by the Superintendent of Schools from the School Committee.

7.                   In exceptional cases, other days of leave may be granted at the discretion of the School Committee.

8.                   In computing the amount to be deducted for a day of unexcused absence, the year shall be held to consist of one hundred eighty-two (182) days.

9.                   The Committee agrees to comply with all of the provisions of General Laws, Chapter 71, Section 55B, relative to tuberculosis control.

B.             Sick Leave Bank

The Frontier Teachers Association and the Frontier Regional School Committee agree jointly to create and operate a Sick Leave Bank for all members of the Frontier Regional School Unit A bargaining unit. If a member of the Sick Leave Bank (hereinafter S.L.B.) for just causes uses all of his/her accumulated personal sick days, he or she may apply to the Sick Leave Bank Committee for more days until such time as he/she accumulates more sick days of his/her own or exceeds the limits set forth in the contract below or in the by-laws of the Sick Leave Bank Committee.

1.                   A Sick Leave Bank Committee shall be created consisting of two (2) teachers and two (2) members of the School Committee or designees thereof. This Committee may fix any by-laws that are appropriate and within the scope of its authority as granted by this Contract.

2.                   In order for a teacher to receive sick days from the S.L.B., he/she must have already exhausted his/her accumulated sick leave. The S.L.B.C. shall assess the need of each applicant to the Bank and may grant sick leave to those persons suffering from prolonged or recurrent illness.

3.                   Leave shall be granted only upon a majority vote of the S.L.B. Committee provided the leave does not exceed ninety (90) days in the aggregate during any given school year.

C.             Miscellaneous

1.             Visiting Day

(a)           Full-time teachers may be allowed to spend one (1) day per school year in observing another school system provided that the following conditions are fulfilled:

i.              adequate substitute replacement can be obtained.

ii.             the visiting day has been approved in advance by the Superintendent of Schools and the Principal.

(b)          Said visiting day shall not be deducted from paid sick leave.

2.             Conference Day

(a)           All days spent at conference approved by the administration shall not be deducted from paid sick leave.

D.            Maternity/Family Leave

Leaves under the provision of this Agreement which are also eligible under the Family and Medical Leave Act (FMLA) shall run concurrently as both FMLA and contractual leave, and the more liberal of the provisions shall apply.

E.            Sabbatical Leave

The School Committee may grant sabbatical leave to any teacher recommended by the Superintendent. Teachers eligible for such sabbatical will be only those who propose to the Committee a program of study and/or travel involving enrollment in an accredited college or university, whether such course of study takes place in the United States or abroad.

Sabbatical will be granted only to those teachers whose programs of study will, in the judgment of the Committee, benefit the program of the Frontier Regional School and may be granted under the following conditions and requirements:

1.                   Eligibility for sabbatical leave will be limited to teachers who have completed five (5) years of service at Frontier prior to applying for such leave.

2.                   Application must be made to the Committee not later than January 15 of the school year prior to the school year in which the sabbatical leave is planned.

3.                   Successful applicants will be paid at a rate of two-thirds of the salary payable to them for the duration of the leave based on a school year of 181 days.

4.                   The applicants final decision to take a sabbatical leave may be delayed until the awarding of fellowships, grants, or scholarships which may be involved.

5.                   Not more than two teachers will be granted sabbatical leaves for any school year and the two teachers granted sabbaticals will be selected from separate academic departments.

6.                   The teachers granted sabbatical leaves shall execute an agreement to return to the Frontier Regional School System for not less than two (2) years of service. Failure to return as agreed will render the teacher legally liable to make restitution to the District of all salaries paid to him/her while on sabbatical leave except in the case of the teacher's death or permanent disability.

7.                   The teacher returning from sabbatical shall be placed on the appropriate step on the salary schedule as though he/she had been in active service in the system for the period of the sabbatical leave. The sabbatical leave shall not affect continuity of service.

8.                   Insurance coverage and all payroll deductions shall continue as though the teacher were in active service.

9.                   Teachers shall be required to supply the Committee with such reports or certificates of attendance as it may reasonably request, relative to the teacher's itinerary and activities while on sabbatical leave.

F.            Unpaid Long Term Leave of Absence

Upon written request, the School Committee may grant an unpaid leave of absence for a period of up to one (1) year. Said leave may be extended, upon written request, for a period of one (1) additional year. During such leave, an employee will not continue to accrue any additional salary, seniority, or leave benefits but, upon return, all such previously accrued salary, seniority, or leave benefits shall be restored. The returning employee shall be placed in the position most nearly equivalent to that held before going to leave. An employee may continue to participate in the premium costs during this leave of absence.

ARTICLE XI TEACHER FACILITIES

A.              The Committee and Association agree that the following facilities are desirable, and the

Committee agrees to provide such facilities, subject to physical plant and budgetary restrictions:

1.                    Space in each classroom in which teachers may safely store instructional materials and supplies, such as desks which may be locked, locked file cabinets, or the like.

2.                    A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials.

3.                    An appropriately furnished room which may include a pay telephone, to be reserved for the exclusive use of teachers as a faculty lounge. Said room to be in addition to that noted in (2)) above.

4.                    A serviceable desk and chair for the teacher in each classroom.

5.                    A communications system so that the teachers may communicate with the main office from the classroom.

6.                    Well-lighted and clean rest rooms for male and female teachers, equipped with a power exhaust fan for each facility.

7.                    A separate, private dining area reserved for exclusive use of school employees.

8.            Adequate parking space will be reserved in the school parking lot for use of teacher's parking.

ARTICLE XII PAYCHECK DEDUCTIONS

A.            The Committee agrees to deduct monies from the salaries of teachers for the following purposes:

1.                   Dues to the Frontier Teachers Association, National Education Association, and Massachusetts Teachers Association.

2.                   Appropriate premium deductions for medical and health insurance, Unum Provident Disability Insurance, etc., when so authorized.

3.                   Amounts authorized by a teacher who is participating in a tax sheltered annuity plan authorized by Federal Law.

4.                   Deductions in amounts authorized by the teacher to the Franklin First Federal Credit Union or Trustmark within five (5) business days of each payroll check.

B.            Such deductions, upon individual authorization, will be paid directly to the directed account by the Treasurer of the School District.

C.            Dues deduction authorization forms and other appropriate forms will be designated and submitted by the Association to the Committee for approval.

ARTICLE XIII INSURANCE PLAN

A.            The District will pay 70% of the premium for the Blue Cross/Blue Shield PPG Plan through Hampshire County Group Insurance Trust and 80% of the premium for a Blue Cross/Blue Shield HMO Plan through Hampshire County Group Insurance Trust for the eligible employees covered by the Agreement, and the employees will pay. through payroll deduction, the remaining premium costs.

1.            Individual or family coverage, (includes same sex marriage partners) whichever applies in the particular case, for Health Insurance currently available or a mutually agreeable alternative plan which may become available during the duration of this agreement. Current plans available to teachers include a Blue Cross/Blue Shield PPO Plan and a Blue Cross/Blue Shield HMO Plan through Hampshire County Group Insurance Trust.

2.             $5,000 term life insurance plan of the type presently available or its equivalent to teachers.

B.            The Committee will provide a Long-Term Disability Insurance Plan, which provides monthly benefits for eligible employees after a waiting period of no more than ninety (90) days. The plan will pay up to sixty percent (60%) of the employee's salary, up to a maximum of monthly benefit of five thousand dollars ($5,000.00). The Committee's contribution will be forty percent (40%) of the individual's premium. A Short-Term Disability Insurance Plan is available at total cost to the employee.

C.            The Committee shall continue to maintain a "Cafeteria Plan" (Internal Revenue Tax Code, Section 125) whereby teachers may elect to pay their share of health insurance benefits by means of "salary reduction" (pre-tax dollars).

D.            As a separate stipend, subject to required deductions, the District shall provide a $500 payment for each full health insurance contract year during which the employee (or both employees in the case of two spouses who are both employees of the District) is not on the District's health plan, but does provide clear evidence that the employee(s) is covered by adequate health insurance for themselves and their minor dependents, if any. Payments will be made after the insurance contract year and will be pro-rated to reflect periods of non-employment and/or periods of coverage under the District's health plan. For the purposes of this provision, the "District's health plan" shall include the health plans available under the four towns that make up the District.

E.            The District shall provide, as part of its health plan, the Guardian "Value PPO" Dental Plan offered through the Hampshire County Trust, to all eligible employees whether or not they are participants in the District's health plan. Premium costs will be split fifty/fifty and the employee will authorize appropriate payroll deductions. An employee who participates in this Dental Plan shall not lose eligibility for the $500 payment set forth above, if he/she otherwise qualifies for it.

ARTICLE XIV LONGEVITY PAYMENT OPTIONS AND RETIREMENT SEVERANCE

A.            Definitions:

STANDARD SERVICE RETIREMENT: Termination of employment by a teacher at Frontier Regional School District for purposes of retirement under Chapter 32, Section 5 of Massachusetts General Laws.

VOLUNTARY RESIGNATION: Any termination of employment at Frontier Regional School District by a teacher other than for the purpose of retirement.

B.            Unused Sick Leave:

Upon retirement, a teacher will be paid in a lump sum an amount of money based upon payment for two (2) days of unused sick leave for each year of service to the Frontier Regional School District. Such pay will be based upon the teacher's regular salary, exclusive of any extra stipends for coaching, clubs, etc. With the exceptions noted in subsections C and D below, this benefit will apply only to standard service retirements.

Standard service retirements are subject to the following notice requirements. In order for a teacher to receive this benefit in the fiscal year of his/her retirement the administration must receive written notice of intent to retire by January 15, of the school year prior to his/her last employment year. In the event that said written notice is not timely received, said benefit shall be paid on or before July 15, in the calendar year immediately subsequent to the calendar year of retirement.

C.            (1)           Early Retirement Incentive Plan (ERI - Option A)

As an incentive to teachers considering early retirement, an employee who retires between the ages of 52-60 inclusive after completing a minimum of fifteen (15) consecutive years with Frontier Regional School shall receive a one-time ERI (Early Retirement Incentive) payment, on or before September 1, in the calendar year immediately subsequent to the calendar year of retirement.

Subject to the following conditions:

(a)           No more than four (4) teachers or the equivalent therein will be eligible for this benefit in one fiscal year. Eligibility will be determined by receipt of written notification in the Office of the Superintendent of Schools.

(b)           The ERI payment will be $17,000.

(2)                            Longevity Benefit Plan Option A

(a)                 Effective July 1, 2005, employees with fifteen (15) completed years of service in the District may elect a longevity payment of $3,000 per year for three (3) consecutive years. The benefit payments are to be paid as part of regular pay, not as a separate stipend. Payments do not continue through a period of unpaid leave but will be restored upon return to active employment. Payments shall not continue upon a teacher's separation from employment unless such separation is due to a reduction in force, or unless the selection process prevents the teacher from remaining in the benefits plan for the full three (3) years.

(b)                 Application is required by October 1 of the year preceding the year in which the benefit payments shall begin. For the 2005-2006 school year, applications must be submitted no later than two (2) months after the ratification of this Agreement. Immediate placement is not ensured, since the District retains the right to set budget limits. However, the District will not set budget limits that are generally viewed as unreasonably restrictive. Employees electing but not immediately placed under the provisions of Paragraph (1) above will be carried forward to the next school year and placed at the top of the list.

(c)           In the event that an abnormally high number of employees elect this option in a specific year, the following sequence of events will take place:

(1)                 A request will go to all employees who have elected this option seeking employees willing to delay the start of this option to the next school year. Employees will have five (5) school days to respond to this request.

(2)                 If a budgetary problem still exists after voluntary delays are sought, employees electing this option will start in order of seniority, with the most senior being placed first and the remainder starting in the next school year.

(3)                 No employee will be denied immediate placement on the longevity schedule specified in this Article for any reason other than as specified in this Paragraph (C).

(3)           Longevity Benefit Plan Options B and C

Employees hired prior to July 1, 2007 will be eligible for the current ERI (Option A), the three (3) year longevity benefit (Option B), or yearly longevity payments (Option C).

Option A - Current ERI of $17,000 and current longevity salary steps (20L or 25L).

Option B - Option A Longevity Benefit Payments at $4,000/year for three (3) years and current longevity salary steps (20L or 25L).

Option C - Yearly longevity payments to begin after year 14 of service to Frontier Regional School District. The current longevity salary steps (20L or 25L) do not apply to this option.

15-19 years                         $500

20-24 years                         $1,000

25 - 29 years                       $2,000

30+ years                             $3,000

Current employees with 14 or more years at Frontier must choose an option by November 1, 2007.

Employees hired on or after July 1, 2007 will be eligible for only the three (3) year longevity benefit (Option B) or yearly longevity payments (Option C).

Employees must decide a longevity plan by November 1 of their 14th year of service.

D.            Teachers who give, during the school year, a minimum of thirty (30) days notice of their intent to terminate their employment shall be:

1.                   Paid all sums of money due them for earned unpaid salary no more than thirty (30) days from date of termination, and;

2.                   Eligible for this Article's retirement benefit subject to the provisions of M.G.L. Ch. 32, Sec. 5 and subject to the notice requirements set forth in subsections B and C of this Article.

Failure of a teacher to give a minimum of thirty (30) days notice of his/her intent to terminate employment shall result in the forfeiture of all benefits other than salary due.

E.            Teachers with at least ten (10) years of service in the Frontier Regional School District who are required to retire solely based on their or their spouse's illness or disability shall be entitled to this Article's retirement benefit and shall not be subject to the notice requirements of subsection B above, however shall remain subject to notice requirements of sub Section C. Said teachers shall receive all salary and benefits owed within thirty (30) days of their retirement.

ARTICLE XV PERSONAL INJURY BENEFITS

A.            Whenever a teacher is absent from school as a result of personal injury caused by an accident or assault occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workmen's compensation award made for temporary disability due to said injury) for the period of such absence. The difference in pay between the workmen's compensation award and full pay will be charged off to the teacher's annual or accumulated sick leave.

B.            Teachers will be reimbursed for:

1.            Any clothing (exempting hosiery) damaged in an assault or accident occurring in the course and scope of his/her employment, except where the teacher's clothing is damaged due to his/her failure to wear appropriate protective clothing when usually expected.

Example: Acid burns in the laboratory where rubber apron is not worn.

ARTICLE XVI REDUCTION IN FORCE

It is agreed among the parties that should an employee be reduced in time under this agreement that the employee shall receive proportionate salary and benefits as his/her service bears to full time service. However, a person reduced to part time shall receive full seniority for such reduced service.

A.            The parties agree to be governed by the Laws of Massachusetts relating to Professional Teacher Status and Teacher Certification. The parties agree that the Laws of this Commonwealth shall take precedence over this clause. The School Committee, by this clause, intends to surrender no more of its discretion than is necessary to effectuate the specific language that is set forth below. If any part of this clause is found to be in conflict with a decision of the Courts or statutes of this Commonwealth, then the parties further agree such parts shall be null and void and the rest of this clause shall continue in force.

B.            Whenever a situation arises in which the School Administration determines that it no longer requires the services of a teacher on a full or part-time basis, the Administration will take the following criteria into account in deciding teachers with the same length of service to lay off:

1.                   Teaching ability as evidenced by written evaluations, observations, and other measures relating to teacher ability;

2.                   Certifications in other areas or specialization in teaching or in other areas of the Frontier Regional School Program which make it desirable to retain a teacher;

3.                   If the above factors are equal, then a teacher with the longest continuous service in the Frontier Regional School District shall be retained. Time on approved leave or sick time shall count toward length of service for seniority purposes.

C.            Should a reduction be necessary, the School Committee will notify all teachers as soon as possible after identifying the subject, grade, or specialization in which the reduction is to take place. A teacher who is threatened with reduction should supply the Superintendent of Schools with all teaching certifications they have in areas outside that in which they have been teaching should a teacher have a certificate or be certifiable before the start of the next school year. Such teacher with a certificate outside the area in which they teach will be offered positions which are vacant or available if they have or can get by the beginning of the next school year certification for the vacant position. No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher without such status for whose position the covered employee is currently certified. No teacher with such status shall be displaced by a more senior teacher with such status unless the more senior teacher is currently qualified pursuant to M.G.L. Chapter 71, Section 38G for the junior teacher's position.

D.            Nothing in this Agreement shall bar the Association from mailing to teachers who have been "laid-off' under this section notices of vacancies that occur within the unit.

E.            Recall: Employees on professional teacher status who are separated under this clause of the contract (that is, the separation is due to decrease in enrollment, economic cause, or reorganization rather than conduct unbecoming a teacher, or other disciplinary cause), shall be entitled to recall rights for one year from the effective date of termination. Recall shall mean that if a vacancy occurs during the period of recall for which that employee on recall is qualified and certified, they shall first be offered the position and shall be appointed, if they accept.

Employees on recall shall be responsible for providing an update of their addresses to the Office of the Superintendent. Notice of vacancy shall be sent by one registered letter to the last address provided and failure to respond to such notice within fifteen (15) days shall forfeit recall rights. Employees on recall shall notify the Superintendent of any new certifications they obtain during such recall. Employees on recall may maintain their membership in the group health insurance plan provided they pay the total costs of such plan. An employee who declines recall without justification shall be considered terminated without further recall rights or benefits. An employee who refuses recall with justification shall move down one place on the recall list. All rights and benefits that an employee was entitled to when laid off shall be restored, in full, upon recall.

ARTICLE XVII GENERAL PROVISIONS

A.            The Committee reserves the right to establish the school year calendar. However, the Superintendent or his/her designee will discuss the calendar with the Association president prior to the calendar being officially adopted by the Committee.

Every effort will be made to accommodate reasonable suggestions regarding the calendar.

B.            Consistent with provisions herein relative to Class Size or Work Load, the Principal shall make every effort to equalize class sizes, taking into consideration the type of classes involved, available physical plant, and other matters appropriate to sound educational practice.

C.            Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher; provided, however, that said activity does not interfere with the performance of his assigned teaching duties and does not violate any State or Federal Law.

D.            The Committee will, upon request, provide the Association with any documents which will assist the Association to develop intelligent and constructive programs on behalf of teachers and their students. Such material will also be provided, along with any other requested, which will enable the Association to process grievances under this Agreement; provided, however, that any confidential material may not be requested hereunder, and further, that if any duplicating or reproduction costs are involved, the Association will pay or reimburse the Committee for such costs.

E.            A copy of the agenda for School Committee meetings will be placed in the school mailbox of the Association President when it has been made up. In addition, similar treatment will be given for a copy of the minutes of official Committee meetings as provided under General Laws, Chapter 39, Section 23 A. Copies of the finalized budget will be furnished to the Association President.

F.             Should any provision of this Agreement, or the application of this Agreement to any member of the professional staff or Committee covered hereunder be found to be contrary to Law, such provisions or application shall have effect only to the extent permitted by Law, or as provided for hereunder (see, for example, arbitration provisions), but all other provisions or applications of this Agreement shall continue in full force and effect. The effect of any legislative action or judicial determination by the Supreme Judicial Court of this Commonwealth modifying, limiting or eliminating any of the provisions of General Laws, Chapter 149, Section 178, shall be deemed to be effective as to this Agreement as soon as is required by Law.

G.            The Committee and Association recognize that abuses of sick leave or other leaves, chronic tardiness, or absence, willful deficiencies in professional performances, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the schools. The Association will use its best efforts to correct breaches of professional behavior by any teacher and the Committee agrees that teachers are responsible professional persons and are to be treated accordingly. Utmost respect for the positions and duties and responsibilities of the parties to this Agreement shall be the guidelines for all conduct and dialogue between the parties in order to achieve the common goal of advancing the educational system for its ultimate beneficiaries, the students in attendance at our schools.

H.            The parties acknowledge that during the negotiations that result in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by Law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement even though the subjects or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

I.             Teachers will normally not be required to drive students to activities away from the school building. The parties recognize that on occasion it may be necessary to transport a sick child, special class students, small student groups (such as debating team, cheerleaders, and the like) or similarly situated cases. On such occasions, and on other trips approved by the Administration, teachers will be paid at the IRS mileage rate per mile actually driven, and arrangements will be made to provide appropriate insurance coverage to teachers involved in this duty. This annual rate will be adjusted as per the allowable approved IRS rate for each subsequent year, said IRS rate being the one in effect on July 1 of each contract year.

J.             The Association will have a formal part in the orientation of new teachers, by way of extending a welcome and discussing matters relevant to membership.

K.            The Committee agrees to provide the Association with names and addresses of new staff members.

L.            The Association shall appoint a faculty member as an advisor for each new staff member to assist such persons in becoming familiar with the School System. Nothing herein shall conflict with any similar plan or program instituted by the Committee.

M.           Teachers shall have the right to teach their classes and make professional decisions within the defined goals of the educational program. In the exercise of these rights, teachers will at all times observe appropriate levels of conduct, having in mind such things as the maturity level of students in their classes, general good taste in the use of language, and the general requirement that classroom discussion is intended to be focused upon the subject matter being taught.

N.            Teachers desiring to leave the school grounds will contact the Principal or his/her designee and sign out before leaving. In unusual circumstances, the Principal may require personnel to remain on school property.

O.            The Committee and Association agree that any recommendations of the Frontier Regional School Council as represented in the School Improvement Plan that impact upon the terms and conditions set forth in this contract are subject to impact bargaining.

P.             Stipend for the Lead mentor shall be $1,000, and those for mentors are $500 with $250 for each additional mentee.

ARTICLE XVIII FAIR SHARE/AGENCY FEE

All members of the bargaining unit who are not members of the Association shall be required to pay an annual Agency Fee, pursuant to Massachusetts General Laws, Chapter 150E, Section 12. The Association recognizes the sole and exclusive remedy for non-payment of the fee shall be for the Association to proceed to court for collection of the fee from a non-paying employee member of the unit. The School Committee is not, and should not be responsible for the implementation, collection, or enforcement of the Agency Fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee.

The Association agrees that it will 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.

In the event of conscientious or other objection to payment of the Agency Fee, a member of the bargaining unit may pay the amount of the fee to a scholarship fund set up by the Association for graduates from Frontier Regional School.

ARTICLE XIX DURATION

This Agreement will become effective July 1, 2010 will continue in full force and effect until June 30, 2013 except that the parties agree that on or before November 1, 2012 they will begin negotiations in an effort to reach an agreement on a contract effective July 1, 2013, and said contract shall remain in full force and effect until a successor agreement is reached. If agreement is not reached on said issues, either party may invoke such impasse resolving procedures as may be unilateral requested, or seek resolution by such means as may be jointly requested, as now or may be hereafter authorized by law.

WITNESS WHEREOF, the parties hereto, acting through duly authorized agents or representatives, have hereunto set their respective hands and seals this 26th day of May 2010.

FRONTIER REGIONAL DISTRICT SCHOOL COMMITTEE

By: ___________________________

Robert Halla, Chairperson

FRONTIER REGIONAL TEACHERS ASSOCIATION

By: ___________________________

Kathleen A. Sheehan, President

APPENDIX A

Frontier Regional Teachers Association Salary Schedule 2010-2011

Step

Bachelors

Masters

M+30

CAGS/Doc

0

37,748

39,566

41,796

43,886

1

39,692

41,287

43,377

45,545

2

41,340

43,049

45,013

47,264

3

42,357

44,875

46,707

49,043

4

43,842

46,311

48,422

50,844

5

44,988

47,830

50,240

52,751

6

46,925

49,355

51,899

54,494

7

48,162

50,921

53,570

56,249

8

49,438

52,206

55,989

58,789

9

51,898

55,172

58,479

61,402

10

54,620

58,368

61,044

64,097

11

55,526

60,521

63,862

67,056

12

57,683

62,757

66,151

69,459

20L

58,183

63,257

66,651

69,959

25L

58,683

63,757

67,151

70,459

Note 1:   During the negotiations for this July 1, 2010-June 30, 2013 Labor Agreement, the parties agreed to provide a 1% increase and a freeze on steps for all those employees on schedule A, except those on step 20L and 25L in the first year of the contract. In addition, they agreed that the District shall have the right to reduce its portion of premium costs at any time during the duration of the 2010-2013 contract to reflect a 70% contribution for the PPO plan and an 80% contribution for the HMO plan in exchange for an additional 1% increase on Schedule A for all those employees on the schedule except 20L and 25L. The language in Article IV, Section A (Salaries), Article XIII, Section A (Insurance Plan) and this Appendix A have been drafted to reflect that the reduction in health insurance premium contributions of the District and the corresponding 1% wage increase will take effect July 1, 2010. However, nothing in this contract prevents the District from exercising its right to adjust the health insurance premiums at a later date and adjusting the Salary Schedules accordingly.

Note 2:   In school year 2010-2011 the numbering of steps was changed so that "Step 1" becomes "Step 0", "Step 2" becomes "Step 1" and so on. An example of the effect of this change is that employees who were on Step 7 in contract year 2009-2010 will fall on Step 6 starting in school year 2010-2011.

Frontier Regional Teachers Association Salary Schedule 2011-2012

Step

Bachelors

Masters

M+30

CAGS/Doc

0

37,748

39,566

41,796

43,886

1

39,692

41,287

43,377

45,545

2

41,340

43,049

45,013

47,264

3

42,357

44,875

46,707

49,043

4

43,842

46,311

48,422

50,844

5

44,988

47,830

50,240

52,751

6

46,925

49,355

51,899

54,494

7

48,162

50,921

53,570

56,249

8

49,438

52,206

55,989

58,789

9

51,898

55,172

58,479

61,402

10

54,620

58,368

61,044

64,097

11

55,526

60,521

63,862

67,056

12

57,683

62,757

66,151

69,459

13

58548

63698

67143

70501

20L

58,183

63,257

66,651

69,959

25L

58,683

63,757

67,151

70,459

Frontier Regional Teachers Association Salary Schedule 2012-2013

Step

Bachelors

Masters

M+30

CAGS/Doc

0

38,503

40,357

42,631

44,763

1

40,486

42,112

44,244

46,456

2

42,166

43,910

45,913

48,209

3

43,204

45,772

47,641

50,023

4

44,718

47,237

49,391

51,861

5

45,888

48,786

51,245

53,806

6

47,864

50,342

52,937

55,583

7

49,126

51,940

54,642

57,374

8

50,427

53,250

57,109

59,964

9

52,936

56,275

59,648

62,630

10

55,712

59,536

62,265

65,379

11

56,636

61,731

65,139

68,397

12

58,837

64,012

67,474

70,848

13

59,719

64,972

68,486

71,911

20L

60,219

65,472

68,986

72,411

25L

60,719

65,972

69,486

72,911

APPENDIX B ADDITIONAL FOR DEPARTMENT HEADS AND TEAM LEADERS

1.                   The department head and team leader shall be considered a teacher in determining the number of teachers in a department or team. The department head or team leader stipend shall be five percent (5%) of the salary provided for an employee hired at Step 1 of the Bachelor's column on the salary schedule. In addition the department head and team leader shall be paid one hundred dollars ($100.00) for each teacher in the respective department or team. Policies as to department heads and team leaders will include:

2.                   Whenever possible, department heads and team leaders will be relieved of classroom instructional obligations and will not be assigned more than four classes or two blocks to engage in departmental work.

3.                   Department head positions will be appointed annually, giving due weight to the recommendations of department members. A department head who has served in that position at Frontier Regional School for three consecutive years shall not be dismissed or demoted except for good cause.

4.                   Whenever a vacancy occurs in a department head position, the Principal will make ever effort to select a replacement promptly.

5.                   Job descriptions will be provided to every department head and team leader.

APPENDIX B-2 NEASC STIPEND

The NEASC Chair(s) will receive an aggregate sum of one thousand dollars ($1,000.00) per year. The seven (7) NEASC Committee Chairs will receive two hundred and fifty dollars ($250.00) per year for a period not to exceed three (3) years, said period to occur coincidental with the accreditation review.

APPENDIX B-3 NATIONAL BOARD CERTIFICATION

There will be a two thousand five hundred dollars ($2,500) base increase for National Board Certification.

APPENDIX C EXTRA-CURRICULAR ACTIVITIES

A.            It is agreed that extra-curricular activities are a significant part of the total educational program. They provide students with opportunities to develop, in some depth, existing talents and interests and to develop new ones. With this thought in mind, the Frontier Regional School Committee and the Frontier Regional Teachers Association will make every effort to provide leadership for all extra-curricular activities from the existing staff.

1.                   If an extra-curricular position cannot be filled by the regular posting, the Principal will meet with the elected officers of the Frontier Regional Teachers Association and advise them that the vacancy cannot be filled through normal posting.

2.                   The Principal will review the listing and interview and appoint said candidates subject to the approval of the Superintendent.

3.                   All appointees will be compensated in accordance with the Frontier Regional School Teacher's Agreement.

4.                   Appointees not completing a full term of appointment shall have the compensation pro-rated to reflect time actually served in the position.

5.                   This provision is part of the contract and shall have duration the same as this agreement.

B.            The stipends of extra-curricular positions shall be determined with consideration to prior experience in the position in question or an equivalent position at the junior or senior high school level, or the junior college level.

Coaches' experience shall be determined as follows:

Each year of coaching in a given sport shall be credited in determining on which stipend step a coach will be placed. However, coaches who advance from the sub-varsity to the varsity level shall receive one (1) year of varsity level credit for each two (2) completed years of sub-varsity experience. A coach who moves from the varsity to the sub-varsity level shall receive one (1) year of credit for each completed year of varsity experience. The Principal, subject to the Superintendent's approval, may assign either sub-varsity or varsity equivalency to coaching experience attained outside of the junior or senior high school level, or the junior college or college level.

C.            After the coaches' level of experience has been established, athletic stipend steps shall be determined as follows:

1 st to 5th year                                    Step 1

6th to 10th year                                  Step 2

11th to 15th year                               Step 3

16th to 20th year                               Step 4

21 st year plus                                     Step 5

Each and every year served by a teacher as a class advisor without regard to which grade, shall be counted in determining which step a teacher who is performing the duties of a class advisor is qualified for above.

D.            The position of Athletic Director/Faculty Manager will not be assigned more than two (2) long block classes per day to allow for adequate time to fulfill the responsibilities of the position as set forth in the job description.

E.            The Committee expressly reserves to itself the right to determine what, if any, extra-curricular positions will be filled and agrees that should they fill any position listed hereafter that the compensation therefore shall be as listed.

Extra Curricular Activities/Athletic Pay Schedule

2010-2011:           Schedule E remains unchanged. No steps 0% increase.

2011-2012:           Schedule E remains unchanged. Step increases will be provided for employees eligible for steps only.

2012-2013:           Step increases for those eligible for steps plus a 2% increase for those on Schedule E.

Extra-Curricular Pay Salary Schedule 2010-2011/2011-2012

 

1

2

3

4

Band Director

3,485

3,834

4,007

4,184

Coral Director

2,093

2,300

2,406

2,509

Dramatics

2,093

2,300

2,406

2,509

Sentinel

1,395

1,535

1,602

1,675

Visionary

872

960

1,003

1,044

Yearbook

2,093

2,300

2,406

2,509

As Schools Match Wits

1,044

1,151

1,202

1,256

National Honor Society

523

575

602

627

Debating Club

1,044

1,151

1,202

1,256

Model Congress

523

575

602

627

Student Advisory Council

652

715

748

782

Student Council, HS

1,395

1,535

1,602

1,675

Student Council, MS

699

766

801

837

Foreign Language Club

699

766

801

837

Business Club

1,044

1,151

1,202

1,256

Art Club

1,044

1,151

1,202

1,256

Science Club

1,044

1,151

1,202

1,256

Video Production Club

652

715

748

782

Ski Club

699

766

801

837

Weight Lifting Club

699

766

801

837

Diversity Club

699

766

801

837

Gay/Straight Alliance

699

766

801

837

Gateways

1,569

1,725

1,806

1,882

Majorettes

523

575

602

627

Mediation

1,044

1,151

1,202

1,256

Class Advisors:

 

 

 

 

Grade 12

1,569

1,725

1,806

1,882

Grade 11

1,220

1,343

1,404

1,465

Grade 10

872

960

1,003

1,044

Grade 9

872

960

1,003

1,044

Grade 8

348

384

401

417

Grade 7

348

384

401

417

Student Account Bkp.

1,395

1,535

1,602

1,675

Biking Club

523

575

602

627

Math Modeling

1,044

1,151

1,202

1,256

Textiles Club

1,044

1,151

1,202

1,256

Photography

523

575

602

627

Robotics

1,044

1,151

1,202

1,256

Copier support

699

766

802

837

Band Director

3,555

3,911

4,087

4,268

Coral Director

2,135

2,346

2,454

2,559

Dramatics

2,135

2,346

2,454

2,559

 

0

0

0

0

Sentinel

1,423

1,566

1,634

1,709

Visionary

889

979

1,023

1,065

Yearbook

2,135

2,346

2,454

2,559

As Schools Match Wits

1,065

1,174

1,226

1,281

National Honor Society

533

587

614

640

Debating Club

1,065

1,174

1,226

1,281

Model Congress

533

587

614

640

Student Advisory Council

665

729

763

798

 

0

0

0

0

Student Council, HS

1,423

1,566

1,634

1,709

Student Council, MS

713

781

817

854

 

0

0

0

0

Foreign Language Club

713

781

817

854

Business Club

1,065

1,174

1,226

1,281

Art Club

1,065

1,174

1,226

1,281

Science Club

1,065

1,174

1,226

1,281

Video Production Club

665

729

763

798

 

0

0

0

0

Ski Club

713

781

817

854

Weight Lifting Club

713

781

817

854

Diversity Club

713

781

817

854

Gay/Straight Alliance

713

781

817

854

Gateways

1,600

1,760

1,842

1,920

Majorettes

533

587

614

640

Mediation

1,065

1,174

1,226

1,281

 

0

0

0

0

Class Advisors:

0

0

0

0

Grade 12

1,600

1,760

1,842

1,920

Grade 11

1,244

1,370

1,432

1,494

Grade 10

889

979

1,023

1,065

Grade 9

889

979

1,023

1,065

Grade 8

355

392

409

425

Grade 7

355

392

409

425

 

0

0

0

0

Student Account Bkp.

1,423

1,566

1,634

1,709

Biking Club

533

587

614

640

Math Modeling

1,065

1,174

1,226

1,281

 

0

0

0

0

Textiles Club

1,065

1,174

1,226

1,281

Photography

533

587

614

640

Robotics

1,065

1,174

1,226

1,281

Copier support

713

781

818

854

Athletic Pay Schedule 2010-2011 Athletic Pay Schedule 2011-2012

 

1

2

3

4

5

Athletic Director

7394

8342

9352

10358

11304

Fall

 

 

 

 

 

Football Var.

3485

4044

4636

5228

5786

Football, Asst [2]

2615

3033

3477

3921

4340

Football, MS [2]

1742

2022

2320

2615

2894

Field Hockey, Var.

2789

3235

3708

4184

4628

Field Hockey, Asst[2]

2094

2426

2782

3138

3473

Field Hockey, MS

1395

1617

1854

2093

2317

Soccer, Var. [2]

2789

3235

3708

4184

4628

Soccer, Asst. [2]

2093

2426

2782

3137

3473

Soccer, MS

1395

1617

1854

2093

2317

Cross Country

2094

2426

2782

3137

3473

Cross Country, Asst

1043

1214

1392

1569

1736

Volleyball

2789

3235

3708

4184

4628

Volleyball, Asst.

2094

2426

2782

3138

3473

Winter

 

 

 

 

 

Basketball, Var [2]

3485

4044

4636

5228

5786

Basketball, Asst.[2]

2615

3033

3477

3921

4340

Basketball, MS [2]

1741

2022

2320

2615

2894

Wrestling

3134

3639

4172

4704

5206

Wrestling, Asst

2094

2426

2782

3137

3473

Skiing, Var.

2094

2426

2782

3137

3473

Skiing, Asst.

1043

1214

1392

1569

1736

Spring

 

 

 

 

 

Baseball, Var.

2789

3235

3708

4184

4628

Baseball, Asst.

2094

2426

2782

3137

3473

Baseball, MS

1394

1617

1854

2093

2317

Softball, Var.

2789

3235

3708

4184

4628

Softball, Asst.

2094

2426

2782

3137

3473

Softball, MS

1394

1617

1854

2093

2317

Track, Var.

2789

3235

3708

4184

4628

Track, Asst.

1741

2022

2320

2615

2894

Tennis

2147

2426

2782

3137

3473

Golf

2147

2426

2782

3137

3473

Cheerleading

3134

3639

4172

4704

5206

Athletics 2012-2013

 

 

 

 

 

 

1

2

3

4

5

Athletic Director

7542

8509

9539

10565

11530

Fall

 

 

 

 

 

Football Var.

3555

4125

4729

5333

5902

Football, Asst [2]

2667

3094

3547

3999

4427

Football, MS [2]

1777

2062

2366

2667

2952

Field Hockey, Var.

2845

3300

3782

4268

4721

Field Hockey, Asst[2]

2136

2475

2838

3201

3542

Field Hockey, MS

1423

1649

1891

2135

2363

Soccer, Var. [2]

2845

3300

3782

4268

4721

Soccer, Asst. [2]

2135

2475

2838

3200

3542

Soccer, MS

1423

1649

1891

2135

2363

Cross Country

2136

2475

2838

3200

3542

Cross Country, Asst

1064

1238

1420

1600

1771

Volleyball

2845

3300

3782

4268

4721

Volleyball, Asst.

2136

2475

2838

3201

3542

Winter

 

 

 

 

 

Basketball, Var [2]

3555

4125

4729

5333

5902

Basketball, Asst.[2]

2667

3094

3547

3999

4427

Basketball, MS [2]

1776

2062

2366

2667

2952

Wrestling

3197

3712

4255

4798

5310

Wrestling, Asst

2136

2475

2838

3200

3542

Skiing, Var.

2136

2475

2838

3200

3542

Skiing, Asst.

1064

1238

1420

1600

1771

Spring

 

 

 

 

 

Baseball, Var.

2845

3300

3782

4268

4721

Baseball, Asst.

2136

2475

2838

3200

3542

Baseball, MS

1422

1649

1891

2135

2363

Softball, Var.

2845

3300

3782

4268

4721

Softball, Asst.

2136

2475

2838

3200

3542

Softball, MS

1422

1649

1891

2135

2363

Track, Var.

2845

3300

3782

4268

4721

Track, Asst.

1776

2062

2366

2667

2952

Tennis

2190

2475

2838

3200

3542

Golf

2190

2475

2838

3200

3542

Cheerleading

3197

3712

4255

4798

5310

APPENDIX D

Re: SPED Teachers License Requirements Employee Quarantine Payment

This letter will confirm the 2007 - 2010 Frontier Teachers' contract agreement understanding for the two (2) above-referenced items.

The Parties have agreed to meet if and when SPED teachers are required by federal law or state statute, including Department of Education regulations, to maintain more than one (1) professional teaching license/certification as a condition of employment. Additionally, the contract Parties have agreed to defer any discussion regarding payment for teachers being quarantined as a result of an infectious disease. The specific discussion of the quarantine matter is whether the teacher should be placed on paid administrative leave by the School System or be charged with individual paid sick leave.

SIDE LETTER

ARTICLE VI TEACHER EVALUATION

The Contract Parties agree to revise the current evaluation document and further agree to a target date of the last work day of June 2010 for the ratification of that evaluation document.

It is understood the new evaluation document will be used beginning with the 2010-2011 school year if both parties have ratified the document prior to the first day of school.

A copy of the new evaluation document will be available in the Superintendent's Office pursuant to Article VI - Evaluation, Section A-4.