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The 2004-2007 Collective Bargaining Agreement between the Swampscott
School Committee and the Swampscott Education Association Table of Contents ARTICLE I: RecognitionARTICLE IV: Joint Professional
Rights and Responsibility Committee ARTICLE V: Right of the Committee ARTICLE VIII: No-Strike and the
Continuity of Employment ARTICLE X: Transfer and Vacancies
ARTICLE XI: Teacher Assignment ARTICLE XII: Teacher Protection ARTICLE XIII: Teacher Evaluation,
Discipline, Suspension and Discharge ARTICLE XIV: Association Activity
and Teacher Protection ARTICLE XV: Salaries (see
appendix also) ARTICLE XVI: Insurance, Hospital Benefits, and
Notification of Resignation or Retirement ARTICLE XVII: Sick Leave, Military Leave, and Other
Authorized Leave ARTICLE XIX: Provisions Related to
Nurses ARTICLE XX: Separability and
Savings ARTICLE XXI: Duration of Agreement
APPENDIX:
Salary Schedules AGREEMENT This AGREEMENT entered into this seventeenth day of March
2004, between the School Committee of the Town of Swampscott, Massachusetts,
hereinafter referred to as the "Committee," and the Swampscott
Education Association, hereinafter referred to as the
"Association," affiliated with the Massachusetts Teachers
Association and the National Education Association. Preamble Recognizing that our prime responsibility and purpose is
to provide education of the highest possible quality for the children of
Swampscott while realizing the most effective and prudent use of the tax
monies expended toward achieving that end: and, realizing that good morale
and effective use of ideas and experience of the professional educators on
the staff is both essential and fundamental to the achievement of that
purpose, we, the undersigned parties to the Agreement, do hereby declare that
A. Under the law of Massachusetts, the
Committee, elected by the citizens of Swampscott, has final and ultimate
responsibility for establishing the educational policies of the public
schools of Swampscott; B. The Superintendent of Schools of
Swampscott has the responsibility of effectuating, implementing, and
professionally advising and consulting on the policies so, promulgated by the
Committee and exercising those responsibilities conferred by Chapter 71 of
the Massachusetts General Laws consistent with G.L.C. 150E and this
Agreement; C. The teaching staff of the Swampscott
School System has the primary professional responsibility for providing
education of the highest possible quality both in and out of the classrooms; D. Principals are the educational
leaders in their individual schools. They also have the responsibility to
represent the superintendent and the School Committee in all matters relative
to that school and exercising those responsibilities conferred by Chapter 71
of the Massachusetts General Laws consistent with G.L.C. 150E and this
Agreement; E. Assistant principals shall assist
and support the principal in the performance of his duties and shall assume
full responsibility for the proper functioning of the school in the absence
of the principal; F. Directors shall be responsible for
the implementation of the curriculum and ensure, that teachers within their
departments employ approved methods, materials, and procedures; G. Nurses shall be responsible for
emergency care to students, teachers and staff, and provide yearly screening
programs for vision and hearing. In addition, nurses will act as resource
persons, consultants, and assist in dental inspections, immunization and
physical examinations. The key role will be to serve as liaison between home
and school in all health and related matters. H. Fulfillment of these several
responsibilities can best be facilitated and realized by consultations and
the free exchange of professional views and information between the
Committee, the Superintendent, the Principals, Asst. Principals, Directors
and Dept. Chairmen, Nurses, and the teaching staff in the formulation,
application, and clear identification of those policies as they affect and
define the wages, hours, working and other conditions of employment for the
teaching staff, wherefore the parties have executed this Agreement. This Agreement is a complete agreement between the parties covering all the mandatory subjects of discussion. The parties agree that the relations between them shall be governed by the terms of the Agreement only. All matters not dealt with herein shall be treated as having been brought up and disposed of by the Committee, and the Committee shall be under no obligation to discuss with the Association any modifications to this Agreement which are to be effective during the term thereof. No change or modification of this Agreement shall be binding on either the Committee or the Association unless reduced to writing and executed by the respective duly authorized representatives and given to the affected parties within 30 business days of the changes. No
administrative positions will be created during the FY 2005. However,
positions that are currently not filled, including Athletic Director and
Middle School Vice-Principal and those that become vacant may be filled or
reconfigured if the duties and responsibilities are similar to the current
positions. Additional administrative positions created or regenerated during
2006 or 2007 school years must be impact bargained before implementation. RecognitionSection
1: Subject to any applicable provisions of state or federal
law or regulation now or hereafter in effect, the Committee recognizes the
Association as the exclusive collective bargaining representative of the
Classroom teachers of the Swampscott School System, as more fully described
in the unit below in Section 2 hereof, pursuant to the terms and valid
administrative interpretations of Massachusetts General Laws, Chapter 149,
Section 178, and any subsequent amendments thereto. Consistent with law, the Committee agrees to give the
Association reasonable notice of its intent to change, alter, or modify
existing wages hours and conditions of employment of the teachers in the
Swampscott system, and further agrees to extend to the Association any
opportunity to present their positions and otherwise negotiate the
committee's decision to change, alter, or modify said mandatory subjects of
bargaining and their effects upon the teachers. Any agreements reached pursuant to this section shall he
reduced to writing, signed by the parties, and added to the contract. Unit
Description Section 2: The collective bargaining unit represented by the
Association and recognized by the Committee in Section 1 hereof is described
as follows: All classroom teachers as defined by Chapter 71 Section
38G of the General Laws of the Commonwealth of Massachusetts (the so-called
certification statute) excluding the superintendent of schools and any of the
following: assistant superintendent of schools, principals, assistant
principals, school business administrators, directors, extended day teachers,
aides, Title 1 teachers and contracted therapists and psychologists, but
including the following specific categories of positions: curriculum
directors (whether system-wide or grade defined), nurses, athletic coaches,
athletic managers and others defined by section B of this contract, special
assignment positions defined by Schedule A of this contract, long-term
substitute teachers, director of guidance, but excluding all other
non-certifiable positions in the Swampscott Public Schools not included in
the above-named statute of the Commonwealth of Massachusetts. Section 3: Teaching functions traditionally performed and presently
being performed by members of the bargaining unit shall continue to be
performed by members of the bargaining unit. No Discrimination There shall be no discrimination, interference,
retaliation restraint, or coercion by the School Committee, Swampscott
Education Association or their respective agents against any teacher because
of his membership or non-membership in the Association, activities on behalf
of the Association, or because a teacher pursued or advanced rights and
privileges contained in the Agreement or refused to do so. Section
1: No one shall be required to become or remain a member of
the Association as a condition of employment in the Swampscott School system. Section
2: As a
condition of his continued employment while this Agreement shall be in
effect, every employee covered by this Agreement, if not a member in good
standing of the Association, shall pay or, by payroll deduction, shall have
paid to the Association an agency service fee or a percent of the combined
local, state, and national dues, rounded to the nearest dollar, per year.
This percentage will be determined by the local association. In no case shall
such condition arise before the thirtieth day next following the date of the
beginning of the employee's employment or the effective date of this
Agreement, whichever date is later. Dues
Deduction The
Committee agrees that from and after receipt of written authorization in the
form provided by the Massachusetts Teachers Association, and prior to any
revocation thereof, it will deduct from the salary of the teacher executing
said authorization the sum designated therein as Association dues. It is the express intent of the parties that the
provision of this Article he and are subject to the following conditions: (1) The sum which represents such monthly
Association dues shall annually be certified to the Committee no later than
the June 30th preceding the school year in which the dues are to be deducted
as constituting such by the President of the Association. If the sum once
certified is changed, the amount deducted from the earnings of a teacher who
has authorized such deduction shall not be increased or decreased until
thirty (30) days' written notice of such change has been received by the
Committee from the President of the Association. (2) Deductions provided for above shall be
remitted to the authorized financial officer of the Association not later
than the twentieth (20th) day of the month following the month in which the
deduction is made. Deduction shall begin with the fifth (5th) pay period. The
Committee shall simultaneously furnish the financial officer of the
Association each month a record of the teachers from whose earnings
deductions have been made and the amount of the deduction. (3) Provided, however, that the Committee
shall be under no obligation to make any such deductions as aforesaid, after
the termination of the term of this Agreement; and provided further that the
Committee may immediately cease making such deductions at any time on behalf
of a teacher upon receipt by the Superintendent of a written notice or
revocation of authorization from that teacher; or upon transfer of a teacher
out of the unit defined in Article I, Section 2, of this Agreement (except
that such deduction shall be resumed if a teacher is returned to a position
included in the unit) or upon knowledge by the Committee that a teacher is no
longer a member of the Association. (4) The Association agrees that it will
indemnify and save the Committee harmless from any and all liability, claim,
responsibility, damage, or suit which may arise out of any action taken by
the Committee in accordance with the terms of this Article or in reliance
upon the authorization described herein, in any amount not to exceed the sum
received by the Association on account of the deductions made from the
earnings of such teacher or teachers. (5) The Committee shall provide that whenever
duly authorized by any teacher, payroll deductions on behalf of such teacher
shall be made and paid over in accordance with such authorizations for any
and all of the following: 1. Payments
to the Massachusetts Teachers Association Credit Union. 2. Premiums
under annuity contract. 3. Premiums
under employee group insurance. (6) Personnel may initiate and/or change
deductions for the Massachusetts Teachers Association Credit Union beginning
with the first, fifth, or tenth pay check of the school year. ARTICLE IV
Joint Professional Rights and
Responsibility Committee The parties to this Agreement hereby express their joint
intention, through the terms and conditions of the contract, to continue
their harmonious relations, to promote mutual cooperation and understanding,
to establish and maintain new and effective lines of communications between
the parties, to formulate rules, to define and resolve the proper interest of
the teachers in their right of compensation and the conditions under which
they perform their duties, and by giving the teachers an effective voice in
the development and evolution of those conditions, to thereby assist the
administration and the Committee in providing the Town of Swampscott with the
best possible school system for the monies expended in achieving that end. In
order to achieve these ideal ends, the parties recognize the need for
establishing and maintaining a conduit for mutual expression and discussion
short of the formal contract grievance procedure whereby the parties may hear
and attempt to jointly resolve problems which may arise after the execution
of the contract and which, if reviewed informally, would better advance the
ends toward which this contract was mutually designed. Therefore, in
recognition of the professional standing of teachers and the fact that
teachers' ideas and opinions systematically and periodically collated and
expressed are of significant value in improving the quality of education in,
as well as the efficient and economical operation of, the Swampscott School
System; and in further recognition of the Association's collective knowledge
of the ideas and opinions of teachers and their present continuing concern
for the best interests of the school system, the parties to the Agreement
hereby establish the Joint professional Rights and Responsibility Committee
(herein called the Joint Committee) which shall consist of four (4) members
as follows: 1. The
President of the Association, or his designee. 2. A
member of the Association. 3. A
member of the Administrative Team. 4. The
Superintendent of Schools, or his designee. While a chairman shall be elected, each member of the
Committee shall vote on matters which come before it for resolution. The Committee shall meet once every month to consult
during the school year at a mutually convenient time and place as
specifically provided in this Agreement and to discuss such other matters of
concern or interest to the Association, the Committee, or school
administration. The parties further agree that at least one (1) week
prior to the date scheduled for the consultation the Association and the
Committee will exchange a written agenda of subjects about which they desire
to consult. The consultations, as nearly as possible, will be confined to the
subjects on the agenda. It is further agreed that the provisions of the Section will
in no way be construed as broadening the scope or application of this
Agreement as a whole; nor will these provisions make any matter a grievance
which would not be a grievance in the absence of these provisions, nor make
any matter a mandatory subject of bargaining at any time other than at the
consultations described in the Section that would not be a mandatory subject
of bargaining in the absence of the provisions of this Section. Decisions
affecting the recommendations to be made by the Joint Committee shall be
binding upon all members of the Joint committee. In the event of a tie vote,
then the matter shall remain unresolved and is therefore a proper subject for
discussion at a later session of the PR & R Committee. Any discussion
involving personalities requires the presence of the party (teacher,
supervisor, administrator) involved. Rights of the Committee Section
1: In recognition of the fact that the laws of the
Commonwealth of Massachusetts vest in the Committee responsibility to the
people of the Town of Swampscott for the quality of education in, and the
efficient and economical operation of the Swampscott School System, it is
herein agreed that except as specifically and directly modified, amended, m
abridged by express language in a specific provision of this Agreement, the
Committee retains all rights and powers that it has or may hereafter be
granted by law and may lawfully exercise the same at its discretion without
any such exercise being made the subject of a grievance. Nothing in the Agreement shall be deemed to derogate or
impair any power, right, or duty heretofore possessed by the School
Committee, or to change any rule or policy adopted prior to this date of
acceptance of this agreement, except where such right, power, duty, rule, or
policy is specifically limited or changed by this contract. The Superintendent may require a medical examination of
any member of the bargaining unit should there exist a reasonable question
with regard to the teacher's ability and fitness to perform his duties in a
satisfactory manner. The physician conducting this examination shall be
mutually agreed upon by said teacher and Superintendent. The expense of the examination shall
be borne by the district. Top of the Document
ARTICLE VI
Grievances
Both parties to this Agreement recognize the
desirability of exerting an earnest effort to settle grievances at the
earliest possible time. The Association agrees to make a careful
investigation of a complaint before submitting it under the Grievance
Procedure in order to ascertain whether, in its opinion, the grievance
complaint is reasonably justified under the terms of this Agreement and
whether there is reasonable cause to believe that the claim is true in fact. Section
1: For purposes of this Agreement, a grievance shall be
defined as a complaint between the Committee and the Association and/or any
teacher involving only an alleged specific and direct complaint encompassing
the interpretation, application, claim of breach or violation of express
language of a specific provision of the Agreement. The Association and/or teacher having a complaint should
discuss the complaint with his curriculum director, principal, or
Superintendent before filing a formal grievance. Section
2: It is understood and agreed that no grievance, dispute,
misunderstanding, or difference between the parties arising out of acts which
occurred prior to the execution of this Agreement shall be submitted to the
committee under the provisions of this Article. Section
3: It is agreed that any individual teacher or group of
teachers if he or they so desire shall have the right at any time to present
grievances to a supervisor, the Superintendent, the Committee, or a
representative of the Committee without the intervention of the Association;
provided that any adjustment of grievances so presented shall not be
inconsistent with the terms and conditions of this Agreement, and provided
further that a representative of the Association is to be given an
opportunity to be present at such adjustment and be informed on the facts
pertinent thereto. Section
4: A grievance must be presented within thirty (30) school
days of the time of the occurrence of the act, decision, or ruling forming
the basis of the grievance or within (30) school days after the teacher knew
or reasonably should have known of the basis of the grievance and must be
processed in accordance with the steps, time limits, and conditions as set
forth below, provided however that the first step shall be the lowest step at
which the grievance can be resolved. Step 1 The teacher shall present the written grievance during
his non-teaching hours to his school principal who shall give the
teacher-grievant his written answer within five (5) school days, and if
denied, outline the reasons for his denial. Step 2 If the grievance is not satisfactorily settled, it shall
be presented to the Professional Ethics Committee of the Swampscott Education
Association (therein called Ethics Committee) by the teacher-grievant
involved within three (3) school days after receipt of the written answer of
the principal. The Ethics committee shall then have ten (10) school
days to review the matter and give its written answer to the
teacher-grievant. It the Ethics Committee concurs in the answer of the
principal, then the matter shall be considered finally settled in its step,
and the principal involved shall be so notified. Step 3 If the grievance is not satisfactorily settled and the
Ethics Committee concurs in the teacher's grievance, the teacher within three
(3) school weeks after the original receipt of the principal's answer shall
present the grievance to the Superintendent of Schools. The Superintendent or his designee, and, if the
Superintendent so elects, the principal; the teacher-grievant and, if the
teacher so elects, the President of the Association or his designee; shall
meet to discuss the grievance within five (5) school days after his receipt
of the grievance. The Superintendent shall elect whether or not this
discussion shall take place during school hours. The Superintendent or his
designated representative shall give the teacher-grievant his written answer
to the grievance within five (5) school days following the conclusion of the
meeting or in no event more than twenty (20) school days after the initial
meeting with the Superintendent. Any grievance of a general nature affecting a group of
teachers and which concerns the interpretation, application or compliance
with the provisions of this Agreement, shall be considered a policy grievance
and shall, at the option of either party, he filed at Step 3 of the Grievance
Procedure. Such a grievance shall be initiated by either the President of the
Association or the Superintendent of Schools. Step 4 If the grievance is not satisfactorily settled, it shall
be appealed to the School Committee (in writing) within five (5) school days
after the teacher's receipt of the written answer of the Superintendent or
his designee. The Committee or its designated representative and the
teacher-grievant and, if the teacher so elects, counsel, and/or President of
the Association or his designee, shall meet to discuss the grievance at the
next regularly scheduled School Committee meeting in executive session and at
a time designated by the Chairman of the School Committee. The School
Committee or its designated representative shall elect whether or not this
discussion shall take place during school hours. The School Committee will give its written answer to the
grievance within ten (10) school days following the conclusion of the
meeting: or in no event more than twenty (20) school days after the initial
meeting with the School Committee. Step 5 If no satisfactory settlement of the grievance is made,
it may in certain circumstances be appealed to arbitration by written notice
of such intent to appeal within ten (10) school days after the written answer
of the Committee under Step 4. Any appeal to Arbitration shall be made only
in accordance with the Procedures and Conditions set forth in Article VII of
this Agreement. Section
5: The School Committee, if it has any grievance, shall
initiate the grievance through the Superintendent at Step 3 of Section 4 by
submitting the grievance (in writing) to the President of the Association.
The School Committee, or its designated representative, and the President of the
Association or his designated representative, shall meet to discuss the
grievance. The School Committee, or its designated representative, shall
elect whether or not this discussion shall take place during school hours. The Association will give its written answer to the
grievance within ten (10) school days following the conclusion of the
meeting. If no satisfactory settlement of the grievance is made, the School
Committee may appeal the grievance to arbitration in accordance with the
procedures described above in Step 5 of Section 4. Section
6: A grievance not initiated within the time specified
shall be deemed waived. Failure of the Association to appeal a decision
within the time limit specified will mean that the grievance shall be
considered settled on the basis of the decision last made and shall not be
eligible for further appeal. Failure of the School Committee, or any of its
representatives in any level of this procedure, to answer within the time
limit specified shall be considered as though the appeal was denied, which
shall mean that the appeal may be taken to the next step as though a negative
answer had been received. In the event a grievance is filed at such a time that
the grievance procedure would not be exhausted before the end of the school
year, either party may request that the grievance procedure be continued
during the summer vacation and the time limits in the grievance procedure
shall be construed as referring to work days. Section
7: No reprisals of any kind will be taken by the School
Committee or any member of the Administration against any party in interest,
any school representative, any teacher, any member of the Ethics Committee,
or any participant in the Grievance Procedure by reason of such participation
in the procedure or refusal to participate. ARTICLE VII
Arbitration Any grievance which remains unsettled after the
procedures outlined above in Article VI, Section 4, hereof have been
exhausted, may be submitted to arbitration upon written request of the
Association or the Committee subject, however, to the terms and conditions
defined below. It is the express intent of the parties hereto that the
Arbitration Procedures defined in this Article be limited to matters
involving the interpretation and application, claim of breach, or violation
of this Agreement. No other subject, direct or collateral, shall be
arbitrable except by a mutual written agreement signed by the Association and
the Committee. Section
1: The party initiating a grievance shall, if arbitrated,
have the obligation of going forward with its case before the other party
shall be required to present its case or adduce any testimony or introduce
any evidence. Section
2: Any grievance which a party has appealed to arbitration
for a final determination and resolution of the issues shall be heard and
decided by a single Arbitrator pursuant to applicable roles and procedures
established for such arbitration proceedings by the American Arbitration
Association to be appointed as follows: Both parties shall designate one member to choose the
Arbitrator. The persons so designated by both parties shall meet within 7
calendar days of receipt of the list of Arbitrators from the American
Arbitration Association to choose a mutually acceptable Arbitrator. If an
Arbitrator is not chosen within ten days after receipt of the list, the
Arbitrator shall be appointed by the American Arbitration Association from
its staff. Within fourteen days after the selection of an
Arbitrator, the Arbitrator shall, upon due notice to the parties, hear the
appealed grievance. Section
3: A stenographic record of the hearing shall be made if
desired by either party or the Arbitrator. The cost of the stenographic
record will be borne by the party making the request. In the event that the
Arbitrator desires such a record, the cost of said record shall be shared
equally by the patties. After said hearing, each party may he permitted by
the Arbitrator to file a brief. Section
4: Except as mentioned above, each party shall bear the
cost of its representatives, participants, witnesses, and for the preparation
and presentation of its own case The fees and expenses (if any) of the
Arbitrator shall be shared equally by the parties provided the obligation of
the Committee to pay shall be limited to the obligation which the Committee
can legally undertaken in that connection. In no event shall any present or
future member of the committee have any personal obligation (either primary
or secondary) for any payment under any provision of this Agreement. Section
5: After said hearing before the Arbitrator, it shall be
the duty and function of the Arbitrator to make and render a written decision
within thirty (30) days from the date the hearing closes. The decision shall be final and binding upon both the
Committee and the Association and upon any employee or employees affected
thereby, provided that it shall be restricted to an interpretation or
application, claim of breach or violation of the terms of this Agreement and
shall in no way alter or expand the provisions of the Agreement or contain
any recommendations thereto, and is based only upon facts and arguments
either presented by the parties or on which an opportunity to comment has
been furnished to the parties by the Arbitrator. The arbitrator's written
decision shall clearly state its findings of fact and conclusions upon which
said decision is founded. Section
6: The parties are agreed that no restrictions are intended
on the rights and powers of the Committee except those specifically and
directly set forth in express language in specific provisions of this
Agreement. Section
7: If either party disputes the arbitrability of any
grievance in any appropriate Court of Law or Equity, it is agreed that said
Court shall determine the question of arbitrability de novo, applying the
principles set forth above in Section 6. No-Strike Clause and the
Continuity of Employment Section
1: In recognition of its obligations under the provisions
of Section 178(M) and 178(N) of Chapter 150E, of the General Laws, the
Association hereby agrees and affirms that during the term of this Agreement,
or any renewal or extension therefore, neither it nor any of its agents will
engage in or participate, either directly or indirectly, in any strike, sit
down, stay in, slow down, work stoppage, withholding of services,
"professional day" absence, concerted intentional unauthorized
absences, or any other unlawful interferences with assigned or expected work. Section
2: The Association further agrees that should any strike,
sit down, stay in, slow down, work stoppage, withholding of services or any
other like or similar interference occur, (regardless of the lack of
Association connection with the activity) it shall put forward every
reasonable effort to immediately have the activity terminated, including
ordering the persons therein involved to return to work. Section
3: Any individual teacher who violates Sections 1 or 2 of
this Article will be subject to discipline and possible discharge by the
Superintendent. Section
4: It is agreed that the School Committee will not seek
monetary damages against the Swampscott Education Association for a violation
of this Article as long as the Association fully complies with the provisions
of Section 2 hereof. Section
5: The Association further agrees that prior to seeking or
recommending that any form of professional sanction or boycott be imposed
upon the Swampscott School System to, or by, the Massachusetts Teachers
Association and/or the National Education Association, it will first exhaust
its rights to remedy and relief under the provisions of this Agreement. Teachers'
Duties Section 1: The Committee and the Association acknowledge that the
teacher's primary responsibility is to teach and that his energies should, to
the extent possible, be utilized to this end. Section
2: The starting and dismissal times for students in the
Swampscott School System shall be determined solely by the School Committee
in conjunction with the Massachusetts State Board Education standards, which
are presently: Kindergarten 8:30 a.m. to 12:00 noon Grades 1 thru 5 8:30 a.m. to 2:15 p.m. Middle School 7:55 a.m. to 2:15 p.m. High School 7:55 a.m. to 2:15 p.m. However, the Committee agrees that before a change in
the aforesaid times is finally decided by the Committee or implemented by the
Superintendent, they will notify the Association of this intent within a
reasonable time in order to allow time for the Association to meet with
representatives of the School Committee to discuss and negotiate the proposed
changes and effects of same upon the system and the teachers. For purposes of
this section a "final decision" by the committee shall mean a
formal vote of Committee policy. Section
3: The work day of classroom teachers (except, however,
teachers at the middle school and senior high school, who shall report ten
(10) minutes, before the scheduled starting time) will begin fifteen (15)
minutes before the starting time and will end fifteen (15) minutes after the
final dismissal time as described in Section two (2) above; except, however,
that a teacher may be required to remain reasonable amounts of time after
final dismissal for the purpose of giving extra instruction or special help
to students in need of assistance and/or for makeup work or for such other
purposes specifically defined in this Agreement. Secondary Teachers (grades 6
through 12) agree to be available a minimum of two afternoons per week for
extra help - the duration of which will be determined by the teacher. The
guidance counselors and librarians will also remain a reasonable amount of
time to satisfy their professional obligations. Section
4: The work year of the teachers (other than new personnel)
under normal circumstances, shall coincide with the requirement, of the State
Board of Education and shall begin no earlier than September 1 and terminate
no later than June 30. While the Association affirms that it is within the
discretionary powers of the Committee, to alter and modify the work year of
the teachers, the Committee hereby agrees not to exercise this power to
change, modify, or extend the existing practices by a period of no more than
two (2) days without notifying the Association within a reasonable time
before the decision to change or modify or extend the length of the school
year beyond two (2) days if finally decided by the Committee, and to meet
with representatives of said Association in order to discuss and negotiate
the proposed modifications, changes, or extension of the work year, and its
effects upon the system and the teachers. Days teachers are required to be in
school when students are not in school, shall be counted in the two (2) day
period. The Association shall be consulted in the preparation of the school
calendar. For the purpose of this section, should any teacher be
required to work in a school year extended beyond the two (2) days described
herein, the margin of pay shall be calculated utilizing the basic figure of
1/180th of the teachers annual salary for each day of actual extended
employment beyond the two (2) days extension described herein. High school guidance counselors will be required to work
five (5) days before the opening of school and five (5) days after the close
of school and middle school counselors will be required to work two (2) days
before the opening of school and two (2) days after the close of school beyond
the 182 days required for teachers. Furthermore, the Director of Guidance,
who is required to work five (5) days before the opening of school and five
(5) days after the close of school, will be required to work an additional
ten (10) days during the summer months to conduct a program for the parents
of incoming seniors. In the event that elementary counselors are required to
return before the opening of school or after the close of school they will be
paid at a per diem rate. Guidance counselors shall be paid 1/180th of their
contractual salary for each day. No teaching position in the local summer school, evening
school or federally funded program shall be filled by a teacher not covered
by this agreement if them is an equally qualified applicant for such a
position who is covered. The work year of the teachers (other than new personnel)
under normal circumstances shall coincide with the requirements of the State
Board of Education. The work year shall begin no earlier than the Monday
preceding Labor Day with the understanding that there would be no school the
Friday before Labor Day. School shall commence the Monday before Labor Day if
Labor Day falls after September 4; otherwise it will commence on the Tuesday
after Labor Day. If the make up of snow days would extend the school year
beyond June 30, snow days will be made up during April vacation beginning the
last Friday of April vacation and working backward. Section
5: Teachers may be required to remain after the end of the
regular work day to attend a reasonable number of departmental, individual,
school, or system-wide staff meetings (which shall not include special help
or assistance at student corrective or remedial interviews). Meetings in
excess of thirty (30) in a school year, however, may be referred to the
PR&R Committee for a determination of the need and/or justification for
said meetings. Teachers will be notified of such meetings (and subject matter
of same) ideally at least two school days in advance of the meeting. In case
of extraordinary programs, or the introduction and/or implementation of new
programs, in the system, by agreement of the parties, the requirements of
this subsection may be waived. Section
6: Teachers may be required to attend one (1) evening
meeting each marking period. Compulsory attendance at evening school meetings
or functions during the marking periods shall be equally divided as much as
reasonably possible among all qualified teaching personnel. Attendance at
other than compulsory evening meetings or functions shall not be cumulative
and shall be at the discretion of the individual teachers. Section
7: Teachers will have a duty-free lunch period of at least
the length of a student lunch period at a time between the hours of 11:00
a.m. and 1:00 p.m. Section
8: Teacher participation in student extracurricular
activities shall be voluntary, where reasonably possible. Such assignments
shall be made by the principal according to the individual teacher
experience, qualifications and personal preference. No teacher shall be
appointed to more than three (3) paid extracurricular activities in Schedules
A and/or B. Section
9: Teachers are not required to drive pupils to official
school functions and activities that take place away from school buildings.
Teachers may do so voluntarily, but in such cases the teacher must receive
advance approval of the principal of the school involved, or
Superintendent. For each
approved trip, teachers will be reimbursed at the rate of town reimbursement
rate for mileage cents per mile for travel in excess of fifty (50) miles plus
tolls and parking fees. If the mileage exceeds the minimum, then the teacher
shall be reimbursed, as described above, for the entire mileage. Section
10: The principal or Superintendent shall, when assigning
practice teachers, take into consideration the academic load schedule and
record of past supervision of the classroom teacher being considered for this
assignment. As nearly as
possible, such assignments shall be divided among all classroom teachers with
PTS. Classroom teachers may, however, volunteer for such assignment and, in
fact, are urged to do so, in the interest of developing competent and
well-trained teachers for the profession. Vouchers which are sent by the
colleges of the student teacher to the school system will be made available
first to the supervising teacher, and then to members of his department. In the case of non-departmentalized teachers, the
vouchers will be made available first to the supervising (teacher and then to
the faculty members of this school. Practice teachers, who have assumed
classroom responsibilities from the regular teacher, may substitute, for the
teacher for whom he or she is a practice teacher and be paid at the going
substitute rate if the cooperating school permits. Section
11: Kindergarten teachers shall be classified as .66 of a
full-time teaching position and shall receive payment on the salary schedule
at .66 of a full-time position. Teachers with professional status at the kindergarten
level desiring to be placed in a full-time position shall be eligible for
transfer in accordance with the following provisions: 1. Kindergarten teachers shall not be allowed to bump a teacher with professional status to obtain a full-time position. They will be allowed to bump into a position held by a non-PTS member, and then only at the commencement of a school year with written notification to the Superintendent no later than April 1st preceding that school year. 2. Kindergarten teachers shall be
allowed preference in filling vacancies at the elementary level. This right
shall not be to a specific vacancy but rather to any available full-time
position. Transfer
and Vacancies Section
1: Any vacancy or newly created position which receives
compensation shall be posted for at least ten (10) school days prior to a
final appointment by the Principal with the approval of the Superintendent to
fill the vacancy or new position. Vacated or newly-created part-time, temporary, and paid
extracurricular positions shall be posted five (5) school days prior to a
final recommendation by the Superintendent. The Association will be notified,
in writing prior to the aforesaid posting period. In any event, all vacancies
shall be filled as soon as possible if the committee intends to fill the
vacancy. Jobs will be posted on district web site wherever possible. During summer months notification of vacancies will be sent
to those teachers who have indicated interest on their preference forms for
such positions. Said letters shall set forth the general qualifications for
the position, a general description of the duties and the rate of
compensation. The selection of the teacher to fill the position shall
be at the discretion of the Superintendent; however, recognizing the value of
experience and proven ability, the Superintendent affirms that all other
factors being equal, where possible, preference will be given teachers in
filling such positions on the basis of length of satisfactory service in the
Swampscott School System. Classroom teachers may apply for the vacant position and
will be considered for the vacancy on the basis of background, training, past
record, experience, ability, and scheduling availability, among other things.
In view of the Teacher Preference Forms defined in Section 5 hereof, the
posting during the summer months shall be, and hereby, is waived. The
administration reserves the absolute discretion to select the teacher to fill
such vacancies except, however, that unsuccessful classroom teacher
applicants may, upon request, receive from the administration the reasons for
refusal of their application. When the qualifications are equal, in
discretion and judgment of the superintendent preference will be given to the
teacher candidate. The selection of applicants shall not be considered a
grievance within the meaning of the grievance procedure contained in this
Agreement. As of the first school day in each year, the
Superintendent shall provide the President of the Association with a written
list of all new teachers hired into the system for that year, including
therein the number of years teaching experience and salary step. The above
list shall include the names of individual teachers that have received
additional (extraordinary) step increases under Article XV, Section 12, of
this Agreement together with the amount of such increase. Section
2: Should a reduction in teaching personnel be necessary,
personnel with fewer than three (3) full years experience will be released
before other personnel in accordance with Chapter 71, Section 42, of the
Massachusetts General Laws. Should a reduction of PTS personnel become necessary,
the following criteria will be followed: 1. First to be released will be
personnel in the department who have fewer than three (3) full years service
in the Swampscott School System. 2. Next to be released will be the
part-time PTS personnel in the department in reverse order of seniority as
defined in Article XVIII. 3. Next to be released will be PTS
personnel within the department in revenue order of seniority as defined in
Article XVIII. 4. For purposes of this section only,
kindergarten teachers shall be classified as full-time personnel. For
the purpose of this Article, personnel are defined as being in the department
where they have taught a majority of their time in the past year and
departments are defined as: Business 7-12 Art
K-12 English 7-12 Guidance K-12 Foreign Language 7-12 Library K-12 Home Economics 7-12 Music K-12 Industrial Arts
7-12 Nurses K-12 Mathematics
7-12 Physical Education/Health K-12 Science 7-12 Reading K-12 Social Studies 7-12 Special Needs K-12 Elementary Classroom
Teacher K-6 Speech K-12 All layoffs by category in subsections two (2) and three
(3) of this section shall be based upon the order of inverse seniority as
defined by Article XVIII. Should a vacancy occur in the department from which
a member of the Bargaining Unit has been laid-off, or in a department which a
member of the Bargaining Unit has taught within the last five years in the
Swampscott School System, the member laid-off shall be recalled in reverse
order of the lay-off. The right of recall shall exist for a period of two (2)
years from the effective date of the lay-off. This right of recall shall not
apply to any unit member until that unit member commences a fourth year of
employment in the bargaining unit. For the purpose of this Article, a vacancy
shall not include vacancies created through illness or a leave for which the
teacher is to be out for less than a semester. Laid-off personnel in the Bargaining Unit may choose to
remain on the
health plan offered by the Town by paying the full cost of the plan.
Personnel laid-off under this Article shall, if they notify the
Superintendent in writing, be placed at the top of the substitute list. If a
person on this list refuses a reasonable number of assignments, the
Superintendent may remove that person from the list. Section
3: Involuntary transfers will be ordered only after a
meeting has been held between the teacher to be transferred and the
Superintendent (or his designee) at which time the said transferred teacher
shall be apprised of all the reasons supporting the decision to transfer. The
above meeting shall be held if reasonable time before the effective date of
the transfer and after due notice is given to the teacher and the
Association. If, after the above meeting with the Superintendent the teacher
to be transferred objects to the transfer on the basis of reasons given by
the Superintendent, then, upon request of the teacher the Superintendent (or
his designee) shall, within a reasonable time, notify the Association of the
teacher's objections and the said Superintendent (or his designee) shall meet
with the representatives of the Association to discuss the transfer. Section
4: When, in the judgment of the Superintendent, a transfer
is necessary for good and sufficient reason and in the best interest of the
school system (other than an emergency), the Superintendent shall make every
effort to seek a volunteer. If the Superintendent in his sole discretion,
does not transfer any of the volunteers, an involuntary transfer will be
made. In determining the identity of the teacher to be involuntarily
transferred, a teacher's area of overall competence, major and/or minor
fields of study, overall qualifications and length of service in the Swampscott
School System will be taken into consideration by the Superintendent. As nearly as possible, teachers being
involuntarily transferred will be assigned to a comparable position. Section
5: Teachers desiring a transfer, change of assignment, or
employment in a summer program, evening school program, federal or state
program, will submit an executed Teacher Preference Form to the
Superintendent stating the assignment preferred. The Teacher Preference Forms
will be distributed to all teachers at the start of the school year and must
be submitted between September 1 and April 1 of each school year in order to
qualify for consideration for the succeeding school year. Other than the
above filing limits, no preference will be afforded applications on the basis
of dates filed and, in no event will the information contained in the forms
be used detrimentally to the teachers interests. The Teacher Preference
Forms must be renewed each year. Section
6: Notice of transfer will be given to teachers within a
reasonable time after a final decision to transfer has been reached by the
Superintendent. Section
7: The Superintendent reserves the right to hire and
transfer classroom teachers without the notice or other procedures defined
herein in extraordinary cases where federally funded innovations and programs
in the school system reasonably require such hiring, transfer, or specialized
instruction to permit the school system to qualify for such programs, and the
nature and procedures of the school system's applications for such funds do
not permit a disclosure, are sufficiently uncertain and indefinite, or where
speed in applying is of the essence so as to prevent meaningful collective
bargaining with the Association prior to such action. In such cases, the
Superintendent will notify the Association as soon as practicable of the
program, the reasons for its implementation, its implementation, and its
projected effect on the working conditions of the teachers and will, to the
extent possible, negotiate any changes in working conditions caused by such
innovations and program. Under normal circumstances hiring, transfers and/or
specialized instruction caused by the implementation of federally funded
programs will be consistent with and follow the procedures in this Agreement. Teacher Assignment Section
1: Elementary teachers will be provided with preparation
time whenever a specialist in physical education, art, library or music is
assigned to his or her class and during recess periods, where reasonably
possible. Teachers in the middle school and high school will have at least
one (1) unassigned period a day of the normal length of a teaching period in
addition to the time indicated in Article IX, Section 7. Teachers may be
assigned a maximum of five (5) teaching periods per day with a maximum of
four (4) consecutive assigned teaching periods where reasonably possible.
Teachers in homemaking, industrial arts, art, and physical education, may be
assigned six (6) periods per day up to a gross of twenty-five (25) periods
per week. Periods in excess of the above limitation may be assigned teachers
on a temporary emergency basis for compensation as defined in Article XV
Section 1. Section
2: Teachers with the greatest seniority may decline home
room assignments when someone is available in their department with less
seniority. These more senior and experienced teachers shall, instead, make
themselves available during normal home room periods to reasonably assist and
advise the administration in the indoctrination of new teachers to the
practices, procedures, and operations of the Swampscott School System.
Teachers who are thereby not assigned to home room remain subject to the
provisions of Section 3, Article IX, and shall use this time as defined in
this section. Home room assignments shall, where possible, be equally
divided among all the teachers in a school. A teacher shall not be assigned
as a traveling teacher within a building if it is reasonably possible to
assign a less senior teacher, in that department, to the traveling
assignment. Section
3: It is the consensus of the parties to this Agreement
that the ideal teacher-student ratio in the Swampscott School System is
defined below and shall, to the extent possible, be maintained as nearly as
reasonably possible, consistent with prudent assignment of the present
teaching staff utilizing the existing physical facilities, as follows: (1) Elementary
School: 25 to 30 students (2) Middle
School and High School: (a) All subjects except industrial arts, homemaking, office machines, band, and glee club: 25 to 30 students. (b) Industrial
arts, office machines, and homemaking: 15 students. (c) Band and choral instruction: by agreement
between the teacher and the principal. (d) Study
halls: 50 to 60 per teacher Should a dispute arise under the provisions of this
section, it may be appealed directly to the office of the Superintendent if
it cannot be adjusted by the teacher and his principal. If the matter is not satisfactorily adjusted informally
by the Superintendent, then the matter may be presented by the aggrieved
teacher to the Joint Committee for final and binding decision of the matter.
If the Joint Committee cannot agree upon a disposition or adjustment of the
matter, then the original condition shall be maintained. In no event are the
provisions of this section to be considered a grievance within the meaning of
the Grievance Procedure contained in this Agreement. Section
4: Classroom teachers will be notified in writing of their
programs for the coming year, including the schools to which they will be
assigned, the grades, and subjects they will teach, and any special or
unusual classes they will have, with reasonable certainty, consistent with
the uncontrollable changes required in assignments which may occur, as soon
as practicable after the assignments have been made by the administration,
and, under normal circumstances by the close of school in June. Teachers will
be informed by their principals, in writing, of changes in their teaching
assignments made after June 15 by a notice sent to their address on file in
the Superintendent's office. Under normal circumstances no changes will be
made after August 15. Teachers with duties in more than one building whose
schedule cannot be established in the spring will work out their schedule as
soon as possible in the fall. This will be done in cooperation with the
building principals involved and will be subject to final approval by the
Superintendent. Section
5: Secondary school teachers will not be required to teach
more than two (2) different subject areas in any school year. Teachers are
required to be adequately prepared for each class and shall devote sufficient
time in preparation each day in order to accomplish this end. Section
6: Substitute positions on the teaching staff which are
known to be vacant for at least twenty (20) days shall, to the extent
possible, be filled by teachers who have fulfilled state certification
requirements; provided, however, if a certified teacher is unavailable, or
unacceptable to the Superintendent, such vacancy may be filled by a
qualified, non-certified teacher. After a twenty (20) consecutive school day
trial period in the same assignment the substitute teacher, whether certified
or non-certified, will be given a regular teacher's contract scale. If, in
the discretion of the appointing authority, within the twenty (20) day trial
period, it is determined that a "substitute teacher" is a "regular
teacher" then that teacher shall be placed on the teacher's contract
wage scale, at a level determined by the Superintendent. Section
7: The Superintendent or his designee will make reasonable
efforts to produce a qualified substitute teacher for full school day absences
of classroom teachers provided, however, that subject to this Agreement the
scheduling of classes and hiring of teachers is and remains within the
discretion of the Superintendent and the Committee. Should a dispute under the provisions of this section
arise, if the matter cannot be adjusted by the Association and the principal
involved, it may be appealed directly to the office of the Superintendent. If
this matter is not satisfactorily adjusted informally by the Superintendent,
then the matter may be presented by the Association to the Joint Committee
for final and binding disposition. If the Joint Committee cannot agree on
disposition or adjustment of the matter, then the original administrative
decision shall prevail, subject to the provisions of Article IV hereof. In no event are the provisions of this section to be
considered a grievance within the meaning of the Grievance Procedure
contained herein. Section
8: In order to provide for an orderly operation of the
individual school, teachers may be required to share in the normal in-school
responsibilities (i.e. supervision of pupils, fire drills, student
dismissals, assemblies, etc.) by the principal on an equitable basis. All
elementary teachers, specialists and classroom teachers will be assigned
lunch and lunch recess duty on an equitable basis. To the extent that aides
are employed, teachers will be relieved of these assignments. Section
9: All
secondary school teaching assignments and each class size will be posted
conspicuously in the office of the teachers' assigned school, when the
information becomes available. Teacher Protection Section
1: Any feasible or tenable complaints regarding a teacher
made to any member of the administration by any parent, student, or other
person will be promptly called to the attention of the teacher and his
immediate superiors. The teacher shall have the right upon request to
ascertain the name of such complainant and to respond to the complaint in
writing or in person to said complainant. Section
2: Teachers will immediately report to the Superintendent
in writing all cases of actual or suspected assault and/or battery suffered
by them in the course of their employment in the school. Likewise, teachers
will report any incident which involved the touching of an individual and
which might, in their opinion, give rise to a charge of assault and/or
battery against them. The teacher's report will be forwarded to the Committee
or their designee. The Committee will comply with any reasonable request from
the teacher or the Association for information in its possession relevant to
the incident, persons directly involved, and will otherwise reasonably act
and cooperate with the teacher, police, and the courts to the extent it is
possessed of such knowledge, reports, and information of the incident, as the
employing authority, provided, however, that the Committee deems such action
to be reasonably within the best interests of the school system. Teachers shall also report cases of the recurrent
problems with their pupils to the parents of that pupil through their
respective principals in order to provide the parent with reasonable notice
and warning of the existence of such problems before they reach a relatively
serious stage. Section
3: If any proceeding is commenced against a teacher, the
Committee will provide indemnification as required by Chapter 258 of the
Massachusetts General Laws. Section
4: The Committee will reimburse teachers in an amount from
ten dollars ($10) UP to two hundred dollars ($200), for a maximum of two
thousand dollars ($2,000) in annual system-wide claims, for the replacement
of clothing or other personal property of the teacher damaged or destroyed in
the reasonable count of his employment within the school grounds. Section
5: The School Committee and the Association will share the
printing cost of this Agreement. All teachers will receive a copy of this
Agreement at the beginning of the school year. Additional copies of this
Agreement will be shared equally by the Committee and the Association. Section
6: Audio and visual taping in the classroom will be done only with the written permission of all of the parties being recorded. Teacher
Evaluation, Discipline, Suspension and Discharge Section
1: Consistent with the usual and existing practices of the
Swampscott School System, all monitoring and/or observations of the work
performance of a teacher will be conducted openly and with full knowledge of
the teacher. Teachers will be given a copy of any written evaluation reports
prepared by their superiors as soon as reasonably possible. Teachers will
have the right to see and review written individual reports, if any, as well
as composite reports with the individuals making them. The purpose of
observation and evaluation is to improve instruction and provide criteria for
the basis of continued employment. Final evaluations for teachers without
professional status will be in the possession of the teacher by May 15, where
reasonably possible. For purposes of evaluation, 135 or more days shall
constitute a year of service. Section
2: Teachers shall initial all written comments after a
review with the evaluation officer(s) and may make personal comments in the
space provided. Such initialing shall not necessarily be taken to indicate
the teachers agreement or concurrence with such report. Any teacher may
request an interview with a department chairman or director, principal, or
representative of the Superintendent's office to review their evaluation
reports. Teachers whose service has been rated unsatisfactory or
who have been formally criticized or reprimanded by a superior in any respect
shall be notified of such action, and shall have the right, upon request, to
meet with the rating or evaluating superior who shall review and fully
explain the rating to the teacher. Said reviewing superior shall also define
and suggest to the teacher areas for remedy and improvement of the rating,
criticism, or reprimand. With
regard to the personnel file or folder of all teachers in the Swampscott
School System, the Committee hereby reaffirms its belief in and compliance
with the so-called "open folder rule" of the laws of the
Commonwealth as more fully explained in Chapter 71, Section 42C, of the
General Laws which preserves teacher's right to examine and copy personnel
folder, files, cards and records concerning either the teacher or his/her
work, provided only that such examination shall be in the presence of a
school official or his/her designee. Teachers also have the right to submit a
written answer to derogatory material contained in the file and his/her
answer shall be reviewed by the Superintendent and attached to the file copy
of the derogatory letter. A time limit of five (5) years will be set for the retention of any derogatory document within a teacher's folder. Once professional status is reached, any document contained within his/her folder will be available for him to read. No item in his or her folder will be withheld from a teacher with professional status. However, consistent with the cited statute, it shall be
the responsibility of the individual teacher to request and periodically
review his/her folders. The Committee urges the teachers to review regularly
their personnel folders in order to protect fully their rights and to
implement fully the terms, provisions and tenets of this Agreement. TEACHER EVALUATION PROCESS A. Teachers
without professional status 1. Teachers without professional status
shall be evaluated annually, and shall receive four formal observations; two of the
four observations will be
unannounced. This evaluation will begin by October 15 and will be completed
by May 15. Prior to the evaluation cycle, the evaluator and the teacher will
meet to discuss the evaluation process. Each observation shall not exceed one
class period on the secondary level or 48 minutes at the elementary level.
The evaluator will initiate this process. 2. Teachers without professional status
will be observed and evaluated referring to the PRINCIPLES OF EFFECTIVE
TEACHING which are appended hereto. 3. Teachers will have two evaluators
where applicable. The first evaluator shall be the building principal or the
assistant principal; the second evaluator will be the teacher's curriculum
director where applicable.* The Superintendent will consider but shall not be
required to honor the teacher's request for a different evaluator. 4. Following each classroom observation,
within five (5) school days, the evaluator and the teacher will confer. At
this conference the teacher will receive a copy of the CLASSROOM OBSERVATION
ASSESSMENT which will form the basis for their discussion. If specific
recommendations are made as to the way the teacher may improve with respect
to the PRINCIPLES OF EFFECTIVE TEACHING, the evaluator and the teacher will
discuss the recommendations. 5. Following the post conference and within
five (5) school days, the teacher may provide a written response to the
CLASSROOM OBSERVATION ASSESSMENT FORM. The information gathered through the
CLASSROOM OBSERVATION ASSESSMENT FORM will be used in the preparation of the
final evaluation report but will not become part of the teacher's personnel
record. 6. The EVALUATION SUMMARY will be given
to the teacher, and will contain summary statements developed by each
evaluator from the formal classroom observations. A written response by the
teacher may be included on any EVALUATION SUMMARY. The evaluators will
forward the EVALUATION SUMMARY to the Superintendent's office. 7. If specific recommendations reveal a
serious problem that could lead to dismissal or non-reappointment, the
teacher and evaluator shall develop, in concert, a growth plan which will be
specifically designed to improve the performance of the teacher. This
provision does not apply to teachers in their first or second consecutive
year. 8. Both the evaluator(s) and the
teacher must sign the EVALUATION SUMMARY REPORT. The teacher's signature does
not constitute agreement, but that the teacher has read the EVALUATION
SUMMARY REPORT. B. Teachers With
Professional Status 1. Teachers with professional status shall
be evaluated at least every three years and will receive at least one
evaluation report in the year of evaluation, provided, however, a
professional growth plan may require evaluation more frequently than every
other year. Teachers with professional status will receive two observations,
all announced, for their evaluation, and will be observed not more than once
during a three-week period by the same evaluator. This evaluation will begin
by October 15 and will be completed by June 15. Prior to the evaluation
cycle, the evaluator and the teacher will meet to discuss the evaluation
process. Each observation shall not exceed one class period on the secondary
level or 48 minutes at the elementary level. The evaluator will initiate this
process. 2. Teachers with professional status
will be observed and evaluated referring to PRINCIPLES OF EFFECTIVE TEACHING
which are appended hereto. 3. The first evaluator shall be the
building principal or the assistant principal: the second evaluator will be
the teacher's curriculum director where applicable. * The Superintendent will
consider but shall not be required to honor the teacher's request for another
evaluator. 4. Following each classroom
observation, within five (5) school days, the evaluator and the teacher will
confer. At this conference, the teacher will receive a copy of the CLASSROOM
OBSERVATION ASSESSMENT which will form the basis for their discussion. If
specific recommendations are made as to the way the teacher may improve with
respect to the PRINCIPLES OF EFFECTIVE TEACHING, the evaluator and the
teacher will discuss the recommendations. 5. Following the post conference and
within three (3) school days, the teacher may provide a written response to
the CLASSROOM OBSERVATION ASSESSMENT FORM. The information gathered through
the CLASSROOM OBSERVATION ASSESSMENT FORM will be used in the preparation of
the final evaluation report but will not become part of the teacher's
personnel record. 6. The EVALUATION SUMMARY will be given
to the teacher by the evaluators, and will contain a summary statement
developed from the formal classroom observations. A written response by the
teacher may be included on any EVALUATION SUMMARY. The teacher and the
evaluator may develop, in concert, a growth plan which will be specifically
designed to improve the performance of the teacher. This EVALUATION SUMMARY
will be forwarded to the Superintendent's office. 7. Both the evaluator(s) and the
teacher must sign the EVALUATION SUMMARY REPORT. The teacher's signature does
not constitute agreement, but that the teacher has read the EVALUATION
SUMMARY REPORT. C. General1. In order to maintain the
confidentiality and integrity of the evaluation process, the teacher's
evaluations will be kept in the Superintendent's office. A log will be kept
as part of the file indicating who has seen the file, the date of access and
the reason for accessing the file. Clerical staff whose job it is to maintain
and secure the file shall not be included in the log. Those individuals who
examine or receive copies of file material shall be logged.
Section
4: The Association recognizes the authority, discretion and
responsibility of Curriculum Directors, Principals, and the Superintendent to
discipline or reprimand a teacher. Any such action shall occur only in
accordance with the provisions of Section 5 of this Article and only after
the teacher has been notified in writing of the pendency of such action at
least 24 hours in advance with a complete description of the proposed action
arid reasons therefore. Teacher shall be entitled to representation by the
Association at any disciplinary action. Section
5: No teacher will be disciplined, reprimanded, suspended,
reduced in rank or compensation, deprived of any professional advantage or
dismissed without just cause. The Association agrees that in the event of a suspension
or discharge of a teacher, compliance by the committee with the various steps
and provisions of the Grievance Procedure contained in this Agreement shall constitute
full satisfaction of the provisions of the General Laws of the Commonwealth
as they pertain to such action, particularly Chapter 71, Section 42, and said
Association does hereby waive any and all rights at law and in equity to
appeal on the sole basis of the Committee's non-compliance with said statute. In consideration of the fact that this Agreement
contains mutually agreed-upon provisions for final and binding arbitration
regarding alleged unjust Committee action under this Section, the Association
further agrees that full compliance with the Arbitration provisions of this
Agreement by the Committee, with respect to the suspension or discharge of a
teacher resulting in a final and binding decision under this Agreement shall
fully exhaust the remedies of the Association in that regard. The Association
does hereby waive any and all rights at law or in equity to appeal, on the
merits, pursuant to Chapter 71, Section 43A, of the General Laws, any final
and binding decision made under the Arbitration provisions of this Agreement. Section
6: The
Committee will, upon request, provide the Association with such relevant
documents as will reasonably assist the Association in developing
intelligent, accurate, current, informed and constructive programs on behalf
of the teachers and their students. The
Committee, upon request, will provide the Association with reasonably
relevant material as is necessary to enable the Association to fully protect
the rights of its members, to interpret and police this Agreement. The
written request will contain a list of the information requested, the
document of evidence required, the form in which it is requested, and the
issues to which the information relates. The Committee reserves the right to
discuss the form and expense of supplying requested information to the
Association. Section
7: All
administrators, directors and curriculum directors will survey the staff by
June 1 of each academic year to obtain feedback and solicit input from
teachers and staff. The areas of the survey will include but are not limited
to: school climate, program effectiveness, curriculum innovation,
professional development and other opportunities for school improvement. The
feedback tool used will be determined by the administrators and will remain
in their possession. Results will be shared with teaching staff annually
through staff meetings and School Councils. Section
8 : Teachers will receive a flow chart at the beginning of every school year identifying administrative responsibility in the areas of curriculum writing and planning, budget development, building maintenance, student discipline, professional development, special education, scheduling and communication protocols. Association Activity and
Teacher Participation Section
1: The President of the Association may take up to six (6)
days paid leave to conduct Association business. The Association agrees to
pay one half the cost of substitute teachers. The
President and designated Vice President of the Association shall not be
required to perform study hall, cafeteria, homeroom, recess, rest room or
corridor duties or before or after school supervision of students. Section
2: The Association is hereby granted, without cost, the
privilege to use school buildings at reasonable times for Association
meetings. The Association will notify the principal of the building to be
used of the time and place of the meeting at least twenty (24) hours in
advance. Section
3: The Committee will supply one (1) bulletin board in the
faculty room of each school building for the exclusive use of the
Association. Section
4: The Committee agrees that, consistent with the
maintenance of proper balance and staffing of the school system, one (1)
teacher with professional status designated by the Association upon written
request by the Association given under normal circumstances on or before
April 1st of the preceding school year, shall be granted a leave of absence
for up to two (2) years without pay for the purpose of engaging in
Association activities on a state or national level. Upon the successful
completion of such activities and at the conclusion of the leave granted, the
participating teacher will be considered by the administration and the
Committee as if he had been actively employed in the Swampscott School System
during the time of the leave and he will be placed on the salary schedule at
the level he would have achieved if he had not been absent during the period
of the leave. The provisions of this Article shall apply only so long as the
teacher granted the leave shall continue to engage in the activities for
which he was granted the leave by the Committee. Should the teacher fail to
continue to engage in such activity, in any way terminate his relationship
with the Association, or be terminated by the Association, the Committee may,
at the sole exercise of its discretion, refuse to apply the provisions of
this section. The Association agrees that in such circumstances, the failure
of the Committee to so exercise its discretion shall not be or become a
grievance within the meaning of the Grievance Procedure of this Agreement. Section
5: In order to facilitate the conduct of negotiations with
the least possible expense to the town, the parties agree to normally conduct
negotiations at reasonable times when the schools are not in session. If the
Committee schedules negotiations at a time when school is in session, the
representatives of the Association who are actually conducting the
negotiations shall attend without loss of pay or benefits in order to permit
their participation in such meetings. Section
6: A
copy of the official Agenda of Committee meetings and attached documents
(under normal circumstances) will he supplied to the Association a reasonable
time prior to said meetings. Official minutes of School Committee meetings
will be posted in each school and formal decisions reported in the school
systems' internal publication. Each year the Association will notify the Superintendent of the names and addresses of the officers, directors (building representatives), Negotiating, PR&R, and Professional Standards committee members. The Association will supply the Superintendent with a
copy of the Agenda for general meetings of the Association. The
Superintendent and/or the Committee shall be permitted access to and may copy
minutes of the general meetings of the Association. Salaries Section 1: The salary of each teacher in the Swampscott School
System shall be determined pursuant to the following sections of this
Article. Payments shall begin the second Friday of the school year and
continue every second Friday thereafter for a total of 21 equal payments. The
final payday will be no later than the last day teachers are in school. In
the event of a split percentage salary schedule, it is understood that the
first eleven pay checks are at the original rate and the next ten pay checks
are at the second annual rate. The parties further agree that during the respective
effective dates these schedules are not open to any further negotiations or
general adjustment; except only should the parties mutually agree to reopen
any particular Special Assignment Classification in either schedule, then
only that specific and individual classification may properly be the subject
of further reopened negotiations. Such a reopener, however, shall not in any
way alter, affect or modify the remaining (unreopened) classification
adjustment. This Agreement in no way binds or commits either the Committee or
the Association to agree to reopen. Likewise in the case of agreement to
reopen, the Committee is in no way bound or committed to grant, or the
Association to accept, any such offer and/or adjustment of the reopened
special assignment pay. Teachers receiving special assignment or athletic pay
have the option of receiving such pay in a lump-sum payment at the conclusion
of the special assignment or sport, or receiving it as part of their regular
salary schedule payment. The Senior Class advisor shall be relieved of all extra
classroom duties. The class advisor will work with the principal to arrive at
a duty schedule that will not adversely affect the operation of the school as
well as provide for maximum benefit for the advisor to use his/her time. The Junior Class advisor may be relieved of her/his
extra classroom duties on an as needed basis with permission of the high
school principal. If a secondary teacher (grades 6-12) agrees to teach an
additional class above five per day (25 per week), the teacher will receive
an additional .2 of his/her annual salary, exclusive of stipends and
longevity. Whenever possible the number of .2 positions shall not equal a
full time teaching assignment in a department. Teachers working on grants, curriculum development, and
special projects occurring outside the teacher's normal workday and approved
solely by the Superintendent will be compensated at a rate not less than
$35.00 per hour. The district will pay recertification fees, a maximum of
$100.00 per teacher. Teachers must present a copy of their new certificate
and a receipt to be compensated. See Salary Schedules in Appendix Section
2: Longevity
(For continuous service in the Swampscott Public Schools unless modified by
Article XVII Section 12) After 12 years $300 (N through M+15) After
15 years $715 After
20 years $1265 After
25 years $1815 All in-service credits earned in Swampscott shall be
eligible to advancement on the salary scale. Language
for compound maximum: Teachers on the M+30 through M+75 scale will receive
regular longevity (except for year 12 listed above) plus a compound maximum
of $500.00. All such compound longevity will be cumulative for continuous
service of at least eleven years, on the twelfth year in the Swampscott
Public Schools unless modified by article XVII Section 12. Section
3: There shall be, and is hereby established, a
Professional Standards Committee which shall consist of six (6) members all
of which shall be voting members on all matters that come before the
Professional Standards Committee for decision. Three (3) members shall be
appointed by the Superintendent and three (3) members by the President of the
Association. A voting chairman shall be elected by a majority vote of the
Professional Standards Committee. In the event of a deadlocked vote on any
matter before the Committee, the Superintendent shall break the deadlocked
vote. The terms of the members of the Professional Standards
Committee shall be three (3) years on a staggered basis. Any member of said
Committee may be replaced by either the Association or the Superintendent as
regards their respective appointees except, however, that the replacement
appointee shall serve only for the balance of the term of the member being
replaced. The jurisdiction of the professional Standards Committee
shall be limited to matters specifically provided in this Agreement and
matters over which the said Committee's previous jurisdiction remains
unaltered by this Agreement. The parties to this Agreement may, from time to
time, by mutual agreement in writing extend or modify the jurisdiction,
procedures, and practices of the Professional Standards Committee. No more than six (6) years may elapse between the
completion of the course and submission to the Profession Standards Committee
for judgment and approval. Section
4: No more than six (6) years with the exception of twelve
(12) years between Masters plus 30 to Masters plus 75 or Doctorate may elapse
between the beginning and completion of the course requirements for each
non-degree salary level and submission to the Professional Standards
Committee for judgment and approval. A teacher shall not be deemed qualified for progression
to a higher level of training unless he has notified the Superintendent in
writing of his intention to do so by January 1 prior to September of the
school year in which progression will take place. Progression will take place
on either September 1 or February 1 provided sufficient documentation as to
degree or course work is presented to the Superintendent one month prior to
the first day for either of the months. Progression on February 1 will be
prorated in dollars for the remaining period of time for that school year. Section
5: The
following are course requirements for teachers: Three credits of approved study every three-year period
of service in the system. The above indicated credits may be from in-service courses
which have been approved by the Superintendent, or from accredited
institutions. An in-service course requires a minimum of ten (10) hours of
class time and five (5) hours reflected by the submission of a report or
class activity for one (1) in-service credit. In both cases the course must
be relevant to the applicant's teaching assignments. When requesting approval of the required three (3)
credits, it will be incumbent upon the teacher to include, in the description
of the course, information which will enable the Professional Standards
Committee to determine that said course is related to the teaching assignment
of the applicant. In both cases the course must be acceptable to the
Professional Standards Committee in order to be applicable toward a step or
preparational level increase. It is the express intent of the parties to this
Agreement to encourage and reward teachers who pursue and demonstrate
professional growth beyond their regular teaching duties and progression on
the salary schedule. Approval of such activities shall not, therefore, be
considered automatic and routine. Section
6: The
Bachelor's degree plus fifteen (15) hours, Master's degree plus fifteen (15)
hours, Master's degree plus thirty (30) hours, Master's degree plus forty five
(45) hours (FY 2005), Master's degree plus sixty (60) hours . Master's degree
plus forty-five (45) hours (FY 2005) Master's degree plus seventy-five five
(75) hours have been written into the salary schedule for Swampscott teachers
to provide teachers with immediate financial returns for additional study and
to otherwise further raise the professional standards as they exist in the
Swampscott School System in order to provide the children of Swampscott with
the finest, most dedicated and best informed teachers possible on a
continuing basis. These non-degree programs must represent fifteen (15),
thirty (30), forty-five (45), sixty (60) and seventy-five (75) hours
respectively of successful graduate work or its equivalent which is
acceptable to and has been approved by the Professional Standards Committee. Section
7: Course reimbursement will be
offered with an annual district financial cap of $20,000. Teachers will be
reimbursed for one class every two years. Any reimbursement not paid because
of such cap shall be first on the list in successive years over new
reimbursements. Action on teacher applications under this section, being
solely within the discretion of the Superintendent and the Committee, shall
not be subject to the Grievance Procedure of Joint Committee provisions
contained herein. Section
8: The Committee will pay reasonable expenses (including
but not limited to) fees, meals, lodging or transportation at the mileage
rate of town rate per mile in excess of fifty (50) miles plus tolls and parking
fees, incurred by teachers who attend workshops, seminars, conferences, or
other approved professional improvement sessions at the request and with the
advance written approval of the Superintendent, provided, however, that such
travel and other expenses have been provided for in the existing school
department budget, provided further that the teacher is not compensated by
some other sponsoring agency. Teachers requesting reimbursement from the Committee
under this section prior to payment will submit to the Superintendent a
voucher individually listing the expenses for which reimbursement is sought
and the date and name of administrator granting approval for the expenses. Section
9: At
his or her sole discretion, the Superintendent shall fix the initial salary
rate of each teacher on entering employment, giving consideration to previous
experience and special skills; provided, however, that such salary rate shall
not be less than the minimum established in this Article. Teachers who enter
the school system at other than the beginning of the school year will move
the following year on the step schedule at the discretion of the
Superintendent. Teachers who are within the system may be granted individual
additional step increases for merit, service, degree requirements, or for
additional duties. Section
10: Salary increases of any kind are not automatic. They are
granted by the Superintendent, after lawful discussion and consideration of
the Association's requests, only where there has been a continuation of high
standards of teaching or a demonstrated improvement of efficiency in service.
The Committee reserves the right subject to the provisions of this Agreement
and after due notice, to withhold increments from a teacher doing
unsatisfactory work. Section
11: For purposes of this agreement, except for temporary
substitute teachers, whenever the Superintendent and/or the Committee is
required to calculate the amount of pay due a member of the Bargaining Unit
for services actually rendered for a period of time that is less than
(partial) a full contract year, or to determine amounts teachers are to be
docked or reduced in pay for disciplinary or other purposes under this
agreement; then the amount due or margin of pay reduction, as the case may
be, shall be calculated by utilizing the base figure of 1/180th of the
teacher's annual salary for each day of actual employment or reduction. In
the case of temporary substitute teachers, said amount, due and/or to be
utilized for docking or for reduction in pay shall be determined by the daily
wage rates specified in the agreement. Insurance, Hospital Benefits,
and Notification of Resignation or Retirement Section
1: The School Committee agrees to provide the same health
insurance and life insurance policies to teachers as that provided other town
employees. The Committee also agrees that the percentage paid by the teachers
for these policies will be the same as paid by other town employees as stated
in Chapter 32B of the Massachusetts General Laws. Section
2: Teachers intending to resign or retire shall notify the
Superintendent, in writing, at least four (4) weeks before said termination
is to take effect. It is the consensus of the parties to this Agreement
that teachers should not resign without due notice to the Administration to
allow it a reasonable time prior to the summer months for the hiring of a
replacement. In recognition of dedicated service to the children of Swampscott,
any teacher employed prior to June 30, 1996 covered by this agreement shall
obtain an increase in compensation by following these established procedures: Eligible teachers, who have been employed by the
Swampscott School System prior to June 30, 1996 and have not opted to
participate in the 403(B) program, will notify the Superintendent of Schools
by November 1 of the year the employee intends to retire in order to receive
the sick leave buy back incentive in the next fiscal year. If the employee
wants to receive the sick leave buy back incentive in the year in which the
employee will retire, a one year notice prior to the November 1 deadline must
be given. The formula for the sick leave buy back incentive is as follows: (20% of unused accumulated
sick leave)/180 X (final years salary) In case of death while in service the same formula will
pay a benefit to the employee's designated beneficiary or his estate. The notice requirement of this section is intended for
budget considerations and may be waived in the case where an unanticipated
physical disability requires the retirement under the provisions of the
Teacher's Retirement Act at a time earlier than originally contemplated. In the event the individual has a prolonged illness
during their last year, he or she may elect to withdraw from the
participation in this program and revert to his or her pre-November status. Section
3: Bargaining Unit members hired after June 30, 1996 shall
not be eligible for benefits under the SICK LEAVE BUY BACK provisions of
Article XVI, Section 2. The Committee and the Association agree to establish
a fund for teachers hired after June 30, 1996 and current unit members who
had previously elected this option. The fund will be a 403(B) administered by
a committee chosen by the SEA. The School Committee agrees to make a matching
contribution dollar for dollar up to $300 in FY 2005, $350 in FY 2006 and
$400 in FY 2007 for each bargaining unit member. Payments cannot be made
retroactively. Upon termination
or retirement, a unit member shall be eligible to receive funds consistent
with the fund's rules and regulations. Further, a committee made up of SEA
members will be formed to oversee the implementation of the plan. Sick Leave, Military Leave,
and Other Authorized Leave Section
1: Teachers shall be entitled to fifteen (15) sick leave
days each school year as of the first official day of each school year. In
the case of a first year teacher, should that teacher leave before the
completion of the school year, the teacher will be entitled to sick leave at
a rate of 1 1/2 days per month. The cost of any excess sick days shall be
deducted from the last paycheck at the rate of 1/180th of the amended salary
per sick day in excess of the accumulated sick leave. The Committee, in its
sole discretion, may allow sick leave beyond the limits described herein.
Unused sick leave days are cumulative from year to year with an unlimited
maximum. Except on reinstatement after a specifically enumerated leave of
absence, no sick leave credit for prior employment will be allowed to any
teacher rehired after a termination of service. Abuses of sick leave will be treated as individual
disciplinary cases by the Superintendent. Extended sick leave shall not be
considered by itself as sick leave abuse. Section
2: In addition to personal illness or injury, initial or
accumulated sick leave may be utilized for the following purposes, provided,
however, such leaves result from individual teacher responsibility and said
teachers will, upon request, supply proof of such responsibility. a. Emergency illness or injury in the
family requiring a teacher to make arrangements for necessary medical and/or
nursing care. b. A
critical illness in the immediate family. c.
Any
other reason approved by the Superintendent. Should a dispute as to the interpretation and
application of this provision arise if the matter cannot be adjusted by the
teacher or his principal, it may be appealed directly to the Superintendent.
If the matter is not satisfactorily adjusted informally by the
Superintendent, then the matter may be Joint Committee cannot agree upon disposition or
adjustment of the matter, then the original administrative decision shall
prevail subject to the provisions of Article IV hereof. In no event are the
provisions of this section to be considered a grievance within the meaning of
the Grievance Procedure contained in this Agreement. Section
3: A sick leave bank shall be established, upon the
effective date of this contract, for the use of those members of the
professional staff covered by this Agreement who wish to participate, and who
have exhausted their own sick leave. During the month of September, a staff member may join
the bank by signing an authorization card, provided by the Association,
donating one of his sick days to the bank. On October 1st, the Association
will notify the Superintendent's office of the names of the staff members
participating in the bank, so that one day of sick leave may be subtracted
from their account and credited to the bank. The bank shall accumulate from
year to year. The sick bank shall be administered by a Sick Bank
Committee consisting of three members appointed by the Association President.
The Sick Bank Committee shall determine the time when it becomes necessary to
replenish the bank by an assessment of an additional day of sick leave from
participating members. The Sick Bank Committee shall promulgate guidelines to
determine the eligibility for use of the bank and the amount of leave to be
granted. The initial grant of leave from the bank shall not exceed thirty
days. Upon expiration of the thirty day entitlement, the period may be
extended by the Committee for additional thirty day maximum periods. The decision of the Sick Bank Committee with respect to
eligibility shall be final and not subject to the grievance procedure. Section
4: In addition to sick leave, teachers shall be entitled to
the following temporary leaves of absence each school year with no loss of pay
or benefits except, however, that unused leave days under this section shall
not be cumulative from year to year. When leave is required for the Association connected
business as set forth in this section, the Association or the designee who is
to actually use the leave shall notify the Superintendent in writing of his
intention to take leave and the purpose of the leave at least seven (7) days
prior to the date the leave is scheduled to begin. Leave, under the
provisions of this section, shall be allowed for: a. Time reasonably necessary for such
officers and/or members of the Association not to exceed two (2) individuals
as may de designated by the Association to attend Massachusetts Teachers
Association, National Education Association conferences and/or conventions or
such other similar conferences and conventions as may be approved by the
Superintendent. b. Time reasonably necessary for
designated Association building representatives, Association officers,
members of the Association Grievances Committee, for the presentation of
grievances under this contract when such activity is scheduled to take place
at a time during which such employees are normally required to be on duty.
The Association agrees to the extent reasonably possible that the initial receipt
and preliminary investigation of grievances will be conducted outside of
regular school hours. c. Such times as may be
reasonably necessary for any teacher's appearance in a legal proceeding
directly connected with his employment in the Swampscott School System; or
such other legal proceeding wherein attendance is required by law or direct
mandate of any other judicial or quasi-judicial body. d. Up to five (5) days at any one time
in the event of death in the immediate family. The term "immediate family"
refers to the teacher's spouse, child, father, mother, sister, brother, or
grandparents. Absence of up to Three (3) days without loss of pay or benefits
will be allowed an employee to attend the funeral of a mother-in-law,
father-in-law, brother-in-law, sister-in-law, uncles, aunts, nieces, nephews,
cousins, and domestic partner. ("Domestic partner" is defined as
the person of the same or opposite sex with whom the person lives). e. Up to three (3) days leave
(annually) for personal, legal, business, household or family matters which
require absence during the school hours, provided, however, upon notification
by way of the Personal Leave Form, for said personal leave the teacher shall
state to the Superintendent that leave under this section is required by the
individual responsibility of the teacher, it is not to be used to extend
holidays or vacations, and is not for reasons for leave specified in other
provisions of this Agreement. Except in cases of emergency, the Personal
Leave Form shall be submitted at least 48 hours in advance of the day(s) of
leave requested. Teachers who must be absent from school to observe religious
holidays must utilize a personal day for the first day. Teachers who are
absent to observe religious holidays for a second or third day shall be
eligible for one additional day of leave under this subsection. Teachers
needing the additional day of leave must request the religious days in
writing to the Superintendent stating the religious obligations that must be
met. f. One (1) day annually for the
purpose of visiting other schools or attending meetings or conferences of an
educational nature, provided, however, that absences have received prior
approval of the principal or Superintendent. g. Any
other reason approved by the Superintendent. Section
5: A leave of absence without pay of up to two (2) years
may be granted, consistent with the maintenance of proper balance and
staffing of the school system, to a teacher with professional status who is
in training or assigned a teaching position through the Peace Corps or serves
as an exchange teacher or similar programs acceptable to the Professional
Standards Committee provided, however, that such teacher remains a full-time
participant in such position or program throughout the period of leave
granted by the Superintendent. Reasonable notice of intent by a teacher to
perform service shall be given the Superintendent in writing, in no event,
later than April 1st of the school year preceding the teacher's participation
in the program. The written notice shall specify the nature or basis of the
program sponsors or financing arrangements, periods of areas of training and
projected or anticipated teaching assignments and length of service. It is the express agreement of the parties of this contract
that teachers utilizing the professional privileges of this section shall be
required to return to their teaching positions in the Swampscott School
System at the completion of such a leave for a minimum period of at least one
(1) school year. Upon return from such leave a teacher will be considered as
if he were actively employed by the Committee during the period of the leave
and will be placed on the salary schedule at the same level of pay as if he
had not been absent. Section
6: The committee will comply with all state and federal
laws with respect to military leaves of absence. Teachers returning from
military leave will be reemployed in accordance with the provisions of the
Selective Service Act of 1948, as amended by the Universal Military Training
and Selective Service Act of 1951, the Armed Forces Reserve Act of 1952, and
the Reserve Act of 1955, and as such act may be hereafter amended. Teachers
will suffer no break in seniority because of absence due to military leave. Section
7: Child rearing leave or adoption leave of up to one full
year without pay or increment will be granted to a teacher. A teacher who
becomes pregnant or intends to adopt shall notify the superintendent in
writing four months before the expected arrival of the child stating the
anticipated date of commencement of the leave and the anticipated return
date. A teacher on such leave is entitled to return to the same, or a similar
position without loss of employment benefits for which she was eligible on
the date that her leave commenced. The teacher granted such leave shall
receive an increment for that year if more than ninety-one (91) days are
worked in the school year. Section
8: Except as specifically provided herein all benefits to
which a teacher with professional status was entitled at the time an
authorized leave of absence commenced, including but not limited to
seniority, and unused sick leave shall be restored upon authorized return,
and the teacher will be assigned to the same, or substantially equivalent position
as the one held at the time the leave commenced. Section
9: All requests for extensions or renewals of leaves will
be filed with the Superintendent's office (in writing) a reasonable time
before the leave is scheduled to expire. The Superintendent shall act within
a reasonable time of receipt of the request and shall notify the teacher (in
writing) of the decision, together with the reasons for such action. Section
10: The privilege of sabbatical leave of up to one (1) year
may be made available to teacher with professional status of the Swampscott
School System for advanced study, travel, and other acceptable areas of
professional development upon recommendation of the Superintendent and the
Professional Standards Committee. The granting of sabbatical leave shall be
discretionary with the committee and shall not be subject to the Grievance
Procedure as defined in this Agreement. Upon formal approval by the
Superintendent sabbatical leave will be granted subject to the following
conditions: a. Before beginning a sabbatical leave
a teacher shall agree in writing to return to active service in the
Swampscott schools for a period of at least two (2) school years following
the expiration of the sabbatical leave period. A teacher who does not fulfill
this agreement shall repay to the town the amount of salary received during
the sabbatical leave, provided, however, that the teacher shall be released
from such payment if his failure to serve the two (2) years post sabbatical
service is due to his illness, disability, death, or discharge by the
Superintendent. b. Nor more than two (2) PTS members of
the teaching staff shall be allowed sabbatical leave at any one period. If
there are more than two applicants for sabbatical leave for the same period,
the Superintendent will have the final decision in choice of the candidates. c. The form requesting sabbatical
leave (available from the Superintendent's office) must be received no later
than January 31 and all action on sabbatical leave requested will be
completed no later than March 31 of the school year preceding the year in
which the sabbatical leave is to be taken. The form will be submitted by the
applicant in duplicate: one copy to the Superintendent and one copy to the
PSC. The form must be completed in its entirety, including comments and
recommendations of the applicant's principal and curricula director. d. At a mutually convenient time, the
applicant will meet with the Superintendent and the PSC for the purpose of
detailing plans for the sabbatical year. After such interview, the PSC will
submit its recommendation in writing to the Superintendent. Copies of the
PSC's recommendation will be sent to the Chairman of the School Committee,
the applicant, the applicant's principal and the applicant's curriculum director.
The Superintendent will submit his recommendation, in writing, to the
Chairman of the School Committee, the PSC, and the applicant. e. To be eligible for sabbatical leave
teachers must have completed at least seven (7) consecutive full years of
service in the Swampscott School System. No teacher may reapply for a second
sabbatical leave unless he has completed seven (7) consecutive school years
since his last sabbatical leave. f. Teachers on sabbatical leave
will be paid at three-fifths (60%) their regular salary at the time their
applications for leave are approved, provided, however, that that amount when
added to any scholarship, grant, or aid shall not exceed the regular salary
rate. In the event that the scholarship, grant or aid when combined with
three-fifths (60%) of the teacher's regular salary exceeds the regular
salary, then the salary paid to the teacher by the Committee during such
leave shall be reduced to an amount that equals the teacher's regular salary. g. Teachers returning from sabbatical
leave will be placed on the step of the salary schedule which they would have
achieved had they remained actively employed in the system and had
successfully completed all interim educational requirements during the period
of their leave. Section
11: Any
teacher who has been called for jury duty in a jurisdiction in which they are
not exempt from duty will be granted a leave of absence and will be paid the
difference in salary for the duration of the assignment. Section
12: In
order to receive longevity listed in Article XV Section 2, bargaining unit
members will only count continuous service in the Swampscott Public Schools
toward the years required for such longevity whether regular or compound
maximum. Members who take an
approved non-paid leave of absence of not more than two years will recoup
their previous service in the Swampscott Public Schools toward longevity by
remaining within the system for at least five additional continuous years. Seniority Section
1: Each teacher in the bargaining unit shall have and
accumulate seniority on the basis of the total length of continuous service
as a teacher and/or administrator in the Swampscott School System. Beginning
September 1, 1985, part-time employees of the Swampscott School System shall
accumulate seniority on the basis of the percent of a full-time position
worked. For example a halftime teacher working a full school year will earn
one-half year in seniority. Teachers shall lose their seniority for the
following reasons: (1) Resignation
or other form of voluntary severance. (2) Discharge
for cause. (3) Retirement. (4) Sustained absence from normal duties for a
period of 90 days without filing application for a leave of absence, sick or
maternity leave or other request for authorization of absence with the
Committee. If there have been two (2) separate and broken periods
of employment in the Swampscott School System for any of the reasons listed
above in this subparagraph, then only the latest and continuous period of
employment will be considered in determining seniority. PROVISIONS RELATED TO NURSES Reference: 1. Automobile Insurance Policy - For
each nurse the Committee agrees to pay the difference in cost between a
$l5,000-$30,000 bodily injury liability insurance policy on a pleasure
vehicle and a $100,000-$300,000 bodily injury liability insurance policy on a
vehicle used for business. 2. SCHOOL NURSE
EVALUATION a. The school
nurse will be evaluated at least every other year. b.
The
two evaluators for the school nurse will be the principal and the Lead Nurse. c. The evaluating administrators
and the school nurse should meet inn goal-setting conference by October 15, utilizing
the Needs Assessment Form. At this time the needs of the schools or programs
assigned to the school nurse should be reviewed as well as the goals that the
nurse has set for the upcoming year. Consideration should be given to
circumstances of assignment, including pupil ratio, students requiring
specialized health care, mandated programs, health instruction, and
school-community values. d. Evaluation should be in process by
November 1 and completed by May 1. The process should be initiated by the evaluator. e. Because of the specialized nature of
school nursing, the evaluation is considered to be ongoing. A mid-term
conference shall be held by December 31, in order to discuss the progress of
the evaluation process. f. Should the evaluation feel that
there are areas of concern, based on the PRINCIPLES OF EFFECTIVE SCHOOL
NURSING PRACTICE, recommendations can be made at this time. If necessary, a
PROFESSIONAL GROWTH PLAN may be established. Monthly conferences shall be
held for assessment of the progress made by the school nurse to address the
needs expressed in the PROFESSIONAL GROWTH PLAN. 3. The Committee will provide
professional liability insurance coverage and will be based on the following
limits of liability: $100,000 - $300,000. 4. All Articles and sections of the
Teachers' contract will apply to the nurses except exclusions and modifications
of the following: a. Article IX, Section 9, Add: Nurses
will be expected to drive injured pupils or staff to a hospital or home. The
Committee will provide an Automobile Liability Insurance Policy and
Professional Liability Insurance related to the requirement stated above. b. Article XI: Exclude all sections.
Add: A substitute nurse will be provided for an absent nurse. c. Article
XV: Exclude this entire article. d. Article XVII:
Exclude sections 5 and 10. e. Preamble:
Applies. f. Article
I, Section 1: (Recognition): Applies. g. Article I, Section 2 (Unit
Description): Applies with the change that nurses are added to the
"inclusion" and are removed from the "exclusion." h. Article
II (No Discrimination): Applies. i. Article
III (Dues Deduction): Applies. j. Article
IV (Joint PR&R Committee): Applies. k. Article V (Rights
of the Committee): Applies. l Article
VI (Grievances): Applies. m. Article
VII (Arbitration) Applies. n. Article VIII (No
Strike Clause, etc.): Applies o. Article IX
(Teachers' Duties): Applies. Section 3 of Article IX is agreed to cover the extra
time work provision contained in clause #10 of the nurses old contract. p. Article X (Transfer
& Vacancies): Applies. q. Article XI (Teacher Assignment):
Does not apply. Include wording in nurses contract (addendum to teachers
contract) the same as 1st sentence from clause #5 of nurses old contract. Do
not include 2nd sentence (pay rate for substitute nurse = $50 per day). It is
understood that pay rate for a substitute nurse will be determined by the
Superintendent. $50 per day will be considered to be the minimum pay rate. r. Article
XII (Teacher Protection): Applies. s. Article XIII (Teacher Evaluation,
Discipline, Suspension and Discharge): Applies. (This is tentative and
subject to review by the Superintendent and his opinion.) t. Article
XIV (Association Activity and Teacher Participation): Applies. u. Article XV
(Course Reimbursement, Section 7): Applies. v. Article XV
(Salaries and Appendix): Applies (see Salary Scale Nurses' Column) w. Article XVI
(Insurance, Hospital Benefits and Notification of Resignation or Retirement): Applies - Massachusetts Retirement System applies to
nurses. x. Article XVII (Sick Leave, Military
Leave and Other Authorized Leave): Sections 1,2,3,4,6,7,8,9,11, apply. Sections
5 and 10 do not apply. y. Article XVIII
(Seniority): Applies. z. Article XIX
(Separability and Savings): Applies. aa. Article XX (Duration of
Agreement): Applies. Separability and Savings Section
1: If any Article of Section of this Agreement or any Rider
thereto should be held invalid be operation of law or by any tribunal of
competent jurisdiction, or if the compliance with or enforcement of any
Article or Section should be restrained by such tribunal pending a final
determination as to its validity, the remainder of this Agreement and any
Rider thereto, or the application of such Article or Section to persons or
circumstances other than those as to which it has been held invalid or as to
which compliance with or enforcement of has been restrained, shall not be
affected thereby. In the event that any Article or Section is held invalid or
enforcement of or compliance with, which has been restrained, as set forth
above, the parties affected thereby shall enter into immediate collective
bargaining negotiations upon request of either party for the purpose of
arriving at a mutually satisfactory replacement of such Article or Section
during the period of invalidity or restraint. Section
2: The parties agree to carry out the commitments contained
herein and to give them full force and effect consistent with law. The
parties also agree arid hereby affirm that the Committee can in no way avoid
the future implementation or effectuation into policy of mandatory directives
passed by the Legislature or issued by said superior governmental authority
and therefore recognize that such areas are not the proper subjects for
either mandatory or permissive collective bargaining. Insofar as the Agreement specifically defines the
rights, reservations prerogatives, obligations and responsibilities of the
parties, the Committee agrees that the Association may consider as physically
amended, the Administrative Regulations, Policy Statements, and Manuals of
the School Administration and the committee, and that it will take or
recommend such other action as may be reasonably necessary in order to give
full force and effect to the provisions of this Agreement. It is specifically understood by the Association that
any policy of the committee, written or unwritten, if not modified, abridged,
or amended by this Agreement remains and continues in full force and effect. Duration of Agreement This
contract shall take effect as of and shall continue in full force and effect
through August
28, 2007. No later than January 15, 2008 the parties will enter into
negotiation for a new contract to become effective September 1, 2008. ARTICLE XXII
A
review of the Special Education Program will occur and recommendations will
be reviewed by a committee including representatives from the SEA, SSC and
Special Education Department to determine future needs and considerations.
New positions that may be generated from this review would be impact
bargained. Date: For, and on behalf of the Committee, Brian C. Coughlin, Ed.D Superintendent of Schools Maureen Szmzack Director
of Special Education For, and on behalf of the Association, Patricia
D. Shanahan President Swampscott Education Association Charles Duggan
Vice-President and Chairman, Bargaining Committee Appendix: Salary Schedules |
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