Teachers' Contract - Dudley-Charlton Regional School

2 Article II, Grievance Procedure6 Article III, Salaries8 Article IV, Teaching Hours, Teaching Load10Agreement Between theDudley-Charlton Regional School Districtand theDudley-Charlton Teachers' Association2010-2013IndexArticle V, Assignment and School CalendarArticle VI, Reimbursement for Inter-School TravelArticle VII, Non-Teaching Duties11Article VIII, Vacancies and PromotionArticle IX, Teacher Evaluation12Article X, Teacher FacilitiesArticle XI, Use of School FacilitiesArticle XII, Sick Leave13 Article XIII, Retirement, Death14 Article XIV, Temporary Leaves of Absence16 Article XV, Extended Leaves of Absence17 Article XVI, Maternity and Childrearing Leaves18 Article XVII, Sabbatical LeaveArticle XVIII, Substitute Teachers19 Article XIX, Professional Development and Educational Improvement20 Article XX, ProtectionArticle XXI, Insurance and Annuity Plan21 Article XXII, Personal Injury Benefits

22Article XXIII, Enrollment of ChildrenArticle XXIV, TextbooksArticle XXV, Payroll DeductionArticle XXVI, Reduction in Force23Article XXVII, GeneralArticle XXVIII, Duration26-27 Appendix A – Salary Schedule29-31 Appendix B – Extra-Curricular Salary Schedule – High School32-33 Appendix B – Extra-Curricular Salary Schedule – Middle School2

Agreement Betweenthe Dudley-Charlton Regional School Districtand theDudley-Charlton Teachers' Association2010-2013"...to advance the knowledge and well being of our children and our community."Ratified by the Dudley-Charlton Teachers' Association on June 17, 2010And by the Dudley-Charlton Regional School Committee on June 23, 20103

Agreement Between theDudley-Charlton Regional School Districtand theDudley-Charlton Teachers' Association2010-2013Index2 Article II, Grievance Procedure6 Article III, Salaries8 Article IV, Teaching Hours, Teaching Load10 Article V, Assignment and School CalendarArticle VI, Reimbursement for Inter-School TravelArticle VII, Non-Teaching Duties11 Article VIII, Vacancies and PromotionArticle IX, Teacher Evaluation12 Article X, Teacher FacilitiesArticle XI, Use of School FacilitiesArticle XII, Sick Leave13 Article XIII, Retirement, Death14 Article XIV, Temporary Leaves of Absence16 Article XV, Extended Leaves of Absence17 Article XVI, Maternity and Childrearing Leaves18 Article XVII, Sabbatical LeaveArticle XVIII, Substitute Teachers19 Article XIX, Professional Development and Educational Improvement20 Article XX, ProtectionArticle XXI, Insurance and Annuity Plan21 Article XXII, Personal Injury Benefits22 Article XXIII, Enrollment of ChildrenArticle XXIV, TextbooksArticle XXV, Payroll DeductionArticle XXVI, Reduction in Force23 Article XXVII, GeneralArticle XXVIII, Duration26-27 Appendix A – Salary Schedule29-31 Appendix B – Extra-Curricular Salary Schedule – High School32-33 Appendix B – Extra-Curricular Salary Schedule – Middle School4

Agreement Between theDudley-CharltonRegional School Districtand theDudley-Charlton Teacher's Association2010-2013ARTICLE IA. The School Committee, acting inaccordance with the authority of Section 4of Chapter 150E of the MassachusettsGeneral Laws, recognizes theDudley-Charlton Teachers’ Association forthe purpose of collective bargaining as theexclusive representative of theDudley-Charlton Regional School Districtemployee unit.B. The School Committee recognizes as theemployee unit all professional teachingemployees of the Dudley-Charlton RegionalSchool District including teachers, departmentcoordinators, teaching specialists, speechtherapists, school psychologists, occupationaltherapists, physical therapists, behavioralspecialists, TEAM chairpersons, directors ofalternative educational programs such asSHARP, STARS, ACES, and guidancecounselors, but excludes superintendent,finance director, principals, assistantprincipals, director of student resources,director of curriculum and student assessmentK-12, special education administrator, directorof technology, network data manager, certifiedoccupational therapist assistants, networkcomputer technicians, instructional assistantsand technicians, substitute teachers andfederally funded personnel.C. For the purpose of this contract, thefollowing are hereby defined:1) Teacher – any employeerecognized by this Agreement2) Evaluator – principal or assistantprincipal, department coordinator (whereapplicable), director of student resources(limited to evaluating guidance staff),administrator of special needs (limited toevaluating teachers of special needs),superintendent or assistant superintendent.ARTICLE IIGRIEVANCE PROCEDUREA. PURPOSEThis grievance procedure is established forthe purpose of granting employeesrecognized by this Agreement a formalchannel for the presentation of grievancesto their employer, and to provide themwith a fair and orderly procedure for theprocessing of said grievances through thevarious administrative levels of theregional school district and regional schoolcommittee, including a right of appeal ateach stage of the process to the nexthigher level, to the end that said employeeswill receive an expeditious resolution of thesaid grievance.B. DEFINITION OF GRIEVANCEFor the purpose of this contract, agrievance is defined as an allegation by anemployee or a group of affected employeesof a violation concerning the interpretationor application of the provisions of thiscontract relating to the wages, hours andother terms and conditions of employmentof said employee or group of employees(hereinafter referred to as the aggrieved).C. PROCEDURE1. An employee who elects to use thegrievance procedure shall first discussthe matter with his/her principal orimmediate supervisor with the object ofresolving the matter informally.5

2. If this informal consultationdoes not result within five days in aresolution of the matter which issatisfactory to the aggrieved,he/she may submit the grievance inwriting to his/her principal orsupervisor, provided he/she doesthis within 10 days of theoccurrence of the matter giving riseto the grievance. (For the purpose ofthis agreement, “days” are definedas calendar days exclusive ofSaturdays, Sundays, and legalholidays.)3. A hearing shall be granted by theprincipal at a time and place set byhim/her outside regular schoolhours convenient to both parties,but no later than four days after thesubmission of the grievance.4. Within three days after the dateof the hearing, the principal shalldeliver or mail his/her decision inwriting to the aggrieved.5. If the principal’s decision is notsatisfactory to the aggrieved, theaggrieved may, if he/she so elects,submit his grievance to thesuperintendent of schools, providedhe/she does so within seven daysfollowing the receipt of the decisionfrom the principal. A copy of thewritten grievance, together with acopy of the principal’s decision shallconstitute the entire grievancerecord at this point.6. If a grievance involvingsubstantially identical violations ismade by one or more employeesfrom two or more schools, SectionsC2, C3 and C4 will not apply andsuch grievances will be submitteddirectly to the superintendent with acopy to each affected principal. Allcommunications on the grievance willbe made directly between thesuperintendent and all signed parties,with copies to the affected principalsand all parties representing thosemaking the grievance.The disposition of said grievance willapply to all affected parties whether ornot they signed the original grievance.7. A hearing shall be granted by thesuperintendent outside regular schoolhours at a time and place set byhim/her convenient to both theaggrieved and the superintendent, butno later than seven days after the filingof the grievance with thesuperintendent.8. Within five days of the date of saidhearing, the superintendent shalldeliver or mail his decision in writingto the aggrieved.9. If the superintendent’s decision isnot satisfactory to the aggrieved, theaggrieved may submit the grievance tothe school committee, provided he/shedoes so at the next regularly scheduledschool committee meeting following thereceipt by the aggrieved of thesuperintendent’s decision, providedsuch meeting does not take place lessthan three days after the receipt of thesuperintendent’s decision. A copy ofthe written grievance, the principal'sdecision, and the superintendent’sdecision shall constitute the entiregrievance record at this point.10. Upon receipt of such a grievance,the school committee and the3

superintendent shall confer as towhether the issue presented is onewithin the jurisdiction of the schoolcommittee under the EducationReform Act of 1993. If so, thegrievance shall be processed asprovided in the following steps.In the event the school committeedetermines that the grievance is notwithin its jurisdiction, theassociation may apply to arbitrationwithin 10 days. In the event thatthe school committee determinesthat the grievance is within itsjurisdiction a closed hearing shallbe granted by the school committeeoutside regular school hours at atime and place set by the schoolcommittee convenient to both theaggrieved and the schoolcommittee, but no later than theregularly scheduled meeting of thefull school committee followingsubmission of the grievance to it.11. The school committee shallmake its decision within seven daysof the termination of said hearing,or at its next regularly scheduledmeeting following the hearing,whichever occurs first. A writtencopy of the decision shall bedelivered or mailed to the aggrievedwithin five days of the date onwhich the decision is made.D. ARBITRATION1. If the school committee’sdecision is not satisfactory to theaggrieved and the association electsto submit a grievance to arbitrationit must, within seven days of receiptof the decision of the schoolcommittee, notify the schoolcommittee in writing of its intentionto seek arbitration and request fromthe American Arbitration Association alist of arbitrators to be presented toboth the school committee and theassociation. The arbitrator will then beselected under the provisions of theAAA Voluntary Labor Arbitration rules.2. The fees of the AmericanArbitration Association and of thearbitrators and the expenses of anyrequired hearings shall be sharedequally by the school committee andthe Association, but each party shallbear the expenses of itsrepresentatives, participants, andwitnesses, and for the preparation andpresentation of its own case. Theobligation of the school committee topay shall be limited to the obligationthat the school committee shall legallyundertake, and in no event shall anypresent or future member of the schoolcommittee have any personalobligation for payment under theprovisions of this agreement.3. The arbitrator’s award shall be inwriting and shall set forth his/herfindings-of-fact with reasoning andconclusions. He/she shall arrive athis/her decision solely upon the facts,evidence, and contentions presentedby the parties through the arbitrationproceedings. The arbitrator shall haveno power to add to, subtract from, ormodify any of the terms of thisagreement, and in reaching his/herdecision shall interpret the agreementin accordance with the commonlyaccepted meanings of words usedherein and the principle that there areno restrictions intended on the rightsor authority of the school committeeother than those expressly set forth4

herein. Subject to the foregoing, thedecision of the arbitrator shall besubmitted to the school committeeand the Association and shall befinal and binding upon the schoolcommittee, the association, and theteacher or group of teachers whoinitiated the grievance, subject,however, to judicial review by acourt of competent jurisdiction.4. No teacher covered by thisagreement shall be dismissedexcept in accordance with theprovisions of MassachusettsGeneral Laws, Chapter 71, Section42, which is hereby incorporated byreference and made part hereof. Noclaim that the dismissal of anyteacher covered by this agreementis in violation of the said statutoryprovision or of this agreement shallbe subject to the arbitrationprovisions of this agreement.E. MISCELLANEOUS PROVISIONS1. All decisions rendered under thegrievance procedure must be inwriting.2. Forms for submittinggrievances, giving notice ofdecisions and making appeals, aswell as other necessary documents,will be prepared by thesuperintendent of schools afterconsultation with and agreement ofthe Dudley-Charlton Teachers’Association and will be madeavailable at reasonable times inevery school in the district so as tofacilitate operation of the grievanceprocedure.3. The failure of an administratorat any level or of the schoolcommittee to hold a requiredhearing, make a decision or givenotice of a decision to the aggrievedwithin the prescribed time limits shallenable the aggrieved to proceed to thenext step as though the hearing hadbeen held and decision made or noticeof the decision given within theprescribed time limits.4. If the aggrieved fails to follow thegrievance procedure, including timelimits, as specified in Article II, SectionC above, the grievance will be deemedto have been waived.5. In the processing of a grievance, theaggrieved may be represented oraccompanied by an officer or memberor representative of the Association.When appearing before the full schoolcommittee, the aggrieved may berepresented in the handling of his/hergrievance by an attorney of his/herown choosing, provided he/she notifiesthe full school committee in writingwithin three days of the submission ofhis/her grievance to the schoolcommittee that he/she will be sorepresented.6. All arbitration hearings will be heldafter regular school hours, except bymutual agreement of the schoolcommittee and the Association. AtArbitration hearings held after schoolhours, both the aggrieved and theschool committee may call witnessesand present testimony and evidencepertinent to the grievance.7. All grievance hearings will be heldin closed session.8. No grievance application forms andrecords of grievance proceedings shallbe filed in the personnel filemaintained by the Dudley-CharltonRegional School District for anyemployee involved in presenting suchgrievance.5

F. EFFECT OFGRIEVANCE DECISIONS1. This grievance procedure shallnot be regarded as a delegation ofauthority to any administrativeofficial of powers said official doesnot otherwise possess. It isunderstood that no grievance canbe settled by any administrator inviolation of the terms of thisAgreement or established schoolcommittee policy.2. Unless such decision falls withinthe authority of the person makingthe decision, said decision shall notbe binding. If the decision is withinthe scope of the authority of theperson making said decision, thensaid decision shall be final andbinding subject to the right of theaggrieved employee to appeal saiddecision to the next higher level asprovided for in this agreement.ARTICLE IIISALARIESA. The salary schedule of allpersons covered by this Agreementis set forth in Appendix A, which isattached hereto and made a parthereof. Annual increments areautomatic provided the teacherdisplays satisfactory teachingperformance as determined by theadministration and departmentcoordinators in accordance with theevaluation procedures establishedin Article IX of the agreement. Suchincrements shall be effective on thefirst pay date of each school year.No teacher shall be denied anincrement without just cause.B. The salary schedule forextra-pay positions is set forth inAppendix B, which is attached heretoand made a part hereof. Any AppendixA negotiated wage increase willautomatically be applied to anystipends in the agreement.C. Teachers appointed to full-timepositions will be placed on the salaryschedule according to their educationand years of experience. Teachers willbe given credit for each full year ofteaching experience, and in thesuperintendent’s discretion forexperience in industry or such otheroccupation as the superintendentdeems to be of at least equivalent valueto the school system as prior teachingexperience, for placement. Underextenuating circumstances thesuperintendent may hire a veteranteacher at a lower step salary thanhis/her respective years of experiencewould warrant. At the conclusion ofthe school year, teachers initiallyplaced at the lower step salary mayrequest in writing consideration forsalary advancement. Teachersappointed to a less than full-timeposition will receive salary pro-rated inaccordance with the proportion of afull-time schedule for which they areemployed.D. For the purposes of determiningthe proper step on which to placeteachers returning from approvedleaves of absence, except as otherwiseindicated in Articles XV, and XVI, 135work days or more completed in anyone school year shall be credited onthe salary schedule as one full workyear of teaching experience.E. Teachers will be advanced to theMaster’s or Ph.D column once they6

have attained those degrees.Teachers will be advanced to theBachelor’s plus-30 column,Master’s plus-30, CAGS/Master’splus-60 columns of the salaryschedule once they have obtained30 or 60 credits/equivalents inaddition to those required for theirrespective degree. Thecredits/equivalents need not havebeen obtained subsequent to thereceipt of their respective degree,but for salary advancementpurposes, the superintendent mustapprove them ascredits/equivalents which pertainto the teacher’s area of teaching oras credits/equivalents which bothenhance the teacher’s professionalqualifications and contribute tohis/her capacity to perform his/herschool assignments. As analternative, four credits/equivalentsmay be earned as in-service creditsawarded by the district in any fiveyearperiod. These district creditsmay be earned through activeparticipation in in-serviceprograms, curriculum studycommittees, grant writing, specialcurriculum projects and otheractivities approved in advance, inwriting, by the superintendent. Inorder to receive one credit, theprogram or project should involve aminimum of 15 hours. A minimumof 30 hours involvement would benecessary to earn two credits, 45hours to earn three credits, and 60hours to earn four credits.In order to be eligible for suchcredits the teacher must submit inwriting to the superintendenthis/her desire to use such creditsfor advancement purposes prior toJuly 1. The teacher will be notified inwriting by the superintendent if therequest has been approved and thenumber of credits that will be receivedupon successful completion. Regularattendance and active participationwill measure successful completion.F. All documentation, such asofficial transcripts or other college anduniversity documents, submitted asverification of course/equivalent anddegree completion for purposes ofadvancing on the salary schedule,must be delivered to thesuperintendent by September 1 of eachschool year for adjustment of theteacher’s salary for that school year.The superintendent may also approvecourses/equivalents retroactively ifsaid documents of course completionare not available from the college oruniversity by the teacher’s firstworkday.G. Teachers will have the option ofreceiving their salary in 22 or 26 equalpayments, with payment to be madeevery other Thursday. Selection forsalary option payments must be madeprior to the school year and may notbe changed until the following schoolyear. Teachers who wish to elect the22-payment mode will so notify thesuperintendent by August 1. Teacherswho elect the 26-payment mode mayelect to receive the remainder of theirpay in a paycheck to be issued no laterthan five business days after theofficial closing of school.H. Extra-curricular salaries for fullyear positions will be received in twopayments, one with the first paycheck7

in November and the second withthe first paycheck in June.Seasonal positions will receive fullpayment as follows:‣ Fall Positions: first paycheck inNovember‣ Winter Positions: secondpaycheck in February‣ Spring Positions: first paycheckin June.ARTICLE IVTEACHING HOURS& TEACHING LOADA. The quality of an educationprogram is a reflection of the ideals,motives, preparation and conduct ofthe members of the teachingprofession. It is important,therefore, for the teachers of ourschool system to recognize theirgreat responsibility and to worktogether to accomplish the goals ofthe schools.B. Since a teacher is aprofessional person, the schoolcommittee expects him/her toexhibit the qualities of ability,personality and integrity.C. The professional task ofteachers involves considerably morethan actual classroom instruction.Some of these duties are:• study and research to keepabreast of new knowledge andtechniques.• evaluation of students’ needs andperformance.• lesson planning and preparation.• conference with students andparents and principal• in-service training meetings• pupil supervision outside theclassroom.D. It is most unlikely that aprofessional, competent teacher canaccomplish these tasks in a 40-hourwork week. A rigid regulation of dutyhours of teachers would tend to implythat there was a specific amount oftime within which the job could bedone.E. All teachers will strive to exhibitthe District Performance Standards.F. The school day of the employeesrecognized by this agreement will begin15 minutes before the school daystarts and will end 15 minutes afterschool is dismissed. Said employeesmay leave school immediately afterstudents leave on Fridays and the daypreceding a holiday or vacation.However, the building principal mayrequire additional time whenever thesafety and protection of studentsrequire such. If extra help is deemednecessary by a teacher and by astudent, a time and place in the schoolwill be mutually agreed upon for suchhelp.G. Meetings may be held throughoutthe year as needed to discuss buildingprocedures, curriculum, methods ofinstruction, and other items relating tothe education of pupils. Thesemeetings may be held as buildingmeetings, department or grade levelmeetings, team meetings, or meetingsof committees formed to work onspecific areas. Forty-eight hours noticeof such meetings will be given, exceptin case of emergency.H. No full staff meeting shall startmore than one-half hour before thestart of the school day or more than 158

minutes after the end of the schoolday, except by mutual agreementbetween staff and administrators.An effort will be made to minimizethe number of meetings a teacher isrequired to attend.I. The teachers’ association will begiven an opportunity to meet anddiscuss with the superintendent itsviews on the following year’scalendar prior to its adoption. If anychanges are recommended by theassociation they should be put inwriting and will be givenconsideration but it is agreed thatthe final determination of thecalendar will remain the decision ofthe school committee.J. The school year for teachers(other than new personnel orpersonnel assigned to a new schoolwho may be required to attendadditional orientation days) will bethree days more than 180 dayswhen pupils are required by theschool committee to be inattendance. Teachers undercontract for less than a full year willhave the annual salary pro ratedbased on 183 days. All absences forreasons other than thosespecifically provided for in theAgreement shall be deemedunexcused. Reductions in salaryshall be made on the basis of1/183 rd of annual salary for eachday of unexcused absence.Teachers who agree to a request bythe school committee or thesuperintendent to work in excess ofthe above dates wi11 becompensated for each day at a rateof 1/183 rd of their yearly salary. Toqualify for this rate a day shall consistof at least seven hours of actual work;for any such day not consisting of atleast seven hours of actual work ateacher shall be paid for such hoursactually worked at the schoolcommittee’s or superintendent’sdirection at the rate of 1/183 ÷7 xnumber of hours actually so worked.Voluntary participation in curriculumor other study groups, which meet ondays outside or beyond the schoolyear, shall be without pay over andabove the teacher’s annual salary. Thisdoes not preclude payment of stipendsavailable from grants received by thedistrict.K. Teachers will have a duty-freelunch period of at least the samelength as the students.L. Classroom teachers will have, inaddition to their lunch period, onepreparation period daily during whichthey will not be assigned to any otherduties. Any assignment other than thiswill be by mutual agreement betweenthe teacher and the administrator. Allelementary teachers shall have onecontinuous preparation period of noless than 40 minutes daily duringnormal school hours.M. Academic subject area teachers atShepherd Hill will not be assigned tomore than five teaching periods perday, except by mutual agreement.Academic subject area teachers at themiddle schools will not be assigned tomore than four teaching periods (threemods each) per day, except by mutualagreement. Unified arts,reading/literacy and foreign languageteachers will not be assigned to more9

than six teaching periods of twomods each per day, except bymutual agreement. Responsibilitieswill consist of a daily teamcollaborative (two mods) and eitheran exploratory class (twocontinuous mods) or a dutyassigned by the administration.Teachers will not be assigned morethan one exploratory or duty perquarter except by mutual consent.Teachers will not be required toteach subject areas in which theyhave no expertise.N. Teachers will not be requiredto hand score standardized groupplacement tests that are required bythe administration, except bymutual agreement.O. In-service workshopsconducted on released time will notbe scheduled for more than 30minutes beyond the length of theregular teaching day as defined inthis Article.P. The school committee shallschedule early release days whenparent-teacher conferences arescheduled as permitted by DOETime and Learning Regulations.ARTICLE VASSIGNMENT AND SCHOOLCALENDARA. Teachers will be notified inwriting of their program for thecoming school year, including theschool to which they will beassigned, the grades, and/orsubjects that they will teach assoon as possible, but not later thanAugust 1, and a copy of thecalendar for the school year shall beincluded. The assignment will besubject to change by thesuperintendent (whenever necessary toprovide for an adequate, educationalprogram, or in cases of emergency).B. Although changes in gradeassignment in the elementary schoolsare discretionary with thesuperintendent or the superintendent’sdesignee, no involuntary transfersshall take place without priordiscussion with the teacher to betransferred, who upon request shallhave the right to have a representativeof such teacher’s choice present duringthe discussion.ARTICLE VIREIMBURSEMENT FORINTER-SCHOOL TRAVELA. In arranging schedules forteachers who are assigned to morethan one school, an effort will be madeto limit the amount of inter-towntravel. Such teachers will be notified ofany changes in their schedules as soonas practical. Teachers who areassigned to more than one school inany school day will receive the IRSapproved rate per mile for allinter-school driving.B. The system rate will be the IRSapproved rate per mile.ARTICLE VIINON-TEACHING DUTIESA. The school committee and theassociation acknowledge that ateacher’s primary responsibility is toteach and that his/her energiesshould, to the extent possible, be10

utilized to this end. Therefore, theyagree as follows:1. Teachers will not be required tocollect money from students fornon-educational purposes, exceptin sealed envelopes. Teachers maycollect and transmit money to beused for approved educationalpurposes.2. Teachers will not be requiredto keep attendance registers.B. Teachers will not be requiredto drive pupils to activities that takeplace away from the schoolbuilding. Teachers may voluntarilydo so, however, with the advanceapproval of their principal orimmediate supervisor.ARTICLE VIIIVACANCIES AND PROMOTIONSA. Whenever any vacancy in aprofessional position occurs duringthe school year, it will beadequately publicized by thesuperintendent by means of anotice posted on a bulletin boardand in the faculty room in everyschool and a copy thereof sent tothe association president. Duringthe months of July and August,written notice of any such vacancywill be mailed to the associationpresident and posted on the districtwebsite. In both situations, thequalifications for the position, itsduties, and the rate ofcompensation will be clearly setforth. No vacancy will be filled,except on a temporary basis, within15 calendar days from the date thenotice is posted in the schools orthe giving of notification to thepresident of the association by mail.B. All qualified teachers will be givenopportunity to make application forsuch positions and the principal shallgive due weight to the professionalbackground and attainments of allapplicants. In filling such vacancies,preferential consideration will be givento qualified teachers already employedby the district.ARTICLE IXTEACHER EVALUATIONA. All formal evaluations will beconducted openly and with the fullknowledge of the teacher. While it isnot the intent of this article that anyevaluation be conducted covertly, andit is agreed that such shall not be thecase, it is understood that the task ofevaluating a teacher is a day-to-day,ongoing, continuous process, whichgoes far beyond the system of periodicformal, written evaluations. Teacherswill be given a copy of any evaluationreport prepared by their supervisorsthrough formal and informalobservations and will have the right todiscuss such report with theirevaluator. Teachers will be given acopy of their composite evaluationbetween June 1 and June 15, but nolater than the day before the final dayof school.B. No one may evaluate a teacherwho is an immediate relative orspouse.C. In the case of an evaluation reportrelative to a teacher’s classroomperformance, the evaluator(s) makingthe report must have observed theteacher in classroom performance atleast once.11

D. Teachers have the right, uponrequest, to review the contents oftheir personnel file.E. Teachers will be notified of allnew material, of which the teacherwould otherwise have noknowledge, to be placed in theirpersonnel file which relates to theteacher’s conduct, service,character or personality. Theteacher will, upon request, have theopportunity to meet with theappropriate administrator andreview the material and submit awritten response to it for the file.The teacher will be required to signthe material placed in the file by theadministration and thesuperintendent will be required tosign the teacher’s response. Neithersignature will indicate agreementwith the other’s material but willonly signify that each has had theopportunity to review it.F. Any complaint regarding ateacher from a parent, student orany other person shall be broughtto the attention of the teacherwithin five days.G. No teacher shall bereprimanded or suspended withoutcause.ARTICLE XTEACHER FACILITIESA. Each school will have thefollowing facilities:1. Space in each classroom inwhich teachers may safely storeinstructional supplies.2. A teacher work area containingadequate equipment and suppliesto aid in the preparation ofinstructional materials.3. An appropriately furnished room tobe reserved for the exclusive use of theteachers as a faculty lounge. Saidroom will be well-lighted and clean.4. A telephone will be installed at thecost of the school committee. TheAssociation must pay for any toll calls.Primary use of the telephone shall befor school business.5. A serviceable desk and chair for theteacher in each classroom.6. An adequate portion of the highschool parking lot will be reserved forteacher parking.ARTICLE XIUSE OF SCHOOL FACILITIESA. The association will have the rightto use school buildings without cost atreasonable times for associationmeetings. The principal of the buildingin question will be notified in advanceof the desire for such a meeting andwill cooperatively arrange for time andplace of all such meetings.B. There will be one bulletin board ineach faculty lounge for the purpose ofdisplaying notices, circulars, and othermaterial pertaining to education andassociation business.C. The association will have the rightto use district athletic facilities andequipment without cost once eachweek. The schedule and other relatedmatters will be arranged in advancewith the superintendent. Theassociation will assume any furthercost.12

ARTICLE XIISICK LEAVEA. Teachers will be entitled toeight sick leave days for each of thefirst three years, 12 days per yearfor years four and five, and 15 daysfor each year, thereafter. Sick leavedays may be accumulated from yearto year up to 180 sick leave days.On or before September 30 of eachschool year, each teacher shall benotified of the amount ofaccumulated sick leave theypossess, and the number ofpersonal/professional days theyutilized during the previous schoolyear.B. An employee may use up toeight of his/her sick days to tend tothe emergency illness or injury inthe employee’s immediate family.C. A medical certificate may berequired for sick leave of anyduration, if a teacher’s absencefrom duty recurs frequently orhabitually, and when in thejudgment of the principal evidenceindicates reasonable cause forrequiring such a certificate.D. If a teacher works for less thanone-half of a teaching day, a fullday shall be deducted from his orher sick leave if his or her partialabsence is due to illness, and a fullday shall be deducted from his orher total personal days if the partialabsence if for reasons other thanillness. If a teacher works for morethan one-half of a teaching day, butless than a full teaching day, onlyone-half sick or personal day will bededucted.E. The number of sick days providedfor a teacher in a year will be proratedfor those teachers who beginemployment after the start of theschool year and for those who go onleave or resign before the school year iscompleted.ARTICLE XIIIRETIREMENT, DEATHA. A teacher’s estate will be paid thesum of $1,000 for each four-yearperiod of service in the school district,up to a maximum of $4,000, upon theteacher’s death while in the service ofthe Dudley-Charlton Regional SchoolDistrict.B. A teacher who, after 25 yearsoverall or 15 years or more ofconsecutive service as a teacher in theDudley-Charlton Regional SchoolDistrict, gives a written three-yearnotice of his/her intent to retire willreceive $1,500 additionalcompensation during the final year ofservice and $1,000 additionalcompensation per year for each of thetwo years preceding such final year.C. A teacher who, after 25 yearsoverall or 15 or more consecutive yearsof service as a teacher in theDudley-Charlton Regional SchoolDistrict, gives a written two-year noticeof his/her intent to retire will receive$2,000 additional compensationduring the final year of service and$1,000 for the year preceding the finalyear.D. A teacher who, after 25 yearsoverall or 15 years or more consecutiveyears of service as a teacher in the13

Dudley-Charlton Regional SchoolDistrict, gives a one-year writtennotice of his/her intent to retireshall receive an additional $2,500in his/her final year of service.E. To qualify for the benefit asstipulated in items B, C or D,teachers must retire at the end ofthe first semester to receive 50% ofthis benefit, or at the end of the fullacademic year to receive 100%.F. Any employee covered by thisagreement who has completed 20years or more of full time service orits part time equivalency in theDudley-Charlton Regional SchoolDistrict, shall upon retirement ordeath be entitled to a Sick LeaveCompensatory Benefit of an amountof money equal to $25 per day,multiplied by the number of daysaccumulated up to and including90 days and $50 per day multipliedby the total number of accumulateddays between 91 and 180 days.Teachers who retire during theperiod Jan. 1-July 31 will receivepayment by Aug. 31. Those retiringbetween Aug. 1 through Dec. 31 willreceive payment by March 31 of thenext year.G. Teachers selecting Section Bwill not qualify for Section C. Theyears in the Charlton or Dudleysystems will be transferred to thedistrict and be counted towardthese years.H. Unusual situations may bejudged by the Dudley-CharltonRegional School Committee andsuperintendent on their own merits.ARTICLE XIVTEMPORARY LEAVES OF ABSENCEA. Teachers will be entitled to thefollowing temporary leaves of absencewith pay each school year.1. Teachers may be entitled to notmore than two days of absence withpay each year for the purpose oftransaction of personal business thatcannot be handled in any other wayand/or in case of emergency. Suchdays of personal leave are nonvacationdays and may beaccumulated up to a maximum of fourdays. At the end of a given school year,any employee who has fouraccumulated personal days and 100accumulated sick days will be entitledto credit up to two of the accumulatedpersonal day(s) for that year in anaccumulated personal day accountseparate from the accumulated sickleave account. These accumulatedpersonal days will be available onlyupon retirement at the same rate andunder the same conditions asaccumulated sick leave in accordancewith Article XII and XIII. Personaldays may not be taken the day beforeor the day after a school holiday orvacation, except in an emergency orother extenuating circumstances andthen must be approved by thesuperintendent. Written application forpersonal leave will be made to theprincipal at least 24 hours beforetaking such leave (except in the case ofemergencies) and the applicant forsuch leave will not be required to statethe reason for taking such leave otherthan that he/she is taking it underthis section.2. Time necessary for appearance in aCourt of Law, connected with the14

teacher’s employment or with theschool system.3. A maximum of 10 days perschool year for persons called intotemporary active duty of any unit ofthe United States Reserves or theState National Guard, providedsuch obligations cannot be fulfilledwhen school is not in session.Teachers will be paid the differencebetween their regular pay and thepay they receive from the state orfederal government. Notice of suchtime must be given to thesuperintendent as far in advance aspossible.4. An additional two days shall begranted for major religious holidaysupon which the tenets of theperson’s religion prevent theteacher from working. Applicationfor the additional days shall bemade to the superintendent at leastthree days in advance.5. When the death of a wife,husband, father, mother or childoccurs in the family of a teacher,such teacher is entitled to a leave ofabsence of up to four working dayswithout loss of salary, such leave totake effect from the date of deathwith the last day being no laterthan the second day after thefuneral. In the event that theinterment does not take place onthe day of the funeral, one or twoworking days of the allowed daysmay be used for attendance at theinterment.6. When the death of amother-in-law, father-in-law, sonin-law,daughter-in-law, brother,sister, grandmother, grandfather,grandchild or relative living in thesame household, or someone whohas acted in loco parentis occurs in thefamily of a teacher, such teacher isentitled to a leave of absence of up tothree working days without loss ofsalary, such leave to take effect fromthe date of death, the last day being nolater than the day after the funeral.7. One working day of absence toattend the funeral of a brother-in-law,sister-in-law, aunt, uncle, nephew orniece shall be allowed.8. In the case of the funeral of anemployee, present or past, or student,a delegation of a limited number ofteachers may attend the funeralservices at the discretion of theprincipal or superintendent.9. Each employee, pursuant toM.G.L.C. 234A, “the Act” as of 1/1/85is entitled to up to three days leavewith regular pay from the district ifselected and summoned for service ona grand jury or a trial jury, for anyday, or part thereof, actually spentperforming such juror service.According to “the Act” each employeewould also be entitled to leave, withoutpay from the district, for the fourth dayof juror service and each day thereafteractually spent in such service. Thedistrict shall pay each employee,selected and summoned for service ona federal grant jury or federal trial jury,for any day, or part thereof, actuallyspent performing such juror service,the difference between thegovernment’s payments for service andthe teacher’s regular pay.“The Act” provides that the employershall pay regular wages for the firstthree days of juror service, and thatthe Commonwealth shall pay for thefourth and subsequent days at the rateof fifty dollars ($50) per day.15

Notwithstanding “the Act,” thedistrict shall pay any teacher notonly the teacher’s regular pay forthe first three days or part thereofactually spent serving such juryservice, but also the differencebetween the Commonwealth’spayments for the fourth andsubsequent days or part thereofspent in such service and teacher’sregular pay.B. Leaves taken pursuant toSection A above will be in additionto any sick leave to which theteacher is entitled. No teacher willbe required to arrange for his ownsubstitute.C. Persons receiving summergrants by any federal, state,municipal, or private agency may begranted a leave with pay by thesuperintendent for up to 10 daysfor attendance at such programswhen such programs commence inJune or extend into the periodbetween August 15 and September15 when attendance is required.ARTICLE XVEXTENDED LEAVESOF ABSENCEA. The school committee agreesthat teachers elected to full-timeoffices by the MTA, NEA & AFT will,upon request, be granted a leave ofabsence for up to two years withoutpay for the purpose of engaging inassociation activities.B. A leave of absence without payof up to two years will be granted toany teacher who joins the PeaceCorps, Vista, or serves as anExchange Teacher, and is a full-timeparticipant in either of such programs.Upon returning from such leave, ateacher will be considered, for salarypurposes, as if he/she were activelyemployed by the school committeeduring the leave and will be placed onthe salary schedule at the level he/shewould have achieved if he/she had notbeen absent.C. Military leave of up to three years willbe granted to any teacher who is inductedor enlists in any branch of the armedforces of the United States. Upon returnfrom such leave, the teacher will be placedon a salary schedule at the level he/shewould have achieved had he/sheremained actively employed in the systemduring the period of his/her absence up toa maximum of three years.D. A leave of absence without pay ofup to the termination of the currentschool year may be granted at thediscretion of the school committee forthe purpose of caring for a sickmember of the teacher’s family.Additional leave may also be granted atthe discretion of the school committee.E. The school committee will grant aleave of absence of no more than fouryears without pay or increment to anyteacher to serve in a full-time publicoffice.F. After five years’ continuousemployment in the Dudley-CharltonRegional School District, a teacher maybe granted a leave of absence for up toone year for health reasons, withoutpay, but upon return will be placed onthe salary level he/she would haveachieved if he/she had not been16

absent from the system. Request forsuch leave will be supported byappropriate medical evidence.G. Any teacher whose personalillness extends beyond the periodcompensated may be granted aleave of absence without pay orincrement for such time as isnecessary for complete recoveryfrom such illness. Requests forsuch leave will be supported byappropriate medical evidence.H. All unused accumulated sickleave will be restored to the teacherupon his/her return from a leave ofabsence and he/she will beassigned the same or substantiallyequivalent position he/she held atthe time said leave commenced,subject to the provisions of ArticleXXVI.I. All requests for extensions orrenewals of leaves will be appliedfor and replied to in writing.J. Other leaves of absencewithout pay may be granted by theschool committee.K. Leaves of absence beyond theinitial extended leave without paymay be granted by the schoolcommittee.L. A teacher with seven or moreyears of experience in the District,who so requests in writing will begranted a leave of absence for oneyear for the purpose of study andresearch, including preparation foremployment in another field. Leavewill be unpaid. Requests for suchleave will be submitted to thesuperintendent by June 1 of theyear preceding the leave. A leave takenunder this section must be for the fullschool year. Teachers will be limited toone request under this section, if theleave is for a field other thaneducation.M. All leaves taken under this articlerequire that the teacher give writtennotification by April 15 of the year inwhich the leave expires of the intentionto return or resign.ARTICLE XVIMATERNITY &CHILD REARING LEAVESA. Pursuant to MassachusettsGeneral Laws, Chapter 149, Section105D, and recognizing Chapter 151B,Section 4, full time female employeesshall be entitled to eight weeksmaternity leave under the followingconditions:(1) The employee shall havecompleted at least three consecutivemonths as a full-time employee in theDudley-Charlton Regional SchoolDistrict.(2) The employee gives at leasttwo weeks notice of her expecteddeparture date and notice that sheintends to return to her job.B. The employee taking maternityleave is entitled to return to the sameor a similar position without loss ofbenefits under the contract for whichshe was eligible on the date her leavecommenced, subject however, toparagraph G., below.C. A teacher who received maternityor childrearing leave pursuant toSection 105D may apply accumulatedsick leave toward this maternity leavefor those days that doctor-certifieddisability due to pregnancy, childbirth17

and recovery therefrom makesabsence necessary.D. Teachers will upon request begranted a leave for childrearingpurposes. The leave shall end nolater than the start of the thirdschool semester after the date ofbirth of the natural child or arrivalof the adopted child.E. Such leaves of absence will bewithout pay, except as provided inparagraph C above, and withoutother benefits except that anyhealth or medical insuranceapplicable to teaching employees ofthe district may continue for theperiod of leave provided the teacherpays the full cost thereof.F. Upon return from childrearingleave, the teacher will be placed inthe same or similar position he orshe held when the leavecommenced, subject to paragraphG., below.G. The district shall not berequired to restore an employeereturning from leave to theemployee’s previous or a similarposition if other employees of equallength of service credit and statusin the same or similar position havebeen laid off due to economicconditions or other changes inoperating conditions affectingemployment during the period ofsuch leave; provided however, thatsuch employee on leave shall retainany preferential consideration foranother position to which theemployee may be entitled as of thedate of the leave.ARTICLE XVIISABBATICAL LEAVEA. A sabbatical leave of absence notto exceed one year may be granted tomembers of the professional staffsubject to the approval of thesuperintendent when in his/herjudgment the professional competenceof the staff member and the generalwelfare of the public schools will bebenefited.B. A maximum of three percent ofthe professional staff may be onsabbatical leave at one time.C. Any member of the professionalstaff may be eligible for sabbaticalleave after six consecutive years ofservice.D. Sabbatical leave must be used forformal study.E. Payment for sabbatical leave shallbe one-half the salary of the memberson sabbaticalF. Any staff member receiving asabbatical leave must agree to repaythe salary paid during the sabbaticalleave if he/she does not stay for aminimum of two years after thesabbatical has been completed, unlesshe/she is terminated by the schoolcommittee prior to the conclusion ofthe two year period.ARTICLE XVIIISUBSTITUTE TEACHERSA. In the case of absence substituteteachers shall be provided for allteachers, including specialists.18

B. In those cases where regularsubstitutes are not available and aregular teacher voluntarily agrees toserve as a substitute during his/hernon-teaching time, said teacher willbe paid an additional $15.00 foreach period substituted. Suchagreement will be made by theprincipal of the school.ARTICLE XIXPROFESSIONAL DEVELOPMENT&EDUCATIONAL IMPROVEMENTA. The committee will pay thereasonable expenses (includingfees, meals, lodging and/ortransportation) incurred byteachers who attend workshops,seminars, conferences, or otherprofessional improvement sessionsat the request and/or the advanceapproval of their principal andsuperintendent.To ensure that each teacher coveredby the agreement has an equalopportunity to attend workshops,conferences and other professionaldevelopment activities, the schoolcommittee will allocate a minimumof $150 per teacher per agreementyear, for the term of this agreementfor this purpose.B. Each teacher covered by thiscollective bargaining agreementshall comply with all rules andregulations to obtain or maintain anappropriate certification from theMassachusetts Department ofEducation.C. The committee shall reimburseeach teacher covered by thecollective bargaining agreement forthe cost of coursework which isapproved in advance by thesuperintendent, and is successfullycompleted as follows:Teachers not in a degree program willreceive up to a maximum of $750 eachfiscal year.Teachers in a first Master’s degreeprogram will receive up to a maximumof $1,000 each fiscal year.Teachers in a degree program beyondthe first Master’s will receive up to amaximum of $800 each fiscal year.District-wide reimbursement forcourses will be capped for each yearaccordingly:2010-2011: $60,0002011-2012: $65,0002012-2013: $70,000Unusual situations may be judged bythe superintendent on their ownmerits.Such reimbursement for collegecredit/equivalent credit work shall notinclude materials fees, textbooks,mileage or meals. It will be theresponsibility of teachers to submitcomplete documentation forreimbursement of professionaldevelopment work. Suchdocumentation needs to include proofof any payment, participation in theactivity, and evidence of successfulcompletion of the work; all of whichshall be submitted prior to September1 for movement on the salaryschedule. Submissions forreimbursement shall be filed withintwo months of the completion of theactivity.D. In the event that EducationReform Act of 1993 provisions change19

no longer obligating all teachers onthe current state required scheduleof professional development; thefollowing provisions deleted fromthe 1995-1998 AgreementBetween the Dudley-CharltonRegional School District and theDudley-Charlton Teachers’Association and Section B asamended in 2003, will be restored:(1995-1998 Agreement Language) Teacherswho are at the Masters level will berequired to earn three credits every threeyears. For those teachers credits may beearned at an accredited college oruniversity or in the alternative fashion.Teachers who are at the Masters plus 30level will be exempt from any minimum,ongoing credit requirements such as thoseset forth in this article.E. A committee will be formedconsisting of three members fromthe Dudley-Charlton Teachers’Association and three members ofthe administration that will meet asneeded to develop professionaldevelopment for the upcoming year.ARTICLE XXPROTECTIONA. Teachers will immediatelyreport all cases of assault sufferedby them in connection with theiremployment to their immediatesupervisor.B. This report will be forwarded tothe building principal, schoolcommittee, and police.C. Teachers will be made aware ofany information that could beconsidered a threat to that teacheror a member of his/her family.ARTICLE XXIINSURANCEAND ANNUITY PLANA. The school committee agrees to pay75% of the following types ofinsurance:1. A $10,000 Term Life InsurancePlan of the type presently available toteachers.2. Individual or family coverage,whichever applies in the teacher’sparticular case, for Blue Cross andBlue Shield Master Health Plus Plan(or equivalent).3. Individual or family coverage,whichever applies in the teacher’sparticular case, for Blue Cross andBlue Shield Dental Plan (or equivalent)(Type I 100%, Type II 50%, Type III50%, $1,000 maximum per year).B. Teachers will be eligible toparticipate in a “tax sheltered” annuityplan established pursuant to UnitedStates Public Law No. 37-370.C. 1) The Dudley-Charlton RegionalSchool District will make a 50%contribution toward retirees’ healthinsurance plans as voted and acceptedby the Dudley-Charlton RegionalSchool Committee on September 9,1998.2) Surviving spouses may continuecoverage until remarriage or death at acontribution rate as determined by theschool committee.3) Recognizing the true cost ofdisparity between Blue Cross BlueShield Master Health Plus and BlueChoice New England, the differentialbetween these rates will be allowed upto a maximum of 20% in the secondyear of this agreement after employeeshave received education on thedifferences between the two plans in20

the first year of this agreement.Both sides agree to revisit thisportion of the agreement at the endof year 2 for consideration in year 3.D. The School Committee agrees toincrease Dental Insurance coverageby 50% (to a maximum of $1,500per person) beginning the first yearof the agreement.ARTICLE XXIIPERSONAL INJURY BENEFITSA. Whenever a teacher is absentfrom school as a result of anassault and injury by a student, ora suspended or expelled student, ora parent, such assault occurring atschool functions or on the schoolpremises, he/she will be paidhis/her full salary for the period ofsuch absence, and no part of suchabsence will be charged to his/herannual or accumulated sick leave,provided the teacher’s absence isnot a result of wrongful conduct onthe teacher’s part, and subject toparagraph D., below.B. The school committee willreimburse teachers for the cost ofmedical, surgical, or hospitalservices (less the amount of anyinsurance reimbursement) incurredas the result of any assault andinjury sustained under provisionsof paragraph A., subject toparagraph D. below.C. Employees who become ill as aresult of any school environmentalsituation shall not have anyresulting absences charged to theirindividual sick leave, subject toparagraph D., below.D. The Worker’s Compensation Act(“the Act”), Massachusetts GeneralLaws, Chapter 152, Section 69, whichhas been accepted by the district,provides that the district shall pay itsemployees the compensation providedby “the Act” for medical and hospitalexpenses and for work time lost as aresult of injuries received which ariseout of and in the course of theiremployment. A teacher so injured shallbe paid by the district the differencebetween the compensation providedunder “the Act” and the teacher’s fullsalary or wages, such payment to bepaid from any accumulated sick leaveto which the teacher is entitled.The parties, in agreeing to this Article,are aware that Section 69 of “the Act”provides in pertinent part that no cashsalary or wages shall be paid by adistrict to any person for any period forwhich weekly total incapacitycompensation under this chapter ispayable, and that “the Act” is not oneof the statutes enumerated inMassachusetts General Laws, Chapter150E, Section 7(d) as being overriddenin the event of a contrary provision ina Collective Bargaining Agreement, andthe parties therefore agree that to theextent any provision of this Article is inconflict with “the Act,” such provisionshall be null and void, but that theremainder of the Article shall remainin full force and effect.E. Employees requesting benefitsunder Sections A, B, or C of this articlefor a period of time greater than fivedays, agree to an evaluation of injuryby an evaluator who is agreeable toboth parties. If administration makessuch a request it shall be in writing.21

ARTICLE XXIIIENROLLMENT OF CHILDRENTeachers who reside in the districtwill be allowed to enroll theirchildren or stepchildren in a schoolor existing program within thedistrict appropriate to the child’sage, grade level and ability.ARTICLE XXIVTEXTBOOKSA. Teachers shall be consulted inthe change and/or selection of anybooks and/or educational materialsto be used in their classroom. Aconsensus of teachers’ opinions willbe given due consideration in theselection thereof.ARTICLE XXVPAYROLL DEDUCTIONA. The school committee agrees todeduct from the salaries of itsemployees dues for the localassociation and MassachusettsTeachers Association and theNational Education Association,and monies for MTA Credit Unionand to transmit these moniespromptly to the treasurer of thelocal organization each pay day.B. Teacher authorizations will bein writing on an approved form.ARTICLE XXVIREDUCTION IN FORCEA. The school committee retainsthe right to reduce the number ofteachers on its staff. The decision toreduce staff shall not be subject tothe grievance and arbitrationprocedures under this contract.B. Teachers without professionalstatus shall be laid off prior to teacherswith professional status subject toapplicable state statutes andregulations.C. In the event that it becomesnecessary to layoff teachers withprofessional status, the least seniorteacher in an affected area shall be thefirst to be laid off and subsequentlylay-offs shall proceed in the reverseorder of seniority. An annual senioritylist by certification and level will beprepared by the superintendent andforwarded to the President of theAssociation no later than October 31 ofeach year. If no challenge to the list ismade within 30 days of the receipt ofthis list, the list will stand and theorder thereon be followed for any staffreduction to take place during thatyear. The list will be in the followingformat:Name Date of Hire Certification(s) Level(s)D. Seniority under this article shallbe determined by continuousprofessional employment (in years,months and days) in the Dudley-Charlton Regional School District. Paidleaves of absence (such as long-termdisability or sabbatical) shall counttoward seniority. Unpaid leaves ofabsence shall not constitute a break incontinuous service but shall not counttoward seniority.E. Cases of identical seniority in thesame area will be resolved by grantingpreference to the teacher with thehighest academic degree (indescending order: Doctorate, CAGS,Master’s, Double Bachelor’s). If theseare identical, the decision will be made22

y the superintendent upon reviewof evaluations. If no significantdifference exists in the evaluations,the Superintendent will exercisehis/her discretion.F. Certified shall mean that theteacher has on file with the office ofthe superintendent, evidence thathe/she possesses from theMassachusetts Department ofEducation certification in theappropriate area. Evidence must befurnished to the superintendent’soffice no later than the expirationdate for challenges to the officialseniority list.G. Recall Procedure:1. Teachers laid off underprovisions of this Article shall beentitled to recall to the district aspositions for which they arequalified under Section C becomeavailable. Recall shall proceed inreverse order of lay-off.2. Recall privileges shall extend fortwo years following the effectivedate of the lay-off. “Effective Date ofLay-off” shall mean the first schoolday in which the teacher does notperform services in the district inaccordance with his/her lay-offnotice.3. Employees laid off may continuegroup health insurance coverageduring the recall period at fullpremium, (subject to statutes andregulations).4. Upon return to work, teachersshall be credited with all previouslyaccrued benefits, includingprofessional status, sick leave andseniority.5. Employees shall be placed on thesalary schedule one step higher thanthe step at which they left, providedthat they had served in excess of 90continuous days in the year directlypreceding lay-off.ARTICLE XXVIIGENERALA. Copies of this Agreement will beduplicated and provided to eachmember of the bargaining unit. Thecost of this provision will be borne bythe school committee.B. If any provision of this agreementor any application of the agreement toany employee or group of employeesshall be found contrary to law, thensuch provision or application shall notbe deemed valid and subsisting, exceptto the extent permitted by law, but allother provisions or applications willcontinue in full force and effect.C. This agreement constitutes schoolcommittee and association policy forthe term of said agreement, and theschool committee and association willcarry out the commitments containedherein and give them full force andeffect as school committee andassociation policy.D. The superintendent will meet withthe Dudley-Charlton Teachers’Association president once in the fallbefore November 15, and once in thespring before May 15 to reviewAppendix B of this agreement.ARTICLE XXVIIIDURATIONA. This agreement shall take effecton September 1, 2010 and except asprovided herein, shall remain in effect23

through August 31, 2013. It shallthereafter automatically renew itselfto successive terms of three yearsunless either party shall have giventhe other a written notice, on orbefore the November 15 just prior tothe end of the contract term, of itselection to terminate the contract asof the 31 st of August next.B. In the event of a notice byeither party of its election toterminate the contract underparagraph “A” above, the parties shallmake themselves available, atreasonable times, for the purpose ofnegotiating a successor contract.C. Nothing herein contained shallpreclude the parties from negotiatingor renegotiating at anytime or times allor any part of this contract, providedthat both parties mutually agree to doso, and provided that dates set for thenegotiation sessions are also mutuallyacceptable.24

Agreement Between the Dudley-Charlton Regional School District and the Dudley-CharltonTeachers' Association 2010-2013Appendix ASalary ScaleFY11 INCREASED FROM FY10 BY 1%Step Bachelors 1011 Bachelor's +30 1011 Master's 1011Master's +301011Master's60/CAGS 1011 Ph.D 10111 $41,843 $ 43,643 $45,413 $ 48,384 $ 49,412 $ 50,4402 $43,521 $45,322 $47,070 $50,016 $51,034 $52,0523 $45,232 $46,979 $48,747 $51,702 $52,714 $53,7264 $46,888 $48,602 $50,460 $53,422 $54,371 $55,3205 $48,568 $50,337 $52,117 $55,143 $56,107 $57,0716 $50,224 $52,028 $53,796 $56,808 $57,796 $58,7847 $51,902 $53,706 $55,454 $58,440 $59,419 $60,3988 $53,728 $55,471 $57,299 $60,295 $61,209 $62,1239 $55,732 $57,501 $59,283 $62,345 $63,268 $64,19110 $57,806 $59,609 $61,380 $64,427 $65,320 $66,21311 $60,273 $62,075 $64,102 $66,867 $68,032 $69,19712 $62,057 $63,883 $ 66,071 $68,717 $70,088 $71,45915 $62,781 $64,611 $66,798 $69,447 $70,816 $72,18520 $64,603 $66,429 $68,616 $71,265 $72,634 $74,003Steps 15 and 20 are longevity steps, attainable by employment in the Dudley-Charlton Regional School District.Due to the agreed upon step freeze in 2009-2010, staff will be placed on Step 15 in their 16th year, and on Step 20 in their 21st year.FY12 INCREASED FROM FY11 BY 1.5%Step Bachelors 1112 Bachelor's +30 1112 Master's 1112Master's +301112Master's60/CAGS 1112 Ph.D 11121 $42,471 $44,298 $46,094 $49,110 $50,153 $51,1962 $44,174 $46,002 $47,776 $50,766 $51,800 $52,8343 $45,910 $47,684 $49,478 $52,478 $53,505 $54,5324 $47,592 $49,331 $51,216 $54,223 $55,187 $56,1515 $49,296 $51,092 $52,899 $55,970 $56,949 $57,9286 $50,978 $52,809 $54,603 $57,660 $58,663 $59,6667 $52,680 $54,511 $56,286 $59,317 $60,310 $61,3038 $54,534 $56,303 $58,159 $61,199 $62,127 $63,0559 $56,568 $58,364 $60,172 $63,280 $64,217 $65,15410 $58,673 $60,503 $62,300 $65,393 $66,300 $67,20711 $61,177 $63,006 $65,063 $67,870 $69,052 $70,23412 $62,988 $64,841 $67,062 $69,748 $71,139 $72,53015 $63,722 $65,580 $67,800 $70,489 $71,878 $73,26820 $65,572 $67,425 $69,646 $72,334 $73,724 $75,114Steps 15 and 20 are longevity steps, attainable by employment in the Dudley-Charlton Regional School District.Due to the agreed upon step freeze in 2009-2010, staff will be placed on Step 15 in their 16th year, and on Step 20 in their 21st year.FY13 INCREASED FROM FY12 BY 2.5%Step Bachelors 1213 Bachelor's +30 1213 Master's 1213Master's +301213Master's60/CAGS 1213 Ph.D 12131 $43,533 $45,405 $47,246 $50,338 $51,407 $52,4762 $45,278 $47,152 $48,970 $52,035 $53,095 $54,15526

3 $47,058 $48,876 $50,715 $53,790 $54,843 $55,8964 $48,781 $50,565 $52,497 $55,579 $56,567 $57,5555 $50,529 $52,370 $54,221 $57,369 $58,373 $59,3776 $52,252 $54,129 $55,968 $ 59,102 $60,130 $61,1587 $53,997 $55,874 $57,693 $60,800 $61,818 $62,8368 $55,897 $57,711 $59,613 $62,729 $63,680 $64,6319 $57,982 $59,823 $61,677 $64,862 $65,822 $66,78210 $60,140 $62,016 $63,858 $67,028 $67,957 $68,88611 $62,706 $64,581 $66,690 $69,567 $70,779 $71,99112 $64,563 $66,462 $68,739 $71,491 $72,918 $74,34515 $65,315 $67,219 $69,495 $72,251 $73,675 $75,09920 $67,211 $69,111 $71,387 $74,142 $75,567 $76,992Steps 15 and 20 are longevity steps, attainable by employment in the Dudley-Charlton Regional School District.Due to the agreed upon step freeze in 2009-2010, staff will be placed on Step 15 in their 16th year, and on Step 20 in their 21st year.27

Agreement Between the Dudley-Charlton Regional School Districtand theDudley-Charlton Teachers' Association 2010-2013Appendix B, Extra Curricular SalariesShepherd Hill Regional High SchoolShepherd Hill Regional High School 2010-2011 1% 2011-2012 1.5% 2012-2013 2.5%Extra-Curricular PositionTypePosition Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1 Step 2 SteAcademic DecathalonSchoolYear $1,043 $1,193 $1,373 $1,059 $1,211 $1,393 $1,085 $ 1,241 $ 1,4Athletic DirectorSchoolYear $6,284 $7,336 $8,385 $6,378 $7,446 $8,511 $6,538 $ 7,632 $ 8,Assistant Athletic DirectorSchoolYear $4,925 $5,764 $6,604 $4,999 $5,851 $6,703 $5,124 $ 5,997 $ 6,8Athletic TrainerSchoolYear $4,925 $5,764 $6,604 $4,999 $5,851 $6,703 $5,124 $ 5,997 $ 6,8Varsity Cheerleading CoachSchoolYear $4,186 $5,146 $5,862 $4,249 $5,223 $5,950 $4,355 $ 5,354 $ 6,0JV Cheerleading CoachSchoolYear $2,939 $3,566 $4,611 $2,983 $3,620 $4,680 $3,058 $ 3,710 $ 4,Choral AssistantSchoolYear $2,305 $2,727 $3,143 $2,339 $2,768 $3,190 $2,398 $ 2,837 $ 3,2Chorus DirectorSchoolYear $4,190 $4,822 $5,449 $4,253 $4,894 $5,531 $4,360 $ 5,016 $ 5,6Performing Arts Assistant/High SchoolSchoolYear $2,228 $2,634 $3,037 $2,261 $2,674 $3,083 $2,318 $ 2,740 $ 3,Performing Arts Director/High SchoolSchoolYear $4,050 $4,659 $5,264 $4,111 $4,729 $5,343 $4,214 $ 4,847 $ 5,4Show Choir DirectorSchoolYear $5,098 $5,870 $6,708 $5,175 $5,958 $6,809 $5,304 $ 6,107 $ 6,9Band DirectorSchoolYear $5,098 $5,870 $6,708 $5,175 $5,958 $6,809 $5,304 $ 6,107 $ 6,9Jazz Band DirectorSchoolYear $3,351 $3,775 $4,190 $3,401 $3,832 $4,253 $3,486 $ 3,928 $ 4,Band Guard InstructorSchoolYear $2,305 $2,727 $3,143 $2,339 $2,768 $3,190 $2,398 $ 2,837 $ 3,2Band Percussion InstructorSchoolYear $2,305 $2,727 $3,143 $2,339 $2,768 $3,190 $2,398 $ 2,837 $ 3,2Department Coordinators2010-2011 2011-2012 2012-2013TypePosition Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1 Step 2 Ste

Foreign LanguagePE/Health/Family & Consumer ScienceSpecial EducationBusiness Education/TechnologyEducationEnglishFine & Performing ArtsMathematicsScienceSocial StudiesSchoolYearSchoolYearSchoolYearSchoolYearSchoolYearSchoolYearSchoolYearSchoolYearSchoolYear$3,424 $4,424 na $3,424 $4,424 $5,424 $3,510 $4,535 $Coordinators receive $50 per department staff member for performing evaluations.Shepherd Hill Regional High School 2010-2011 2011-2012 2012-2013Extra-Curricular PositionTypePosition Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1 Step 2 SteFreshman Class AdvisorSchoolYear $ 774 $1,141 $1,509 $ 785 $1,158 $1,532 $ 805 $ 1,187 $ 1,5Sophomore Class AdvisorSchoolYear $ 774 $1,141 $1,509 $ 785 $1,158 $1,532 $ 805 $ 1,187 $ 1,5Junior Class AdvisorSchoolYear $2,094 $2,513 $2,932 $2,125 $2,551 $2,976 $2,178 $ 2,614 $ 3,0Senior Class Advisor (2 positions)SchoolYear $2,094 $2,513 $2,932 $2,125 $2,551 $2,976 $2,178 $ 2,614 $ 3,0Math Team AdvisorSchoolYear $1,471 $1,886 $2,305 $1,493 $1,914 $2,339 $1,530 $ 1,962 $ 2,National Honor Society AdvisorSchoolYear $1,471 $1,886 $2,305 $1,493 $1,914 $2,339 $1,530 $ 1,962 $ 2,Newspaper AdvisorSchoolYear $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,829

Media AdvisorSchoolYear $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Peer Helper AdvisorSchoolYear $ 748 $1,103 $1,459 $ 760 $1,119 $1,481 $ 779 $ 1,147 $ 1,5SADD AdvisorSchoolYear $ 774 $1,141 $1,509 $ 785 $1,158 $1,532 $ 805 $ 1,187 $ 1,5Shepherd Hill Yearbook AdvisorSchoolYear $4,190 $4,822 $5,449 $4,253 $4,894 $5,531 $4,360 $ 5,016 $ 5,6Student Council AdvisorSchoolYear $3,351 $3,775 $4,190 $3,401 $3,832 $4,253 $3,486 $ 3,928 $ 4,Detention SupervisorSchoolYear $2,305 $2,727 $3,143 $2,339 $2,768 $3,190 $2,398 $ 2,837 $ 3,2Varsity Football Coach Fall $5,098 $5,870 $6,708 $5,175 $5,958 $6,809 $5,304 $ 6,107 $ 6,9Assistant Football Coach (5 positions) Fall $2,305 $2,727 $3,143 $2,339 $2,768 $3,190 $2,398 $ 2,837 $ 3,2Boys Cross Country Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Girls Cross Country Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Golf Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Boys Varsity Soccer Coach Fall $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Boys Soccer Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Freshman Boys Soccer Coach Fall $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Girls Varsity Soccer Coach Fall $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Girls Soccer Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Freshman Girls Soccer Coach Fall $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Varsity Field Hockey Fall $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Field Hockey Coach Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Varsity Volleyball Fall $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Volleyball Fall $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Shepherd Hill Regional High School 2010-2011 2011-2012 2012-2013Extra-Curricular PositionTypePosition Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1 Step 2 SteBoys Varsity Basketball Coach Winter $4,190 $4,822 $5,449 $4,253 $4,894 $5,531 $4,360 $ 5,016 $ 5,6JV Boys Basketball Coach Winter $2,094 $2,515 $2,932 $2,125 $2,553 $2,976 $2,178 $ 2,616 $ 3,0Freshman Boys Basketball Coach Winter $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Girls Varsity Basketball Coach Winter $4,190 $4,822 $5,449 $4,253 $4,894 $5,531 $4,360 $ 5,016 $ 5,630

JV Girls Basketball Coach Winter $2,094 $2,515 $2,932 $2,125 $2,553 $2,976 $2,178 $ 2,616 $ 3,0Freshman Girls Basketball Coach Winter $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Indoor Track Coach Winter $2,094 $2,515 $2,932 $2,125 $2,553 $2,976 $2,178 $ 2,616 $ 3,0Indoor Track Assistant Coach Winter $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Wrestling Coach Winter $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,Assistant Wrestling Coach Winter $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Winter Percussion Instructor Winter $4,190 $4,822 $5,449 $4,253 $4,894 $5,531 $4,360 $ 5,016 $ 5,6Varsity Baseball Coach Spring $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Baseball Coach Spring $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Freshman Baseball Spring $1,043 $1,193 $1,373 $1,059 $1,211 $1,393 $1,085 $ 1,241 $ 1,4Varsity Softball Coach Spring $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Softball Coach Spring $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Freshman Softball Spring $1,043 $1,193 $1,373 $1,059 $1,211 $1,393 $1,085 $ 1,241 $ 1,4Varsity Lacrosse Spring $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,JV Lacrosse Spring $1,887 $2,305 $2,727 $1,915 $2,339 $2,768 $1,963 $ 2,398 $ 2,8Boys Tennis Coach Spring $2,094 $2,515 $2,932 $2,125 $2,553 $2,976 $2,178 $ 2,616 $ 3,0Girls Tennis Coach Spring $2,094 $2,515 $2,932 $2,125 $2,553 $2,976 $2,178 $ 2,616 $ 3,0Boys Track & Field Coach Spring $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,Assistant Boys Track Coach Spring $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,6Girls Track & Field Coach Spring $3,351 $3,774 $4,190 $3,401 $3,831 $4,253 $3,486 $ 3,927 $ 4,Assistant Girls Track Coach Spring $1,677 $1,916 $2,514 $1,702 $1,945 $2,552 $1,744 $ 1,993 $ 2,631

Agreement Between the Dudley-Charlton Regional School District and the Dudley-Charlton Teachers' Association 2010-2013Appendix BExtra Curricular SalariesDudley Middle School/Charlton Middle SchoolMiddle Schools Extra Curricular Positions 2010-2011 2011-2012 2012-2013TypeExtra-Curricular PositionPosition Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1 Step 2 Step 3One position is appointed per middle school,except where noted.SchoolYear $2,305 $2,726 $3,143 $2,339 $2,767 $3,190 $2,398 $2,836 $3,270SchoolYear $2,305 $2,726 $3,143 $2,339 $2,767 $3,190 $2,398 $2,836 $3,270SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398SchoolYear $2,305 $2,726 $3,143 $2,339 $2,767 $3,190 $2,398 $2,836 $3,270SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398SchoolYear $2,229 $2,633 $3,038 $2,263 $2,673 $3,084 $2,319 $2,739 $3,161SchoolYear $1,043 $1,193 $1,373 $1,059 $1,211 $1,393 $1,085 $1,241 $1,428SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398SchoolYear $2,093 $2,513 $2,933 $2,124 $2,551 $2,977 $2,177 $2,614 $3,051SchoolYear $1,934 $2,321 $2,707 $1,963 $2,356 $2,747 $2,012 $2,415 $2,816SchoolYear $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Athletic CoordinatorBand DirectorCheerleading/Pep Squad CoachChorus DirectorMedia AdvisorNational Junior Honor SocietyPerforming Arts DirectorScience Club AdvisorShow Choir AdvisorStage Band DirectorStudent CouncilTeam Leaders (as needed)Yearbook AdvisorCross Country Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Fall Intramural Coordinator Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Field Hockey Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $ ,961 $2,398

Golf Coach Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Boys Soccer Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Girls Soccer Fall $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Boys Basketball Winter $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Girls Basketball Winter $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Indoor Track Winter $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Winter Intramural Winter $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Wrestling Coach Winter $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Baseball Spring $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Softball Spring $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Spring Intramural Spring $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Tennis Spring $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $1,961 $2,398Track Spring $1,470 $1,885 $2,305 $1,492 $1,913 $2,339 $1,529 $ ,961 $2,398District-wide Position 2010-2011 2011-2012 2012-2013District Health Coordinator School Year Step 1 $3,358 Step 1 $3,408 Step 1 $3,49333