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Canton Teachers Association - Unit A - Sept. 1 2019 - August 31 2022

Finance Committee · Record date 2019-09-01 · Record 0bf500ffeae3336664

Saved text from 91 source pages. Transcription and OCR may contain errors; verify figures and wording against the original. Retrieved 2026-10-15.

AGREEMENT
between the
CANTON SCHOOL COMMITTEE
and the
CANTON TEACHERS' ASSOCIATION

September 1, 2019 - August 31, 2022

ARTICLE

Il

I

IV

VI

Vil

Vil

IX

XI

XII

XIII

XIV

XV

XVI

XVII

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XIX

TABLE OF CONTENTS

NAME                                          PAGE
Preamble... ccccceceseeececeeesenseeeeeceeesteeeeeeseueseceeenceusenss   1
ReCORMITION. 00. cece ee teceeteeeu reese eeeeeesueseeeneeeneeavass   1
Management Rights........... 0 eceeeceecceeecenseeeeceeeeeneeraeeens    2
Members’ Rights......... 0.0... cccceesceccussueeeeeseeeeeuseuscensenenas   2
No Strike Clause..........ciiccecccscecsseceeseeneeteesseuveeueeeeasesens    3
Grievance and Arbitration Procedure ...............c0ccceeceuseseuees    3
LONQEVILY 0. ee cceeeceebeeeecaeecaueeeeeeeeeeeunesuuecuauceuenense   6
Teaching Hours and Teaching Load.................ceeccesceueeseneees  7
Class Size... 0... eeceecnecceeeeeecceveesneetestenestunccuesesauseaeeeaers  11
Non-Teaching Duties....0. 00... ccececccccceeeccesseesseuesueesueseaueas    11
Teacher Assignment. .../..........cceccccssseeeeeseesastescseeuaunesececs    12
Vacancies and Promotions. ..............0cccecsecceeeeeceseueecsanecese    12
Teacher Evaluation...........cccceecceseetesececeeeeeeeersessaaneeeeeean      13
Use of School Facilities...........ccceeccccccesceesaeeveeueeseraneeces     14
Sick Leave Policy...... 00... ccecccsecceecssseeeeseseuscceuseseaeneenas     15
Military Leaves of Absence.............ccccccccsuseusecescceecteecees     21
Sabbatical Leaves...... 0c ceccceccsecceeuesseeseeueccessesaueeeeeens    22
Professional Improvements.................cccecccsseceeeuececasceuans   23
TextDOOkS........ cece ceeceeeeeceeueeceeeecscueseuuaesesauecceneseenanae    23
Group Insurance...... 0 ieee cee eeeceeecesesseassseneeeeseveesesececnens   23

ARTICLE
xX

XXI

XXII
XXIII

XXIV

XXVI-A
XXVI-B
XXVII
XXVIII
XXIx

XXX

XXXI
XXXII
XXXII
XXXIV
XXXV
XXXVI
Appendix Al
Appendix A2

Appendix A3

TABLE OF CONTENTS (con’t)

NAME                                          PAGE
General... 0. ieee ceec rece neeeeereeeeeeeeeu sees een esae een esaeneees   24
No Discrimination. .......... 00. cccccecceeceeececeneeeeeeeeeseeeeeneean ess    25
Salaries and Other Compensation..............:cccceecseeeeeuseeneeens    25
Transfers... cece ce cence nee ceeeeeca eee ee seen een seeeseeeesene ses  26
Protection... ....cccc cece cee eeceeeceeeeeeeeeeueeeeeeeaeeeaeesaueeeae erage     27
Reduction in Force..........ccccceccsececseeceeeeeeeeeeeeseseaseeaveses   27
Individual Support Teams. .............ccccesecceecceueeevesteneeeseeeues  32
Data Driven Instructional Support Teams.............0.c0cceeeeeeeaee   32
Educational Enhancement Fund..........0..ccceccecseesceseseceeuneess     33
Negotiation Procedure............cccceceseceeccceeeaeceesausenceanensees  34
Association Business DayS............cccccccceceeneeaeseeueseustenesseas  34
NUPSES.. 000. e cece cc ee cence ee eeee seen seen eteneeseeteuueuansesasenes 35
Occupational and Physical Therapists..............cccccceseseseeceune     36
Health and Safety... eccesecenececeeeeeseeseesaeeseeueeeesanes   36
Mentoring... 0. cece cee cece teceeeeenseeeeaseeeeneeaseeeeeusensenesness   36
Job Sharing. ..... 0... cceccececeeeseecceueeeseeeessneesvecseeseueneneens 37
Duration... cece cc eeeeccneeeeeeneeceeeeeeee essen eeeseeeeeenneeeueens   39
Online Courses...... 0. c.ceceeccccsseeeseeeceuseseeueseeeeuessuuneseeavens     39
Teacher Salary Schedule (9/1/19-8/31/20)............ceccecseeceeeenee  4]
Teacher Salary Schedule (9/1/20-8/31/21)........cccccccccaeeeeeseuees  42
Teacher Salary Schedule (9/1/21-8/31/22).........ccccccccueecseneves  43

Appendix A4
Appendix B1
Appendix B2
Appendix B3
Appendix Cj
Appendix C2
Appendix C3
Appendix D

Appendix Dl
Appendix D2
Appendix D3
Appendix E

Appendix F

OT and PT Salary Schedules (9/1/19 — 8/31/22)..........cccceeeuees   44

Stipends (9/1/19- 8/31/20)........ ccc cceccceeceeeeeeeeseeeeseeeeaeees    45
Stipends (9/1/20 - 8/31/21)... cece eceeeccenneeeeeeeeseeueeeeeuaeess   47
Stipends (9/1/21 - 8/31/22)......ccesececeeeeceeeeeeeeeeeeeseueceaaeeees   49
Teachers’ Extra Curricula Pay Schedule (9/1/19 — 8/31/20)........   51
Teachers’ Extra Curricula Pay Schedule (9/1/20 — 8/31/21)........   54
Teachers’ Extra Curricula Pay Schedule (9/1/21 — 8/31/22)........   57
Coaches’ Employment Policy.............cccscceeseeeeerseeeeeeeaeees   61
Coaches’ Salary Schedule (9/1/19-8/31/20)..........ccccccccescveeevee  62
Coaches’ Salary Schedule (9/1/20-8/31/21)..........ccccceccceeeneeees  63
Coaches’ Salary Schedule (9/1/21-8/31/22).........ccccceccceseeeeeeee  64
Grievance Submission Form..............cccecceseecceeeeeeeeeecenseseenes  65

Educator Evaluation Procedures

iti

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this
Agreement is made by and between the CANTON SCHOOL COMMITTEE (hereinafter referred
to as the Committee) and ihe CANTON TEACHERS’ ASSOCIATION (hereinafter referred to
as the Association).

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible
quality for the children of Canton and that good morale within the professional staff of Canton is
essential to the achievement of that purpose, we, the undersigned parties to this Agreement,
declare that:

a. Under the laws of Massachusetts, the Committee, elected by the citizens of Canton,
has the final responsibility for establishing the educational policies of the public
schools of Canton;

b. The Superintendent of Schools of Canton (hereinafter referred to as the
Superintendent) has the responsibility for carrying out the policies so established;

c. The professional employees of the public schools of Canton have the responsibility
for providing high quality instruction and support to students, consistent with their
licenses and the standards established by their respective professions;

d. Fulfillment of these respective responsibilities can be facilitated and supported by
consultations and free exchanges of views and information between and among the
Committee, the Superintendent, and the professional employees in the formulation
and application of policies relating to hours, wages, and other conditions of
employment for the professional staff; and so

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

ARTICLE I
RECOGNITION

A. The Committee recognizes the Association for the purpose of collective bargaining as
the exclusive bargaining agent for professional employees during the regular school
year in the following categories:

classroom teachers, guidance counselors, school adjustment counselors, speech
pathologists, occupational therapists, physical therapists, school psychologists,
elementary school assistant principals, high school and middle school department
heads, preK- 12 coordinators, librarians, coaches, teachers of extra-curricular
activities, and school nurses.

Excluded from the bargaining unit are the Superintendent of Schools, the Assistant
Superintendent of Schools, the School Business Administrator, TEAM Chairpersons,
the Early Childhood Coordinator, Principals, the Nurse Leader, and all other
employees of the Canton School Committee and the Town of Canton, including
persons employed in Federal, Summer or Evening School Programs.

The Committee agrees not to bargain with any teachers’ organization other than
that designated as the exclusive bargaining agent pursuant to Chapter 150E (the
Canton Teachers’ Association). The Committee further agrees not to negotiate
with any other teachers’ organization in regard to changes in wages, hours, and
other conditions of employment to become effective during the term of this
Agreement.

Should a new position be created during the term of this Agreement, the parties
agree to meet to negotiate as to whether said position is to be included in the
bargaining unit. If no agreement is reached, the parties agree to jointly submit the
matter to arbitration as provided in this Agreement.

Unless otherwise indicated, the employees in this bargaining unit will be
hereinafter referred to as teachers.

ARTICLE 1
MANAGEMENT RIGHTS

Nothing in this Agreement shal] be construed in any way to alter, modify, change
or limit the authority and jurisdiction of the School Committee, as provided by the
Massachusetts Constitution, the General Laws of Massachusetts, or the decisions
of the Supreme Judicial Court of the Commonwealth of Massachusetts, or the
laws of the United States.

During the term of this Agreement, except as provided otherwise herein, the
determination and administration of education policy, the operations of the
schools and the direction of the staff are vested exclusively in the School
Committee. However, should the School Committee contemplate a substantial
change of policy not covered by this Agreement, which affects the wages, hours,
and other conditions of employment of the employees covered by this Agreement,
then the School Committee shall notify the Association regarding said change and
shall meet to negotiate concerning said change. Nothing herein shall be construed
to require the School Committee to submit to arbitration, as provided by this
Agreement, any matter so discussed.

ARTICLE Til
MEMBERS’ RIGHTS

There will be no reprisals of any kind taken against any teacher by reason of
his/her membership in the Association or participation in its activities.

B.       Teachers will be entitled to full rights of citizenship, and no religious or political
activities of any teacher or lack thereof will be grounds for any discipline or
discrimination with respect to the professional employment of such teacher.

Cc.        No teacher with professional status shall be discharged, suspended, or reduced in
rank or compensation without just cause. In the event of the same, the teacher
may elect either the statutory remedy available to him/her or the grievance
procedure within fourteen (14) calendar days of the action. Such election shall be
made in writing. The election of one remedy shall be a waiver of the teacher’s
rights under the alternative remedy.

D.       References to teachers with Professional Teacher Status shall be deemed to refer
to any professional employee in the bargaining unit who has completed at least
three consecutive school years of service in the Canton Public Schools.
References to teachers who have not acquired Professional Teacher Status shall
be deemed to refer to any professional employee in the bargaining unit who has
not completed at least three consecutive school years of service in the Canton
Public Schools. This section does not apply to coaches or to teachers in their role
as extra-curricular advisors or other stipended positions.

ARTICLE IV
NO STRIKE CLAUSE

The Association, on its own behalf, and on behalf of each of the employees that it
represents, hereby agrees and covenants that it will not authorize, approve, participate in or in
any way encourage any strike, work stoppage, slowdown, or withholding of services, including
paid extra-hour services, from the employer, Town of Canton School Committee and the Town
of Canton.

ARTICLE V
GRIEVANCE AND ARBITRATION PROCEDURE

A.       The term “grievance” shall include those claims or disputes which allege a
violation of a specific provision of this Agreement.

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

In the event a grievance is filed on or after June 1 which, if left unresolved until
the beginning of the following school year, could result in irreparable harm to a
party in interest, the time limits set forth herein will be reduced so that the

grievance procedure may be exhausted prior to the end of the school term or as

soon thereafter as is practicable. During the summer recess, school days will mean
calendar days.

Failure to institute a grievance or to advance a grievance to an appropriate level
following an initial filing within the time limits set forth in the provisions of this
Article shall conclusively be deemed to constitute a waiver of all rights under this
Article unless mutually waived by the parties.

Grievances shall at all levels, including Level One, be submitted in writing on a
formal grievance instrument to be mutually developed by the parties. (See
Appendix E). The grievance shall be signed by the employee and/or a
representative of the Association, stipulating the sections of the Agreement which
have been violated. There shall be a twenty (20) school day limit for filing a
grievance, to be computed from the date of the event or condition which gave rise
to the filing of the grievance or from when the individual first became aware of
the condition giving rise to the grievance. Responses to the grievance shall be in
writing, as specified in Section E. 2 of this Article, and shall set forth the reasons
for the decision.

1.        Level One. A teacher with a grievance will first discuss it with his/her
principal or immediate superior, either directly or through the
Association’s School Representative, with the objective of resolving the
matter informally.

2.        Level Two. If the teacher and/or the Association are not satisfied with the
disposition of the grievance at Level One or if no decision has been
rendered within five (5) school days after the presentation of the
grievance, the teacher and/or the Association may file the grievance with
the Superintendent of Schools within ten (10) school days following the
Level One response (or the due date for such response if none is rendered).
The Superintendent will hear the grievance within five (5) school days
after receiving the grievance and shall respond to the grievance within five
(5) school days following the Level Two hearing.

3.        Level Three. If the teacher and/or the Association are not satisfied with
the disposition of the grievance at Level Two or if no decision has been
rendered within five (5) school days after the hearing with the
Superintendent, the teacher and/or the Association may file the grievance
with the School Committee within fifteen (15) school days following the
Level Two response (or the due date for such response if none is
rendered). The School Committee will hear the grievance no later than the
second regularly scheduled School Committee meeting afier receiving the
grievance and shall respond to the grievance within five (5) school days
after the Level Three hearing.

4.

Level Four.

a.        If the Association is not satisfied with the disposition of the
grievance at Level Three or if no decision has been rendered
within five (5) school days after the hearing with the School
Committee, the Association may submit the grievance to
arbitration within twenty (20) school days following the Level
Three response (or due date for such response if none is rendered.)

b.        Within ten (10) school days after such written notice of submission
to arbitration, the Committee and the Professional Rights and
Responsibilities Committee will agree upon a mutually acceptable
arbitrator and will obtain a commitment from said arbitrator to
serve. If the parties are unable to agree on an arbitrator or to obtain
a commitment within the specified period, a request for a list of
arbitrators may be made to the American Arbitration Association
by either party. The parties will be bound by the rules and
procedures of the American Arbitration Association in the
selection of an arbitrator.

c.        The Arbitrator so selected will confer with representatives of the
School Committee and the Professional Rights and
Responsibilities Committee and hold hearings promptly and will
issue his/her decision not later than thirty (30) days from the date
of the close of the hearings. The arbitrator’s decision will be in
writing and will set forth his/her findings of fact, reasoning, and
conclusions on issues submitted. The decision of the arbitrator will
be binding on all parties concerned.

d.        The costs for the services of the arbitrator, including per diem
expense, if any, and actual and necessary travel and subsistence
expenses, will be borne equally by the School Committee and the
Association, but each party shall bear its own expense for the
presentation of its case.

If, in the judgment of the Professional Rights and Responsibilities
Committee, a grievance affects a group or class of teachers, the
Professional Rights and Responsibilities Committee may submit such
grievance in writing to the Superintendent directly and the processing of
such grievance will be commenced at Level Two. The Professional Rights
and Responsibilities Committee may process such a grievance through all
levels of the grievance procedure.

Decisions rendered at Level One, Two and Three of the grievance
procedure will be in writing setting forth the decisions and the reasons
therefore and will be transmitted prompily to all parties of interest and to
the chairman of the Professional Rights and Responsibilities Committee.

Decisions rendered at Level Four will be in accordance with paragraph I
of Level Four. The settlement will be written by the employee and signed
by the employee and by the one to whom the grievance has been

presented.

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

4,        Forms for filing grievances, serving notices, taking appeals, making

reports and other documents will be prepared by the Association and given
appropriate distribution so as to facilitate operation of the grievance
procedure.

5.        Nothing in this Agreement shall affect the right of the School Committee
to renew or not renew a contract of employment for teachers without
professional teacher status.

The Committee, will upon request, provide the Association with any documents
which will assist the Association in developing intelligent, accurate, informed and
constructive programs on behalf of the teachers and their students, together with
any other available information which may be necessary for the Association to
process grievances under this Agreement provided these documents are not in
themselves confidential.

ARTICLE VI
LONGEVITY

The purpose of this provision is to reward those members who have dedicated
many years of service to insure a quality education program in the Town of
Canton. To be eligible, members must have a minimum of twelve (12) years of
experience, five (5) of which must be in the Canton Public Schools. At the time
of a member’s initial appointment to a regular position in the Canton Public
Schools, the Superintendent shall notify the teacher in writing what credit, if any,
will be granted for prior experience in calculating longevity. New employees
hired after November 15" of a given year will not be eligible for a longevity
increase on the following September 1°.

In consideration of the above, members shall receive compensation in addition to
that specified in Article XXI of this Agreement in accordance with the following:

The school year following completion of:
1214! year ..... $1,450

15_ 19 year ..... $1,850
20% — 24" year ..... $2,100

25% _ 29 year ..... $2,400
30% 34 year ..... $3,050
35"* year .....           $3,500

The Superintendent or designee is responsible for tracking longevity eligibility for
members of the bargaining unit. On or before the first workday for teachers of
each school year the Superintendent or designee will inform such eligible
members of the amount they will receive and the date on which they can expect to
receive the longevity payment.

ARTICLE VII
TEACHING HOURS AND TEACHING LOAD

The starting and dismissal times for students will be as stated by the
Superintendent’s office.

Teachers may be required to attend three (3) evening meetings each year.
Attendance at all other evening meetings will be at the option of individual
teachers.

Classroom teachers at the William H. Galvin Middle School and at Canton High
School, including special education teachers and speech and language
pathologists, will have a daily preparation period consisting of one regular period.
During that time they will not be assigned to any other duties. Teachers who
volunteer to cover a class for an absent teacher during a preparation period will be
paid $30 per period for such voluntary coverage. When scheduling team
meetings and parent conferences during the school day, all efforts will be made to
avoid scheduling such meetings/conferences during the preparation periods or
lunch periods of teachers whose attendance is required.

High School and Middle School Department Heads and PreK-12 Coordinators:

1.        In departments of 8 or fewer teachers, the High School and Middle School
Department Heads shall teach 80% of full time. In departments of
between 9 and 12 teachers, the high school and middle school Department
Heads shall teach 60% of full time. In departments of 13 or more
teachers, the high school and middle school department heads shall teach
40% of full time. PreK-12 Coordinators (who by design oversee staff and
programming in multiple buildings) who currently have a teaching load
that exceeds 20% FTE, such load will be reduced by one class per school
year, until it reaches the 20% mark.

In addition to attending faculty meetings required of all teachers and
conducting departmental meetings, Department Heads and PreK-12
Coordinators may be required annually to attend eleven (11) hours of after
school meetings. Further, in addition to the attendance at the three (3)

evening meetings required for all teachers pursuant to Article VII B,
Department Heads and PreK-12 Coordinators may be required annually to
attend two (2) evening meetings. The Association and School Committee
recognize that in addition to attending these required meetings,
Department Heads and PreK-12 Coordinators devote many additional
hours to satisfy their professional responsibilities relating to the position.

2.        All High School and Middle School Department Heads shall be evaluated.
in writing annually by the Principal or Assistant Principal with input from
a Central Office Administrator associated with Curriculum. PreK-12
Coordinators will be evaluated in writing annually by a Central Office
Administrator. Evaluations shall be conducted in accordance with the
negotiated Evaluation Procedure, using Standards and Indicators of
Effective Administrative Leadership as well as Effective Classroom
Teaching.

Elementary school classroom teachers will have a preparation period under the
following circumstances: when the class is receiving instruction from a special
subject teacher in Art, Music, Library, Health Education and Physical Education.

Elementary teachers will be guaranteed one (1) preparation period per day, to
include forty-five minute periods on four (4) days and a thirty-minute period on
the fifth day. Teachers who volunteer to cover a class for an absent teacher
during a preparation period will be paid $30 per period for such voluntary
coverage. Elementary teachers will be provided with four (4) common planning
periods of no less than one hour, scheduled one (1) per quarter. When scheduling
team meetings and parent conferences during the school day, all efforts will be
made to avoid scheduling such meetings/conferences during the preparation
periods or lunch periods of teachers whose attendance is required

Personnel other than regular classroom teachers will work at their assigned tasks
for at least the length of a regular teacher’s workday.

School Day and Year

1.        All teachers at the Galvin Middle School and at the High School shall
report to their schools at least 15 minutes prior to the commencement of
homeroom. During this 15 minute period, teachers at the Galvin Middle
School may not be required to perform supervisory duties in excess of 10
minutes. During this 15-minute period, teachers at the High School would
not be required to perform supervisory duties in excess of what they
presently perform before school. Teachers at the elementary level shall
report to their schools at least 20 minutes prior to the commencement of
instruction. After school, teachers at the Galvin Middle School and at the
High School shall remain in their schools for at least 20 minutes after the
end of the scheduled school day, whereas teachers at the elementary level

shall remain in their schools for at least 15 minutes after the end of the
scheduled school day. During this time teachers will be available for
student assistance and to perform supervisory duties to the extent that such
duties have been performed in the past. Notwithstanding the above, in the
event of a ten-minute increase to the student day at Galvin Middle School
and a five-minute increase to the student day at the High School (each
anticipated for the 2020-2021 school year), the after-school period for
teachers at the Galvin Middle School and High School shall be reduced to
15 minutes.

It is recognized by the Association and the School Committee that
teachers will have to devote many more hours in addition to the above to
successfully satisfy their professional responsibilities. Therefore, in
addition to the above, teachers shall be required to attend core evaluations,
team meetings, parent conferences, faculty and department meetings (such
faculty/department meetings at the elementary, middle school, and high
school levels not to exceed two per month), to confer with and help
students, to supervise teacher detention, and to carry out such other
professional responsibilities as they have performed in the past.

Notwithstanding the above, preschool teachers shall be at their schools for
6 hours and 50 minutes per day, which may vary from the times set forth
above due to variations in the pre-school student day.

2.        The school year for teachers, other than new personnel who may be
required to attend additional orientation sessions, will begin no earlier than
September | (unless there is mutual agreement to begin earlier) and
terminate no later than June 30, but will in no event be longer than three
(3) days more than the number of days that pupils are required to be in
attendance by the approved Committee calendar for each school year. The
three (3) additional days will be used as professional development days.

3,        Study Halls: Recognizing that study halls are to be directed study and not
limited to supervision of students, administration shall make a sincere
effort not to use study halls as a substitute for finding coverage for absent
teachers. However, should administration be unable to find substitutes,
and should classes be moved into a study hall, the teacher in charge of the
study hall shall receive the additional compensation of thirty dollars ($30)
for each such class so moved into the study hall.

Teachers will have a duty-free lunch period as determined by the respective
principals of at least the following lengths:

1.       Elementary School                                 25 minutes
2.        William H. Galvin Middle School              20 minutes*
3.        Senior High School                                  23 minutes

In the event of a ten-minute increase to the student day at Galvin Middle School
(as anticipated for the 2020-2021 school year), the lunch period shall be increased
to 23 minutes.

Indoor or outdoor recess shall be held during the school day in the elementary
schools.

Academic subject area William H. Galvin Middle School teachers will not be
assigned more than seven (7) periods per day, consisting of at least one (1)
preparation period, not more than five (5) teaching periods, and one (1)
administrative period to be used for student supervision, collaboration among
staff, and other professional work to be assigned by the principal or designee.

Academic subject area Canton High School teachers will not be assigned more
than six (6) periods per day, consisting of one (1) preparation period; not more
than five teaching periods; and on days when assigned fewer than five teaching
periods, one (1) administrative period to be used for student supervision,
collaboration among staff, and other professional work to be assigned by the
principal or designee.

High School and Middle School Department Heads and PreK-12 Coordinators
will not be assigned supervisory duties.

Teacher participation in Extracurricular Activities will be strictly voluntary and
teachers will be compensated for all such participation in accordance with the
Extracurricular Salary Schedule in the contract.

Special Education teachers shall be provided with the same common planning
time as classroom teachers, one (1) period of no less than one (1) hour every three
(3) weeks,

Last Day: The last day of school shall be a half-day provided that the requisite
Department of Education minimum number of instructional hours has been met.

On early release days, there will be no fewer than thirty (30) minutes after the end
of the instructional day before the commencement of meetings or professional
development work.

The last school day before the December holiday break will be a half-day for
students and teachers.

With the agreement of a particular teacher, the Superintendent or designee may
assign a music teacher to a class that takes place before or after the typical school
day, with the understanding that the teacher’s arrival and departure times will be
adjusted to provide for the same amount of onsite time required of teachers at the

10

same level (i.e., elementary, middle school, high school) whose classes take place
solely within the typical school day.

ARTICLE VHT
CLASS SIZE

The Committee and the Association recognize class size as an important factor in
good education. To ensure that class size is conducive to an effective learning
atmosphere, the Committee and the Association will strive to improve upon the
following goals:

Elementary Schools: 40 classroom teachers per 1000 students
Secondary Schools: 60 classroom teachers per 1000 students

The Committee and the Association realize that space availability precludes
implementation of Section A above at this time. The provisions of Section A will
therefore take effect as soon as physically possible.

The provisions of Section A above may be waived by a teacher, a group of
teachers, or an entire department after consultation with administration, if he/she,
they, or the department feel in certain situations (e.g., specifically “Team
Teaching”) it is in the best interests of the educational process to do so.

ARTICLE IX
NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher’s primary responsibility
is the total education and welfare of the children entrusted to his/her care during the school day.

A.

Assignment of teachers for non-teaching duties shall be on a reasonable and
equitable basis. While assigning student supervisory duties to each teacher in a
particular year requires consideration of a number factors, the principal will
include the number of minutes involved among these factors.

Teachers may be required to collect and transmit money to be used for
educational purposes and limited number of non-educational programs, but they
will not be required to tabulate or account for such money.

Teachers will not be required to drive pupils anywhere.

Teachers issuing classroom detentions are required to supervise that detention
period.

Teachers will not be required to perform any custodial duties.

Teachers will not be required to deliver books to classrooms, or keep registers.

11

Elementary teachers may be assigned up to 60 minutes of nonteaching duties per
week. Such duties shall not be assigned unless the Principal deems it necessary.

ARTICLE X
TEACHER ASSIGNMENT

Teachers will be notified in writing of tentative programs for the coming school
year, including the schools to which they will be assigned, the grades and/or
subjects that they will teach, and any special or unusual classes, including co-
teaching assignments that they will have, as soon as practicable and under normal
circumstances not later than August 1. When teacher assignments are changed as
to grade or subject, first consideration for available teacher position will be given
to teachers with seniority.

In order to assure that pupils are taught by teachers working within their areas of
competence, teachers will not be assigned more than 20% of their teaching
schedule to an area outside the scope of their teaching certificates and/or major or
minor fields of study.

Tn arranging schedules for teachers who are assigned to more than one school, an
effort will be made to limit the amount of inter-school travel. Such teachers will
be notified of any changes in their schedules as soon as practicable.

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

ARTICLE XI
VACANCIES AND PROMOTIONS

Whenever any vacancy occurs in a professional position, a notice will be sent to
the president of the Association at least ten (10) days in advance of the
appointment unless mutually agreed otherwise between the Superintendent and
the Association president. Written qualifications for the position, its duties, and its
rate of compensation will be clearly set forth. Temporary appointments will be
made only within the period of processing of applications.

In filling such vacancies, equal consideration will be given to qualified teachers
already employed by the Committee. Each teacher applicant not selected, upon
request, will be given an explanation by the Superintendent.

All qualified teachers will be given the opportunity to make application for. such
positions through the Office of the Superintendent of Schools and to represent
themselves to the Superintendent. Each teacher not selected will, upon request,
receive an explanation from the Superintendent of Schools.

12

All notices concerning positions in summer School and Federal Programs will be
posted on the Association bulletin boards.

The final decision in the filling of vacancies, new positions, and promotions rests
exclusively with the Superintendent or his/her designee, and said decision is not
subject to the grievance and arbitration procedure of this Agreement.

All vacancies in positions covered by this Agreement to be filled will be posted in
each school building for a period of ten (10) calendar days prior to the selection of
the successful candidate unless otherwise mutually agreed by the parties.

Teachers and others covered by this Agreement must give at least 30 calendar
days' notice to the Superintendent or his/her designee before resigning. This

provision may be waived by mutual agreement between the Superintendent and
the Association.

ARTICLE XII
TEACHER EVALUATION

All monitoring or observation of the work performance of a teacher will be
conducted openly and with the teacher's knowledge.

Teacher performance shall be evaluated by the criteria in the evaluation procedure
and instrument.             ,

Teachers will be given a copy of any evaluation report and will have the right to
discuss the report with the evaluator(s). Teachers may make written comments to
be attached to such reports.

Each written evaluation will be preceded by one or more classroom observations
or structured conferences by the evaluator(s). Each evaluator shall make and sign
a separate written observation report of each observation. A copy of each
observation report shall be given to the teacher evaluated who shall have the right
to discuss the report with the evaluator and to make written comments to be
attached to such reports. Observation reports are for the use of administrators and
teachers will ordinarily not become part of the teacher's personnel file.

Teachers shall acknowledge that they have had the opportunity to review
evaluation and observation reports by affixing their signatures to the reports, with
the express understanding that such signature in no way indicates agreement with
the reports.

In accordance with Chapter 71, Section 42C of the Massachusetts General Laws,
teachers have the right to inspect the contents of their personnel folders.

13

No material derogatory to a teacher's conduct, service, character or personality
will be placed in his personnel file unless the teacher has had an opportunity to
review the material. The teacher will also have the right to submit a written
answer to such material and his answer shall be reviewed by the Superintendent
and attached to the file copy.

Any written and/or serious complaints regarding a teacher made to any member of
the administration by any parent, student, or other person, including by electronic
communication in any form, will be promptly called to the attention of the

teacher, providing the complaint is not subject to criminal investigation.

The negotiated Educator Evaluation Procedures, as may be modified from time to
time by the parties, is incorporated into this Agreement by reference. (See
Appendix F.) During the life of the Agreement, an Ad Hoc evaluation committee
will be available to review, assess and fine-tune the evaluation system where
needed. This committee will consist of four (4) members appointed by the
Association and four members appointed by the Committee. The Association
representatives on the committee shall consist of one member from the
elementary level; one from the Middle School; one from the High School and one
at-large. No more than one can be a bargaining team member. Further, no more
than one school committee bargaining team member can be on this committee.

Either the Committee or the Association can call this committee into existence.
This committee will have the authority, by majority vote, to recommend to the
respective parties any changes to this Agreement for finalizing through the
collective bargaining process.

A teacher without professional teacher status will be notified in writing on or
before June 15 whenever such teacher is not to be employed for the following
school year.

ARTICLE XII
USE OF SCHOOL FACILITIES

Upon making arrangements with the Superintendent of Schools, the Association
may use the school buildings without cost at reasonable times for meetings. The
principal of the building in question will be notified in advance of the time and
place of all such meetings. Any additional expenses incurred by the use of School
facilities by the Association shall be paid for by the Association.

There will be one (1) bulletin board in each school building, preferably in the
faculty lounge, for the purpose of displaying official Association notices, circulars
and other material pertinent to the Association and to the School Committee.
Copies of all such material will be shown to the Principal. All posted notices shall
be signed by an authorized representative of the Association.

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ARTICLE XIV
SICK LEAVE POLICY

It is recognized that from time to time illnesses and injuries that necessitate
absence from school will occur, but it is further recognized that absence of the
regular teacher from the classroom interrupts the educational process and must,
therefore, be held to a minimum.

All regularly appointed teachers shall be entitled to sick leave with full pay for
fifteen (15) days per year. The Committee will grant up to ten (10) days of the
entitled fifteen (15) days for immediate family-related (spouse, child, parent, or a
relative living with the family) illnesses. When notifying his/her supervisor, the
staff member must specify the use as either a personal sick day or an immediate
family-related illness day. In addition, the Committee will grant use of up to ten
(10) days of accumulated sick leave when the teacher’s presence is necessary to
attend to the needs of an immediate family member (as defined above) who is
suffering from a catastrophic illness or injury. The Committee may require
submission of a medical certification as a condition of granting days for
catastrophic illness or injury.

The number of sick leave days a teacher may accrue will be unlimited.

An employee using accumulated sick leave must submit a periodic written

statement, from a physician affirming that personal ill health makes extended
absence necessary.

Suspected cases of sick leave abuse will be handled and investigated on an
individual basis, with appropriate discipline, if needed, being taken by the
Superintendent or his designee.

In case of death during the school year of any member of a teacher's family
(grandparent, grandchild, brother, sister, mother-in-law, father-in-law, brother-in-
law, and sister-in-law), no reduction of salary or reduction in accumulated sick
leave shall be made for absence not exceeding three (3) school days. In case of
death during the school year of a teacher’s spouse, parent, child, or person living
in the teacher’s household, no reduction of salary or reduction in accumulated
sick leave shall be made for absence not exceeding five (5) school days. In case of
death during the school year of a teacher’s nephew, niece, or other relative not
mentioned elsewhere in this Section, one (1) day’s leave without loss of pay or
accumulated sick leave shall be granted on the day of the funeral.

Three (3) days may be used for personal matters which require absence from
school hours. These days are not deductible from sick leave. Application for these
days of personal business must be made in writing to the Superintendent of
Schools through the Principal at least three days before the taking of such leave,
except in case of emergency. The nature of the personal business does not have to

15

be stipulated. At the close of each school year, if a person has not taken any
personal days during that year, then three (3) days shall be added to that person’s
sick leave accumulation. If a person has used one personal day during that year,
then two (2) days shall be added to his/her sick leave accumulation. Ifa person
has used two (2) personal days during that year, then one (1) day shall be added to
his/her sick leave accumulation..

As an alternative to the above, a person who has not used all of his/her personal
days during the year may carry over up to two (2) unused personal days with a
maximum accrual of five (5) personal days in anyone year. No such days that
have been carried over may be used to extend a holiday or a vacation. Any unused
personal days that have not been carried over as personal days will be added to
the person’s sick leave accumulation.

Each member shall be allowed up to two (2) days of leave with pay during each
school year for observance of religious days when the tenets of that member’s
religion require abstinence from work on those days. Such leave is contingent
upon that member having unused sick leave or personal leave which can be so
charged. At least one (1) week’s notice must be given to the building principal by
the member prior to the taking of this leave.

Request to attend educational meetings or conferences, including MTA/NEA
conferences, or meetings which are held in Massachusetts may be approved by
the Principal. Those held outside the state must be approved by the Committee.
Nothing herein shall be construed to grant any teacher, as a matter of right, leave
to attend any such meeting or conference.

If a member with ten (10) years of teaching experience retires from the Canton
School System and is accepted into the Massachusetts Retirement Plan, s/he shall
receive $70.00 per day for each day of unused accumulated sick leave in excess of
eighty (80) days up to a maximum of $8,500. In the event the retirement is at the
end of the school year, such payment is contingent upon receipt of notice of the
teacher’s intent to retire no later than February 1 of that school year. In the event
the retirement is on a date other than at the end of the school year, such payment
is contingent upon receipt of notice of the teacher’s intent to retire at least five (5)
months prior to the date of retirement. Such notice may not be rescinded,
provided that the Superintendent may permit rescission of the notice in rare,
unanticipated circumstances involving hardship to the teacher, with the
understanding that upon acceptance of the rescission, the Superintendent shall
have the discretion to place the teacher in any position for which the teacher is
qualified. Ifa member still has days leftover, after buying back sick days in
excess of eighty (80) days, those days will be donated to the Sick Leave Bank.

Teachers with twenty (20) years teaching experience who die while in the employ
of the Committee shall have their accumulated sick leave valued at the same rate

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as if s/he had retired. This amount to be paid to his/her heirs in the same way as
his/her salary.

1,

Sick Leave Bank

Introductory Statement
A Sick Leave Bank shall be established whereby all members covered by

the Agreement shall receive additional sick leave upon exhaustion of their
own earned and accrued sick leave.

Eligibility for Membership

a.        All members of the bargaining unit are eligible to participate in the
Sick Leave Bank.
b.        At the commencement of the bank, each member who wishes to

participate must contribute one day of sick leave to the bank, said
contribution to be demonstrated by submitting a signed form to the
bank committee on or before September 30, 1986. Only those
teachers who so contribute shall be eligible for a grant from the
Sick Leave Bank.

c.        Newly hired members of the bargaining unit can join the sick leave
bank by submitting the signed form within ten (10) school days of
their first workday.

Funding the Bank

Following the initial commencement and funding of the bank (see Section
B.2. above), the sick leave days on deposit in the bank shall be carried
over in the bank from year to year, until the number of days in the bank
goes below thirty (30) days. On such occasion, the bank committee shall
notify bargaining unit members that they must contribute one day of sick
leave to the bank to maintain membership. In addition, bargaining unit
members who previously were not members of the sick leave bank may
join by contributing one day of sick leave to the bank. Such contributions
shall be demonstrated by submitting a signed form to the bank committee
within ten (10) school days of being so notified by the bank committee.

Administration of the Bank

a.        The Sick Leave Bank shall be administered by the Sick Leave
Bank Committee.

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The Sick Leave Bank Committee shall be comprised of four (4)
members; two (2) designated by the Association and two (2)
designated by the Committee.

Decisions of the Sick Leave Bank Committee shall be final and
binding and shall not be subject to appeal or to the grievance and
arbitration procedure.

Provisions for Benefit Payment

a.

The Sick Leave Bank will be used only when the teacher is
prevented from working because of a serious sickness or injury of
the teacher and when this disability is of a prolonged nature of ten
(10) consecutive working days or more and only when the
individual has exhausted all of his/her accumulated sick leave. To
be eligible for Sick Bank days, the applicant must have
accumulated at the beginning of the prolonged illness at least
twenty (20) percent of the maximum accumulated sick leave
available to the teacher since the commencement of his/her
employment. The Bank Committee may consider exceptions to this
requirement under unusual circumstances.

The number of sick days requested from the bank must be specified
at the time of initial request to a maximum of fifteen (15) days.

In the event the illness or injury extends beyond the number of sick
days initially requested, the participating member may request
additional days in increments no greater than fifteen (15) days.

Applications for benefits must be accompanied by certification of
illness or injury from a physician.

The criteria for any grant of benefits from the Sick Leave Bank are
as follows:

(1) adequate medical evidence of serious illness or injury.
(2) prior utilization of sick leave.

The maximum number of days a member may use from the Sick
Leave Bank annually are:

90 days to 1 year’s service ... 20 days

2-3 years’ service ..........655 30 days
4-10 years’ service ...........  60 days
over 10 years’ service .......  90 days

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g.        Approval by a majority of the Sick Leave Bank Committee is
necessary for any grant.

N.       Parental Leave:

1.

Parental leaves will be granted to employees in accordance with the
Massachusetts Maternity/Paternity Leave Act at MGL Chapter 149,
Section 105D (MPLA) and the Family Medical Leave Act (FMLA).

An employee who wishes to take leave under this section shall inform the
Superintendent in writing on designated form of the anticipated date of
departure at least eight (8) weeks in advance. (In the event of notification
by an appropriate agency of an adoption date less than eight (8) weeks in
advance, the notice date will be adjusted accordingly.) At the time of the
notification, the employee will select one of the following two (2) options,
to the extent eligible:

Option A — Statutory Leave Only: Unpaid Massachusetts Maternity Leave
(MGL Chapter 149, Section 105D) or unpaid leave under the Family
Medical Leave Act Leave. Employees who are adopting or otherwise
taking maternity/paternity leave without giving birth may substitute five
(5) workdays of paid leave (or fifteen (15) workdays for employees with
Professional Teacher Status), to be deducted from accumulated sick leave.
An employee who is pregnant or giving birth may substitute her
accumulated personal sick leave to cover days during the school year
when she is medically incapacitated from working in her professional role.
An employee who gives birth is presumed to be medically incapacitated
from working for eight weeks immediately following the birth. The
Superintendent may require an employee to submit adequate evidence of
medical incapacity for any other period of disability relating to
pregnancy/childbirth. The duration of Statutory Leave shall not exceed
eight (8) weeks (or in the case of FMLA leave, twelve (12) workweeks)
from the date of the leave’s commencement.

Option B — Statutory Leave, followed by Extended Leave for Employees
with Professional Teacher Status. Unpaid Massachusetts Maternity Leave
(MGL Chapter 149, Section 105D) or unpaid leave under the Family
Medical Leave Act Leave. Employees who are adopting or otherwise
taking maternity/paternity leave without giving birth may substitute five
(5) workdays of paid leave (or fifteen (15) workdays for employees with
Professional Teacher Status), to be deducted from accumulated sick leave.
An employee who is pregnant or giving birth may substitute her
accumulated personal sick leave to cover days during the school year
when she is medically incapacitated from working in her professional role.
An employee who gives birth is presumed to be medically incapacitated

19

ies)

from working for eight weeks immediately following the birth. The
Superintendent may require an employee to submit adequate evidence of
medical incapacity for any other period of disability relating to
pregnancy/childbirth. The duration of Statutory Leave shall not exceed
eight (8) weeks (or in the case of FMLA leave, twelve (12) workweeks)
from the date of the leave’s commencement. This Statutory Leave will be
followed by unpaid extended leave through the end of the school year in
which approved Statutory Leave concludes, except that elementary level
teachers may choose to return the day after the winter break and middle
and high school level teachers may choose to return the day after the
semester break within such school year.

At the time the employee requests and is granted his/her leave, the
anticipated date of return shall be specified in accordance with Option
A or B above. An employee on Extended Leave under Option B who is
scheduled to return at the beginning of the following school year, must
notify the Superintendent by March 1 of his/her intent to return to work
as. scheduled. An employee on Extended Leave under Option B who is
scheduled to return after the winter break or after the semester break
must notify the Superintendent of his/her intent to return to work as
scheduled thirty (30) calendar days in advance A failure to provide the
required notice shall be deemed a voluntary resignation not subject to
the grievance procedure. Further, a failure of an Employee on leave
under Option A or B to return on the date specified at the beginning of
the leave shall be deemed a voluntary resignation not subject to the
grievance procedure, unless the failure to return is due to the
employee’s own medical incapacity as documented by adequate
medical certification.

A teacher returning from a maternity/parental/adoptive leave of absence
will be returned to his/her previous position or a substantially similar
position and will retain the seniority held at the time the leave became
effective. As described further below, a teacher does not accrue sick
time, longevity credit, credit for placement on the salary schedule, or
seniority for any period during which the teacher is on unpaid leave of
absence. In order to access extended leave for subsequent births or
adoption, the employee must return to active service for at least one full
school year prior to becoming eligible for additional Extended Leave
under Option B.

a.         Sick Time: Taking unpaid leave during a particular school year
will result in a reduction in the accrual of the 15 days of annual
paid sick time under Article XIV, Section B on a prorated basis,
calculated using a 180-day school year. For example, ifa
teacher takes unpaid leave for the whole school year, no paid
sick days will be accrued during that year. If the teacher takes

20

45 days of unpaid leave during a school year, the accrual will be
reduced by 25% resulting in an accrual of 11.25 days for the
year.

Longevity: Teachers on unpaid leave for more than 45 days during
any school year that begins on or after September 1, 2015, will not
receive credit for that year for the purpose of accruing longevity
under Article VI. Teachers who took unpaid leave of any duration
during years prior to September 2015 shall be granted credit for
such years for the purpose of moving on longevity steps. This
credit shall apply on a prospective basis only. While teachers shall
retain whatever years of service they were credited with prior to
September 1, 2015, there shall be no retroactive adjustments.

Steps on Salary Schedule: The provisions of Article XXII, Section
H shall apply to unpaid parental leave. Thus, Teachers who are on
leave of absence without pay for more than 90 school days for
parental leave in a school year shall not receive credit for that year
for the purpose of movement on the steps of the salary schedule.

Seniority: The provisions of Article, XXV, Section D. 1 shall
apply to unpaid parental leaves. Thus, teachers on parental leave
without pay for more than 45 school days but fewer than or equal
to 90 school days in a school year will lose one half (1/2) a year's
seniority. Teachers who are on such leave of absence without pay
for more than 90 school days in a school year lose the entire year's
seniority.

Nothing in this section prevents the employer’s non-reappointment of a
professional employee without professional teacher status or dismissal or
lay off of a professional employee with or without professional teacher
status, to the extent such nonrenewal, dismissal, or lay off is otherwise
applicable.

ARTICLE XV
MILITARY LEAVES OF ABSENCE

The number of school days specified by Massachusetts State Law will be allowed
for persons called into temporary active duty of any unit of the United States
Reserves or the State National Guard, provided such obligations cannot be
fulfilled on days when school is not in session.

General Laws Chapter 33, Section 59, as adopted by the Canton Town Meeting of
March 13, 1967, shall determine pay for military leaves of absence. Any person in
the service of the Commonwealth, or a county, city or town which by vote of its
county commissioners or city councilor its inhabitants at a town meeting accepts

21

this section, or has accepted similar provisions of earlier laws, shall be- entitled
during the time of his/her service in the armed forces of the Commonwealth,
under section 38, 40, 41, 42, 60, or during his/her annual tour of duty of not
exceeding seventeen (17) days as a member of a reserve component of the armed
forces of the United States, to receive pay therefore, without loss of his/her
ordinary remuneration as an employee or official of the Commonwealth or of
such county, city or town and shall be entitled to the same leaves of absence or
vacation with pay given to other like employees or officials. Any person taking
military leave during a period when school is in session, must furnish a written
statement from his or her commanding officer which states that said leave could
not possibly be taken at a time when school was not in session.

ARTICLE XVI
SABBATICAL LEAVES

Sabbatical leaves may be granted to members of the professional staff for approved study
or research subject to the following conditions:

A.

Not more than three (3) members of the professional staff will be absent on
sabbatical leave at one time with preference given to seniority.

Preliminary requests for sabbatical leave must be received by the Superintendent
of Schools in such form as may be required on or before November 30, if leave is
to be granted for the ensuing year. The specific details of said request shall be
made on or before May 1.

The teacher has completed at least seven (7) full school years of service in the
Canton School System.

Staff members on sabbatical leave will be paid half of their regular salary rate for
a full year or full salary for a half year.

Teachers granted a sabbatical leave will agree to return to the Canton Schools for
two (2) full years or repay the entire amount of salary received during said leave.

Teachers shall return to the post they left or to an equivalent position.
Upon return from the sabbatical leave, a teacher shall be placed on the step of the
salary schedule s/he would have attained had s/he remained in the Canton School

System.

Accumulated sick leave and all other benefits, including any granted while on
leave, would also accrue to the teacher upon his/her return.

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ARTICLE XVII
PROFESSIONAL IMPROVEMENTS

A.       The Committee will pay the reasonable expenses incurred by teachers who attend
workshops, seminars, and conferences, at the request of the Superintendent of
Schools or designee.

B.       Teachers shall be given the opportunity to visit other school systems without loss
of pay for the purpose of studying the curriculum and operation of the program at
such systems at the discretion of the Superintendent. The denial shall not be
subject to the grievance procedure. If requested, the Superintendent will verbally
state the reason(s) for any requests which are denied.

ARTICLE XVIII
TEXTBOOKS

A.       The Committee guarantees that when textbooks and/or workbooks are used in a
classroom it will provide sufficient of same to insure that each pupil in a
classroom has textbooks or workbooks for his/her own use. If the number of
textbooks or workbooks is not sufficient, the principal will submit a requisition to
the Superintendent who will order an adequate number within three (3) days.

B.        Teachers and Supervisors will have the opportunity to aid in choosing the
textbooks for their area.

ARTICLE XIX
GROUP INSURANCE

The Committee will provide a plan of group life, accidental death and dismemberment
and general or blanket hospital, surgical and medical insurance as authorized under the
provisions of G.L. Chapter 32B. The Committee will pay 75% of the premium and the
employees will pay 25% of the premium for the indemnity plan and for all HMO's. Dental
insurance shall also be paid seventy-five percent (75%) by the Committee and twenty-five
percent (25%) by the employees.

Effective July 1, 2019, co-pays for the PPO and the HMO shall be as follows:
$20/$50 (PCP/Specialists)

Office visits:

Emergency Room Co-Pay:
Hospital Admissions:
Outpatient Surgery:

$250

High Tech Imaging:               $100

Prescriptions:                        $15/$30/$65 retail; $25/$75/$165 for 90-day mail
order

Calendar Yr Deductible        $500 Individual; $1,000 Family Cay

Medex Prescriptions:             $15/$30/$50 retail; $30/$60/$100 for 90-day mail

order

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ARTICLE XX
GENERAL

On or before the first workday for teachers of each school year, the
Superintendent or designee will provide to each teacher a letter specifying the
following for that teacher: (1) salary for that school year, including lane and step;
(2) any longevity amount s/he will receive that year, as well as the date on which
he/she can expect to receive such longevity payment; and (3) any applicable
stipends. Teachers will receive written notice of any lane changes and additional
stipends by November 1 or upon determination of such lane changes or stipends,
whichever is later.

The Association will be provided with copies of approved minutes of official
School Committee meetings that are distributed to School Committee members.
A copy of the official agenda of the meeting will be given to the Association prior
to said meeting.

If any provision of this Agreement or any application of the Agreement to any
employee or group of employees shall be found contrary to law, then such
provision or application shall not be deemed valid and subsisting, except to the
extent permitted by law, but all other provisions or applications will continue in
full force and effect.

The Committee will amend its Administrative Regulations and take such other
action as may be necessary in order to give full force and effect to the provisions
of this Agreement.

The Committee agrees to abide by the certification requirements, set out under the
Massachusetts General Laws, in the hiring of teachers in the Canton School
System.

The Town of Canton will assign a payroll deduction slot for employees to
participate in the Massachusetts Teachers Association disability insurance plan.
The Association will provide the premium amounts of the plan, along with the
deduction authorizations for those employees who are eligible for and wish to
participate in the plan.

The following shall be prorated for part-time employees: (1) amount, but not
years of service, for longevity under Article VI; (2) amount for course
reimbursement under Article XXVI; and (3) all paid leave provisions, including
sick leave, bereavement, personal days, sick leave bank, and parental leave under
Article XIV and military leave under Article XV.

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ARTICLE XXI
NO DISCRIMINATION

There shall be no discrimination, interference, restraint or coercion by the Committee, the
Association, or their respective agents against any teacher because of membership or
non-membership in the Association. No one shall be required to become a member or remain a
member of the Association as a condition of employment in the Canton Public Schools.

ARTICLE XXII
SALARIES AND OTHER COMPENSATION
Section 1.
A.       Salaries and other compensation of employees covered by this Agreement are set
forth as an Appendix to this Agreement and made a part thereof.
B.       Employees covered by this Agreement will be compensated on the basis of

twenty-one (21) paychecks during the school year or twenty-six (26) paychecks
every two weeks over the calendar year, at the option of the employee. The gross
amount of each check shall be substantially equal.

Cc.       Approved mileage will be paid at the IRS rate as determined by the Town.

D.       The Committee agrees to deduct from teachers’ salaries money for NEA and/or
MTA services and programs or Agency Service Fee as said teachers individually
and voluntarily authorize the Committee to deduct and to transmit the monies in
biweekly installments prior to March 15 through the Treasurer of the Association.
It is expressly understood that any deduction which a teacher may authorize the
Committee to make from his/her earnings will be deducted in ten (10) equal
installments or as close to equal as is practicable from paychecks received by said
teacher during the year.

E.       The Canton Public Schools agrees to deduct from a teacher's salary an amount in
equal installments from each pay period as designated by the teacher. The Canton
Public Schools shall cause to be issued one (1) check to the Canton Teachers
Association for the total of all deductions each pay period and shall provide the
Association with an itemized list containing each teacher's name, amount
deducted and credit union. The Association shall disburse these to the appropriate
credit unions. An appropriate deduction form shall be supplied by the
Association,

F,        Teachers who work only a portion of a school year shall be compensated on the
basis of one-one hundred eighty-third (1/183) of their annual salary for each day

G.       Employees eligible for both a step and a lane change on September 1 of a
particular year will receive only a lane change, provided that this restriction shall

25

be eliminated effective September 1, 2021, thus allowing both a step and lane
change for employees who become eligible for lane changes on or after that date.
Employees who believe they may be eligible for a lane change effective
September 1, 2021, must complete and return the notification form set forth in
Section 2.B below by November 15, 2020.

Teachers who are on leave of absence without pay for more than 90 school days
in a school year shall not receive credit for that year for the purpose of movement
on the steps of the salary schedule.

Teachers who are assigned to work beyond the regular on-site workday or work
year shall be paid at the rate of $30/hour. All assignment of such work is subject
to the prior approval of the Superintendent or designee.

Section 2: Lane Changes

A.

Annually during September, the Business Office will distribute to all professional
staff a form entitled "Added Degree Notification Form," hereinafter referred to as
the "Notification Form“.

Any professional staff member who feels he/she may be eligible for a salary lane
change effective on the following September 1‘ must complete and return the
Notification Form to the School Business Administrator's office by November
15" of the year preceding possible eligibility.

Failure to submit the form by the November 15" deadline will render the
employee ineligible for any lane change as of the following September 1°.

New employees hired after November 15" of a given year will not be eligible for
a lane change on the following September 1°.

The Superintendent is authorized to waive the notification requirements in
unusual circumstances that in her/his sole judgment are beyond the control of the
employee. Any such action by the Superintendent shall not be subject to challenge
by the Association, either by grievance or other forms of redress.

ARTICLE XXII
TRANSFERS

Classroom teachers recognize from time to time transfers from one school to
another are necessary. If a classroom teacher feels that his/her transfer is not for a
good reason, the teacher will have a right to have a hearing with his/her
immediate superior to discuss the reason(s) for the transfer.

If the teacher is not satisfied with the reason(s) for the transfer, the immediate
superior will give his/her such reason(s) in writing. At this point, the classroom

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teacher shall submit his/her reason(s) in writing why the transfer is not for good
reason to the immediate superior.

The classroom teacher shall then have a right to a further hearing with the
principal and, if not satisfied with the results of such hearing, the classroom
teacher shall have a right to a further hearing with the Superintendent.

ARTICLE XXIV
PROTECTION

Employees will immediately report all cases of assault suffered by them in
connection with their employment to the principal and Superintendent or his/her
designee, in writing.

The Superintendent will comply with any reasonable request from the teacher for
records relating to the incident or the persons involved, subject to the provisions
of applicable law, including but not limited to the Family Education Rights
Privacy Act (FERPA) and the Individuals with Disabilities in Education Act
(IDEA).

The Committee agrees to provide indemnification for employees covered by this
Agreement as required by Chapter 258 of the General Laws of the
Commonwealth of Massachusetts.

ARTICLE XXV
REDUCTION IN FORCE

Subject to the provisions of this Agreement, the Committee retains the right to determine
the number of teaching positions and other professional positions which are needed in the school
system and also retains the right to determine the employees to be laid off and recalled.

A.

A teacher with professional status shall not be laid off if there is a teacher without

professional status whose position the teacher with professional status is qualified
to fill.

Upon determination of the School Committee that there shall be layoffs in any
discipline, as set forth below, the following procedures shall apply only to
teachers with professional status.

Layoffs shall be conducted within disciplines based on a teacher’s job
performance and the best interest of the students. Indicators of job performance
shall be based on comprehensive evaluations conducted consistent with M.G.L.
ch. 71, sec, 38, using the teacher’s past summative overall evaluation ratings as
compared to other teachers’ past summative overall evaluation ratings in the
discipline targeted to be reduced, with ratings of Meets the Standards of the
Canton Public Schools (for evaluations prior to 2013-2014), Proficient and

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Dz

Exemplary being considered equal. The number of summative evaluations
compared will include all those evaluations written for teachers during the time
equal to the most recently hired professional status teacher in the targeted
discipline. If there is a tie using the above criteria, the tie shall be broken by
seniority, with the least senior teacher in the discipline targeted laid off first.
For the purposes of this article, disciplines shall be:

Definitions

1.

K-8

7-12 Math

7-12 English

7-12 Social Studies

7-12 Chemistry

7-12 Physics

7-12 Biology

7-12 General Science

7-12 Earth Science

7-12 French

7-12 German

7-12 Spanish

7-12 Latin

Special Subject Teacher - Physical Education
Special Subject Teacher — Health

Special Subject Teacher — Technology Education
Special Subject Teacher — Family and Consumer Sciences
Special Subject Teacher - Industrial Technology
Special Subject Teacher ~ Reading

Special Subject Teacher — Art

Special Subject Teacher - Music

Special Subject Teacher — Speech

Teacher - Special Class (Note, however, that each separate certification
will constitute a separate discipline)

School Psychologist

Guidance Counselor

School Librarian

Adjustment Counselor

School Nurse

Speech Pathologist

Occupational Therapist

Physical Therapist

Seniority - Seniority is defined as the length of continuous full-time
service in the Canton Public Schools from the first day of the teacher's
continuous service as a teacher pursuant to official School Committee
appointment. Authorized paid leaves of absence, or sabbatical leaves shall
be considered time worked for purposes of seniority and layoff.

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E.

Authorized leaves of absence without pay shall be considered as
continuous service, but will not be considered as time worked for seniority
and layoff as follows: Teachers on such leaves without pay for more than
45 school days but fewer than or equal to 90 school days in a school year
will lose one half (1/2) a year's seniority. Teachers who are on such leave
of absence without pay for more than 90 school days in a school year lose
the entire year's seniority.

Members of the bargaining unit who have served on a part-time basis shall
be credited with the years or parts of years of seniority determined by
multiplying the fractional amount of their teaching load times the period
of such part time service, e.g., a teacher who taught half-time for one half
of a year would be credited with one quarter of a year's service for that
half year. Seniority shall commence to accrue from the first day of the
teacher's continuous service as a teacher pursuant to official
Superintendent appointment. Authorized, paid leaves of absence or
sabbatical leaves shall be considered time worked for purposes of seniority
and layoff. Authorized leaves of absence without pay shall be considered
as continuous service, but will not be considered as time worked for
seniority and layoff as follows: Part-time teachers on such leaves without
pay for more than 1/4 of their work year but less than 1/2 of their work
year will lose one half of the seniority credit they would have accrued for
such year had they worked. Teachers who are on such leaves of absence
without pay for more than 1/2 of their work year will lose the entire year's
seniority.

Qualified - Qualified shall require both being certified in the discipline
and having taught satisfactorily in the discipline for at least one full school
year (fifteen (15) periods or more per week from the first day of school to
the last day of school) within the Canton Public Schools within the past
five years.

Effective September 1, 2016, “satisfactorily” is subject to the provisions of
Section C above.

However, a sixth (6th) grade teacher certified in a secondary discipline
who has also taught in that secondary discipline in Canton in the past will
be considered qualified in that secondary discipline notwithstanding the
fact that the teacher has not taught in that discipline within the past five (5)
years.

Bumping

1.

In the event a teacher is qualified in a discipline other than the one from
which s/he has been laid off, the laid off teacher shall have the option of
bumping the more junior teacher in that discipline.

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2.        Notwithstanding the above requirement of a minimum of one year's
teaching experience, a teacher certified K-8 may bump a more junior
teacher certified only K-8 at either the elementary or middle school level.

Notwithstanding the above requirement of a minimum of one year's teaching
experience in the discipline:

a.      If a secondary science teacher is laid off, and s/he has taught any
science at the secondary level for at least one full school year (fifteen
(15) periods or more per week from the first day of school to the last
day of school) within the Canton Public Schools within the past five
years and if s/he holds a certification in another secondary science
discipline, then s/he may bump a less senior teacher in such other
secondary science discipline.

b.      If a secondary language teacher is laid off and s/he has taught any
language at the secondary level for at least one full school year
(fifteen (15) periods or more per week from the first day of school
to the last day of school within the Canton Public Schools within the
past five years) and if s/he holds a certification in another secondary
language discipline, then s/he may bump a less senior teacher in
such other secondary language discipline.

c.          Ifa special needs teacher is laid off and s/he has taught in any special
needs discipline for at least one full school year (fifteen (15) periods
or more per week from the first day of school to the last day of
school within the Canton Public Schools within the past five years)
and if s/he holds a certification in another special needs discipline,
then s/he may bump a less senior teacher in such other special needs
discipline.

It is also understood that this article is not to be construed as meaning that a
middle school teacher (6-8) is automatically qualified to teach K-5 nor to imply
that an elementary teacher (K-5) is automatically qualified to teach grades 6-8.
This section means that if the School Committee does determine that they are so
qualified, then they will be permitted to bump less senior teachers even though
they may not have taught in the discipline for at least one full year.

3.        A teacher certified only K-8 may not bump a teacher with a secondary
certification.

4.        If a qualified middle school teacher holds both a K-8 and a secondary

certification, s/he may bump a more junior K-8 elementary or secondary
certified teacher.

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Effective September 1, 2016, the following language shall be added:
“Bumping is subject to the provisions of Section C above.”

Laid-off members may continue group Health and Life Insurance coverage during
the recall period of thirteen (13) months as provided by the Committee to
members of the bargaining unit by reimbursing the Town for full premium cost.
Failure to forward advance premium payments to the Town by the date(s) set by
the Town or refusal to return to employment upon recall will terminate this
option. It is understood that there shall be no cost to the Town.

Teachers who are on layoff because of reduction in force shall be on a recall list
for the first thirteen (13) months of layoff and shall, if qualified, have preference
over new applicants for any new position or full-time vacancy in the bargaining
unit that the Committee is going to fill and for which they are qualified. In making
a decision as to which of two or more qualified teachers on the recall list will be
first recalled, the Superintendent will recall teachers in the inverse order of layoff.
The failure of a teacher to accept the assignment within fifteen school days of the
postmark of notification thereof shall automatically remove that teacher from the
recall list and terminate all recall rights.

The Superintendent's judgment hereunder shall be set aside only where it was not
made in good faith and/or was arbitrary or capricious.

No reduction in force shall take effect on other than the first day of a school year.

Teachers who have been laid off shall, during their recall period, be notified in
writing by the Superintendent's Office, provide’ they have left their home address
with the Superintendent's Office, of any open positions in the system which they
may be qualified to fill. Failure to accept an offer of employment for any such
suitable position shall terminate the teacher's recall rights.

Teachers recalled after layoff under this Article shall be placed on that step of the
salary schedule which is one step higher than the one on which they were at the
time of their last day of teaching prior to being laid off. Also such teachers shall
carry over only that sick leave which was credited to them at the time of their last
day of teaching prior to being laid off.

The Superintendent shall notify any teacher with professional status who is to be
affected by a reduction in force by June 1 of the school year preceding the school
year in which the reduction is to be effected.

The Committee agrees that resignations, retirements, dismissal for cause, or
normal termination of employment, will be utilized prior to instituting reduction

in force.

Notifications under sections G above will be by certified or registered mail.

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ARTICLE XXVI- A
INDIVIDUAL SUPPORT TEAMS

The terms set forth below will apply to an Individual Support Team (IST) at the High
School. The IST will focus on issues relating to individual students.

A.

Teachers on the IST shall serve a two-year term. These terms will be staggered so
that they do not expire at the same time. Each school will determine the number of
members of the IST for that particular school.

Participation on IST's by teachers shall be strictly voluntary.

Teachers may resign from the support team at any time, with thirty (30) days’ notice
to the Superintendent.

The Committee will provide substitute coverage to allow the members to be able
participate in the IST meetings during school hours.

Teachers will not be negatively evaluated for their participation or non-
participation in the IST program.

Training for IST members will be provided.

Records will be maintained by the IST and will be accessible to the principal and
other appropriate administrators. These records shall include the dates of team
meetings, the issues discussed, the solutions proposed, and any follow-up on earlier
meetings.

IST Compensation: Members of the IST shall be compensated, at their option, with
either three (3) credits or a stipend of five hundred dollars ($500). No more than a
total of six (6) credits earned based upon service as a member of the IST may be
used for horizontal movement on the salary schedule.

ARTICLE XXVI - B
DATA DRIVEN INSTRUCTIONAL SUPPORT TEAMS

The following terms will apply to the Data Driven Instructional Support Teams (DDIST) at the
elementary and middle school:

A.

Teachers on the elementary DDIST shall serve a two-year term. These terms will
be staggered so that they do not expire at the same time. Teachers on the middle
school DDIST shall serve a two-year term. The principal will determine the
number of members of the DDIST at that particular school, provided that the
following shall generally apply:

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-- At each elementary school there will be four members: Chair, Recorder and
two members handling data input.

-- At the middle school there will be seven members: Chair and one member
representing each grade level team.

Participation on DDISTs by teachers shall be strictly voluntary.

Teachers may resign from the DDIST at any time, with thirty (30) days’ notice to
the Superintendent.

In order to allow for participation in meetings held during school hours, the
Principal will provide substitute coverage (1) for the Chair and Recorder and,
when needed, for the Data Input members at the Elementary Level and (2) the
Chair and the DDIST members at the middle school.

Teachers will not be negatively evaluated for their participation or non-
participation in the DDIST program.

Training for DDIST members will be provided.

Records will be maintained by the DDIST and will be accessible to the principal
and other appropriate administrators. These records shall include the dates of team
meetings, the issues discussed, the solutions proposed, and any follow-up on
earlier meetings.

DDIST Compensation: The Chair will be paid a stipend in accordance with
Appendix B1. Members of the DDIST shall be compensated, at their option, with
either three (3) credits or a stipend of five hundred dollars ($500). No more than
a total of six (6) credits earned based upon service as a member of the DDIST
may be used for horizontal movement on the salary schedule.

ARTICLE XXVIII
EDUCATIONAL ENHANCEMENT FUND

The Committee will reimburse up to $2500 per year for each teacher (prorated for part-
time teachers) to an aggregate cap for the entire bargaining unit of $125,000 per year to be used
for courses, conferences, workshops, or seminars that are aligned to the role of the educator and
have been approved in advance by the Superintendent or Central Office designee. In order to
seek approval, the teacher must submit an application form to the Central Office designee at least
twenty-one (21) calendar days prior to the start of the course, conference, workshop or seminar.
A committee consisting of two (2) members appointed by the Association and two (2) members
appointed by the Superintendent shall meet prior to September 30, 2019 to discuss criteria for
approving or denying reimbursement for courses, conferences, workshops, or seminars.

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In order to obtain reimbursement, the teacher must provide the following to the
Superintendent or Central Office designee:

Approved credit bearing course: (1) proof of payment and (2) an official transcript from
an accredited institution showing the grade of B or better earned in the course, provided
that an unofficial transcript may be submitted to initiate processing, with the
understanding that the teacher will provide a copy of the official transcript upon receipt.

Approved noncredit bearing course, conference, workshop, or seminar: (1) proof of
payment and (2) certification of completion.

Payment will be processed within 30 days following the receipt of the required
paperwork by the Central Office designee.

ARTICLE XXVIII
NEGOTIATION PROCEDURE

A.       Not later than November 30 of the calendar year preceding the calendar year in
which this Agreement expires, the Committee agrees to enter into negotiations
with the Association over a successor Agreement in accordance with the
procedure set forth herein in a good-faith effort to reach agreement concerning
teachers' wages, hours and other conditions of their employment. Such
negotiations will include, but not be limited to, the items listed in the table of
contents of this Agreement. Any agreement so negotiated will apply to all
teachers and will be reduced to writing and signed by the Committee and the
Association.

B.        During negotiations, the Committee and the Association will present relevant
data, exchange points of view, and make proposals and counter-proposals. The
Committee will make available to the Association, if requested, all pertinent
records of the school system except those that are confidential. Either party, if it
so desires, may utilize the services of outside consultants and may call upon
professional and lay representatives to assist in the negotiations.

Cc.        If the negotiations described herein have reached an impasse, the procedure
described in Chapter 150E of the General Laws of Massachusetts will be
applicable.

D.       All negotiation meetings will be scheduled after school hours.

ARTICLE XXIX

ASSOCIATION BUSINESS DAYS

The Association shall be granted, with the approval of the Superintendent, a total of five
(5) Association business days per school year to be used by the President or members of the
executive board. The President of the Association will not be assigned any non-teaching duties.

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ARTICLE XXX
NURSES

Nurses shall be entitled to all of the benefits of this Agreement except as listed below:

1.

General

a)       Nurses will not be assigned any non-nursing duties.

b)        Evaluation: Nurses shall be evaluated in accordance with Article
XIL

c)        Nurses will be evaluated by the Nurse Leader and the Building
Principal.

d)        Nurses will be notified in writing of any new programs that may
affect the health or safety of students under their care. They shall
be notified as soon as is practicable so that they may make
whatever preparations they deem necessary.

e)        The nurses’ salary scale shall be the same as the teachers' scale.

f)        Mentoring: Nurses shall be included in the mentoring program.

g)        Nurses will work two (2) days in addition to the teachers’ scheduled
year to prepare medical records and meet with parents. The days will
be assigned by the Superintendent or his/her designee after
consultation with the nurses. Nurses will be compensated for each
of these additional days at their per diem rate of 1/183 of their
regular salary.

h)       Nurses shall not be eligible for preparation periods.

i)      In the event a nurse must miss her lunch period due to a student

emergency, he/she will be compensated $20 or, alternatively, may
elect compensatory time, provided that the nurse has given notice
by email to the principal within three (3) business days following
the missed lunch, to include the following: (1) date of missed lunch
period, (2) the reason therefore, and (3) whether he/she has elected
to receive $20 or compensatory time.

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ARTICLE XXXI
OCCUPATIONAL AND PHYSICAL THERAPISTS

Occupational and Physical Therapists shall be entitled to all of the benefits and
provisions of this Agreement except as follows:

A.       A Therapist who works thirty (30) hours per week shall be deemed to be full time.

B.       Each Therapist’s schedule shall be determined by the Assistant Superintendent for
Student Services. The number of hours assigned shall include specifically
designated hours for each of the following: direct service, evaluations, meetings
and preparation. The schedule shall also include time for a duty-free lunch as for
all other employees in the bargaining unit in accordance with Article VII.

Cc.       Therapists shall be paid according to Appendix A4.

D.       Any Therapist who agrees to work during the summer shall be paid at her/his
hourly rate, calculated by dividing the annual rate for the just completed school
year by 183, then by 6. Any Occupational Therapist who as part of any summer
assignment supervises a Certified Occupational Therapist Assistant (“COTA”)
shall be paid one hour for every six (6) hours the COTA works.

E.       No Therapist shall be assigned duties since the position is a system-wide
assignment.
ARTICLE XXXII
HEALTH AND SAFETY

The Committee shall provide a safe and healthful working environment. A member of
the Association shall be appointed to the Health Advisory Committee (HAC). The HAC shall
meet periodically to discuss health and safety matters. The HAC shall also design and
implement protocols for responding to complaints regarding problems with health and safety
matters at the schools. When requested to do so by the Association, the Committee agrees to
meet with the Association to discuss matters involving health and safety.

ARTICLE XXXIII
MENTORING

The Mentor Steering Committee of four individuals (the Director of Curriculum &
Instruction and a teacher selected by the CTA from the H.S.M.S., and elementary school) shall
select, each year, a chairperson of the committee to be in charge of the Teacher-Mentor Program.
This Committee will work collaboratively and with Principals to assign the best Mentor possible
to each new teacher, provide professional development to Mentors and new teachers, and
communicate and problem-solve together issues that arise with the mentoring of new teachers in
Canton.

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