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Canton Teachers Association (PDF)

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MEMORANDUM OF AGREEMENT

The Canton School Committee (the Committee) and the Canton Teachers’ Association (Unit A)
(the Association), hereby agree to a new three-year contract to be in effect from September 1,
2015 through August 31, 2018, Except as modified by this Memorandum, the terms and
provisions of the September 1, 2012 through August 31, 2015 contract will be carried forward
into the new contract.

Preanzble (Section C) (page 1), Revise to read as follows:

The proiessional exaployees of the public schools of Canton have the responsibility
for providing high quality instruction azd support to students, consistent with their
licenses and the standards estabiished by their respective proiessions.

ARTICLE t, RECOGNITION (Section A) (page 1). Revise first paragraph of Section A to
read as follows:

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
coordinators, librarians, coaches, teachers of extra-curricular activities, and
school nurses.

ARTICLE V, GRISVANCE AND ARBITRATION PROCED
3-5). Revise third paragraph of Section B to read as follows:

URE (Sections B and D) (page

Failure to institute a grievance or to advance 2 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.

Revise Section D at Levels Two, Three, and Four to read as fotlows:

Level Two. Ifthe 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 I 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.                   :

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 Asseciation may

1

file the grievance with the School Committee within fifteen (15) school days
following the Level UI response (or the due date Zor such respouse if none is
rendered). The School Committee will hear the grievance no later than the second
regularly scheduled Schoo! Committee meeting after receiving the grievance and
shali respond to the grievance within five (5) sckool cays after the Level Thres
nearing.

Level Four. 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 Associaiion may submit the grievance to
arbitration within twenty (20) schoo! days fovowing the Level Three resporse (or
due date for suck response if none is rendered.)

ARTICLE Vi, LONGEVETY (page 6).

Revise first paragraph of Section A to read as follows:

A.        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. Effective
with the 2016-2917 schooi year, at the time of 2 member’s initia! appointment
to a regular position in the Canton Public Schools, the Superintendent shel!
notify the teacher ir writing what credit, if any, will be granted for prior
experience in calculating longevity. For the 2615-2016 school year, to the
extent the Superintendent did not provide such notice tc newly hired
teachers at the time of hire, such notice ska?i be provided no later than
November i or upon hiring, waickever is Inter.

Effective September 1, 2016, increase each longevity amount in Section A by $450.
Add the following sentence to Section A:

New employees hired after November 15" of a given year will not be eligible for
a longevity increase on the following September 1°.  [Moved from Article XXH.
Section 2 (page 22).]

Add the following as B and re-letter the current B to C:

B.        The Superintendent or designee is responsible for tracking longevity
eligibility for members of the bargaining unit. Effective with the 2016-2017
school year, on or before the first work day 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. For the 2015-2016 school year, Superintendent shall
provide such notice no later thar November 1.   {Note: See also, Article XX,
General, New Sec. A at page 7 herein. J

ARTICLE VIL, TEACHING HOURS AND TEACHING LOAB (Section B) (page 7).
Eliminate “except for those whose duties and responsibilities require them to participate at
graduation.” {Now encompassed by time set forth in Section D.2. below. J

ARTICLE Vl, TEACHING HOURS AND TEACHIN:
Revise Section C by adding sentence, as follows:

G LOAD (Section C) (page 7).

c,        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 $20 per period for such voluntary coverage. When scheduling team.
meetings ard parert conzerences during the scaoo! cay, all efforts will be
made to avoid scheduling such meetings/zonferences during the preparation
periods or lunch periods of teachers witose attendance is required.

ARTICLE VE, TEACHING HOURS AND TEACHING LOAD {Section D) (page 7).
Revise and clarify to read as follows:

D.       High School and Middle School Coordinators:

1.         In departments of or fewer teachers, the high school anc middle school
coordinator shail teach 80% of full time. In departments of between 9 and
12 teachers, the high school and middle schoo! coordinator shall teach
60% of full time In departments of 13 or more teachers, the high school
anc middle school coordinator shall teach 40% of full time. In addition
to attencing feculty meetirgs required of all teachers and conductizg
departmental meetings, Coordinstors may be requirec annuslly to
atterd eleven (11) hours of after school meetings. Further, iz: addition
to the attendance at the three (3) evening meetings required for all
teachers pursuant to Article VIE B, 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, Coordinators devote many additional hours to
satisfy their professional responsibilities relating to the position.

2.         All high school and middle school coordinators shall be evaluated in
writing annually by the Principal(s) with input from the Director of
Curriculum and in accordance with the negotiated Evaluation
Procedure, using Standards and Indicators of Effective
Administrative Leadership.

ARTICLE Vii, TEACHING HOURS ANB TEACHING LOAD (Section E) (pages 7-8).
Replace entire section with the following:

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.

ARTICLE VIL, TEACHING HOURS AND TEACEING LGAD (Section F) (page 8).
Revise Section F by adding sentence, as follows:

F. Elementary teachers will be guaranteed five (5) preparation periods per week. The
Committee will strive toward a goal of one (1) preparation period per day. Teachers who
volunteer to cover a class for an absent teacher during a preparation period will be paid
$20 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 curing the school
day, ail efforts will be made to zvoid scheduling such meetings/conferences during
the preparation periods or iench periods of teachers whose atiendance is required,

ARTICLE Vil, TEACHING HOURS AND TEACH!

}                                                        IG LAD (Section H.1.) (page 8).
Add the following new paragraph to H.1.:

Notwithstending the above, preschoo! teachers shall be at their schools for 6 Louzs
and 50 minutes pex dey, whick may vary from the times se! forth shove due to
variations ix the pre-school student day.

ARTICLE IX, NONTEACHING DUTIES (Section G) (page 11). Add the following

sentence:

Ween a daily substitute is assigned to cover for en elementary ¢eacher at 2
particular grade level, the substitute will be responsible for covering both. that
seacher’s duty end, in addition, one lunck duty or one recess duty at that grade levei
on a given day, regardless of wiich teacher in that grade level is scheduled for that
lunch/recess duty.

~

ARTICLE XIE, TEACHER EVALUATION Section I (page 13). Revise first sentence to read
as follows:

The negotiated Educator Evaluation Procedures), as may be modified from time to
time by the parties, is incorporated into this Agreement by reference.  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.

ARTICLE XIV, SICK LEAVE POLICY (Section B) (page 14). Revise read as follows:

B.        All regularly appointed teachers shall be entitled to sick Jeave 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

4

relative living with the family) ilinesses. 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. Im addition, the Committee wili grant use of up to
ten (1) days of accuraulated sick leave when the teacker’s presence is
necessary to attend to the needs of an itamediate family member (2s defined
above) who is sufferizg from a eatastropnis illness or injury. The Committee
may require submission of 2 medical certification zs a condition of graating
days for catastrophic itiness or inj ury.

ARTICLE XIV, SICK LEAVE POLACY (page 14). Eliminate E.  {Charge for
substitutes/order changed. ]

ARTICLE Z3V, SICK LEAVE POLICY (page 15). Revise Section H to read as follows:

H.        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 ézys before the taking of such leave,
except in case of emergency, The nature of the personal business does not have to
be stipulated. At the close of each school year, ifa 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.

ARTICLE XIV, SICK LEAVE POLICY (pages 15-16). Revise Section K to read as follows:

K.         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 $60.00 per day for each day of unused accumulated sick leave
in excess of eighty (80) days up to a maximum of 56,000. 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 ai the
enG of the school year, such payment is contingent upon receipt of notice of
the teacher’s intent to retire at least five GS) 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 te place the teacher in any Position for which the teacher is
qualified.

NEW SECTICN ON PARENTAL LEAVE  Add new Section N to read as follows:
SAL IVI OA PARLNTAL LEAVE

1.

Parental! leaves wil! be granted to employees im accordance with the
Massachusetts Matornity/Paternity Leave Act at MGL Chapter 14°, Section
105D (MPLA) end the Family Medical Leave Aci (ViE.A).

An employee wko wishes to take leave under this section shall inform the
Superinierdert in writing on designated form of the anticipated date of
Ceparture at ieast eigit (8) weeks in advance.  Gn the event of notification by
an appropriate agency of an adoption cate less then eight () weeks ia
advance, ‘ie rotice date will be adjusted accordirgly,) At the time of the
notification, the emp!oyee wil! select one of the following two (2) options, to
the extent eligible:

Opiion A — Statutory Leave Oaly:  Unpaid Wiassachusetts Maternity Leave
(MGL Chapter 148, 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 st-bstitute five (5) work
days of paid leave, to be deducted from accumulsted sick leave. Ar emnloyee
who is pregnant or givirg birth may substitute her accumulated persons!
sick leave to cover days during the schooi year wien she is medically
incepacitated from working in her professionsl roie. 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 medica! incapacity for any otzer
period of disability relating to pregnancy/ckildbirth. The duration of
Statutory Leave shal! not exceed eight (8) weeks (oz in the case of FIA,
leave, twelve (12) work weeks) from the date of the lenve’s commercement.

Option @ ~— Statutory Leave, followed by itxtended Leave for imployess with
Professionai Teacher Status.  Unpaid Massachusetts Maternity Leave (MGL
Chapter 145, Section 105D) or unpaid leave under the Family Medics! Leave
Act Leave. Employees who are acopting or otherwise taking
maternity/paternity leave without giving birth may substitute five (5) work
days of paid leave, to be deducted from accumulated sick leave. An employee
who is pregnent or giving birth may substitute her accumulated personal
sick leave to cover days during the schoo! year wher 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) work weeks) 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

6

break and middie and high school level teachers may choose to return the
day after the semester break witaia such school year.

3.        At the time the employee vequests 2ud is granted his/her leave, the
anticipated datz of return shall be specified in accordance with Option A
or B above. An empioyee on Extended Leave under Option E who is
schediled to return at the beginning of the foliowing schoo! year, must
notify the Superintendent by March 1 of his/her intent to return to work
as scheduled. Ar employee on Exiended Leave under Qotion B wino is
scheduled to return after the winter break or aSter the semester break
rius? notify the Superintendent of his/her intent to return to work ss
scheduled tiizty (30) calondar deys in advance A failure to provide the
required notice shali be deemed  voluntazy resignaiion not subject to the
grieva:ice 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
shal! be deemed a voluntary resignation not subject to the grievance
procedure, unless the failure tc return is due to the employee's owi
medical incapacity xs documented by adzquate medical certification.

4,        A teather returning from 2 niaternity/parental/adoptive leeve cf absence
Witi be returned to his/her previous position or a substantiaily similar
position and wil! retaix the seniority held at the time the iecve became
effective. A tencher does not accrue sick time, longevity credit, credit for
placencent on the saizry schedule, or seniority for any period durizg whick
the teacker is on unpaid lerve of absence. In order to access extended
leave for subsequent bixths or adoption, the employee must return to
active service for at least one ful! schoo! year prior to becorsing eligible for
additional Extended Lesve under Qntion B.

5.        Nothing i this section prevents the employer’s no4-reappointment of 2
professiona! employze without professiona! teacher stetus or dismissal or lay
off of a professiona! empioyee with or without professional teacher status, tc
the extant such nonrenewable, cismissa!, or lay off is otherwise appliceble.

ARTICLE XX, GENERAL, Add a new section as Section A and re-letter the remaining
sections: .

Effective with the 2016-2017 school year, on or before the first work day for
teachers of each school year, the Superintendent will provide to each teacher a letter
specifying the following for that that teacher, as determined effective Sune 3G: a
salary for that school year, including lare and step; (2) any longevity smount 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.

ARTICLE XXIi, SALARIES AND OTHER COMPENSATION (Section 2) (page 22).
Delete all references to longevity in light of change to Article VI for responsibility of tacking
longevity. Delete D, as conflicts with B. Section will thus read as follows:

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.”

B.        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.

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

D.        New employees hired after November 15" of a given year will not be eligible for

[ ] a lane change on the following September 1".  [Longevity reference moved to
Article VI (Longevity), Section A.]

E.        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.

D4

ARTICLE XXIV, AGENCY SERVICE FES. Delete C.  [No one falls within this category.]

ARTICLE XXV, REDUCTION IN FORCE (page 23).
Section C. Add the following:

Effective September 1, 2016, the following lenguage will replace the first two sentences of
Section C, above, and the language of the last paragraph «bove shall be deleted:

Layoffs shall be conducted withir disciplines based on a teacher’s job performance
and the best interest of the students, which is defined as follows: 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 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
broker by seniority, with the least senior teacher in the discipline targeted laid off
first.

Section D. (Definitions) Add sentence to Section D.2, to read as follows:

2.        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 i, 2016, “satisfactorily” is subjeci 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,

Section E. (Bumping} Add sentence, to read as follows:

4.         If a qualified middle school teacher holds both a K-8 anda secondary
certification, s/he may bump a more junior K-8 elementary or secondary
certified teacher.

Effective September 1, 2616, the following larguzge shall be added:
“Bumping is subject to the provisions of Section C zbove.”

Eliminate Section I and ze-letter remaining Sections. Eliminate reference to Section I in Section
N/M.

ARTICLE XXVI, INDIVIDUAL                 i          VS (page 28).
Rename as “ARTICLE XXVI-A” (will be used in schools that implement teams to address only
individual student issues.)

Insert new Article entitled “ARTICLE XEVi-B, DATA DRIVEN INSTRUCTICNAL
SUPPO2T TEAMS?” outlining terms and conditions of employment for teachers who
participate in teams that focus on broad-based review of student data in addition to or instead of
individual student issues, such new article to read as follows:

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 middie 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 shail serve a two-year term. The principal will determine the
number of members of the DDIST at that particular school, provided that the

9

following shall generally apply:

~ 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.

B,        Participation on DDISTs by teachers shall be strictly voluntary.

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

D.    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.

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

F.        Training for DDIST members will be provided.

G.      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.

H.        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).

ARTICLE AZ VE, EDUCATIONAL ENHANCEMENT FUND (page 29).
— a EE AINE EU IND

Change $1,000 to $1,250.
Change cap of $100,000 to $125,000.

ARTICLE XXX, NURSES (page 30).

Eliminate reference to Appendix G in 1 (b) and in (d),   Change “effect” to “affect” in 1 (g):
Delete since nurses are receiving the same longevity pay as teachers.  Update evaluation
reference.

Add a new section as J to read as follows:

In the event a nurse must miss her lunch period due to a student emergency, he/she
will be compensated $26 or, alternatively, may elect compensatory time, provided
that the nurse has given notice by email to the principal within three (3) business

10

Gays following the missed lunch, to include the following: (1) dete of missed lunch
period, (2) the reason therefore, and (3) whether ne/she has elected te rezeive $20 or
compensatory time.

Add new article entitled “ARTICLE XXXV, CNLINE COURSES, to read as follows, and
renumber remaining article.

The parties acknowledge that the School Committee’s decisior to allow studezis at
Centon High Schoo! to enroli in onlize courses for academic credit and in fuldillment
of graduation requirements for the Centon Public Schools, if subscrived tc in large
numbers, my dave ar impact on the terms and conditions of employment for
employees ir the bargaining unit. Tius, in ¢he event ten (10) or mere stvdents enroll
in online courses for acecderzic credit at Canton Higa Sciooi for a particular school
year, the School Committee wii! notify the Association and upon request will meet to
bargain over any potential impact on terms anc conditions employment for urit
employees, provided that student enrollment in online courses associnted with the
District’s obligation to provide off-site educational services for individual students
Goes not count for the purnose of this Articie. The parities sgree that insertior of this
Article fully settles MUP 13-2797, as filed by the Association with the Massachusetts
Division of Labor Relations on. Aprii 8, 2013, and the Association specifically agrees
that it will not pursue an appeal! of the Hearing Officer’s Decision that was issued on
May 6, 2015.

Across the 2oarG "creases: The following increases shall be applied to APPENDICES A,B,
€, and D.

September 1,2015 2.0%
September 1,2016 2.5%
September 11,2017 2.0%
APPENDIX B (page 40-41). Add Middle School “Team Leader Stipend of $3000.

APPENDIX B (page 40-41). [Eliminate schedule for “Department Advisors.” The schedule for
“Coordinators” will apply to both Middle School and High School Coordinators. ]

Update (if applicable) and attach to the Collective Bargaining Agreement prior agreements
reached regarding the following:

Authorization for Elementary Team Chairs/Administrators to evaluate Elementary
Classroom teachers (signed June 5 and 13, 2013)

RTI Homeroom at the Galvin Middle School (signed July 8 and August 4, 2014)

Terms and conditions of employment for Team Leaders at Galvin Middle School
(original signed           , with addendum signed July 8 and August 4, 2014)

Medication Delegation (signed May 13 and 15, 2015)

1]

EEE EEE EEE EEE EE HEE REE
IN ADDITION TO THE REVISIONS TO THE CONTRACT SET FORTH ABOVE, THE
PARTIES AGREE AS FOLLOWS:

JOINT STUDY COMMITTEE- APPENDICES C AND D: The parties agree to convene a
joint committee to study and make recommendations for stipends paid under Appendices C and
D. The CTA and the Committee shall each appoint three (3) designees to serve on such joint
committee. The goal of this committee is to establish internal equity for all stipended activities.
The committee shall conduct a survey among the individuals (advisors and coaches) who
currently receive stipends for activities under Appendices C and D and will consider the
following factors that will serve as rubrics for determining stipend adjustments:

1. Time the advisor/coach spends actually engaged in the activity with students
2. The number of students participating in such activity

3. The amount of time spent on travelling with students for such activity (i.e. away
games, events)

For comparison purposes, the committee will determine benchmark stipend rates in the following
communities: Dedham, Foxboro, Milton, Needham, Norwood, Randolph, Sharon, Stoughton,
Walpole, Wellesley, Westwood.

The committee will make recommendations as to the ratio of advisors/coaches to students, taking
into account safety and effectiveness factors,

The committee will also make recommendations regarding which activities that are not currently
being paid a stipend as to which activities should be stipended based on the rubrics above and
shail also make a recommendation for a process for funding activities in the future.

The committee will complete its study and make its recommendations to the parties by no later
than December 31, 2015. The parties will then meet promptly to negotiate over the
implementation of the committee’s recommendations,

POTENTi4A.L CHANGES TO MIDDLE and/or HIGZ SCHOOL SCEEDULE, The parties
agree to reopen negotiations for the sole purpose of considering changes to ARTICLE VII
TEACHING HOURS AND TEACHING LOAD (Section H.3, 4 and K) (page 9) (middle school
and high school schedule) during the term of the contract, if requested by either party. It is
understood that such negotiations to change the language of the contract would be subject to the
rules governing successor bargaining rather than interim bargaining.

12

This Memorandum of Agreement, having been ratified by the parties, is hereby signed
and sealed by their duly authorized representatives. The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not
embodied in this Memorandum have been withdrawn.

FOR THE COMMITTEE

(

Date:        ff Lt 4

Rb/canton/teacher-negov/15-09-10-MOA-Unit A-for signature

¥O

RTHE ASSOCIATIGN _
~   .            ine

fre

Date:      fim?

2015-2016
Step

CAN Qa h Wh =

2.00%

Bachelor's

$47,453
$49,430
$51,491
$53,636
$55,871
$58,198
$59,997
$61,854
$63,767
$65,740
$67,772
$69,510
$71,292
$73,121
$74,996

FY16 UNITA
STEPS LANES
as of 09-01-2015

Master's

$50,371
$52,470
$54,657
$56,933
$59,305
$61,777
$63,687
$65,657
$67,687
$69,780
$71,940
$73,784
$75,676
$77,616
$79,606

MA+15

$52,578
$54,765
$57,042
$59,414
$61,885
$63,795
$65,766
$67,795
$69,890
$72,048
$74,027
$75,926
$77,871
$79,868
$81,916

M+30

$54,873
$57,151
$59,522
$61,994
$63,903
$65,874
$67,903
$69,999
$72,156
$74,135
$76,114
$78,067
$80,067
$82,121
$84,227

M+60

$57,259
$59,630
$62,102
$64,012
$66,179
$68,936
$71,069
$73,267
$75,532
$77,868
$80,276
$82,335
$84,446
$86,611
$88,833

M+90

$59,738
$62,210
$64,154
$66,827
$69,611
$72,512
$74,755
$77,067
$79,451
$81,908
$84,441
$86,605
$88,827
$91,104
$93,440

ARTICLE

VI
VII

Vill

XI
XII

XU

XVII
XVIII

XIX

TABLE OF CONTENTS

NAME                                             PAGE
Preamble..........csecepeeeeceseeccueecereeceeeeecsseeeeueeeeeueeseeaeeeees 1
ReCOQMITION. .. 0.0... cece ccc eee ceeeeeeeeceeneeceecuseeaeeeauaeeseuaeeseeeeetaes 1
Management Rights.............ccsccseiecccseeseeesecesseeseeeeseeseeersees2
Members’ Rights..............eeeeeeeeeeeeeescece eee eceesenneeceeeaneeaere2
No Strike Clauses .......c.ccccccseseeenteeeeeeeeecaeteseeeseeueveseeeeeeeees3
Grievance and Arbitration Procedure ..........:ccseceseceeeteae eee ceeee 3
Longevity..........cceeeeee eensveceressuessusssisanessvesussaressssaveaseaes6
Teaching Hours and Teaching Load..............cecceeeseceeseeeeneeese7
Class SiZ0......... ccc cceccceseeeeaecseeneeceeneeseareeeaneesaseeeseeuaesseges10
Non-Teaching Duties...... 00.0.0... ccseeceessebecseceeneecenueeeeeeueeeens10
Teacher ASSIQMMEML...... 0. cece ceecsee cs eeee ene ceecneeeeeeeateeeea eee sessil
Vacancies and Promotions.........Leadon ote aaaeaeerereaaneeseranaaaneds11
Teacher Evaluation............s:ccceeessecesteeeeeteeeeeneeeeeneseeseeaeens12
Use of School Facilities........ 000... cccecseseeceeeeeceeseeeeseeeeeaueenenes14
Sick Leave Policy...............state eee aeeeee nee eeee tena este eeneaenensasee14
Military Leaves of ADSence...........ccceeeeseceseeceeneaeaeeeeeeseeuees,18
Sabbatical Leaves.............s0.ceeeteeaeeeeeeeeeeuaee                     Le veaeeceereaeeeenenes                            18
Professional Improvements...............sssseecececaseesceceseeeseneseeaes19
Textb0OKS.....ccscsssecsesssecsesesessees° sasseereeen                scecsetesvseseessersnees                             19
Group Insurance.........ccsccseeeenecnecescaeseneeaeeeeeesseeeeceeeeaenesses20

i-

>

ARTICLE
XX

XXI

XXII
XXIII

XXIV

XXVI
XXVII
XXVIII
XXIX

XXX

XXXI
XXXII
XXXII
XXXIV
XXXV
Appendix Al
Appendix A2
Appendix A3
Appendix A4

Appendix Bl

TABLE OF CONTENTS (con’t)

NAME                                             PAGE
Goerneral.... 0. eee cece een ceeeee een e rence pea esses ee eeneneeeeecnneeenenaee   20
No Discrimination, .............eccceecceeeeeeenaeeeseneeeeaneeeseeneesees     21
Salaries and Other Compensation...............:0ccceeeceeeee reece sees    21
Transfers........ cee ceeseee eee eeeeeeeceeceeeeeesereeeaeeaeeneeeeeneeeneeeenes   22
Agency Service Fee...........ccccececeecceceeeeseceenteseestaesaseneesees   23
Reduction in FOrce..........cccccecceceeseeseeesereseneeesensceeseeesenss   23
Individual Support Teams..........cscccccsseecseccessecuesoweeseueeennes  28
Educational Enhancement Fund................veeseeteeeeseeeeenecenne    29
Negotiation Procedure. ...........cccesecceeseenecseeereeeceesanescuseees   29
Association Business DayS...........cscsceeceeecteeseneereneeeneLevenees   30
NULSES..... cece cese cess cece eeecneeeseveeeeeeieeneetesesateeese                                                                          esses                 30
Occupational and Physical Therapists...............sccsesensecnseeeseees31
Health and Safety.........cccscceccssceseeeeeeseeceesceensensassenessnes    32
Mentoring..........:cccc eee ee eee ec ee eeeccneeenseeeeesa ese euecueapeneeeeeees   32
Job Sharing.........ccecceeecceeseeceeceseceesceeeesesceseesencersecesaneas  32
DUration........c cee cse cece eee eceeeseeeseeeeeeeeeeeecetenecnesnerseeeeeess    34
Teacher Salary Schedule (9/1/12-8/31/13)......ccceeceecnescnecneeeeee   36
Teacher Salary Schedule (9/1/13-8/31/14).........c.c:ccceeceeeeseeens  37
Teacher Salary Schedule (9/1/14-8/31/15)........cseccaseeeeeeeeeevees    38
OT and PT Salary Schedules (9/1/12 — 8/31/15)........cceleeeeeeeeeees39
Stipends (9/1/12- 8/31/13)..........066.deca seecaeeneecenerseenneseaness    40

ii

ARTICLE

Appendix B2
Appendix B3
Appendix C1
Appendix C2
Appendix C3
Appendix D

Appendix DI
Appendix D2

‘Appendix D3

TABLE OF CONTENTS (con’t)

NAME                                                    PAGE

Stipends (9/1/13 - 8/31/14)........eeeeceeeecteeeeeeceneeteetenneseue ees   42

Stipends (9/1/14 - 8/31/15).....scccccccsssseesececenscesestensaeeenenes   44                       7
Teachers’ Extra Curricula Pay Schedule (9/1/12 — 8/31/13)........   46

Teachers’ Extra Curricula Pay Schedule (9/1/13 — 8/31/14)........   49

Teachers’ Extra Curricula Pay Schedule (9/1/14 — 8/31/15)........   52

Coaches’ Employment Policy.............:.cccssecceeseceenseeeenseeees   55                         _
Coaches’ Salary Schedule (9/1/12-8/31/13)...c.cccccccccccessssseees    56

Coaches’ Salary Schedule (9/1/13-8/31/14)...........ccsecaseeeeeeeee   58

Coaches’ Salary Schedule (9/1/14-8/31/15).......ceececeeeseecee ees   60

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 the CANTON TEACHERS’ ASSOCIATION (hereinafter referred to
as the Association).                                  .

PREAMBLE

:             ;                   Recognizing that our prime purpose is to provide education of the highest possible

t                      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:

—y                              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 education of the highest quality in the classrooms of
the schools;

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, speech pathologists, occupational
therapists, physical therapists, school psychologists, elementary school assistant
principals, department chairpersons and advisors, 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.

B.        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 Teachiers’ 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 11
MANAGEMENT RIGHTS

Nothing in this Agreement shall 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 I
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.

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.

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.

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

ARTICLE V
GRIEVANCE AND ARBITRATION PROCEDURE

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

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 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). 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 tise 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.                                      ,

D.        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 is not satisfied with the disposition of his/her
grievance at Level One, or if no decision has been rendered within five (5)
days after presentation of the grievance, he/she may file a grievance,
within five (5) school days thereafter, with the Superintendent of Schools,
or his designee and at the same time will file a copy with the Chairman of
the Professional Rights and Responsibilities Committee. The
Superintendent or his/her designee shall meet with the teacher and a
member of the Professional Rights and Responsibilities Committee for the
purpose of resolving the grievance.

3.         Level Three. If the teacher and a member of the Professional Rights and
Responsibilities Committee are not satisfied with the disposition of his/her
grievance at Level Two, or ifno decision has been rendered within five (5)
school days after he/she has first met with the Superintendent, the teacher
or the Professional Rights and Responsibilities Committee may refer it to
the School Committee. Within ten (10) days after receiving the written
grievance, the School Committee will meet with the teacher and a member ~
of the Professional Rights and Responsibilities Committee for the purpose
of resolving the grievance.

4.         Level Four.

a.         If the teacher is not satisfied with the disposition of his/her
grievance at Level Three or ifno decision has been rendered
within five (5) school days after he/she has first met with the
School Committee, he/she may request, in writing, the Chairman
of the Professional Rights and Responsibilities Committee to
submit his/her grievance to arbitration. If the Professional Rights
and Responsibilities Committee determines that the grievance is
meritorious, it may submit the grievance to binding arbitration
within fifteen (15) school days after receipt of the request from the
aggrieved person.

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 promptly 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.

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 non-tenured teachers.

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.

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:

12" _ 14" year ..... $ 850
th   th
15"—19™ year..... $1,250
20% — 24" year ..... $1,500
* 25% _ 29! year ..... $1,800
30-34 year..... $2,450
35"* year ...:.          $ 2,900

Teachers with fifteen (15) years of service in the Canton Public Schools may elect
an additional longevity payment of one-half of their available sick leave buy-back
(to a maximum of $2000) per year for two (2) consecutive years. The longevity
payments specified above in this Article will cease for that teacher after he/she
has exercised the two-year option set forth herein. Teachers who wish to exercise
this option must notify the Superintendent in writing by December 31 of the
school year preceding the school year in which the longevity under this option is
to be paid. This language applies only to any teacher who began receiving this
benefit prior to September 1, 2007.                  ,

ARTICLE VIE
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 except for those whose duties and responsibilities require them to
participate at graduation.                                            .

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 $20 per period for such voluntary coverage.

High School and Middle School Coordinators:

1.        Jn departments of 8 or fewer teachers, the high school coordinator shall
teach 80% of full time. In departments of between 9 and 12 teachers, the
high school coordinator shall teach 60% of full time. In departments of 13
or more teachers, the high school coordinator shall teach 40% of full time.
The incumbent high school Social Studies Coordinator will teach a:
minimum of 60% of full time, but may be required to teach up to 80% of
full time (as required by this Section) if necessary to meet scheduling
requirements as determined solely by the high school principal. This work
load exception shall only apply to the high school Social Studies
Coordinator who is in the position as of September 1, 2001. All middle
school coordinators shall teach 80% of full time.

2.        All high school and middle school coordinators shall be evaluated in
writing annually by the Principal(s) with input from the Director of
Curriculum. Coordinators shall be reappointed annually unless the annual
evaluation is unsatisfactory. Non-renewal shall occur in cases of two
consecutive unsatisfactory annual evaluations.

Elementary school classroom teachers will have a preparation period under the

following circumstances:
1.         When the class is receiving instruction in Physical Education.

2.         When the class is receiving instruction in Art, Music, Library, and Health
Education, except that inexperienced teachers are asked to remain with the

3.

class to gain insight and understanding in the methods used in these
special subject areas.

They will, however, remain in the room for the time required to present
material for the week.

Elementary teachers will be guaranteed five (5) preparation periods per week. The
Committee will strive toward a goal of one (1) preparation period per day.
Teachers who volunteer to cover a class for an absent teacher during a preparation
period will be paid $20 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.

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

School Day and Year

1.

All teachers 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. After school, all
teachers shall remain in their schools for at least 20 minutes after the end
of the scheduled school day. During this time they will be available for
student assistance and to perform supervisory duties to the extent that such
duties have been performed in the past.

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, to
confer with and help students, to supervise detention, and to carry out such
other professional responsibilities as they have performed in the past.

Teachers at the Galvin Middle School will not be assigned to more than
one (1) period of lunch supervision per week. Teachers at Canton High
School will not be assigned to more than three (3) periods of lunch
supervision per week. The high school administration will seek volunteers
before assigning lunch supervision. The performance of lunchroom
supervisory duties over and above the limitations herein stated shall be on
a voluntary basis.

2.        Teachers at Canton High School will teach 30 periods and have at least 7
preparation periods in a 7-day cycle. Teachers will also have up to 5
supervisory periods in a 7-day cycle. Directed studies will count as two (2)
supervisory periods. Teachers will not be assigned more than two (2)
directed studies in a 7-day cycle.

3.        Of the 42 periods in the 6-day cycle at Galvin Middle School, there will be
a total of 30 classes, at least 7 preparation periods, 1 directed study, 1
supervisory lunch period, 1 non-lunch supervisory period, and 1 team
planning period.

4.         The school year for teachers, other than new personnel who may be
tequired to attend additional orientation sessions, will begin no earlier than
September 1 (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.

5.         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 twenty dollars
($20) 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

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

Academic subject area William H. Galvin Middle School and Senior High School
teachers will not be assigned more than seven (7) periods per day, consisting of at
least one (1) preparation period and not more than six (6) student supervision
periods of which not more than five (5) may be teaching periods. Department
heads will be provided with adequate time to perform their supervisory duties
within said seven (7) period limitation and without being deprived of their
guatanteed daily preparation time.

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.

SPED 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.

ARTICLE VIII
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.

Assignment of teachers for non-teaching duties shall be on a reasonable and
equitable basis.

10

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 are also required to serve regular assigned office detention
periods.

Teachers will not be required to perform any custodial duties.
Teachers will not be required to deliver books to classrooms, or keep registers.

Elementary teachers may be assigned up to 60 minutes 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 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.

In 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                                      i
appointment unless mutually agreed otherwise between the Superintendent and                          —

11

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.

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 XI
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

12

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.

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.

As of the effective date of this Agreement, the Evaluation Procedure that resulted
from the work of the Ad Hoc Evaluation Committee of 2007-2008 is incorporated
into this Agreement by reference. During the life of the Agreement, an Ad Hoc
evaluation committee will be available to review, assess and fine-tune the
evaluation instrument and procedures 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. .
(See also related deletion from Article XX V-Reduction Force, Section M)

13

ARTICLE XTi
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.

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 five (5) 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.

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.

Ifa teacher is absent for extenuating circumstances not covered by this
Agreement, the teacher will be charged, upon approval of the Superintendent, the
cost of the substitute teacher.

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.

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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 payor
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 twenty-four (24) hours before the taking of
such leave, except in case of emergency. The nature of the personal business does
not have to 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

15

receive $40.00 per day for each day of unused accumulated sick leave in excess of
eighty (80) days up to a maximum of $4,000.00.

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

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

Sick Leave Bank

1.

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 work day.

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 shail
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.

16

Administration of the Bank

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

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 iliness 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. ©                                                                     :

Tn 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.

17°

f.         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’ SETVICE .........6064 30 days
‘4-10 years’ service ..........  60 days
over 10 years’ service .......  90 days

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

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
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 Commonweaith 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

18

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.

ARTICLE XVII
PROFESSIONAL IMPROVEMENTS

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

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 XVII
TEXTBOOKS

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.

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

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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. The following health insurance changes will go into effect on

January 1, 2006:
Effective July 1, 2012, co-pays for the PPO and the HMO shall be as follows:

$20/$35 (PCP/Specialists)

$20/$50/$100 for both retail and 90 day mail order
$10/$20/$35 for both retail and 90-day mail order

Office visits:
Emergency Room Co-Pay:
Hospital Admissions:
Outpatient Surgery:
High Tech Imaging:
Prescriptions:

Medex Prescriptions:

ARTICLE XX
GENERAL

A.        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.

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

Cc,       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.

D.       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.
E.        The Town of Canton will assign a payroll deduction slot for employees to
participate in the Massachusetts Teachers Association disability insurance plan.

20

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.

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.

Dz.       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.

21

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

Employees eligible for both a step and a lane change on September 1 of a
particular year will receive only a lane change.

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.

Section 2; Lane Changes
A.

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

Any professional staff member who feels he/she may be eligible for an increase in
longevity payment or a salary lane change effective on the following September
1* must complete a™ return the Notification Form to the School Business
Administrator's office by November 1 5" of the year preceding possible eligibility.

Failure to submit the form by the November 15" deadline will render the
employee ineligible for any longevity increase or lane change as of the following
September 1*,

Each September, an employee must submit a new Notification Form in order to be
cligible on the following September 1%,

New employees hired after November 15°   h of a given year will not be eligible for
a longevity increase or 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 XXIII
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

22

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

C.        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
AGENCY SERVICE FEE

A.       In accordance with the Massachusetts General Laws, any member of the
bargaining unit who is not a member of the Association shall, as a condition of
employment, during the life of this Agreement, pay on/or after the 30th day
following the beginning of his/her employment or September 1, 1976 whichever
is later, an agency fee which shall be determined by the-Association in accordance
with the applicable law.

B.        The agency service fee may be deducted in ten payments from the salary of any
employee who signs a written authorization to that effect in accordance with the
provisions of
Chapter 180, Section 17G of the General Laws and transmitted directly to the
Treasurer of the Association.

Cc.        This article shall have no effect upon employees nor be binding upon the
employees hired prior to September 1, 1976.                  ;

D.        The Association agrees to indemnify the Town for any damages which the Town
is requested to pay by an administrative agency or court of competent jurisdiction
as the result of the Town's compliance of this article.

:                                               ARTICLE XXV
i                                                                                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.

B.        Upon determination of the School Committee that there shall be layoffs i in any

discipline, as set forth below, the following procedures shall apply only to
teachers with professional status.

23