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AGREEMENT BETWEEN THE WAYLAND SCHOOL COMMITTEE AND THE WAYLAND EDUCATIONAL SECRETARIES’
ASSOCIATION 2007-2010 Rev 01/08 |
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ARTICLES ~ CLICK
ON ITEM |
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I |
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II |
Notice to Association Association
Responsibilities Dues Deduction |
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III |
Discussion Access to Information Publication of the
Agreement Saving Clause Committee’s Rights Scope of Agreement Indemnification Policies No Strike Clause School Cancellation Leaving Work Use of School Facilities Notification |
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IV |
Definition Step 1 Step 2 Step 3 |
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V |
Definition Postings Applications Copies to the Association Procedures In-service Employee
Preference |
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VI |
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VII |
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VIII |
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IX |
Bereavement Leave Jury Duty Parental Leave of Absence Other Leaves |
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X |
Groups I – VI |
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XI |
CLASSIFICATIONS, RATES OF
PAY, AND REIMBURSEMENTS Classifications and Rates
of Pay Position Listing New Employees Placement on Steps Group Insurance Program Temporary Position
Compensation Overtime Travel Reimbursements School Business
Compensation Longevity Reclassification Notice |
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XII |
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XIII |
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XIV |
PROFESSIONAL DEVELOPMENT
AND EDUCATIONAL IMPROVEMENT Tuition/Conference
Reimbursements Conferences, Workshops,
Etc. Reimbursement Fund |
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XV |
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XVI |
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APPENDICES |
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This Agreement is made by and between the SCHOOL COMMITTEE OF THE TOWN OF WAYLAND (hereafter referred to as the "COMMITTEE") and the WAYLAND EDUCATIONAL SECRETARIES' ASSOCIATION (hereinafter referred to as the "ASSOCIATION").
RECOGNITION AND DEFINITIONS
1.1 Unit
Description--In accordance with the provisions of G.L. Chapter 150E, the
COMMITTEE recognizes the ASSOCIATION as the sole and exclusive bargaining
organization for employees serving in a unit of all permanent full and part
time positions including all administrative assistants,
secretary/receptionists, secretaries, media center assistants, language lab
assistants, teacher assistants, student supervisors (indoors), student
supervisors (outdoors), computer lab assistants, and science lab assistants,
but excluding the Administrative Assistant to the Superintendent, the
Administrative Assistant to the Assistant Superintendent, the Administrative
Assistant to the Director of Student Services, the Administrative Assistant to
the Business Administrator, the Administrative Assistant to the METCO Director,
the Accounts Manager, the Benefits Manager, the Payroll Manager, Systemwide
Computer Technicians, and all other employees of the Wayland Public Schools.
1.2 Negotiators--It
is understood that both the COMMITTEE and the ASSOCIATION reserve the right to
appoint their own negotiators.
(a) Employee--Unless otherwise indicated,
the employees in the above unit represented by the ASSOCIATION will be
hereafter referred to as "employee(s)."
(b) Full-time employees (12-month) are
defined as those persons employed on a twelve-month basis and a minimum 35-hour
week.
(c) School-year employees (10-month) are
those persons employed to work ten months.
The work year shall begin one day before all teachers report for work
and end upon completion of 185 workdays, exclusive of weekends, school
holidays, and school vacation periods, but including three annual leave days -
two with pay and one without pay. These
employees may be released sooner, subject to the approval of the principal,
provided the work normally associated with the closing of school has been
completed.
(d) Business Day--A day when the
Superintendent's office is open for business.
2.1 Notice
to THE ASSOCIATION--The COMMITTEE shall advise all new permanent employees
at the time of their employment that the ASSOCIATION is their bargaining
organization and will notify the ASSOCIATION President of the name, address,
and classification of such new permanent employees.
2.2 The COMMITTEE and the ASSOCIATION recognize the right of any employee to become a member of the ASSOCIATION and will not discourage, discriminate, or in any other way interfere with the employee in the exercise of this right.
2.3 ASSOCIATION
Responsibilities--The ASSOCIATION shall be responsible for representing the
interests of all employees without discrimination and without regard to
employee organization membership.
2.4 Dues
Deduction--The COMMITTEE agrees to deduct ASSOCIATION dues from the
bi-weekly wage of each employee who so authorizes in writing. The amount of
such dues shall be communicated to the COMMITTEE by the President of the
ASSOCIATION in writing no later than November 1st of each year. Said deductions shall be made in the first
pay period of November. Upon
collection, the dues shall be paid to the ASSOCIATION.
2.5 There will be no reprisals of any kind taken against any member of the ASSOCIATION by reason of membership in the ASSOCIATION or participation in its activities.
3.1 DISCUSSIONS--Within
fifteen (15) days of written notification by either party, the ASSOCIATION and
the COMMITTEE (or their representatives) will meet to discuss the application
or interpretation of any provisions of this contract.
3.2 Access
to Information--The COMMITTEE will, upon request, provide the ASSOCIATION
with any available public documents, together with any other information
ordinarily available to the public which may be necessary for the ASSOCIATION
to carry out its responsibilities as bargaining agent.
The COMMITTEE shall forward to
the ASSOCIATION President a copy of the COMMITTEE's official agenda prior to
each COMMITTEE meeting.
The COMMITTEE will make
available, upon request, copies of approved and released minutes of official
COMMITTEE meetings as soon as possible after such meetings. The ASSOCIATION will make available to the
COMMITTEE, upon request, any general notices distributed to its membership.
3.3 Publication
of the Agreement--Copies of this Agreement will be reproduced at COMMITTEE
expense and a copy provided for each member of the ASSOCIATION within 45 days
after execution.
3.4 Savings
Clause--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,
but all other provisions or applications will continue in full force and
effect.
3.5 COMMITTEE's
Rights--The COMMITTEE retains complete responsibility and authority to
supervise and control the Wayland Public School system and the employees
thereof including the employees subject to this Agreement, except as limited or
modified by the express provisions of this Agreement. Nothing in this Agreement
shall be deemed to derogate from powers and responsibilities of the COMMITTEE under
the statutes of the Commonwealth. As to every matter not covered by this
Agreement, the COMMITTEE retains the powers, rights, and duties that it has by
law and may exercise the same at its discretion.
3.6 Scope
of Agreement--This document constitutes the entire Agreement between the
parties for the term hereof as to all matters subject to collective bargaining
under the laws of the Commonwealth of Massachusetts.
3.7 Indemnification--So
far as required by the General Laws of the Commonwealth, the School Committee
shall provide indemnification whenever any employee covered by this Agreement
shall become eligible therefor.
3.8 Policies--The
Agreement constitutes a part of COMMITTEE and ASSOCIATION policy for the term
of said Agreement, and the COMMITTEE and the ASSOCIATION will carry out the
commitments contained herein and give them full force and effect as COMMITTEE
and ASSOCIATION policy.
3.9 No
Strike Clause--There shall be no strike, sit-down, slowdown, work stoppage,
or other interferences with work, and no such interference shall be authorized,
sanctioned, or supported in any way by the ASSOCIATION.
3.10 School
Cancellation--In case of school cancellation, school-year (10-month)
employees will not be expected to report for work unless they are so directed
by their Principal or immediate supervisor.
In the case of extreme weather conditions 12-month employees will be
expected to report for work unless they are so directed not to report by their
Principal/designee or, for the employees at Central Office, their immediate
supervisor.
3.11 Leaving
Work--Employees shall not leave school buildings during working hours
without permission of the immediate supervisor.
3.12 Use of
School Facilities--The ASSOCIATION shall have the right to use without
charge the inter-school department mailing system and shall have the right to
use without charge school equipment and/or rooms, subject to availability, for
its official use upon reasonable notice.
3.13 Notification--The
COMMITTEE shall issue employment letters and contracts for the succeeding year
according to the following schedule:
a) By June 1, each returning 12-month employee shall receive his or her
letter of employment, specifying the employee’s duties, pay rate, work year,
stipends, and any other relevant information.
(b) By August 1, each returning 10-month
employee will receive his or her specific assignment with the understanding
that every effort will be made to send these letters earlier than August 1 and
with the understanding that Special Education Teacher Assistants will be
notified of the student(s) with whom they are working or to whom they are
assigned as soon as the needs of the students and their programs are verified.
(c) Within one week of hiring for new employees.
4.1 Definition--A
grievance is a dispute involving the meaning, interpretation, or application of
this Agreement.
4.2 STEP
1: The grievance shall be presented
by a written statement of the grievance to the Superintendent (or a designee)
within fourteen (14) business days of the occurrence of the event upon which
the grievance rests and said writing shall specify the sections of the contract
involved. An answer in writing shall be given within fourteen (14) business
days after the presentation of the grievance. If there is no answer, the
grievance is deemed denied.
4.3 STEP
2: If the grievance is not settled at
STEP 1, it may be advanced by the grievant to the COMMITTEE within seven (7)
business days from the date the grievance is denied to be considered by the
COMMITTEE and an answer given within thirty (30) business days. If there is no
answer, the grievance is deemed denied.
4.4 STEP
3: If the grievance is not settled at
STEP 2, it may be submitted, within fourteen (14) business days, to arbitration
in accordance with the voluntary arbitration rules of the American Arbitration
Association. The decision of the Arbitrator shall be final and binding upon all
parties if supported by substantial evidence and in conformity with the
contract. Any grievance hereunder which is not presented within the foregoing
procedures is deemed waived and may not be submitted to arbitration.
The costs for the services of the arbitrator, including per
diem expenses, if any, will be borne equally by the COMMITTEE and the ASSOCIATION.
POSTING OF VACANCIES
5.1 Definition--A
vacancy is an opening in an existing position caused by the resignation,
retirement, termination, or death of the employee holding that position, or in
a newly-created position when such position is recognized by the COMMITTEE as
included in the bargaining unit as defined by Article I. Further, a vacancy
exists for purposes of posting only after the COMMITTEE has met all of its
obligations with regard to employees who have been laid off.
5.2 Postings--Vacancies
in all existing positions and newly-created positions covered by this Agreement
shall be posted for five (5) business days in all school buildings including
the Central Office. During this period, the vacancy will not be offered to a
non-ASSOCIATION applicant except on a temporary basis. Notice of position
vacancies shall contain:
1. Job Title 4. Conditions of employment 6. Date
of posting
2. Location 5. Application deadline 7. Qualifications
3. Starting date
5.3 Applications--Employees
desiring such positions shall submit a completed application form along with
the appropriate backup material to the Superintendent or designee before the
application deadline.
5.4 Copies
to the ASSOCIATION--A copy of said postings will be sent to the ASSOCIATION
President. During July and August, copies of postings will be mailed to those
employees who provide the Assistant Superintendent with a stamped
self-addressed business-size envelope.
5.5 The Wayland Public Schools is an equal
opportunity employer.
5.6 Procedures--All
candidates for positions will be appointed on the basis of:
(a) a
personal interview with the Superintendent or a designee;
(b) a
proficiency test when applicable;
(c) a
personal interview with the immediate supervisor.
5.7 Employment--Employment is
subject to appointment by the Superintendent upon nomination by the principal.
5.8 Any applicant covered by this Agreement
will be notified in writing by the school principal or designee as to the
disposition of his/her candidacy at the earliest possible time.
5.9 In-service
Employee Preference--Where a new position has been created or a job opening
has occurred, all other qualifications being equal, preference shall be given
to in-service employees.
SENIORITY
6.1 Seniority means an employee's length of uninterrupted service in years, months, and calendar days in the Wayland Public Schools. Leaves of absence shall not be considered breaks in service; however, time spent on unpaid leave shall not be counted toward seniority. Ties in length of service will be resolved by lot. An employee who is laid off and recalled shall be credited with seniority accrued prior to the effective date of the lay-off.
6.2 Should an employee be laid off, there will
be no loss of seniority. If an employee is fired or leaves employment
voluntarily, seniority is lost.
7.1 Not later than June 1 of each school year,
at least one written evaluation shall be made of each employee by the immediate
supervisor.
7.2 The evaluation shall be discussed with the
employee so that there may be understanding of the evaluation.
7.3 The evaluation shall be signed by both the
employee and the immediate supervisor with additional comments either party
cares to make.
7.4 The evaluation shall be made out in
duplicate, one copy to be given to the employee and the original to be filed
with the employee's records at the Central Office.
7.5 No material derogatory to an employee's
conduct, service, character, or personality will be placed in the employee’s
personnel file unless the employee has had the opportunity to review such
material and signifies his/her review by affixing his/her signature with the
express understanding that such signature in no way indicates agreement with
the content thereof. The employee will also have the right to submit a written
answer to such material, and his/her answer shall be reviewed by the
Superintendent or designee and attached to the original document in the
employee’s personnel file.
7.6 ASSOCIATION employees shall be and are
hereby granted full and complete access to their personnel files and all
documents therein as long as advance notice is given.
SICK LEAVE
8.1 Effective July 1st each year every employee shall be credited with fifteen (15) days of sick leave. New employees will deposit one sick day to the Sick Leave Bank in the first year of employment.
8.2 Individuals first employed after July 1st
of any year shall be credited with one day of sick leave per month until the next
July 1st when they shall be credited with 15.
8.3 Unused sick leave shall accumulate from
year to year without limit.
8.4 Sick leave shall be granted for absence due
to personal illness, injury, disability, or exposure to contagious diseases,
except that employees may use up to five (5) days of accrued sick leave per
contract year to care for members of their immediate family in the event of
unforeseen short term illness. In
addition, sick leave may be used during the period of certified disability resulting
from the birth of a child.
8.5 An employee who has a minimum of ten (10)
years' service who resigns shall receive a lump sum payment to be computed by
multiplying the number of the employee's unused accumulated sick leave days by
$35.00, but not to exceed $3,500. If an employee who has a minimum of ten (10)
years service is laid off pursuant to ARTICLE ELEVEN, said employee may elect
to receive the lump-sum payment described in the preceding sentence in lieu of
recall to a subsequent vacancy should one occur.
8.6 There shall be no loss of rights to salary
increments while on sick leave.
8.7 Employees injured on the job and receiving
Worker's Compensation may, upon their request, be granted sick leave, provided
they have sick leave credit available, to the extent that they will receive
such amount as will, when added to the amount of the Worker's Compensation,
result in the payment to them of their full salary.
8.8 In the event of the death of an employee
covered by this Agreement, the employee's designated beneficiary or, if none,
his/her estate shall receive a lump sum payment to be computed by multiplying
the number of the employee's unused accumulated sick leave days by $35.00 but
not to exceed $3,500.
8.9 The COMMITTEE authorizes the establishment
of a Sick Leave Bank for use by employees whose accumulated Sick Leave is
exhausted through prolonged illness. The Sick Leave Bank shall be administered
by the Superintendent or designee and a representative of the ASSOCIATION in
accordance with regulations developed in consultation with the ASSOCIATION (see
APPENDIX "B"). An employee
will be eligible for up to twice the number of sick leave days he/she had
accumulated on the September 1st immediately prior to his/her request for use
of the Sick Leave Bank. In the event of prolonged and/or repeated disabilities,
the School Committee may at its sole discretion grant additional days of sick
leave from the Sick Leave Bank. An
employee may only participate in the Sick Leave Bank starting with the July 1st
after his/her initial appointment.
8.10 Absences of more than five (5) consecutive
workdays, pursuant to this ARTICLE, shall be certified by the employee's
physician to ensure the employee's fitness to return to work.
8.11 The COMMITTEE may, in those circumstances
when it determines that an employee's physician has failed to provide
sufficient information, require certification by a school department physician
for absences of more than five (5) days.
MISCELLANEOUS LEAVE
9.1 Bereavement
Leave--All employees shall be allowed bereavement leave of up to three (3)
consecutive workdays without loss of pay following the death of a member of the
immediate family and one (1) day following the death of a significant other or
close friend. The immediate family is defined as parents, spouse, parents of
spouse, children, brothers, sisters, brothers and sisters of spouse, and any
relative residing in the same household. An Absence Approval Request must be
submitted to the Superintendent or a designee at the earliest convenient time.
In the event that an employee wishes to attend the funeral of a family member
other than a member of the immediate family, or of a close friend, the employee
may arrange with his/her principal or the Assistant Superintendent to take time
off without loss of pay to attend the funeral. In extenuating circumstances, an
employee may be granted an additional leave of absence with pay upon the
approval of the Superintendent, the Assistant Superintendent, or designee.
9.2 Jury
Duty--A regular employee called for jury duty shall be paid the regular
salary during the period of such services and shall report for work whenever
excused from attendance at Court.
9.3 Parental
Leave of Absence--The COMMITTEE agrees to abide by existing Federal and
State statutes with respect to childbearing leaves for persons covered by this
Agreement.
9.4 Other
Leaves--An employee may be granted a leave of absence without pay upon the
recommendation of the immediate supervisor and the approval of the Superintendent
or a designee, provided such leave does not hamper the operation of the
school(s). The employee must apply in
writing for such leave of absence, including the reason for the leave of
absence.
During a leave of absence, there
shall be no accrual of sick leave or seniority. Upon conclusion of a leave of
absence, the employee shall be reinstated to the position held prior to said
leave or to another comparable position.
Leave of Absence shall be defined
as a period of not more than 12 months.
9.5 To the extent that an employee is on any
leave for a reason encompassed within the FMLA or the Small Necessities Leave
Act, such leave shall be deducted from the employee’s entitlement to FMLA leave
or Small Necessities leave.
REDUCTIONS IN FORCE
10.1 When the COMMITTEE determines that the number of employees covered by the Agreement must be reduced, the affected employee(s) will, if possible, be so notified in writing no later than June 1 but in no event later than July 1.
10.2 A. For purposes of reduction-in-force within the Wayland Educational Secretaries’ Association bargaining unit, the following groups of non-certified personnel are established:
Group I Secretary
to the Assistant Superintendent (non-confidential), Secretary to the Early Childhood
and Out of District Coordinator (non-confidential), Secretary to the Technology
Director, Secretary, Secretary/Receptionist.
Group II Administrative Assistant
Group III Teacher Assistant,
Language Lab Assistant, Science Lab Assistant
Group IV Student Supervisor
Group V Computer Lab Assistant
Group VI Media Center Assistant
B. The
Administration will make a determination as to which positions need to be
filled in order to deliver the total educational program. A list will be
developed of those positions to be eliminated, along with their appropriate
Groups. Subsequently, two additional lists will be compiled: a seniority list
for each of the above-mentioned Groups and a list of the junior-most employees
in the affected Groups, equal in number to positions to be reduced in that
group. If an employee's name appears on both additional lists, then said
employee shall be laid off.
C. Employees
whose positions have been eliminated but who have not been laid off will then
be offered vacancies in other positions within their Group. More senior
employees will be transferred to the vacant positions on the basis of their
qualifications and interviews with the supervisors involved.
D. Ten-month
employees may not bump junior twelve-month employees.
E. Should
no vacancies exist, then the employee whose job has been eliminated shall have
the right to bump the junior-most employee within that group only, provided
she/he is qualified for said position.
F. Seniority
means an employee's length of uninterrupted service in years, months, and
calendar days in the Wayland Public Schools. Leaves of absence shall not be
considered breaks in service; however, time spent on an unpaid leave shall not
be counted toward seniority. Ties in length of service will be resolved by lot.
G. An
employee whose position has been eliminated, who refuses to transfer to a
vacant position, shall be laid off.
10.3 Employees who have been laid off as opposed
to dismissed will be given preference in the reverse order of their lay off in
filling vacancies in the classification from which they were laid off for one
year following the effective date of their lay off.
10.4 All employees who have been laid off will be
sent notices of all vacancies which occur within one year in positions covered by
this Agreement. An employee who has been laid off and who is offered recall
will have five (5) business days in which to notify the Superintendent of
his/her intent to return to work. An employee who is offered recall and who
declines to commence work within fifteen (15) business days from date of notice
of intent to return will forfeit all rights to all benefits including recall
provided for in this Agreement.
10.5 An employee on leave of absence pursuant to
Section 9.4 shall be considered as if she/he were on active duty for purposes
of this Article.
CLASSIFICATIONS, RATES OF PAY AND REIMBURSEMENTS
11.1 Classifications
and Rates of Pay--Classifications and Rates of Pay are set forth in the
APPENDIX of this Agreement which are attached hereto and made a part hereof.
11.2 Nothing in this Agreement shall prevent the
COMMITTEE from changing the hours for the classifications listed in the
APPENDIX provided the gross pay is adjusted proportionately.
11.3 Position
Listing--The listing of positions in this Agreement does not in any way
restrict the right of the COMMITTEE to reduce the number of positions.
11.4 New
Employees--The Superintendent may place new employees at any step, subject
to the conditions in section 11.5 below. Employees shall advance one step per
school year until they reach maximum. In order to receive credit for a full
school year, an employee will have to work at least ninety (90) school days.
11.5 Placement
on Steps--For newly hired employees, a Business/Secretarial Certificate will
be counted as one step; an Associate's Degree will be counted as one step; a
Bachelor's degree will be counted as one step; a Master's degree will be
counted as one step; and for every two years of similar work one step of credit
may be given. A current employee who
obtains a degree (Associate’s, Bachelor’s, or Master’s) in addition to the
degree(s) he or she possessed upon initial employment shall advance one step
for each such additional degree. Any employee who anticipates such a step
change shall notify the Assistant Superintendent by February 1 of the school
year preceding the school year in which the step change will take effect.
11.6 Group
Insurance Program--Employees who regularly work twenty or more hours per week
are eligible for participation in all group health and life insurance programs.
The COMMITTEE will provide the maximum plan and pay the maximum percentage
permitted by the Town of Wayland for any group health and/or life insurance
plans adopted by the Town of Wayland.
11.7 Temporary
Position Compensation--Any employee who is required to work temporarily in
an ASSOCIATION position covered by this Agreement, which position carries a
higher rate of pay than the pay for his/her normal position, shall be compensated
for such work at the higher rate of pay after a one-week period.
If said employee is subsequently
appointed to the position on a permanent basis, said higher rate will be paid
retroactively to the first day of the temporary assignment.
11.8 Overtime—Overtime
is defined as those hours worked in excess of thirty-five (35) hours. An employee who is required to work overtime
by his/her immediate supervisor shall be compensated at time and one-half for
all hours worked over thirty-five (35) hours, or by compensatory time to be
taken as may be agreed upon by the employee and supervisor.
Earned compensatory time must be
taken within the fiscal year of the date on which the time was earned. Compensatory time may be taken as mutually
agreed upon by the employee and immediate supervisor or designee. An employee’s earned compensatory time
record will be maintained by the building principal or designee.
11.9 Travel
Reimbursements--In the event an employee is required to use a personal
motor vehicle on school business, a travel allowance at the rate set by the
COMMITTEE shall be paid. Said rate will be the town approved rate, as most
recently adjusted.
11.10 School
Business Compensation--If the Superintendent requires employees to take a
certified health course or other course pertaining to or required by their
employment, they shall be paid at their regular hourly rate of compensation for
such class time, said payments to be made upon satisfactory completion of such
courses. Such courses are deemed "school business" and said employee
shall be eligible for travel allowance.
11.11 Longevity--After
five (5) years of continuous employment from the date of hiring by the
employer, an employee shall receive two hundred dollars ($200) additional
compensation. After ten years of
continuous employment from the date of hire, employees shall receive 2.5%
additional compensation in lieu of the aforementioned $200. Effective July 1, 2008, these amounts shall
be increased to two hundred and fifty dollars ($250) and 3% respectively.
Payment will be made once a year,
by payroll, in June. To qualify for the additional payments under this section,
the employee must have completed the required years of service before the
payment date.
11.12 Reclassification Notice--If
the School Committee reclassifies any of the above positions to non-bargaining
unit positions, the President of the ASSOCIATION shall be so notified in
writing.
11.13 ASSOCIATION employees who have been designated as
Identified Substitutes will be paid an additional $1.00 per hour over and above
the rate designated in Appendix A. The
designation of an ASSOCIATION employee as an Identified Substitute may be made
by the Superintendent at the time of hire or during the course
of the school year for the remainder of a school year. In the event an ASSOCIATION employee who has
not been designated as an Identified Substitute is assigned to substitute for a
teacher for more than one hour in any school day, said employee will receive,
as additional compensation, $75 per day (or a prorated amount if more than one
hour but less than a full school day).
11.14 Twelve-month ASSOCIATION employees will be paid
in equal bi-weekly installments on regular paydays between July 1 and June
30. Ten-month ASSOCIATION employees shall be paid in equal bi-weekly
installments on regular paydays between September 1 and June 30 unless they
request in writing at the time they are hired, or no later than August 1 for
continuing employees, to be paid in equal bi-weekly installments on regular
paydays between September 1 and August 31.
12.1 All school-year employees (10 month) will be entitled to two days of annual leave with pay and one day of annual leave without pay. Except for an unforeseen event, said leave must be scheduled at least 14 days in advance with the Principal or immediate supervisor at the Central Office. The work year for ten-month employees shall end upon the completion of 185 workdays. These employees may be released sooner, subject to the approval of the Principal, provided the work normally associated with the closing of school has been completed.
12.2 All full-time employees will be entitled to
take annual leave with pay in accordance with the following schedule:
(a) after six months of work, six days plus one
working day per month until the first anniversary of the employee’s date of
hire;
(b) on the first anniversary of employment, twelve
working days;
(c) on the fifth anniversary of employment, seventeen
working days;
(d) on the tenth anniversary of employment,
twenty-three working days;
(e) on the fifteenth anniversary of employment,
twenty-five working days.
A 10-month employee who is subsequently
appointed to a full-time position will be given credit for all prior service
for purposes of determining entitlement to annual leave at the rate of one
10-month school year equaling one year of service.
12.3 The normal annual leave period for 12-month
employees is from July 1 through Labor Day. Under extenuating circumstances and
upon approval of the immediate supervisor and the Superintendent or a designee,
leave may be taken at other times during the year if practicable. Annual leave may not be accumulated from one
fiscal year to another except with the prior written approval of the
Superintendent or designee.
12.4 Whenever an employee is unable to use annual
leave to which he/she is entitled because of retirement or death, the employee,
or in the case of death the employee's estate, shall be paid at the regular
rate of compensation payable at the termination of employment, in lieu of such
annual leave.
12.5 Holidays occurring during annual leave
periods are not counted as annual leave.
12.6
In extenuating circumstances and with the approval of the
Superintendent or designee, unpaid leave days may be granted for the care of an
immediate family member, not to exceed 30 working days in a contract year. If
the reason for the leave qualifies under the FMLA, and the employee is eligible
for FMLA, the employee may take up to twelve (12) weeks of unpaid leave, which
shall encompass the thirty (30) working days provided by this paragraph.
12.7 12- month employees will be paid at their
contract rate for all days worked in any 12-month period between July 1 and the
subsequent June 30.
HOLIDAY LEAVE
13.1 The following days shall be holidays for all full-time employees (12 month):
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New Year’s Day President’s Day Patriot’s Day Memorial Day |
Independence Day Martin Luther King Day Labor Day |
Columbus Day Veteran’s Day Thanksgiving Day |
Friday after Thanksgiving Christmas Day Christmas Eve Day |
13.2 All full-time employees are eligible for the preceding
paid holidays. Holidays which fall on working days shall be considered as time
worked. If a paid holiday under this Agreement falls on a Saturday, employees
covered by this Agreement will be given an additional day off at such time as
is mutually agreed upon by the employee and his/her supervisor. The
Superintendent may require an ASSOCIATION employee to work at the Central
Office if the town building is open on Christmas Eve Day. Said employee will be given an additional
day off at such times as is mutually agreed upon by the employee and his/her
supervisor. A "current practices" letter is on file with the
ASSOCIATION.
13.3 If a listed holiday falls on Sunday, then the
succeeding Monday shall be the holiday. If the Superintendent and employee cannot
agree to another day off, then the employee shall take the next workday when
school is not in session.
14.1 Tuition/Conference
Reimbursements--The COMMITTEE will pay tuition and conference fees for
educational programs which are designed to enhance skills or acquire new skills
related to the duties of the position held by an employee covered by this
Agreement which are taken at colleges, universities, business schools,
secretarial schools, or training programs upon successful completion of said
courses provided the employee received advanced approval from the
Superintendent (or designee). This section does not apply to employees who are
on leave of absence.
14.2 Conferences,
Workshops, etc.--Upon written approval of the Superintendent or a designee,
time shall be granted for attendance at professional conferences, workshops,
seminars, and other professional improvement sessions where applicable. Responses
shall be made within five (5) working days of receipt of request, if possible.
14.3 Reimbursement
Fund--The amount of reimbursement for tuition and conferences, workshops,
etc. will be $8,500 in each year of this Agreement, paid out in accordance with
the rules and procedures set out in appendix D.
14.4 No loss of pay, sick leave, or other rights
shall occur because of any such activity.
14.5 Requests for attendance at such sessions
shall be made through the immediate supervisor at least ten (10) working days
in advance.
ZIPPER
CLAUSE
All proposals and counterproposals which
were made during negotiations but not included within this Agreement have been
withdrawn without prejudice to either party. All rights and benefits which the
parties had as part of the prior Agreement remain in full force and effect
except as specifically modified by the language of this Agreement.
This Agreement shall be effective as of
July 1, 2007 and shall continue and remain in full force and effect through
June 30, 2010. No later than December 1, 2009, the COMMITTEE and the
ASSOCIATION shall enter into negotiations for a successor Agreement.
This Agreement having been duly ratified by
the COMMITTEE and the ASSOCIATION, the parties hereto affix their signatures.
FOR THE
WAYLAND SCHOOL COMMITTEE
FOR THE
WAYLAND EDUCATIONAL SECRETARIES' ASSOCIATION
WESA HOURLY RATES, 2007-2010
|
As of July 1, 2007 |
||||||||
|
Category |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
Step 5 |
Step 6 |
Step 7 |
Step 8 |
|
1 |
15.66 |
16.42 |
17.13 |
18.03 |
19.20 |
20.20 |
21.88 |
22.24 |
|
2 |
14.89 |
15.75 |
16.52 |
17.36 |
18.12 |
19.58 |
20.55 |
20.95 |
|
3 |
14.85 |
15.43 |
15.88 |
16.52 |
17.12 |
18.57 |
20.08 |
20.45 |
|
4 |
14.02 |
14.85 |
15.80 |
16.64 |
17.82 |
18.78 |
20.08 |
20.45 |
|
5 |
14.87 |
15.48 |
15.94 |
16.53 |
17.12 |
18.57 |
20.08 |
20.45 |
|
|
|
|
|
|
|
|
|
|
|
As
of July 1, 2008 |
||||||||
|
Category |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
Step 5 |
Step 6 |
Step 7 |
Step 8 |
|
1 |
16.12 |
16.92 |
17.64 |
18.57 |
19.78 |
20.81 |
22.53 |
22.91 |
|
2 |
15.33 |
16.22 |
17.02 |
17.88 |
18.66 |
20.17 |
21.17 |
21.58 |
|
3 |
15.29 |
15.90 |
16.35 |
17.02 |
17.63 |
19.13 |
20.68 |
21.07 |
|
4 |
14.44 |
15.29 |
16.27 |
17.14 |
18.35 |
19.34 |
20.68 |
21.07 |
|
5 |
15.31 |
15.95 |
16.42 |
17.03 |
17.63 |
19.13 |
20.68 |
21.07 |
|
|
|
|
|
|
|
|
|
|
|
As
of July 1, 2009 |
||||||||
|
Category |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
Step 5 |
Step 6 |
Step 7 |
Step 8 |
|
1 |
16.61 |
17.43 |
18.17 |
19.13 |
20.37 |
21.44 |
23.22 |
23.60 |
|
2 |
15.80 |
16.70 |
17.53 |
18.42 |
19.23 |
20.78 |
21.81 |
22.23 |
|
3 |
15.75 |
16.37 |
16.76 |
17.53 |
18.16 |
19.71 |
21.31 |
21.70 |
|
4 |
14.87 |
15.75 |
16.68 |
17.66 |
18.90 |
19.92 |
21.31 |
21.70 |
|
5 |
15.78 |
16.43 |
16.83 |
17.55 |
18.16 |
19.71 |
21.31 |
21.70 |
* Includes .5% increase
Categories
1 Administrative
Assistant, Secretary to the Assistant Superintendent (non-confidential)
2 Student Supervisor
(Outdoors)
3 Secretary
12 months, Secretary/Receptionist 12 months, Secretary to the Technology
Director, Secretary to the Early Childhood/Out of District Coordinator
(non-confidential)
4 Student
Supervisor (Indoors)
5 Secretary
10 months, Secretary/Receptionist 10 months, Teacher Assistant, Media Center
Assistant, Language Lab Assistant, Science Lab Assistant, Computer Lab
Assistant, Student Supervisor (Outdoors) [new hires as of 7/1/95]
SICK LEAVE BANK REGULATIONS
Wayland Educational
Secretaries' Association
In order to implement the Sick Leave Bank for the WAYLAND EDUCATIONAL SECRETARIES' ASSOCIATION, the following regulations are hereby adopted:
1. MEMBERSHIP
Any employee of the Wayland Public Schools included
within the bargaining unit set forth in ARTICLE ONE of the Agreement Between
the Wayland School Committee and the Wayland Educational Secretaries'
Association shall be a member of the Sick Leave Bank and shall contribute one
day of sick leave at the time of initial employment.
11. BENEFITS
A. Any member who shall have exhausted his/her accumulated sick leave
shall be eligible to request up to ten (10) sick leave days (hereinafter
referred to as "benefit days") from the Bank on account of any one
illness upon submitting a written application therefor to the Sick Leave Bank
Committee accompanied by a statement of the applicant's physician testifying to
the illness.
Sick leave days may be granted by the Sick Leave Bank Committee
for any number of days as determined by said Committee, but in no event shall
said Committee grant more than 10 days per application. Any addition to the number of days
previously granted shall require a new application. An employee will be eligible for up to twice the number of sick
leave days he/she had accumulated on the September 1 immediately prior to
his/her request for use of the Sick Leave Bank.
B. All such applications for benefits shall be filed with the chairman
of the Sick Leave Bank Committee and the Assistant Superintendent at least five
days before the expiration of the member's accumulated sick leave.
C. Applications shall be processed and considered in order of
receipt. In the event that approval of
one or more applications for benefit days would result in depletion of the Sick
Leave Bank, the Committee shall assign the benefit days remaining as equitably
as possible among those members whose application shall then be pending.
111. ADMINISTRATION
A. The Sick Leave Bank shall be managed and administered by the Sick
Leave Bank Committee, consisting of four members: three to be appointed by the
Wayland Educational Secretaries' Association and the Assistant Superintendent
of the Wayland Public Schools. The
members appointed by the Association shall serve at its pleasure.
B. The Committee shall process and consider all applications for
benefit days within one week of receipt and shall assign such days to members
who shall be eligible for such benefits.
C. All actions of the Committee shall require the affirmative vote of
no fewer than three members.
D. Any member who shall be aggrieved by the neglect or failure of the
Committee to assign one or more benefit days in response to an application
shall be granted an informal hearing by the committee within one week after it
has received a written request therefor, said written request to be submitted
within five days of notification of the denial of the member's original
request, and the Committee may, thereupon, reconsider its decision.
E. Any member who shall be aggrieved by the neglect or failure of the
Committee to reconsider its decision after such an informal hearing may submit
a written statement to the Executive Board of the ASSOCIATION setting forth the
facts and arguments upon which he/she relies in claiming the benefits applied
for. The Board shall, within fourteen
days, notify the member of its decision and there shall be no appeal
therefrom. No hearing shall be granted
by the School Committee in connection with any such appeal.
F. The grievance procedure set forth in the Agreement shall not be
available to any member who is dissatisfied with the result of the proceedings
set forth above.
G. By September 15 of each year, the Committee shall notify all
members, through the Assistant Superintendent and the Chairman of the Sick
Leave Bank Committee, of the number of members participating in the Sick Leave
Bank and the number of benefit days then in the Bank. Members may, of course,
obtain such information from the Assistant Superintendent at any time.
H. The Committee shall submit a report of its operations to the
Superintendent of Schools and the President of the Association no less
frequently than once each year, and make such recommendations on matters of
policy and procedure as it may consider appropriate.
1. The Sick Leave Bank Committee may consider an individual member's
sick leave record in determining the eligibility of that member to receive
benefit days from the Sick Leave Bank.
Chapter
149 Section 105D, Entitlement of female employees; rights and benefits:
A female employee who has
completed the initial probationary period set by the terms of her employment
or, if there is no such probationary period, has been employed by the same
employer for at least three consecutive months as a full-time employee, who is
absent from such employment for a period not exceeding eight weeks for the
purpose of giving birth, said period to be hereinafter called maternity leave,
and who shall give at least two weeks' notice to her employer of her
anticipated date of departure and intention to return, shall be restored to her
previous, or a similar, position with the same status, pay, length of service
credit and seniority, wherever applicable, as of the date of her leave. Said maternity leave may be with or without
pay at the discretion of the employer.
Such employer shall not be
required to restore an employee on maternity leave to her previous or a similar
position if other employees of equal length of service credit and status in the
same or similar position have been laid off due to economic conditions or other
changes in operating conditions affecting employment during the period of such
maternity leave; provided, however, that such employee on maternity leave shall
retain any preferential
consideration for any other position to which she may be entitled as of the
date of her leave.
Such maternity leave shall
not affect the employee’s right to receive vacation time, sick leave, bonuses,
advancement, seniority, length of service credit, benefits, plans, or programs
for which she was eligible at the date of her leave, and any other advantages
or rights of her employment incident to her employment position; provided,
however, that such maternity leave shall not be included, when applicable, in
the computation of such benefits, rights, and advantages: and provided,
further, that the employer need to provide for the cost of any benefits, plans,
or programs during the period of maternity leave unless such employer so
provides for all employees on leave of absence. Nothing in this section shall be construed to affect any
bargaining agreement or company policy which provides for greater or additional
benefits than those required under this section.
A notice of this provision
shall be posted in every establishment in which females are employed.
TUITION/CONFERENCE REIMBURSEMENT
1. Eligibility for reimbursement requires submission of evidence of
payment and transcripts or other evidence of successful completion of approved
courses or attendance at conferences.
2. These funds shall be distributed in the following manner. Each employee who completes one or more
approved courses or conferences and submits the requisite proof of payment
shall, as soon as practicable, receive an initial reimbursement of up to $150
against the amount requested subject to exhaustion of the fund. Requests beyond the initial $150 per employee
shall be reimbursed at the end of the fiscal year from the remainder of the
fund on an equal percentage basis.
3. Non-university or college programs shall be computed on a credit
basis with ten (10) instructional hours being equal to one (1) credit. The cost for such courses shall be reimbursed
on the same basis as university and college courses. The maximum cost base upon which reimbursement will be calculated
shall not exceed the most expensive individual college or university course.
4. The cycle for calculation of reimbursement from the contractually
agreed sum for any fiscal year shall be from June 1 of the preceding fiscal
year to May 31 of the fiscal year from which the funds will be drawn.
5. In order to be eligible for tuition/conference reimbursement, the
Tuition/Conference Reimbursement Application must be submitted at the beginning
of the course.