Winthrop Teachers' Assoc. (Teachers' Unit) 9-1-15 to 8-31-18.PDF
Winthrop School Committee · from StateReference · 82 pages · 889 KB
open the file ↗ · original at the source ↗
1704385_1
Formatted: DocID
AN AGREEMENT
between the
WINTHROP SCHOOL COMMITTEE
and the
WINTHROP TEACHERS’ ASSOCIATION
(Teachers’ Unit)
Winthrop, Massachusetts
September 1, 2015 – August 31, 20158
2 WTA—Teachers
1704385_1
Formatted: DocID
TABLE OF CONTENTS page numbers need to be fixed
ARTICLE PAGE
AGREEMENT AND PREAMBLE 4
I RECOGNITION 4
II NO DISCRIMINATION 6
III CHECK-OFF—AUTHORIZATION 6
IV PROFESSIONAL CONSULTATIONS 7
V RIGHTS OF THE COMMITTEE 7
VI GRIEVANCES 8
VII ARBITRATION 11
VIII CONTINUITY OF EMPLOYMENT 12
IX TEACHERS’ DUTIES 12
X TRANSFERS AND VACANCIES 13
XI TEACHER ASSIGNMENT 15
XII TEACHER EVALUATION 17
XIII ASSOCIATION ACTIVITY ON SCHOOL PROPERTY 20
XIV COMPENSATION 21
XV SCHOOL CALENDAR AND
PROFESSIONAL RESPONSIBILITIES 26
XVI INSURANCE BENEFITS 28
XVII SICK LEAVE 29
XVIII SICK LEAVE BANK 31
XIX SABBATICAL LEAVE 33
XX MILITARY LEAVE 33
XXI PEACE CORPS 34
XXII PERSONAL LEAVE 35
XXIII FAMILY MEDICAL LEAVE 36
XXIV EDUCATIONAL LEAVE 37
XXV DELEGATES LEAVE 38
XXVI BEREAVEMENT LEAVE 38
XXVII LEAVE OF ABSENCE 39
XXVIII JURY DUTY 39
WTA—Teachers 3
1704385_1
Formatted: DocID
XXIX SEPARABILITY AND SAVINGS 39
XXX SENIORITY—LAYOFF 40
XXXI CHAPTER 766 46
XXXII AGENCY SERVICE FEE 48
XXXIII SMALL NECESSITIES LEAVE ACT 48
XXXIV HEALTH AND SAFETY 49
XXXV DURATION 49
SIDE LETTER OF AGREEMENT 51
APPENDIX A BASIC TEACHERS’ SALARY SCHEDULE 52
APPENDIX B SPORTS 55
APPENDIX C NON-SPORTS EXTRA-CURRICULAR ACTIVITIES 57
APPENDIX D LEAD TEACHERS, TEAM LEADERS 58
APPENDIX E CRIMINAL OFFENDER RECORDS INFORMATION
(CORI) REVIEW POLICY 59
APPENDIX F EVALUATION REPORT FORMS 60
APPENDIX G LETTER OF UNDERSTANDING 73
APPENDIX H ACCESS TO KEYS POLICY 74
APPENDIX I ACCEPTABLE USE POLICY 75
APPENDIX J CALENDAR 78
4 WTA—Teachers
1704385_1
Formatted: DocID
AGREEMENT
The Agreement is made and entered into this 10rd day of September 20125, (to be effective
September 1, 20125, unless otherwise indicated), by and between the School Committee of the Town
of Winthrop (hereinafter referred to as the “Committee”) and the Winthrop Teachers’ Association
affiliated with the Massachusetts Teachers Association and with the National Education Association
(hereinafter referred to as the “Association”).
PREAMBLE
In entering this field of collective bargaining, it has been the intention of the parties by the
consummation of this Agreement to continue their harmonious relations, to promote mutual
cooperation and understanding, to formulate rules, to define and resolve the proper interest of the
teachers in their rights of compensation and conditions under which they perform their duties, all
with a goal to improving educational opportunities for the students enrolled in the Winthrop Public
Schools.
The parties acknowledge that the Committee and the superintendent have complete authority,
except as modified by this Agreement, over the policies and administration of the schools which it
exercises under the law and that this vehicle of collective bargaining will continue to provide the
teachers with an opportunity to bring their knowledge and experience to bear on matters of
professional concern together with that of the Committee and superintendent with a goal of assisting
in solving the growing problems inherent in the advancement of education.
ARTICLE I1
RECOGNITION
Section 1.
Subject to any applicable provisions of state or federal law or regulation now or hereafter in
effect, the Committee recognizes the Association as the agency through which the teachers of the
Winthrop School System in the below-described unit represent their considered opinion on matters
cognizable as mandatory subjects for discussion pursuant to the terms and valid administrative
interpretations of Chapter 150E of the Massachusetts General Laws and any subsequent amendments
thereto.
Section 2.
The Committee recognizes the Association as exclusive bargaining representative of all
certified teaching personnel (including full-time teaching personnel for whom the Committee has
obtained a waiver) who are employed as classroom teachers, librarians, school psychologist, school
social worker, guidance counselors, adjustment counselors, special needs personnel, and
occupational therapists in the Winthrop School System, but excluding:
WTA—Teachers 5
1704385_1
Formatted: DocID
(a) substitute teachers, practice teachers, interns, or educational support personnel
(b) the holders of the following positions:
1. Superintendent of Schools
2. Curriculum Coordinator and All Assistant Superintendents
3. Principal, High School
4. Principal, Middle School
5. Principal, Arthur T. Cummings Elementary School
6. Principal, William P. Gorman – Fort Banks Elementary School
7. All Assistant Principals
8. Director of Athletics
9. Director of Secondary Guidance
10. Director of Special Needs
11. Director of Media Services
12. Supervisor of Reading
13. Coordinators
14. Pupil Personnel Director
15. Director of Finance and Facilities
16. Network Manager
17. Computer Specialist.
17.18. Coaches who are not teachers in the Winthrop Public School System
(c) all other employees of the Town of Winthrop School System.
Section 3.
Nothing contained in this Agreement shall be construed to prevent any teacher from at any
time discussing any problems with any of his/her supervisors or the School Committee, without the
previous consent of the Association, nor shall any action taken by said supervisors or School
Committee, as a result of such discussion, be the subject of a grievance or otherwise contested by
said Association unless such action is in direct contravention of express language in a provision of
this Agreement. The Association will be notified and have a right to attend any such session before
the School Committee.
Section 4.
This Agreement is a complete agreement between the parties covering all mandatory subjects
of discussion. The parties agree that the relations between them shall be governed by the terms of
this Agreement only. No prior agreements or understanding, oral or written, shall be controlling or in
any way affect the relations between the parties unless and until such agreements or understanding
have been reduced to writing and duly executed by both parties subsequent to the date of this
Agreement.
All matters not dealt with herein shall be treated as having been brought up and disposed of,
and the Committee shall be under no obligation to discuss with the Association any modifications or
additions to this Agreement which are to be effective during the term hereof.
6 WTA—Teachers
1704385_1
Formatted: DocID
No change or modification of this Agreement shall be binding on either the Committee or the
Association unless reduced to writing and executed by the respective duly authorized representatives.
ARTICLE II2
NO DISCRIMINATION
There shall be no discrimination, interference, restraint, or coercion by the School
Committee, the Teachers’ Association, or their respective agents against any teacher because of
membership or non-membership in the Association. The services of the Winthrop Teachers’
Association in the capacity of bargaining agent will be available to all who are eligible for
membership. Although membership in the Association is jointly encouraged, no professional
employee shall be required to join the Winthrop Teachers’ Association or to pay dues as a condition
of employment, or to obtain such services.
ARTICLE III3
CHECK-OFF
The Committee agrees that from and after receipt of written authorization in the form set out
below (and prior to any revocation thereof) pursuant to the provisions of Massachusetts General
Laws, Chapter 180, Section 17C, it will request the Town Treasurer to deduct from the salary of the
teacher signing such authorization biweekly Association dues as therein authorized and will remit the
amount so deducted in accordance with such authorization, provided that the Committee shall be
under no obligation to make any such deduction as aforesaid after the termination of the terms of this
Agreement, and provided that the Committee may immediately cease making such deduction at any
time on behalf of the teacher upon receipt by the superintendent of schools of written notice of
revocation of authorization from that teacher, or upon transfer of that teacher out of the unit defined
in Article I, Section 2, or upon knowledge by the Committee that said teacher is no longer a member
of the Association. The Committee will incur no liability for loss of dues monies after depositing
same, properly addressed to the Association in the U. S. Mail.
AUTHORIZATION
To: Winthrop School Committee
Winthrop, Massachusetts
You are hereby authorized and directed to deduct from my salary the biweekly dues as
established by the members of the Winthrop Teachers’ Association a/w the Massachusetts Teachers
Association and the National Education Association, and certified to you by the president of the
Association. The said dues shall be deducted at the times agreed upon by you and the Association
and thereafter remitted to the Association as agreed upon between you and the Association.
This Authorization shall remain in effect until (a) the termination of the Agreement between
the Committee and the Association providing for such deductions, (b) my written revocation of this
authorization which shall become effective sixty (60) days after receipt of such revocation by the
WTA—Teachers 7
1704385_1
Formatted: DocID
superintendent of schools, (c) my transfer out of the bargaining unit, or (d) knowledge by the
Committee that I am no longer a member of the Association.
Name _______________________________________ Date __________________________
ARTICLE IV4
PROFESSIONAL CONSULTATIONS
Section 1.
In recognition of the professional standing of teachers and the fact that teachers’ ideas and
opinions, systematically and periodically collated and expressed, are of significant value in
improving the quality of education in, as well as the efficient and economical operation of the
Winthrop School System; and in recognition of the Association’s knowledge of the ideas and
opinions of the teachers, the parties agree that a Professional Consultation procedure should be
established to be operative during the term of this Agreement.
Section 2.
This procedure is not intended to replace the grievance or arbitration procedures set forth
herein or to make any matter a mandatory subject of discussion at any time other than at
consultations that would not be a mandatory subject of discussion in the absence of the provisions of
this Section.
Section 3.
Consultation sessions will be scheduled with the Committee once every two (2) months upon
written request of the Association. They will be the primary item on the agenda for that evening and
up to two (2) hours will be reserved for that section of the agenda. The subject matters may include
any item of concern or interest to the Association. Two (2) weeks prior to the date scheduled for the
consultation, the Association will submit a written agenda of subjects about which it desires to
consult at the meeting to the superintendent of schools. The consultation will be confined to the
subjects on that agenda.
In the event the need arises for additional meetings or additional time at scheduled meetings,
these will be arranged by mutual agreement between the chair of the School Committee and the
president of the Winthrop Teachers’ Association.
ARTICLE V5
RIGHTS OF THE COMMITTEE
In recognition of the fact that the laws of the Commonwealth of Massachusetts vest
responsibility to the people of the Town of Winthrop in the Committee and the superintendent for
quality of education in, and the efficient and economical operation of the Winthrop School System, it
is herein agreed that except as modified, amended, or abridged by express language in a provision of
8 WTA—Teachers
1704385_1
Formatted: DocID
this Agreement, the Committee and the superintendent retain all rights and powers that they have or
may hereafter be granted by law and may exercise the same at its discretion without any such
exercise being made the subject of a grievance.
Said rights and powers include but are in no way to be construed as limited to the rights and
powers to hire; fire; suspend; or in any other manner discipline; promote; demote; transfer
(permanently or temporarily); evaluate the performance of; prescribe hours for and working
conditions of; prescribe textbooks and other teaching aids, the curriculum, and methods of teaching
used by; assign any added, lessened, or different work responsibility to; set standards and
requirements applicable to and make determinations of eligibility for any in-step wage increases for;
grant teacher with professional status to; promulgate rules and regulations pertaining to; regulate and
restrict the use of school property (real or personal) by; implement improved benefits at any time for
all or some of the; make any pay deductions because of the absence of, or failure to perform work by;
and prescribe any professional improvement program or policies for: teachers in the School System,
and to assign teaching or any other work to whatever personnel—either in or out of the unit—that the
Committee and/or the superintendent at their discretion choose.
The Association will be given a copy of any policies and reports approved at School
Committee meetings. The Association will further be provided a copy of the School Committee
packet by the end of the next school day following the delivery of the packet to the Committee
members.
ARTICLE VI6
GRIEVANCES
Section 1.
For the purpose of this Agreement, a grievance shall be defined as: Any complaint by a
teacher covered by the Agreement that (1) he/she has been subject to a violation, inequitable
application, or misinterpretation of a specific provision of this Agreement or (2) he/she has been
subjected to an unfair or discriminatory act contrary to established policy and practice.
Section 2.
The purpose of this procedure is to secure, at the lowest possible administrative level,
equitable solutions to the problems which may from time to time arise, affecting the welfare or
working conditions of teachers. Both parties agree that these proceedings will be kept as informal
and confidential as may be appropriate at any level of this procedure. Consultation between the
Association and the superintendent is encouraged as a means of resolving problems.
Section 3.
Nothing herein contained will be construed as limiting the right of any teacher having a
grievance to discuss the matter informally with any appropriate member of the administration and to
have the grievance adjusted without intervention of the Association, provided the adjustment is not
inconsistent with the terms of this Agreement and that the Association has been given the opportunity
WTA—Teachers 9
1704385_1
Formatted: DocID
to be present at such adjustment above Level 1 and to state its views. If the teacher so chooses, a
representative of the Association may be present at Level 1.
Section 4.
No written communication, other document, or record relating to any grievance shall be filed
in the personnel file maintained by the School Department of the Town of Winthrop for any teacher
involved in presenting such grievance.
Section 5.
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 be extended only by prior mutual agreement. It
is understood and agreed that no grievance, dispute, misunderstanding, or difference between the
parties arising out of acts which occurred prior to the execution of this Agreement shall be submitted
to the Committee under the provision of this Article. It is understood that any grievance pending at
the conclusion of the contract will remain operative in the subsequent contract period unless settled
in negotiations.
Section 6.
If at the end of the fifteen (15) days next following either the occurrence of any grievance or
the date when the teacher should reasonably have had first knowledge of its occurrence, whichever is
later, the grievance shall not have been presented at Level 1, as set forth below, the grievance shall be
deemed to have been waived. Such time limit may be extended by mutual agreement.
Level 1. A teacher with a grievance will first discuss it with his/her principal or immediate
supervisor during non-teaching hours.
Level 2. If at the end of three (3) school days next following such presentation, the
grievance shall not have been disposed of to the aggrieved’s satisfaction, the
teacher may file with the president of the Association a written statement of the
grievance. Such statement shall be reviewed with the teacher by the said
president or his/her designee, and if after such review the teacher so desires, the
grievance shall be presented in writing by the teacher to the superintendent or
his/her designee within five (5) school days.
Level 3. If at the end of ten (10) school days next following presentation of the grievance
in writing to the superintendent the grievance shall not have been disposed of to
the satisfaction of the teacher, the teacher may refer the grievance in writing to the
chair of the School Committee within five (5) school days.
The Committee or its designated representative and the teacher and, if the teacher so
elects, counsel and/or an authorized representative of the Association shall meet to
discuss the grievance as promptly as possible, normally within fourteen (14) school
10 WTA—Teachers
1704385_1
Formatted: DocID
days at a time mutually agreed upon by the chair of the School Committee and the
president of the Teachers’ Association.
If any person or persons are to represent the teacher at this meeting, the School
Committee will be informed in writing prior to three (3) school days before the
meeting of the titles and names (if possible) of such person or persons anticipated.
The School Committee or its designated representative shall elect whether this
discussion shall take place during working hours.
The School Committee will give its written answer to the grievance within ten (10)
school days following the conclusion of the meeting. If no satisfactory settlement of
the grievance is made, it may
Level 4. Be appealed to arbitration by written notice of such intention to appeal within ten
(10) school days after the receipt of the written answer under Level 3. This
appeal to arbitration shall be in accordance with the procedure and conditions set
forth in Article VII.
Section 7.
If there is a grievance which directly affects a group or class of teachers or is of a general
nature, the Association may submit such a grievance in writing directly to the level of administration
having the appropriate authority to resolve said grievance. If appropriate, an individual grievance
may be filed directly at the lowest level of the administration having the appropriate authority to
resolve the grievance.
Section 8.
A grievance not initiated within the time specified shall be deemed waived. Failure of the
teacher filing the grievance to appeal a decision within the time limit specified will mean that the
grievance shall be considered settled on the basis of the decision last made and shall not be eligible
for further appeal.
Failure of the School Committee to answer an appeal within the time limit specified shall
mean that the appeal may be taken to the next step immediately. The above limitations may be
waived by mutual agreement of the parties.
Section 9.
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 year or as soon thereafter as practicable. For grievances being processed during the
summer, the time limits stated in terms of school days will be interpreted as referring to regular
workdays (Monday through Friday, exclusive of any legal holidays).
Section 10.
WTA—Teachers 11
1704385_1
Formatted: DocID
The School Committee will, upon request, provide the Association with copies of any
documents in its possession including approved minutes of the School Committee which may be
necessary for the Association to process grievances under this Agreement.
ARTICLE VII7
ARBITRATION
Section 1.
In the event either party elects to submit a grievance to arbitration, the arbitrator shall be
selected according to and shall be governed by the following procedure:
The arbitrator is to be mutually selected by the Committee and the Association. If the
Committee and the Association cannot agree within seven (7) school days after written notice of
intention to arbitrate has been received from the Association, then the Association shall within five
(5) school days thereafter request the American Arbitration Association to provide a panel of
arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration
Rules.
The parties may by mutual agreement choose to submit more than one grievance to the same
arbitrator.
Section 2.
Each party shall bear the expense of its representatives, participants, and witnesses, and for
preparation and representation of its own case. The fees and expenses (if any) of the arbitrator and
the American Arbitration Association shall be shared equally by the parties provided that the
obligation of the Committee and the Association to pay shall be limited to the obligation which the
Committee and the Association can legally undertake in that connection. In no event shall any
present or future member of the Committee or the Association have any personal obligation for any
payment under the provision of this Section.
Section 3.
The arbitrator’s award shall be in writing and shall set forth his/her findings of fact with
reasoning and conclusions. He/she shall arrive at his/her decisions solely upon the facts, evidence
and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have
no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching
his/her decision shall interpret the Agreement in accordance with the commonly accepted meaning of
words used herein and the principle that there are no restrictions intended on the rights or authority of
the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of
the arbitrator shall be submitted to the School Committee and the Association and shall be final and
binding upon the Committee, the Association, and the teacher or group of teachers who initiated the
grievance.
Section 4.
12 WTA—Teachers
1704385_1
Formatted: DocID
Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for
arbitration unless it involves the interpretation or application of a specific provision of this
Agreement.
ARTICLE VIII8
CONTINUITY OF EMPLOYMENT
Section 1.
In recognition of the provisions of Section 9A(a) of Chapter 150E of the Massachusetts
General Laws, the Association agrees that during the term of this Agreement, or any renewal or
extension thereof, neither it nor any of its agents will engage in, incite, or participate, either directly
or indirectly, in any strike, sit-down, stay-in, slow-down, work stoppage, withholding of services,
consorted unauthorized absences, or any other interference with assigned or expected work.
Section 2.
The Teachers’ Association further agrees that should any strike, sit-down, stay-in, slow-
down, work stoppage, withholding of services or any other interference occur (regardless of the lack
of Association connection with the activity), it shall put forward every effort to have the activity
terminated immediately, including ordering the persons concerned to return to work.
Section 3.
Any individual who violates the provisions of this Article will be subject to discipline and
possible discharge by the School Committee.
Section 4.
It is agreed that in any event of an alleged breach of Section 1 or 2, the Committee may seek
its redress through the grievance procedure of this Agreement, by filing an action in any appropriate
court, or by exercise of any of its rights and powers, or by any combination of the above.
Section 5.
It is agreed that during the term of this Agreement, the School Committee will not seek
monetary damages against the Winthrop Teachers’ Association for a violation of this Article as long
as the Association fully complies with the provisions of Section 2.
ARTICLE IX9
TEACHERS’ DUTIES
WTA—Teachers 13
1704385_1
Formatted: DocID
Section 1.
The Committee and the Association acknowledge that the teacher’s primary responsibility is
to teach and that his/her energies should, to the extent possible, be utilized to this end.
Section 2.
To the extent that paraprofessionals are employed by the District within a building, they will
work under the general direction of the building principal and the immediate direction and in support
of the classroom teacher and not in place thereof.
Section 3.
The Administration will continue its efforts to obtain volunteer lunch monitors or to arrange
teaching schedules or will explore other means to provide duty-free lunch for elementary teachers.
This does not include an obligation to hire paid aides or assign such duties on a regular basis to Unit
B members. Primary consideration will always be given to the adequate supervision of students.
Section 4.
Any non-teaching duties which are assigned shall be done so on an equitable basis among all
members of the bargaining unit in the building. Department heads will not be assigned to study hall
duty or lunchroom duty.
Department heads with more than six (6) teachers will not be assigned any non-teaching
duties other than the administrative duties associated with being a department head.
Section 5.
Teachers who have been given access to keys to a school shall sign for and be subject to the
“Access to Keys Policy” as described in Appendix H.
Section 6.
Because of safety, security, and liability concerns, teachers will be required to sign in at the
beginning of each workday. A teacher who forgets to sign in on a particular day will not be
disciplined or receive a negative evaluation for that omission. The Association, however, recognizes
a teacher’s professional and contractual responsibility to be present in the building for the appropriate
work times.
ARTICLE X10
TRANSFERS AND VACANCIES
14 WTA—Teachers
1704385_1
Formatted: DocID
Section 1.
In filling teaching vacancies occurring at the end of the school year for the subsequent year or
in filling new positions, due consideration will be given to the requests of teachers within the System
for the transfer to such open positions. It is recognized that the final decision whether such transfers
will be made must rest with the superintendent of schools and principals.
Teachers who desire a change in grade and/or subject assignment or who desire to transfer to
another building shall file a written statement of such desire with the superintendent and principals
on or before March 1, except as provided for in Section 3 of this Article. Such statement shall
include the grade and/or subject to which the teacher desires to be assigned and/or the school to
which he/she wishes to be transferred. As soon as practicable, and normally not any later than
August 1, the superintendent shall notify said teachers of the disposition of their requests.
The wishes of the individual teacher in this respect will receive the fullest consideration, but
the instructional requirements of the School System and the pupils will be the controlling factor as
finally decided by the principals and the superintendent with a right of appeal by the individual
limited to the School Committee.
INVOLUNTARY TRANSFER
When involuntary transfers at grade or building levels are contemplated, the teacher’s length
of service and performance within the Winthrop School System will be considered. It is recognized
that the final decision rests solely with the judgment of the principals and the superintendent of
schools as to the total needs of the System.
When such transfers are to take place, a prior meeting will be held by the superintendent or
his/her designee with the teacher, at which time the teacher will be notified of the reasons for such
transfer. As far as practicable, involuntary transfers will be made to a comparable position.
Section 2.
For purposes of this Article, a postable vacancy is regarded as a position in Unit A or B or
Appendix B or C which will not be filled by the same person who held said position prior to its
becoming vacant. Notice of the availability of such positions shall be posted on each bulletin board
in each building contemporaneously with any other notice promulgated by the superintendent for at
least ten (10) days. Due consideration will be given to the personnel within the System who apply
for a position under this Section. In cases of emergency, postings may be for five (5) days only.
Section 3.
In the event a vacancy occurs in a teaching position during the school year, notice of such
vacancy will be posted in each building contemporaneously with any other notice promulgated by the
superintendent, but the question whether such vacancy will be filled by transfer or otherwise shall be
at the sole discretion of the superintendent. By May 5, the superintendent shall cause to be posted in
each building a comprehensive listing of all known vacancies and new positions to be effective on or
before September 1 of the subsequent school year. Teachers interested in transfer/reassignment to a
position(s) listed on the annual posting shall file a request for transfer/reassignment on or before
WTA—Teachers 15
1704385_1
Formatted: DocID
May 20, and they shall be considered under the provisions of Section 1 of this Article. Notices of
postable vacancies (other than classroom teaching positions) occurring during the summer period
when school is not in session will be conveyed directly to the president of the Winthrop Teachers’
Association or his/her designee, and insofar as practicable, will be distributed to personnel covered
by this Agreement with their summer paychecks.
Section 4.
The president of the Association shall be on the general distribution list and receive a copy of
each notice issued under the provisions of this Article. The president of the Association shall be
notified by the superintendent of any resignations, appointments, transfers, the granting of
professional teacher status and all leaves of absence covered by this Agreement.
Section 5.
If a teaching or administrative position is to be filled for a full school year or more, the
appropriate certification will be required of the successful applicant or a waiver obtained from the
Department of Education. Said certification requirement shall be noted in the position posting.
If a position is to be filled for less than a full school year, the successful applicant does not
have to hold the appropriate certification, but the School Committee will give serious consideration
to the candidate’s educational attainments including the holding of the appropriate certification.
ARTICLE XI11
TEACHER ASSIGNMENT
Section 1.
Teachers will be notified in writing of their 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 the close of the school year in June except that, where necessary, changes will normally
be made by August 15. However, every effort will be made to notify teachers by August 1 of their
teaching assignment.
Section 2.
In order to ensure that pupils are taught by teachers working within their areas of
competence, teachers will not be assigned, except temporarily or for good cause (but then not to
exceed one (1) year unless the teacher and the Committee agree to any other arrangement), outside
the scope of their teaching certificates and/or their major or minor fields of study.
Section 3.
16 WTA—Teachers
1704385_1
Formatted: DocID
To the extent possible, changes in grade assignment in the elementary schools and in subject
assignment in the secondary schools will be voluntary.
Section 4.
Elementary teachers who have completed one (1) year of teaching in Winthrop may be
released from classroom duty for a preparation period when a certified specialist has taken control of
and is instructing the class. It is understood that on occasions the specialist and/or principal may
request the attendance of such teachers, and in all instances, the teachers will be responsible for
consulting with the specialist concerning the ongoing program.
Section 5.
The Committee shall provide teachers an average of one (1) preparation period per day. If
for any reason any teacher loses the daily preparation period, such teacher shall be compensated for
this time at the rate of fifteen (15) thirty (30) dollars per period (or seventeen (17thirty four 34)
dollars at the high school).
The parties agree to design and implement a form to be completed by the teacher and
submitted by the principal to the central office for compensation for the teacher when any teacher
loses a daily preparation period.
The Committee shall provide K-Grade 5 teachers a guaranteed daily preparation period of
forty-five minutes (45). For Grades 6-12 the daily prep period is the length of the regular class
period.
Effective with the 2015-16 school yeaaer all staff will begin and end the school day at the
appropriate time. There is no provision that staff may leave early/late if they have a prep period at
the end or the beginning of the day. Upon the request of a teacher, the Principal may allow a teacher
to leave early or arrive late for extenuating circumstances.
Section 6.
In each elementary school, a committee will be formed consisting of the principal and staff
members chosen by the Association; the purpose of the committee will be to develop a schedule
which provides a duty-free lunch for each teacher of at least thirty-five (35) minutes daily, without
further impact on the school budget.
The School Department will hire part-time employees to cover lunch periods for elementary
school teachers. The Winthrop Teachers’ Association, which is the exclusive bargaining agent for
the Educational Support Personnel, agrees that it does not object to subcontracting out lunchroom
duties to non-bargaining unit personnel.
Section 7.
Section 7.
The parties agree to create a Transitional Committee to consider issues arising around the
opening of the new schools, those issues to include class size and the number of periods taught per
day by specialists.
WTA—Teachers 17
1704385_1
Formatted: DocID
Section 8 There8 There will be one monthly staff meeting after students are dismissed up to sixty
(60) minutes in duration at each school.
ARTICLE XII12
TEACHER EVALUATION
Section 1.
The teacher evaluation process and forms are in Appendix F of this Agreement. The parties
agree to finalize District Determined Measures language required by the Department of Elementary
and Secondary Education. The parties will create a committee to address the DDM.
The Teach Point on line tool shall be incorporated in the Evaluation language. The District
shall provide training and support on Teach Point to any teacher who requests training.
Section 2.
Section 3.
Teachers have the right, upon request, to review and copy, at their own expense, the contents
of their personnel files. A teacher will be entitled to have a representative of the Association
accompany him/her during such review. The file must remain in the Office of the Superintendent at
all times.
No material derogatory to a teacher’s conduct, service, character or personality will be placed
in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher
will acknowledge that he/she has had the opportunity to review such material by affixing his/her
signature to the copy to be filed with the express understanding that such signature in no way
indicates agreement with the contents thereof. The teacher will also have the right to submit a
written answer to such material, and his/her answer shall be reviewed by the superintendent and
attached to the file copy. At the time the teacher affixes his/her name to the copy, the teacher shall
be given a copy of the material which is to be placed in his/her file. A teacher will be entitled to have
a representative of the Association present with him/her during the review of the material to be
placed in the file.
Section 4.
The Association recognizes the authority and responsibility of the principal, coordinators,
and department heads for disciplining or reprimanding a teacher for delinquency of professional
performance. If a teacher is to be disciplined or reprimanded by any member of the administration,
he/she will be personally and confidentially notified of the nature of the meeting prior to the meeting,
and he/she will be entitled to have a representative of the Association present.
Formatted: Indent: First line: 0.5"
18 WTA—Teachers
1704385_1
Formatted: DocID
Section 5.
No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of
any professional advantage without just cause.
In applying this Article, the Winthrop Teachers’ Association acknowledges that it supports
the understanding that the School Committee is the sole grantor of professional teacher status.
Any complaint regarding a teacher from a parent, student, or other person requiring
administrative action shall be promptly called to the attention of the teacher.
Section 7.
Rankbooks are the property of the teacher. At the end of the school year, the custody of the
rankbook shall be assumed by the principal of the school. Upon request a rankbook will be returned
to the teacher at the commencement of the following year. Rankbooks shall be maintained and
sufficiently documented to allow the administration to make valid evaluations of student progress. If
any question should arise, the final decision on a grade awarded rests with the teacher.
ARTICLE XIII13
ASSOCIATION ACTIVITY ON SCHOOL PROPERTY
Section 1.
Teachers will make reasonable effort not to discuss Association matters while they are
assigned to teaching or to student supervision or while they are in the presence of students on school
department property.
Section 2.
Representatives or agents of the Association who are not teachers in the unit described in
Article I, Section 2, may enter upon school department property only by following established
building procedures with respect to prior notice to the principal.
Section 3.
Association notices may be posted on school bulletin boards located in the teachers’ room in
the building if the notice is signed by an authorized representative of the Association and if the
content of the notice is limited to announcements of recreational or social activities; announcements
of elections, appointments, or results of elections; announcements of meetings; or professional
matters.
Section 4.
WTA—Teachers 19
1704385_1
Formatted: DocID
The Association may prepare, at no cost to the Town, communications relating to the conduct
of the Association and may distribute these through the teachers’ mail boxes to persons covered by
this Agreement provided that a copy has first been filed with the superintendent.
Section 5.
No surveys of students’ progress will be distributed by the Association unless prior approval
has been obtained from the superintendent.
Section 6.
In the event an elementary teacher is elected president of the Association, individual
arrangements will be made in the teacher’s schedule among the superintendent, the principal, and the
teacher to allow the teacher to function in the role of president as secondary teachers have functioned
in recent years.
It is the intent of this Section that in regard to non-teaching time, secondary teachers elected
president of the Association continue to function as they have in recent years. Among other things,
the teacher would be relieved of non-teaching functions within the building and would be allowed to
leave the building during non-teaching time to meet with the superintendent or to visit other schools
on Association matters.
The president’s non-teaching duties will be covered at no additional cost to the Town, by
being assumed equitably by other members of the professional staff or educational support personnel
within the building involved.
ARTICLE XIV14
COMPENSATION
Section 1.
The salary of each teacher in the Winthrop School System shall be determined pursuant to
the following Sections of this Article.
Section 2.
On and after the effective dates indicated, no teacher employed by the School Committee
shall be paid a salary less than that provided for in the “Basic Teachers’ Salary Schedule,” attached
hereto as Appendix A.
Teachers who have a Bachelor’s Degree must use all the credits beyond a Bachelor’s degree
towards their Masters. All credits towards a Master Degree must be submitted and approved by the
Superintendent. Once a teacher has 15 credits towards a Master’s Degree s/he may apply to move to
the B+15 scale.
20 WTA—Teachers
1704385_1
Formatted: DocID
In line with the fact that requirements for receiving a Master’s Degree are, in part, that an
average of “B” or better be maintained, the School Committee will provide additional compensation
for credits beyond basic degrees only when these additional hours likewise meet the “B” or better
criteria and are received in an advanced degree program from a school accredited by the six regional
associations accrediting institutions of higher learning, as listed in the publication “Accredited
Higher Institutions” by the U.S. Department of Education or are approved in advance by the
superintendent as related to the teacher’s fields of specialization.
Section 4.
The School Committee shall fix the initial salary rate of each teacher entering employment,
giving consideration to previous experience and special skills, provided, however, that such salary
rate shall not be less than the minimum established in this Article.
Teachers who enter the System at other than the beginning of the school year will move the
following year on the step schedule at the discretion of the School Committee, provided that a
teacher who has taught in a satisfactory manner for one hundred (100) days or more during the
school year shall receive the step increase.
Teachers who are within the System will not be granted special individual step increases
except for service, degree requirements, or for additional duties.
Section 5.
Teachers’ paychecks will be distributed biweekly throughout the calendar year, not to exceed
twenty-six (26) paydays from September 1 to August 31. A lump sum payment, consisting of the
balance due on the contract for the current year through August 31, will be available on advance
request for persons retiring or resigning or other extraordinary situations approved by the
superintendent.
Section 6.
In recognition of dedicated service to the children of Winthrop, any teacher covered by this
Agreement who has taught for twenty (20) years in the Winthrop School System (or thirty (30) years
total teaching, the last fifteen (15) of which have been consecutive in the Winthrop School System),
shall, if he/she applies, obtain an increase in compensation in the final year of teaching by following
this established procedure.
Eligible teachers who desire to participate in this program will notify the superintendent by
November 1 of the calendar year prior to the school year in which they intend to retire under the
provisions of the Massachusetts Teachers’ Retirement Act. If such notice is submitted, in writing, by
November 1, at the commencement of the final year of teaching, all accumulated sick leave not
exceeding one hundred eighty (180) days and excepting in any instance which is to be credited
during the final year of teaching shall be wiped off the books and in lieu thereof the annual salary
schedule of the individual concerned will be increased by twenty (20) dollars per day for each sick
leave day surrendered. A teacher with his/her written notice prior to September 1 may opt to receive
said increase in compensation in one (1) lump sum to be paid at the end of the school year in which
said teacher is retiring.
WTA—Teachers 21
1704385_1
Formatted: DocID
The notice requirement of this Section is intended for budget considerations and may be
waived in the case where an unanticipated physical disability requires the retirement under the
provisions of the Teachers’ Retirement Act at a time earlier than originally contemplated.
In the event the individual fails to retire under the provisions of the Act immediately at the
conclusion of the school year (unless prevented from doing so by death), the teacher will agree, in
writing, to repay to the Town of Winthrop the differential between the salary which was actually
received under the provisions of this Section and that which the teacher would receive had he/she not
submitted the intention to retire, said amount to be deducted from the final summer paychecks of the
school year.
Section 7.
(a) All professional staff members are required to take a minimum of one (1) college course
of three- (3) credit value by every third year. A grade meeting graduate school standards
must be obtained for increment purposes.
Such courses, as well as others taken in line with school requirements, must be taken
only at colleges approved by the School Committee. These colleges are those accredited
by the six regional associations accrediting institutions of higher learning as listed in the
publication “Accredited Higher Institutions” by the U.S. Department of Education.
(b) Such courses must either be a part of a degree-granting program or be reasonably related
to the teacher’s field of specialization. In any event, courses shall be approved in
advance by the superintendent and must be reported on Form C1 or facsimile. Each
individual will be notified of any negative action taken on his/her course request within
ten (10) days of filing the application with the superintendent.
Responsibility for conforming to this regulation rests with the individual teacher. Teachers
who have not complied with this regulation in the past and/or do not comply in the future will not be
eligible to receive any increment until evidence is presented that an approved course has been
completed.
Notice of completed courses must be submitted to the Office of the Superintendent prior to
August 15. Any teacher who is on maximum, and who does not complete this requirement, will not
receive a salary adjustment from any changes in salary schedule until the requirement is complied
with.
In-service courses sponsored by the school or Association, if approved by the superintendent,
may on occasion be offered for increment credit.
Section 8.
Compensation for advanced degrees may become effective only on September 1 of each year.
Data substantiating eligibility must be received by August 15 or upon completion of the course prior
to September 1 if not completed by August 15.
In the event that a teacher feels that data substantiating his/her eligibility may not be
available prior to September 1, he/she may submit to the superintendent evidence of his/her
22 WTA—Teachers
1704385_1
Formatted: DocID
enrollment in the courses leading to his/her eligibility. This shall be deemed sufficient evidence for
an additional sixty (60) days. Retroactive compensation will be paid to September 1 provided
information is substantiated to the superintendent by November 1.
Section 9.
Effective the 2009-2010 school year and thereafter, the foregoing requirements are designed
in part to encourage a teacher to advance professionally. The Committee agrees to budget $25,000
each year$30,000 in the 2015-16 school year, $35,000 in the 2016-17 school year, and $40,000 in the
2017-18 school year for educational reimbursement. The funds paid pursuant to this paragraph are
part of the System’s commitment to fund low/no cost professional development. The Committee
agrees to reimburse any teacher with professional status the equivalency of seventy-five (75) ninety
(90) percent of the actual tuition cost at a Massachusetts state college or state university including
registration fee, up to nine (9) full credit hours during the fiscal year. The Committee agrees to
reimburse any teacher without professional status the equivalency of fifty (50)seventy five (75)
percent of the actual tuition cost at a Massachusetts state college or state university including
registration fee, up to nine (9) full credit hours during the fiscal year. In order to ensure equitable
distribution, the Committee shall first reimburse all eligible teachers for three (3) credits each year
before disbursements are made to eligible teachers seeking reimbursement for six credits. The
Committee shall then reimburse all eligible teachers for six (6) credits each year before
disbursements are made to eligible teachers seeking reimbursement for nine (9) credits.
The courses taken must have the approval of the superintendent prior to enrollment in order
to qualify for reimbursement. Official transcripts of the courses, including a grade of “B-" or better
for each of the nine (9) semester hours, must be submitted to the Office of the Superintendent on or
before June 15 in order to receive such reimbursement for the current fiscal year.
Eligible teachers who submit completed course documentation on or before September 15
shall receive reimbursement for their first three (3) credits on or before October 15.
Eligible teachers who submit completed course documentation on or before February 15 shall
receive reimbursement for their first three (3) credits on or before March 15.
Eligible teachers who submit completed course documentation on or before June 15 shall
receive reimbursement on or before June 30.
The Committee shall not pay in excess of $25,000 $30,000 in the 2015-2016 school year,
$35,000 in the 2016-2017 school year and $40,000 in the 2017-2018 school foryear for course
reimbursement in any fiscal year under this Section.
The Committee shall provide the Association on or before January 1 and August 1 with
updated lists containing the following information:
(a) the names of teachers to whom disbursements of course reimbursements have been
made
(b) the amount of the disbursements
(c) the date of the original requests and
(d) the dates of disbursements.
WTA—Teachers 23
1704385_1
Formatted: DocID
Section 10.
Effective September 1, 2001, compensation for lead teachers is set forth in Appendix D.
Section 11.
Extra-curricular duties and services shall be compensated for in accordance with the
provisions of Appendix B. The enumeration of certain classes and types of extra-curricular services
and duties set forth in Appendix B is not intended to exclude payment for any other extra-curricular
services and duties not specifically included therein.
All extra-curricular services and duties covered in Appendix B will be paid at the conclusion
of the season, or at the conclusion of the school year, as applicable.
Athletic coaches will be subject to annual appointment by the principal of the school to
which they are assigned and approved by the superintendent.
In the event two candidates for extra-curricular positions are equally qualified, the
appointment shall be made in good faith and will be given to the candidate presently employed in the
Winthrop School System.
Section 12.
In recognition of the value of continued years of service to the Winthrop School System, a
“Super Maxima” salary schedule is set forth below.
ABOVE BASE RATE AFTER YEARS OF TOTAL SERVICE
13 Years 20 Years 25 Years 30 Years
2015-16 $700 $1000 $1300 $1600
2016-17 $800 $1100 $1400 $1700
2017-18 $900 $1200 $1500 $1800
Section 13.
A list of positions has been established for teachers who are regularly required under the
current schedule to travel between buildings during the school day. Said teachers will be paid one
hundred (100) dollars per year for necessary travel expenses. This amount will be paid in the first
check in January in each school year. Positions will be reviewed annually based on the individual
schedules of teachers.
Section 14.
In the event that a teacher agrees to work beyond one hundred eighty-two (182) days in
his/her position, additional compensation shall be at the rate of 1/182 for each day worked. Effective
the 2011-2012 school year and thereafter, any days added into the agreement beyond the 183 worked
in the 2010-2011 teacher work year will be compensated at the rate of .5% per each additional day.
24 WTA—Teachers
1704385_1
Formatted: DocID
The Basic Teachers Salary Schedule contained within Appendix A of the agreement will be
increased by .5% for each day added to the teacher work year beyond the 183 days worked for the
2010-2011 teacher work year.
In the event a teacher agrees to work on a project assigned by an administrator outside of the
contractual time said teacher shall be compensated at the rate of $35 per hour. A description of and
the requirements for the project shall be written by administration in advance of assigning a teacher.
Section 15.
In order to provide for a non-forfeitable tax sheltered annuity payable upon retirement or
termination of employment, a teacher may contract with the Committee pursuant to Section 37B of
Chapter 71 of the General Laws of Massachusetts for purchase of such annuity as part of his/her
employment compensation.
Section 16.
Such contract shall specify the premiums to be paid toward the annuity and the benefits
payable thereunder.
Section 17.
Unit members who have Service Days credited may buy them back at the prevailing sick day
buyback rate, upon written request by March 1 of any year.
Section 18.
Winthrop teachers with children who have been accepted into the Winthrop School
Department full-day kindergarten and/or preschool programs shall not be subject to tuition costs.
Should new or additional tuition costs be instituted for either program in the future, such costs will be
waived for the children of Winthrop teachers.
Section 19.
A mentor may be assigned up to three mentee teachers. The mentor shall be paid 100%
of the stipend listed in Appendix D for the first mentee assigned to the teacher. The mentor
shall be paid 75% of the Appendix D stipend when an additional mentee is assigned and 50%
of the stipend when a third mentee is assigned. All mentors in the program will be offered a
mentee before a mentor is offered a second or third mentee. Mentors will have input into the
mentees assigned to them with the final decision regarding mentee assignments at the
discretion of the principal.
ARTICLE XV15
SCHOOL CALENDAR AND PROFESSIONAL RESPONSIBILITIES
WTA—Teachers 25
1704385_1
Formatted: DocID
Section 1.
The Association will be consulted in preparation of the annual school calendar, but it is
acknowledged that the final decision in this regard must rest with the administration (with approval
of the School Committee), subject to the provisions set forth below. The school calendar for the
current school year is set forth in Appendix J for informational purposes only.
The last day of school for students will be a half-day and for teachers a full day.
Section 2.
Except when Labor Day falls on September 5 or later, the work year for classroom teachers
covered by this Agreement (other than teachers without professional status or new personnel who
may be required to attend special orientation sessions) will begin no earlier than the first Tuesday
following Labor Day and will terminate no later than June 30, but in no event will be more than three
(3) days longer than the school year for children as established by the Committee. Effective the
2010-2011 school year and thereafter, the additional day in the teacher work year will be utilized for
professional development. Scheduling of this day shall be subject to the discretion of the
Superintendent but shall occur during the school year or immediately before or after the school year.
As a condition of employment and in accordance with Department of Education requirements, all
newly-hired teachers will attend a one- (1) day orientation, which will occur on the school day
immediately preceding the start of the teacher work year. Effective September, 1992, when Labor
Day falls on September 5 or later, the work year for teachers will begin no earlier than the first of
September.
During the term of the Agreement the school year for children will not be more than four (4)
days greater than the minimum established by State regulations and if during the term of this
Agreement the minimum established by State regulations exceeds one hundred eighty (180) days, the
parties will meet to negotiate further on the school calendar if the School Committee desires to
extend the students’ year beyond one hundred eighty-four (184) days.
Beginning with the 2016-2017 school year, Teachers will be required to report to work at the
discretion of the School Committee no earlier than the Monday before Labor Day provided the
Friday before Labor Day is not a school day for teachers.
Beginning with the school year 2017-2018 all teachers including Elementary School teachers
will work a seven (7) hour school day which will require all students to participate in 990 hours per
year of instruction at the discretion of the Principal. During this day each elementary teacher will
receive a 50 minute prep period and 25 minutes for common planning time.
Section 3.
The time schedule for teachers in the 2015-2016 and 2016-2017 school years will be as
follows:
Gorman/Fort Banks Elementary 7:55 a.m. to 2:15 p.m.
26 WTA—Teachers
1704385_1
Formatted: DocID
Cummings Elementary 8:15 a.m. to 2:35 p.m.
Middle School 7:45 a.m. to 2:45 p.m.
High School 7:45 a.m. to 2:45 p.m.
Teachers shall not be required to remain more than 10 minutes after dismissal of students on
Fridays or days immediately preceding holidays or vacations, unless, in the opinion of their principal,
the performance of their professional duties shall so require.
The schedule may be adjusted as the superintendent deems necessary in light of current
conditions and after notification to and discussion with the Association.
Section 4.
Teachers shall attend and take such part as is assigned to them in all meetings of an
educational nature scheduled by coordinators, their principal, or the superintendent of schools.
Reasonable advance notice of such meetings, normally of at least 24 hours, will be given whenever
possible and no teacher will be excused except by the coordinators, principal, or superintendent.
The Association and the Committee recognize that participation in or attendance at school-
oriented programs outside of normal teaching hours are part of the duties of the truly professional
teacher. Recognizing that attendance at all evening functions may not always be possible, the parties
encourage active participation to the fullest extent in such functions but agree that attendance at
evening meetings—other than two (2) required meetings—should be on a voluntary basis.
Section 5.
There shall be six (6) early release days for students at the Middle and High Schools. There
shall be four (4) early release days and six (6) parent conference days at the Elementary schools.
Section 6. Portfolio Training and Implementation
All newly-hired elementary teachers will be offered initial portfolio training.
WTA—Teachers 27
1704385_1
Formatted: DocID
Section 7. District Professional Development Committee
The Committee and the Association acknowledge that relevant and challenging professional
development is critical to student learning. The parties agree to establish a District Professional
Development Committee which will be made up of five (5) teachers appointed by the Association
and five (5) members appointed by the school administration to include two (2) teachers, one (1)
elementary school principal, the middle school or high school principal, and the superintendent or
his/her designee.
The District Professional Development Committee will be created and begin its work
forthwith.
The parties agree that any decisions, determinations, or recommendations made by the
Professional Development Committee will be advisory only.
Section 8.
Teachers will sign and follow the “Winthrop Public Schools Electronic Communication
System/Network Acceptable Use Policy” attached as Appendix I.
Section 9
The teachers will sign and required to follow the Anti-Fraternization Policy which will be
attached as aan Appendix J to this collective bargaining agreement.
Section 10
Guidance counselors shall work the five (5) days immediately before the start of school
and five (5) days after the end of school in June or August only subject to the discretion of the
Principal.
Section 11
Beginning in the 2017-18 school year the parties will form a joint labor management
committee (JLMC) to discuss flexible scheduling. Any and all recommendations of the JLMC are
subject to bargaining between the parties. Provided an agreement on flexible scheduling is reached
and ratified prior to May 31, 2018 one percent will be added to Appendices A-D on June 30, 2018 .
ARTICLE XVI16
INSURANCE BENEFITS
Section 1.
As long as the Town of Winthrop agrees to pay apay a portion of the cost of the Group
Insurance Health Plans, one-half the cost of a $2,000 life insurance policy and a $2,000 accidental
death and dismemberment policy, details of which are covered in a supplementary booklet, the
School Department will deduct the employee’s share from payroll checks for participating members
on receipt of the proper authorization.
28 WTA—Teachers
1704385_1
Formatted: DocID
On the date of retirement, life insurance may be continued in the amount of $1,000, one-half
to be paid by the retiree.
For the retired employee, the hospital-surgical-medical coverage may be continued through
the Group Insurance Commission.
Section 2.
In the event the Town of Winthrop modifies its insurance plan, similar arrangements for
payroll deductions will be made available to all the teachers.
Section 3.
The School Committee will obtain for high school football coaches the same special accident
insurance that is obtained for participants in the sport at the varsity level.
Section 4.
Teachers leaving the System at the conclusion of the school year are entitled to remain in
thein the Group Insurance Commission until August 31 of the current calendar year.
Section 5.
Teachers on unpaid leave of absence may remain in the appropriate health plan by paying the
entire premium due to the office of the Town Treasurer to the extent allowed by the policy and the
law.
Section 6.
The Committee agrees that it will use its best efforts to defeat any attempt to change the
practice of the payroll deductions for health insurance on a pretax basis, provided it remains
permissible under the law.
ARTICLE XVII17
SICK LEAVE
Section 1.
Sick leave for first year teachers shall be ten (10) days, to be earned at the rate of one (1) day
per month from September to June. Sick leave may be paid during that time up to the full ten (10)
days. However, if a teacher terminates his/her contract prior to June, he/she shall be indebted from
the last paycheck—one (1) day’s pay for every day not earned of sick leave prorated at one (1) day
per month.
WTA—Teachers 29
1704385_1
Formatted: DocID
Section 2.
Teachers currently in the System will be credited with fourteen (14) days’ sick leave as of the
first official day of attendance of each school year.
Section 3.
Such leave not used in any year may be accumulated to a maximum of 200 days as of the
first official day of any school year (plus any additions as a result of Article XXII, Section 2).
Section 4.
Absences for periods in excess of five (5) days’ duration will be paid only on submission of a
doctor’s certificate to the superintendent, if requested.
Section 5.
Extension beyond stated sick leave shall be given in exceptional circumstances at the
discretion of the superintendent of schools and the School Committee.
Section 6.
Subject to the provisions of Article XIV* teachers whose services are terminated for any
reason shall not be entitled to compensation in lieu of any sick leave not taken.
Section 7.
Except on reinstatement after an approved leave of absence, no sick leave credit for prior
employment will be allowed to any teacher rehired after a termination of service of more than five
(5) years. A member reinstated before five (5) years shall receive up to thirty (30) days’ sick leave
credit to his/her individual accrued sick leave provided the teacher had the accrued sick leave when
he/she resigned. The leave credit will be in addition to the allotment under Section 1.
Section 8.
In order to receive the benefits of this Article, the teacher must notify the principal or
immediate supervisor as promptly as possible (and always before 7:00 a.m. on the day of the
absence) when he/she will be unable to be present because of illness.
In accordance with established practice, the teacher is required to notify the principal or
supervisor normally on the evening before the day on which the teacher intends to return, but in no
event later than 7:00 a.m. on the day on which the teacher intends to return.
Section 9.
On September 15, the School Committee will provide each teacher with a statement of the
individual’s sick leave accumulated as of September 1.
30 WTA—Teachers
1704385_1
Formatted: DocID
*No more than one hundred eighty (180) days of this can be used under the buyback provisions of
Article XIV at a rate of twenty (20) dollars per day.
ARTICLE XVIII18
SICK LEAVE BANK
Section 1.
Effective for the duration of this Agreement, a Sick Leave Bank will be established for use
by qualified members of the bargaining unit whose sick leave accumulation is exhausted through
serious prolonged illness/accident and who require additional leave to make full recovery from an
extended illness/accident.
Section 2.
Each member of the bargaining unit shall submit one (1) sick day of his/her personal
accumulation to the Sick Leave Bank to be utilized by teachers who qualify and who have exhausted
their own individual leave, both annual and accumulated, and who still have a serious extended
illness.
Section 3.
Personnel shall not qualify for consideration of extended illness leave within the framework
of the Sick Leave Bank unless they have accumulated at least twenty (20) sick leave days (after the
submission required by Section 2). Once a teacher has become eligible for the benefits of the Sick
Leave Bank, he/she shall continue such eligibility for the duration of this Agreement.
Section 4.
The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of
two (2) members designated by the School Committee to serve at its discretion and two (2) members
designated by the Association to serve at its discretion.
Section 5.
Any sick leave granted under the provisions of this Article shall expire at the end of the
school year.
There shall be no accumulation or carryover to successive years of unused sick leave bank
days beyond the term of this Agreement.
Section 6.
Sick leave bank days shall be available only after the infirmed employee has exhausted
his/her entire personal sick leave, both annual and accumulated.
WTA—Teachers 31
1704385_1
Formatted: DocID
Section 7.
All requests for grants from the Sick Leave Bank shall be in writing and shall be
accompanied by certification of a physician as to the illness and/or disability of the teacher and the
anticipated extent of recovery time necessary.
Section 8.
Application for benefits may be made prior to the employee’s exhaustion of his/her personal
sick leave to expedite benefits, but drawings upon the Sick Leave Bank will not actually commence
until after the employee’s own sick leave days are exhausted and adequate medical notification has
been provided.
Section 9.
The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee
shall not exceed thirty (30) days.
If additional days are needed, they must be requested in writing and contain further
certification by a physician.
Section 10.
The Sick Leave Bank Committee may request further evidence or a second physician’s
opinion before granting additional days from the Sick Leave Bank.
Section 11.
Subject to the foregoing requirements, the Sick Leave Bank Committee will determine the
eligibility for the use of the Sick Leave Bank and the amount of leave to be granted. The following
general criteria shall be considered by the Committee in administering the Sick Leave Bank and in
determining the amount of leave:
(a) medical evidence of serious extended illness
(b) prior utilization of eligible sick leave.
The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement
shall be final and binding and not subject to appeal.
No days may be withdrawn from the Sick Leave Bank for any illness other than prolonged
illness or accident. Days may not be withdrawn to permit an individual to stay at home to care for
other members of the family and in no instance may days be withdrawn for purposes of a normal
maternity.
32 WTA—Teachers
1704385_1
Formatted: DocID
ARTICLE XIX19
SABBATICAL LEAVE
Section 1.
Sabbatical leave will be available after seven (7) years of service. Applications must be
submitted to the superintendent not later than December 1 of the school year prior to that in which
the leave is sought. Not more than two (2) teachers may take advantage of this in any one school
year.
Section 2.
Successful applicants will receive two-thirds of the salary to which they would have been
entitled provided that the amount when coupled with any scholarship, grant, or aid shall not exceed
the salary to which they would have been entitled.
Section 3.
Pursuant to the terms of Massachusetts General Laws, Chapter 71, Section 41A, a teacher
shall agree in writing to return to active service in the Winthrop Schools for a period of at least two
(2) school years following the expiration of the sabbatical leave period. A teacher who does not
fulfill this agreement shall repay to the Town the amount of salary received during the sabbatical
leave, provided, however, that the teacher shall be released from such payment if his/her failure to
serve the two (2) years is due to his/her illness, disability or death, or if he/she is discharged from
his/her service by the School Committee.
Section 4.
A teacher returning from sabbatical leave shall be placed on the step of the salary schedule
he/she would have attained had he/she remained in the School System, and shall be eligible for
insurance benefits according to the Town policy while on leave. No teacher may reapply for a
second sabbatical leave unless he/she has completed seven (7) years since his/her last leave.
ARTICLE XX20
MILITARY LEAVE
Section 1.
The Committee will comply with all state and federal laws with respect to military leaves of
absence. To the extent there is a conflict between the provisions of this article and the Uniformed
Services Reemployment and Reinstatement Act, the provisions of the Act shall prevail. Military
leave will be granted to any teacher who is inducted or who enlists for one (1) required term in any
branch of the armed forces of the United States, or during the period of any involuntary extension of
enlistment.
WTA—Teachers 33
1704385_1
Formatted: DocID
Upon return from such leave, a teacher will be placed on the salary schedule at the level
he/she would have achieved had he/she remained actively employed in the System during the period
of his/her absence, up to a maximum of two (2) years, but such time of absence shall not count
towards professional teacher status.
Section 2.
Teaching personnel who are required to perform active duty for training as part of a reserve
unit will do so as far as possible during the months of July or August. In the event an individual is
unable to take such duty during a non-school period and is ordered to duty during the school year, the
Committee will pay the difference between his/her salary and that amount which he/she actually
received from the government (exclusive of money for travel) for a period of two (2) weeks. In the
event an individual is called to duty in cases of civil disorder or disaster, this period may be extended
at the discretion of the School Committee.
ARTICLE XXI21
PEACE CORPS
Section 1.
A teacher with professional status may obtain a leave of absence without pay for up to two
(2) years to serve in the Peace Corps.
Section 2.
Upon return from such leave, the teacher will be offered a position as reasonably comparable
to the one occupied at the beginning of the leave as is then available, and will be placed on the salary
schedule at the step level that would have been achieved had the individual remained actively
employed in the System during the period of this leave.
Section 3.
All leaves will run from September 1 through August 31. Applications for such leave must
be submitted to the superintendent in writing prior to April 15 of the year in which the leave is to
begin.
Section 4.
The teacher must also notify the superintendent in writing by the first of April of the year in
which the leave is to expire of his/her intention to return in September. Failure to comply with this
requirement will be considered as a resignation from the School System.
Section 5.
Not more than two (2) personnel in the System may be absent on such leave at any one time.
34 WTA—Teachers
1704385_1
Formatted: DocID
ARTICLE XXII22
PERSONAL LEAVE
Section 1.
It is recognized by all that absences by regular teachers from the classroom interrupt the
educational process and must therefore be held to an absolute minimum.
Section 2.
In each school year, however, up to three (3) days may be utilized for imperative personal
business which could not effectively be conducted outside of school hours. The first two (2) days
will be exclusive of sick leave and the third will be deducted from sick leave.
In the event that these days are not taken, the days maydays may be carried forward from
year to year up to a maximum of fifteen (15) days to be used for the purposes contained in the Family
and Medical Leave Act.
Section 3.
Reasons for such leave must be made in writing as early as possible and not less than forty-
eight (48) hours before such absence whenever possible. If the request is made less than ninety-six
(96) hours before the day off, the request must be submitted to the principal, who shall forward the
request to the superintendent.
Additional personal leave may be granted from sick leave at the discretion of the
superintendent for compelling personal reason, including religious observances.
No request for personal leave will be submitted so as to extend a holiday or vacation period.
Exceptions to this paragraph may be granted by sole discretion of the superintendent.
Section 4.
If the superintendent believes the purpose of the leave is not of a nature specified above,
requiring the absence of the teacher during school hours, then he/she will decline to pay for such
leave. This matter may, however, be presented through the grievance and arbitration procedures if
the individual teacher so elects.
Section 5.
Nothing in this Section shall preclude the superintendent from granting additional personal
leave without pay for reasons which he/she deems urgent. In cases of personal leave without pay,
deductions from salary will be made on the basis of 1/182 of the teacher’s salary for each such day.
WTA—Teachers 35
1704385_1
Formatted: DocID
ARTICLE XXIII23
FAMILY MEDICAL LEAVE AND PARENTAL LEAVEneed to amend to reflect changes
in statute and regulations
Section 1.
In accordance with the Family and Medical Leave Act of 1993 as amended, the Committee
will provide eligible teachers up to twelve (12) weeks of unpaid leave in a twelve- (12) month period
and in accord with the Act.
Eligible teachers shall be defined as set forth in the Act.
Section 2.
The following reasons qualify for leave:
(a) to care for a newborn or a newly-placed adopted or foster child
(b) to care for a child, spouse, or parent with a serious health condition
(c) to care for the teacher’s own serious health condition.
(d) Any qualifying exigency arising out of the fact that the employee’s spouse, son,
daughter or parent is a military member on covered active duty (or has been notified
of an impending call or order to a covered active duty status).
(c) (e) To care for a covered service member with a serious injury or illness if the
employee is the spouse, son, daughter, parent or next of kin of the covered service
member.
Section 3. Substitution of Paid Leave
If leave is taken because of the teacher’s own serious health condition, an eligible teacher
must first exhaust any accrued paid sick leave and personal leave.
If leave is taken to care for a child, spouse, or parent with a serious health condition or to care
for a newborn or newly-placed adopted or foster child, an eligible teacher must first exhaust any
accrued paid personal leave.
If the teacher’s accrued paid leave is less than twelve (12) weeks, the remaining weeks will
be unpaid.
Section 4. Benefits During Leave
The Committee will maintain health coverage for a teacher on leave under this policy at the
level and under the same conditions as the teacher would have enjoyed if not on leave. If the teacher
fails to return to work following the leave, unless the failure to return is due to the continuation,
reoccurrence, or onset of a serious medical condition of himself/herself or family, or other
circumstances beyond the teacher’s control, the teacher on leave under this policy will be responsible
for the cost of health coverage during the period of leave.
Section 5.
Formatted: Normal, Justified, Tab stops: 0.75", List tab +
Not at 0.88"
Formatted: Font: 12 pt, Font color: Custom
Color(RGB(79,129,189))
36 WTA—Teachers
1704385_1
Formatted: DocID
The twelve- (12) month period shall be a rolling period.
Section 6.
Seniority shall accrue while a teacher is on an approved FMLA leave.
Section 7.
The FMLA special rules that apply to local educational agencies shall apply.
Section 8
To the extent that there is a conflict between the Family Medical Leave Act, as amended, the
regulations adopted thereunder and the collective bargaining agreement, the Act or the regulations
shall prevail.
Section 9. Extended Leave
In the event a teacher with professional status desires a leave without pay longer than
provided under the FMLA, the procedure listed below will be followed:
(a) Such leave shall not be unreasonably denied;
(b) Such leave shall commence at a time corresponding with the beginning of a semester or
a vacation period and will expire on the September 1 following the birth of a child, or at
a time agreed to by the teacher and the superintendent.
(c) The date of anticipated return will be established with the superintendent at the time the
leave commences. In addition, the member of the unit must notify the superintendent
in writing by the first of March in the calendar year in which the leave expires of
intention to return to the System. Failure to comply with this requirement will be
considered a resignation.
Section 10. Termination of Pregnancy
In the event of the termination of pregnancy, the member of the unit may make written
application for reinstatement prior to the previously established date for termination of the leave.
Such application shall be accompanied by a physician’s statement of good health. Such
reinstatement may be granted by the superintendent in the case of an acceptable vacancy.
Section 11. Salary Adjustment
A teacher with professional teacher status returning from an extended leave under the
provisions of Section 8 will be placed on the next step of the salary schedule if he/she had been
actively employed by the Winthrop School System for more than one hundred (100) days in the
school year in which the leave commenced. He/she will be assigned to a school where a vacancy for
which he/she is qualified exists. He/she will retain seniority and any other rights which he/she had at
commencement of leave.
WTA—Teachers 37
1704385_1
Formatted: DocID
PARENTAL LEAVE
Full time male or female teachers will be eligible for parental leave if he/she has completed an
initial probationary period of his/her employment (not to exceed three months) or if there is no
probationary period after three (3) consecutive months of work. Part time employees are not
entitled to parental leave.
A teacher may use parental leave for the purposes of caring for a child after: (1) the child’s birth;
(2) the child’s adoption if the child is under the age of 18 (or 23 if the child is mentally or
physically disabled); or (3) the child’s placement pursuant to a court order.
A teacher is entitled to eight (8) weeks of parental leave unless two employees are the parents of
the same child in which case they are entitled to an aggregate of eight weeks. The parental leave
is unpaid although the employee may use accrued sick leave if applicable.
If the teacher is eligible for both parental leave and family medical leave and the reason for the
leave is covered by both statutes the leave shall run simultaneously. Teachers taking parental
shall not be required to take paid leave if they have paid leave available but my do so if they
choose and are otherwise eligible.
An employee is required to provide at least two (2) weeks’ notice of the anticipated start date of
the leave. If for reasons beyond the teacher’s control two (2) weeks is not feasible the teacher is
required to give notice as soon as practical.
Conflicts With Family Medical Leave Act - The Family Medical Leave Act, as amended
by the regulations of 2013, shall prevail if there is any conflict between the Act and this policy.
To the extent that M.G.L. Chapter 149, Section 105D, Parental Leave Act, provides greater
family or medical leave rights than the Family Medical Leave Act of 1993, then M.G.L. Chapter
149, Section 105D shall prevail.
ARTICLE XXIV24
EDUCATIONAL LEAVE
Section 1.
Leave of absence may be granted to teachers at the discretion of the superintendent for the
purpose of visiting other schools or attending meetings or conferences of an educational nature.
Section 2.
Formatted: Font: Bold
38 WTA—Teachers
1704385_1
Formatted: DocID
The Committee shall pay reasonable expenses (including but not limited to registration fees,
meals, lodging, or transportation) incurred by teachers who are required by the superintendent to
attend workshops, seminars, or other approved professional improvement sessions.
It may pay all or part of such expenses of teachers whose request to attend similar courses it
approves (provided, however, that such travel and amount shall have been provided for and are
expendable in the existing School Department budget).
Section 3.
Teachers requesting reimbursement from the Committee under this Section will submit to the
superintendent a voucher individually listing the expenses for which reimbursement is sought for
his/her approval in whole or in part.
ARTICLE XXV25
DELEGATES LEAVE
Upon seven (7) days’ written notice, the superintendent may approve a leave of absence for
such time as he/she deems reasonable for officers and/or members of the Association, not to exceed
two (2) in number, as may be designated by the Association to attend Massachusetts Teachers
Association or National Education Association conferences and/or conventions.
ARTICLE XXVI26
BEREAVEMENT LEAVE
Section 1.
Full-time teachers will be allowed up to five (5) consecutive days’ leave without loss of pay
during the school year in case of death in the immediate family. The term “immediate family” means
the teacher’s spouse, child, father, mother (stepmother or stepfather), sister, brother, or grandparents.
Section 2.
An absence of two (2) days may be granted applicable to a teacher’s in-laws or the
grandparents of his/her spouse, unless said relative is a member of the immediate household, in
which case he/she shall be entitled to three (3) days.
These provisions shall be administered in the light of their purpose, which is to provide
opportunity when needed to enable an employee to attend the funeral or to attend to family or
personal matters arising as a result of the death.
ARTICLE XXVII27
WTA—Teachers 39
1704385_1
Formatted: DocID
LEAVE OF ABSENCE
A teacher may request a leave of absence without pay. The request must be in writing and
state the reason and the length of time for which the leave is being requested. A request for a leave
of absence may not exceed one (1) year. A request to extend a leave of absence may be submitted.
The granting of any initial leave of absence or an extension is subject to the discretion of the
superintendent of schools.
A teacher must notify the superintendent in writing by the first of March of the calendar year
in which the leave terminates that he/she is returning to his/her position. The failure of a teacher to
comply with this notice will be deemed a resignation from employment.
ARTICLE XXVIII28
JURY DUTY
The School Committee agrees to comply with the provisions of Massachusetts General Laws,
Chapter 234A relative to the service and compensation of teachers on jury duty.
ARTICLE XXIX29
SEPARABILITY AND SAVINGS
If any Article or Section of this Agreement or any riders thereto should be held invalid by
operation of law or by any tribunal of competent jurisdiction, or if the compliance with or
enforcement of any Article or Section should be restrained by such tribunal pending a final
determination as to its validity, the remainder of this Agreement and any rider thereto, or the
application of such Article or Section to persons or circumstances other than those as to which it has
been held invalid or as to which compliance with or enforcement of has been restrained, shall not be
affected thereby.
In the event that any Article or Section is held invalid or enforcement of or compliance with
which has been restrained, as set forth above, the parties affected thereby shall enter into the
immediate collective bargaining negotiations upon the request of either party for the purpose of
arriving at a mutually satisfactory replacement for such Article or Section during the period of
invalidity or restraint.
40 WTA—Teachers
1704385_1
Formatted: DocID
ARTICLE XXX30
SENIORITY—LAYOFF
Section 1.
Pursuant to the provisions of Massachusetts General Laws, Chapter 71, Section 42, the
Association recognizes the right of a superintendent to lay off teachers pursuant to a reduction in
force or reorganization resulting from declining enrollment or other budgetary reasons. No teacher
with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if
there is a teacher without such status for whose position the covered employee is currently certified.
If the superintendent determines to reduce the number of teachers employed, the following
policy for reduction in personnel will be used:
(a) Inasmuch as possible, normal attrition will be used whereby teachers who retire, resign
or otherwise terminate their employment shall not be replaced if there are fully
qualified teachers available who are capable to fill the position. Also included in this
paragraph are those teachers without professional status whose employment the
Committee determines not to renew.
(b) Teachers who are not under regular contract or who are on a temporary status (e.g.,
teachers filling in for leaves of absence or long-term substitutes) will be laid off next
provided there are fully qualified teachers available who are capable to fill the position.
(c) If it is not possible to reduce staff by the factors set forth in paragraphs (a) and (b)
above, reductions will first be made among those teachers who have not attained
professional teacher status in the department and classifications to be reduced, provided
there are teachers with professional status who are currently certified to fill those
positions.
(d) In case of further reduction of the teaching staff, a teacher with professional status shall
not be dismissed if there is a teacher without professional status employed whose
position the teacher with professional status is currently certified to fill.
(e) If the superintendent determines that further reductions in staff are necessary which
affect teachers with professional status, teachers will be reduced in the inverse order of
their seniority in the disciplines set forth below, provided no teacher with such status
shall be displaced by a more senior teacher with such status unless the more senior
teacher is currently certified pursuant to Massachusetts General Laws, Chapter 71,
Section 38G, for the junior teacher’s position. Deviation may be made in the seniority
factor when the administration deems it to be in the interest of the School System. That
decision shall be subject to a reasonableness standard.
WTA—Teachers 41
1704385_1
Formatted: DocID
Section 2. Disciplines
For the purpose of this Article, disciplines shall be:
(a) 7 – 12
1. English
2. Science (within the certification)
3. Mathematics
4. Social Studies
5. Foreign Language (within the certification)
6. Business Education
7. Family and Consumer Sciences
8. Technology Education
9. Guidance
10. Drama
11. Distributive Education
12. Medical Careers
13. Computers
(b) K – 12
1. Music
2. Physical Education
3. Art
4. Special Needs (within the certification)
5. Health Education
6. Reading
7. Library
8. Audio/Visual
9. School Psychologist
10. Adjustment Counselor
11. English as a Second Language
For the purpose of this Section, seniority shall be deemed to mean total length of service in a
professional position in the Winthrop Public Schools from the first day for which compensation was
received including time spent on approved leaves of absence. Seniority will accumulate during
periods of leaves of absence. Accrual of seniority while on an approved leave of absence shall be
limited to three (3) years. Time spent working as a long-term substitute, paid on the teachers’ salary
schedule, shall count towards seniority.
For staff members presently working in the School System, including those on approved
leaves of absence, all years of service in a professional position in Winthrop will count towards
seniority. For all staff members hired after the adoption of this Agreement only continuous years of
service including time spent on approved leaves of absence will count towards seniority.
Teachers will hold seniority as defined above, only in disciplines in which they are actually
teaching at the commencement of any given school year. In the event two or more individuals
commence work on the same day, their relative seniority shall be determined by their educational
42 WTA—Teachers
1704385_1
Formatted: DocID
attainment as set forth in the salary schedule and if they are still equal, lots will be drawn to establish
relative seniority.
Section 3. Notice
Except for unforeseen circumstances, teachers with professional status who are to be affected
by a reduction in staff will be notified on or before May 25 of the school year preceding the school
year in which the reduction is to take place.
Teachers without professional status will be notified on or before June 10 whenever such
person is not to be employed in the following year.
Section 4. Bumping Rights
A teacher with professional status who is subject to layoff pursuant to the preceding Sections
of this Article and who has taught in another discipline (and is currently certified therein) in the
Winthrop School System within the last ten (10) years, will have the right to bump a less senior
person in that discipline.
When a reduction of staff in Unit B results in the return of a Unit B member to Unit A, every
reasonable effort will be made by the School Committee to ensure that this does not result in the
additional layoff of a Unit A member with professional status during the first year of said reduction.
Section 5. Dismissal—Leave of Absence—Recall Rights
Teachers with professional status subject to a reduction in force may elect to treat such action
as a dismissal under the provisions of Massachusetts General Laws, Chapter 71, Section 42.
In the event a teacher does not elect that option, but prefers to proceed under the contract and
signs a waiver of the Section 42 hearing (in the form on page 44) the teacher shall be construed to be
on unpaid leave of absence and shall be considered for recall under the provisions of this contract for
a period of two (2) years.
Teachers will be recalled to their previous discipline in the inverse order of their layoff (last
out, first back) provided the teacher is currently certified at the time of recall.
In the event that openings occur in other disciplines in which the teacher has actively taught
within the Winthrop School System within the last ten (10) years and in the event that there are no
teachers with professional status laid off from those disciplines, the laid-off teacher with professional
status will be called back to those disciplines, provided the teacher is currently certified at the time of
recall.
Section 6. Notice of Recall
Teachers with professional status will be notified of recall by certified mail at their last
address on record at the Office of the Superintendent of Schools. A teacher with professional status
shall have five (5) calendar days to notify the superintendent of his/her acceptance or rejection.
Return of the undelivered certified letter by the Post Office will be considered a rejection of the
teaching assignment.
WTA—Teachers 43
1704385_1
Formatted: DocID
Any teacher who rejects a recall without a reason which is acceptable to the superintendent
will be removed from the recall list. The Association and the teacher will be notified of the removal
from the list, in writing, within ten (10) school days.
If a teacher with professional status rejects a recall for reasons of illness or disability
rendering the teacher unable to work or for other good reason approved by the superintendent, the
teacher may remain on the recall list for the remaining period of his/her original recall period. Proof
of illness or disability must be furnished to the superintendent, if requested, including a letter from an
attending physician certifying the teacher’s illness or disability rendering him/her unable to work.
All benefits to which a teacher with professional status was entitled at the time of his/her
layoff including previously accumulated sick leave will be returned to him/her on recall.
Section 7. Seniority List
By October 1 of each year, the superintendent shall forward to the Association a seniority list
of all teachers with professional status within the disciplines set forth above. The list will be posted
in all school buildings. Should an individual choose to challenge his/her seniority status, written
notice detailing the challenge will be sent to the superintendent and the Association within thirty (30)
days of the posting of the seniority list. Within ten (10) days of the receipt of the challenge, the
Association’s representative shall meet with the superintendent in an attempt to resolve the
challenge. If the parties are unable to resolve the challenge, the matter shall be submitted to
expedited arbitration in accordance with Article VII of this Agreement.
Members of Unit B will be listed on the seniority list for informational purposes only in the
appropriate discipline.
The seniority list provided to the Association shall contain the following information for each
member of the bargaining unit:
Name
Areas of certification
Date of hire
Current assignment
Also included will be a current list of all bargaining unit members on recall.
The Association agrees that implementation of the above will be delayed until the School
Department obtains the necessary computer software.
Section 8. Substitutes—Insurance
(a) Teachers released under the provisions of this Article shall be given initial consideration
on the substitute list if they choose to be so recorded.
(b) To the extent permitted by law and the Town’s insurance contract, teachers shall be
allowed to maintain insurance coverage by paying full premium to the Town during their
recall period.
44 WTA—Teachers
1704385_1
Formatted: DocID
SUPERINTENDENT’S COPY
In consideration of my being placed on involuntary unpaid leave of absence without loss of
professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my
rights to a hearing under Massachusetts General Laws, Chapter 71, Section 42, and Section 43A, and
Massachusetts General Laws, Chapter 32, Section 16 at the commencement and/or at the conclusion
of my involuntary leave of absence. This waiver is for the express purpose of the specific reduction
for which I have been notified on __________________________ pursuant to the collective
bargaining agreement between the Association and the Committee and pursuant to statutory notice
pursuant to Chapter 71, Section 42 of the Massachusetts General Laws. In the event of my recall,
this waiver is null and void.
Date: ______________________________ Name: _____________________________
UNIT MEMBER’S COPY
In consideration of my being placed on involuntary unpaid leave of absence without loss of
professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my
rights to a hearing under Massachusetts General Laws, Chapter 71, Section 42, and Section 43A, and
Massachusetts General Laws, Chapter 32, Section 16 at the commencement and/or at the conclusion
of my involuntary leave of absence. This waiver is for the express purpose of the specific reduction
for which I have been notified on __________________________ pursuant to the collective
bargaining agreement between the Association and the Committee and pursuant to statutory notice
pursuant to Chapter 71, Section 42 of the Massachusetts General Laws. In the event of my recall,
this waiver is null and void.
Date: ______________________________ Name: _____________________________
ASSOCIATION’S COPY
In consideration of my being placed on involuntary unpaid leave of absence without loss of
professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my
rights to a hearing under Massachusetts General Laws, Chapter 71, Section 42, and Section 43A, and
Massachusetts General Laws, Chapter 32, Section 16 at the commencement and/or at the conclusion
of my involuntary leave of absence. This waiver is for the express purpose of the specific reduction
for which I have been notified on __________________________ pursuant to the collective
bargaining agreement between the Association and the Committee and pursuant to statutory notice
pursuant to Chapter 71, Section 42 of the Massachusetts General Laws. In the event of my recall,
this waiver is null and void.
Date: ______________________________ Name: _____________________________
WTA—Teachers 45
1704385_1
Formatted: DocID
ARTICLE XXXI31
CHAPTER 766
Section 1.
No full-time teacher shall be required to substitute for a teacher who is participating in the
Core Evaluation of a student when that teacher already has responsibility for a regular class at that
time.
It shall not be the practice to ask a teacher to leave a building in order to substitute for a
teacher who is participating in the Core Evaluation of a student unless that teacher has been relieved
of his/her regular teaching responsibilities after the seniors have left.
Section 2.
No teacher shall be deprived of a lunch period or a preparation period as a result of the
participation in a Core Evaluation. The release time for teachers responsible for conducting report
card conferences under the provisions of Article XV, Section 5, shall not be utilized for Core
Evaluations unless the teacher agrees to do so. The Administration may, however, provide release
time in addition to that provided for report card conferences to be utilized for Core Evaluations.
Section 3.
Anyone who is participating in a Core Evaluation will be asked whether he/she is available
on that date/time at least five (5) school days (or seven (7) days if vacation periods interfere) in
advance of the anticipated scheduling of the meeting. An exception to the above would take place if
an emergency Core Evaluation is being held under the provisions of Section 332 of the Regulations.
A teacher will notify a 766 Chairperson no later than three (3) days after notification of a
scheduled meeting if the teacher is unable to attend the meeting. At the elementary level, if the
teacher is not available on the date and time originally scheduled, the conference will be rescheduled
to a date/time mutually agreed upon. At the secondary level, the meeting will be held at the
scheduled time. If a teacher is unable to attend, a report, including recommendations, should be
forwarded to the C.E.T. Chairperson prior to the scheduled meeting. There must be at least one (1)
teacher representative at the C.E.T. meeting. Any teacher referring a student for Core Evaluation
must be present at the Core Evaluation.
Section 4.
It is recognized that the integration of students with special needs will place varying loads
and demands upon the classroom teacher, based upon the individual needs of the particular student.
In scheduling such students, efforts shall be made to ensure equitable distribution of these loads and
demands on the teachers at a grade level and/or in a subject area.
46 WTA—Teachers
1704385_1
Formatted: DocID
ARTICLE XXXII32
AGENCY SERVICE FEE
Section 1.
Pursuant to Massachusetts General Laws, Chapter 150E, Section 12, it shall be a condition of
employment that on or after the thirtieth (30 th ) day of employment in the bargaining unit, or the
effective date of this Agreement, whichever is later, each and every member of the bargaining unit
shall pay to the Association an agency service fee which shall be proportionally commensurate with
the cost of collective bargaining and contract administration. The agency fee shall be deducted at
each pay period.
Section 2.
In consideration of the School Committee’s agreement to an agency fee provision, the
Association hereby agrees to indemnify the School Committee, its agents, officers, and employees
and hold them harmless from any and all claims, demands, suits, back pay, interest, or other forms of
liability however denominated which may arise out of, or by reason of any action by the School
Committee, its agents, officers, and employees in entering into or taken to enforce, or defend its
enforcement of, said provision including discharge for nonpayment, including all legal fees, costs
,and damage awards incurred by the School Committee, its agents, officers, and employees.
Section 3.
No request to dismiss or suspend an employee for nonpayment of an agency service fee shall
be honored so long as there is a dispute before the State Labor Relations Commission or a court of
competent jurisdiction as to whether the exclusive bargaining agent has complied with the provisions
of Massachusetts General Laws, Chapter 150E, Section 12 and 456 CMR 17:00.
ARTICLE XXXIII33
SMALL NECESSITIES LEAVE ACT
Section 1.
Teachers who are eligible for twenty-four (24) hours of unpaid leave pursuant to the Small
Necessities Leave Act (Massachusetts General Laws, Chapter 149, Section 52D) must substitute any
accrued paid personal leave for any of the leave provided under the Act.
Section 2.
To be entitled to leave, teachers must provide notice to the superintendent as follows:
(a) If the need for leave is foreseeable, the teacher must request the leave not later than seven
(7) days in advance;
WTA—Teachers 47
1704385_1
Formatted: DocID
(b) If the need is not foreseeable, the teacher must notify the employer as soon as practicable
under the particular circumstances of the individual case;
(c) Teachers must complete the attached certificate form.
Teacher’s Certification
I certify that on __________________, I will/did take ___________ hours of leave for the
following purpose:
_____ to participate in school activities related to the educational advancement of my son or
daughter;
_____ to accompany my son or daughter to routine medical or dental appointments such as
check-ups or vaccinations;
_____ to accompany an elderly relative to routine medical or dental appointments or
appointments for other professional services related to the elder’s care.
Teacher’s Name: _____________________________________ Date: _____________
ARTICLE XXXIV34
HEALTH AND SAFETY
The parties agree to meet and create a protocol for teachers to report health and safety issues
to the health and safety subcommittee of the Winthrop School Committee.
ARTICLE XXXV35
DURATION
Section 1.
This Agreement shall become effective as of September 1, 20125, and shall continue in full
force and effect until August 31, 20158, and from year to year thereafter unless either party notifies
the other prior to July 1, 20147, or any July 1 thereafter of its desire to terminate or modify the
Agreement.
Section 2.
During negotiations, the Committee and the Association representatives will present relevant
data, exchange points of view, and make proposals and counterproposals as each deems appropriate.
48 WTA—Teachers
1704385_1
Formatted: DocID
Either party may, if it desires, utilize the services of outside consultants and may call upon
professional or lay representatives to assist in negotiations.
Section 3.
In the event that any school or grade reorganization plan is to be implemented before the
expiration of this Agreement, the Winthrop Teachers’ Association reserves the right to propose
relevant changes in the contract, and the Winthrop School Committee shall bargain in good faith
regarding such proposals.
Section 4.
In the event that Winthrop voters approve an override or debt exclusion during the term of
this Agreement, the Association may request a salary re-opener. Such bargaining would commence
at the request of the Association and would be limited to compensation.
Section 5.
The Committee and the Association agree to commence bargaining for a successor agreement
on or before December 1, 2010.
IN WITNESS WHEREOF, the parties have set their hands and seal by their duly authorized
representatives this 23rd ______day of June , 20152005.
WINTHROP TEACHERS’ ASSOCIATION WINTHROP SCHOOL COMMITTEE
By_________ By_______________
Its President Its Chair
__________________ ________________
_____________________ __________________
_________________ ____________________
_______ ______________ ________________
_______ ____________
WTA—Teachers 49
1704385_1
Formatted: DocID
SIDE LETTER OF AGREEMENT
The Winthrop School Committee and the Winthrop Teachers’ Association mutually agree
that beginning in the spring of 2001 and continuing thereafter, unless modification of these terms is
mutually agreed upon, the superintendent will appoint all athletic coaches and all co-curricular
activity advisors not assigned to a particular school. All co-curricular activity advisors (including
athletic coaches) assigned to one (1) school will be appointed by the principal of the school, subject
to the approval of the superintendent.
The appointment of fall athletic coaches, co-curricular activity advisors and fall intramural
advisors will occur no later than the end of the school year prior to the school year when the
appointments are to be effective. Contracts will be issued to the appointees within one (1) week of
such appointment.
The parties also agree that, at the superintendent’s discretion, the words “subject to
cancellation due to lack of minimum student enrollment in this activity” may be added to the terms of
the contracts issued to the above advisors and coaches, with the exception of the advisors to the
National Honor Society and Student Government.
50 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX A
BASIC TEACHERS’ SALARY SCHEDULE
Section 1.
Effective with the 1997-2000 Agreement, salary steps do not necessarily reflect the number
of years of teaching.
Section 2.
The change the teacher salary schedule as follows:
Effective the first day of the 2015-16 teacher school year drop Step One
Effective the first day of the 2016-17 teacher school year drop Step Two
The teacher salaries in Appendix A shall be increased in accordance with the following
schedule:
Effective the first day of the 20105-20116 teacher workschool year: 2.252%%
Effective 9/1/12 6/30/16 1.5%1%
Effective 3/1/13 .5% the first day of the 2016-17 teacher school year 3%
Effective 9/1/14 2.25% 6/30/18 1%* Conditioned on an agreement being reached
by May 31, 2018, see language in Articlce 15, section 11.
Section 3.
Applicants for movement to the new B+30, M+45, and M+60 columns must have completed
at least nine (9) new credits after June, 2004 to qualify.
Section 4.
Effective the 2011-2012 teacher work year and thereafter, any additional days negotiated into
the agreement beyond the 183 days worked for the 2010-2011 work year will be compensated at the
rate of .5% per each additional day.
Formatted: Bulleted + Level: 1 + Aligned at: 1" + Indent
at: 1.25"
Formatted: Indent: Left: 1.25"
WTA—Teachers 51
1704385_1
Formatted: DocID
APPENDIX A
BASIC TEACHERS’ SALARY SCHEDULE
2010-2011 Winthrop Salary Chart
2.25% increase
STEP BACH B + 15 B + 30 MAST M + 15 M + 30 M + 45 M + 60
1 $35,944 $37,042 $38,203 $38,819 $39,769 $40,719 $41,882 $43,044
2 $37,725 $38,819 $39,981 $40,454 $41,408 $42,359 $43,521 $44,683
3 $39,433 $40,515 $41,675 $42,295 $43,245 $44,207 $45,367 $46,529
4 $43,320 $44,414 $45,577 $46,180 $47,133 $48,092 $49,254 $50,415
5 $45,493 $46,592 $47,754 $48,361 $49,321 $50,268 $51,430 $52,591
6 $47,609 $48,708 $49,870 $50,478 $51,437 $52,387 $53,548 $54,710
7 $52,521 $53,614 $54,775 $55,325 $56,272 $57,235 $58,397 $59,559
8 $57,606 $58,778 $59,940 $60,470 $61,187 $61,905 $63,117 $64,278
9 $0 $0 $0 $63,106 $64,137 $64,262 $65,424 $66,585
10 $0 $0 $0 $0 $0 $68,161 $69,322 $70,484
52 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX B
SPORTS
2008-2011
ACTIVITY MINIMUM MIDDLE MAXIMUM
Football
Head $7381 $7736 $8184
Varsity Assistant $3805 $4034 $4378
Varsity Assistant $3805 $4034 $4378
Varsity Assistant $3805 $4034 $4378
Junior Varsity Assistant $3159 $3331 $3618
Junior Varsity Assistant $3159 $3331 $3618
Freshman Assistant $2513 $2627 $2857
Freshman Assistant $2513 $2627 $2857
Soccer
Boys’ Head $2727 $2842 $3071
Junior Varsity Assistant $1603 $1718 $1947
Girls’ Head $2727 $2842 $3071
Junior Varsity Assistant $1603 $1718 $1947
Middle School Girls’ Assistant $1204 $1277 $1350
Golf
Head $1855 $1970 $2199
Cross-Country
Boys’ Head $1814 $1871 $2043
Girls’ Head $1814 $1871 $2043
Middle School Co-ed $1377 $1606 $1721
Indoor Track
Boys’ Head $2197 $2312 $2541
Girls’ Head $2197 $2312 $2541
Boys’ Assistant $1548 $1662 $1892
Girls’ Assistant $1548 $1662 $1892
Boys’ Basketball
Head $4532 $4761 $5106
Junior Varsity Assistant $3209 $3324 $3668
Freshman Assistant $2495 $2610 $2840
Middle School Assistant $2042 $2157 $2386
Girls’ Basketball
Head $4532 $4761 $5106
Junior Varsity Assistant $3209 $3324 $3668
Freshman Assistant $2495 $2610 $2840
Middle School Assistant $2042 $2157 $2386
Gymnastics
Boys’ Head $2624 $2739 $2968
Girl’s Head $2624 $2739 $2968
WTA—Teachers 53
1704385_1
Formatted: DocID
ACTIVITY MINIMUM MIDDLE MAXIMUM
Wrestling $2885 $3058 $3232
Hockey
Head $4761 $4876 $5106
Junior Varsity Assistant $2723 $2837 $3067
Middle School Assistant $1816 $1931 $2160
Field Hockey
Head $1968 $2197 $2541
Junior Varsity Assistant $1433 $1605 $1892
Tennis
Boys’ Head $1970 $2027 $2199
Girls’ Head $1970 $2027 $2199
Track (Spring)
Boys’ Head $2880 $2995 $3224
Varsity Assistant $2004 $2119 $2349
Middle School Assistant $1687 $1801 $2031
Girls’ Head $2880 $2995 $3224
Varsity Assistant $2004 $2119 $2349
Middle School Assistant $1687 $1801 $2031
Baseball
Head $3479 $3593 $3823
Junior Varsity Assistant $2406 $2406 $2750
Freshman Assistant $2025 $2140 $2369
Middle School Assistant $1204 $1277 $1350
Softball
Head $3479 $3593 $3823
Junior Varsity Assistant $2406 $2406 $2750
Freshman Assistant $2025 $2140 $2369
Freshman Assistant $1204 $1277 $1350
Intramurals—Elementary
Cummings: 2 seasons $1087 per season
Gorman: 2 seasons $1087 per season
Intramurals—Secondary
Middle School Boys: 3 seasons $1087 per season
Middle School Girls: 3 seasons $1087 per season
Middle School Coordinator $1601
Cheerleader Advisor
Coordinator $701 $1002
Football $701 $1002
Basketball $701 $1002
Hockey $701 $1002
54 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX C
NON-SPORTS EXTRA-CURRICULAR ACTIVITIES
POSITION 2005-2006 2006-2007 2007-2008
Band Director $3150 $3276 $3424
Jazz Band Director $1703 $1771 $1851
Concert Band Director $1703 $1771 $1851
Fall Marching Band Instructor $2251 $2341 $2446
Winter Color Guard Marching Instructor $1053 $1095 $1144
Fall Rifle Instructor $1202 $1251 $1307
Winter Rifle Instructor $903 $939 $981
Fall Flag Instructor $1097 $1141 $1192
Winter Flag Instructor $903 $939 $981
Winter Color Guard Instructor $2313 $2406 $2514
ECHO Yearbook Advisor $2687 $2794 $2920
Middle School Yearbook Advisor $1073 $1115 $1166
Math Team Coach $1290 $1342 $1402
Science Team Coach $1616 $1681 $1757
Astronomy Club Advisor $1290 $1342 $1402
National Honor Society Advisor $1616 $1681 $1757
Student Council Advisor $2141 $2227 $2327
S.A.D.D. Advisor $1290 $1342 $1402
School Play Director, per play (3) $1584 $1647 $1721
Technical Drama Director $1242 $1291 $1349
Choreographer $1689 $1757 $1836
Music Director $1689 $1757 $1836
Middle School Drama Director, one play $1584 $1647 $1721
High School Newspaper Advisor, per issue (3) $767 $798 $834
Academic Team Coach $1616 $1681 $1757
Literary Magazine Advisor, per issue (3) $845 $878 $918
Peer Leaders Advisor $1478 $1537 $1606
Class Advisors:
Senior $2141 $2227 $2327
Junior $1344 $1398 $1461
Sophomore $1073 $1115 $1166
Freshman $1073 $1115 $1166
Debate Team Advisor $1617 $1681 $1757
Personal Fitness Club Advisor $2070 $2153 $2250
Art Club Advisor $954 $992 $1037
Middle School Geography Bee Advisor $845 $878 $918
Middle School Spelling Bee Advisor $845 $878 $918
Middle School Quiz Bowl Advisor $1900 $1976 $2065
Middle School Law Day Advisor $845 $878 $918
Middle School Chorus Director $1584 $1647 $1721
Middle School Math League Advisor $845 $878 $918
Wrestling Club Coach $845 $878 $918
Formatted: Indent: Left: -4.95"
WTA—Teachers 55
1704385_1
Formatted: DocID
Middle School Choreographer (one play)
Middle School Music Director (one play)
$1953
$1953
56 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX D
LEAD TEACHERS, TEAM LEADERS
POSITION 2005-2006 2006-2007 2007-2008
Mentoring Director $2898 $3014 $3150
Mentors $1087 $1130 $1181
Coordinator of ELL Program $6728 $6997 $7311
Director of Sheltered English Immersion Training $6728 $6997 $7311
Teacher Team Chairperson—Special Education
Elementary (2) $4012 $4172 $4360
Middle School $4012 $4172 $4360
High School $4012 $4172 $4360
High School
English Lead Teacher $1372 $1427 $1492
Mathematics Lead Teacher $1372 $1427 $1492
Science Lead Teacher $1372 $1427 $1492
Social Studies Lead Teacher $1372 $1427 $1492
World Languages Lead Teacher $1372 $1427 $1492
Creative Arts Lead Teacher $1372 $1427 $1492
Grade 9 Team Leader (1) $1004 $1044 $1091
Middle School
Team Leaders
Grade 6 (2) $1004 $1044 $1091
Grade 7 (2) $1004 $1044 $1091
Grade 8 (2) $1004 $1044 $1091
Four Lead Teachers $1372 each $1427 each $1492 each
(English, Mathematics, Science,
Social Studies)
Elementary
K, 1, 2, 3, 4, 5
6 Lead Teachers (one per grade per building) $1372 each $1427 each $1492 each
Lead teachers will submit to the principal copies of the agendas and minutes of the
monthly meetings with members of their departments. The lead teachers will also meet with
the curriculum coaches or the designee of the superintendent during no more than three (3)
early release afternoons. Stipends will be paid in the first paycheck in June provided that all
documentation has been provided to and approved by the building principal.
WTA—Teachers 57
1704385_1
Formatted: DocID
APPENDIX E
CRIMINAL OFFENDER RECORDS INFORMATION
(CORI) REVIEW POLICY
Need new Policy from 2013
In compliance with the provisions of Chapter 385 of the Acts of 2002 effective
September 1, 2003, the superintendent of schools shall request and review CORI reports.
Employees shall be made aware that CORI reports concerning them are being
requested. It shall be a condition of employment for employees to complete the necessary
forms to permit the superintendent to obtain the CORI report received by the superintendent.
CORI report review for individual employees shall take place not more than once
every three (3) years. Employees may, upon request, receive a copy of the CORI report
received by the superintendent.
All CORI reports shall be kept in a separate, secure file maintained in the Office of
the Superintendent with only the superintendent and his/her executive secretary having
access to the CORI report with entries. CORI reports with entries shall be maintained with a
blank cover sheet over the CORI report. Upon termination of employment an employee may
request in writing that he/she be given his/her reports. Such reports shall be given to the
employee within ten (10) days of the request.
After a review of a CORI report the superintendent, if he/she deems necessary, may
meet with the employee who may at such meeting be represented by the Association. Any
and all personnel actions resulting from information acquired from a CORI report shall be
conducted pursuant to the provisions of the collective bargaining agreement and the General
Laws of the Commonwealth.
BACKGROUND CHECKS
It shall be the policy of the school district that, as required by law, a state and national
fingerprint criminal background check will be conducted to determine the suitability of
full or part time current and prospective school employees, who may have direct and
unmonitored contact with children. School employees shall include, but not be limited to
any apprentice, intern, or student teacher or individuals in similar positions, who may
have direct and unmonitored contact with children. The School Committee shall only
obtain a fingerprint background check for current and prospective employees for whom
the School Committee has direct hiring authority. In the case of an individual directly
hired by a school committee, the chair of the School Committee shall review the results
of the national criminal history check. The Superintendent shall also obtain a state and
national fingerprint background check for any individual who regularly provides school
related transportation to children. The School Committee, Superintendent or Principal, as
appropriate, may obtain a state and national fingerprint criminal background check for
any volunteer, subcontractor or laborer commissioned by the School Committee, school
or employed by the city or town to perform work on school grounds, who may have
Formatted: Strikethrough
Formatted: Font color: Red, Strikethrough
Formatted: Strikethrough
58 WTA—Teachers
1704385_1
Formatted: DocID
direct and unmonitored contact with children. School volunteers and
subcontractors/laborers who may have direct and unmonitored contact with children must
continue to submit state CORI checks.
The fee charged by the provider to the employee and educator for national fingerprint
background checks will be $55.00 for school employees subject to licensure by DESE
and $35.00 for other employees, which fee may from time to time be adjusted by the
appropriate agency. The employer shall continue to obtain periodically, but not less than
every 3 years, from the department of criminal justice information services all available
Criminal Offender Record Information (CORI) for any current and prospective employee
or volunteer within the school district who may have direct and unmonitored contact with
children.
Direct and unmonitored contact with children is defined in DESE regulations as contact
with a student when no other employee who has received a suitability determination by
the school or district is present. “Contact” refers to any contact with a student that
provides the individual with opportunity for physical touch or personal communication.
This policy is applicable to any fingerprint-based state and national criminal history
record check made for non-criminal justice purposes and requested under applicable
federal authority and/or state statute authorizing such checks for licensing or employment
purposes. Where such checks are allowable by law, the following practices and
procedures will be followed.
Requesting CHRI (Criminal History Record Information) checks
Fingerprint-based CHRI checks will only be conducted as authorized by state and federal
law, in accordance with all applicable state and federal rules and regulations. If an
applicant or employee is required to submit to a fingerprint-based state and national
criminal history record check, he/she shall be informed of this requirement and instructed
on how to comply with the law. Such instruction will include information on the
procedure for submitting fingerprints. In addition, the applicant or employee will be
provided with all information needed to successfully register for a fingerprinting
appointment.
Access to CHRI
All CHRI is subject to strict state and federal rules and regulations in addition to
Massachusetts CORI laws and regulations. CHRI cannot be shared with any unauthorized
entity for any purpose, including subsequent hiring determinations. All receiving entities
are subject to audit by the Massachusetts Department of Criminal Justice Information
Services (DCJIS) and the FBI, and failure to comply with such rules and regulations
could lead to sanctions. Federal law and regulations provide that the exchange of records
and information is subject to cancellation if dissemination is made outside of the
receiving entity or related entities. Furthermore, an entity can be charged criminally for
the unauthorized disclosure of CHRI.
Storage of CHRI
CHRI shall only be stored for extended periods of time when needed for the integrity
and/or utility of an individual's personnel file. Administrative, technical, and physical
safeguards, which are in compliance with the most recent CJIS Security Policy have been
implemented to ensure the security and confidentiality of CHRI. Each individual
involved in the handling of CHRI is to familiarize himself/herself with these safeguards.
WTA—Teachers 59
1704385_1
Formatted: DocID
In addition to the above, each individual involved in the handling of CHRI will strictly
adhere to the policy on the storage, retention and destruction of CHRI.
Retention and Destruction of CHRI
Federal law prohibits the repurposing or dissemination of CHRI beyond its initial
requested purpose. Once an individual's CHRI is received, it will be securely retained in
internal agency documents for the following purposes only :
Historical reference and/or comparison with future CHRI requests,
Dispute of the accuracy of the record
Evidence for any subsequent proceedings based on information contained in the
CHRI.
CHRI will be kept for the above purposes in a secure location in the office of the
superintendent. When no longer needed, CHRI and any summary of CHRI data must be
destroyed by shredding paper copies and/or by deleting all electronic copies from the
electronic storage location, including any backup copies or files. The shredding of paper
copies of CHRI by an outside vendor must be supervised by an employee of the district .
CHRI Training
An informed review of a criminal record requires training. Accordingly, all personnel
authorized to receive and/or review CHRI at the district will review and become familiar
with the educational and relevant training materials regarding SAFIS and CHRI laws and
regulations made available by the appropriate agencies, including the DCJIS.
Determining Suitability
In determining an individual's suitability, the following factors will be considered: these
factors may include, but not necessarily be limited to: the nature and gravity of the crime
and the underlying conduct, the time that has passed since the offense, conviction and/or
completion of the sentence, nature of the position held or sought, age of the individual at
the time of the offense, number of offenses, any relevant evidence of rehabilitation or
lack thereof and any other factors deemed relevant by the district.
A record of the suitability determination will be retained. The following information will
be included in the determination:
The name and date of birth of the employee or applicant;
The date on which the school employer received the national criminal history
check results; and,
The suitability determination (either "suitable" or "unsuitable").
A copy of an individual's suitability determination documentation must be provided to
another school employer, or to the individual, upon request of the individual for whom
the school employer conducted a suitability determination.
Relying on Previous Suitability Determination.
The school employer may obtain and may rely on a favorable suitability determination
from a prior employer, if the following criteria are met:
60 WTA—Teachers
1704385_1
Formatted: DocID
The suitability determination was made within the last seven years; and
The individual has not resided outside of Massachusetts for any period longer
than three years since the suitability determination was made; and either
The individual has been employed continuously for one or more school employers
or has gaps totaling no more than two years in his or her employment for school
employers; or
If the individual works as a substitute employee, the individual is still deemed
suitable for employment by the school employer who made a favorable suitability
determination. Upon request of another school employer, the initial school
employer shall provide documentation that the individual is still deemed suitable
for employment by the initial school employer.
Adverse Decisions Based on CHRI
If inclined to make an adverse decision based on an individual's CHRI, the district will
take the following steps prior to making a final adverse determination:
Provide the individual with a copy of his/her CHRI used in making the adverse
decision;
Provide the individual with a copy of this CHRI Policy;
Provide the individual the opportunity to complete or challenge the accuracy of
his/her CHRI;
and
Provide the individual with information on the process for updating, changing, or
correcting CHRI.
A final adverse decision based on an individual's CHRI will not be made until the
individual has been afforded a reasonable time depending on the particular
circumstances not to exceed thirty days to correct or complete the CHRI.
Secondary Dissemination of CHRI
If an individual's CHRI is released to another authorized entity, a record of that
dissemination must be made in the secondary dissemination log. The secondary
dissemination log is subject to audit by the DCJIS and the FBI.
The following information will be recorded in the log:
Subject Name;
Subject Date of Birth;
Date and Time of the dissemination;
Name of the individual to whom the information was provided;
Name of the agency for which the requestor works;
Contact information for the requestor; and
The specific reason for the request.
Reporting to Commissioner of Elementary and Secondary Education
Pursuant to state law and regulation, if the district dismisses, declines to renew the
employment of, obtains the resignation of, or declines to hire a licensed educator or an
applicant for a Massachusetts educator license because of information discovered through
WTA—Teachers 61
1704385_1
Formatted: DocID
a state or national criminal record check, the district shall report such decision or action
to the Commissioner of Elementary and Secondary Education in writing within 30 days
of the employer action or educator resignation. The report shall be in a form requested by
the Department and shall include the reason for the action or resignation as well as a copy
of the criminal record checks results. The superintendent shall notify the employee or
applicant that it has made a report pursuant to the regulations to the Commissioner.
Pursuant to state law and regulation, if the district discovers information from a state or
national criminal record check about a licensed educator or an applicant for a
Massachusetts educator license that implicates grounds for license action pursuant to
regulations, the Superintendent shall report to the Commissioner in writing within 30
days of the discovery, regardless of whether the district retains or hires the educator as an
employee. The report must include a copy of the criminal record check results. The
school employer shall notify the employee or applicant that it has made a report pursuant
to regulations to the Commissioner and shall also send a copy of the criminal record
check results to the employee or applicant.
The attached Statewide Applicant Fingerprint Identification Services (SAFIS) Form
will be given to school employees who must comply with the background check
policy.
Formatted: Left
Formatted: Font: Bold
62 WTA—Teachers
1704385_1
Formatted: DocID
Winthrop Public Schools
Town Hall
One Metcalf Square
Winthrop, MA 02152
REQUIRED
STATEWIDE APPLICANT FINGERPRINT IDENTIFICATION SERVICES
(SAFIS)
As part of the Commonwealth of Massachusetts Statewide Applicant Fingerprint
Identification Services (SAFIS) program, all school employees must go through a state
and national criminal history record check.
In order to comply with this program, all employees must go to the following website
http:/www.identogo.com/FP/Massachusetts.aspx. The site will provide information and
closest location (Beverly, Dorchester, Tewksbury or Wilmington) to make an
appointment to have your criminal record check completed, which includes
fingerprinting. At the time of your fingerprinting, you will receive a receipt which is
proof that you have completed the process. This receipt needs to be returned to the
Superintendent’s office.
Winthrop Public Schools ID# 03460000
Name of Applicant_____________________________________________________
(please print)
Position______________________________________________________________
School_______________________________________________________________
First Reading: 04/13/15
Second Reading: 05/04/15 Formatted: Underline, Strikethrough
Formatted: Strikethrough
WTA—Teachers 63
1704385_1
Formatted: DocID
APPENDIX F
EVALUATION REPORT FORMS
Form A: Comprehensive Evaluation Report
Form B: Short Form Evaluation Check List
Form C: Pre-Observation Conference Form
Form D: Report of Classroom Visitation or Structured Conference
Form E: Post-Observation Conference and Self-Reflection Form
Form F: Final Self-Reflection Form (Non-Status Teachers)
64 WTA—Teachers
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form A
Comprehensive Evaluation Report
School Year ___________ Date of Classroom Visits ________
Date of Conference _____________
Teacher ________________________________ Subject(s)/Grade Level ____________
The attached Form A Comprehensive Evaluation Report (bullet style) can be used in the
following ways:
As the final evaluation of non-professional status teachers. Earlier
evaluations must have been done by the approved RBT method.
As the only evaluation for half of the professional status teachers who
are due to be evaluated in any given year. Twenty-five percent of the
professional status teachers due to be evaluated must receive a
scripted RBT evaluation. No teacher can receive two (2) Form A
evaluations in a row.
Comments are not required unless the evaluator has indicated that an area is unsatisfactory.
Teachers, as always, have the opportunity to fill out the last page of this evaluation if they
wish to.
PLEASE CHECK if appropriate :
Needs significant improvement. If the non-professional status teacher is
recommended for re-appointment, a specific plan for improvement will be developed
by the principal with input from the teacher.
Recommended for Re-Appointment (yes/no) __________
Type of Contract: 1 st Year ____ 2 nd Year ____ 3rd Year ____ Professional Status ____
Evaluator’s Signature ________________________________ Date ______________
Teacher’s Signature _________________________________ Date ______________
The signature of the teacher means only that he/she has read this document. The
teacher may attach a written statement of his/her own provided he/she does so within
two (2) working days.
WTA—Teachers 65
1704385_1
Formatted: DocID
FORM A (Continued)
I. Currency in the Curriculum Satisfactory ___ Unsatisfactory ___
The teacher is up to date regarding curriculum content:
Demonstrates a working knowledge of the core curriculum.
Frames curriculum around essential questions in the discipline that provide opportunities for reasoning,
logic, analysis, and synthesis when planning units, lessons, and assignments.
Keeps current in field and applies knowledge to the instructional program.
Contributes to the ongoing evaluations of the curriculum.
Comments:
II . Effective Planning and Assessment of Curriculum and Instruction
Satisfactory ___ Unsatisfactory ___
The teacher plans instruction effectively:
Has a personal vision of committed, confident learners and uses that vision to guide learning goals,
expectations, and standards.
Sets short-term and year-long goals for curricular units which derive from unifying themes of fundamental
importance to students’ present or future lives.
Uses materials and resources, including technologies, that are appropriately matched to those needs.
Frames curriculum around students’ own prior knowledge and experience and identifies prerequisite skills,
concepts, and vocabulary that are important for students to know in order to be successful at a task.
Seeks out and collaborates with school-based specialists, resource personnel, including technology
specialists, and administrators to better design curriculum or instructional modifications to meet special
learning needs of students and support all students to learn and apply a challenging core curriculum.
Plans engaging ways to introduce each unit of study.
Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers,
and one another.
Design curricular experiences in which students take increasing responsibility for their own thinking.
Integrates the teaching of reading, listening, writing, speaking, viewing, and the use of appropriate
learning tools (e.g., calculators and computers) within the disciplines.
Comments:
The teacher plans assessment of student learning effectively:
Determines specific and challenging standards for student learning.
Develops and uses authentic assessment which describes a student’s learning process as well as his/her
learning achievements.
Incorporates time for individual and interactive reflection including response journals, debriefing, and
group discussions.
Comments:
66 WTA—Teachers
1704385_1
Formatted: DocID
FORM A (Continued)
The teacher monitors students’ understanding of the curriculum effectively and adjusts instruction,
materials, or assessments when appropriate:
Regularly uses a variety of formal and informal authentic assessments of students’ achievement and
progress for instructional revisions and decision-making.
Implements evaluation procedures that appropriately assess the objectives taught.
Communicates student progress to parents, students, and staff members in a timely fashion using a range
of information, for example: attendance, progress reports, the quality and quantity of student work.
Uses individual and group data appropriately, maintaining confidentiality concerning individual student
data and achievement.
Comments:
III. Effective Management of Classroom Environment Satisfactory ___ Unsatisfactory ___
The teacher creates an environment that is positive for student learning and involvement:
Implements instructional opportunities where students are interacting with ideas, materials, teachers, and
one another.
Demonstrates openness to student challenges about information and ideas.
Uses classroom time and classroom space to promote optimal learning.
Understands principles and patterns of child growth and development and uses this knowledge in working
with students.
Establishes classroom procedures that maintain a high level of students’ time-on-task and that ensure
smooth transitions from one activity to another.
Maintains systematic approach to discipline by establishing and administering a consistent and fair set of
rules supporting appropriate expectations.
Manages routines effectively.
Maintains appropriate professional boundaries with students.
Serves as a positive role model for students.
Comments:
IV. Effective Instruction Satisfactory ___ Unsatisfactory ___
The teacher makes learning goals clear to students:
Makes connections between concepts taught and students’ prior knowledge and experiences.
Regularly checks for students’ understanding of content and concepts and progress on skills.
Identifies confusions and misconceptions as indicated by student responses and regular assessment
strategies.
Remediates, reteaches, or extends teaching to meet individual and/or group needs.
Communicates clearly in writing and speaking; uses precise language.
Understands and shows students the relevance of the subject to life-long learning.
Comments:
WTA—Teachers 67
1704385_1
Formatted: DocID
FORM A (Continued)
The teacher uses appropriate instructional techniques:
Uses a variety of teaching strategies, including cooperative, peer and project-based learning; audio-visual
presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.
Provides options for students to demonstrate competency and mastery of new material, including written
work, plays, art work, oratory, visual presentations, exhibitions, and portfolios.
Uses a variety of appropriate materials in order to reinforce and extend skills, accommodate learning
styles, and match instructional objectives.
Causes students to become cognitively active in summarizing important learning and integrating it into
prior knowledge.
Comments:
The teacher uses appropriate questioning techniques:
Uses a variety of questioning techniques, including those which encourage and guide critical and
independent thinking and the development of ideas.
Presents information recognizing multiple points of view; encourages students to assess the accuracy of
information presented.
Comments:
The teacher evaluates, tries innovative approaches, and varies instructional strategies, including the
effective use of technologies, to increase student learning and confidence to learn:
Regularly tries innovative approaches to improve instructional practices.
Continually evaluates, tries innovative approaches and refines instructional strategies, including the
effective use of technologies, to increase student learning and confidence about learning.
Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes.
Comments:
V. Promotion of High Standards and Expectations for Student Achievement
Satisfactory ___ Unsatisfactory ___
The teacher communicates learning goals and high standards and expectations to students:
Regularly communicates objectives or learning outcomes to students.
Regularly provides feedback to students on their progress on goals and objectives.
Communicates standards, expectations, and guidelines regarding quality and quantity of students’ work,
work procedures, and interpersonal behavior to students and parents.
Models the skills, attitudes, values, and processes central to the subject being taught.
Comments:
68 WTA—Teachers
1704385_1
Formatted: DocID
FORM A (Continued)
The teacher promotes confidence and perseverance in students that stimulate increased personal student
responsibility for achieving the goals of the curriculum:
Uses prompt feedback and student goal-setting in order to increase student motivation and ownership of
learning.
Develops and supports students’ awareness of themselves as learners and their ability to overcome self-
doubts associated with learning to take risks.
Nurtures students’ eagerness to do challenging work and provides incentive, interest, and support for
students to take responsibility to complete such tasks successfully.
Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum
with appropriate modifications of instruction.
Encourages and supports students needing extra help and secures student cooperation and participation in
extra help sessions.
Identifies students who are not meeting expectations and develops a plan that designates the teacher’s and
students’ responsibilities regarding learning.
Demonstrates attitudes of fairness, courtesy, and respect that encourage students’ active participation and
commitment to learning.
Builds positive relationships with students and parents to enhance students’ abilities to learn effectively.
Recognizes and responds appropriately when an individual student is having social and/or emotional
difficulties which interfere with learning and/or participation in class.
Comments:
VI. Promotion of Equity and Appreciation of Diversity Satisfactory ___ Unsatisfactory ___
The teacher strives to ensure equitable opportunities for student learning:
Provides opportunities to include all students in the full range of academic programs, activities, and extra-
curricular activities.
Addresses the needs of a diverse student population by applying and adapting constitutional and statutory
laws, state regulations, and the Board of Education policies and guidelines.
Comments:
The teacher demonstrates appreciation for and sensitivity to the diversity among individuals:
Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural
backgrounds.
Develops and implements educational and organizational strategies that are effective in meeting the needs
of a diverse student body.
Functions effectively in a multilingual, multicultural, and economically diverse society.
Comments:
WTA—Teachers 69
1704385_1
Formatted: DocID
FORM A (Continued)
VII. Fulfillment of Professional Responsibility Satisfactory ___ Unsatisfactory ___
The teacher is constructive and cooperative in interactions with parents and receptive to their contributions:
Keeps parents informed of student’s progress and works with them, in culturally appropriate ways, to aid
in the total development of the student.
Maintains professional boundaries with parents.
Works constructively with others to identify school problems and suggest possible solutions.
Works collaboratively with other staff in planning and implementing interdisciplinary curriculum,
instruction, and other school programs and shares expertise and new ideas with colleagues.
Participates in student or school activities.
Cooperates with other teachers about students’ overall workload.
Comments:
The teacher is a reflective and continuous learner:
Reflects about and acts on what students need to know and be able to do and what the teacher can do to
foster learning.
Uses available resources to analyze, expand, and refine professional knowledge and skills; resources can
include professional organizations, academic course work, school-based staff, administrative and
community resources, and other colleagues.
Participates in activities that demonstrate a commitment to the teaching profession.
Seeks out information in order to grow and improve as a professional.
Is receptive to suggestions for growth and improvement.
Comments:
70 WTA—Teachers
1704385_1
Formatted: DocID
FORM A (Continued)
VIII. To Be Completed by the Teacher
This section is included to allow the teacher to make comments or present information that will make
this evaluation more complete. Teachers should feel free to comment on any area not fully developed
within the evaluation instrument. This may include, but need not be limited to, special projects or
committee work engaged in, evidence of professional growth, or particular involvement in school
activities. Attach additional sheets if necessary.
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
WTA—Teachers 71
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form B
Short Form
Evaluation Checklist
Date of Conference ___________________________________
Teacher Name _______________________________________
Please check:
We have reviewed the Principles of Effective Teaching as related to the individual teacher named
above.
Comments (if applicable): ______________________________________
____________________________________________________________
____________________________________________________________
We have reviewed the teacher’s Individual Professional Development Plan.
Comments (if applicable): ______________________________________
____________________________________________________________
____________________________________________________________
Please use the other side of this sheet if addition space is needed.
Final Evaluation:
I. Currency in the Curriculum Satisfactory ___ Unsatisfactory ___
II. Effective Planning and Assessment of Curriculum and Instruction Satisfactory ___ Unsatisfactory ___
III. Effective Management of Classroom Environment Satisfactory ___ Unsatisfactory ___
IV. Effective Instruction Satisfactory ___ Unsatisfactory ___
V. Promotion of High Standards & Expectations for Student Achievement Satisfactory ___ Unsatisfactory ___
VI. Promotion of Equity and Appreciation of Diversity Satisfactory ___ Unsatisfactory ___
VII. Fulfillment of Professional Responsibility Satisfactory ___ Unsatisfactory ___
Teacher’s Signature _________________________________ Date ________
Evaluator’s Signature ________________________________ Date ________
The signature of the teacher means only that he/she has read this document. The teacher may attach
a written statement of his/her own provided he/she does so within thirty (30) calendar days.
72 WTA—Teachers
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form C
Pre-Observation Conference Form
Name: ______________________________________ Date/Time: _____________________
Grade: __________________ Subject: ________________________
Teacher: Please fill out this form in advance and bring it to the pre-conference. Use the back of the
form if more space is needed.
Briefly describe the lesson. If applicable, how does this lesson relate to previous instruction?
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
What should students know or be able to do when the lesson (unit) is over?
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
What assessment strategies will you use? How will you check frequently and broadly across large numbers
of students? __________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
What strategies will you use to explain the concept(s) in order to reach the visual, auditory, and kinesthetic
learners? ____________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
Which Curriculum Frameworks Standards are being addressed? ________________________________
____________________________________________________________________________________
____________________________________________________________________________________
How do you plan to address the recommendations made during your last evaluation? (Please write N/A if
this is your first evaluation or if there were no previous recommendations made.)
____________________________________________________________________________________
____________________________________________________________________________________
TO BE FILLED OUT AT THE PRE-CONFERENCE WITH THE EVALUATOR:
A major focus of the classroom visit will be: (Circle one of the major parameters of teaching and all
appropriate sub-areas and initial below to indicate that both parties acknowledge the areas of focus.)
Management – Attention – Momentum – Discipline – Space – Time – Routines
Instructional Strategies – Clarity – Principles of Learning – Models of Teaching
Motivation – Expectations – Personal Relationship Building – Class Climate
Curriculum Planning – Objectives – Curriculum Design – Overarching Objectives
The teacher has been given a copy prior to the Classroom Observation.
Teacher initials_____________ Evaluator initials ____________
Formatted: Header distance from edge: 0.25"
WTA—Teachers 73
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form D
Report of Classroom Visitation or Structured Conference
Please check one: ____ Classroom Visitation ____ Structured Conference
Evaluator: If this is a conference, please be sure to note any recommendations for growth that you made and
discussed during this meeting so that they will be incorporated into your classroom observation report.
Name: _________________________________________ Date of Visit:_____________
Grade: __________ Subject: _______________________ Length of Visit: ___________
Announced ______ or Unannounced ______
Area(s) Pre-Selected for Observation
Please check appropriate area(s):
Management
Attention
Momentum
Discipline
Space
Time
Routines
Instructional Strategies
Clarity
Principles of Learning
Models of Teaching
Motivation
Expectations
Personal Relationship Building
Class Climate
Curriculum Planning
Objectives
Curriculum Design
Overarching Objectives
1. Evaluator’s description of the visit. Please see attached.
2. Check one of the following:
_____ Follow-up recommendations are included in the attached report. The evaluator and
the teacher should revisit these during the next pre-conference and classroom
observation.
_____ No recommendations are being made at this time.
Evaluator’s Signature ________________________________ Date ____________________
Teacher’s Signature _________________________________ Date _____________________
The signature of the teacher means only that he/she has read this document. The teacher
may attach a written statement of his/her own within thirty (30) calendar days.
Evaluator: Please be sure to note any recommendations for growth that you made and discussed
during this meeting so that they will be incorporated into your classroom observation report.
Formatted: Header distance from edge: 0.25"
74 WTA—Teachers
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form E
Post-Observation Conference and Self-Reflection Form
Name: __________________________________ Date/Time of Meeting: ________/____________
Grade: _________________________ Subject: ________________________________
Teacher: Please review these questions in advance and be prepared to discuss them at the post-
conference. Feel free to make notes for your own use. Expect the evaluator to discuss most of these
and other topics.
Evaluator: Please make notes on your copy of this sheet.
1. How do you think the lesson went? What were the strengths and weaknesses of the lesson?
2. What changes will you make (if necessary) to this lesson if you use it again?
3. What did the students know and/or what were they able to do when the lesson (unit) ended? Did
this match your goals for the lesson (unit)?
4. How effective were your assessment strategies? Explain why you feel that way.
5. During the pre-conference, a focus area was selected for the classroom observation. Reflect on the
impact this area had on the lesson.
6. Please list all courses, workshops, and other things you have done to stay current in curriculum
during the past school year.
WTA—Teachers 75
1704385_1
Formatted: DocID
WINTHROP PUBLIC SCHOOLS
Form F
Final Self-Reflection Form
(Non-Status Teachers)
Name: _______________________________________________________
Grade: _______________ Subject: _____________________________
Teacher: After meeting with your evaluator for the final time this year, please return this form
to your evaluator no later than June 1. Please use the back of this form if you need more
space. This will be attached to your Comprehensive Evaluation Report.
1. Based on discussions with my evaluator, I have set the following goals for next year:
2. Yes/No – I have developed my own personal professional development plan. If
no, I understand that I must have a plan in place for September.
76 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX G
LETTER OF UNDERSTANDING
THE WINTHROP SCHOOL COMMITTEE AND THE WINTHROP TEACHERS’
ASSOCIATION AGREE THAT:
1. Upon the recommendation of the superintendent and approval of the School
Committee, the school-age children of nonresident teachers employed by the Winthrop
Public Schools may enroll, without charge for tuition, in the Winthrop Public Schools,
subject to the following conditions:
(a) The child may attend the Winthrop Public Schools only after a determination has
been made that there is an available seat. If the number of nonresident students
seeking acceptance exceeds the number of available seats, the students shall be
selected by lottery. The Committee shall be under no obligation to over-crowd a
classroom or hire additional staff to fulfill the terms of this side letter.
(b) The Winthrop School Committee shall be under no financial obligation or
liability for any Chapter 766, bilingual, or other special program expense in
regard to nonresident children.
(c) The Winthrop School Committee shall be under no obligation to supply
transportation to such nonresident children.
(d) A nonresident child enrolled in the Winthrop Public Schools pursuant to this
Letter of Understanding may remain in the School System as long as (1) the
parent is employed by the Winthrop Public Schools; (2) the child abides by the
rules and regulations of the School System; (3) there is no additional cost to the
Winthrop Public Schools under paragraphs 1(b) and 1(c); and (4) the terms of this
Letter of Understanding remain in effect.
2. An individual teacher with or without the Winthrop Teachers’ Association may request
to meet with the School Committee to review an unfavorable decision; however, any
decision of the School Committee made pursuant to the terms of this Letter of
Understanding shall not be grievable or arbitrable.
3. The effective dates of the Letter of Understanding shall be September 1, 20032015,
through August 31, 20082018.
WINTHROP SCHOOL DEPARTMENT
ACCESS TO KEYS POLICY
WTA—Teachers 77
1704385_1
Formatted: DocID
I, __________________________________________________, an employee at the
___________________________________ School in Winthrop, Massachusetts, acknowledge that I
have been given keys to the ______________________ School. I understand and agree that as a
recipient of the keys to the school I may access the school as needed in order for me to perform my
job. I further understand that I am not permitted to make additional sets of keys without
authorization from _____________________________, nor am I permitted to transfer, give, or loan
the keys to any individual who has not been authorized by _______________________________,
principal of the ________________________ School to receive a set of keys.
A violation of this policy may subject me to discipline.
Employee: _____________________________________ Date: ____________________
78 WTA—Teachers
1704385_1
Formatted: DocID
APPENDIX I
ELECTRONIC COMMUNICATION SYSTEM/NETWORK
ACCEPTABLE USE POLICY
STAFF
It is the policy of the Winthrop Public Schools that staff will use the school district's electronic
communication system/network ("system/network"), including the Internet, voice mail and e-mail, in a
responsible, legal, and ethical manner. Failure to do so or otherwise to comply with this Acceptable Use
Policy may result in the suspension or termination of system/network privileges for the user , disciplinary
action up to and including discharge, and/or prosecution under federal or state law.
PURPOSE
The system/network is the property of the school district and is intended to be used for business
purposes only. This may include using the system/network to conduct research and to communicate with
others concerning educational and business matters.
ACCEPTABLE USE
Use of the system/network is a privilege, not a right. Any use of the system/network must be
consistent with, and directly related to, the educational objectives and business purposes of the Winthrop
Public Schools. A violation of the terms of this Acceptable Use Policy may result in the suspension or
termination of system/network privileges, and also may result in other disciplinary action, consistent with any
applicable collective bargaining agreements, statutes, or district-wide disciplinary policies. Users should be
aware that violation of these provisions that constitute a crime also may result in criminal prosecution.
The following conduct violates the Acceptable Use Policy:
(a) Using the system/network for personal or recreational purposes or activities.
(b) Sending "chain letters" or "broadcast" messages to lists or individuals, or subscribing to
"listserves" or "newsgroups," without permission.
(c) Accessing discussion groups or "chat rooms" whose purpose is not primarily educational.
(d) Using the system/network to buy, sell, or advertise anything, without permission.
(e) Using the system/network for gambling purposes.
(f) Using the system/network for political campaigning purposes, including but not limited to
attempts to influence ballot questions or to promote or oppose a candidate for public office.
(g) Using or transmitting profane, obscene, vulgar, sexually explicit, threatening, defamatory,
abusive, discriminatory, harassing, criminal, or otherwise objectionable messages or materials
via the system/network. Employees also are prohibited from visiting Internet sites posting such
materials and from downloading or displaying such materials.
WTA—Teachers 79
1704385_1
Formatted: DocID
(h) Using the system/network for illegal purposes, in support of illegal activities, in a manner that
violates any federal or state law, or for an activity prohibited by school district policy, including
but not limited to the spreading of computer viruses.
(i) Using another person's password or pretending to be someone else when using the
system/network.
(j) Accessing, reading, altering, deleting or copying another user's messages or data without
express written approval.
(k) Attempting to gain unauthorized access to system/network programs or computer equipment,
including attempts to override, or to encourage others to override, any firewalls established on
the system/network.
(l) Installing software or data on the system/network without first having the information scanned
by the system/network administrator for viruses or other incompatibility.
Employees are required to comply with copyright, software licenses, and intellectual property laws. The
school district strongly condemns the illegal distribution (otherwise known as "pirating") of software. Any
users who are caught transferring such files through the network, and whose accounts are found to contain
such illegal files, shall have their system/network privileges terminated. In addition, all users should be aware
that software piracy is a federal offense and is punishable by a fine or imprisonment.
MONITORED USE
All messages and information created, sent, or retrieved on the system/network are the property of the
Winthrop Public Schools and should not be considered to be confidential. The system/network's backup
mechanism automatically stores communications, including those that employees "delete." Although the
school district does not plan to review such communications on a regular basis, it reserves the right to access
and monitor all messages and information on the system, as it deems necessary and appropriate in the ordinary
course of business, to prevent abuse by employees, to ensure the proper use of resources, and to conduct
routine maintenance. Where appropriate, communications, including text and images, may be disclosed to law
enforcement officials in response to proper requests, or to other third parties in the context of proper requests
in the course of litigation, without the prior consent of the sender or receiver. Employees who use the
system/network are considered to have consented to such monitoring and disclosure.
The system/network is not to be considered as a resource intended for use as a public forum or for any
purpose that is not directly related to the school district's business interests.
E-mail messages are public records, subject to disclosure under Massachusetts General Laws,
Chapter 66, Section 10. E-mail communications, therefore, should be printed and maintained in hard copy in
the school district's files, so that they can be made available to the public, upon request, for inspection and
copying.
Employees should avoid sending documents or information containing confidential or sensitive
material, such as student record and personnel information, via the system/network, due to concerns relating to
the security of such documents or information.
Employees should not discuss litigation in e-mail messages, because such messages are not privileged
and are subject to discovery in litigation against the school district.
80 WTA—Teachers
1704385_1
Formatted: DocID
LIABILITY
The Winthrop Public Schools assumes no responsibility or liability for:
(a) Any unauthorized charges or fees incurred as a result of an employee's use of the
system/network, including but not limited to telephone charges, long distance charges, per
minute surcharges, and/or equipment or line charges.
(b) Any financial obligations arising out of the unauthorized use of the network for the purchase of
products or services.
(c) Any information or materials that are transferred through the system/network.
(d) Any cost, liability, or damages caused by a user's violation of this Acceptable Use Policy, or
any other inappropriate use of electronic resources of the Winthrop Public Schools.
The Winthrop Public Schools makes no guarantee, implied or otherwise, regarding the reliability of
the data connection, and shall not be liable for any loss or corruption of data resulting while using the
system/network.
WINTHROP PUBLIC SCHOOLS
ELECTRONIC COMMUNICATION SYSTEM/NETWORK
ACCEPTABLE USE POLICY
EMPLOYEE CONFIRMATION OF RECEIPT
I certify that I have received, been provided an opportunity to ask questions about the content of, and
understand the Electronic Communication System/Network Acceptable Use Policy of the Winthrop School
System.
I acknowledge the Winthrop School System telecommunication system including, but not limited to,
voice mail, fax mail, electronic mail, and access to the Internet is School System property and by my use of the
system consent to the monitoring of the system.
I further acknowledge that my continued access to the telecommunication system is conditioned upon
strict adherence to the policy. Any violation of this policy or use of the School System’s telecommunication
system for improper purposes shall subject me to discipline, up to and including discharge.
________________________________________
Employee Name
________________________________________ ______________________________
WTA—Teachers 81
1704385_1
WINTHROP PUBLIC SCHO OLS 2013 - 2014 SCHOOL CALENDAR
PD = Professional Development ( ) = Early Release 180 Student Days 183
Teacher Days
2 Labor Day
3 Teacher PD - No School
4 Teacher PD - No School
5 Teacher PD - No School
6 First Day for Students
26 Early Release - All Schools
Professional Developmen t
SEPTEMBER (17 DAYS)
M T W Th F
2 3 4 5 6
9 10 11 12 13
16 17 18 19 20
23 24 25 (26) 27
30
FEBRUARY (15 DAYS)
M T W Th F
3 4 5 6 7
10 11 12 13 14
17 18 19 20 21
24 25 26 27 28
17 - 21 February Vacation
14 Columbus Day
24 Early Release - Elementary
31 Early Release - Elementary
Parent Conferences
OCTOBER (22 DAYS)
M T W Th F
1 2 3 4
7 8 9 10 11
14 15 16 17 18
21 22 23 (24) 25
28 29 30 (31)
MARCH (21 DAYS)
M T W Th F
3 4 5 (6) 7
10 11 12 13 14
17 18 19 20 21
24 25 26 27 28
31
6 Early Release - Elementary
Professional Development
7 Early Release – Elementary
Parent Conference
11 Veterans Day
27 Early Release – All Schools
28 Thanksgiving
29 Day After Thanksgiving
NOVEMBER (18 DAYS)
M T W Th F
1
4 5 6 (7) 8
11 12 13 14 15
18 19 20 21 22
25 26 (27) 28 29
APRIL (17 DAY S)
M T W Th F
1 2 (3) 4
7 8 9 (10) 11
14 15 16 (17) 18
21 22 23 24 25
28 29 30
3 Early Release - Elementary
10 Early Release - Elementary
17 Early Release – Elementary
Parent Conferenc es
21 - 25 April Vacation
12 Early Release – All Schools
Professional Development
23 - 31 Holiday Vacation
DECEMBER (15 DAYS)
M T W Th F
2 3 4 5 6
9 10 11 (12) 13
16 17 18 19 20
23 24 25 26 27
30 31
MAY (21 DAYS)
M T W Th F
1 2
5 6 7 (8) 9
12 13 14 15 16
19 20 21 22 23
26 27 28 29 30
8 Early Release – All Schools
Professional Development
26 Memorial Day
1 New Years Day
20 Martin Luther King Day
30 Early Release - MS/HS
Professional Development
JANUARY (21 DAYS)
M T W Th F
1 2 3
6 7 8 9 10
13 14 15 16 17
20 21 22 23 24
27 28 29 (30) 31
JUNE (13 DAYS)
M T W Th F
2 3 4 (5) 6
9 10 11 12 13
16 17 18 19 20
23 24 25 26 27
30
5 Early Release – MS/HS
Professional Development
18 Last Day of School
*Last day of school if ther e are
no snow or other emergencies
Starting Times Early Release Dismissal Times
William P. Gorman Fort Banks Grades 1 & 2 8:05am-2:05pm William P. Gorman Fort Banks 1
& 2 11:45am
William P. Gorman Fort Banks Kindergarten 8:05am -1:20pm (Kindergarten)
11:15am
William P. Gorman Fort Banks Pre-K 8:05am-10:35am; 11:35am-2:05pm Arthur T. Cummings
12:00pm
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
Formatted ...
82 WTA—Teachers
1704385_1
Formatted: DocID
Arthur T. Cummings 8:30am-2:30pm Middle School
11:55am
Middle School 7:50am-2:30pm; *Thursdays: 7:50am-1:50pm High School
12:00pm
High School 7:50am-2:15pm; *Thursdays: 8:30am-2:15pm
*starting October 3rd