AGREEMENT

HULL SCHOOL COMMITTEE

AND

HULL TEACHERS ASSOCIATION

2005 - 2007

ARTICLE I

AGREEMENT

1.1 Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, THIS CONTRACT IS MADE THIS FIRST DAY OF SEPTEMBER, 2005 BY THE SCHOOL COMMITTEE OF THE TOWN OF HULL (hereinafter sometimes referred to as the Committee) and the HULL TEACHERS ASSOCIATION, INC. (hereinafter sometimes referred to as the Association).

ARTICLE II

PREAMBLE

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

a. Under the law of Massachusetts, the Committee, elected by the citizens of Hull, has final responsibility for establishing the educational policies in the public schools of Hull, and this policy function shall not be delegated or abrogated in any manner;

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

c. The teaching staff of the public schools of Hull has the responsibility for providing in the classrooms of the schools education of the highest possible quality consistent with the School Committee Policy;

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

e. 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 Hull School System, and in recognition of the Association's knowledge of the ideas and opinions of teachers, the Committee agrees that not more frequently than twice every three (3) months for a duration of not more than two (2) hours, it will, upon request of the Association or the School Committee, meet at a reasonable time and place with the Association to consult about any matters of concern or interest to the Association.

The Association agrees that prior to two (2) weeks before the date scheduled for said consultation, the Association will submit a written agenda of subjects about which it desires to consult at the meeting to the Superintendent of Schools and that the consultation will be confined to subjects on that agenda. Unless otherwise agreed to in advance, the Association shall be represented by no more than six (6) representatives.

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

ARTICLE III

SCOPE

3.1 For the purpose of Collective Bargaining with respect to wages, hours, and other working conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following professional employees (as such employees are defined in Section 3 of Chapter 150E of the General Laws of Massachusetts) of the Committee:

Unit A: Teachers, Guidance Counselors, Curriculum Facilitators, Speech/Language Pathologists, Library Teacher, Psychologists and Adjustment Counselors and all other professional employees of the School Committee, but excluding the Superintendent of Schools, Assistant Superintendent of Schools, Director of Student Services, Principals, Assistant Principals or Administrative Assistants and Nurses.

3.2 Within thirty (30) days of the execution of this contract, the Association shall, in writing, advise the Committee of the names and number of persons authorized by the Association to represent the Association for the purpose of collective bargaining. Thereafter, if a change is made in the number of persons so authorized, or if a change is made in the personnel so authorized to represent the Association, notification of such change shall be given to the Committee in writing within seven (7) days of such change and until so notified, the Committee may deal with those persons then currently designated as authorized.

3.3 Within thirty (30) days of the execution of this contract, the Association shall, in writing, advise the Committee of the names and number of persons authorized by the Association to represent the Association as its Professional Rights and Responsibilities Committee. Thereafter, if a change is made in the number of persons so authorized, or if a change is made in the personnel constituting said Professional Rights and Responsibilities Committee, notification of such change shall be given to the Committee in writing within seven (7) days of such change and until so notified, the Committee may deal with those persons then currently designated as authorized.

ARTICLE IV

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

4.1 Subject to the provisions of this Contract, the wages, hours, and other conditions of employment applicable on the effective date of this contract to the employees covered by this Contract shall continue to be so applicable.

ARTICLE V

GRIEVANCE PROCEDURE

5.1 A grievance means a complaint by a teacher that there has been a violation, misinterpretation, or misapplication of specific provisions of the agreement. In any situation not specifically mentioned by this contract, current policies and regulations of the Hull School Committee shall prevail. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

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

5.3 Level One: Within twenty (20) school days after the grievant first become aware of the act or condition on which the grievance is based, the grievance shall be presented in writing by the aggrieved and a representative of the Association to the appropriate intermediate supervisor (for example, the Principal).

Each written statement of a grievance shall include a concise statement of the facts constituting the grievance, a reference t the applicable provisions of the Agreement to have been violated, misinterpreted or inequitably applied, the date when the grievance occurred and the dates of all prior written presentations, and shall be signed by the employee and a representative of the H.T.A., except in the case of a grievance filed under 5.8 which shall be signed by an authorized representative of the H.T.A.

Level Two: If, at the end of the ten (10) days next following such presentations, the grievance shall not have been disposed of to the Association's satisfaction, the Association may, within ten (10) days thereafter, present the grievance in writing to the Superintendent. The Superintendent shall meet with the grievant and the Association within ten (10) days of receipt of the grievance. The Superintendent shall respond to the grievance in writing to the Association within twenty (20) days of this meeting.

Level Three: The Association may, within fifteen (15) days of the response from the Superintendent, appeal the grievance to the Committee.

The Committee may initially review its jurisdiction relative to the grievance under the Education Reform Act and advise the Association within ten (10) days of receipt of the grievance. Within twenty (20) days of the meeting with the Association the Committee shall respond in writing to the grievance. If the Committee notifies the Association that it will not hear the grievance, the Association will treat such notice as the Committee's response.

Level Four: If the response by the Committee is unsatisfactory to the Association, the Association may within ten (10) days of the committee's response, give notice of its intention to arbitrate the matter and with five (5) days thereafter shall submit the grievance to the American Arbitration Association for arbitration in accordance with its rules. The expense of arbitration shall be shared equally by the Committee and the Association. The decision of the arbitrator shall be final and binding on the parties in the grievance procedure. An arbitrator shall be without authority to add to, subtract from, or otherwise modify the terms of the Agreement.

5.4 Any grievance shall be deemed to have been waived if the action required of the Association to present it to the next level in the procedure shall not have been taken within the time specified in the above sections. For purposes of this Article, unless stated otherwise, the term "days" shall refer to school days. School days are those when teachers are scheduled to report to school, and do not include Saturdays, Sundays, holidays or on any other day on which school is closed.

5.5 In the event a grievance is filed on or after June 1st, but before the first day of the subsequent school year, it shall be submitted directly to the Superintendent within twenty-one (21) calendar days after the grievant first became aware of the act or condition on which the grievance is based. Thereinafter, the deadlines for the subsequent steps in the grievance procedure shall be those stated in Section 5.3 of this Agreement, but shall be considered calendar days. However, if the due date falls on a weekend or a holiday, the deadline shall be extended until the next standard business day.

5.6 If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract; and if the Association shall so desire, it shall be permitted with the consent of the employee (a delegate) to be heard at each level of the procedure under which the grievance shall be considered.

5.7 If a grievance has been presented by an employee at any level as set forth above, no notations, nor record thereof, nor any communication or matter related thereto received subsequent to such grievance shall be place or recorded in the personnel file of such employee. Nothing contained therein shall require the Committee to remove from a personnel file written communication, other documents, or records customarily maintained in a personnel file, such as, but not limited to, evaluation reports or specific complaints from parents or others. If an employee presents a grievance with regard to matters appearing in his personnel file, and such grievance is resolved in favor of the employee, a record of such favorable determination shall be entered in the personnel file of the employee.

5.8 If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly, and the processing of such grievance will begin at Level Two.

ARTICLE VI

COMPLAINTS AND DISCIPLINE

Office Conferences:

6.1 Just Cause: No employee with professional status will be disciplined, discharged or deprived of professional advantage without just cause.

6.2 Criticism of a teacher shall be done in private. Teachers shall be promptly notified of any complaint made about them by a colleague, a student, or a parent, an administrator, or a teacher. Teachers will be given an opportunity to respond in writing to any such criticism or complaint.

6.3 Teachers may review their personnel files periodically seeking to correct any misunderstandings and adding additional material. No material will be placed into a teacher's personnel file without it being given to the teacher for his/her inspection and response. All teachers will be afforded an opportunity to attach their response to any material that is to be put into their personnel file.

6.4 Teachers may review their personnel files periodically seeking to correct any misunderstandings and adding additional material. Written notice to teachers, particularly those of a favorable nature, should carry an appropriate notation if they are to become part of the record.

6.5 When a parent or a student has a complaint, the administrator shall involve all parties concerned. Conferences should be held at the close of the regular school day whenever possible.

6.6 Administrators will use ethical procedures when filling out evaluations.

6.7. The School Committee and Hull Teachers Association believe that the primary purpose of teacher evaluation is to develop excellence in teaching for the benefit of every student in the Hull Public Schools. The process of evaluation and supervision must be cooperative, constructive and continuous. It must be conducted in a climate characterized by clear expectations, trust and support. The evaluation process analyzes and improves teacher performance and promotes personal growth. Triplicate copies of evaluation forms are to be made and one given to the teacher.

6.8 Evaluation should be as objective as possible.

6.9 Evaluation that has an effect on the teacher's reappointment or advance on the salary schedule should be discussed with teachers so there will be ample time to correct any deficiency.

6.10 If there is any question about a teacher's qualifications for recommendation for re-election, this doubt and reasons for it should be made known to him.

6.11 If there is any serious doubt about the permanent appointment of a teacher without professional teacher status, notification is most fairly made at the close of the second year.

6.12 Just Cause: No employee on professional teacher status may be disciplined or discarded or deprived of any professional advantage without just cause.

6.13 The School Committee and the H.T.A. will create, maintain and promote an atmosphere of mutual respect among all parties involved in the education of Hull's children. In order to maintain this atmosphere, a system of dispute resolution through cooperation, collaboration, and non-adversarial means will be established.

If an administrator receives a complaint involving a member of the H.T.A. or between a member and someone from another bargaining unit, he/she will meet with the parties and try to resolve the problem. If no resolution is reached, an appointment will be scheduled with a designated mediator. This program is not a replacement for the grievance procedure.

ARTICLE VII

PROGRAM DEVELOPMENT

7.1 We recommend that teachers be consulted on new programs or changes made in existing programs.

7.2 By virtue of policy directive of the School Committee and state legislation, significant systemwide changes have occurred and are expected to continue to occur in the Hull schools. The purpose of the changes is to improve the delivery of education to the children of Hull. The parties acknowledge that change can be a difficult process, and that accomplishing change successfully requires the mutual commitment of those who seek to implement change and those who will be the agents of implementation. So as to promote successful program development and change, the parties agree to be guided by the following principles:

(1) The administration shall seek faculty input when developing a plan of implementation of the changes, which may include prioritizing changes, defining specific goals, determining methods of measuring success in reaching the goals, and establishing progress timelines;

(2) The judgment of all educational professionals, including both administrators and teachers, shall be respected. Input into the process will be welcomed from all participants. The administration will establish methods for seeking and receiving feedback, both positive and negative, regarding the success of the changes. By involving all participants in the change process, the parties hope that all will have a sense of ownership of the system and the changes;

(3) The parties shall evaluate the changes implemented based on data to determine what is working and what is not working, and to alter the program of change as appropriate to achieve the established goals;

(4) Communication within grade levels, across grade levels, and between schools is important to curriculum articulation and to systemwide understanding of changes. The parties shall develop vehicles for periodic communication among change participants at all levels;

(5) Staff development and in-service training is vital to successful implementation of changes. Appropriate training will be provided to staff who are required to implement changes. Staff who receive training shall be expected to implement the programs and techniques learned in the training;

(6) Teachers, administrators, other staff, parents, community members and students will be included in the process of selection and promotion of staff as appropriate;

(7) A representative of the Hull Teachers Association will be allowed to sit with the Hull School Committee at open meetings and to participate actively in an advisory capacity. The H.T.A. representative shall not have voting rights and shall not participate in executive sessions. The representative will be appointed by the H.T.A. and approved by the Hull School Committee.

ARTICLE VIII

CONTINUING CURRICULUM DEVELOPMENT

(SUMMER IN-SERVICE WORKSHOPS)

8.1 Opportunity for supplementary pay during the summer, and other vacation periods may be afforded professional employees in the following areas:

(1) Curriculum Development.

(2) Curriculum Revision.

(3) Problems Research.

(4) In-Service Teaching

(5) Textbook Study and Selection

8.2 Application for the above shall be made to the Office of the Superintendent of Schools. To be eligible, an applicant must:

(1) Be recommended by the respective Principal.

(2) Be certified in the area to be studied.

8.3 Compensation for areas listed under 8.1 shall be $25 per hour.

ARTICLE IX

LENGTH OF SCHOOL DAY

9.1 The teacher work day and the instructional day shall be as follows:

Teacher Instruction Instruction Teacher

Starts Starts Ends Ends

High School 7:15 A.M. 7:25 A.M. 1:50 P.M. 2:05 P.M.

Memorial School 7:55 A.M. 8:05 A.M. 2:15 P.M. 2:30 P.M.

Jacobs School 8:25 A.M. 8:35 A.M. 2:45 P.M. 3:00 P.M.

9.2 If due to unforeseen circumstances the above hours are unable to be maintained, the Committee shall request a waiver on an as-needed basis. Such waiver will not be unreasonably denied by the Association.

9.3 After-school sessions shall not be required on Friday, the day before a holiday, the day on which the teacher has an afternoon course, a day on which a teacher is required to attend an evening meeting as provided in Section 13.2, or on the day of a Teachers Association meeting.

9.4 All teachers shall be on duty during school hours in schools to which they are respectively assigned.

9.5 Four (4) early release days will be scheduled each year for the purpose of professional development. The professional development shall not exceed three (3) hours and shall be scheduled system wide.

9.6 Two full day Professional Development Days (PDDs) will be scheduled each year. The schedule of these two days shall go from 8:00 a.m. until 3:00 p.m. and on each of these days teachers will have one hour for lunch. On the first professional development day, staff will be released from the general session by 10:30 a.m. to return to their schools.

ARTICLE X

LENGTH OF SCHOOL YEAR

10.1 The school year shall consist of one hundred eighty (180) teaching days, plus two (2) professional development days as referenced in Section 9.6 and shall commence no earlier than the week prior to Labor Day. In the case of new teachers to the system, an extra day of orientation will be scheduled at which time the curriculum Facilitator and the President of the Teachers Association will be expected to attend.

10.2 School shall close on the following holidays:

1. Columbus Day.

2. Veteran's Day.

3. Thanksgiving Day and the following day.

4. Christmas vacation period.

5. Martin Luther King, Jr., Day

6. The week in which Presidents' Day falls.

7. Good Friday.

8. The week in which Patriot's Day falls.

9. Memorial Day.

10.3 The length of the school year for kindergarten shall include the parental conferences which are a part of the present policy and shall include 180 days.

ARTICLE XI

TEACHER ASSIGNMENTS

11.1 For the purposes of this Article XI, the term "transfer" or "change of assignment" shall mean any voluntary or involuntary change of position of a teacher involving a change in schools, elementary grade level or discipline, but shall not mean a change of position within a discipline in a given school.

11.2 The Committee and the Association recognize that some involuntary transfers of teachers is unavoidable, but they also understand that frequent transfers can be disruptive to the educational process.

11.3 All assignments shall be made known in writing by June 1. These assignments are not to be changed without due notification of the teacher involved and a conference with the Principal if so requested by the teacher. Notice will include the school to which the teacher will be assigned, the grade(s) and/or subject(s) to be taught.

11.4 A permanent vacancy exists when there is established any new or additional position in the bargaining unit, when there is an opening in an existing position because an employee leaves that position at the conclusion of a school year, or when an employee notifies the Superintendent in writing during the summer of a resignation to occur prior to the commencement of the next school year. All permanent vacancies shall be made known to all teachers in the system, and the permanent vacancy shall be filled by promotions and transfers within the system as much as possible. As used herein, the term "position" shall include teaching positions as well as extracurricular assignments that are listed in this contract.

11.5 When a vacancy occurs during the school year, it shall be considered to be a "temporary vacancy" and will be filled on a temporary basis for the remainder of the school year. Temporary vacancies are not required to be posted in accordance with paragraph 11.6 herein. If the temporary vacancy exists for the subsequent school year, it will be considered to be a permanent vacancy and will be posted and filled in accordance with paragraph 11.6.

11.6 Notice of all permanent vacancies shall be posted and advertised by the end of the school year in each building. A copy of the posting shall also be sent to the Association President. Notices shall clearly set forth the duties and qualifications of the position and the salary range. The Committee and Association recognize that permanent vacancies occurring during the summer present difficulties for both parties. To address one another's needs, they agree on the timeliness for postings listed below:

Before the close of school, at least fourteen (14) days;

From the close of school to August 15, at least seven (7) days;

From August 15 to the opening of school, no time period.

If the position is not filled, the Committee reserves the right to post new specifications. The Association President would be notified of this in writing.

11.7 Teachers who desire a change in grade and/or subject assignment for the following school year or who desire to transfer to another building for the following school year, shall file a written request of such desire with the Superintendent no later than March 15 of the preceding year. Such requests shall include the grade and/or subject to which the teacher desires to be assigned or the school to which the teacher desires to be transferred. As soon as practical, and normally not later than the close of the school year, the Superintendent shall notify the teacher of the disposition of the request. Requests must be renewed each year.

11.8 Teachers who desire consideration for a permanent vacancy which may occur during the summer, i.e., June through August, must leave advance written request with the Superintendent before the close of the school year. The requests shall contain the same information set forth in 11.7, but must also contain information regarding phone numbers and addresses for contacting the teachers should they not be reachable at home. The Superintendent shall make every reasonable effort to contact the teachers, but shall not be held liable if he/she cannot reach them.

11.9 Sometimes "out of the ordinary" opportunities become available to teachers that do not constitute a "vacancy in a position" as defined in this Article XI. Examples of "out of the ordinary" opportunities may include an advisor, teacher, coach, or other supervisory function, not listed in this contract, that becomes available due to grants, special programs, or staff initiatives. Although these "opportunities" do not have to be posted pursuant to paragraph 11.6, the parties agree that such opportunities should be made known to the faculty in general. When such an opportunity exists, a notice will be posted. The notice will include information such as the following: a brief description of the opportunity and it's goals; the number of people to be involved; the qualifications required to participate; details about dates, times, length of commitment; contact person; pay, if any; other relevant information as necessary.

11.10 When a reduction in force in the bargaining unit is determined by the School Committee to be necessary, volunteers will be given consideration. Denial of the request of a volunteer is not grievable.

11.11 Notice of any involuntary transfer or assignment shall be given to teachers as soon as practical; and not later than June 1 except in cases of emergency.

11.12 When involuntary transfers and involuntary reassignments are necessary for the good of the system, teachers will be reassigned in accordance with the criteria of certification, and qualifications. If qualifications are relatively equal, length of service shall apply. Transfers and reassignments are not grievable unless determined by an arbitrator to be arbitrary and capricious.

11.13 An involuntary transfer or reassignment shall be made only after a meeting between the teacher involved and the principal, at which time the teacher shall be notified of the reason therefore. In the event that a teacher objects to the transfer or reassignment at this meeting, upon request of the teacher, the Superintendent shall meet with him/her. The teacher may, at his/her option, have Association representative(s) present at such meeting(s).

11.14. The parties recognize the right of the School Committee to create new positions or fill existing positions on an as needed basis.

ARTICLE XII

CLASS SIZE

12.1 Whenever possible, class size shall be as follows:

Grade Pre-K: Maximum - 17

Grade K-4: Maximum - 22

Grade 5-12: Maximum - 30

ARTICLE XIII

PARENT TEACHER MEETINGS

13.1 Teachers, as professional educators, should attend P.T.O. meetings in order to provide better rapport between parents, teachers, and students.

13.2 Teachers will be required to attend three (3) evening meetings per year as directed by the School Principal.

ARTICLE XIV

BUILDING MEETINGS

14.1 Teachers may be required to attend up to fourteen (14) building meetings in each school year. Each meeting shall not exceed one (1) hour, shall be based upon an agenda provided forty-eight (48) hours in advance (unless prevented in extenuating circumstances) and shall conclude upon completion of the agenda.

ARTICLE XV

DUTY FREE LUNCH PERIOD

15.1 Elementary School: Every teacher shall receive, when possible, a forty (40) minute period of duty-free time for lunch between 11:00 a.m. and 1:00 p.m. In no event will elementary teachers receive less than a twenty (20) minute duty-free lunch period. It is recommended that as much use be made of non-teaching personnel to handle cafeteria and recess duties as is possible, in conjunction with one responsible person.

15.2 Middle School and High School: Every teacher shall have a twenty (20) minute period of duty-free time for lunch between 10:30 a.m. and 1:00 p.m.

ARTICLE XVI

NON-TEACHING DUTIES

16.1 While the Committee and the Association recognize that teachers should be involved in professional activities as much as possible, they also recognize that they must sometimes be involved in non-teaching duties. In addressing the needs to make the best use of teachers' talents and to provide proper supervision of students, the parties agree to the following: that the needs of each building regarding non-teaching duties will be discussed at least once each year by the principal and the faculty, assuming that students and buildings will be legally and responsibly supervised, solutions should be sought, planned, and implemented at the building level for dealing creatively with these duties and related issues. Whenever possible, no scheduled non-teaching duties shall be assigned to itinerant teachers.

ARTICLE XVII

TEACHER FACILITIES

17.1 All teachers shall be provided with adequate facilities for planning and preparation.

ARTICLE XVIII

STUDY HALLS

18.1 In all study halls of more than seventy-five (75) students a second teacher shall be provided when requested by the teacher.

ARTICLE XIX

LEAVES OF ABSENCE

19.1 A leave of absence may be granted with or without pay to a teacher with professional teacher status by the Superintendent and approved by the School Committee for compelling personal or family reasons. This leave of absence shall not be for more than one year, and shall not involve loss of seniority or professional teacher status. Said decision shall not be grievable.

ARTICLE XX

SICK LEAVE

20.1 A teacher shall accrue sick leave at the rate of one and one-half (1 1/2) days for each month of service of the school year, and credited on the last day of each school month up to a maximum of fifteen (15) days per year. Unused sick leave days earned in the preceding school years will accumulate up to a maximum of two hundred and ten (210) days.

20.2 If a teacher is on sick leave for five (5) consecutive days, either a physician's certificate or physical examination provided by the School Department may be required at the discretion of the Superintendent.

20.3 A teacher absence before or after a holiday or vacation period may require submission of a physician's note.

20.4 Teachers shall be given an annual accounting of their cumulative sick leave by October 1.

20.5 If a teacher becomes ill or injured, has exhausted all of his/her sick leave, and has been denied additional sick pay by the School Committee, he/she will be entitled to have his/her salary for these days lost deducted from his/her summer lump sum paycheck if legally permissible.

20.6 Annual good health maintenance incentive. Zero sick days used = $250.00. The donation of a day to the Sick Bank shall not make an employee ineligible for this benefit.

ARTICLE XXI

SICK LEAVE BANK

21.1 A voluntary sick leave bank will be maintained for use by eligible members covered by this Agreement who have exhausted their own sick leave accumulation through an illness.

21.2 The Sick Leave Bank will be maintained by the School Department to be administered by the Association.

21.3 Operation of the Bank and withdrawals there from shall be carried out by the Association, which shall furnish written records of deposits and withdrawals to the Superintendent together with a copy of the administrative regulations established and any amendments thereto.

21.4 Each eligible member who wishes to participate shall submit one (1) sick day of their personal accumulation to the Sick Leave Bank. No sick days assigned to the Bank may be recovered by the Assignor.

21.5 Sick Leave Bank awards will not be carried over to the next school year, but will be returned to the Bank, if not used.

21.6 The Sick Leave Bank shall not exceed 270 school days withdrawn per year.

ARTICLE XXII

PERSONAL LEAVE

22.1 At the discretion of the Superintendent, a maximum of three (3) days non-cumulative temporary leave of absence, without loss of pay and not to be deducted from sick leave in any one school year, may be granted for urgent personal business which cannot be conducted at any other time. No reason must be given other than personal business. The Principal may request that the applicant submit the request directly to the Superintendent.

22.2 Application for temporary leave of absence must be submitted in writing to the Superintendent at least forty-eight (48) hours in advance except in case of emergency.

22.3 Requests for leave of absence may not be authorized on days preceding or following holidays or vacation periods, except in emergencies and/or unavoidable circumstances as determined by the Superintendent, or under the provisions of 22.6.

22.4 Religious leave days will be identified separately on attendance records and statistical reports.

22.5 The above shall not be aggrievable beyond Level Three of the Grievance Procedure.

22.6 Teachers who have worked in Hull for fifteen (15) years or more are eligible to take one of their personal days before or after a vacation period or long weekend. Each year, the H.T.A. will select twenty-four teachers' names from the pool of eligible teachers. Starting with the first, each teacher chosen may select from the available dates. When a date is chosen, it is eliminated from the list. When a teacher is chosen, he/she may take a turn or pass. In either case he/she is not eligible again until all teachers with fifteen (15) or more years have been chosen through this system. The H.T.A. will submit a list of the names and dates chosen to the Superintendent at the beginning of the school year.

ARTICLE XXIII

FUNERAL LEAVE

23.1 Funeral Leave may be granted on the death of a member of a teacher's immediate family up to a maximum of five (5) days, not to be deducted from sick leave. Immediate family defined as: Mother, Father, Spouse, Son, Daughter, Brother, Sister, Son-in-law, Daughter-in-law, Grandchild, relative residing in the same house.

23.2 In the case of death of the teacher's grandparents, father-in-law, mother-in-law, or grandparents of his or her spouse, the teacher will be allowed the days off needed, with pay, up to and including the day of the funeral or memorial services, but not to exceed three days, not to be deducted from sick leave.

23.3 In the event of the death of a member of the staff, the faculty in the building in which the deceased taught will be allowed to attend the funeral. The Superintendent and the President of the Hull Teachers Association will meet for the purpose of making arrangements so that as many other faculty members as is reasonably possible can attend the funeral. The provision in Section 23.3 is subject to compliance with Department of Education regulations concerning the length of the school year.

ARTICLE XXIV

FAMILY LEAVE RESERVE ACCOUNT

24.1 The Hull School Committee shall create a Family Leave Reserve Account of sixty (60) days per year.

24.2 Teachers may request use of a FLRA day for a serious health condition for those relatives defined in the Family Medical Leave Act.

24.3 An individual teacher may not use more than three (3) days per year.

24.4 Teachers may request use of an FLRA day by contacting the principal of the school or his/her designee or the Superintendent.

ARTICLE XXV

PARENTING LEAVE

25.1 An employee shall be granted a leave of absence for parenting/maternity/ paternity/adoption purposes on the terms and conditions set forth in this article as follows:

a. A teacher who has been employed by the Hull School Committee for at least three (3) consecutive months on a full-time basis, is eligible for parenting leave.

b. As soon as an employee determines that she is pregnant, she shall notify the Superintendent in writing of her pregnancy.

c. The employee shall give at least four (4) weeks notice of the date on which she/he wishes to commence her/his leave of absence. Date of anticipated return will be established with the Superintendent at the time when leave commences.

25.2 A physician's certificate of fitness may be required before a teacher may return to her position.

25.3 A teacher who is pregnant may remain in active service until the termination of her pregnancy, provided she remains able to adequately perform the duties of her position and that her personal safety is not endangered. The Superintendent may require a doctor's certificate as to the teacher's ability to continue in her position.

25.4 At the time the employee notifies the Superintendent pursuant to Section 24.1(b) of this Article, she shall also inform the Superintendent of her choice of one (1) of the following two (2) options:

Option 1 - Extended leave without pay under conditions set forth in this Article and in Articles XX, XXI. Such leave will expire on September 1 or at the end of a marking period following the arrival of the child; or on the subsequent September 1, if the arrival occurs after March 1, and the teacher so requires.

Option 2 - (Statutory Leave) - a female employee who intends to be absent from such employment for a period not exceeding eight (8) weeks for the purpose of giving birth, said period hereinafter referred to as "maternity leave" shall give the required notices as prescribed in Section 24.10 (b) above.

25.5 A teacher who is on extended parenting leave (Option 1) shall not be entitled to accrue paid sick leave or other benefits during the period of such leave. Said teacher shall be placed in the same or similar position to the one that she/he held as of the date of commencement of his/her leave.

25.6 A teacher on leave pursuant to Option 2 shall, upon her return, be placed in her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of commencement of her leave.

25.7 A teacher shall be placed on the next step of the salary schedule on the year of his/her return if he/she completed at least five (5) months of service during the academic year of his/her leave.

25.8 A teacher on maternity leave shall be entitled to use sick leave provided that said teacher provides a physician's certification to the Superintendent indicating that she was physically unable to perform her duties, the medical reason for this disability, and the specific beginning and ending date of said disability.

25.9 A teacher will only be allowed sick leave under this Article if said teacher is eligible for sick leave pay pursuant to Articles XX and XXI.

ARTICLE XXVI

SABBATICAL LEAVE

26.1 The Sabbatical Leave Policy shall be as specified in Chapter 71, Section 41A of the General Laws of Massachusetts. "Superintendent may grant a leave of absence for study or research to any teacher, principal, or supervisor at discretion (on professional teacher status) which would increase his/her professional ability, such leave to be for a period not exceeding one year at full or partial pay; provided that prior to the granting of such leave, said teacher, principal, or supervisor shall enter into a written agreement with the Superintendent that upon termination of such leave, he/she will return to service in the public schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund to the city or town the amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered." It is understood that the request must be made by January 15 of the school year preceding the school year in which the leave is to be taken and a response will be provided by April 15.

ARTICLE XXVII

CAREER EXPLORATION LEAVE

27.1 Up to five (5) employees in the bargaining unit shall be granted leave of absence without pay for purposes of career exploration. Such leave may be extended for an additional year at the discretion of the Superintendent and the School Committee and their decision is not grievable. Any employee may apply for a one (1) year leave of absence without pay and a one (1) year renewal thereof which shall be subject to the approval of the Superintendent and School Committee and such approval is not grievable.

27.2 A teacher with less than five (5) years of service in the Hull School System will not be eligible for this leave.

27.3 A teacher, in order to be eligible for such leave, must notify the Superintendent by April 1, of the school year preceding the school year in which the leave is to be taken.

27.4 If a teacher does not provide the Superintendent with written notice by March 1, during the leave year of his/her intention to return to active duty the following September, he/she will be deemed to have resigned.

27.5 In no event will a teacher be allowed to return to active service before the beginning of the school year following the school year in which the leave was taken.

27.6 A teacher who is on career exploration leave shall not be entitled to accrue paid sick leave or other benefits including movement on the salary schedule, during the period of such leave.

27.7 For the purposes of this Article, career exploration leave shall be defined as a leave taken by a member of the bargaining unit to pursue alternative career possibilities, outside the field of education (but permitting exploration in the Higher Education field).

27.8 Any one employee shall not be entitled to more than one (1) career exploration leave.

27.9 In the event that more than five (5) members of the teaching staff apply for career exploration leave in any one school year, the School Committee will accept applications for said leave from the most senior among the total number of employees applying for leave.

27.10 If a reduction-in-force occurs during an employee's career exploration leave, he/she shall be affected by said R.I.F. in exactly the same manner as he/she would have been affected had he/she not taken said career exploration leave.

ARTICLE XXVIII

MILITARY LEAVE

28.1 A maximum of ten (10) day military leave per school year shall be granted to persons called into temporary active duty in the U.S. Reserves or the State National Guard, provided such obligation cannot be fulfilled on days when school is not in session. Teachers will make every effort to schedule leave during vacation periods.

28.2 In the event of a national or state emergency, the military recall of teachers will automatically place them on military leave. During such period of active duty, seniority and longevity will continue to accumulate.

ARTICLE XXIX

CLASS COVERAGE

29.1 Teachers in grades K-12 covering a class for an absent teacher when no substitute can be provided shall receive compensation at the rate of $35.00 per class period, provided that such coverage is for a complete period and/or hour. This includes study halls under the above conditions.

29.2 In order that Elementary School teachers have sufficient preparation time, they will not be required to be present in the classroom when a specialist is assigned. In addition the School Committee agrees to provide elementary teachers (K-4) with daily planning time.

29.3 Effective September, 2000 all elementary and middle school teachers will be guaranteed daily, duty-free planning time at least the length of a regular period.

29.4 Any teacher who, on an extended basis, agrees to assume full responsibility for the regular instruction of an additional class due to the absence / loss of a regular teacher shall be compensated at the rate of $50.00 for each such class period. Agreement on the assignment shall be documented between the teacher and Principal prior to the teacher's assumption of these duties.

ARTICLE XXX

TRAVEL ALLOWANCE

30.1 Persons whose assignments make it necessary to travel from school to school in performance of their duties or are required to travel out of town on business shall be reimbursed at the applicable IRS rate ($.45.5/mile as of the signing of this contract). This allowance doesn't cover courses taken for professional improvement or for college credit under Article XXI, Appendix A or Appendix B, Section A, 2, 3, 4, or 8, or voluntary seminars, workshops or school visits.

ARTICLE XXXI

LONGEVITY

31.1 Longevity stipends for a teacher's service in Hull shall be:

2005-2006 2006-2007

Fifteen (15) to nineteen (19) years $ 450.00 $ 450.00

Twenty (20) to twenty four (24) years $ 600.00 $ 600.00

Twenty-five to twenty-nine (29) years $ 800.00 $ 800.00

Thirty (30) or more years $1,200.00 $1,200.00

31.2 The annual payment of longevity shall be made in December in a lump sum.

ARTICLE XXXII

COURSE REIMBURSEMENT

32.1 A teacher shall receive reimbursement, at the rate of $200.00 per credit, for graduate courses approval in advance by the Superintendent.

32.2 Teachers shall be limited to reimbursement for up to two (2) courses during the school year.

32.3 In order for a course to count as credit for horizontal movement on the salary schedule, it must meet the following requirements:

a. It must be a graduate credit course from an accredited college or university in the field of education or any other graduate course specifically approved by the Superintendent in advance. Undergraduate courses may be counted only with the Superintendent's prior approval. Course descriptions shall be submitted to the Superintendent prior to approval of any graduate or undergraduate course.

b. Courses must have been passed with a grade of "C" or above; no more than one "C" for every fifteen (15) hours.

ARTICLE XXXIII

INSURANCE

33.1 Teachers may participate in all life insurance, accidental death and dismemberment, hospital, medical and surgical insurance provided by any insurance plan adopted and maintained by the Town of Hull.

ARTICLE XXXIV

WORKMEN'S COMPENSATION

34.1 The School Committee agrees that the provisions of Chapter 152, Section 69, General Laws of the Commonwealth of Massachusetts, providing for benefits to employees and their dependents in the event of incapacity or death arising out of employment shall be accepted and applied to teachers.

XXXV

REDUCTION IN FORCE

35.1 In the event that it becomes necessary for the School Committee to reduce the number of professional status employees, the procedures set forth in this Article will govern lay-off and recall decisions.

35.2 The School Committee shall have the sole discretion in determining which positions are to be eliminated.

35.3 No teacher with professional teacher status shall be laid off if there is a teacher without professional teacher status serving in a position that a teacher with professional teacher status is certified to fill pursuant to G.L. Chapter 71, Section 38.

35.4 In determining the layoff of employees with professional teacher status, seniority shall prevail provided the more senior teacher is certified pursuant to G.L. Chapter 71, Section 38, for the junior teacher's position. Seniority is defined as the length of continuous service in the Hull School System. Leaves of Absence granted by the School Committee shall not constitute a break in service. However, seniority will not accumulate during the leave period.

35.5 Separate Seniority Lists shall be established by the School Committee for professional teacher status employees in the following categories:

Elementary (K-6)

Secondary (7-12)

Social Studies Foreign Language

English Business

Mathematics Home Economics

Science Industrial Arts

System (K-12)

Guidance Library

Art Reading

Music Special Needs

Health Education Physical Education

35.6 In order for a teacher to be included within a category, the teacher must have a certification and teaching experience in the Hull School System in the category.

35.7 Teachers who qualify for more than one category will receive credit for total years of continuous teaching experience in Hull in that category in which they have taught for the longest period and credit in additional categories for the actual years of teaching in that category.

For purposes of this Agreement, members of Unit B may be placed on the Unit A Seniority List in accordance with the following criteria:

Subsection 1: If an administrator has spent the majority of his/her years of employment in Unit A of the Hull School System as of September 1, 1980, he/she will be in the appropriate teaching category and will be credited with the total number of years he/she has spent in the Hull System on the Seniority List.

Subsection 2: If an administrator has spent the majority of his/her years of employment in Unit B of the Hull School System as of September 1, 1980, he/she will be placed in the appropriate teaching category and will be credited with the actual amount of time spent in teaching in the school system.

Subsection 3: In the event a person has spent an equal amount of time in Units A and B, he/she will receive the total number of years in the school system credited to placement in the Unit A Seniority List.

Subsection 4: In the event that a member of Unit B has not taught in the Hull School System but has been awarded professional teacher status, he/she shall receive three (3) years of credit in his/her area of teaching certification on the Unit A Seniority List.

35.8 Persons who leave Unit A to go to Unit B after the execution of this contract will not accrue Unit A seniority.

35.9 In situations where two or more teachers have equal seniority, the decision to retain an employee shall be determined by level of academic training within the respective seniority category.

35.10 Lay-off is defined as an unpaid leave of absence granted by the School Committee for a period of two (2) years from the effective date of the reduction; provided further that said teacher has waived, in writing, subsequent to receipt of a notice of reduction-in-force, any present or future rights to a dismissal hearing he/she may have pursuant to Chapter 71, Section 42, of the Massachusetts General Laws.

35.11 Staff who have been laid off will be considered in the inverse order of their lay-off within their discipline during a period of (2) years from the effective date of the lay-off, if they inform the Superintendent in writing on or before May 15 of their desire to be so considered or within thirty (30) days of lay-off. Acceptance of a full-time teaching position elsewhere shall void this requirement.

35.12 Teachers who have been laid off will be given preference in the employment of substitute teachers, if they inform the Superintendent in writing of their desire to be so considered.

35.13 Teachers recalled within said two (2) year period after lay-off under the provisions of this article shall be credited with all such benefits he/she had accrued at the time of the lay-off of service.

35.14 Teachers serving a recall period shall be notified concerning any open positions in the system for which they may be qualified to fill; failure to accept an offer of employment for any such position shall terminate this requirement.

35.15 During the recall period, a teacher on recall status will be eligible to remain in the group hospital and life insurance programs of the Town of Hull, to the extent permitted by law, provided the laid off employee pays full premium amount pursuant to the requirement of the insurance carrier.

ARTICLE XXXVI

RESIGNATION NOTICE

36.1 Teachers will give the School Committee thirty (30) days notice prior to effective date of resignation.

ARTICLE XXXVII

RETIREMENT INCREMENT

37.1 A teacher, who as of the effective date of retirement will have completed fifteen (15) years of full time service in the Hull Public Schools, upon notification of retirement three (3) years in advance, shall be paid a $2,400 retirement increment in equal installments over the last three (3) years of employment.

37.2 Any teacher who desires to withdraw notice of retirement must petition to the School Committee no later than ninety (90) days prior to the retirement date the School Committee will consider emergencies and unavoidable hardships in reaching its decision. Should the petition be approved by the School Committee, repayment of all money received under this Article must be made within thirty (30) days of the approval date.

ARTICLE XXXVIII

RETIREMENT INCENTIVE

38.1 A teacher who has completed at least twenty (20) years of service as a teacher in the Hull Public Schools and who has given the Committee proper notice by December 1st of any year of this contract that he or she will retire early at the conclusion of that school year will be eligible for an early retirement incentive. In order to be eligible for early retirement incentive, a teacher must furnish evidence from the Teacher's Retirement Board that he/she will be eligible for retirement.

38.2 The amount of early retirement incentive shall be a percentage of the teacher's base annual salary and shall be based upon the age of the teacher at which he/she will be retiring, as follows:

Age at Early Early Retirement Incentive -

Retirement Percentage of Base Annual Salary

Up to Age: 55 20%

56 19%

57 18%

58 17%

59 16%

60 15%

61 14%

62 13%

63 12%

64 11%

38.3 No later than August 15 of the calendar year in which the Retirement is effective, the Committee will pay each teacher who submits a retirement the amount of money set forth in this Article.

38.4 Any teacher who desires to withdraw notice of early retirement must petition to the School Committee no later than March 1st prior to the retirement date. The School Committee will consider emergencies and unavoidable hardships in reaching its decision.

38.5 If a teacher retires subject to Article XXXVIII, said teacher will be eligible for the provisions in Article XXXIX, Severance Pay, and the March 1 date shall be waived.

ARTICLE XXXIX

SEVERANCE PAY

39.1 A teacher with professional teacher status who retires from the Hull School System will be entitled to the amount of $75.00 at the time of retirement for every day of unused sick leave, which has been accumulated beyond the limit of seventy-five (75) days. Severance pay will be granted up to a maximum of seventy-five (75) days. Notification must be provided by the teachers on or before March 1 of the preceding year.

39.2 A teacher with professional teacher status who is Reduced in Force or involuntarily retired from the Hull School System will be entitled to the amount of $75.00 at the time of Reduction in Force or involuntary retirement for every day of unused sick leave which has been accumulated beyond the limit of seventy-five (75) days. Severance pay will be granted up to a maximum of seventy-five (75) days.

ARTICLE XL

UNION DUES/AGENCY SERVICE FEE

40.1 The Committee agrees to require as a condition of employment that all employees covered by this Agreement pay either union dues or an agency service fee. Said deductions will be paid to the Association, as of the thirtieth (30th) day subsequent to the effective date of this Agreement, or thirty (30) days subsequent to the execution of this Agreement, whichever is later. Said fee will be certified annually to the Committee by the Association. Said amount will be in compliance with M.G.L. Chapter 1150E, Section 12, and all other Agency Fee statutes and regulations.

40.2 The Committee agrees to deduct from the salaries of its employees dues for the Hull Teachers Association, Massachusetts Teachers Association, and the National Education Association, and to transmit the monies promptly to such Association or Associations. No later than September 30th of each year the Committee will provide the Association with a list of those employees who have voluntarily authorized the Committee to deduct dues for any Association names in Section 40.1 above. The Committee will notify the Association four (4) times yearly of any changes in said list. Any teacher desiring to have the Committee discontinue deductions he has previously authorized must notify the Committee and the Association concerned in writing by September 1st of each year for the school year's dues.

40.3 Each of the Associations named in Section 40.2 above will certify to the Committee in writing the current rate of its membership dues. Any Association which will change the rate of its membership dues will give the Committee thirty (30) days written notice prior to the effective date of such change.

40.4 In consideration of the Committee's agreement to an agency fee provision, the Association hereby agrees to indemnify the 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 or any action or defend its enforcement of, said provision including discharge for nonpayment, including all legal fees, costs and damage awards incurred by the Committee, its agents, officers and employees..

40.5 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 M.G.L., Chapter 150E, Section 12 and 456 CMR 17:00.

40.6 The Association and its members agree that it will not discriminate, harass, interfere with or coerce an employee should they elect to not be a member of the Association.

ARTICLE XLI

PROFESSIONAL DEVELOPMENT

41.1 Each professional employee shall be responsible, at his/her own expense, to engage in fourteen (14) hours of professional development each year. Each employee shall develop his/her professional development program consistent with the school strategic plan, and such program shall be subject to the reasonable approval of the Superintendent or the Superintendent's designee.

ARTICLE XLII

EVALUATIONS/OBSERVATIONS

42.1 The evaluation of professional employees shall be conducted in accordance with "Hull Public Schools Teacher Evaluation" which shall be attached to the Agreement as Appendix E.

ARTICLE XLIII

CONTINUITY OF EMPLOYMENT

43.1 Recognizing that the Laws of the Commonwealth of Massachusetts vest responsibility to the people of the Town of Hull in the School Committee for the quality of education in and the efficient and economical operation of the Hull School System, it is herein agreed that, except as specifically and directly modified by express language in a specific provision in the contract as mutually agreed upon, all rights, responsibility, and authority of the Hull School Committee as contained in the General Laws of the Commonwealth shall persist.

43.2 It is agreed that there shall be no loss of continuity of employment by the teaching staff of the Hull Public Schools. During the term of this Agreement, the Association shall not engage in, induce, or encourage any strike, work stoppage, slowdown, or withholding of services.

ARTICLE XLIV

MANAGEMENT RIGHTS

44.1 Under the Law of Massachusetts, the Committee is responsible for establishing the educational policies of the Public Schools of Hull, and it is recognized that the Committee is a Public Body established under and with powers provided by the Statutes of the Commonwealth of Massachusetts and that nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by Statute or any rule or regulation of any agency of the Commonwealth. As to any matter not specifically mentioned or provided for in this Agreement, the Committee retains all the powers, rights, and duties that it has by law and may exercise being made the subject of a grievance or arbitration proceeding hereunder.

ARTICLE XLV

SAVINGS CLAUSE

45.1 If any provision or any portion of this Agreement is ultimately ruled invalid for any reason by an authority of established and competent legal jurisdiction, the balance and the remainder of the Agreement shall remain in full force.

ARTICLE XLVI

PRINTING OF CONTRACT

46.1 The School Committee and the Hull Teachers Association shall assume equal financial responsibility for producing copies of this Agreement.

ARTICLE XLVII

DURATION OF AGREEMENT

47.1 This Agreement shall become effective as of September 1, 2005, and shall remain in full force and effect until August 31, 2007, and from year to year thereafter unless either party notifies the other prior to November 1, 2006, of its desire to terminate or modify this Agreement.

47.2 Further, after any such notice, it is agreed that the parties will meet promptly within the month of November and commence negotiations. If the parties shall have failed to reach agreement by December 1st of the next calendar year, they shall jointly petition the State Board of Conciliation and Arbitration to initiate fact finding in accordance with Section 178J of Chapter 149 of the General Laws of Massachusetts.

47.3 In WITNESS WHEREOF, the parties of this contract have caused these presents to be executed by their agents hereunto duly authorized and their seals to be affixed hereto, as of the date first above written.

SCHOOL COMMITTEE OF HULL HULL TEACHERS ASSOCIATION

BY: BY:

_______________________________ ________________________________

Chairman President

_______________________________ ________________________________

Vice-Chairman Chairman, PR&R Committee

_______________________________ ________________________________

Secretary

_______________________________ ________________________________

________________________________

APPENDIX A

2005 -2006

YEAR 1

3.0%

STEP BA B&15 M M&15

1 31,462 32,781 34,140 35,557

2 32,781 34,140 35,557 37,059

3 34,140 35,557 37,059 38,606

4 37,057 38,606 40,220 41,908

5 38,640 40,261 41,944 43,708

6 40,297 41,988 43,745 45,589

7 42,020 43,787 45,627 47,548

8 43,830 45,672 47,587 49,600

9 45,709 47,636 49,636 51,733

10 47,679 49,689 51,774 53,963

11 51,885 54,046 56,298 58,646

12 55,164 57,456 59,844 60,099

M+30 CAGS/M+45 DOCTORATE

1 37,059 38,606 41,908

2 38,606 40,220 43,664

3 40,220 41,908 45,501

4 43,664 45,501 49,409

5 45,536 47,458 51,538

6 47,497 49,499 53,760

7 49,548 51,633 56,079

8 51,676 53,861 58,504

9 53,913 56,184 61,034

10 56,235 58,613 63,675

11 61,089 63,642 69,087

12 64,934 67,660 73,441

Salary provisions of B+15 and M+15 apply to teachers under contract to the Hull

School System prior to September 1, 1971.

Provide with the retroactive salary payment for the 2005 - 2006 school year a one-time payment of seventy-five ($75.00) dollars to full-time employees and a pro-rated amount to part-time employees.

2006 -2007

YEAR 2

4.0%

STEP BA B&15 M M&15

1 32,720 34,092 35,506 36,979

2 34,092 35,506 36,979 38,541

3 35,506 36,979 38,541 40,150

4 38,539 40,150 41,829 43,584

5 40,186 41,871 43,621 45,456

6 41,909 43,668 45,495 47,412

7 43,701 45,538 47,452 49,450

8 45,583 47,499 49,490 51,584

9 47,537 49,541 51,621 53,802

10 49,586 51,677 53,845 56,122

11 53,960 56,208 58,550 60,992

12 57,370 59,754 62,238 62,503

M+30 CAGS/M+45 DOCTORATE

1 38,541 40,150 43,584

2 40,150 41,829 45,411

3 41,829 43,584 47,321

4 45,411 47,321 51,385

5 47,357 49,356 53,600

6 49,397 51,479 55,910

7 51,530 53,698 58,322

8 53,743 56,015 60,844

9 56,070 58,431 63,475

10 58,484 60,958 66,222

11 63,533 66,188 71,850

12 67,531 70,366 76,379

Salary provisions of B+15 and M+15 apply to teachers under contract to the Hull

School System prior to September 1, 1971.

APPENDIX B

TEACHER SALARY SCHEDULE ADDENDUM

A. The following will apply to each of the teacher salary schedules in effect during the length of the contract:

1. For those who have rendered satisfactory service, effective September 1 of that year, annual increments will be granted to teachers. Such decision is to be made on the recommendation of the Superintendent.

2. Courses offered by institutions accredited by National Council of Teacher Education and/or by the New England Association of Colleges and Secondary Schools which are within the scope of teacher's level or subject field or which will be of value in the professional growth of the teacher, must be approved by the Superintendent prior to course registration if credit is to be allowed.

3. Teachers attending workshops approved by the Administration shall receive one (1) credit per fifteen (15) hours and two credits shall be given to the Chairman of the Workshop.

4. The policy of the School Committee is to encourage teachers to advance professionally. Future adjustments in salary schedules should not be made unless teachers have complied with this policy.

5. In any case of unauthorized absence, a salary deduction to 1/182 of the annual employee's contract shall be made.

6. Upon initial employment, teachers may be placed on the Salary Schedule at a step based on credit for previous employment as follows:

a. One year of credit for each year of full-time public school teaching employment in the subject areas for which they were hired.

b. Credit for prior teaching employment in other than public schools may be given at the discretion of the Committee on the recommendation of the Superintendent.

c. Credit for prior employment shall be computed on the basis that employment continuing over more than six (6) months in any one academic year, as the case may be, shall be deemed one year of employment, but this computation shall not apply to more than one of the calendar years or academic years, as the case may be, of prior employment offered by a newly employed teacher for credit.

d. Teachers will be placed in the correct column and paid the contractual rate at the time the degree or course work is completed. In the school year preceding the anticipated completion of work, the teacher must notify the Superintendent in writing of the expected date of the change.

e. Unless the Superintendent is notified within two (2) weeks after receipt by a teacher of his contract, it will be assumed that the step, salary, and accrued earned credits are correct.

7. Any course or in-service credits earned after September 1, 1990, shall be accepted for credit beyond the new degree or salary category.

APPENDIX C

COACHING STIPENDS

A Committee or Committees with appropriate Association and School Committee designees shall be convened to review and, where appropriate, update stipends, subject to the approval of the Association and the Committee.

Ratio index based on percentage of Bachelor's minimum

SPORT POSITION RATIO RANGE STEPS

Athletic Director 24-28 5

Faculty Manager 5-9 5

BOYS' SPORTS:

Football Varsity Head 19-23 5

Asst. Varsity 9-12 4

Sub-Varsity 7-10 4

Freshman 4-7 4

Ice Hockey Varsity Head 13-17 5

Asst. Varsity 5-8 4

Basketball Varsity Head 13-17 5

Junior Varsity 7-10 4

Freshman 4-7 4

Baseball Varsity Head 11-15 5

Junior Varsity 5-8 4

Tennis Varsity Head 4-7 4

Track Varsity Head 11-15 5

Assistant 5-8 4

Wrestling Varsity Head 11-15 5

Soccer Varsity Head 11-15 5

Assistant 5-8 4

Cross Country Varsity Head 4-7 4

GIRLS' SPORTS:

Field Hockey Varsity Head 11-15 5

Junior Varsity 5-8 4

Basketball Varsity Head 13-17 5

Junior Varsity 7-10 4

Freshman 4-7 4

Softball Varsity Head 11-15 5

Junior Varsity 5-8 4

Tennis Varsity Head 4-7 4

Track Varsity Head 11-15 5

Assistant 5-8 4

Soccer Varsity Head 11-15 5

Assistant 5-8 4

Cross Country 4-7 4

The coach shall have the option, upon notification to the Superintendent's Office, to receive his/her coaching stipend in a lump sum at the completion of the coaching season.

APPENDIX D

STIPENDS (SPECIFIED POSITIONS/ACTIVITIES)

The ratio indexes identified below are based on percentage of Bachelor's Step 1.

A. LEAD TEACHERS, CURRICULUM COORDINATORS, CURRICULUM

DIRECTORS

Category / Responsibility Ratio per teacher

One school - one additional grade or discipline 3.75

One school - one discipline 11.25

One school - multiple disciplines 18.75

District wide - one discipline 11.25

District wide - multiple disciplines 18.75

B. GUIDANCE COUNSELORS

a. Frequently, the Counselor's workday exceeds the contractual dimensions of the teacher workday. In recognition of this requirement, Guidance Counselors are compensated in accordance with the following schedule:

Ratio

All Schools 4

Counselors should be available to students, parents and staff for consultation for a period of thirty (30) minutes beyond the teacher workday, as needed.

b. Compensation for an Extended Work Year:

In the event a Counselor is required by the respective building Principal, in terms of the school's needs and previously approved by the Superintendent to work during the period between the close of the regular school year and prior to the Orientation Day preceding the opening of the next school year, the Counselor shall be compensated at the rate of $25.00 per hour.

The High School staff is required to work for a period of ten (10) days to be scheduled as follows: five (5) consecutive days based on a six (6) hour day at the close of the school year, and five (5) consecutive days next preceding the Orientation Day prior to the new school year.

C. TECHNOLOGY SPECIALIST Ratio

All schools 8

D. NATIONAL BOARD CERTIFICATION:

Teachers who obtain and retain National board Certification shall receive an annual $5,000 stipend. Notification of National Board for payment to commence in the following fiscal year must be made by February 1 for budgeting purposes.

E. ACTIVITIES

School Ratio

L.M. Jacobs per teacher

Clubs and Activities 1.75

Audio Visual 4

D.A.R.E. 0.75

Memorial School per teacher

Intramurals 3

Supply Manager 2.25

Band 4

Clubs and activities 1.75

Hull High School per teacher

Cheerleader (3) each 3

Drama 20

Speech/Debate 15

Speech/Debate/Asst. 3

Yearbook:

Literary 4.5

Business 3

Student Council 3.5

Class Advisor:

Freshman/Sophomore 2.5

Junior/Senior (2) each 4.5

National Honor 3

DECA/School Store 4.5

Choral Music 6

Bandmaster 10

Clubs and activities 2.5

An advisor shall have the option, upon notification to the Superintendent's Office, to receive his/her stipend in a lump sum at the completion of the activities' season, the end of the school year, or in two payments at the mid year and end of the school year.

F. Additional Stipend Opportunities

Opportunities for clubs and activities conducted under the auspices of an outside agent (e.g. grants, Community Schools) shall be compensated at a stipend/hourly rate agreed to by the applicant(s) and the Agency sponsoring the program.

G. Stipend positions will be posted by May 1 of each year. Appointments will be announced by June 1. Unfilled positions will be reopened by September 15th of each year.

APPENDIX E

HULL PUBLIC SCHOOLS

TEACHER EVALUATION

The Purpose of Teacher Evaluation

The primary purpose of the teacher evaluation process is to develop teaching excellence for the benefit of every student within the Hull Public Schools. The process of evaluation and supervision must be cooperative, constructive and continuous. It must be conducted in a climate characterized by clear expectations, trust and support. The evaluation process analyzes and improves teacher performance and promotes professional growth.

Guiding Beliefs:

1. The primary purpose of teacher evaluation is the enhancement of student learning.

2. Effective evaluation occurs in a climate of mutual trust, joint inquiry and collegiality.

3. Evaluations shall be free of bias because of race, religion, sex, national origin, creed or age.

4. Effective teaching is accomplished through a framework of clear, well-defined teaching criteria.

5. The teacher evaluation process shall assist teachers in achieving individual, professional, school and system wide goals.

6. Teachers and evaluators shall be thoroughly familiar with the purposes of evaluation and their respective roles in the evaluation process.

7. The system's professional development program shall be linked to teacher evaluation through the identification of and response to teacher and evaluator skill development needs.

8. Self-reflection and self-evaluation shall be integral elements of teacher evaluation.

Evaluation Tool

A checklist based on the Components of Professional Practice included in the Pathwise Mentoring Program will be the instrument used by a supervisor when conducting and observation. Each element of the Components of Professional Practice appear on the observer's checklist. The ratings used in the checklist are based on a rubric contained in the Pathwise Program. They are as follows: D-Distinguished P-Proficient B-Basic U-Unsatisfactory.

The levels range from describing teachers who are still striving to master the rudiments of teaching (unsatisfactory) to highly accomplished professionals who are able to share their expertise (distinguished).

In general the levels of performance are defined as follows:

UNSATISFACTORY

The teacher does not yet appear to understand the concepts underlying the component. Working on the fundamental practices associated with the elements will enable the teacher to grow and develop in this area.

BASIC

The teacher appears to understand concepts underlying the component and attempts to implement its elements. But implementation is sporadic, intermittent, or otherwise not entirely successful. Additional reading, discussion, visiting classrooms of other teachers, and experience (particularly supported by a mentor) will enable the teacher to become proficient in this area.

For Supervision or evaluation, this level is minimally competent-improvement is likely with experience, and little or no actual harm is done to students.

PROFICIENT

The teacher clearly understands the concepts underlying the component and implements it will. Most experienced, capable teachers will regard themselves and be regarded by others as performing a t this level.

DISTINGUISHED

Teachers at this level are master teachers and make a contribution to the field, both in and outside their school. Their classrooms operate at a qualitatively different level, consisting of a community of learners, with students highly motivated and engaged and assuming considerable responsibility for their own learning.

For a more specific definition of this rubric as it applies to each individual Component of Professional practice, teachers should reference the book, Enhancing Professional Practice A Framework for Teaching, by Charlotte Danielson.

Evaluation Cycle

The evaluation cycle will be structured to consider three categories of staff members.

1. Teachers without Professional Status

2. Teachers with Professional Status

3. Teachers in Need of Assistance

EXCEPTIONS FOR EACH CATEGORY ARE:

1. Teachers without Professional Status

Requirements:

" annual goals (tied into Individual Professional Development Plan)

" 1 year participation in district mentoring program

" a minimum of two formal observations, preceded by a pre-conference and followed by a post-conference

" a minimum of one informal (unannounced) observation. This requires no pre-conference or post-conference. However, if the observation is negative a post conference must be held within ten school days.

" an annual summative evaluation using the Pathwise Checklist and a narrative

* any Unsatisfactory received on the Pathwise checklist must be discussed with the

teacher in the post observation conference.

2. Teachers with Professional Status

Teachers with Professional Status must be formally evaluated at least once in a two-year cycle using one of the two options below (Exceptions to this would be a teacher on an Assistance Plan).

OPTION A - FORMAL EVALUATION

Requirements:

" annual goals (tied into Individual Professional Development Plan)

" minimum of one formal observation, preceded by a pre-conference and followed by a post conference

" minimum of one informal (unannounced) observation. This requires no pre-conference or post-conference. However, if the observation is negative a post conference must be held within ten school days

" a summative evaluation using the Pathwise Checklist and a narrative

* any Unsatisfactory received on the Pathwise checklist must be discussed with

the teacher in the post observation conference

OPTION B: OPTIONAL SELF-DIRECTED PLAN

Teachers with Professional Status may, with the approval of the evaluator, participate in a self-directed plan for their evaluation. This option may be used once in a two-year cycle.

The purpose of the self-directed plan is to encourage teachers to set specific goals that are intended to enhance professional growth and improve instruction.

Requirements:

" mutually agreed upon goals between the evaluator and the teacher. (Tied into Individual Professional Development Plan)

" mid-year conference between the teacher and the evaluator to assess progress toward reaching goals

" end of year conference between teacher and evaluator to discuss attainment of goals

" a self reflection by the teacher submitted to the evaluator

" a summative narrative by the evaluator

3. Teachers on Assistance Plan

Teachers who have received two or more consecutive Unsatisfactories in one or more of the components in any domain, may be required to participate in an Assistance Plan. The purpose of the Assistance Plan is to have the evaluator work with the teacher to identify areas that are in need of remediation in order to maximize the teaching and learning process. Teachers on the Assistance Plan will meet in the spring of the year before the Assistance Plan will be in place. At that meeting, the evaluator will review clearly defined concerns, which have been documented in previous evaluations. The evaluator and the teacher will agree upon areas of remediation, the action steps to be taken by the teacher, the evaluator's responsibilities and the methods of evaluation of the goals. The teacher and evaluator will arrange for regularly scheduled meetings to discuss progress on the Assistance Plan.

At the end of the year, the completion of the Assistance Plan will be discussed by the teacher and evaluator.

If the teacher has made considerable progress in completing the action steps, either during the year, or at the end of the year, the teacher may be removed from the Assistance Plan. The Plan will be destroyed one year after successful completion.

If the teacher has not made considerable progress in completing the action steps of the Assistance Plan, but has shown a good faith effort, the Assistance Plan may be continued for a second year. If the teacher has made considerable progress at the end of the second year on the Assistance Plan, the Plan will be destroyed at the end of the year following.

If, at the end of year one or two, the teacher has not made considerable progress and cannot provide any evidence of effort in taking action steps toward remediation, consideration may be made for dismissal proceedings.

Timelines

The following timelines will be adhered to in the evaluation process. If, due to extenuating circumstances, the timeline cannot be followed, the teacher and evaluator may agree to an extension. Such an extension will be signed in writing by the teacher and the evaluator.

Teachers with Non-Professional Status

Formal Observation One: Must be completed by school day 45 of the academic year.

Formal Observation Two: Must be completed by school day 104 of the academic year

Summative Evaluation: Must be completed by school day 138 of the academic year

Teachers with Professional Status

Formal Observation must be completed by school day 104 of the academic year.

Summative evaluation must be completed by school day 138 of the academic year.

All informal observations will be completed by school day 120.

Appeal Process and Procedures

The right to appeal is a critical element of the Hull Teacher Evaluation Process. While most disagreements will, most likely, be resolved between Teacher and Evaluator, a formal appeal shall be undertaken when the parties cannot reach a mutually satisfactory agreement.

The teacher may appeal the process or findings of the evaluation by submitting a written request to the Superintendent. The appeal will be processed as follows:

1. A Peer Mediation Committee (PMC) shall be composed of a teacher and an administrator/evaluator who are trained in the principles of evaluation;

2. The teacher-member will be selected by the Hull Teacher's Association and/or the teacher-evaluatee;

3. The PMC will meet with the teacher-evaluatee and his/her evaluator to attempt to mediated differences;

4. If the teacher-evaluatee and his/her evaluator cannot resolve their differences with assistance from the PMC, the matter will be referred to the Superintendent for a determination. The Superintendent may 1) mediate the dispute; 2.) accept the position of the teacher-evaluatee, or the evaluator or a combination of the two; or 3) designate another evaluator to complete an independent teacher evaluation. The results of an independent evaluation will be reviewed by the Superintendent who will rule on the appropriateness of the independent evaluation.

Hull Public Schools

Pre-Observation Conference Report

Teacher:

School:

Grade:

Date:

Subject:

Summary of Discussion:

__________________________ _________________________

Evaluator Teacher

(The signature of the teacher means only that he/she has read this document.)

HULL PUBLIC SCHOOLS TEACHER EVALUATION CHECKLIST

D - Distinguished P - Proficient B- Basic U-Unsatisfactory

N/A - Not Applicable N/O - Not Observable

Name: Obs. 1

Obs. 2 Obs. 3 Summative

School: Date

Grade/Subject Duration

# of Students

Formal/Informal

Domain 1: Planning and Preparation

1a: Demonstrating Knowledge of Content and Pedagogy

Knowledge of content

Knowledge of prerequisite relationships

Knowledge of content-related pedagogy

1b: Demonstrating Knowledge of Students

Knowledge of characteristics of age group

Knowledge of students' varied approaches to learning

Knowledge of students' skills and knowledge

Knowledge of students' interests and cultural heritage

1c: Selecting Instructional Goals

Value

Clarity

Suitability for diverse students

Balance

1d: Demonstrating Knowledge of Resources

Resources for teaching

Resources for students

1e: Designing Coherent Instruction

Learning activities

Instructional materials and resources

Instructional groups

Lesson and unit structure

1f: Assessing Student Learning

Congruence with instructional goals

Criteria and standards

Use for planning

Recommendations/Commendations

Domain 2: The Classroom Environment

2a: Creating an Environment of Respect and Rapport

Teacher interaction with students

Student interaction

2b: Establishing a Culture for Learning

Importance of content

Student pride in work

Expectations for learning and achievement

2c: Managing Classroom Procedures

Management of instructional groups

Management of transitions

Management of materials and supplies

Performance of noninstructional duties

Supervision of volunteers and paraprofessionals

2d: Managing Student Behavior

Expectations

Monitoring of student behavior

Response to student misbehavior

2e: Organizing Physical Space

Safety and arrangement of furniture

Accessibility to learning and use of physical resources

Recommendations/Commendations:

Domain 3: Instruction

3a: Communicating Clearly and Accurately

Directions and procedures

Oral and written language

3b: Using Questioning and Discussion Techniques

Quality of questions

Discussion techniques

Student participation

3c: Engaging Students in Learning

Representation of content

Activities and assignments

Grouping of students

Instructional materials and resources

Structure and pacing

3d: Providing Feedback to Students

Quality: accurate, substantive, constructive and specific

Timeliness

3e: Demonstrating Flexibility and Responsiveness

Lesson adjustment

Response to students

Persistence

Recommendations/Commendations:

Domain 4: Professional Responsibilities

4a: Reflecting on Teaching

Accuracy

Use in future teaching

4b: Maintaining Accurate Records

Student completion of assignments

Student progress in learning

Noninstructional records

4c: Communicating with Families

Information about the instructional program

Information about individual students

Engagement of families in the instructional program

4d: Contributing to the School and District

Relationships with colleagues

Service to the school

Participation in school and district projects

4e: Growing and Developing Professionally

Enhancement of content knowledge and pedagogical skill

Service to the profession

4f: Showing Professionalism

Service to students

Advocacy

Decision Making

Recommendations/Commendations:

Teacher Signature:______________________________ Date:__________________

Administrator Signature:_________________________ Date:__________________

Hull Public Schools

Post-Observation Conference Report

Teacher:

School:

Grade:

Date:

Subject:

Teacher Comments:

Evaluator Recommendations:

____________________________ _________________________

Evaluator Teacher

(The signature of the teacher means only that he/she has read this document.)

HULL PUBLIC SCHOOLS

Teacher Evaluation Tool

Professional Growth Option: Self-Directed Plan

Teacher:_____________________________ Date Plans Begins:______________

Goal of Self-Directed Plan: Use this space to explain your proposed plan and how this is aligned with the Hull District Plan your Individual School Improvement Plan.

Desired Learning Outcomes: How is your plan tied into student learning? What are the expectations for students according to this plan?

Action Steps: List specific tasks that will be needed to accomplish the goal of this plan.

Data Collection: How will you gather information during this project?

Professional Development Needed:

Resources Needed:

Time line:

Teacher Signature:______________________________ Date:__________________

Administrator Signature:_________________________ Date:__________________

HULL PUBLIC SCHOOLS

Summative Evaluation Report

Name:________________________________ School:_______________________

Position:_______________________________ Years in System:_______________

End of Year Report, based on observation and evaluation checklist.

Check one: _____ Demonstrates Components of Professional Practice

_____ Does not Demonstrate Components of Professional Practice

Teacher Signature: _________________________________ Date:_______________

Evaluator Signature:________________________________ Date:_______________

Signature of Evaluatee indicates awareness of, but not necessarily agreement with, this document.

HULL PUBLIC SCHOOLS

Teacher Assistance Plan

Teacher Name:___________________ Evaluator:__________________ Date:____________

Areas Needing

Remediation Action Steps to be Taken

(teacher)___________

Administrator

Responsibilities Methods of Evaluation of Goals

Teacher Signature:______________________________ Date:__________________

Administrator Signature:_________________________ Date:__________________

INDEX

SUBJECT PAGE

Additional Credits 27-28

Agency Service Fee 22

Building Meetings 11

Class Coverage 17

Class Size 10

Complaints and Discipline 5-6

Conditions of Employment, Compensation 3

Continuity of Employment 23

Course Approval for Credit 27-28

Course Reimbursement 18

Credit for Prior Employment 27-28

Duration of Agreement 24

Duty Free Lunch Period 11

Evaluation/Observations:

General 23

Purpose/Beliefs 33

Tool/Ratings 33-34

Evaluation Cycle 34-35

Timelines 35-36

Appeals 36

Documents/Forms 37-44

Grievance Definition 3

Grievance Procedure 3-6

Holidays 8

Increments 36

Insurance 18

Leaves of Absence:

Career Exploration 16

Family Leave Reserve 14

Funeral 13

General 13

Military 16-17

Parenting 14-15

Personal 13

Sabbatical 15

Sick 12

Length of School Day 7-8

Length of School Year 8

Longevity 17

Management Rights 23

National Board Certification 31

Non-Teaching Duties 11

Observations, Classroom Visitation: See Evaluations

Placement on Salary Schedule 25-26

Posting of Vacancies 9-10

Preamble 2

Professional Development 22

Printing of Contract 23

Program Development 6-7

P.T.O. Meetings 11

Recall Procedure 21-22

Reduction in Force 18-20

Resignation 20

Retirement Incentive 21

Retirement Increment 20

Salaries, Stipends:

Coaches 29-30

Lead Teachers 31

Curriculum Coordinators 31

Extra Curricula Activities:

Jacobs 32

Memorial 32

Sr. High 32

Guidance Counselor:

Extended Work Day, Work Year 31

Teachers 25-26

Teachers Addendum 27-28

Technology Specialist 31

Savings Clause 23

Scope 3

Severance Pay 21-22

Sick Leave Bank 12-13

Statement of Agreement 2

Study Halls 12

Summer In-Service Workshop 7

Teacher Assignments 9-10

Teacher Facilities 11

Teaching Transfers 10-11

Travel Allowance 17

Tuition Credit Vouchers 18

Unauthorized Absence 36

Workmen's Compensation 18

Workshop Credit 36