Agreement Between the Foster-Glocester Regional School Committee and NEA-Ponaganset July 1, 2023 to June 30, 2026A. This Agreement is negotiated under Chapter 9.3 of Title 28 of the General Laws of Rhode Island.
B. The Committee and the Association recognize the importance of orderly, just and expeditious resolution of issues which may arise as a result of these provisions of this Agreement dealing with salaries and condition of employment under Chapter 9.3 of Title 28 of the General Laws of Rhode Island and accordingly agree herein upon a grievance procedure for the effective processing of such disputes. However, this Agreement includes a reaffirmation by the Association that nothing contained in this Contract shall be construed to accord to the certified public school teachers employed by the Foster Glocester Regional School District School Committee the right to strike or to participate in a work stoppage of any kind.
C. The Committee and the Association accept the provisions of the Agreement as committments which they will cooperatively and in good faith honor, support and seek to fulfill, subject to the ability of the respective parties to perform under governing law.
D. The Committee and the Association also recognize the importance of responsible participation by the professional staff in the formulation of governing policy.
E. Subject to the provisions of Chapter 9.3 of Title 28 as the same may be amended, the Committee agrees not to negotiate with any teachers' organization other than the Association for the duration of this Agreement. Except for such negotiations under · Chapter 9.3 of Title 28, however, the Committee shall be free to communicate with teachers or their representatives, individually or by group, for whatever purpose the Committee may deem desirable in the discharge of its responsibilities:
F. The provisions of the Agreement shall become Committee Policy. The School Committee agrees for the duration of the Agreement to adopt no policy in conflict with its provisions, and that any previously adopted policy, rule, or regulation in conflict shall be superseded by the appropriate provisions of the Agreement. However, nothing contained herein shall be construed to operate retroactively unless expressly stated, nor prohibit the Committee from adopting new policies not in conflict with the provisions of this Agreement.
G. Subject to provisions of this Agreement, the Committee reserves and retains full rights, authority and discretion in the proper discharge of its duties and responsibilities to control, supervise, and manage the Regional School District under governing laws, ordinances, rules and regulations. The Superintendent of Schools is the Chief Administrative Officer of the School Committee and may delegate the authority to his/her professional assistants as he/she may deem necessary for the efficient and orderly operation of the schools.
A. Subject to and in accordance with the provisions of Chapter 9.3 of Title 28 of the General Laws of Rhode Island, the Committee recognizes the Association for the purposes of professional negotiations as the exclusive representative of all certified professional employees (hereinafter generally referred to as Teachers) below the rank of Assistant Principal, employed and engaged in positions requiring a teaching or special services certificate.
B. The Association agrees to represent equally all teachers without regard to membership or participation in, or association with the activities of, the Association or any other employee organization in the Foster-Glocester Regional School System, provided however, that this may not be construed as to negate Article XIX of this Agreement.
C. Communications:
The Committee and the Association recognize the value of effective communication among all levels of the school system and agree that:
1. Members of the Association are welcome to attend all regular School Committee Meetings. Permission will be granted for representatives of the Association to speak at such meetings subject to the procedural rules set forth by the Committee.
2. All Building Principals shall meet individually with their Building Representatives for matters of mutual concern at least once each month at the request of either party.
A. Work Day
1. The length of the work day shall be no more than six and three quarter (6 3/4)
consecutive hours. Teachers required to report earlier than fifteen (15) minutes before start of school shall be excused from the time after school.
2. The School Committee may schedule classes outside of the normal school day provided the teacher accepts the assignment and the Association has no objection. Terms and conditions of such assigmnents will be negotiated on a case by case basis.
3. All teachers will be given equal opportunity to participate voluntarily in the areas of curriculum work or staff development. Qualifications being equal, seniority by building shall be the basis for awarding such work if there are more volunteers than available work or funding.
4. All teachers who perform curriculum work or engage in staff development before or after the contractual school work day shall be compensated at the hourly rate of
$42.
B. Work Year
1. Number of work days:
a. The work year for teachers covered by the classroom teachers' salary schedule shall consist of one hundred and eighty four (184) days, of which no more than one hundred eighty (180) days shall be teaching days. The work year shall begin not more than two (2) days prior to the opening of school in August or September and terminate not more than one (1) day after the close of school in June. One (1) non-teaching day shall be used for the purpose of Passion Projects. The District agrees that it will provide 1.5 hours on the first and last day for setup and breakdown of the classrooms. The District also agrees to provide 1.0 hours for an association meeting on the first day.
Notwithstanding the foregoing the per diem rate for teachers shall be calculated at 1/180.
b. If the students' last day falls on a Friday, the teachers' last day shall be that Friday.
2. Arrangements shall be made before the work is performed for extra compensation for time required beyond the one hundred eighty-four (184) days at the daily prorated salary per day for the time required.
3. Teachers who fail to report when required on the day before school opens and/or the day after school closes shall have such absence charged against their appropriate leave.
4. a. First year personnel may be required to attend additional orientation sessions throughout the school year. Such orientation sessions shall include one (1) session, not to exceed one (1) day prior to or soon after the opening of school, plus up to eight (8) hours of after school sessions.
b. Department Heads, Curriculum Coordinators, Team Leaders, Library Media Specialists, School Counselors and Nurses may be required to attend an additional orientation / preparation session of not more than one (1) day.
C. After School Meetings
1. Except in the case of an emergency, during each school year, except for those weeks with fewer than five (5) school days, teachers shall attend one (1) weekly meeting of up to one (1) hour scheduled for purposes such as common planning time, professional development, faculty and/or department meetings. A schedule for the school year shall be provided to teachers at the orientation day immediately prior to the instructional year. The schedule may be modified with adequate notice and following the input of teachers, where practicable. Teachers shall participate in two (2) evening meetings, for parent-teacher conferences and back to school night each of which will not exceed two (2) hours for an individual teacher. If the meetings are conducted by videoconference, each event will not exceed two and one half (2.5) hours for an individual teacher with up to 10 minutes of unassigned time.
Beginning in 2015-2016, in recognition of the number of weekly meetings, an additional compensation of $500 shall be added to each teacher's step salary as part of Appendix A compensation. Payment shall be made as part of a separate check during the 1st pay period of June of that school year. Any teacher who is on an approved leave of absence (sick leave, professional leave, FMLA, sabbatical leave) will have their after school meeting compensation prorated.
Beginning in the 2021-2022 school year the parties agree to reduce the number of after school meetings to two (2) per month so that teachers may assume professional responsibility for individually or collectively pursuing and documenting ten (10) hours of professional learning outside the school day. This documentation will be submitted to the central office and may be used for Professional Learning Units (PLUs).
2. DEFINITIONS
Common Planning Time: Time as outlined herein to permit teams of teachers who share subject matter and/or common students to engage in collective inquiry into both best practice and the current reality regarding their students' existing level of achievement. This process also affirms what all students are expected to learn in a specific class.
3. EXPECTATIONS OF COMMON PLANNING
Expectation One: Each teacher shall participate in the structure and format of Common Planning Time in the conjunction with his/her peer or peers and develop Professional Development based upon the goals and initiatives of the District as determined by the Administration, provided such common planning occurs during the school day and the aforementioned meetings.
Expectation Two: The teams of teachers, organized by subject area in the high school, and subject area and/or teams in the middle school will submit their goals for the year which will be linked to students achievement for their students taking that course.
Expectation Three: Goals will be set taking into account student performance on local and state assessments as well as school improvement goals.
Expectation Four: Teachers will identify student learning gaps, collectively strategize how to address the gaps in student performance, create common formative assessment that will be used and scored in consistent ways, and then review the data to determine if student achievement increased.
Expectation Five: Results will elucidate areas where future instructional experiences require modification.
D. Lunch Periods
Teachers shall have a lunch period equal to the length of the student's lunch period. Except in the case of an emergency, this lunch period shall be free of both duty and interruption.
E. Preparation Periods
In addition to their regular lunch periods, all classroom teachers shall have at least five (5) preparation periods each week, during which time they shall not, except in case of emergency or staffing exigencies, be assigned to any duties other than parent-teacher conferences.
It is the intention of the School Committee and the Association that a teacher be given sufficient advance notice of the conference in order to make whatever preparation may be necessary. It is recognized, however, that there may be times when immediate attention to a problem involving a parent and teacher is required. In such instances, as determined by the school principal or the superintendent, a conference may be scheduled at the most propitious time, in order to resolve the problem in the best interest of the student, the school, and the parent.
F.
1. a. In the event of the absence of a member of the certified staff, while a block schedule with four (4) periods per day is in place, and if no certified substitute is available, an additional class may be assigned and compensated at the rate of one-third (1/3) of the substitute's daily rate. (Such payment will be made in a separate check * at or near the end of each academic semester.)
1 In accordance with the Arbitrator's Decision Dated February 8, 2021, while a block schedule is in place, in order to adequately support effective instniction and assessment, collaboration among teachers and other professional responsibilities, all teachers who teach in a block schedule will have an extended preparation period equivalent to the length of a block period every other day and a preparation period equivalent to one half of a block period every other day. Provided that the total number of minutes of preparation time per week is equal to or greater than the number of minutes that teachers had each week for a daily preparation period in a 7 period schedule.
2. In the event of a long term absence or illness (more than ten (10) consecutive school days) of a member of the cettified staff, and in the event that no certified substitute is available, the certified personnel who cover these classes on a regular basis will each be compensated at the rate of one-fifth (1/5) of his/her daily teacher's pay provided the teacher is responsible for planning, instructing, and/or assessing the students.
If the teacher covers the same class for more than ten (10) school days, for a long-term absence, compensation for such time shall be retroactive to the first day at one-fifth (1/5) of his/her daily teacher's pay in accordance with Appendix "A".
3. In the case of a resignation of a member of the certified staff and if no certified replacement is available, the above compensatory formula will be applied.
4. If any member of the certified staff is not assigned on a permanent basis, the full number of preparation periods to which he/she is entitled in accordance with this Article, that person will be compensated at the rate of one-fifth (1/5) of his/her daily teacher's pay for each additional period he/she is denied.
4. a. If any member of the certified staff is not assigned on a permanent basis, while a block schedule with four (4) periods per day is in place, the full number of preparation periods to which he/she is entitled in accordance with this Article, that person will be compensated at the rate of one-third (1/3) of his/her daily teacher's pay for each additional period he/she is denied.
5. Additional compensation due in accordance with paragraphs 2, 3 and 4 above shall be included with regular paychecks.
G. Number·of Classes
In addition to a personalization period/homeroom duty and except in case of emergency or staffing exigencies, teachers shall not, unless by mutual agreement between the contracting parties, be assigned to more than the following number of classes:
All other teachers, (except department heads) 5 classes plus one preparation period per day.
Beginning in the 2021-2022 school year classes will return to full in-person. Students will not be attending fully in-person classes remotely as a hybrid student or a fully remote learner unless all students in a school or individual grade are learning remotely. This article shall not prohibit a hybrid / remote class from being offered and taught by a Foster-Glocester teacher if sufficient students want to enroll in a class and a teacher wants to teach the class or if it is otherwise required by law or regulation. Students may continue to enroll in remote, online, or dual enrollment courses offered by third party providers, higher education, or the state. The Superintendent of Schools and the Association President may by mutual agreement modify this provision.
H. Department Heads and Coordinators
1. No regular or acting Academic Coach shall be assigned to any duties involving routine supervision of students. Said assigned duties are: bus duty, corridor and lavatory supervision, cafeteria and study hall supervision.
2. Appendix A position shall be assigned one duty per week equal to one half block at PHS and 1 period at PMS.
3. A Department Head shall also receive salary payment as per Appendix "A", and a
Coordinator shall also receive salary payment as per Appendix "A".
4. When the number of faculty in a subject area reaches four (4) members said departments shall have Department Heads with one (I) fewer class each in order to assume additional time for departmental supervision.
5. REQUIREMENTS
a. Specific Department Head responsibilities will be as listed in the existing Job Description used in the district as determined by the Administration.
b. Candidates must have served in the department for a minimum of one (1) year or have served within the district for a minimum of two (2) years (except in instances where there is no one in the subject area with one (1) year experience.
c. Master's degree preferred.
d. All Department Heads shall serve a two (2) year term, with the first year as a probationary period. Any Department Head in his/her probationary year who does not receive notice by June 10th that his/her term as chair is terminated shall continue as chair for an additional one (1) year. Any Department Head not in his or her probationary year must receive notice by June 10th in the second year of his/her term if said term as chair is to terminate on July 1 of the same year. If notice is not received by June 10th, said chair shall continue in the position for an additional two (2) year term.
e. The Department Head will be responsible for articulating with the Middle School Coordinators of their related disciplines:
f. Department Heads will be evaluated annually.
g. All Department Heads shall have amended assigned class schedules; four (4)
classes per day plus one preparation period per day.
6. The following positions are in Appendix A.*
Instructional Coordinator PMS Academics: Language arts
Instructional Coordinator PMS Academics: Science
Instructional Coordinator PMS Academics: Math
Instructional Coordinator PMS Academics: Social Studies
Instructional Coordinator PMS Technology
Instructional Coordinator PHS Technology
Instructional Coordinator Online Learning
Senior Passion Project Coordinator
Team Leader
* These positions will be applied for annually.
Any Coordinator listed above must receive notice by June 10th in the year of his/her term if said term as coordinator is to terminate on July 1 of the same year. If notice is not received by June 10th, said Coordinator shall continue in the position for an additional one year.
I. Subject Matter Assignments
Excepting in cases of emergencies or staffing exigencies, teachers in the departmentalized program, commencing with the Seventh Grade, shall not be required to teach in more than two (2) subject matter areas.
If a teacher brings to the attention of the building principal an inequitable teaching load assignment and does not receive satisfaction, then the teacher may grieve the matter up to and including the School Committee level.
J. Teacher participation in Appendix "B" will be on a voluntary basis. Compensation for this participation will be in accordance with the provisions of Appendix "B" of this Agreement. Teachers will be invited to apply annually to the Superintendent for these activities. The most qualified candidate, as determined by the Superintendent, shall be appointed with consideration given so that no one teacher may hold more than two (2) such positions without the approval of the Superintendent. In the case of two (2) equally qualified candidates as determined by the Superintendent, the candidate with longer service with the Foster-Glocester School System shall be appointed. If the Superintendent deems that none of the candidates for a particular position is qualified, he/she may elect not to fill the position.
An incumbent shall not be removed arbitrarily from any compensated extracurricular assignment.
K. The Music Director will not be assigned more than four (4) teaching periods, or the equivalent, per day. The Music Director will not be responsible for a regularly scheduled student supervisory assignment.
L. Teachers' responsibilities must include, but not be limited to assigned work stations during their released time, and working with individual pupils. Teachers also agree to submit quarterly reports as to how their time is being utilized.
M. Teachers will be available after school once weekly in person or remotely via videoconference software provided by the district for the purpose of helping students. The session is not to exceed one (1) hour. Should no student report to the teacher within thirty (30) minutes of the close of school/start of the virtual session, the teacher may leave.
N. The Detention Room shall be staffed by a detention room supervisor who will be willing to assume such additional duty at extra compensation as specified in Appendix "B".
O. All electronic gradebooks will be archived on the district's cloud and no teacher will be responsible for keeping a hard copy. The electronic gradebook will replace hard copy (serve as) communication with the parent/guardian unless teachers have been notified that the parent/guardian has no electronic method of communication.
P. During personalization time, teachers will provide students with academic, career and personal-social support based on data generated by teachers and/or made available by the school/district, implement provided materials/activities, when warranted, that support school-wide and district initiatives, and lead and support student engagements with those materials/activities. When implementing these materials/activities teachers will support students to the extent of their expertise. Teachers may facilitate meetings of clubs and activity groups during segments of this time or provide additional academic support.
A. Each teacher shall be notified in writing of his/her prospective program and schedule for the ensuing school year, including the school to which he/she will be assigned, the grades and/or subject he/she will teach, and any special or unusual classes or assignments that he/she will be assigned. In addition, at the start of the school year, each student's case manager will be identified. If no case manager has been identified, the Director of Special Education will serve as the case manager until a case manager has been identified. New students to the system with IEP's and 504's will be identified as soon as possible and teachers will be notified by their case managers promptly.
This notification shall be made as soon as practicable but in any case, not later than three (3) school days prior to the last school day of that school year. In the event of a resignation, death, emergency, or promotion during the period from the one day prior to the last day of school through August, such assignments may be changed as required to meet the situation, and notification shall be made to any teacher concerned as soon as such a decision is made and can be communicated to the teacher affected.
B. No application for emergency certification shall be initiated without the written approval of the teacher involved.
C. Teachers who desire any change in assignment shall, not later than March 1st, file a written statement of such desire identifying the specific department or school to which she/he would like to be assigned with the Building Principals concerned who shall forward same to the Office of the Superintendent together with their recommendations. A letter of acknowledgment shall be forwarded to the teacher by the Superintendent upon receipt of the request for reassignment and/or transfer.
The School Committee will be willing to consider any proposals submitted on job sharing provided that the proposal for job sharing is initiated by the NEA Ponaganset.
D. Qualifications being equal, teachers in the Foster Glocester Regional School System shall be given preference in assignments and/or transfers over newly appointed teachers or teachers from outside the system.
E. Qualifications being equal, seniority shall be the determining factor when two (2) or more members of the Foster Glocester Regional School System have applied for reassignment and/or transfer to the same vacancy.
F. The decision of the Superintendent regarding reasonableness of qualifications and the reasonableness of his/her selection shall be subject to grievance.
G. No teacher shall be involuntarily transferred to a vacant position for which another equally qualified teacher has applied under the voluntary transfer assignments of this Contract except in the case that an involuntary transfer has been necessitated by the elimination of the teacher's position.
H. In arranging schedules for teachers who are assigned to more than one (1) school, an effort will be made to limit the amount of interschool travel. Such teachers shall be notified of any change in their schedules as soon as practicable.
I. Teachers required to perform travel in the course of their·regularly assigned duties shall be compensated at the Federal Rate.
J. Teacher assignments and transfers shall be made without regard to age, race, creed, color, religion, nationality, sex or, marital status, sexual orientation or gender identity.
A. Collateral positions are defined as those positions in the bargaining unit paying a differential.
B. All such vacancies shall be filled pursuant to the following procedure:
1. Such vacancies shall be publicized by emailing a notice to all teacher in the Foster Glocester School System. This posting shall be done at least two (2) weeks prior to the closing of applications.
2. Said notice of vacancy shall set forth a general description and reasonable qualifications for the positions, including the anticipated duties and salary information and the final date on which the application will be accepted.
3. Teachers who desire to apply for such vacancies shall file their applications, along with a resume of qualifications and other pertinent information, by the date specified in the notification as final application date. Candidates shall be compared on the basis of the qualifications which have been posted. If two (2) candidates are held to be equally qualified, as determined by the Superintendent, the one with the greater service in the Foster-Glocester School System shall be appointed.
C. All vacancies for specialists and/or special project teachers shall be filled in accordance with the foregoing procedure set forth in Paragraph B above.
D. All appointments to the aforesaid vacancies and openings shall be made without regard to age, race, creed, color, religion, nationality, sex, marital status., sexual orientation or gender identity
E. In the event the need to fill a vacancy arises during the summer months, the Superintendent shall have sufficient notices prepared for distribution to each teacher via email. Said notices shall be given to the President or his/her designee for distribution by the Association. The Superintendent's Office shall prepare a list of summer addresses which shall be made available to the Association in the event that summer vacancies occur.
F. The Curriculum Facilitators/Budget Preparers in the area of Nurse (health), Art, Physical Education, Special Education and Foreign Language will be responsible for coordinating the department curriculum between the High School and the Middle School.
G. The Science Technology Engineering Mathematics Department will include Technology Education and STEM teachers from the middle school. A family consumer science, agriculture science and business department shall be created.
H. Neither the Budget Preparers nor the Pathway / Curriculum Facilitators will be relieved from any school responsibilities and the compensation paid herein is compensation paid for after school duties. If a subject area assignment does not have enough teachers for a department chairperson, but has more than three but less than four full-time equivalents (FTEs), then the curriculum facilitator shall be relieved of a duty assignment.
To the extent feasible in existing buildings and provided that no substantial capital investment is necessary and in designing new buildings and rehabilitating existing buildings, the Committee will provide in each school building:
A. Space in each classroom in which teachers may safely store instructional materials and supplies.
B. A teacher workroom containing adequate equipment and supplies to aid in the preparation of the instructional materials.
C. An appropriate furnished room to be used as a Faculty Lounge (said room to be in addition to the aforementioned teachers' workroom).
D. A system whereby teachers can effectively and expeditiously communicate with the Main Office in the event of an emergency.
E. An appropriately furnished teachers' lunchroom. This area may be used for classroom instruction or counseling of students if an emergency exists (except during lunch period).
F. When a teacher requires privacy in making school related telephone calls, arrangements will be made to accommodate such privacy.
G. Access and use of photocopier and supplies to aid in the preparation of instructional materials will be provided. Teachers use of the photocopier will be school-related only and the administration will provide a service agreement to keep the photocopier in working order.
H. If a teacher's classroom is going to be used after hours the teacher shall be notified.
Except in case of demonstrable emergency caused by unforeseeable enrollment increases, or lack of classroom facilities, pupil loads for teaching may not exceed the following:
A. All teachers - one hundred twenty-five (125) pupils.
B. If these class loads are exceeded due to scheduling conflicts, such conflicts shall be remedied within thirty (30) days.
C. The composition and the size of Special Education Classes shall be in accordance with state law.
D. Classes containing concentrations of disadvantaged pupils shall be reduced in size as rapidly as practicable to a number which permits optimum learning opportunities for such pupils.
E. Work stations, since facilities in special areas such as Art, Music, Family Consumer Science, and Technology Education should not be overcrowded to the point of seriously diminished educational returns, or to the point where crowding or difficulty of supervision presents a safety hazard, the School Committee will exert every effort to see that facilities in these areas will not be overcrowded.
F. The foregoing standards are subject to modification for educational purposes such as large group instruction, team teaching, specialized or experimental instruction and physical education classes, upon consultation with teachers involved and/or Department Heads.
A. The Committee agrees to provide sufficient textbooks to carry out the educational program.
B. The Committee agrees that before a change in textbook and/or reference text is made, or before additional texts or reference books are selected, the school principal or his/her designee will discuss the proposed changes or additions with the teachers in the respective departments.
C. The Committee will provide sufficient teaching equipment and supplies as required to carry out the educational program of the school system.
A. Because of the unique nature of the teaching assignments of School Counselors, School Nurse Teachers, High School Library, Special Educators, Alternative Learning Program Teachers, School Social Workers and School Psychologists, and in order to have such personnel available to serve students, teachers and parents throughout the school day, certified personnel in the specified areas will be on duty the entire school day except for a lunch period. However, all self- contained classroom teachers will receive preparation time equivalent to that of regular education teachers. These responsibilities shall not, however, preclude the amenity of a brief respite from their duties. Such personnel shall not be assigned any supervisory duties on a regular basis during the school day.
B. Because of the unique nature of the animal plant science teaching curriculum, these teachers will, also be on duty the entire school day except for a lunch period.·
C. The School Committee agrees to exert every effort to see that the Library facilities will be used primarily as a Library Resource Center.
D. Commencing with the 2019-2020 school year, if the Athletic Director is a teacher in the District s/he shall have at least two (2) fewer teaching periods and receive the stipend outlined in Appendix B. Furthermore, the Athletic Director shall not be assigned to bus duty, corridor and lavatory supervision, cafeteria and study hall supervision as outlined in Article III-H-1. If the Athletic Director is not a teacher in the District then no reduction in teaching periods is necessary and the compensation shall be set by the School Committee, and other terms of this agreement are not applicable.
A. All teachers shall immediately report to their Principal in writing all cases of assault and/or injury suffered by them in connection with their employment.
B. Such report shall be forwarded through the Superintendent to the Committee which shall comply with a reasonable request from the teacher for information in its possession not privileged under law which relates to the incident or the persons involved.
C. If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, such teacher may request the Committee to furnish legal counsel to defend him/her in such proceedings. lf the Committee does not provide such counsel and the teacher prevails in the proceedings, then the Committee shall reimburse the teacher for reasonable counsel fees incurred by him/her in defending the proceedings. However, the teacher must first utilize any other sources of financial aid he/she may be entitled to for this purpose.
D. Teachers who are injured in the course of their employment shall be allowed to apply a pro-rated portion of their sick days to supplement their workers' compensation payment in an amount equal to the difference between the teacher's regular salary and benefit. The Committee will continue to provide health insurance coverage as provided in Article XIII herein for the period of disability up to a maximum of one (1) year. Nothing in this Article shall deprive a teacher of her or his rights under RI Gen. Laws 9-1-31 (d), regarding compensation as a result of an assault.
E. The Committee shall reimburse teachers to the limit of its insurance coverage for any clothing or personal property damaged or destroyed in the course of employment, provided damage has not been caused by the teacher's negligence.
A. Sick Leave
Each teacher is entitled to sick leave with full pay up to (15) fifteen working days in each year.
Unused sick leave shall be accumulated from year to year (so long as the teacher remains continuously in the service of the school district) up to but not in excess of one hundred fifty (150) working days.
In addition, the Committee agrees to provide disability insurance as provided in Article XIV-C. When a teacher commences to receive disability insurance payments, sick leave entitlement shall cease.
1. Upon retirement or death (but not resignation) a teacher or his/her beneficiary will be paid for all accumulated sick days up to but not in excess of forty-seven (47) days, if at the time of such retirement or death, the teacher has accumulated sixty (60) sick days of leave and providing the teacher has been in the system for a minimum of ten (10) years.
In addition, if a teacher has accumulated seventy-five (75) days of sick leave he /she shall receive fifty (50) days of per diem pay. If a teacher has not accumulated seventy-five (75) days of sick leave, the sixty (60) day formulas throughout the contract will prevail provided the teacher has length of service eligibility.
Teachers hired after the date of the execution of this agreement shall be paid at the forty (40%) percent of the then per diem rate.
2. The Superintendent reserves the right to request any teacher to present a doctor's certificate after three (3) consecutive days' illness. Medical documentation may be requested from a teacher who has been absent less than three (3) consecutive days when repetitive absences occur.
3. The Superintendent also reserves the right to require a complete examination of a teacher by a physician designated by the Committee. The Committee shall pay for said examination.
4. Use of sick days for other than their intended purpose, overuse or misuse of absence days, failure to notify a superior of an absence in a timely manner, failure to provide medical documentation when requested, or failure to provide lesson plans during an absence is subject to disciplinary action up to and including termination. In the event of an emergency, or if a teacher is incapacitated or hospitalized, they will not have to prepare lesson plans. An emergency lesson plan should always be available. In the event that a teacher is incapacitated, the department head or curriculum facilitator shall be responsible for the lesson plan.
B. Sick Bank
1. A Sick Bank shall be established by the teachers. Said Sick Bank initially shall be formed by those teachers volunteering to participate. Said teachers shall contribute three (3) days upon the effective date of this Agreement. Non contribution by the School Committee does not preclude the member from benefiting from the Sick Bank.
2. Thereafter, teachers who volunteer to participate in the Sick Bank shall contribute two (2) days per year. Said contribution of days shall be made within ten (10) days of the beginning of the school year. The Association President, at this time, shall provide the Superintendent with a list of all participants and days to be deducted. Notices of any subsequent changes in participants and/or days to be deducted shall be made in the same manner.
3. Extended sick leave for employees shall begin on the fiftieth (50th) consecutive day or for those who do not have 50 sick days extended sick leave shall begin at expiration of all accumulated sick days. During the retirement year no teacher will be forced to deplete his/her sick leave to a point below sixty (60) sick days.
4. Prolonged major illness shall be defined as a serious or dangerous sickness, disease, or accident requiring the extended absence or accident requiring the extended absence of fifty (50) days or more duration documented by adequate medical evidence. Members with less than the 50 sick days will be protected by item three (3). Only extenuating circumstances in pregnancies will follow the 50 sick day policy before using the Sick Bank. Requested parental leaves are excluded from this Article.
5. In the event that during the school year the Sick Bank is reduced below sixty (60) days, all participating teachers must donate one (1) day each to continue the coverage.
6. Only teachers who volunteer to participate in the Sick Bank are eligible to apply for benefits, without exception. Any teacher who chooses to join the Sick Bank subsequent to its establishment must contribute the same number of days that they would have contributed had they joined initially and any subsequent year(s). . New employees will contribute based on item one (1).
7. The Sick Bank Committee of four (4) shall consist of three (3) Association members appointed by the Association President, and the Association President acting as Chair.
8. The unused days in the Sick Bank shall carry over from year to year.
9. In the event that the Sick Bank is in excess of six hundred (600) days at the start of any school year, teachers who have donated the previous year shall be automatically covered without the need of contributing another day unless the amount falls below sixty (60) days.
10. Teachers hired subsequent to the establishment of said Bank shall contribute sick leave days in the same manner as stated above.
11. Membership in the Sick Bank shall not be a condition of employment. Furthermore, only bargaining unit members may participate in the Sick Bank.
12. In no event shall the charge of said Sick Bank on account of any one major illness or accident of any one applicant exceed one hundred eighty (180) days in total. Teachers with less than 50 sick days are eligible to receive 1.5 days from the sick bank for every sick day used for the illness prior to accessing the bank according to article 3 above. Decision of the Sick Bank Committee shall not be subject to the grievance procedure.
13. 13. All applicants will be allowed, upon the decision of the Committee, to draw on the Sick Bank after they have exhausted all three (3) family illness days and have drawn down personal sick leave for (37 / 42 / 47) days, to provide for severely ill family members subject to medical verification. Extended sick leave for employees required to provide direct care for a severely ill family member shall begin on for (38th /43rd /48th) consecutive work day or for those who do not have (37 / 42 / 47) sick days extended sick leave shall begin at the expiration of all accumulated sick days. Family members defined by the Rhode Island Parental and Family Medical Leave Act are parent, spouse, child, mother-in-law and father-in law. Drawing on the Bank may be in a non-consecutive manner.
C. Emergency Leave
Each teacher shall be entitled to two (2) days non accumulative emergency leave of absence with pay each year for legal, business, household or family matters of a demonstrated emergency nature which requires absence during school hours. Application for such leave shall be made to the Superintendent via the Principal as far in advance as practical. This day is to be charged to unused sick leave.
D. Personal Leave
Each teacher shall be entitled to two (2) day non-accumulative personal leave of absence with pay each year for matters of a personal nature which requires absence during school hours. Notification for such leave shall be made to the Superintendent via the Principal as far in advance as practical and ordinarily at least forty-eight (48) hours. These days are to be charged to sick leave.
E. Leave Without Pay
Upon request the Committee may grant members of the bargaining unit up to eighteen (18) consecutive months leave of absence ·without pay with possible extension of up to twenty-four (24) consecutive months. No member of the bargaining unit shall be entitled to an extension of this leave without the recommendation of the Superintendent.
1. Upon request, the Committee shall grant members of the bargaining unit up to eighteen (18) consecutive months parental leave without pay with possible extension to twenty-four (24) consecutive months.
2. The member on leave must confer with the Superintendent by May 1st to discuss whether or not they are returning on the first day of the next school year. In all other cases the member must give the Superintendent notice of return by the first day of the quarter, proceeding the quarter of return.
Upon return, the member of the bargaining unit shall be placed in the assignment that they left except in cases where the original assignment no longer exists, and in that case, the teacher may be placed in a comparable position. lf a member returns at any time prior to the beginning of a semester, the Committee reserves the right to temporarily assign the member in another position so as not to disrupt the educational goals of the system.
NOTE: Consecutive in this Article means consecutive calendar months, not work months.
The returning teacher will return on the first day of any quarter except in the case where FMLA is being exercised.
F. Professional Leave of Absence
A teacher may be granted a day's absence for professional reasons upon approval of the Superintendent provided such professional reason is for the benefit of the School System as well as the individual. Additional days may be granted at the discretion of the Superintendent.
G. Sabbatical Leave
Desiring to improve professional performance and to encourage independent research and achievement, the Committee hereby initiates the policy of Sabbatical Leave for teachers to be granted by the School Committee upon the recommendation by the Superintendent
for approved scholarly programs in an academic institution subject to the following conditions:
I. Request for Sabbatical Leave must be received by the Superintendent in writing and in such form as may be required by the Superintendent no later than March 1 of the year preceding the school year in which the Sabbatical Leave is requested.
2. The teacher shall have completed at least seven (7) consecutive full school years of service in the Foster-Glocester Public Schools.
3. Teachers on Sabbatical Leave shall receive the difference between the maximum and minimum steps on the basic Bachelor's Degree salary schedule for a full year's leave and one-half (1/2) of that figure for a semester's leave. Payment will be made on a quarterly (1/4) basis. Health Insurance coverage will continue to be provided by the Committee. Life insurance coverage may be continued at the teacher's expense.
4. The teacher shall agree in writing to the following conditions:
a. Subsequent to the granted leave, to return to employment in the Foster Glocester Regional School District for at least one (1) complete contract year. Upon such return, the teacher shall be placed on the appropriate step in the salary schedule as though the teacher had not been on leave.
b. Should the teacher fail to fulfill the requirement of returning, or should he/she drop out of the approved program, or fail to receive satisfactory grades, he/she shall be required to return all money received from the Foster-Glocester Regional School District during the Sabbatical Leave.
H. Bereavement Leave
In the case of death in the family, a reasonable number of days absence (one to five) at full pay will be allowed to a teacher dependent upon a recommendation by the Principal and at the discretion of the Superintendent. Additional days are to be charged to sick leave.
I. Jury Duty
The Committee will pay the difference between the pay as a juror and the pay as a teacher if called to perform his/her civic duty as a juror.
J. Military Leave
When requested, the Committee may grant leave in accordance with Federal Law and will pay the difference between the per diem pay of the military and teaching.
K. Credit for Military Service
If called to Military Service during the school year, a teacher shall receive credit for time spent in the Military Service for purposes of placement on the salary schedule. This time, however, shall not count toward fulfilling tenure requirements. Unused sick leave prior
to entering military service will be retained.
A. Insurance
Effective July 1, 2017 the school department will no longer offer a term life policy to teachers. The School Committee shall provide for all active teachers one hundred fifty ($150) annually that teachers can use to purchase their own life insurance policy. Payment shall be made as part of a separate check during the first pay period of June of that school year.
B. Disability Insurance
The School Committee will continue to provide disability insurance coverage for teachers. The policy will include the following provisions:
1. Level benefit to age 65 or until disability or service retirement,
2. Waiting period of ninety (90) calendar days,
3. Benefits will be maintained at the sixty percent (60%) level by the School Committee for any reduction by the insurer due to outside income,
4. Twenty-four (24) hour coverage,
5. Sixty percent (60%) of total Appendix A salary is the maximum benefit payable under the terms of this Article. All life and health insurance benefits provided for in this Contract will remain in full force and effect.
C. Health and Dental Insurance:
1. The District shall provide a health and dental plan which is comparable to the current 20 plans provided to teachers, with the following existing point of service co-pays:
Primary care physician office visits: $15.00
Specialists' office visits: $25.00
Urgent care fee: $50.00
Emergency room fee: $100.00
Prescription plan: $7.00/$30.00/$50.00
The school committee reserves the right to provide the above coverage through the health and dental insurance companies of its choice, pursuant to RI Gen. Law 28-7-49.
2. Employees shall contribute on pre-tax basis by payroll deduction Twenty (20%) percent of the premium cost of the health and dental plans.
During the terms of this contract, the co-share shall be capped at: $5,361 / $2,125
3. Employees laid off at the end of a school year shall have their medical and dental coverage end as of June 30, subject to the employee's right to purchase coverage pursuant to COBRA. Employees who are laid off at the end of the school year, and who are rehired before the beginning of the next school year, and who do not elect to receive unemployment compensation for that between term period, shall be reimbursed the costs of the medical and dental coverage. 1 New employees shall have their health insurance co-payments pro-rated from the date of hire through June 30.
1. Upon ratification of this agreement by both parties, the parties agree to dismiss Superior Court case no. PM10-2251, appealing the decision of Arbitrator Lawrence E. Katz, Esq. and the grievant in that case shall be made whole.
4. Employees who are eligible for medical and dental insurance and choose not to receive coverage shall receive a payment of Two Thousand Dollars ($2,000).
Employees who elect not to receive either medical or dental coverage shall have the payment pro-rated based upon the percentage cost of each program. Payment shall be made at the end of the school year and notification of coverage shall be made at least sixty (60) days prior to the effective date of coverage. Should a teacher at any time feel the need for inclusion in the medical or dental plan, the teacher shall give the School Department notice at least one (1) month prior to the date on which the coverage is to begin. The teacher shall receive a prorated payment for the time the teacher has not been covered by the medical ·and/or dental plan.
D. Part-Time Teachers
Teachers who teach three-fifths (3/5) or more of a full schedule shall qualify for full benefits under this Article. Teachers who perform teaching services on a regular basis, but who are assigned less than three-fifths (3/5) of a full schedule, shall be afforded prorated coverage of all benefits provided they opt to assume the balance of the cost.
E. Use Of Personal Auto
Employees shall be reimbursed for use of their personal auto for official school business at the Federal Rate per mile.
F. Insurance For Coaches
Coaches shall receive liability insurance coverage for their coaching activities as a rider to the school district's insurance policy.
The intent of teacher evaluation is to provide feedback on performance to all educators to improve teaching and learning and to ensure that all teachers educating our students are effective or highly effective educators as outlined in the RI Professional Teaching Standards.
A. The Association and the Committee shall implement the Rhode Island Model Teacher Evaluation and Support System (RI Model) in effect on first day of school of each academic year. Any changes to the RI Model during the school year shall be mutually agreed to by the School Committee and Association. Where no Rhode Island Department of Education approved system exists for specific positions, the Foster-Glocester system shall be used. In lieu of the RI Model, a mutually agreed upon district model, aligned with the Educator Evaluation Standards and, when required, approved by the Rhode Island Department of Education may also be implemented.
B. If a teacher wishes to request another evaluator conduct the evaluation or observation, s/he may make such request to the building principal within five (5) school days of identification of who is the primary evaluator. The building principal shall respond within (5) school days with his/her decision. If unsatisfied with the decision of the building principal the teacher may appeal to the District Evaluation Committee (DEC) within five (5) school days of notification of the building principal's decision.
C. Announced observations will be scheduled during a one week window by the observer(s) and the observed teacher in accordance with the parameters of the Teacher Evaluation and Support System. For announced observations only, teachers shall submit a completed unit plan on the standard lesson/unit template at least three (3) days prior to the scheduled observation.
D. Written feedback specifically aligned to the evaluation system shall be provided to the teacher within ten (10) school days of any unannounced or announced observation. The teacher shall sign the report indicating that the teacher has read it. The teacher may make written comment on the report before it is submitted to central administration or placed in the teacher's personnel file. Written comments by a teacher must be made within five (5) school days after receipt of the evaluation.
E. Teachers shall be provided with a summary of required minimum artifacts for submission to support overall effectiveness ratings. The list of required artifacts shall represent the minimum necessary to determine accurate rubric ratings not covered by other aspects of the comprehensive evaluation process. Teachers may include more artifacts than those listed.
F. All observations of the work performance of a teacher will be conducted openly. The use of eavesdropping, public address, audio equipment or similar surveillance devices shall be strictly prohibited.
G. Any complaints regarding a teacher made to the administration by any parent, student or other person will be called to the teacher's attention as soon as reasonably possible.
H. No teacher will be arbitrarily disciplined, reprimanded, deprived of any professional advantage, or reduced in rank or compensation. An aggrieved party shall have full recourse to prescribed grievance.
I. A Committee composed of three (3) administrators chosen by the School Committee or its designee, and three (3) teachers elected from the teachers in an Association supervised election, shall study the teacher evaluation program in Foster-Glocester Regional School District. These personnel shall serve on the District Evaluation Committee (DEC).
The DEC shall submit any recommended changes to the previously agreed upon model School Committee and the Association Executive Committee. If the parties cannot mutually agree to the recommended modifications to an evaluation tool/process on or before August 1 ot\ the Superintendent of Schools shall be authorized by the parties to implement a temporary change pending consensus by the parties.
J. The duties and responsibilities of the DEC shall be in accordance with the requirements of the Educator Evaluation Standards as promulgated by the RI Board of Education. Teachers may only challenge their final effectiveness rating through the appeals process determined by the DEC if their overall rating is below effective. Any results of said appeals process are non-binding on the Superintendent and Committee. These results are purely advisory to the Superintendent, who shall have final authority to accept or reject, in whole or in part, all results of the appeals process. Any challenges shall be submitted to the DEC via the Office of the Superintendent within five (5) school days of receipt of the related document by the educator and after an attempt to resolve the matter of dispute with the evaluator. Any such attempt shall be documented in writing by both patties and submitted to the DEC. The DEC shall give due consideration to the concerns of the educator while acknowledging the authority and role of the trained evaluator to make professional judgments concerning employee performance. If the DEC unanimously agrees and the Superintendent supports this decision, the teacher shall not have the right to resort to the grievance and arbitration process.
K. Timelines in the process are meant to be guidelines that clarify expectations among the parties. They are not intended to be inviolate, nor to invalidate a teacher's evaluation, which is based on evidence collected and judgments of teacher effectiveness by an evaluator. Violations of timelines in the process shall not be the subject of arbitration and shall only be subject to the grievance process up to level III when timeline violations affect a teacher's final effectiveness rating. If a teacher does not receive written feedback within 10 days as outlined in Section D (immediately above) the teacher may file a grievance up to level III.
All teacher files shall be maintained under the following circumstances:
A. No material excluding references and information obtained in the process of evaluating the teacher for employment, which is derogatory to a teacher's conduct, service, or character, or personality shall be placed in the files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he/she had read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he/she has read the material.
B. A teacher shall have the right to answer any material filed and his/her reply shall be attached to the file copy.
C. Upon request, and by appointment arranged in advance, a teacher shall be allowed to examine his/her file (exclusive of confidential Placement Office Material and job references) in the presence of the Superintendent or Principals or their authorized representative. Each file examination must be dated and signed by the teacher.
D. Upon receipt of a written request, the teacher shall be furnished a single reproduction of any material in his/her file, excluding confidential Place Office Material and job references obtained in the process of evaluating the teacher for employment.
A. Definitions
1. A "Grievance" shall be defined as an allegation by a teacher that he/she has been treated unfairly and that there has been a violation, misinterpretation or misapplication of the provisions of this Agreement. (The Association may grieve on behalf of a group of persons affected as defined above.)
2. An "Aggrieved" Person is the person or persons making the allegation.
B. Purpose
It shall be the purpose of this procedure to resolve grievances at the lowest possible administrative level. However, grievances pertaining to financial matters may be filed at Level Ill.
Nothing contained herein shall be construed as limiting the right of any teacher having a grievance to discuss the matter informally with the appropriate member of the administration.
C. Time Limits
Since it is important that a grievance be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
In the event a grievance is filed on or after June 1 which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party of interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school term, or as soon thereafter as is practicable.
D. Procedure
1. Level One
A teacher having a grievance shall first discuss it with his/her immediate supervisor, then if necessary, with his/her principal or the principal's designee in an effort to resolve the matter informally. The discussion at Level One shall be between the aggrieved and the immediate superior, principal or designee only and shall not involve Association representatives or other third parties.
2. Level Two
In the event that the aggrieved person is not satisfied with the disposition of the grievance at Level One, or in the event that no decision has been rendered within ten (10) school days after the presentation of the grievance, he/she must file the grievance in writing with the Building Principal and the Chairman of the Association's PR & R Committee within five (5) school days after the decision at Level One or fifteen (15) school days after the grievance was presented, whichever is sooner.
Within ten (10) school days after receipt of the written grievance the Principal shall meet with the grievant and/or Chairman of the PR & R Committee and shall hear the grievance. The Principal shall render his written decision on the grievance within five (5) school days of that meeting.
3. Level Three
In the event that the grievance is not resolved at Level Two, the Chairman of the PR & R Committee shall refer it, in writing to the Superintendent within ten (10) school days after receipt of the decision at Level Two, or within fifteen (15) days of the discussion at Level Two in the event no decision was rendered.
Within fifteen (15) school days after receipt of the written grievance, the Superintendent shall meet with the grievant and Chairman of the PR & R Committee and shall hear the grievance. The Superintendent shall render his/her written decision on the grievance within fifteen (15) school days of that meeting.
4. Level Four
In the event the grievance is not resolved at Level Three or if no decision has been rendered by the Superintendent within fifteen ( 15) school days after hearing the grievance, the Chairman of the PR & R Committee shall file the grievance in writing with the School Committee.
The School Committee shall hold a public hearing on said grievance at its next regularly scheduled meeting if the grievance is received at least ten (I 0) school days prior to said regularly scheduled meeting. Otherwise, the hearing shall take place at the following regular School Committee meeting. The School Committee shall, upon request of the grievant, the Association, or the School Committee, hold an Executive Session on said grievance if the grievance relates to a personnel problem affecting the character or performance of a particular employee.
The School Committee shall render its decision, in writing, within fifteen (15) school days after the hearing.
E. Arbitration
In the event that the grievance has not been settled using the procedure outlined above, the Association may proceed to arbitration.
Notice of intention to proceed to arbitration must be communicated in writing to the Chairman of the School Committee with a copy to the Superintendent by registered mail, return receipt requested, not later than ten (10) school days following the decision of the School Committee.
Arbitration shall be conducted in accordance with the rules of the American Arbitration (Voluntary Labor Arbitration Rules). There shall be a single arbitrator, unless otherwise mutually agreed.
The arbitrator shall hear and decide only one (1) grievance in each case. He/she shall be bound by and must comply with all the terms and provisions of this negotiated Agreement. He/she shall have no authority to add to, delete from, or modify in any way any of the provisions contained herein.
The decision of the arbitrator shall be final and binding on the parties and all concerned. The arbitrator shall render his/her decision within thirty (30) days.
F. General
An aggrieved person may be represented from Level Two only by a person of his/her own choosing, except that he/she may not be represented by a representative or an officer of any teacher organization other than the Association or its affiliated organization.
If the grievance is not initiated within twenty (20) school days of the event or condition which gave rise thereto, it shall be considered null and void and no longer eligible for processing.
It is understood that a grievance shall be initiated at the lowest level at which resolution can be effected.
A. The salaries of all persons covered by the Agreement are set forth in Appendix A which is attached hereto and made a part hereof subject to the provisions in Article XXI.
B. In each case, the annual salary for certified personnel included in the Teacher's Salary Schedule as well as Additional Education Compensation and any additional payments, shall be added together and divided and paid in, commencing the second week of work in any school year:
1. Twenty-six (26) equal installments paid in twenty (20) or twenty-one (21) biweekly payments and the remaining five (5) or six (6) installments paid in one (1) check at the end of the school year. The first payroll check or direct deposit will occur on the first pay date after the first work day of the school year.
2. Twenty-one (21) equal installments paid biweekly from the first pay period through June.
NEA Ponaganset agrees to indemnify the School Committee for any monetary loss occasioned by pre-paying teachers if the Committee is unable to recover from the teacher any pre-payment.
C. Teachers in the Foster-Glocester School System shall be given full increment credit for previous outside experience in Rhode Island However, for all new employees with prior out-of-state public school experience, (not to include in- state public school experience) and private educational experience (whether in- state or out-of-state) which closely resembles or matches the work of a RI certified professional in a public school, shall be counted as the basis for one step on the salary schedule for every two years of experience to a maximum of five such steps.
D. Positions with extra compensation are set forth in Appendix B.
E. All Department Heads' salaries shall be included in their regular paychecks.
A. The employer’s business office shall, upon certification of the exclusive organization, deduct from said employee’s salary said amount and remit the same to the treasurer or designee of the exclusive bargaining organization. The employer shall not deduct dues, fees, or assessments for membership in any other union.
1. Dues shall be deducted in equal amounts over fifteen (15) paychecks commencing with the first paycheck in October through the fifteenth (15) paycheck. Should a teacher leave employment during the school year, the balance of his/her membership dues shall be taken from his/her final paycheck. Membership in any employee organization may be determined by each individual employee. Members of the Union shall pay dues, fees, and assessments as determined by the Union.
a) The employer’s business office shall, upon certification of the exclusive organization, deduct bi-weekly from said employee’s salary said amount and remit the same to the treasurer or designee of the exclusive bargaining organization. The Employer shall not deduct dues, fees, or assessments for membership in any other Union.
b) The employer recognizes the union’s ability to increase dues, fees, and assessments lawfully and in accordance with its Constitution and By-Laws, and upon written representation by the Union that dues, fees, and assessments have been lawfully increased and in accordance with its Constitution and By-Laws, the Employer agrees to adjust the amount of the deduction accordingly, provided that such an adjustment is consistent with the authorization of the employee that is required by law.
c) The employer shall give written notice to the treasurer and president of the union of all new employees within the bargaining unit who become eligible for membership in the local. Said notice shall be given monthly and shall include the employee’s name, address, and date of hire.
d) The employer will discontinue such deductions if notified by the association in writing. In the event the employer receives such notification by an employee, it shall refer the employee to the association. The association is fully responsible for any objection by an employee regarding their dues, fees, and assessments deduction.
e) The union shall indemnify and save the Employer harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken or not taken by the employer in reliance upon the union’s representation that its dues, fees, and assessments have been lawfully increased and in accordance with the Union’s Constitution and By-Laws or for the purpose of complying with any of the provisions of this Article.
f) The employer agrees that it shall forward twice each year to the employer affiliate (National Education Association Rhode Island) the list of bargaining unit members for the local union. The first list shall be forwarded no later than ten days following January 30 and the second list shall be forwarded no later than ten days following September 30, during each year of this Agreement.
g) Any teacher who chooses not to be a member of the National Education Association shall have no dues or fee deducted from their salary.
h) At a teacher’s request, deductions shall be made for the following from a teacher’s salary at the appropriate time for a period of no less than one (1) year:
• United States Savings Bond
• Tax Sheltered Annuities No new company will be permitted to offer tax sheltered annuities to members of the bargaining unit and obtain a payroll deduction until they have at least six (6) members of the bargaining unit enrolled.
• United Fund
• NEARI Children’s Fund
No party of this Agreement shall discriminate in any way against any teacher by reason of his/her membership or non-membership in, or participation in the activities of the Association or any other employee organization.
A. The Committee and the Association agree that discipline and effective teaching are conducive to learning. The Committee and the Association agree that the maintenance of normal classroom discipline is primarily the responsibility of the classroom teacher. It is further agreed that teachers shall receive support from the Administration in their endeavors to maintain effective discipline.
A. Seniority shall mean years of service in a position(s) in the Foster-Glocester Regional School District as a certified teacher as computed from the beginning date of employment/appointment.
1 Persons who were initially appointed to a teaching position in the Foster-Glocester Regional School District who were subsequently appointed or assigned to a teaching position in Foster and/or Glocester School Districts and returns to the Regional School District without a break in service shall have seniority computed as the total time in Foster and/or Glocester and the Regional School District.
B. Seniority shall be broken by:
1. Resignation;
2. Dismisal for job-related performance, which is not overturned by an agency or court of competent jurisdiction.
C. A member of the bargaining unit who takes a full year, or two (2) full years leave without pay under Article XIII.F - Leave Without Pay - or Article XIII.M - Pregnancy - shall not receive credit for the time on said leave, but shall not be considered to have broken service.
D. For the purpose of all Articles in this Contract in which seniority is mentioned, it shall be defined as above.
A. Except as limited herein a member of the bargaining unit who has served on the Foster Glocester Regional School District for at least ten (10) years shall be eligible to receive the medical benefits of this Article provided that the teacher is eligible and enters early retirement on either Social-Security or the state Teachers' Retirement System.
B. Said member shall notify the Committee of their intent to retire by January 1st during his/her last year of their service. A teacher must submit a letter of intent to retire by January 1st and a letter of retirement by May 1st. Any member who fails to so notify the Committee of his/her retirement by May 1st, shall not be entitled to the medical coverage provided in Section C herein, or payment for accumulated sick leave provided Section D herein. In the event of a catastrophic financial event (death of spouse or loss of the job by a spouse) a teacher may withdraw his/her letter of retirement prior to June 23rd.
C. A member of the bargaining unit shall receive individual medical benefits until the first of the following occurrences:
1. receipt of medical insurance from any other source;
2. eligibility for Federal Medicare, Medicaid, or comparable medical;
3. age 65;
4. death.
Employees hired before July 1, 1992 shall not be subject to any limitation of years of coverage; employees hired on or after July 1, 1992 and before July 1, 2000, shall receive a maximum of eight (8) years of coverage; employees hired on or after July 1, 2000 and before July 1, 2011, shall receive a maximum of three (3) years of coverage; employees hired on or after July 1, 2011 shall not be eligible for this benefit. Said member may, if he/she desires, purchase family coverage for a spouse at their own expense.
If a retiree elects to cease coverage through the Foster-Glocester School Committee for any reason (e.g., receipt of medical coverage through a spouse), he or she shall be permitted to recommence coverage at a later date, provided he or she is otherwise qualified under this subsection.
D. The annual contribution for employees shall be equal to the employee contribution toward an individual plan during the employee's last year as an active (non-retired) teacher.
A. Fifteen (15) calendar days before notification as required by law the Committee will inform the President of the Association in writing those teachers whom it is likely to notify of non-renewal/layoff/suspension. The Superintendent shall meet with the teachers so named for the purpose of obtaining a postponement of the notification deadline established in 16-13-2 of the General Laws of Rhode Island. Any postponement signed by the teachers must be returned to the Superintendent within seven (7) calendar days. Such postponements are not to be construed as a waiver of any rights under 16-13-2. Those teachers who have signed a postponement will be entitled to a hearing no later than the date of the regularly scheduled May School Committee meeting. Those teachers who wish not to sign a postponement will be given a hearing in accordance with state law and will be entitled to all recall rights mentioned below.
1. All persons represented by the Association (3/5ths or above or who held a position of 3/5ths or higher but were reduced to a schedule of less than 3/5ths) who are laid off by the Committee for other than job related performance, will, notwithstanding their lay off, be rehired in the order of their seniority (as the word seniority is defined by the Contract).
2. When the Committee decides to fill a position the Superintendent will notify, by certified mail, return receipt requested, the most senior teacher with the appropriate certification on the recall list. Anyone who plans to earn an additional certification shall notify the Superintendent by February first (1st) of the possibility of the added certification. Said certification shall be complete by the last day of school. That teacher will notifY the Superintendent by certified mail of his/her intention to accept or reject the position offered within a period of twelve (12) calendar days after receipt of said notification. Should the notified teacher not communicate with the Superintendent within the above period or rejects a scheduled equal to what they had, it shall be deemed to be a rejection of the position. Rejection of the position will remove the teacher from the recall list. In all situations, positions will be offered to the first teacher on the recall list. In no circumstances will recall rights be terminated if a teacher on recall refuses a schedule of the following:
a. A schedule of less than they had (5/5ths to 4/5ths or 4/5ths to 3/5ths, etc.);
b. If a teacher is offered a position in a subject matter other than in the discipline in which they left. Be it known such a refusal could jeopardize your unemployment compensation status.
The teacher shall be given a choice of taking a lesser schedule if they so desire. In so taking this reduced position the teacher will not waive their rights to be made whole at the earliest possible time.
3. All laid off teachers so covered by this Article shall have the option of retaining all health, dental and insurance benefits (provided for by this Agreement) during the period of his/her termination provided they pre-pay the monthly cost of said benefits to the Foster-Glocester School District by the first of each month.
4. A laid off teacher so covered by this Article shall be entitled to the rights of this Article for a period of two (2) years from the date that the lay-off became effective.
5. It is the responsibility of all teachers on a recall list to keep the Superintendent notified of their latest address where communications can be forwarded and of current certifications.
B. Those teachers on the lay off list shall be recalled to fill any existing vacancies prior to any requests for voluntary transfers being honored.
1I. A two (2) week posting will occur if no one on recall is certified for a position or opening or no one has notified the Superintendent as set forth in A-2 above.
C. Time spent on recall will not apply towards Step increment or tenure.
Members of the bargaining unit shall have the option of enrolling their children in the middle and/or high school free of tuition so long as the parent is employed by the Regional School System. Said students shall be enrolled provided there is no marginal cost to the Committee for educational services and transportation.
Said children being enrolled in a class shall not count for purposes of class size unless they amount to more than ten (10) per cent of the maximum enrollment of the class allowable by this Agreement.
A. This Contract is to be effective July 1, 2023 through June 30, 2026.
B. In the event of a reduction in the proposed gross operating budget by the School District Financial Meeting, this agreement will be renegotiated at the request of either party.
IN WITNESS WHEREOF, the parties hereunto set their hands and seals this day of ,2024. s to be effective July 1, 2020 through June 30, 2023.
2023-2024 |
2.5 % increase for steps 1-10 |
2024-2025 |
2.5 % increase for steps 1-10 |
2025-2026 |
2.5 % increase for steps 1-10 |
Steps |
2023-2024 |
2024-2025 |
2025-2026 |
1 |
$ 49,063.87 |
$ 50,290.47 |
$ 51,547.73 |
2 |
$ 50,552.48 |
$ 51,816.29 |
$ 53,111.70 |
3 |
$ 54,281.39 |
$ 55,638.42 |
$ 57,029.38 |
4 |
$ 58,012.41 |
$ 59,462.72 |
$ 60,949.28 |
5 |
$ 60,377.15 |
$ 61,886.58 |
$ 63,433.75 |
6 |
$ 64,457.48 |
$ 66,068.92 |
$ 67,720.64 |
7 |
$ 68,904.06 |
$ 70,626.66 |
$ 72,392.32 |
8 |
$ 73,529.84 |
$ 75,368.09 |
$ 77,252.29 |
9 |
$ 78,346.04 |
$ 80,304.69 |
$ 82,312.31 |
10 |
$ 89,920.59 |
$ 92,168.60 |
$ 94,472.81 |
Appendix A Stipends – Increase by 1.0% for 2023-24 only all positions not receiving a fixed increase.
TWO YEAR TERM |
2023-2024 |
2024-2025 |
2025-2026 |
** Department Head/Acting DH |
$ 2,998 |
$ 2,998 |
$ 2,998 |
** Department Head Science & STEM |
$ 3,549 |
$ 3,549 |
$ 3,549 |
** Must apply every two years
ONE YEAR TERM |
2023-2024 |
2024-2025 |
2025-2026 |
*Instructional Coordinator |
$ 2,625 |
$ 2,625 |
$ 2,625 |
*Team Leader |
$ 1,844 |
$ 1,844 |
$ 1,844 |
*Passion Project Coordinator |
$ 4,118 |
$ 4,118 |
$ 4,118 |
*Must apply annually
Advanced Degree: |
2023-2024 |
2024-2025 |
2025-2026 |
Doctorate |
$ 4,932 |
$ 4,932 |
$ 4,932 |
CAGS |
$ 4,661 |
$ 4,661 |
$ 4,661 |
** 36 Graduate Hours beyond Master's Degree |
$ 4,503 |
$ 4,503 |
$ 4,503 |
** 15 Graduate Hours beyond Master's Degree |
$ 4,264 |
$ 4,264 |
$ 4,264 |
Master's Degree |
$ 4,016 |
$ 4,016 |
$ 4,016 |
Bachelor's Degree + 30 Semester Hours (in recognized |
$ 3,665 |
$ 3,665 |
$ 3,665 |
***Bachelor's Degree + 30 Semester Hours (courses |
$ 3,202 |
$ 3,202 |
$ 3,202 |
***Bachelor's Degree + 15 Semester Hours (in recognized |
$ 2,851 |
$ 2,851 |
$ 2,851 |
** Compensation for courses completed after conferral of Master's Degree, copy of which must be on file in the Superintendent's Office. Credits earned for student teaching, or teaching internships, whether or not taken on the graduate level, may not be counted toward additional education compensation, except that those presently employed receiving compensation prior to the 1976-1977 school year, shall continue to do so.
*** Persons newly employed after July 1, 1987 shall not be entitled to stipend.
Longevity shall be determined on the basis of years served in the Foster/Glocester Regional School District based on the date of hire/appointment. Any teacher who is on an authorized contractual leave and or any teacher who works any part of a school year shall have such school year counted toward a longevity year. However, teachers who are on leave without pay in excess of 90 school days shall not have said school year credited toward longevity.
Payment for longevity shall be made in a separate check during the 1st pay period after Thanksgiving' of that school year. Longevity paid in this manner shall-also be credited toward retirement.
LONGEVITY LEVEL 11-17
Those teachers who are entering their 11th through 17th year shall receive $619.13.
LONGEVITY LEVEL 18-24
Those teachers who are entering their 18th through 24th year shall receive $951.42.
LONGEVITY LEVEL 25 and over
Those teachers who are entering their 25th year or more shall receive $1821.03.
2023-2024 |
2024-2025
|
2025-2026
|
|
|---|---|---|---|
Athletic Director
|
$7,075 |
$7,075 |
$7,075 |
Title I Coordinator - as per Federal Program
|
$3,462 |
$3,462 |
$3,462 |
Music Director
|
$6,376 |
$6,376 |
$6,376 |
Summer School Director
|
$2,689 |
$2,689 |
$2,689 |
2023-2024 |
2024-2025
|
2025-2026
|
|
|---|---|---|---|
Testing Coordinator (PMS) |
$800 |
$800 |
$800 |
Testing Coordinator (PHS) |
$1,200 |
$1,200 |
$1,200 |
2023-2024 |
2024-2025
|
2025-2026
|
|
|---|---|---|---|
Agriculture H.S. |
$554 |
$554 |
$554 |
Art |
$833 |
$833 |
$833 |
World Language H.S. |
$833 |
$833 |
$833 |
Nurses (health who will coordinate efforts from Grades 6 to 12) |
$417 |
$417 |
$417 |
Physical Education / Health MS |
$833 |
$833 |
$833 |
Physical Education / Health HS |
$833 |
$833 |
$833 |
Special Education MS |
$833 |
$833 |
$833 |
CTE Program Facilitators |
$1,200 |
$1,200 |
$1,200 |
2023-2024 |
2024-2025
|
2025-2026
|
|
|---|---|---|---|
Art |
$417 |
$417 |
$417 |
School Counseling MS |
$417 |
$417 |
$417 |
Physical Education / Health HS |
$417 |
$417 |
$417 |
Librarian |
$417 |
$417 |
$417 |
Nurse |
$417 |
$417 |
$417 |
Physical Education / Health MS |
$417 |
$417 |
$417 |
Special Education MS |
$417 |
$417 |
$417 |
ATHLETIC COACHES
2023-2024
2024-2025
2025-2026
Baseball High School Head Coach
$4,860
$4,860
$4,860
Baseball High School Assistant Coach
$2,916
$2,916
$2,916
Baseball Middle School Head Coach
$2,404
$2,404
$2,404
Baseball Middle School Assistant Coach
$1,442
$1,442
$1,442
Basketball Boys High School Head Coach
$4,860
$4,860
$4,860
Basketball Boys High School Assistant Coach
$2,916
$2,916
$2,916
Basketball Boys Middle School Head Coach
$2,404
$2,404
$2,404
Basketball Boys Middle School Assistant Coach
$1,442
$1,442
$1,442
Basketball Girls High School Head Coach
$4,860
$4,860
$4,860
Basketball Girls High School Assistant Coach
$2,916
$2,916
$2,916
Basketball Girls Middle School Head Coach
$2,404
$2,404
$2,404
Basketball Girls Middle School Assistant Coach
$1,442
$1,442
$1,442
Cheerleading High School Head Coach (Fall)
$4,742
$4,742
$4,742
Cheerleading High School Assistant Coach (Fall)
$2,845
$2,845
$2,845
Cheerleading Winter Competition Head Coach
$4,742
$4,742
$4,742
Cheerleading Winter Competition Assistant Coach
$2,845
$2,845
$2,845
Cheerleading Advisor Middle School (Basketball)
$1,442
$1,442
$1,442
Cross Country Boys High School Head Coach
$4,860
$4,860
$4,860
Cross Country Girls High School Head Coach
$4,860
$4,860
$4,860
Cross Country Co-Ed High School Assistant Coach
$2,916
$2,916
$2,916
Cross Country Co-Ed Middle School Head Coach
$2,404
$2,404
$2,404
Cross Country Co-Ed Middle School Assistant Coach
$1,442
$1,442
$1,442
Football High School Head Coach
$4,860
$4,860
$4,860
Football High School Assistant Coach (2)
$2,916
$2,916
$2,916
Football High School Freshman Head Coach
$2,916
$2,916
$2,916
Golf High School Co-ed Head Coach
$3,715
$3,715
$3,715
Golf High School Co-ed Assistant Coach
$2,229
$2,229
$2,229
Hockey High School Boys Head Coach
$4,860
$4,860
$4,860
Hockey High School Boys Assistant Coach
$2,916
$2,916
$2,916
Indoor Track and Field High School Boys Head Coach
$4,860
$4,860
$4,860
Indoor Track and Field High School Girls Head Coach
$4,860
$4,860
$4,860
Indoor Track and Field High School Co-ed Assistant Coach
$2,916
$2,916
$2,916
Lacrosse High School Boys Head Coach
$4,860
$4,860
$4,860
Lacrosse High School Boys Assistant Coach
$2,916
$2,916
$2,916
Lacrosse High School Girls Head Coach
$4,860
$4,860
$4,860
Lacrosse High School Girls Assistant Coach
$2,916
$2,916
$2,916
Outdoor Track and Field High School Boys Head Coach
$4,860
$4, 860
$4,860
Outdoor Track and Field High School Boys Assistant Coach
$2,916
$2,916
$2,916
Outdoor Track and Field High School Girls Head Coach
$4,860
$4,860
$4,860
Outdoor Track and Field High School Girls Assistant Coach
$2,916
$2,916
$2,916
Outdoor Track and Field Middle School Co-ed Head Coach
$2,404
$2,404
$2,404
Outdoor Track and Field Middle School Co-ed Assistant Coach
$1,442
$1,442
$1,442
Soccer High School Boys Head Coach
$4,860
$4,860
$4,860
Soccer High School Boys Assistant Coach
$2,916
$2,916
$2,916
Soccer Middle School Boys Head Coach
$2,404
$2,404
$2,404
Soccer Middle School Boys Assistant Coach
$1,442
$1,442
$1,442
Soccer High School Girls Head Coach
$4,860
$4,860
$4,860
Soccer High School Girls Assistant Coach
$2,916
$2,916
$2,916
Soccer Middle School Girls Head Coach
$2,404
$2,404
$2,404
Soccer Middle School Girls Assistant Coach
$1,442
$1,442
$1,442
Softball High School Head Coach
$4,860
$4,860
$4,860
Softball High School Assistant Coach
$2,916
$2,916
$2,916
Softball Middle School Head Coach
$2,404
$2,404
$2,404
Softball Middle School Assistant Coach
$1,442
$1,442
$1,442
Strength and Conditioning (CoEd) - Fall
$3,278
$3,278
$3,278
Strength and Conditioning (CoEd) - Winter
$2,732
$2,732
$2,732
Strength and Conditioning (CoEd) - Spring
$2,732
$2,732
$2,732
Tennis High School Boys Head Coach
$3,715
$3,715
$3,715
Tennis High School Boys Assistant Coach
$2,229
$2,229
$2,229
Tennis High School Girls Head Coach
$3,715
$3,715
$3,715
Tennis High School Girls Assistant Coach
$2,229
$2,229
$2,229
Unified Basketball High School Head Coach
$586
$586
$586
Unified Basketball High School Assistant Coach
$469
$469
$469
Unified Basketball Middle School Head Coach
$586
$586
$586
Unified Basketball Middle School Assistant Coach
$469
$469
$469
Unified Volleyball High School Head Coach
$586
$586
$586
Unified Volleyball High School Assistant Coach
$469
$469
$469
Volleyball High School Head Coach
$4,860
$4,860
$4,860
Volleyball High School Assistant Coach
$2,916
$2,916
$2,916
Wrestling High School Head Coach
$4,860
$4,860
$4,860
Wrestling High School Assistant Coach
$2,916
$2,916
$2,916
Wrestling Middle School Head Coach
$2,404
$2,404
$2,404
Wrestling Middle School Assistant Coach
$1,442
$1,442
$1,442
Esport Head Coach
$2,916
$2,916
$2,916
Esport Assistant Coach
$1,442
$1,442
$1,442
EXTRA-CURRICULAR
Audio Support
$703
$703
$703
Band or Chorus Director PHS - Varies based on Music Director
$1,344
$1,344
$1,344
Band Director PMS
$1,093
$1,093
$1,093
Chorus Director PMS
$1,093
$1,093
$1,093
Class Advisor - Freshman
$626
$626
$626
Class Advisor - Sophomore
$941
$941
$941
Class Advisor - Junior
$1,565
$1,565
$1,565
Class Advisor - Senior
$1,565
$1,565
$1,565
Detention - Supervisor High School
$3,121
$3,121
$3,121
Detention - Supervisor Middle School
$3,121
$3,121
$3,121
Detention - Saturday Supervisor MS / HS
$2,335
$2,335
$2,335
FFA Advisor
$2,107
$2,107
$2,107
Intramural Sports - High School (per sport)
$1,091
$1,091
$1,091
Intramural Sports - Middle School (per sport)
$1,091
$1,091
$1,091
Library Extra Hours:
1 hours/week
$472
$472
$472
2 hours/week
$944
$944
$944
3 hours/week
$1,407
$1,407
$1,407
4 hours/week
$1,849
$1,849
$1,849
Robotics Team (PHS – 2 advisors)
$1,300
$1,300
$1,300
Robotics Team (PMS – 2 advisors)
$800
$800
$800
Student Council Advisor MS
$1,565
$1,565
$1,565
Student Fund Treasurer
$3,338
$3,338
$3,338
Yearbook Advisor (High School)
$3,338
$3,338
$3,338
Yearbook Business Manager
$1,565
$1,565
$1,565
Yearbook Advisor (Middle School)
$1,308
$1,308
$1,308
Wreaths Across America
$1,112
$1,112
$1,112
**Evening supervisor stipend will not be paid to the Music Director
Commencing July 1, 2015 all active district-approved club and advisor positions not listed above shall be compensated based on a tier system, as outlined below.
TIER
2023-2024
2024-2025
2025-2026
Tier 1 will be compensated at
$1,112
$1,112
$1,112
Tier 2 will be compensated at
$762
$762
$762
Tier 3 will be compensated at
$410
$410
$410
PMS
Drama Club
Tier 1
Technovation Club
Tier 1
Mindfulness Club
Tier 2
Physical Education Leaders Club
Tier 2
Yearbook Club
Tier 2
Art Club
Tier 3
Math Club
Tier 3
The Ponaganset Post
Tier 3
3-D Printing Club
Tier 3
Youth-to-Youth
Tier 3
PHS
DECA Club
Tier 1
Math Team
Tier 1
Mock Trial
Tier l
Skills USA
Tier 1
FCCLA
Tier 1
Newspaper Advisor
Tier 2
Programming Club
Tier 2
Technology Student Association Club
Tier 2
Art Club
Tier 3
National Honor Society
Tier 3
Science Olympiad
Tier 3
Youth-to-Youth
Tier 3
GSA
Tier 3
PHS Graduation Facilitator
Tier 3
PASSION PROJECT OFFERED AFTER SCHOOL HOURS
This agreement is made and entered into this_ day of June, 2021, by and among NEA Ponaganset ("NEAPON") and the Foster-Glocester Regional School Committee ("District").
The following guiding principles will be used to offer Passion Project experiences after n01mal school hours.
- All teachers will be surveyed by the end of January of each school year by the district to see if they would be interested in judging exhibitions from 1:00 PM until 6:30 PM
- If 15 teachers volunteer for this "second wave" of presentations, exhibitions will be scheduled from 1:00 PM until 6:30 PM.
- The second wave shift of presentations will be no longer than 5.5 hours
- The building level administrators will determine which seniors will present from 1:00 PM until 6:30PM after the Passion Project Coordinator has requested volunteers.
- Data will be recorded at each presentation as to how many parents/community members are present and the first wave data will be compared with the second wave of data.
- After two years the parties will review the data and determine how best to proceed.