The North Providence Federation of Teachers Local 920, American Federation Of Teachers, AFL-CIO and The School Committee of the Town of North Providence, Rhode Island Collective Bargaining Agreement Covering the Period of Sept. 1, 2022 to Aug. 31, 2025

ARTICLE I AGREEMENT

This agreement is made and entered into as of the 1st day of September, 2022, by and between the School Committee of the Town of North Providence, hereinafter referred to as "Employer," and the North Providence Federation of Teachers, Local 920, American Federation of Teachers (AFL­ CIO), hereinafter referred to as "Union."

ARTICLE II PURPOSE

The purpose of this agreement is to maintain high quality education and good relations between the teaching personnel and the School Committee and to conform with the General Laws of the State of Rhode Island, Title 28, Chapter 9.3.

ARTICLE III UNION RECOGNITION

Section 1. The Employer recognizes the Union as the exclusive bargaining agent for all certified teaching personnel employed in the North Providence school system engaged in teaching duties, including nurses and guidance teachers, but specifically excluding the Superintendent of Schools, the Assistant Superintendent of Schools, Director of Student Services, Special Services Coordinator, Curriculum & Technology Integration Specialist, Principals and Assistant Principals.

Section 2. Teachers of North Providence may voluntarily request in writing that the Employer deduct Union dues, C.O.P.E dues and 22 Week Club contributions from their pay checks as specified on the signed authorization cards. Based on such request, the Employer shall deduct Union dues, C.O.P.E. dues and 22 Week Club contributions and remit the dues to the Treasurer of the Union in accordance with said authorization(s). Any teacher may revoke such authorization by written request with ninety (90) days' notice. Nothing herein shall be construed as forcing or inducing anyone to become a member of any teacher organization.

Section 3. Agency Fee. All members of the bargaining unit covered by this agreement and not members of Local 920, North Providence Federation of Teachers, may voluntarily request in writing that the Employer deduct from their salary fees as set by Local 920. These sums shall be forwarded to the bargaining agent to cover the cost of services performed by the bargaining agent for individuals in the unit.

Nothing herein shall be construed as forcing or inducing anyone to become a member of any teacher organization. The Union agrees to save harmless the Employer from any action brought by non­members as a result of the implementation of this provision.

If the Administration receives notification of revocation by a bargaining unit member, it shall provide the Union a copy thereof. The Union agrees to save harmless the Employer from any action brought by non-members as a result of the implementation of this provision.

Section 4. Members of the faculty shall be free to join or not to join any organization of teachers. No member of the faculty shall be discriminated against because of membership in the Union. No member of the faculty shall be propagandized directly or indirectly against joining or continuing membership in the Union by any person in a supervisory or administrative capacity.

Section 5. Bulletin boards will be made available in each school in the teachers' lounge or at a location mutually agreeable between the Superintendent and the Union. In schools with separate lounges for men and women, a bulletin board will be made available in each lounge. These bulletin boards will be used solely for the posting of notices of Union meetings. Any other notices to be posted on these bulletin boards must first be submitted to the Superintendent for his/her approval.

Section 6. The Union shall be given a copy of all resolutions adopted by the Employer affecting wages, hours, or conditions of employment within seven (7) days of the meeting at which they were adopted.

Section 7. The employer, not later than fourteen (14) working days after written notice to the Superintendent, shall provide the Union with the information and statistical data necessary to enable it to compute the cost of future proposals, or necessary for the proper enforcement of the terms of this agreement.

Section 8. The Union shall be provided with three (3) copies of the School Committee's current by-laws and any amendments thereto as they are issued.

Section 9. In the event that any forthcoming public meeting of the School Committee shall include discussion of wages, hours and/or working conditions on its agenda, the Union shall be notified thereof three (3) days in advance.

Section 10. This Agreement shall be binding upon the successors and assigns of the parties hereto, and no provisions, terms, or obligations herein contained shall be affected, modified, altered or changed in any respect whatsoever by its consolidation, merger, annexation, transfer or assignment of either party hereto or by any change geographically or otherwise in its location or place of business of either party hereto. The Union agrees to save harmless the School Department from any dispute that may arise due to the implementation of this section.

Section 11. If any provision is or shall be at any time determined by final order or decision of a court, tribunal or agency of competent jurisdiction to be contrary to law, then such provision shall not be applicable or performed or enforced except to the extent permitted by law. In the event that any provision of this agreement is or shall be at any time contrary to law all other provisions of this agreement shall continue in effect.

ARTICLE IV GRIEVANCE PROCEDURE

Section 1. A grievance shall mean a complaint by the Union or by a teacher and the Union that there has been a violation, misinterpretation or inequitable application of any of the provisions of this agreement, or that a member of the bargaining unit has been treated unfairly or inequitably or discriminated against for any reason.

Grievances shall be handled in the following manner: All grievances shall be submitted in writing on a special "Grievance Report" form in duplicate, signed by both the aggrieved teacher and the Union representative or a member of the Grievance Committee, and the report filed with the Principal. A copy of the grievance report form is attached and made part of this contract as Appendix A.

Step    1. A meeting shall be held between the aggrieved teacher, a Union representative, and/or a member of the Grievance Committee and the Principal of the school and a member of the school department to resolve the grievance. The Principal will arrange a meeting within four (4) school days from the time a grievance is received by him/her, and he/she shall give the Union his/her answer in writing within two (2) school days after such meeting. If the matter is not satisfactorily settled; then,

Step    2. A meeting shall be held between the aggrieved teacher, his/her Union representative, and/or a member of the Grievance Committee and the Superintendent and other individuals relevant to the grievance. The Superintendent will arrange a meeting within five (5) school days from the time a grievance is referred to him/her, and he/she shall give the Union his/her answer in writing within five (5) school days after such meeting. If the matter is not satisfactorily settled; then,

Step    3. A meeting shall be held between the Employer, Superintendent and other individuals relevant to the grievance and not more than three (3) Union representatives; the aggrieved teacher may or may not be present, at the option of the teacher. Attorneys for either side and/or the aggrieved teacher may be present at any step. The Employer will arrange a meeting within twenty-five (25) school days from the time a grievance is referred to them. The Employer will give the Union its answer in writing within ten (10) school days after such meeting. If the matter is not satisfactorily settled not later than thirty (30) calendar days following the receipt by the Union of the Employer's written answer; then,

Step 4. The grievance shall be referred, at the request of either the Employer or the Union, to an Arbitrator selected pursuant to the rules of the American Arbitration Association. The cost of such arbitration shall be paid for equally by the Union and the Employer. The settlement of any dispute at any stage of the foregoing procedures or the decision of the Arbitrator of any such dispute shall be final and binding upon all parties concerned. No adjustment resulting from a grievance processed through this procedure shall be retroactive to a date preceding the date on which the action or matter referred to in the grievance last occurred previous to the presentation of
the grievance in Step 1.

In cases where the grievance steps cannot be completed during a school year and in cases of grievances initiated during the summer vacation period, the meeting and response time limits listed in Steps 1, 2 and 3 shall be weekdays rather than school days.

Section 2. A general grievance shall be specified as being a General Grievance, and it shall be submitted in writing on the special "Grievance Report" form in duplicate, signed by the President of the Union or his/her representative, and filed with the Superintendent. A general grievance shall be processed in the same manner outlined in the Grievance Procedure, but starting with Step 2.

Section 3. For purposes of processing grievances, a Union representative shall be the appropriate regular building delegate from the school concerned, or a member of the Grievance Committee. If the appropriate building delegate is not available, another delegate or an alternate delegate shall serve in his/her stead. The Employer shall be supplied with a current list of all building delegates, alternates, and members of the Grievance Committee, together with any changes as they occur.

Section 4. Any grievance which is not presented within thirty (30) calendar days of the date of the occurrence shall be deemed to be waived unless the grievant was not aware of the circumstances which gave rise to the grievance. The counting of the thirty (30) days shall stop on the last school day prior to vacations and resume upon the reopening of school.

Section 5. Except in the circumstances listed in part two below, the following information shall be confidential and may not be released or otherwise made available to the public by the parties to this agreement without written agreement by the school department and the union.

(a) The substance of filed grievance complaint forms or attachments thereto.

(b) Transcripts of grievance hearings.

(c) Transcripts of arbitration hearings.

(d) Administrative, school committee or arbitration decisions relating thereto.

2. Exceptions:

(a) To the extent such information is deemed to be public information as defined by relevant federal or state law, rule or regulation.

(b) To the extent disclosure of such information may be or is required or mandated by applicable federal or state law, rule, regulation, judicial opinion, subpoena or order.

(c) To the extent either the union or school department seeks to utilize the same regarding asserting any of their respective rights in any proceeding, grievance, arbitration or similar matter.

Section 6. Special Education grievances arising from issues of interpretation or implementation of State or Federal laws or regulations shall be heard exclusively by the Rhode Island Department of Education.

ARTICLE V SALARIES

Section 1.

(a)  Salary Schedule:

1. For teachers hired after June 1, 2019. Teachers who are entitled shall receive their regular step increases.

2. For teachers hired prior to June 1, 2019. Teachers who are entitled shall receive their regular step increases.

(b) Longevity.

2022-2025: Longevity increments shall be $409 in the 13th year of service in North Providence, $3413 in the 15th year of service in North Providence, $4020 in the 2oth year of service in North Providence, $4233 in the 25th year of service in North Providence, and $5868 in the 28th year of service in North Providence. A teacher at the 28th level as of 2013-2014 shall be paid $6,520.

(c) The pay under the contract shall be for a period of 184 school days at the hours specified in the contract.

(d) Days 183 & 184 may be split into several hour increments and spread across the school year for delivery of professional development.

Section 2. Increments for Advanced Study.

The Bachelor's+ 30 track shall not be available to teachers hired after 9/1/95.

Section 3. Tuition for Advanced Study. The Employer agrees to reimburse teachers for the first $700 expended for tuition for each course approved in advance and satisfactorily completed. Any course in furtherance of obtaining a RIDE certification for ELL, MLL or APE will be reimbursed for the first $1,000.00 No more than two (2) such course shall be reimbursable per teacher, per contractual year, and those enrolled in the program shall be selected on a first­ come, first-serve basis up to a total expenditure by the Employer of $50,000.

Section    4. Athletic and Extra-Curricular Salaries. Qualified North Providence teachers shall be given preference for the positions listed in section 4 (a-c). If none apply, the position may be offered to others.

(a) Athletic Salaries. In addition to their regular salaries, the following amounts shall be paid to:

(b) Extra-Curricular Salaries. Teachers performing these extra-curricular assignments shall receive, in addition to their regular salaries:

HIGH SCHOOL 2022-2025

*Athletic Director position will be considered a bargaining unit position if the district hires a member of the bargaining unit. If the district does not hire a bargaining unit member, the position will not be a bargaining unit position. The status of this position may change depending on the individual selected by the Committee to fill it from time to time.

1. Teacher Leaders. Teacher Leaders shall be compensated as follows:

MS Team Leaders (No Advisory Duty) $3,250
MS Content Leaders (Core Subjects) 3,000
MLL Coordinator 3,450
School Nurse Teacher Leader 5,450

High School Department Heads shall be compensated as follows: Classes of Responsibility (exclusive of Department Head's own classes).

High School reading teachers shall be become part of the English Department for purposes of Department jurisdiction. High School ELL teachers shall be become part of the World Language Department for purposes of Department jurisdiction.

Neither MLL nor reading teachers shall be entitled to a composition period.

(d) The assignment of coordinating non-teaching duties at the high school shall continue to be performed by a bargaining unit member on a volunteer basis. The volunteer shall be chosen by the Union President and the Superintendent.

(e) Teachers may not hold more than one (1) position that offers a "free period." Teachers may hold more than one (1) position listed in Section 4a, 4b, and 4c providing that only one (1) of those positions offers a "free period."

Section 5. Before/After School Tutors.

(a) Home Tutors shall be paid at the rate of $50.00 per hour.

(b) Assignment and Payment

1. During the first week of each school year the superintendent will solicit names of those teachers who wish to tutor for the contractual year (September to September). After the first week of school, only teachers hired after that week will be allowed to add their name to the list.

2. After names are received, a list will be developed by seniority, and it shall also include areas of certification.

3. The first tutoring assignment will be offered to the most senior person with the necessary certificate. If that person declines the assignment or there is an additional assignment, then it will be offered to the next most senior teacher with that certificate. If no teacher with the necessary certificate is available, the tutoring will be offered to the most senior teacher on the list who has yet to be given an assignment.

4. After all teachers have been offered an assignment, the rotation will go back to the procedure described in # 3 above. The teachers may have more than one tutoring assignment, provided the procedure in #3 above is followed.

5. If no teacher represented by Local 920 is available, then the assignment may be offered to individuals not represented by Local 920.

6. For every five hours a teacher tutors, s/he will receive compensation for one hour of preparation time at the rate set forth in Article V, Section 7 of the Collective Bargaining Agreement. Bills for tutoring will be submitted at five hour intervals, not including prep time. Payment for tutoring will be made in the second payroll period following submission of the bill by the teacher.

Section 6. Acting Principal. In the event that an elementary or middle school teacher is designated by the Superintendent of Schools to assume the position of Acting Principal when the Principal is absent, he/she shall receive the differential of his/her and Principal per diem or $50.00, whichever is greater.

Section 7. Pay Period.

(a) Teachers shall receive their pay checks every other Friday during the school year.
(b) The number of paychecks in a school year shall be mutually agreeable between the Union and the Superintendent. Salaries shall be paid in equal installments.
(c) Teachers shall have the option of receiving their paychecks over 22 or 26 payrolls. Teachers wishing to change from 22 to 26 periods, or vice versa, shall notify the Finance Director by April 15 of the prior school year.

Section 8. Credit for Advanced Study. Teachers taking approved leaves of absence for advanced study shall be given credit on the salary scale for the term of absence.

Section 9. Itinerant Teachers. Teachers who travel between schools during the school day shall be paid $200 in addition to their salary.

ARTICLE VI FRINGE BENEFITS

Section 1. Sick Leave

(a) All teachers will receive 12 sick days per contractual year.
Sick leave may not be utilized for or considered as vacation time or other paid time off from work. Sick leave may only be used for personal or family illness which reasonably prevents employee attendance at work.

(b) The Employer shall provide each teacher, prior to the beginning of the school year, with a statement of his accumulated sick leave. In addition, the Employer, on written request of a teacher, shall provide a report of sick leave used and the dates of such use.

(c) Each Sick Leave Pool member ("eligible individual") may donate one (1) sick day per year to a sick leave pool pursuant to the terms of attached Appendix B. The pool shall then be available to eligible individuals under the regulations in Appendix B.

(d) The Sick Leave Pool Board shall consist of equal representation of union and administrative representatives.

(e) When incapacity occurs as a result of a compensable on-the-job injury, the teacher shall receive the difference between his regular pay and any payments made pursuant to the Workers' Compensation provisions. The period of time for which the teacher is absent from his duties shall not be deducted from accumulated or current sick leave.

(f) Teachers may use up to 10 of their sick days yearly to attend to family illnesses.

(g) Teachers may use up to 60 of their accumulated sick days for coverage under the Family Medical Leave Act.

(h) Any teacher using less than 8 sick days in a school year shall choose one of the following options.

(1) Be paid $100.00 for each unused sick day up to a maximum of 8 days according to the following formula: 8 - # used sick days. Payment for unused sick days will be made in a separate check on the first payroll period in July. Any unpaid and unused sick days will be credited to the teacher's accumulated sick leave.

(2) Bank the remaining days to accumulated sick leave and receive an additional 4 sick days that will be credited to accumulated sick leave.
The school department will develop a selection form to be utilized by teachers. Any teacher who does not return the selection form by the date indicated will be limited to option (2) above.

(i) Whenever a teacher uses 4 or more consecutive sick days, the school department may request a doctor's note.

Section 2. Hospitalization. The Employer shall provide those benefits in effect as of the signing of this agreement. A summary of these benefits is appended to this agreement as Appendix E. Teachers with families or spouses, as defined by the health care insurer and applicable state or federal law are eligible to receive family healthcare. In the event Blue Cross offers individual plans for teachers and spouses in the future, the parties will discuss reinstituting the offering of dual individual plans. Part-time employees and employees commencing job­ sharing shall receive hospital and medical coverage pro-rated on the basis of the time they work.

Starting in the 2023-24 school year, the District will offer voluntary enrollment in a 2K/4K high deductible medical healthcare plan with a HSA component 1. A summary of these benefits is appended to this agreement as Appendix F.

1 Entitlement to participate in the HSA and high deductible plan is subject eligibility based on applicable federal and state law.

Starting in the 2024-2025 school year, the district will move to a $250/500 Deductible PPO plan.

(a) Dental Insurance. The Employer shall provide complete Dental Individual coverage and Basic coverage, Levels II, Ill and IV Family Coverage (students to age 26; $2,000 calendar year maximum; $2,000 lifetime orthodontic maximum).

(b) Payment in Lieu of Medical and/or Dental Coverage. All teachers shall have a yearly option of receiving a cash payment in lieu of medical coverage, and in addition, in lieu of dental coverage, a cash payment of $150 or one-half (1/2) the cost, whichever is higher. The total payment in lieu of coverage(s) shall not exceed $1,200. The buyback option shall not be available to teachers hired after June 30, 2010.

A form indicating that the teacher accepts either or both of these options shall be returned to the School Department by September 30 of each school year. If a teacher does not return the form, it shall be assumed that he/she has rejected the option(s) and will be covered under the above medical and dental sections. The monies provided hereunder shall be paid in a separate 22nd check at the end of the school year. (With respect to the cash payment, in lieu of the medical coverage provided in Article VI, Section 2, it is understood that in all cases where the husband and wife both teach in the North Providence school system, that one or the other of them must exercise the option as set forth above.)

(c) The parties agree to cooperate in efforts to study methods of reducing medical costs and making any appropriate "housekeeping" changes to this section. No changes will be made unless mutually agreed to by the North Providence School Committee and the North Providence Federation of Teachers.

(d) The employer shall continue to provide the coverage called for by this agreement (including any co-payment resulting from legislation or regulation), should either the state or federal government pass legislation or regulation creating national, regional, group, or state-wide health care plans.

(e) All employees who select the more expensive plan shall pay 50% of the difference between the two plans. Payment shall be pro-rated over the payroll periods. Teachers electing the "buyback" option shall receive the amount listed in subsection (b) above.

(f) Contributions for all health care plans will be made as part of a Section 125 Pre­ Tax Payment Plan. Members shall pay an amount equal to 22.5% of the cost (medical working rates/dental working rates) of the coverage, individual or family, provided for in this section. Starting in the 2023-2024 school year, members who choose the voluntary 2K/4K plan shall pay an amount equal to 10.0% of the cost (medical working rates/dental working rates) of the voluntary coverage, individual or family, provided for in this section.

(g) Employees' out of pocket expenses for prescription coverage shall be capped at $1,000 annually. Expenses over $1,000 annually not covered by the insurance plan shall be covered by the employer. This reference of prescription coverage specifically refers to prescriptions that are covered through the medical coverage policy. Any prescription that is not normally covered by the policy will not be eligible for reimbursement. Any request for prescription reimbursement for any contractual year must be made no later than December 1 of the following contractual year.

(h) An independent Telemed program will be added to the medical coverage. Each member utilizing the medical coverage will pay a cost share of $1.00 per month for this service. The administration may opt to discontinue this program on an annual basis if costs increase significantly year over year.

Section 3. Bereavement Leave. Bereavement leave shall consist of five (5) scheduled school days in the event of the death of the husband, wife, son, daughter, mother, father, or a relative living in the household. Three (3) scheduled school days shall be allowed for: brother, sister, grandfather, grandmother, father-in-law, mother-in-law, son-in-law, daughter-in-law, or grandchildren. One (1) day shall be given to attend funeral services for the following: aunt, uncle, niece, nephew, brother-in-law, sister-in-law, grandmother of spouse, grandfather of spouse, provided the funeral is on a school day.

In the event of a death occurring during a vacation period, the bereaved shall receive the usual number of leave days minus any day that would have been taken had the school been in session at the time of the death.
For example, if an employee's parent died on Wednesday of a vacation week and the employee would have taken Thursday and Friday as bereavement days (had school been in session), then the employee would be allowed three days during the following school week. Bereavement days may not be "banked"; a death in July does not entitle an employee to bereavement days in September.

Section 4. Jury Duty. Teachers who serve on jury duty shall be paid in full provided that such service is during the school day. Teachers shall be required to furnish a copy of their summons to the Department of Human Resources and sign over their stipend for said service to the Finance Department.

Section 5. Insurance for Teachers.

(a) The employer shall provide a $100,000 term life insurance policy for each teacher. Retirees shall have the option of purchasing the coverage at the premium rate in effect at the time of retirement. Teachers shall have the option of purchasing additional coverage, up to one and one-half (1 1/2) times the amount, through payroll deduction at group rates, subject to insurance carrier approval.

(b) The cost of a $100,000/$300,000 automobile liability policy over and above the cost of a $10,000/$20,000 automobile liability policy shall be absorbed by the Employer. This applies to the elementary /middle school coaching personnel, including the Athletic Director.

(c) All Coaches on the High School level whose sport activity is not transported by the School Department shall have coverage as indicated above (Section 5b) during the term of such duties in the school year.

(d) All teachers with extra-curricular duties which require the transporting of students shall have coverage as indicated above (Section 5b) during the term of such duties in the school year. Such insurance shall be provided at the discretion of the Superintendent.

(e) Teachers shall be eligible to participate in a "tax-sheltered" Annuity Plan established pursuant to United States Public Law No. 87-370. Effective September 1, 2006, for teachers not vested in the Employees retirement System of Rhode Island as of June 30, 2005, the Employer shall match employee 403(b) contributions up to $500 yearly.

(f) The Employer shall provide $2.00 per member, per month, for a liability insurance policy as protection against damage suits.

Section 6. Military Duty.

(a) Teachers entering compulsory military service for a period of six (6) months or more, who have been employed in the North Providence school system for at least one (1) year, shall receive an additional twelve (12) days pay from the last working day.

(b) Teachers shall be paid the difference between their service pay and their regular salary for up to ten (10) days of compulsory Reserve or National Guard active military service during the school year.

(c) Teachers entering the military service shall receive credit on the salary scale for the length of service, up to a maximum of two (2) years.

(d) Teachers serving in the Reserves or National Guard, who are called to active duty, shall be paid the difference between their service pay and their regular pay for the duration of the call-up, not to exceed one year.

Section 7. Personal/Professional Leave. Teachers shall be granted up to four (4) days, paid leave per year for personal reasons. The teacher shall make request for such leave in writing at least seven (7) days in advance, except in case of emergency. The Superintendent, at his/her discretion, may deny a request for a personal day immediately preceding or following school vacation and/or school holiday. Approval shall not be unreasonably denied. For each Personal Leave Day taken adjacent to vacations or holidays, or weekends adjacent to holidays or vacations, the employee shall be charged for 2 of such days. However the Superintendent, or his designee shall have discretion to waive such "1 for 2 day" charge with appropriate documentation provided to the Administration. No more than 3 consecutive personal days may be taken in a single contract year.

The Superintendent, at his discretion, may grant a teacher up to three (3) days' paid leave per year for professional reasons. The teacher shall make request for said leave in writing at least seven (7) days in advance except in case of emergency. Denial by the Superintendent of request for professional leave shall not be subject to the grievance procedure.

Unused personal and professional days shall be added to accumulated sick leave.

Section 8. Sabbatical Leave. Teachers may be granted sabbatical leave under the following conditions:

(a) A teacher must have completed seven (7) years of service in the North Providence school system to be entitled to apply.

(b) Application must be made in writing at least four (4) months in advance of the requested commencement of the leave unless good cause can be shown for lesser notice.

(c) The application must contain the precise reason for the request and proposed duration of the leave.

(d) The decision of the Employer shall be forwarded to the applicant in writing with reasonable promptness and diligence.

(e) Not more than five percent (5%) of the teachers with seven (7) years of service or more shall be eligible for such leave in any one (1) school year.

(f) There shall be a minimum of seven (7) years between sabbaticals for any one (1) teacher.

(g) Sabbatical leaves shall be at one-half (1/2) the teacher's regular salary which he/she is receiving at the time of such request, for such duration as the Employer may determine.

(h) A teacher who is granted a sabbatical leave must promise in writing to return to the North Providence school system for a period of two (2) consecutive years. A teacher who receives such a leave and fails to serve for the aforementioned two (2) year period shall repay all monies received for the leave.

(i) Time spent on sabbatical leave shall be deemed to be service within the North Providence school system.

U) A teacher obtaining leave may not engage in full-time employment unless such employment is approved by the Employer.

Section 9. Retirement Pay.

(a) Retirement pay shall be provided at the rate of $65 per day of unused sick leave days up to a total of 350 days (200 days for teachers hired after August 31, 2010), payable upon retirement with fifteen (15) years or more of teaching service in the Town of North Providence, provided the teacher submits written notice of irrevocable retirement to the Superintendent or Designee five months before the date of retirement. Once approved by the School Committee, the retirement is irrevocable. If notification is after the 5 months date, the rate of pay shall be $55 per day of unused sick leave days.

(b) Teachers will receive their accrued sick leave pay in six consecutive biweekly payroll periods beginning in the January following the teacher's retirement.

(c) Teachers retiring with more than 350 days accumulated may donate the extra days to the Sick Leave Pool.

(d) Should a teacher with fifteen (15) years or more of teaching service in the Town of North Providence die while in service, payment for any accumulated sick leave shall be forwarded to her/his beneficiary or estate.

Section 10. Leave of Absence.

(a)

(1) The North Providence School Department shall grant an unpaid one (1) year leave of absence to teachers who so request except as provided in (a) (2) below.

(2) The North Providence School Department may grant an unpaid one (1) year leave of absence to teachers who request a leave for the purpose of working at another teaching position in another School District.
The request for such leave should be made prior to the end of a school year for the following school year whenever circumstances permit.

(b) Teachers shall be allowed one (1), one year, unpaid leave of absence for birth or adoption. The teacher must return from said leave on the first day of a new quarter and/or semester. Teachers availing themselves of this subsection shall be entitled to return to the teaching assignment they occupied at the beginning of the leave.

(c) Time spent on leave in sections (a) and (b) shall be deemed to be service within the North Providence School Department.

(d) A teacher shall be entitled to return to the teaching assignments/he occupied at the beginning of the leave unless the leave was taken to become an administrator or to become a teacher in another school system.

Section 11. Medical Coverage for Retirees.

(a) Teachers vested in the pension system retiring under the regulations of the Rhode Island State Retirement System and who have taught in the North Providence school system for a minimum of fifteen (15) years shall have coverage under Section 2 of this article continued until the earlier of the retiree reaching Medicare eligibility or age 67. Such coverage is for retiree and spouse with a 35% co-pay for the PPO plan or a 15.5% co-pay for the 2K/4K high deductible plan. 2

2 Entitlement to participate in the HSA and high deductible plan is subject eligibility based on applicable federal and state law.

• Any right of a retiree's spouse to obtain medical coverage terminates upon the earlier of the retiree or spouse reaching Medicare eligibility or age 67.

(b) Retirees shall not be eligible to participate in the "buy back" provisions described in Section 2 of Article VI.

(c) Any teacher who retires from the North Providence school system and has met the requirements as set forth in Article VI, Section 11 of the current CBA in (a) can opt to choose medical coverage as provided in the aforementioned section regardless if the teacher (herein referred to as·"eligible teacher'') utilized the medical coverage at the time of retirement. If an eligible teacher utilized the medical coverage at the time of retirement, said teacher may continue with the medical coverage at the co-pay rate set forth in the CBA. If an eligible teacher did not utilize the medical coverage at the time of retirement, said teacher may opt to utilize the medical coverage at the co-pay rate set forth in the CBA at a later date, provided that the eligible teacher opts in during the yearly open enrollment period or the teacher has a qualifying event and only in accordance with the terms of the CBA.

Section 12. Flexible Spending Account. A joint committee with equal numbers chosen by the superintendent and the union president shall be created to examine the possibility of establishing flexible spending accounts. Any recommendations must be approved by the school committee and the union.

Section 13. Movement on Salary Scale. No teacher shall move on step unless he/she shall have worked 135 days in the District during the applicable school year.

Section 14. Quarantine/Isolation. Sick leave with full pay shall be allowed for the following causes:

a) Certified bargaining unit members who are required to quarantine/isolate by the State of Rhode Island, the District, or federal government shall experience no loss of pay or loss of accrued sick leave while on forced leave/quarantine/isolation.

b) The provisions in this section shall not pertain to:

• Certified bargaining unit members who voluntarily travel to a restricted state or area as determined by the RI Department of Health or the Governor of the State of Rhode Island resulting in a state mandated quarantine or isolation; or
• Certified bargaining unit members who refuse to engage in CDC recommended and District required mitigation measures; or
• Certified bargaining unit members who choose not to undertake CDC recommended and/or RIDOH mitigation measures such as vaccinations.
• The parties agree to meet and discuss such mitigation measures that are relative to the event requiring the member to quarantine/isolate.

ARTICLE VII WORKING CONDITIONS

Section 1. Length of the School Day.

(a) Elementary Schools (Centredale, Greystone, McGuire, Stephen Olney, Whelan): 8:50 a.m. to 3:17 p.m. Student instructional day will begin at 8:55 and end at 3:12. Tea chers will have a 30 minute lunch period to run concurrent with student lunch periods. Teachers shall not be assigned to any duties during the children's lunch periods.

(b) Middle Schools (Birchwood and Ricci): 8:20 a.m. to 2:35 p.m. except for assignment of coaching duties which shall run to 3:10 p.m. The Middle School site-based administrator, in his/her discretion, may designate morning or afternoon coaching. Middle School coaching may take place before school and would begin at 7:45. Such request must be made by the teacher. Middle school teachers will have a 25 minute lunch period to run concurrent with student lunch periods. Teachers shall not be assigned to any duties during the children's lunch periods. There will be one 15 minute advisor period every day and 1 minute of passing time between classes.
Coaching duties shall be exclusively for the purpose of providing before/after school assistance to students. If no student remains after school for assistance, a teacher may leave at 2:35 p.m.

(c) High School: 7:30 a.m. to 2:00 p.m. (see Appendix D), except for assignment of coaching duties which shall run to 2:35 p.m. Coaching duties shall be exclusively for the purpose of providing after school assistance to students. If no student remains after school for assistance, a teacher may leave at 2:00 p.m.

(d) Teachers may leave at the end of the instructional time on the day before a holiday.

Section 2. Class Size.

(a) There shall be no more than twenty (20) pupils per class in Grades K-3 in all schools in the North Providence school system.

(b) There shall be no more than twenty-five (25) pupils per class in Grades 4-6 in all schools in the North Providence school system.

(c) There shall be no more than twenty-five (25) pupils in each class in all departmentalized elementary schools (Grades 7-8) and no more than twenty-five (25) pupils in each class at the High School (Grades 9-12).

(d) If any of the aforesaid maximums are exceeded, teachers shall be compensated for any overage as follows:

(i) The teacher's total annual salary shall be divided by the number of pupils the teacher should have had (20 or 25, as applicable) if the maximum class size had been adhered to, and by

(ii) Multiplying that result by the actual number of pupils in the teacher's class or classes.

(e) Classes requiring specific student stations, such as shops, typing rooms, laboratories, etc., will not exceed in number of pupils the number of student stations available. However, in the event of an unexpected substantial influx in the number of enrolled students, the Employer may readjust his ratio to the extent necessary only after discussion with representatives of the Union.

(f) Overages will be determined on the prorated basis of the actual student enrollment in the January record, and the June records for the school year. The official record for grades K-12 will be the school department's electronic student information system or an authorized verification from Administration.

(g) Teachers either leaving for or returning from either a paid or unpaid leave of absence shall be compensated for excess students only for the days taught when not on leave of absence.

(h) In determining compensation due and owing to teachers for student overages, said teachers' absences above the annual contractual limits will be deducted from the formula.

(i) Any and all money due any teacher for excess students for the first semester shall be paid within two pay periods following the end of the first semester. Any and all money due any teacher for excess students in the second semester shall be paid within two pay periods following the end of the second semester.

(j) Teachers shall not be paid for the first two overages in the 2019-2020, 2020-2021, 2021-2022 school years.

Section 3. Preparation Periods.

Teachers in the high school shall be guaranteed one (1) full preparation period per day based on the current rotating schedule. Elementary teachers shall be guaranteed one (1) forty-seven (47) minute preparation period per day. Middle school teachers shall be guaranteed one (1) fifty-two (52) minute preparation period per day. Teachers may be requested to work on these preparation periods, but they shall be entitled to a later unassigned period to compensate for the loss of a preparation period. If at the end of the school year a teacher has not received the equivalent of one (1) unassigned preparation period per day, he/she shall be compensated on a pro-rata basis for the total number of preparation periods which he/she failed to receive. Teachers shall not be entitled to preparation periods for time engaged in professional development activities provided they are given an hour lunch on those days.

Section 4. Teacher Assignments.

(a) The Superintendent will make available tentative teacher assignments for the following year prior to the closing of the school year in June. It is understood that assignments by the Superintendent are not final and are subject to change if the necessity for such arises.

(b) Program preference sheets for subject and/or grade shall be distributed to high school and middle school teachers. Where it is administratively and educationally advisable and feasible, program preference will be honored on the basis of seniority.

(c) Preference for all non-teaching duties shall be honored on the basis of seniority.

(d) High school teachers shall not be assigned to cafeteria duty. However, in the event that no administrator or day to day substitute is in the high school, teachers may be given cafeteria coverage.

(e) High school teachers shall not be assigned to study hall duty.

(f) All high school teachers shall have morning duty and non-teaching duty assignments. The only exceptions shall include librarian, psychologist, school nurse, and social worker. The addition of any position to this list must be mutually agreeable to the Union President and the Superintendent of Schools.

Section 5. Promotion.

(a) A promotional position shall mean all existing positions and all positions created during the term of this agreement which result in either increased authority, responsibility, or duties and/or additional salary above that of a classroom teacher. Specifically excluded from the provisions of this section are Superintendent of Schools, Assistant Superintendent of Schools, Director of Student Services, Special Services Coordinator, Principals, Assistant Principals, and those teaching vacancies and/or assignments which are covered by Section 11 of this Article, Voluntary Transfer of Teachers.

(b) The Employer will post for five (5) school days during the school year and 14 days over the summer recess, through email notice on the District email system, all promotional positions for certified supervisory and administrative personnel, as defined in section (a) above, and positions beyond that of a classroom teacher. The posting shall state the educational requirements, the duties, and the salary of the position.

(c) The District will duly consider the following categories in determining a promotion:

1. Qualifications which shall include experience in an actual job held, including special qualifications that may be required or educationally desirable for a position and must be student focused.

2. Certifications held.

3. Professional development each applicant has engaged in.

4. Participation on professional/district level/school level committees.

5. Work history with the District including but not limited to: attendance, effectiveness within various student populations, student achievement/results, and recent experience in relevant subject matter.

6. Results of evaluations.

7. Successful interview.

8. Discipline history.

9. Laid off status and work experience will be used as a tiebreaker in the event that two candidates are deemed by the Superintendent to be equally highly qualified and highly effective.

10. Other relevant data pertinent to the position.

11. When all qualifications, as noted in items 1 through 10 above are equal, seniority shall prevail.

12. Any decision of the Administration regarding an assignment or transfer or promotion is subject to the grievance process.

13. If only one person applies for a position, he/she will be vetted through the above process. If the District determines that the sole candidate is not suitable, then the District may advertise externally.

(d) Coaches, extra-curricular personnel and teacher leaders shall serve at the pleasure of the School Committee and shall continue in their position unless removed for good and just cause.

(e) A teacher shall not be eligible to transfer from a highly specialized position, such as MLL, severe/profound, or mild/moderate positions for the initial three (3) years of placement in said position, except as deemed appropriate by the Superintendent.

Section 6. Monthly Meeting with Superintendent. A monthly meeting shall be held during the school year with the Superintendent and the Union President to discuss any matters of concern to either party. These meetings shall be held at a mutually agreeable time and place.

The Union President and the Superintendent shall determine the representatives who will attend this meeting for their respective sides. Attendance at these meetings shall be restricted to a maximum of three (3) persons for each side, except as the parties may otherwise agree.

Whenever possible, the parties should exchange, several days in advance of the meeting date, notice of the subject matters they wish to discuss.

Section 7. School Facilities.

(a) Unless it is totally impracticable, each school shall be provided with a teacher work area, which shall contain adequate equipment and supplies to aid in the preparation of instructional materials.

(b) Wherever possible, each school shall be provided with an appropriately furnished room to be used as a faculty lounge.

(c) Efforts will be made to acquire adequate technology for each school.

(d) Where possible, a professional library collection for reference and circulation shall be provided in each school.

Section 8. Summons to the Superintendent's Office. Whenever a teacher is called to the Superintendent's Office on a matter which may result in disciplinary action, said teacher shall be informed of his right to have a representative of the Union present during the discussion.

Section 9. Building Delegates. A building Delegate, the Union President or the Union President's designee, will be allowed reasonable time off as may be necessary for the investigation and processing of grievances concerning a school without loss of pay. In the event that a grievance involves more than one (1) school, the President or his designee similarly will be allowed time off in addition to the Building Delegate. There shall be no interference with telephone communications between the Building Delegate and the Union President or his designee, if necessary, in processing a grievance.

Section 10. Personnel Files.

(a) Any material relative to a teacher's conduct, service, character, or personality shall be communicatedto the teacher in writing along with a notice that the material is being placed in his/her file, prior to its becoming part of his/her file, which shall be located in the Superintendent's Office. However, no such material shall be placed in a teacher's personnel file after the latter of 2 years after the event or within a reasonable time after the discovery of the event, unless otherwise required by law or regulation.

(b) Upon appropriate request by the teacher to the Superintendent, the teacher shall have access to his/her personnel file. The personnel file shall be examined in the presence of the Superintendent. A teacher shall be permitted to reproduce any material in his/her personnel file.

(c) Teachers may add to their personnel file any educational documents and/or awards that reflect positively on their professional performance.

(d) There shall be only one (1) personnel file per teacher.

(e) The information in a teacher's personnel file is confidential and shall not be released to any member of the public or the media without the teacher's permission.

(f) Certified teacher evaluations and all relevant portions of the same housed or accessed by or through RIDE, shall be considered filed in a teacher's personnel file as soon as the same are uploaded into the RIDE evaluation system. The parties recognize that the teacher's personnel file also includes electronic documentation and files pertaining to attendance, evaluations and/or professional development.

Section 11. Transfer of Teachers.

Voluntary Transfers: On or before the last day of each school year a list of all known vacancies which will occur during the following school year will be distributed through email notice on the District email system to all teachers. The school department and the Union will review this list prior to its distribution.

Teachers who wish to apply for such vacancies will submit their name and reference(s) in writing to the superintendent or his/her designee(s). Teachers who have indicated interest in a vacancy may be interviewed for those positions.

The District will duly consider the following categories in determining a transfer:

1. Qualifications which shall include experience in an actual job held, including special qualifications that may be required or educationally desirable for a position and must be student focused.

2. Certifications held.

3. Professional development each applicant has engaged in.

4. Participation on professional/district level/school level committees.

5. Work history with the District including but not limited to: attendance, effectiveness within various student populations, student achievement/results, and recent experience in relevant subject matter.

6. Results of evaluations.

7. Successful interview.

8. Discipline history.

9. Laid off status and work experience will be used as a tiebreaker in the event that two candidates are deemed by the Superintendent to be equally highly qualified and highly effective.

10. Other relevant data pertinent to the position.

11. When all qualifications, as noted in items 1 through 10 above are equal, seniority shall prevail.

12. Any decision of the Administration regarding an assignment or transfer or promotion is subject to the grievance process.

13. If only one person applies for a position, he/she will be vetted through the above process. If the District determines that the sole candidate is not suitable, then the District may advertise externally.

A meeting will be held prior to the conclusion of each school year to fill the aforementioned vacancies. The date, time and location of said meeting must be mutually agreeable to the School Department and the Union.

At the meeting the school department will announce who will be placed in those vacancies. Any vacancy resulting from a prior selection will be immediately listed. Teachers will not be limited to one selection.

Positions which become vacant (ie. long term illness, leave of absence, etc.) after the meeting and prior to the next meeting shall be filled by the School Department for the school year of the vacancies, but shall subsequently be treated as open positions and posted during the next May posting period.

All positions that become true vacancies (ie. resignation, retirement, etc.) after the meeting will be offered to the membership first and then will not be treated as an open position or posted during the next May posting period.

Involuntary Transfers:

(a) Whenever possible, reasonable notice of anticipated transfer of school or grade shall be provided to a teacher being transferred.
(b) Teachers may be involuntarily transferred only for good and just cause.

Section 12. Suspension. No teacher shall be suspended without a hearing. Before the hearing, the teacher shall be entitled to a statement of the full charges in writing. The teacher has the right to defend himself at the hearing and to have an attorney represent him.

Section 13. Union President. The Union President and Union Vice President shall be allowed a reserve of a total of twelve (12) days during the school year to attend to the duties of their offices. Notice shall be given to the Superintendent or his designee in accordance with the established practice for reporting teacher absence.
The Union President's schedule shall have the equivalent of one less class period per day
to attend to his/her duties.

Section 14. Subject Preparation. Teachers, except by their own choice, shall not have more than three (3) subject preparations at the High School. These subject preparations may not be assigned in more than two (2) departments. (Example: Spanish I (1), Spanish II (1) and Spanish II (2) are permissible; Spanish I (1) and English I (G2) and English II (C2) are permissible; Spanish I (2), English I (G2) and Practical Biology would not be permissible.
Whenever possible, teachers shall have no more than two (2) subject preparations in a departmentalized elementary school.

Section 15. Classroom Interruptions. Classroom interruptions are to be permitted only in the case of emergency. Routine announcements shall be made, where possible, during the first ten (10) minutes and/or the last five (5) minutes of the school day.

Section 16. Teacher Reprimands. Teachers shall not be reprimanded over the public address system nor in the presence of students. Teachers may only be reprimanded in private.

Section 17. Collection of Money. Teachers may not be responsible for the collection of
money.

Section 18. Curriculum and Textbook Selection. Teachers shall receive notice when a curriculum committee or textbook selection committee is to be established. Teachers shall be solicited to submit recommendations in their area of instruction and to serve on these committees voluntarily.

Section 19. School Calendar. The Employer shall consult with representatives of the Union prior to the initial development and any subsequent changes in the school calendar.
School shall not be in session on December 23.

Section 20. Pre K - 12 teachers shall utilize the school department's electronic student information system.

Section 21. Special Education teachers and school psychologists shall be provided with locked files to safeguard confidential records.

Section 22. Length of School Year.

Section 22. Length of School Year.

The school year shall be comprised of 184 days.
Payment for these days shall be the amounts listed in Article V, Sections 1 and 2.

The Administration shall advise the teachers on or before the first day of each school year as to the designated dates for scheduling of the twelve (12) one hour faculty meetings which may comprise the 183rd and 184th day. If and in the event a teacher fails to attend such faculty meetings, he or she shall "make-up" the time with the site based Administrator.

High school guidance counselors shall work ten (10) days in the summer at the rate of 1/184 per day of the amount listed in Article V, Sections 1 and 2. Middle school guidance counselors shall work five (5) days in the summer at a per diem rate of the amount listed in Article V, Sections 1 and 2. All guidance counselors (HS and MS) shall be paid at a rate of 1/184 per day of the amount listed in Article V, Sections 1 and 2 if called in during the summer beyond the above referenced days. The Superintendent or his designee shall direct when those days will be utilized. Guidance counselors will have input into such decision.

Section 23. Clerical Staffing. The high school nurse shall be assigned a full-time
clerk.

Section 24. Employee Assistance. The school department and the union shall jointly create an employee assistance plan for teachers requiring or desiring assistance. The employee assistance plan, when completed, shall be made an addendum to the contract.

Section 25. Field Trips. No high school field trips shall be scheduled within two weeks of the beginning of senior or underclass examination periods.

Section 26. Faculty Parking. If faculty parking becomes a problem at any school then a committee consisting of three people appointed by the superintendent and three people appointed by the union president will be set up to make recommendations.

Section 27. Continuing Education/Professional Development Credits

(a) Definition/Sources

1. A CEU/PDC will be defined as Fifteen (15) contact hours.

2. One CEU/PDC will be equivalent to one "hour"-Article V, Section 2 of the Collective Bargaining Agreement.

3. No more than 50% of hours can come from CEU/PDC credits.

4. CEU/PDC offered by the North Providence School Department, Local 920 ER&D program, and RIFTHP professional development credits are Acceptable.

5. CEU/PDC offered by Brown, Bryant, CCRI, Johnson and Wales, Providence College, Rhode Island College, Roger Williams, Salve Regina, and The University of Rhode Island are acceptable.

6. CEU/PDC offered by the Rhode Island Department of Education are acceptable.

7. CEU/PDC from any other source must be approved by both the Superintendent and the Union President.

(b) The professional development days (Section 22) shall be eligible for CEU/PDC. The portions of those days allotted for basic orientation, teacher preparation periods, and parent/teacher conferences shall not be eligible for CEU/PDC.

Section 28. Common Planning Time. Common planning time at the middle schools shall continue as presently organized. High School common planning time shall be scheduled for 30 Minutes weekly during corridor duty assignments.

Section 29. Evaluations.

(a) The Rhode Island Department of Education Teacher Evaluation Model will be used. The application of the evaluation model shall be in accord with law and regulation.

(b) The parties agree to create a District Evaluation Committee that shall develop fair and appropriate procedures in accordance with law and regulation. The DEC will have ten (10) members; five (5) chosen by the superintendent and five (5) chosen by the union president. For evaluation purposes there shall not be any photographic, mechanical or any electronic recordings or reproductions of classroom proceedings or other activities conducted with students or other persons without the consent of the teacher.

(c) Appeals of Evaluations

(1) An Appeals Committee shall be created to hear and decide complaints regarding a teacher's Final Effectiveness Rating (FER). The committee shall have three (3) members. One (1) member will be appointed by the superintendent. One (1) member will be appointed by the union president. The third member will be appointed annually on a rotating basis by the superintendent and the union president from a list of certified administrators and certified teachers who are suitably trained in the RIDE evaluation model; such approval shall not be unreasonably withheld.

(2) The decision of the appeals committee may be appealed to the superintendent and the union president. If a teacher appeals a FER of effective, the decision of the superintendent shall be final and not subject to the grievance procedure.

(3) If a teacher appeals a FER of ineffective and/or developing, he or she may file a grievance on procedural grounds.

Section 30. Parent/Teacher Conferences.

(a) Each school will hold one (1) parent/teacher conference. The date and time of the conference will be determined by the site-based administrator. Each conference will last no longer than 150 minutes.

(b) Each conference will be considered as three (3) one-hour faculty meetings in accordance with Article VII, Section 22.

(c) Attendance at the Parent/Teacher Conference is mandatory, however, if an employee does not attend the Parent/Teacher Conference, the employee shall forfeit½ sick day or personal day.

ARTICLE VIII INFORMATION AT THE SCHOOL

Section 1. Official Circulars.

(a) All official circulars or memoranda meant for teachers shall be posted through email notice on the District email system for the inspection of all teachers.

(b)  All official circulars or memoranda meant for teachers shall bear the signature of the official issuing said circulars or memoranda.

Section 2. Assignments.  A copy of current teaching and non-teaching assignments will be posted in each school.

ARTICLE IX USE OF PROPERTY

Section 1. Meetings. The Union shall be allowed the use of one (1) room in the High School for Board of Directors' meetings, the use of the High School auditorium for general meetings, and the use of one (1) room in each school for teachers' meetings with the approval of the Superintendent. Any expense incurred in any elementary school for janitorial service after 4:30 P.M. shall be borne by the Union.

Section 2. Mail Boxes. The teacher mail boxes may be utilized by the Union for the circulation of official Union business.

ARTICLE X LEAVE OF ABSENCE FOR UNION DUTIES

The Employer agrees that any member of the Union selected to a position requiring a leave of absence from his teaching duties shall be given a leave of absence without pay on a year-to-year basis provided, however, that no member shall receive a leave of absence for more than two (2) successive school years.

ARTICLE Xl UNION ACTIVITIES

Section 1. Building Representatives.

(a) The school Principal shall recognize the elected Union Building Delegate(s) as the official union representative(s) in his/her school.

(b) A monthly meeting during the school year shall be held with the school Principal and the Union representative(s) to discuss any matters of concern to either party. Attendance at these meetings shall be limited  to two (2) persons from each side except as the parties may otherwise agree. Whenever possible, advance notice of subjects to be discussed shall be exchanged. These meetings shall be held at a time and place agreeable to both sides.

Section 2. Visits to the Schools. Building Delegates may receive the assistance of a Union officer or staff representative to aid in the processing of a grievance. Whenever possible, such assistance will be given after the close of the regular school  day.

Section 3. Meetings during Working Hours.

(a) Whenever it is mutually agreed that the teachers shall participate in conferences, meetings, or negotiations during working hours, they shall suffer no loss in pay for the period  of such participation.

(b) Whenever a grievance is brought before an arbitrator(s) as provided by Step 4 of the Grievance Procedure, the parties attending shall be limited to those immediately concerned with the processing of the case.

ARTICLE XII PRINTING OF AGREEMENT

The Employer and the Union shall share equally the cost of printing this agreement in booklet form, and the Union agrees to distribute a copy of this agreement to each teacher presently  employed by the Employer and to each new teacher hired by the Employer during the term of this agreement.

ARTICLE XIII SAVINGS CLAUSE

All existing benefits, practices and policies not covered by this agreement shall continue in effect unless changed by mutual consent of the parties.

Whenever the masculine gender is used in this agreement, it shall also be taken as referring to the feminine gender.

ARTICLE XIV DURATION

This agreement shall be effective as of September 1, 2022, and shall remain in full force and effect through August 31, 2025.

NORTH PROVIDENCE SCHOOL COMMITTEE

CHAIRMAN

Date __________

NORTH PROVIDENCE FEDERATION OF TEACHERS, LOCAL 920

APPENDIX A-1

Grievance #__________

Copy #______________

Fill Out two (2) copies for every grievance.

This form may be used for General Grievances, if so specified

A.F.T LOCAL 920. AFL-CIO

NORTH PROVIDENCE SCHOOL DEPARTMENT

NAME: _______________________________

DATE: ___________

SCHOOL: _________________________

NATURE OF GRIEVANCE:

Under the provisions of the Collective Bargaining Agreement between the North Providence School Committee and the North Providence Federation of Teachers __________________ has been aggrieved as follows:

TEACHER'S SIGNATURE: ______________________

UNION REPRESENTATIVE: _____________________

APPENDIX A-2

Grievance #__________

Copy # _______________

STEP ONE

Consideration requested by _________________, Building Rep.

Date Grievance submitted to the principal: _________________________

Principal must arrange a meeting within four (4) school days from the receipt of the grievance.

The principal should give the answer as soon as possible, but in any case within two (2) school days.

Date of meeting between the principal and the building rep.:_______________

Answer of the Principal:_____________________________

Signature of the Principal: ________________________ Date__________

Grievance resolved on basis of above: YES____ NO____

Grievance Committee Chair Signature: ___________________________

Teacher acknowledges receipt of copy:_______________________

STEP TWO

Consideration requested by ________________ Grievance Committee

Date Grievance submitted to Superintendent: _______

Superintendent should arrange a meeting as soon as possible, but in any case within five (5) school days after request for the meeting.

Date of meeting with Superintendent: _______

Superintendent should give his anawer as soon as possible, but in any case within five (5) school days after the meeting is held.

Answer of Superintendent: _________________________________

Signature of Superintendent: ________________________

Date:_______

Grievance resolved on basis of above: YES____ NO____

Grievance Committee Chair Signature:

Teacher acknowledges receipt of copy:_______________________

STEP THREE

Consideration requested by ____________ Grievance Committee

Date grievance Submitted to School Committee: _____________

The School Committee will arrange a meeting within twenty-five (25) school days from the time a grievance is referred o them and will give an answer within ten (10) school days after such meeting.

Answer of the School Committee: ________________________

Signature of Chairman of the School Committee :____________________________

Date: __________

APPENDIX B - BY-LAWS FOR THE SICK LEAVE POOL NORTH PROVIDENCE FEDERATION OF TEACHERS LOCAL #920, AFT, AFL-CIO

I. CREATION

1. Any teacher, administrator, and other certified personnel ("eligible individual") may contribute one (1) sick day to the sick leave pool.

2. Days contributed to the pool by eligible individuals in the North Providence School District shall be considered non-returnable, and will remain in the pool as long as the said pool continues to operate. If, however, the Sick Leave Pool members at some future date may wish to terminate the existence of the pool, all unused days will be returned to the member in a fashion decided upon by the pool's Board.

3. The Board will decide how many new days will be added, and the manner by which they will be collected.

4. It is to be understood that any eligible individual entering the North Providence School District shall have the right to contribute to this pool.

II. ADMINISTRATION

1. The SLP shall be jointly managed by an eight (8) member committee, four (4) members appointed by the President of Local 920, and four (4) members appointed by the Superintendent.

2. This committee shall be called the Sick Leave Pool Board ("Board"), and its members shall serve for two (2) years. Members may be reappointed by the President or Superintendent.

3. The members of the Board shall elect a union member from one of their own number to serve as Chair, also for a period of two (2) years.

4. The Chair will maintain all records of the pool and shall present an accounting of the pool's operation to administration on an annual basis and to the union's general membership at the Annual Meeting.

Ill. OPERATION

1. It is to be understood that the purpose of this pool is to provide extra sick days to those eligible individuals suffering from a long-term, serious and/or chronic illness/injury, but only after they have exhausted all of their own yearly, accumulated, and carryover sick leave.

2. In order for an eligible individual to draw from the pool, he must be a contributing member of the pool.

3. All eligible individuals will be asked within thirty (30) days from the beginning of their employment in the North Providence School District, to fill out a form authorizing the District to withdraw one (1) sick day from his total sick leave, and to transfer this one (1) day to the sick leave pool.

IV. USE OF THE POOL

1. After an eligible individual has exhausted all yearly, accumulated, and carryover sick leave and is out sick five (5) additional, consecutive school days, that eligible individual may apply in writing to the Board for additional sick leave, to be drawn against the pool. Each day will be paid at 80% of the eligible individual's daily rate of pay.

Qualified member is defined as an eligible individual who suffers from an incapacitating illness/injury that is long term, serious, and/or chronic and renders the eligible individual unable to perform her/his duties.

2. Upon receipt of this written request, the Chair shall call a meeting of the Board to decide upon the merit of the request. The eligible individual requesting this leave and the District shall be promptly informed in writing of the Board's decision. If the Board decides to award the requested leave, the award will be retroactive to the first day after which the qualified member had exhausted his own sick leave. In the event of a tie by the Board, the matter will be referred to a snap decision by a mutually agreed to party:

1.) The parties shall predesignate a decider.

2.) A hearing will be held within 6 days of a party's submission to the decider.

3.) The decider shall make a written determination within 10 days thereafter and such decision shall be final and binding and not subject to appeal, grievance, or further arbitration.

Any decisions made in this process shall not be subject to the grievance procedure.

3. Once the sick leave has been granted, the qualified member may continue to draw against the pool as long as he remains out of school provided that he submit a letter from his doctor every thirty (30) calendar days indicating that he is unable to return to work. Each additional request for sick leave shall be accompanied with appropriate updated medical information sufficient to verify continuation of the qualifying medical condition. Each additional grant of sick days from the SLP shall require an affirmative vote by the Board.

4. If the qualified member draws more than sixty (60) consecutive days from the pool in one school year, the qualified member must submit to a medical examination by a District selected physician. The cost of this exam is to be shared equally by the union and the school department.

5. If a school year ends and a qualified member remains ill to the extent that the qualified member is unable to return to work in September of the following school year, the qualified member must resubmit a letter of application for further sick days to the Board.

6. By a 3/4 vote of all board members at a duly constituted meeting, the provisions of these By-Laws may be waived. However, the specific reasons for each waiver shall be in writing and submitted to the Union and the School District.

V. CHANGES

1. Once adopted by the Board, these By-Laws are not subject to change or amendment without 3/4 agreement by the Board at a duly constituted meeting.

2. Any member of Local 920 who wishes to change or amend these By-Laws must submit the proposed changes in writing to the NPFT Board of Directors. If approved, the NPFT Board of Directors will forward the proposed changes to the Sick Leave Pool Board for final approval.

APPENDIX C National Board for Professional Teaching Standards (NBPTS) Certification

The School Committee and the Union believe in the value and importance of professional growth and development for teachers as essential in helping students achieve high standards. The School Committee and the Union recognize the NBPTS certification process as a highly effective means for teachers to engage in this essential professional development.

1. The School department and the Union shall encourage teachers to undertake voluntarily the assessment process to become National Board certified teachers.

2. The School Department shall assist and support the efforts of National Board certification candidates using restricted professional development resources by providing up to five(5) professional development release-time days, and supportive loaned materials and equipment, such as video cameras, editing equipment and computers, etc. in the possession of the School Department. Professional development release-time days shall be used exclusively for activities related to the National Board certification assessment process.

3 Completing the national Board certification assessment process, but not acquiring certification, qualifies a teacher to receive six (6) district-approved credits toward the advanced increment schedule set forth above. The teacher shall provide documented verification that he/she has completed the certification assessment process.

4. It is expected that National Board-certified teachers continue to work with the students of North Providence in various capacities. The school Department and the Union will explore other possible roles that National Board-certified teachers may play in the improvement of the education provided for North Providence's students. Such other roles and activities may include, but not be limited to, mentoring, planning, and delivering professional development, facilitating school improvement, and/or developing curriculum.

APPENDIX D HIGH SCHOOL SCHEDULE

APPENDIX E STANDARD PLAN BENEFIT SUMMARY