A G R E E M E N T between EAST PROVIDENCE EDUCATION ...watchdogri.org/docs/Teacher Contract/East_Providence_Teacher_2017.… · A G R E E M E N T between EAST PROVIDENCE EDUCATION

A G R E E M E N T

between

EAST PROVIDENCE EDUCATION ASSOCIATION

and

EAST PROVIDENCE SCHOOL COMMITTEE

For the Years

November 1, 2012 to October 31, 2017

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TABLE OF CONTENTS

Preamble ..........................................................................1Article I Recognition ......................................................................1Article II Principles .........................................................................2 2.1 Attaining Objectives ..................................................2 2.2 Dues or Fee Deduction .............................................2 2.3 Agency Fee ...............................................................3 2.4CertifiedTeachingPersonnel .....................................4 2.5TeacherParticipation .................................................4Article III Procedures .......................................................................5 3.1 Meetings ....................................................................5 3.2 Directing Requests.....................................................5 3.3GeneralProvisions ....................................................5 3.4 Agreement..................................................................6 3.5ConformitytoLawandSavingsClause ....................7Article IV Salaries ............................................................................7 4.1SalarySchedules ........................................................7 4.2MethodofPayingSalaries.........................................8 4.3 Distribution ................................................................8 4.4IntentionallyLeftBlank ............................................9 4.5PayrollDeductions ....................................................9 4.6WorkBeyondtheSchoolYear ..................................10Article V Health Insurance ...........................................................11 5.1HealthInsurance .......................................................11 5.2 Coverage ...................................................................13 5.3DeltaInsurance .........................................................14 5.4AlternateHealthInsuranceProvider ........................14 5.5DeathBenefit ............................................................14 5.6 Retirees .....................................................................14 5.7Wellness ....................................................................15

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Article VI Insurance ........................................................................15 6.1GroupLifeInsurance ................................................15 6.2LiabilityInsuranceCoverage ...................................16Article VII Sick Leave ......................................................................17 7.1Illness ........................................................................17 7.1.2SickLeaveBank ....................................................18 7.2 Injury ........................................................................21 7.3ExtendedSickLeave ................................................22 7.3.6OverExtendedSickLeave. ...................................23Article VIII Leaves of Absence ..........................................................23 8.1BereavementLeaves .................................................24 8.2 Quarantine ................................................................25 8.3 Jury Duty ..................................................................25 8.4AbsenceWithoutPay ................................................25 8.5SabbaticalLeave .......................................................26 8.6LegalProceedings ....................................................27 8.7PersonalLeave..........................................................27 8.8MilitaryLeave ..........................................................28 8.9JewishHolidays ........................................................29 8.10ProfessionalLeave..................................................29 8.10.1aProfessionalLeaveFund....................................30 8.10.1bProcedures .........................................................30 8.11AdoptionLeave.......................................................31 8.12LeaveWithoutPay .................................................32 8.12.1PeaceCorpsandVISTA ......................................32 8.12.2SickLeave ...........................................................32 8.12.3ExtendedPersonalIllness ....................................33 8.12.4PublicOffice ........................................................33 8.12.5ParentalLeave .....................................................34 8.12.6ExtendedPersonalLeave ....................................34 8.13 Return From Leaves ...............................................35

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8.14OtherEducationalLeave ........................................35Article IX Working Conditions ......................................................36 9.1LengthofSchoolYear ..............................................36 9.1.3 Guidance ................................................................37 9.2LengthofSchoolDay ...............................................37 9.3 Meetings ...................................................................38 9.3.3ProfessionalDevelopment .....................................39 9.3.4Superintendent’sMeetings ....................................40 9.4LunchPeriod ............................................................40 9.5PreparationPeriods ...................................................40 9.5.1SeniorHigh/MiddleSchool ...................................40 9.5.2Elementary .............................................................41 9.6SubjectAreasandPreparations ................................48 9.7RelieffromNon-TeachingTasks ..............................48 9.8 Detention ..................................................................49 9.9SubstitutePolicy .......................................................49 9.10ClassSize ...............................................................50 9.10.1ClassSizeException ...........................................51 9.11SpecialEducation ...................................................52 9.12AssignmentofClasses ............................................53 9.13TeachingFacilities ..................................................54 9.14FieldTrips ...............................................................55 9.15 Communications .....................................................55 9.16EducationEvaluations ............................................56 9.17TeacherFiles ...........................................................64 9.18Protection ................................................................66 9.18.1Assault .................................................................66 9.18.9PersonalProperty ................................................67 9.19MaintenanceofClassroomControl&Discipline ..68 9.20FacultyCommittee .................................................69 9.21Vacancies,Promotions&JobFair ..........................70

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9.21.1VacanciesandPromotions ...................................70 9.21.7TransfersandAssignments ..................................72 9.22LeavingtheBuilding ..............................................75 9.23Professionalism ......................................................76 9.24JobSharing .............................................................76 9.24.1JobSharingAdministration .................................78 9.24.2JobSharingPlan ..................................................79 9.25Seniority,LayoffandRecall ...................................80 9.25.1 Layoffs .................................................................80 9.25.2Recall ...................................................................81 9.25.3 Lottery .................................................................82 9.25.4 Seniority List .......................................................82 9.26AdministrationDesignatedPositions .....................82 9.27 Mentoring ...............................................................83Article X Grievance Procedure .....................................................83 10.1Purpose ...................................................................83 10.2Definitions ..............................................................84 10.3Procedure ................................................................84 StepOne ..........................................................................85 StepTwo ..........................................................................86 StepThree ........................................................................86 StepFour .........................................................................88 10.4GeneralProvisionsasto Grievances&Arbitrations ...............................................90Article XI Duration .........................................................................94Appendix A.SalarySchedules .........................................................95 B.Incentives ...................................................................102 1.IncentivePlan-AdvanceDegrees ..............................103 2.CertificationNeeds ....................................................103 3.NationalTeacherCertification ....................................103 C.Extra-CurricularActivities ........................................104

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Senior ..............................................................................104 MiddleSchool ................................................................105 ChaperonesSecondarySchools ......................................106 Elementary ......................................................................106 D.SummerSchool ........................................................107 E.AdultEducation ........................................................107 F.DepartmentHeadsandCoordinators .........................107 G. Student Liaisons ........................................................108 H.HeadTeachers ...........................................................108 I.AthleticPersonnel .......................................................109 MiddleSchoolSports .....................................................113 J.SupplementaryBenefitsBasedon LengthofServiceinEastProvidence ....................115 K.TeachersofSpecialEducation ...................................115 L.SpecialSubjectTeachers ............................................116 M.HomeTeachers ..........................................................116 N.PoolCoordinator. .......................................................117 O.In-ServiceFacilitator. ................................................117 P.AfterSchoolScienceLabs .........................................119 Q. Site Managers – State ...............................................119 R.TeacherSupportTeam ...............................................119 TheWeingartenRight .....................................................120 SafeSchools ...................................................................120 Exhibit1 .........................................................................121 Exhibit2 ..............................................................122&123

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EAST PROVIDENCE SCHOOL COMMITTEE ANDEAST PROVIDENCE EDUCATION ASSOCIATION

STATEMENT OF PROFESSIONAL RELATIONS

PREAMBLE

TheSchoolCommitteeoftheCityofEastProvidenceandtheEastProvidenceEducationAssociationdoherebyagreethat the welfare of the children of East Providence is of firstconsiderationintheoperationoftheschoolsandwillbepromotedbybothparties.Thepartiesdoherebyagreeasfollows:

ARTICLE IRECOGNITION

TheSchoolCommitteeoftheCityofEastProvidence,hereinafterreferredtoastheCommittee,recognizesthatteachingisaprofession.TheCommitteerecognizestheEastProvidenceEducationAssociation,hereinafterreferredtoastheAssociation,assolerepresentativeofallregularlyappointedcertifiedteachingpersonnelemployed,ortobeemployed,bytheCommitteewiththeexceptionofday-by-daysubstitutes.

The Association recognizes that the Committee,as the agent of the State of Rhode Island, and as the electedrepresentativesoftheCityofEastProvidence,istheemployerofthecertifiedpersonneloftheEastProvidenceSchoolDepartment.

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Thepurposeofthisrecognitionisthemutualagreementthat the parties will confer with regard tomatters of commonconcern.

ARTICLE IIPRINCPLES

2.1 Attaining Objectives

Attainment of objectives of the educational program of theCity requiresmutualunderstandingandcooperationamong theCommittee, the Superintendent and the professional teachingpersonnel.

To this end, free and open exchange of views is desirable andnecessary,withallpartiesparticipatingindeliberationsleadingtothedeterminationofmattersofmutualconcern.

2.2 Dues Or Fee Deduction

Allcertifiedteachingpersonnelshallbegivenanopportunitytojoin theEast ProvidenceEducationAssociation. Dues or feesshallbedeductedfromeachcheckintheamountofone-twentysecond (1/22) of the annual dues by the SchoolDepartment ifpaymentinfullisnotmadebytheFridayprecedingthefirstpayinNovember.Ifateacherterminatesduringtheyear,thebalanceoftheduesorfeeswillbedeductedfromthelastcheck.

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2.3 Agency Fee

All employees in the bargaining unitwho are notmembers oftheAssociationshallpayanagencyfeetotheAssociation.Non-membersshallpayanagencyfeetotheAssociationinanamountcertifiedannuallybytheEastProvidenceEducationAssociationandnoticeofsuchshallbegiven to theSchoolDepartmentbyOctober 1st. TheSchoolDepartmentwillnotbeheldliableforduesowedbythemember.

The Committee agrees that payment of the agency fee shallconstitute a condition of employment for all members of thebargaining unit who are not members of the East ProvidenceEducationAssociation.Membersofthebargainingunitshallbenotifiedof theirobligation topayduesoranagency fee to theAssociation.EachteacherwhoisnotamemberoftheAssociationshallbegiventhirty(30)daystocomply.

TheCommitteeagrees toallow teacherswhoarenotmembersoftheAssociationtohavetheiragencyfeesdeductedfromtheirbi-weekly checks in the same manner accorded Associationmembers above.

TheCommitteewillprovidetheAssociationwithaseparatelistofallnon-Associationmemberswhoareonduesdeduction.

NewlyhiredteachersshallbeinformedoftheirobligationtopayanagencyfeetotheAssociationandthatthisfeeconstitutesa

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conditionofemployment,andshallbegiventhirty(30)daystocomplywiththisrequirement.

2.4 Certified Teaching Personnel

It is recognized that teaching is a profession which requiresspecializedqualifications,andthatthesuccessoftheeducationalprogramintheCitydependsuponthemaximumutilizationoftheabilities of the teacherswho are reasonablywell satisfiedwiththe hours, salary, working conditions and all other terms andconditionsofprofessionalemployment.

ThemembersoftheEastProvidenceEducationAssociationfeelthat eachmember of his/her professional group should give asearlynoticeaspossibleofhis/herintenttoleavetheemployofthe East Providence School Committee. The East ProvidenceEducationAssociation will encourage its members to complywiththisethicalprocedure.

Noteacherwillbereprimandedorreducedinrankwithoutjustcause.

2.5 Teacher Participation

The Committee, Superintendent and the representatives of theAssociationshallmeetforthepurposeofnegotiatingandreachingmutually satisfactory agreements on salary, welfare provisionsandworkingconditions.

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ARTICLE IIIPROCEDURES

NegotiationsshallbeconductedunderthelawsoftheStateofRhodeIsland.

3.1 Meetings

Meetings composed of members of the Association, theCommittee and the Superintendent shall be called uponwritten requestof anyoneof theparties involved,namely: theAssociation, theCommitteeandtheSuperintendentofSchools.Requestsformeetingsshouldcontainspecificstatementsastothereasonfortherequests.

3.2 Directing Requests

Requests from the Association shall be made to the SchoolCommittee through the Superintendent of Schools. RequestsfromtheSchoolCommittee to thePresidentof theAssociationshallbemadethroughtheSuperintendentofSchools.Amutuallyconvenientmeetingshallbesetwithinten(10)daysoftherequest.

3.3 General Provisions

The Committee shall make available to the Association uponrequestanyinformation,statisticsandrecordswhicharerelevant

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to negotiations, grievance or necessary for the proper andlegitimateenforcementofthetermsoftheAgreement.

Three(3)copiesoftheitemized,annualbudgetshallbedeliveredto the President of theAssociation within ten (10) days afterapprovalbytheCommitteebutinnocaselaterthanten(10)dayspriortothepublichearing.

ThePresident shall be furnishedwith a copy of the agenda aspresented to the press of all School Committee meetings andnoticesofallspecialmeetings.

On the first and fifteenth of each month the President of theAssociationshallbesenttwo(2)copiesofanyandallvacanciesthatexistasofthatdate.

3.4 Agreement

When theparticipants reachagreement, itwill be reduced to awritten,signedContractandbecomepartoftheofficialminutesof the Committee and of theAssociation. The contract shallbeprintedassoonpossiblebyaUnionprinter.ThecostoftheprintingshallbesharedequallybytheSchoolCommitteeandtheAssociation.TheAssociationwillputtheContractouttobidand,ifnecessary,agreestopaythedifferencebetweenthelowbidandthelowUnionbid.

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No agreement shall discriminate against any member of theteachingstaffbecauseofmembershipornon-membershipinanyteacherorganization.

NothinginthisAgreementshallbeinviolationoftheprovisionsofthelawsoftheStateofRhodeIsland.

3.5 Conformity To Law And Saving Clause

If any provision of thisAgreement is or shall at any time bedeterminedcontrarytolawbyacourtofcompetentjurisdiction,then such provision shall not be applicable or performed orenforced except to the extent permitted by law. In the eventthat any provision of this Agreement is or shall at any timebe determined to be contrary to law by a court of competentjurisdiction,allotherprovisionsofthisAgreementshallcontinuein effect.

ARTICLE IVSALARIES

4.1 Salary Schedules

ListedunderAppendices,A,B,C,D,E,F,G,H,I,J,K,L,M,N,O,P,QandR.

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4.2 Method Of Paying Salaries

4.2.1 ThebasicsalaryscheduleforcertifiedpersonnelintheEastProvidencePublicSchoolsshallbeasinglesalaryschedulethatisequalpayforequalwork.Paychecksshallbedatedforthedatethatchecksaredistributed.

4.2.2 All certified personnel shall be engaged by the EastProvidenceSchoolCommitteeonacontractualbasis.

4.3 Distribution

Attheoptionoftheteacher,thecontractualsalaryforallcertifiedpersonnelfortheregularschoolyearshallbedistributedaccordingtooneofthefollowingmethods:

1. Twenty-six (26) payments with twenty (20) checks,eachtocontainone-twenty-sixth(1/26)ofthecontractualsalary,and the twenty-first (21st) check containing six-twenty-sixth(6/26).

2. Twenty(20)payments.

TeachersshallnotifytheSuperintendentbyJune30thofthepaymethodof their choice for the followingschoolyear, and suchpaymethodshallremainineffectfortheentireschoolyear.AnynewteacherhiredafterAugust1stshallbeplacedonthetwenty-six(26)checkschedulefor thatyear. All thesepaymentsshallbescheduledonanannuallyadoptedcalendar.Allthesechecks,

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orcheckstubsinthecaseofdirectdeposit,willbeinenvelopes.On the secondary level, checks/stubswillbedistributedby thePrincipal, Vice Principal, Department Head, Coordinator orPrincipal’s designee. On the elementary level, checks/stubswillbedistributedbythePrincipal,HeadTeacherorPrincipal’sdesignee.Havingbeenreceivedinthebuilding,paychecks/stubswillbedistributedinatimelyfashion.

Teachers shall be notified of changes in paychecks except forroutinechangessuchasstepincreases,raisesanditemsrequestedby the teacher. Thepayroll stub shallbeupdated to reflect alldeductionsandchanges.

4.4 [Intentionally Left Blank]

4.5 Payroll Deductions

Certifiedpersonnelmayelect tohave the followingdeductionsmadefromtheirsalaries.

4.5.1 Teachers’ and Community Credit Union of East Providence

4.5.2 Life Insurance Premiums.

4.5.3 Dues

DuesPayment orAgencyFeePayment to theEastProvidenceEducation Association.

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4.5.4 Tax Sheltered Annuities

Deductionswillbetakeninequalamountsfromeachpaycheckand/orintotalfromthelargepaycheckinJune.Theremustbeaminimumofeight (8)members foran insurancecompany tobeeligibletoparticipate.Insurancecompanieswithaminimumoffive(5)memberspriortoNovember1,1983willcontinuetobeeligible.TotheextentpermittedbylawandIRSregulations,teachersmayelecttohavedeductionsmadefromuptotwo(2)TSAcompaniessimultaneously.TeachersmayadjusttheirTSAdeductionsuptothree(3)timesinacalendaryear.

4.5.5 IRA

Deductionswillbetakeninequalamountsfromeachpaycheckand/orintotalfromthelargepaycheckinJune.Theremustbeaminimumofeight(8)membersforaninsurancecompany,orbank,orlicensedannuitycompanytobeeligibletoparticipate.

4.5.6 Savings Bonds

4.5.7 All wage payments shall be paid to teachers by directdeposit.

4.6 Work Beyond The School Year

4.6.1 Any teacherwho is required toormutuallyagrees toworkbeyond the onehundred eighty-three (183) days shall bepaidaperdiemrateofonehundredeighty-three(183)ofhis/her

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grosssalary.InthecaseofDepartmentHeadsandCoordinators,thispaymentwillbe foranydaysworkedbeyondonehundredeighty-four (184) It is understood that this payment wouldexcludethosepositionsinAppendicesC,D,E,G,H,I,M,N,P,QandR.Inaddition,professionaldevelopmentandcurriculumdevelopmentareexcludedasaddressedinsection9.1

ARTICLE VHEALTH INSURANCE

5.1 The Committee agrees to provide each regularemployeecoveredbythisAgreementwithmedicalcoverageonanindividualorfamilybasisasdesiredbytheemployeeprovidedthattheemployeecertifiesthatheorshecannotreceivecomparableinsurance through the employee’s spouse. Employees will berequired tocertifyannually that theemployee isnoteligible toreceive comparable insurance through the employee’s spouse– defined as insurance with a premium co-payment that is nomorethantenpercent(10%)greaterthantheemployeepremiumcopayment associatedwith theplanofferedby theCommittee, or that the spouse’s plandesign is substantially inferior to thatofferedbytheCommittee.IntheeventofaMajorLifeEvent,asdefinedinCOBRA,resultinginlossofallavailabilityofalternatehealth or dental insurance, the employee shall be eligible forcoverageundertheschooldepartmentgroupplan.

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5.1.1 The Committee will provide the medical benefitssummarized in Exhibit 2. The Committee agrees that it willnot change the benefit summary without the approval of theAssociation.

5.1.2 Employeecost-sharingshallbebasedonthefollowingschedule(incomeamountswillbebasedontheemployee’sprioryear state W-2 gross wages; for employees employed by theCommitteeforlessthanoneyear,incomeamountswillbebasedonbasewages):

Income ContributionLessthan$30,000 10%$30,000tolessthan$46,000 15%$46,000tolessthan$95,000 20%$95,000andabove 25%

5.1.3 Whenevertheschoolcommitteeisnotifiedofachangeinthehealthand/ordentalpremiums,acopyofthenoticeshallbeprovidedtotheEPEApresident.

5.1.4 Effective June30,2013, theCommitteemayprovidemedicalbenefitsthroughahigh-deductibleplan.IftheCommitteeelectstodoso,itwillpaythedifferenceinbetweenthedeductibledescribed in Exhibit 2 and the high-deductible plan through aHealthReimbursementAccount.

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5.1.5 EffectiveNovember1,2012,health insurancewillbepaidbytheCommitteeforallretiringmembersofthebargainingunitandtheirspouseforoneyearforfamilyplansortwoyearsfor individual plans after retirement under the same terms asactiveemployees.Retiredmembersofthebargainingunitwillberequiredtocertifyannuallythatheorsheisnoteligibletoreceivecomparable insurance – defined as insurance with a premiumco-paymentthatisnomorethantenpercent(10%)greaterthanthepremiumcopaymentassociatedwith theplanoffered to theretiredmemberbytheCommittee. Intheeventthattheretiredmember is eligible for or obtains or is covered by comparablehealthinsurance,thecoverageprovidedbytheCommitteewillbeterminated.Intheeventofthedeathofaretiredmemberofthebargainingunitwhoisreceivinghealthinsurancecoverageforhisorherspouse,saidcoverageshallcontinueuptoamaximumofoneyearfromthedateofdeath.

5.2 Coverage

Coverage for first year teachers shall begin on October 1st or the first day of the month following their employment. Thetermination date for teachers leaving the system for other thanretirementwillbeAugust31stoftheyearinwhichtheyleavethesystem,providingtheycompletethatyear’swork.

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5.3 Dental Insurance

DentalInsurancewillbeprovidedunderthesametermsashealthinsurancewiththesamelevelsofemployeecontributions.

5.4 Alternative Health Insurance Provider

The School Committee and the East Providence EducationAssociation agree to pursue other options concerning medicalinsuranceprovidersduringthecourseofthisagreement.

5.5 Death Benefit

Uponthedeathofamemberof thebargainingunit, theSchoolCommitteeagreestocontinuethehealthanddentalcoveragefortheteacher’sfamilyforaperiodoftwelve(12)months.ShouldthefamiliesreceivehealthbenefitsequaltothosebeingprovidedbytheEastProvidenceSchoolDepartment,theyagreetonotifythe East Providence School Department to stop the benefit.Should this situation change during the period of eligibility,theEastProvidenceSchoolDepartmentagrees toreinstatesaidhealthprotection.

5.6 Retirees

Eligible retirees shall be entitled to receive healthinsuranceand/ordentalinsurancebenefitsforone(1)yearafterretirementforfamilyplans,ortwo(2)yearsforindividualplans,

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or until Medicare eligibility, whichever occurs earlier, on thesame terms and under the same conditions as apply to activeemployees. Such retired teachers may, in addition to requiredcontributions to their individual coveragepay thedifference incostbetweenindividualandfamilycoverageinordertopurchasefamily coverage during the period of their own eligibility forcoverage.Failuretomakeanyrequiredcontributioninadvanceofthemonthofcoverageshallresultinterminationofcoverage.ThisisnotintendedtoapplytothosewhohavealreadyretiredasofJanuary2,2009.

5.7 Wellness

TheSchoolCommitteewillprovideawellnessbenefitbeginningonJuly1,2013asdescribedinExhibit1.

ARTICLE VIINSURANCE

6.1 Group Life Insurance

All members of the bargaining unit shall be entitled to fiftythousanddollars($50,000)worthoflifeinsurancewithpremiumspaidby theSchoolDepartment. This insurance reduced to theamount of one-half the existing coverage, will be continuedeffectivewiththisAgreementforteachersretiringafterNovember1,1977,whohavetwenty(20)yearsormoreexperienceintheEastProvidenceSchoolDepartmentandhavereachedtheirfifty-

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fifth(55th)birthdayandshallterminateontheseventieth(70th)birthdayoftheteacher.

TeacherswhoretirebeforeNovember1,1977willstillbecoveredinthisareabytheprovisionsintheContractatthedateoftheirretirement.

Further,allmembersofthebargainingunitshallhavetheoptionofpayingforanadditionalninethousanddollars($9,000)worthof life insurance to one hundred thousand dollars ($100,000)worthoflifeinsurance(subjecttoapprovalbycompanyprovidinglife insurance) on a payroll deduction plan. Individuals whohavepurchasedlesseramountsof life insuranceunderpreviouscontractsaregrandfatheredinthoseamounts.Noindividualmayenter this program, or increase benefits, after reaching his/hersixtiethbirthday.ThePresidentoftheAssociationshallreceiveayearlystatementshowinginsurancedividends.

6.2 Liability Insurance Coverage

Liability Insurance with limits of three million ($3,000,000)including malpractice, products, teacher liability and corporalpunishmentsshallbeprovidedforallcertifiedemployeesoftheEastProvidenceSchoolDepartment.

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ARTICLE VIISICK LEAVE

7.1 Illness

7.1.1 EffectiveSeptember1,2010,incaseofpersonalillnessallmembersofthebargainingunitshallbeallowedfifteen(15)days per yearwith full pay, cumulative to amaximum of onehundredfifty(150)days.Saiddaysforfirstyearteachersshallbeonapro-ratabasisforeachmonthpriortoNovember1st.

7.1.1a The Association and the Committee recognize theimportance of improving teacher attendancewithin the SchoolSystem.Eachteacherisexpectedtoattendschoolonaregularbasisandwillbeheldaccountableandresponsibleformaintaininganattendancerecord,whichwillensurecontinuityofeducationforstudents.However,theCommitteerecognizesthatacertainnumber of absences are unavoidable and will be provided forconsistentwiththeContract.

TheSuperintendentorhis/herdesigneemayrequireaphysician’scertificationof illness regardingany illnessoffive (5)ormoreconsecutivedays. In casesof excessiveor persistent absencesduetoillness,theSuperintendentmayrequireanemployeetobeexaminedbyaphysicianselectedbytheSuperintendent.

7.1.1b The School Department shall provide a statementof each teacher’s accumulated sick leave, extended sick leave

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andoverextendedsick leavebyNovember15thofeachschoolyear.Once the department has configured theAESOP absencerecordingsystemtotrackemployees’accumulatedsickleaveofallforms,theDepartmentmaydispensewiththerequirementtoprovidetheNovember15statement.

7.1.1c TeachersshallcallintheirintentiontobeabsentduetoillnessbyenteringtheabsenceintotheAESOPtrackingsystemthrough the Internet, or by callingAESOP, or as a last resortbycallingthebuildingprincipal’soffice,assoonasreasonablypracticable,butinnoeventanylaterthan6:30a.m.onthedaytheabsence is to occur.

7.1.2 Sick Leave Bank

TeachersappointedbytheSchoolCommitteeinEastProvidencewhohaveprolongedillnessesthataremedicallycertificatedandfiled with the Personnel Office may appeal to the EducationAssociationforuptotwenty-five(25)additionalsickleavedayswhich might be used after their accrued sick leave has beenexhausted.Requestsforuptoanotheradditionaltwenty-five(25)sickleavedaysmaybemadetotheSuperintendentofSchoolsandsuchdaysmaybegrantedatthediscretionoftheSuperintendent.

TeachersintheEducationAssociationmaycontributeuptothree(3)daysperyearoftheirregularsickleavetotheaforementionedpool.

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Teacherswhowish to apply for use of the days from theSickLeave Bank may do so by notifying the Personnel Office inwritingthroughthePresidentoftheAssociationatleastone(1)weekbeforetherecipient’sownsickleavehasbeenexhausted.

7.1.3 Ateacherwhoisdisabledduetopregnancy-related disability shall be covered by all provisions of thisContract, includingbut not limited to sick leave and insurancecoverage.Furthermore,itisunderstoodthatthepartiesareboundbytheEEOCguidelinesincompliancewiththe1978PregnancyDiscrimination Act.

7.1.4 Up to five (5) days from accumulated sick leave peryear may be used for illness in the immediate family. Theimmediate family shall include father,mother, spouse, brother,sister,son,daughter,in-lawsandanypersonlivingintheteacher’shousehold.

7.1.5 Attheendoftheschoolyear,membersofthebargainingunitshallbecompensatedattherateofforty-fivedollarsandninecents ($45.09); on 11/1/14 the per diem rate shall increase toforty-sixdollarsandsixty-eightcents($46.68)aday;on11/1/15plusCPI; on11/1/16plusCPI to amaximumof ten (10)daysover their maximum accrual provided that they have not usedmorethanthree(3)daysofsickleaveinthatyear.Thispaymentshallbemadeinadditionto thepaymentmadeatretirement inaccordancewithparagraph7.1.6ofthisagreement.

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7.1.6 Upon retirement, teachers shall be paid for unuseddaysof eligiblepaidabsence inaccordancewith the followingformulae:(Eligiblepaidabsencedaysshallincludesickdaysforpersonalillness,sickdaysforfamilyillness,andpersonaldays.)

Two(2)daysforeveryyearafterNovember1,2002(includingthe 2002/2003 school year) inwhich the teacher used four (4)eligiblepaidabsencedays. Paymentupon retirement for thesetwo(2)daysshallbeattherateoffifty-sixdollarsandthirty-sevencents ($56.37)perday.Maximumcompensation for thesedaysshallnotexceedfortypercent(40%)oftheteacher’saccumulatedregularsickdays.

Four(4)daysforeveryyearafterNovember1,2002(includingthe2002/2003schoolyear)inwhichtheteacherusedthree(3),two (2), or one (1) eligible paid absence days. Payment uponretirement for these two (2) days shall be at the rate of fifty-sixdollars and thirty-seven cents ($56.37)perday. Maximumcompensationforthesedaysshallnotexceedfortypercent(40%)oftheteacher’saccumulatedregularsickdays.

Ten(10)daysforeveryyearafterNovember1,2002(includingthe 2002/2003 school year) inwhich the teacher used zero (0)eligiblepaidabsencedays. Paymentupon retirement for thesetwo (2) days shall be at the rate offifty-six dollars and thirty-seven cents ($56.37) per day. Maximum compensation forthesedaysshallnotexceedfortypercent(40%)oftheteacher’saccumulatedregularsickdays.

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ThemaximumpayoutforsicktimeuponretirementshallbeFiveThousandDollars($5,000).7.2 Injury

7.2.1 Written accident reportsmust be completed andfiledwiththeSuperintendentbymembersofthebargainingunitwithinforty-eight (48) hours. The Superintendent must be informedimmediatelybyphoneofanyaccidentsassoonaspossibleaftertheaccidentoccurs.

7.2.2 When sick leave occurs as a result of an on-the-jobinjury,andnottheresultofateacher’snegligence,theinjuredshallreceivefullpaynot toexceedfifteen(15)consecutivecalendarmonths(excludingsummervacation)andtheperiodoftimeforwhichthepersonisabsentfromhis/herdutiesasaresultofsuchon-the-job injury shall not be deducted from accumulated sickleave.ThereshallbeamonthlywrittenfollowupmedicalstatusreportsubmittedtotheSuperintendent,whomayrequirethattheemployee be examined by a physician of the Superintendent’schoosing.

TheSchoolCommitteeshallhave the right tohave the teacherexamined by a physician designated by the SchoolCommitteeandthisphysicianshallconsultwiththeteacher’sphysicianforthepurposeofestablishingthelengthoftimetheteacherwillbeabsentfromhisorherduties.Intheeventofdissentingmedicalopinions, the School Committee’s physician’s findings shallprevail. However, the teacher’s personal physician’s opinion

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shallberecordedandattachedtothereport.

7.2.3 On-the-job injury shall be defined as any injuryoccurringonandoffschoolpremiseswhileonschoolbusiness.

7.3 Extended Sick Leave

Extendedsickleave,withfullpayshallbeallowedtoallregularlyemployedmembersofthebargainingunitduringaperiodoflongor serious illness in accordancewith the following stipulationsandschedules:

7.3.1 Forteachersfromthebeginningofthefirst(1st)yeartotheendofthetenth(10th)yearofservice-ten(10)daysextendedleave.

7.3.2 Forteachersfromthebeginningoftheeleventh(11th)year to theendof the twentieth(20th)yearofservice- twenty(20)daysextendedleave.

7.3.3 For teacherswithover twenty (20)yearsof service -thirty(30)daysextendedleave.

7.3.4 Extendedsickleaveisgrantedonlyaftertheexpirationof all accumulated regular sick leave or after the first ten (10)daysofanillnessperiod,whicheveristhelongerperiod,butinnocasewillextendedsickleavecommencebeforetheeleventh(11th)dayofanyperiodofillness.

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7.3.5 Unexpended extended sick leave remains credited to ateacherafteranyportionhasbeenusedupinanillnessperiod,toaccumulatebeyondthatpointwiththeadditionofone(1)dayforeachyearofadditionalservicetoatotalnottoexceedthelimitsimposedbySections1through3above.

7.3.6 Over Extended Sick Leave

Each regularly employed teacher shall receive one (1) day ofextendedsickleaveforeveryfive(5)daysofregularsickleavenotusedeachyear(foramaximumoffour(4)daysperyear)[five(5)forthoseteacherssoentitled]foramaximumoftwenty(20)years,thesedaystobecomputedretroactivelytothebeginningofemploymentinEastProvidence.OverExtendedSickTimewillnotbeavailableforthosehiredafterJanuary1,2013.

7.3.7Certificationofillnessbyaphysicianshallberequiredinallcasesinwhichextendedsickleaveisgranted.

7.3.8Inextremecasesofprotractedillnessextendingbeyondalloftheaboveallowances,additionaltimemaybeallowedatthediscretionoftheSchoolCommittee.

ARTICLE VIIILEAVES OF ABSENCE

Teachers should notify the Superintendent or his/her designee

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as soon as practical when they foresee being on leave for anextendedperiodoftime.8.1 Bereavement Leaves

8.1.1 Ateachershallbegrantedleavewithfullpayforfive(5) days for a death in the immediate family. The immediatefamily shall include father, mother, spouse, brother, sister,son,daughter, in-laws,grandchildandanyperson living in theteacher’shousehold.Ifbereavementleaveoccursjustpriortoanextendedschoolclosing(five[5]weekdaysormore)theleaveshallterminateonthelastdayofschoolpriortosaidclosing.

8.1.2 Ateachershallbegrantedleavewithfullpayforthree(3)daysforgrandparentsbybloodorin-law.

8.1.3 Forotherrelatives,bybloodor in-law(uncles,aunts,nephews,nieces,firstcousins), theteachershallbeallowedthedayor suchpartof thatdayasmaybenecessary toattend thefuneralwithoutlossofpay.

8.1.4 In emergency, additional daysmay be granted at thediscretionoftheSuperintendentofSchools.

8.1.5 The Association may send its President or his/herdesignee to the funeral of any member’s immediate familywithout loss of pay. The Principal of his/her building shallarrangecoveragewithoutthehiringofasubstitute.

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8.1.6 Intheeventofadeathofateacher,thatschoolshallbeclosedforthefuneralandthedaywillbemadeup.ThePresident,orhis/herdesignee,maybereleasedtoattendthefuneralserviceofaretiredteacher.

8.1.7 Ateacherwhoworkslessthanafulldaywillbegrantedthesamenumberofdayslistedinthestatedbereavementleavesforthenumberofhourshe/sheisregularlyscheduledtowork.

8.2 Quarantine

Whena teacher is subject toquarantinebyorderof theHealthDepartment,suchpersonshallreceivefullpayduringtheperiodofquarantine,andthisperiodoftimewhichthepersonisabsentfrom his/her duties as a result of such quarantine shall not bedeductedfromhis/heraccumulatedsickleave.

8.3 Jury Duty

Inallcaseswhereteachersarecalledtojuryduty,theyshallbeencouragedtoserve,andthedifferencebetweentheirpayandtheirteacher’ssalaryshallbepaidtothem.Thisshallbeaccomplishedbytheteacherreceivingfullpayfromtheschooldepartmentandrelinquishingalljurydutypaytotheschooldepartment.

8.4 Absence Without Pay

In case of absencewithout pay, a deduction shall bemade ononehundredeighty-three(1/183)oftheannualgrosssalaryofthe

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absenteeforeachschooldayofabsence.

8.5 Sabbatical Leave

Aftercompletionofat leastsix(6)yearsof teachingserviceintheCityofEastProvidencePublicSchools,aregularlyemployedteachermay,uponrequest,andapprovedbytheSuperintendent,begrantedone(1)yearleaveofabsencetopursueafulltimeprogramofadvancedstudyatarecognizedcollegeoruniversityatone-half(1/2)ofthesalarythathe/shewouldnormallyreceiveincludingthecurrentincrement.Ateacherwithten(10)yearsofserviceinEastProvidence,whengrantedsabbaticalleave,willreceivetwo-thirds(2/3)ofthesalaryhe/shewouldnormallyreceiveincludingthecurrentincrement.Ateachermaybegrantedpermissionforone-half(1/2)yearleaveofabsenceunderthesameconditionsatone-quarter(1/4)ofhis/herannualsalary.RequestsforsabbaticalleavesshallbefiledwiththeSuperintendentnolaterthanOctober1stof theyearprecedingsuch leave. Sabbatical leavescanbeapproved only if the requested leave relates to advancedworkbeingdone in thedisciplineareaof the teacher requestingsaidleaveorinalliedareasthatmayenhancetheteacher’seducationalcareer.Forthepurposeofplacementonthesalaryscheduleonlythisleaveofabsencewouldbeconsideredayearorahalf(1/2)year of teacher service. The teacher shall agree to return toemployment in theEastProvidenceSchoolSystem for the fullyear following the expiration of the sabbatical leave. For thispurpose a signedagreement shall beused. Life Insurance andhealthcarecoverageshallbecontinuedforteachersonsabbaticalleave.Teachersapprovedforasabbaticalleavewillbenotified

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byFebruary1stoftheirapprovalforthefollowingschoolyear.ThePresidentof theAssociationshallberelievedofallhis/hernon-teaching duties to take care of Association business. Inaddition, thePresident shall be provided the equivalent of two(2) full days perweek at no loss in salary or benefits and theAssociation agrees to payone-half (1/2) of the cost. MeaningthattheSchoolDepartmentpaysforonedayandtheAssociationpaysforoneday.

8.6 Legal Proceedings

In cases inwhich teachers are compelled, or requested by theSchool Department to appear before a court or grand jury totestify on behalf of the school department in which they areneither the petitioner nor the defendant, they shall be paid thedifferencebetweenthewitnessfeeandthenormalsalaryfortheperiod of absence. This shall be accomplished by the teacherreceivingfullpayfromtheSchoolDepartmentandrelinquishingall witness fees to the School Department. Teachers shall begrantedatemporaryleaveofabsencewithfullpayforthetimenecessaryforsuchappearancesinlegalproceedings.

8.7 Personal Leave

8.7.1 Eachmemberoftheprofessionalstaffshallbeallowedtwo (2) days of absence each school year for personal reasonswithout loss of pay. Such leave shall not be allowed the dayprecedingor theday followingaholidayorvacationperiodor

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duringthelast two(2)weeksofschoolnorshallsuchleavebeallowedby theSuperintendentofSchools if said leavewere tocauseschool(s)tobeshutdown.However,apersonaldaymaybetakenthedayprecedingorthedayfollowingaholidayorvacationperiod or during the last two (2) weeks for personal businesswhich cannotbe conducted at anyother time. In applying forpersonal leave on the day preceding or the day following aholiday or vacation period or during the last two (2)weeks ofschool,theteachermuststatethenatureofthepersonalbusinesstobeconductedonthatday.Thisexceptionwillincludetherightofteacherstoattendgraduationofmembersoftheirimmediatefamily.

8.7.2 Members of the bargaining unitwho do not use anypersonal days shall be compensated at forty-four dollars andeighty-five cents ($44.85); on 11/1/14 the per diem rate shallincreasetoforty-fivedollarsandfifty-twocents($45.52)aday;on11/1/15plusCPI;on11/1/16plusCPI.Thispaymentwouldreplaceconsiderationatretirement.

8.8 Military Leave

Should a teacher be called for military reserve on dates notchosenbyhim/herduringtheschoolyear,he/sheshallbegranteduptotwo(2)weeksleaveofabsence.He/sheshallbepaidthedifferencebetweenhis/herteachingsalaryandthebasemilitarypay received by him/her for such service performed on schooldays,providedthatthebasemilitarypayislessthantheteachingpayforthedaysinquestion.

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8.9 Jewish Holidays

MembersoftheJewishFaithmayabsentthemselvesfromschoolon Rosh Hashanah and Yom Kippur for the number of daysrequiredforpurposesofreligiousobservanceatnolossofpay.

8.10 Professional Leave

Teachers,mayuponapprovaloftheSuperintendent,begrantedthe opportunities for professional visitation, attendance atworkshops,in-servicecourses,conferences,orotherprofessionalgrowthactivities.

8.10.1 The School Committee agrees to establish a pool ofprofessionalleavedaysperschoolinaccordancewiththesizeoftheschool.Teachersshallbegrantedtwo(2)professionalleavedaysperyearforeveryten(10)teachersoraportionthereofintheschooloftheirassignment. Thedeterminationoftheparticularteacher(s) takingadvantageof thisopportunityonanequitableand rotatingbasis shall bemadeby theAssociation’sBuildingRepresentative and the School Principal. Professional leaveshall bedefined as attendance at conferencesorworkshops, oranyotherprofessionalmeetingssponsoredbyanaffiliateoftheprofessionalorganizationdirectlyrelatedtoone’ssubjectmatter.The teacher must submit a written notice signed by both theAssociation’sBuildingRepresentativeand theSchoolPrincipalto theDirectorofHumanResources in advanceof such leave.Exceptinexigentcircumstances,afourteen(14)daynoticeshallbe given.

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8.10.1a Professional Leave Fund

TheSchoolCommitteeagreestoestablishafundforthepurposesoffundingteachersfortravel,registration,orothercostsincurredas a result of attending professional conferences for pool daysonly. Said fund will be administered in a fair and impartialmanner.Fivehundreddollars($500.00)permonthforten(10)months, up tofifty dollars ($50.00) per teacherwill be fundedbytheSchoolCommittee.Moniesnotusedinanygivenmonthmaybecarriedoverinthesucceedingmonth.AnAnnualReportofsaidmoniesshallbemadetothePresidentofEastProvidenceEducation Association.

8.10.1b Procedures

1. The teacher will apply for professional leave daysthroughtheHumanResourcesDepartment.Atthetimeofapplication for professional leave days, the teacher mustrequestreimbursement. Thesameprofessionalleaveformshouldbeusedandcontinuestobeavailableinallbuildings.

2. The teacher will receive a copy, approved by theSuperintendent of Schools, or his/her designee of theprofessionalleaveformfromtheHumanResourcesOffice,alongwithinstructionsforthereimbursementprocedures.

3.Afterattendanceattheconference,theteacherwillsubmitto theBusinessOffice receiptsand/orcanceledchecks forpaymentofconferencefees.

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4. Receipts and/or canceled checks must be in theBusinessOfficenotlaterthanthefifteenth(15th)dayofthemonthfollowingtheconference.

5. For each calendar month, the Business Office willestablishafileforallsubmittedreceipts.

6. Pursuant to theContract, themonthly allocationwillbe divided equally among those who have completed theaboveprocess.Innocase,willateacherreceivemorethanfifty dollars ($50.00), ormore than the actual cost of theconference fees.

8.10.1c The School Committee agrees to establish a pool ofeight (8) professional leavedays forAssociationbusiness.Thedeterminationoftheparticularteacher(s)takingadvantageofthisopportunityonanequitableandrotatingbasisshallbemadebytheAssociationPresident and theSuperintendent. The teachermust submit a written notice signed by both the AssociationPresidentandtheSchoolPrincipaltotheAssistantSuperintendentforHumanResourcesinadvanceofsuchleave.TheAssociationagreestopayforthesubstitute.

8.11 Adoption Leave

Membersofthebargainingunitwhoadoptaminorchildduringtheschoolyearshallbegrantedaleaveofabsenceinaccordancewithstateandfederallaw.

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8.12 Leave Without Pay

Allrequestsforleavewithoutpaywillbeappliedfor,andgrantedordenied,inwriting.Allleavesofabsenceinthissection,exceptfor those requested pursuant to theFamily andMedicalLeaveAct,willbefornolessandnomorethanone(1)yearatatimewhenrequestedpriortothebeginningofaschoolyear.Leavesrequestedaftertheschoolyearstarts,exceptforthoserequestedpursuant to the Family andMedical LeaveActwill be for theremainderoftheyear.StartinginSeptember2000,seniorityshallnotaccrueonfull-yearleaveswithoutpay.Requestsmaybemadeforthefollowing:

8.12.1 Peace Corps and Vista

Peace Corps and Vista leave will be granted, without pay, toanyteacherwhoenlistsforaperiodnottoexceedtwo(2)years.Upon return from such leaves, a teacherwill be placed on thesalaryscheduleatthelevelhe/shewouldhaveachievedhadhe/sheremainedactivelyemployedinthesystemduringtheperiodofhis/herabsence. PeaceCorpsandVista leave is forone (1)yearata timeand the teachermust renewhis/her leavefor theadditionalyear.

8.12.2 Sick Leave

A leave of up to one (1) year, without pay or increment, willbe granted for the purpose of caring for a sickmember of the

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teacher’simmediatefamilyandsuchleavemaybeextendedforone (1) year. A teacherwho is granted a leaveof absence forthispurposeshallbeaffordedtheopportunitytocontinueinthegrouphealthinsuranceplanbypayingthefullcostofpremiumsmonthly,inadvance,andmaycontinuelifeinsuranceinforcebypayingthefullcostofpremiumsmonthlyinadvance.

8.12.3 Extended Personal Illness

Anyteacherwhosepersonalillnessextendsbeyondaccumulatedsick leavewillbegranteda leaveofabsencefor theremainderof theyearwithoutpayor incrementandsuch leaveshouldbeaccompaniedbyastatementfromaregularlylicensedphysicianthatsuchleaveisnecessary. Uponrequest, itshallberenewedforanadditionalone(1)year. Uponreturnfromsuch leave,ateacher will be assigned to the same position following one(1)year’s leaveofabsence. Teachers returning from leavesofabsenceinexcessofone(1)yearshallreturntothesameposition,if available, or if not, a substantially equivalent position. Ateacher shallhave health insuranceasdefined inArticleVandlifeinsurancecoveragecontinuedwhileonleave.

8.12.4 Public Office

Regularlyappointedteacherswhohavecompletedthree(3)yearscontinuedserviceshallbegrantedaleaveofabsenceofuptoone(1)yearwithoutpayorincrementinordertorunforpublicoffice.Suchleaveshallbeextendedforone(1)year.

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8.12.5 Parental Leave

Parentalleaveisdesignedforteacherstocareforfamilymembersand isnotmeantasamechanism topursueotheremployment.Parentalleavewithoutpayshallbegrantedtoemployeesfortheremainder of the year upon application to the Superintendent.Upon request, it shall be renewed for up to two (2) additionalyears.Returningemployeesshallberestoredtothepositiontheyheldatthetimesuchleavecommenced,followingone(1)year’sleaveofabsence.Teachersreturningfromleavesofabsenceinexcessofone(1)yearshallreturntothesamepositionifavailable,or ifnot,asubstantiallyequivalentposition. Allemployeesonparentalleaveshallbeaffordedtheopportunitytopayfortheircomprehensive medical coverage, as defined inArticle V andgroup life insurance at the current group rate applicable to allotheremployees.

8.12.6 Extended Personal Leave

Extended personal leave, without pay, shall be granted toteachers who have completed six (6) years of service in EastProvidencefortheremainderoftheyearuponapplicationtotheSuperintendent.Uponrequest,itshallberenewedforuptotwo(2)additionalyears.Returningemployeesshallberestoredtothepositiontheyheldatthetimesuchleavecommenced,followingone(1)year’sleaveofabsence.Teachersreturningfromleavesof absence in excess of one (1) year shall return to the samepositionifavailable,orifnot,asubstantiallyequivalentposition.

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Allemployeesonextendedpersonalleaveshallbeaffordedtheopportunitytopayfortheircomprehensivemedicalcoverage,asdefinedinArticleVandgrouplifeinsuranceatthecurrentgrouprateapplicabletoallotheremployees.

8.13 Return From Leaves

All teachers on leave under this Contract shall notify theSuperintendentofSchoolsinwritingnolaterthanFebruary1stthattheyintendtoreturntotheirpositioninSeptember.FailuretodosowouldresultintheforfeitureoftheirrightsasoutlinedintheapplicablesectionofthisContract.

8.13.1 Teachers returning fromunpaid leavewho notify theSuperintendentoftheirreturnbyFebruary1stwillbereinstatedto the Health Plan, if eligible, for the summer months. SaidteacherswhodonotinfactreturninSeptemberwillbeobligatedtoreimbursetheSchoolDepartmentforthecostoftheirsummerhealthcoverage.

8.14 Other Educational Leave

OtherEducationalLeave takenpursuant toSchoolDepartmentrepresentationmayexceedtheleaverestrictionsofthisagreementwiththewrittenapprovaloftheSuperintendent. Saidapprovalshallnotbeunreasonablydeniedandshallbeappliedequitably.

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ARTICLE IXWORKING CONDITIONS

9.1 Length of School Year

9.1.1 TheworkyearofteacherswillbeginnoearlierthanthefirstTuesdayafterLaborDayandshallterminatenotlaterthanJune 30th and shall be nomore thanone hundred eighty-three(183) days for all returning teachers including the day beforeschool openswhich shall be used for the purpose of attendingfaculty anddepartmentalmeetings and forgeneral preparation.The work year for Guidance Counselors at the VocationalEducationfacilityshallbeonehundredninety-seven(197) days peryearincludingfourteen(14)days/perdiemofgrosssalary.

TheSuperintendentshallhavethediscretiontoscheduleadditionalprofessionaldevelopmentand/orcurriculumdevelopmentbeyondtheschoolyear.Saiddaysshallbevoluntary.Anyteacherwhovolunteersforsaidprofessionaldevelopmentand/orcurriculumdevelopment shall be compensated at thirty-nine dollars andforty-sixcents($39.46) perhour.

9.1.2 New teachers may be required to attend orientationmeetings prior to the opening of schools as planned by theSuperintendentofSchools.DepartmentHeadsandCoordinatorsshallalsoberequiredtobepresentontheFridaybeforeschoolopens.

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9.1.3 Guidance

AllguidancepersonnelintheMiddleSchoolswillworkattheirperdiem rate two (2)daysbeforeallother teachers report andtwo (2) days after school closes for the purpose of schedulingandreports.

AllguidancepersonnelintheSeniorHighwillworkattheirperdiemratethree(3)daysbeforeallotherteachersreportandtwo(2) days after school closes for the purpose of scheduling andreports.

NOTE: (ThesedaysmaybeshiftedaslongastheTOTALnumberofdaysdonotexceedtheabovetotals.)

TheworkyearfortheDirectorand/orCoordinatorofGuidanceshallbeinaccordancewiththepastpractice.

9.2 Length of School Day

9.2.1 Teacherswillhaveaworkdayofnotlongerthansixandthree-quarters(6¾)consecutivehoursperday.(Intheelementaryschools, the school day for teachers will be six and one-half(6 ½) hours and an average of one (1) hour and fifteen (15)minuteseveryotherweekwillbedevotedtocommonplanningtime or professional development, scheduled by the buildingadministratorinconsultationwiththefacultybeforethestartofthestudentday.)Theschedulingofcommonplanningtimeshall

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bedecidedbyeachelementaryschoolbyamajorityvoteoftheteachers. Commonplanning timemaynot beused for facultymeetings;itmaybeusedforprofessionaldevelopmentnotmorethanoncepermonth.

Theworkdaywill include ten (10)minutes before the startingtime of the student andwill end fifteen (15)minutes after thedismissaltimeofthestudent.

The startingandending times for each schoolwillbefixedbythe Superintendent in order to accommodate the student day,theteachers’dayandeconomicalbusscheduling.Noteacher’sworkdayshallcommenceearlierthan7:00a.m.

9.2.2 The Association recognizes that a teacher’sresponsibilitymaynecessitateremainingaftertheofficialclosingof the schooldayas longas is reasonable to fulfill obligationsrelatingtospecialhelpforstudents.

9.2.3 Teacherswillnotberequired tosigna latesheet thataccumulatesattendancebeyondfive(5)schooldays.

9.3 Meetings

9.3.1 Teachers agree to attend two (2) evening meetingsperschoolyearforthepurposeofparentconferences.Thefirstmeetingshouldbepreferablyattheendofthefirsttermandthesecond preferably in the third term. Said meetings shall not

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exceedtwo(2)hours.Whenateacherisassignedtoteachclassesintwo(2)ormoredifferentschools,theteacheragreestoattendmeetingsineachschool.However,thetotalmeetingtimeshallnotexceedtwo(2)hours.

9.3.2 Teachers shall not be required to attend more thanfifteen(15)afterschoolmeetingsinayear,ofwhichnomorethanthree(3)shallbescheduledinamonth,forprincipal’smeetings,or meetings called by the department chairman/coordinator,viceprincipalthroughtheprincipal,ortheCentralOfficeStaff.Teachers shallbe informedat leastfive (5)days in advanceofany after-schoolmeeting, except in cases of emergency. Saidmeetingstobeapproximatelyone(1)hourinlength.Additionalmeetings shall be held on a voluntary basis. Teacherswill beavailable for individual parent conferences at a time mutuallyestablishedbytheteacherandtheparent.

9.3.3 Professional Development

Priortotheendofeachschoolyear,thePresidentoftheAssociationwillmeetwiththeSuperintendentorhisdesigneetogetherwiththeCurriculumAdvisoryCommitteetoprovideinputinplanningforcurriculumdevelopmentandplanningwork.ThereshallbeaProfessionalDevelopmentCommitteemadeupofteachersandadministrators(3to1ratioofteacherstoadministratorswitheachofthepartiesappointingitsrespectivemembers)todevelopandplancurriculumdevelopmentandprofessionalgrowth.Includedin this training shall be information and training on site baseddecisionmaking.

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9.3.4 Superintendent’s Meetings

Teachersmayberequiredtoattendtwo(2)additionalafterschoolmeetingeachyearoftheContractcalledbytheSuperintendent.Teachers shallbe informedat leastfive (5)days in advanceofsuchafter-schoolmeeting, except incasesof emergency. Saidmeetingshallbeapproximatelyone(1)hourinlength.

9.4 Lunch Period

Teachers shall have an uninterrupted duty-free lunch period oftwenty-five(25)minutes.Teachersshalltaketheirlunchperiodeitheronoroffschoolpremisesprovided,however,teachersshallnotifytheschoolofficewhentheyleavetheschoolpremisesandwhentheyreturn.

9.5 Preparation Periods

9.5.1 Senior High School-TheteachingscheduleattheSeniorHigh School shall include a minimum of six (6) preparationperiodsperteacherperweek.

Whenever there is a departmental double preparationperiod atEastProvidenceHighSchool,theteachersshallbefreetoengageincollaborativecurriculumwork.

Middle Schools-TheteachingscheduleatMartinandRiversideshallincludeaminimumofanaverageofonepreparationperiodperteacherperday.

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9.5.1b Preparationperiodsaredefinedascumulativetime.Foreacheducationlevel,principalsmayschedulepreparationperiodsondays,attimes,andfordurationsoftheirchoicesolongastheteacherreceivedthetotalpreparationtimeeach week that thisagreementcallsfor.

9.5.2 Elementary-TheSchoolCommitteeagreestoimprovethedistributionofplanningtimeforclassroomteachersinelementaryschools.Thefifteen(15)minutesbeforeandafterschoolshallbeconsideredasprincipaltimeandnotapartofplanningtime.Thefollowingshallbeconsideredasplanningtime:

9.5.2a The timewhen Special SubjectTeachers (art,music,physical education and librarians) are conducting classes andrecess time.

9.5.2b TheSchoolCommitteeguaranteesaminimumoftwohundred twenty-five minutes of planning time per week eachcalendarweekofschoolincludingrecesstime.

9.5.2c Forthepurposeofthissection,SpecialSubjectTeachers(formerly called itinerant teachers) in the elementary schools,that is, libraryscience,music,physicaleducationandart, shallbetreatedasaseparateclassification.Theyshallbeguaranteedaminimumoftwohundredtwenty-five(225)minutesofplanningtimeperweekincludingprincipaltime.

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9.5.3 Preparation time forkindergarten teachers shallbe inaccordancewiththatlistedbelow.Itisunderstoodthatprincipaltimeshallnotbeapartofpreparationtime.TheofficialschooldayforstudentsintheelementaryschoolswillbeginasdeterminedbytheSuperintendenteachschoolyearbetween7:30a.m.and9:00a.m.

Note: All times listed in thefollowingKindergartenschedulesareonlyexamplesandnotmandatedstartingtimes.

Example of School Day in Elementary Schools

1.Assume the single session of the official school day forthestudentsintheelementaryschoolsintheEastProvidenceSchoolSystembeginat8:45A.M.andconcludesat2:45P.M.

2.Childrenshallbeallowed toenter theclassroomsat8:40A.M.forpreparatoryactivitiesunderteachersupervision.

3.Teachersshallreportfordutyinpreparationfortheschooldaynotlaterthan8:30A.M.forthemorningsession.

4.Teachersshallremainintheirclassroomsandbeavailableforstudenthelpuntil3:00P.M.

5. Physical education classes shall be held for one hundred(100)minuteseachweekinGrades1through5.

6. There shall be a recess period for students in Grades 1

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through 5 of fifteen (15) minutes which shall consist ofsupervisedactivities.

7. Kindergarten sessions shall be from 8:45A.M. to 11:15A.M.forthemorningsessionand12:15P.M.to2:45P.M.fortheafternoonsession.Studentsmayentertheirclassroomsat8:40A.M.forpreparatoryactivitiesunderteachersupervisionin the morning session and at 12:10 P.M. for preparatoryactivitiesunderteachersupervisionintheafternoonsession.

8.Kindergartenclassesshallhaveone(1)breakpersessionofsupervisedphysicalactivities.Thisbreakmaytaketheformofeithera recessperiodor aphysical educationperiod. Ineithercasetheseshallbesupervisedactivities.

9.DuringperiodofinclementweatherKindergartenchildrenshallbeallowedtoentertheirclassroomsat8:30A.Mor12nooninthecaseofafternoonsessions.

EXAMPLE OF KINDERGARTEN SCHEDULE FOR SCHOOLSWITH A.M. P.M. SESSIONS AND ONE TEACHER

8:30-8:45A.M. -PrincipalTime

8:40 -Pupilsenterclassroom

underteachersupervision

8:45-11:15 -A.M.Session

11:15-11:50 -PreparationTime

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11:50-12:15 -Lunch


undersupervisionofaide

12:15-2:45 -AfternoonSession

2:45-3:00 -PrincipalTime

NOTE: Duringafive(5)dayworkweek:

1. TeacherswillreceivetheservicesofaSpecialSubjectTeacher for twenty (20)minutes on three (3) days of theweekforeithertheA.M.orP.M.sessiononalternateweeks.

2. Pupils, both A.M. and P.M. sessions, will havesupervisedphysicaleducationeverydayoftheweek,exceptwhen the physical education Special Subject Teacher hasprovidedservicestothatparticularsession.

PreparationTime

33consecutiveminutesx5daysperweek=165minutesItinerantServices-20minutesx3days=60minutes

TotalPreparationTime=225minutes

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EXAMPLE OF SCHEDULE FORHALF-DAY KINDERGARTEN TEACHERS



underteachersupervision

8:45-11:15 -A.M.Session



NOTE:1.TeacherswillreceiveservicesofSpecialSubjectTeachersforfifty(50)minutesperweek.

2.PreparationTime:

a.15minutesx5daysperweek=75minutesb. other preparation time (Special Subject Teachers) perweek=50minutes

TotalPreparationTime=125minutes

(TheaboveprovisionswouldgointoeffectinSeptember1983.)

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EXAMPLE OF SCHEDULE FOR KINDERGARTEN TEACHERS WITH TWO SCHOOLS



Underteachersupervision

8:45-11:15 -A.M.Session

11:15-11:40 -Lunch

11:40-12:00 -TravelTime



Undersupervisionofaide

12:15-2:45 -AfternoonSession


NOTE:

1.TeacherswillreceivetheservicesofaSpecialSubjectTeacherfortwenty(20)minutesthree(3)timesaweekforbothsessions.

2.Theseservicescombinedwiththoseofsupervisoryaideswillprovide a minimum of thirty-five (35) consecutive minutes ofpreparationtimeonfour(4)differentdaysofthecalendarweek.

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3.PreparationTime

a.35consecutiveminutesx4daysperweek =140minutes

b.Otherpreparationtime(SpecialSubjectTeachers&aides)perweek =85minutes

c.12:00-12:10P.M.-10minutesx5days =50minutes

TotalPreparationTime =275minutes

4.TravelTime-20minutesx5days =100minutes

Total =375minutes

(TheaboveprovisionswouldgointoeffectinSeptemberof1983.)

9.5.4 Elementary teachers shallbe released immediatelyormayvoluntarilyremainuponarrivalofSpecialSubjectTeachersin physical education, art, music and library science. TheCommitteerecognizestheimportanceofSpecialSubjectTeachersin the elementary grades, includingKindergarten classes. TheCommitteeagreestoprovideasmanySpecialSubjectTeachersas necessary to ensure that the Special Subject Teachers visiteveryclassroom.SubstitutesshallbeprovidedforabsentSpecialSubjectTeachers.

9.5.5 Collaborating teachers shall have their preparationperiodsscheduledatthesametimewheneverpossible.

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9.6 Subject Areas and Preparations

Secondary teachers will not be required to teach more thantwo (2)different subject areasnormore than four (4)differentpreparationswithinagivenschoolday.Itfurtherintendstomakeeveryefforttoprovidesecondaryteacherswithscheduleswhichwillnotrequirethemtoteachmorethantwo(2)differentsubjectareasnormorethanthree(3)differentpreparationsinagivendaywiththeexceptionofSpecialEducation,ResourceorBilingual/ESLteachers.

9.7 Relief From Non-Teaching Tasks

A committee will be established to study the lunchroom,homeroomandcorridorduties.

TheCommittee and theAssociation accept as a goal themostobjectiveutilizationofteachertime.Tothisend,theyagreeasfollows:

9.7.1 Except fornurse-teachers, special education teachers,physicaleducationteachersandotherpersonnelwithprofessionalresponsibilitiesdirectlyrelatedtohealthservices,teachersshallnotberequiredtoassistintheadministrationthereof.

9.7.2 Except in cases of emergency, teachers shall not berequired to perform the following non-professional duties.However,theywillretaintheresponsibilityinanon-callcapacity.

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9.7.2a Supervisionofplaygroundsandlunchrooms(appliestoelementaryteachersonly).

9.7.2b Calculationofmonthlyandyear-endattendancereports(teachersK-12).

9.8 Detention

Teachers agree to handle the detention of students committingoffenseswithintheirownclasses.TeachersshallnotberequiredtosupervisedetentioninclasseswhichareheldforviolatorsofSchoolCommitteePolicy.

9.9 Substitute Policy

The School Committee shall make every effort to providesubstitutesforabsentteachers.

In thecase thatsubstitutescannotbeobtainedat thesecondarylevel and teachers are assigned to cover the class of an absentcolleague,theyshallbecompensatedasfollows:

Teachers assigned to cover during preparation periods shall becompensatedat thirty-eightdollarsandthirty-threecents($38.33) percoverage.

Teachersassignedtocoverduringanyothernon-teachingperiod,includingtutorialinstruction,shallbecompensatedattherateofthirty-sixdollarsandsevencents($36.07)foreachcoverafterten(10)covers.

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In the case of an absent elementary classroom teacher andno substitute is provided, students may be assigned to otherclassroomteachers.Onehundredforty-sixdollarsandfifty-fivecents($146.55) shallbedividedequallyamongtheteachersafter three (3) such coverages. Assignments of students shallbeonanequitablebasis.Itisunderstoodthattheintentofthislanguageistoapplyonlyinthecaseofanabsentelementary,self-containedclassroomteacher.

Anyteacherwhoassumestheclassofanabsentcolleagueonaregularandcontinuingbasisshallbecompensatedatfiftydollarsand seventy-three cents ($50.73) per class afterfive (5) schooldaysretroactivetothefirstday.

9.10 Class Size

The East Providence School Committee agrees with the EastProvidence EducationAssociation that a class size of twenty-eight(28)pupils,(exceptintheelementaryschoolswherethelimitwillbetwenty-five(25),shallbethemaximum.InthisregardtheCommitteeshallkeeptheclasssizeaslowasisadministrativelypossible within the limits of the physical plant, the budgetrequirementsandtheeducationalpolicyprioritiesestablishedbytheCommitteeinallocatingitsresources.

CaseloadsforOccupationalTherapists,PhysicalTherapistsandSpeechPathologistsshallremainconsistentwithstatemaximums.ThemaximumstudentpopulationservedbySocialWorkersandPsychologistsshallnotexceedstatemaximums.

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9.10.1 Class Size Exception

1.CompensationforclassroomsandStudentsovertheclasssize limits:

Secondary – Teachers whose instructional classes, with theexception of physical education, chorus and band, exceedcontractual limits of twenty-eight (28) students shall becompensated at the rate of two dollars and twenty-five cents($2.25)perday,perclass,perstudent.

Elementary – Teachers would be compensated at the rate oftwenty dollars and twenty-nine cents ($20.29) for the entiredaydependingonthetimetheteacheractuallyspendswiththestudent(s).ThiswouldbedividedamongsttheregularandSpecialSubjectTeachers,(formerlycalledItinerants),ofthetwenty-sixth(26th)student.Inclusionthroughmainstreamingofspecialneedsstudentsinaclasstobringthetotalnumberofstudentsabove25willbecalculatedfortheactualclassperiodortimethetwenty-sixth(26th) studentisplacedintheclass.

2.HighSchoolPhysicalEducationclasses

Adesirableclasssizeofthirty-two(32)studentsperteacherbeestablishedwithamaximumofthirty-five(35)wherenecessary.Ateacherstudentrationof1:35willbethemaximumnumberofstudentsinaparticularperiod.Ifateacherwishestovoluntarilyexceed the limitof thirty-fivestudents, the teacherwillstate inwritinghis/herdesire todoso. Suchastatementshallbenon-bindinginfutureclasses.

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3.CollaborativeClasses

Withtheagreementoftheadministrationandtheteacher,teachersmay exceed twenty-eight (28) students without additionalcompensation.Theteacherwillstateinwritinghis/herdesiretodoso.Suchastatementshallbenon-bindingforfutureclasses.

4. Homeroom

ElementaryandMiddleSchool–Homerooms shallnotexceedclasslimitssetforthin9.10and9.10.1above.

9.11 Special Education

9.11.1 Whenever it isdecidedby themultidisciplinary teamthatastudentinaspecialeducationclassshouldbetransferredtoaregularclass,aconferenceshallbeheldattheearliestpossibleday(wheneverpossiblethisshalltakeplacepriortothestudent’sassignment) with the regular classroom teacher and all otherresourcepersonnelpresent.

9.11.2 Resource teachers shall beguaranteed aminimumoftwo(2)hoursperweekfor testing. Thiswillbe inaddition toguaranteedpreparationtime.

9.11.3 TheCommitteeagreestoprovidesubstitutesforspecialeducationaideswhentheyareabsent.

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9.11.4. Classroom teachers who are required by theadministration to attend IEP conferences which are scheduledduring his/her class teaching time shall be relieved of his/herdutiesforthetimehe/sheparticipatesintheconference.

9.12 Assignment of Classes

9.12.1 EachteacherintheEastProvidenceSchoolSystemwillbeprovidedaclass liston theopeningdayofschool (foreachclassinthesecondaryschools)andwillbenotified,inwriting,ofanychangemadeinthestudents’schedulethereafter.

9.12.2 The Committee agrees to encourage principals tomakeas equitabledistributionaspossibleof class assignmentsaccordingtoability.

9.12.3 Atthesecondarylevel,eachteacherwillreceiveacopyofhis/hertentativesubjectpreparationsforthenextschoolyearbyJuly15th.Eachteacherwillreceiveacopyofhis/herteachingschedule byAugust 15th. Included in the schedule will be thespecific courses and levels, unless an unforeseen event occurswhichmakes this impossible. Additionally, teachers shouldbeinformedofthemember(s)oftheirpotentialteachingteam.

9.12.4 Before class assignments are made for pupils in theelementaryschoolsforthenextschoolyear, teachersshouldbeincludedinthedecision-makingprocess.

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9.12.5 Special Subject Teachers (formerly called Itinerants)shall not be required to teach in more than two (2) differentbuildingsperday.

Secondary teachers shallnotbe required to teach inmore thanthree(3)differentclassroomsperday.

9.13 Teaching Facilities

9.13.1 Eachschoolshallhavesufficientspaceforthestorageofinstructionalmaterialsandsupplies.

9.13.2 Each school shall have well-lighted, well-ventilatedandcleanfacultyrestroomswithchairsandtables.Workroomswithadequatechairsandtableswillbeprovidedineachschoolwherespacepermits. Thesefacultyareasshallnotbeusedforinstruction butwill be available at all times during the regularschooldayforallteachers’use.Eachschoolshallhaveaclean,fullyequipped,well-ventilatedlavatorywhichinsuresprivacyforteachers.

9.13.3 Each classroom shall bewell lighted,well ventilatedandwellheated.

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9.14 Field Trips

TheCommittee and theAssociation recognize the significanceof field trips for students of all grades. The Committee willmake every effort within budget limitations to provide fundsforthesolepurposeofprovidingstudents(K-12)withfieldtripopportunitiesinaccordancewiththeguidelinesdevelopedbytheSchoolDepartment.

9.15 Communications

9.15.1 TheCommitteeshallpermittheAssociationtousetheregularmail run forbusinessof theEastProvidenceEducationAssociation.

9.15.2 Theschoolphonemaybeusedforemergencyreasons.

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MEMORANDUM OF AGREEMENT BETWEEN THE EAST PROVIDENCE EDUCATION

ASSOCIATION/NEARI/NEA AND THE EAST PROVIDENCE SCHOOL COMMITTEE

This Agreement is made and entered into on this28th day of October, 2013, by the East Providence EducationAssociation(EPEA),andtheEastProvidenceSchoolCommittee.

The parties agree to the following changes to theeducatorevaluationsystemunderSection9.16oftheCollectiveBargainingAgreement:

9.16 EDUCATOR EVALUATION

9.16.1Theeducator’sevaluationinEastProvidencewillbethefull implementation of theRIDERhode IslandModelTeacherEvaluation and Support System and the RIDE Rhode IslandSupportPersonnelEvaluationSystem.TheSchoolCommitteewill abide by the Rules and Regulations of the Rhode IslandBoard of Education, including the Basic Education ProgramRegulations.Allmonitoringorobservationsoftheperformanceof an educator will be conducted openly, and with the fullknowledgeoftheeducator.Allrelevantpolicieswillbeclearlydetailedandwidelydisseminated.

*This is an update and not part of the ratified agreement: Any language in the MOA on evaluations in conflict with RIGL §16-12-11 is superseded by the statute.

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9.16.2Anyalterationto theEastProvidenceimplementationoftheRIDEmodelwillbemutuallyagreeduponunlessmandatedby RIDE.

9.16.3 A District Evaluation Committee shall be formedconsistingoffifteen(15)members.Seven(7)membersandone(1)alternateshallbeappointedbytheSuperintendentandeight(8)membersandone(1)alternateshallbeappointedbytheEPEAPresident.TheCommittee’schargeshallbetooverseeandassessthe implementation of educator evaluation and ensure that thesystem isvalidandeffective.At theconclusionofeachschoolyear,theDistrictEvaluationCommitteewillreviewtheprocessandmakerecommendationstotheSuperintendent.EachmemberoftheDistrictEvaluationCommitteemustbetrainedintheRIDEevaluationsystem.

9.16.4(A)Theeducator’sprimaryandcomplementaryevaluatorwillbedeterminedanddisseminatedpriortothebeginningoftheyearconference.Aformal,announcedobservationwillbedefinedas follows: at the elementary level a lesson, at the secondarylevel,amiddleschoolperiodortheequivalentatthehighschool.Thetimemaybereducedifallelementsoftherubrichavebeenobserved. Anysecondaryinformal,unannouncedobservations(dependentoneducator’spriorrating)willbenolessthanthirty(30)minutes.Formal,announcedobservationswillbeconductedby the Department Head, Coordinator, or Administrator. Incaseswhereaneducator is required tohaveoneobservation,acollaborativeprocesswilloccurinwhichtheDepartmentChair

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and Administrator or the Coordinator and Administrator willmeet and decide to conduct the observation independently orcollaboratively.Incaseswherethereareatleasttwoevaluations,theDepartmentChair orCoordinatorwill complete one of thetwoevaluationsindependentlyorwiththebuildingadministrator.

For those educators ratedDeveloping, as determinedbytheprioryear’sevaluation,newhires,andeducatorswhoarerenewingcertificationorlifetimecertification,thefollowingwillapply:DepartmentChairsorCoordinatorswillcompletetwo(2)of at least three (3) observations for aminimumof thirty (30)minutes each independently orwith the building administrator.Oneobservationwillbeannounced,andtwo(2)observationswillbeunannounced.AnnouncedobservationswillbeconductedbytheDepartmentChair,Coordinatorand/orAdministrator.

For those educators rated Ineffective, as determinedby the prior year’s evaluation, all four observations shall beconductedbytwo(2)evaluators.Aminimumofoneevaluationwill be conducted by at least one evaluator from outside theeducator’sbuilding.

Prior to all submissions of ratings into EPSS , theDepartmentChair,CoordinatororSuperintendent’sdesigneewillconsultwiththeprimaryevaluator.

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(B) Under normal circumstances, the beginning of theyear evaluationmeetingwill be held beforeOctober 1st or bymid-October (end of secondweek). Themid-year conferencewillbeheldbyJanuary31st,andtheendoftheyearconferencewilloccurpriortotheendofthefirstweekinJune.Allmeetingswill be held within the school day unless mutually agreeable.Educatorswillbenotifiedtwenty-four(24)hoursinadvanceofevaluationmeetings.

(C) An announced observation will be defined as anobservationwheretheeducatorisinformedataminimumoffive(5)schooldaysinadvancethathis/herevaluatorwillbeobservinghim/her. The educatorwill be informed of the date, time andperiod, if appropriate, of theobservation. Noobservationwillbe conducted on theFriday before or theMonday following aholiday/vacationperiod, or during the administrationof a statemandatedassessment,unlessmutuallyagreeable.

(D) No teacher will be observed for evaluation purposesexcept by a District-approved evaluator who is trained in theRIDEevaluationsystem.

(E) Normally, theevaluationprocessshallproceedforalleducatorsatthesamepace.Ayearlycalendarwillbebargainedby the EPEA and Superintendent of Schools, or her designee,to ensure that observations and conferences take place in atimelymanner andmove in such away as to allow educatorstogrowprofessionallyastheyimprovetheircraft.Reasonable

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exceptions shall be determined by theAdministrator and willincludeteachersonleave,andnewmid-yearhires.

(F) Any educator in danger of receiving less than anEffective evaluation rating in the area of Professional Practiceshallbenotifiednotlaterthanthemid-yearconference,andshallhavetherighttorequestadifferentevaluator.

For those teachers who are rated as either HighlyEffectiveorEffective(witha3or4on thecombinedPractice/FoundationsScore,asdeterminedbytheprioryear’sevaluation)willreceiveoneannouncedobservationandiftheobservationisinconsistentwiththeprioryear’sscores,mayrequestadditionalobservations.

(G) The Educator Performance Support System onlinemodule will remain confidential within the East ProvidenceSchoolDistrict,exceptwheremandatedbyRIDE.

(H) Upon the request of the teacher, the evaluator andteacher will meet after each classroom observation. Writtenfeedback is required within five (5) school days after eachobservation.

(I) The Teacher Support Plan shall be consistent withtheRIDEmodel. Educators receivingafinalevaluation ratingof Ineffective or Developing will be placed on a performanceimprovement plan. The primary evaluator and educator shall

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meettodiscussareasofperformancetobeaddressedintheplanwhich are aligned to the components of the evaluation rubricfound to be in need of improvement. The primary evaluatorandeducatorwillmutuallydevelop the improvementplan.TheDepartmentChair,CoordinatororSuperintendent’sdesigneemaybeincludedinthedevelopmentoftheplanattheeducator’sand/orprimaryevaluator’srequest.

9.16.6 Evaluation Components

1. Professional Growth Goals

(A) Theeducatorwillpresenthis/herprofessionalgrowthplan(1goal)atthebeginningoftheyearevaluationconference.The Administrator will respond to the educator’s proposedProfessionalGrowthPlanwithinfive(5)schooldays,approvingtheplanorcitingneedforrevisions.

(B) An educator’s professional growth plan will bedeterminedeitheraspartofadistrictwideeffort,schoolbuildingwide effort, department effort, grade level effort, discipline/contenteffortoronanindividualbasis.

(C) Theestablishmentofallprofessionalgrowthplansshallbemutually agreeable between the educator and the evaluator.The educatormust show evidence ofmeeting the professionalgrowthplanthroughEPSSorattheendoftheyearconference.

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2. Student Learning Objectives

(A) Theeducatorwillpresentaminimumoftwo(2)StudentLearning or StudentOutcomeObjectives by a yearlymutuallyagreed upon date established and bargained by EPEA and theSuperintendentofSchools,orherdesignee.TheAdministratorwill respond to the educator’s proposed Student Learning orStudentOutcomeObjectiveswithinfive(5)schooldays.

(B) An educator’s Student Learning Objectives will bedeterminedaseitherpartofadistrict-wideorschool-wideeffort,departmenteffort,gradeleveleffort,discipline/contentareaeffortoronanindividualbasis.FinaldeterminationwillbemadebytheAdministratorincharge,inconsultationwiththeeducator.

3. Appeals

(A) There shall be an evaluation Appeals Panel (EAP),comprised of three (3) members. One (1) member shall beappointedbytheSuperintendentofSchools,andone(1)membershall be appointed by theEPEAPresident. The thirdmembershall be selected from a rotating list of educators includingteachersandadministrators,mutuallyagreeduponbytheEPEAPresidentandSuperintendent,andtrainedintheRIDEevaluationsystem.

(B) AnyeducatormayappealtheassignedevaluatortotheDistrict EvaluationCommittee based on legitimate educationalconcerns.

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(C) TheEAP’scharge shallbe tohear appeals andassistinresolutionofmattersofdisputeconcerningtheestablishmentof Professional Foundations, Professional Practice, StudentLearning Objectives, Professional Growth Goals, and finalevaluationratings.

(D) AllappealsshallbesubmittedtotheEvaluationAppealsPanelviatheOfficeoftheSuperintendentwithinfive(5)schooldaysofreceiptoftherelateddocumentbytheeducatorandafteranattempttoresolvethematterofdisputewiththeadministrativeevaluator.AllsuchattemptsshallbedocumentedinwritingbybothpartiesandsubmittedtotheEAP.

(E) TheEAPshallheartheappeal,priortoEPSSclosing,andwithinten(10)businessdaysofreceiptoftheappeal.TheEAPshallrespondinwritingwithinten(10)businessdaysofthehearing.

(F) Nothing herein shall limit the right of any educatorto file a grievance concerning the process that leads to his/herevaluationrating.

EPEAPresident

EPEA President

Superintendent

School Committee

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9.17 Teacher Files

All teacher files kept by the School Department shall bemaintainedunderthefollowingconditions:

9.17.1 No anonymous letter or materials shall be placed in ateacher’sfile.

9.17.2Allmaterialsplacedintheteacher’spermanentfileshallbe available to the teacher at his/her request for inspection.TeachersdesiringtoinspecttheirfilesshallmakeanappointmentwiththesecretaryintheHumanResourcesOffice.Uponrequestto theSuperintendent, immediateaccess to teacherfileswillbeavailable to theAssociationPresidentwithwritten approval oftheindividualteacher.

9.17.3 Materials originating within and without the SchoolDepartment and which are derogatory to a teacher’s conduct,service,character,orpersonalityshallnotbeplacedinateacher’sfile unless the teacher has had an opportunity to read suchmaterial. The teacher shall acknowledge that he/she has readsuchmaterialbyaffixinghis/hersignatureontheactualcopytobefiled.Suchsignaturedoesnotnecessarilyindicateagreementwiththecontentofsuchmaterial.

9.17.4The teachershallhave theright toansweranymaterialsfiled,andhis/heranswershallbereviewedbytheSuperintendentorhis/herdesigneeandattachedtothefilecopy.

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9.17.5Anywrittencomplaints regardinga teachermade to theadministrationbyanyparent,studentorotherpersonwillbecalledtotheattentionoftheteacherbytheSuperintendentofSchoolsorhis/hercentralofficestaffifthematerialsaretobemadeapartoftheteacher’sfilewhensuchareplacedinthefile,butnolaterthanfifteen(15)workingdaysafterreceiptofsuchmaterials.Theteacherwillhavetheopportunitytorespondtosuchcomplaints.Ifarecordofthecomplaintisfiledintheteacher’srecord,his/herresponsewillalsobefiledintherecord.Theteachershallhavetherighttoduplicateanysuchmaterialfiled.

9.17.6 All references and information originating outside theSchoolDepartmentonthebasisofconfidentialityandinformationobtainedwithintheSchoolSystemintheprocessofevaluatingtheteacherforemploymentshallnotbesubjecttothisAgreementandtherefore,shallnotbeavailableforinspectionbytheteacher.

9.17.7 Teachers shall notify theAdministration of changes ofbeneficiaries,person tonotify incaseofemergency,addresses,dependentsandtelephonenumbers.

9.17.8Teachersmayhavematerialintheirpermanentfile,withthe exception of those enumerated in 9.17.6 reproduced uponrequestoftheteacherathis/herownexpense.TheSuperintendentmaywaivethecostofcopyingdocuments.

9.17.9Allmaterialsenteredintoateacher’sfilewillbestampedand dated.

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9.18 Protection

9.18.1 Assault

9.18.2Teacherswillreportallcasesofassaultinconnectionwiththeiremployment to theSuperintendentofSchools through theprincipalverballyassoonaspossible.Awrittenreportmustbefiled by the teacher within forty-eight (48) hours after havingbeen provided the opportunity to notify the President of theAssociationwhowill inturnprovidetheteacherwithaccesstolegalcounseliftheteachersodesires.

9.18.3 When a teacher has been assaulted, the Committeewill comply with any reasonable request from the teacher forinformationinitspossessionrelatingtotheincidentofthepersoninvolved.

9.18.4Whenevera teacher isabsent fromschoolasa resultofa personal injury caused by an unprovoked assault occurringin the course of his/her employment, he/she will be paid his/her fullsalaryfor theperiodofsuchabsenceup tofifteen(15)monthsfromthedateofinjuryandnopartofsuchabsencewillbechargedtohis/herannualsickleave.

9.18.5 The School Committee shall have the right to havetheteacherexaminedbyaphysician,whoshallconsultwiththeteacher’s physician for the purpose of establishing the lengthof time during which the teacher is disabled from performinghis/her duties. In the event of dissentingmedical opinion, the

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Committee’s physician’s findings shall prevail. However, theteacher’sphysician’sopinion shall be recorded andattached tothereport.

9.18.6 When a civil action is commenced against a teacherwhile acting within the scope of his/her employment, theCommittee shall provide the services of legal counsel uponthe requestof the teacher, regardlessofanyothercoverage theteachermayhave.

9.18.7 Appropriatephysicalrestraintmaybeusedbyateacherinextraordinarycircumstancestoprotecthimself/herself,anotherteacher,and/orastudentfrompossibleinjury

9.18.9 Personal Property

9.18.10 TheCommitteewillreimburseteachersforanyclothingor other personal property (excluding automobiles) damaged,destroyed, or stolen in the course of employment, where suchdamage, theft, or destruction is of a value of twenty dollars($20.00)ormore,providedsuchdamage,destructionorthefthasnotbeencausedbytheteacher’sgrossnegligence.

The School Committee agrees to compensate teachers forthe damage to their personal automobiles caused by SchoolDepartment employees or contractors during the course ofconstructionormaintenance,orbySchoolDepartmentemployeesor studentsduring thecourseof scheduledschoolactivities, solongasthereisnonegligenceonthepartoftheteacher.

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9.18.11 Personal properties brought onto school premisesvalued in excess of five hundred dollars ($500.00) shall beapprovedinadvance,inwriting,bytheBusinessAdministrator.

9.18.12 Assoonasfeasible,butnolaterthantheexpirationofthisagreement,theSchoolDepartmentwillinstalllockerunitsorsimilarstoragedevicesinclassroomsorother teacher locationswheretheyareneededbutdonotcurrentlyexist.

9.19 Maintenance of Classroom Control and Discipline

9.19.1 The Committee and the Association agree that theadjustmentofbehavioralproblems is the joint responsibilityofteachersandadministrators.Teachersshallhavethesupportfromadministratorswhoshallgivetheteachereffectiveandconsistentsupport in each case. In an instance where the situation, intheopinionof the teacher, isof a seriousnatureandachild issent from the class, the teacher shall conferwith the Principalor Assistant Principal to provide the necessary informationconcerningtheproblem.AchildshallnotbesentfromtheclassexcepttotheareadesignatedbythePrincipal.Theteacherwillre-admit the child following a conference with the teacher, ifavailable,andoneof thefollowingparties: anadministrator,acounselor, visiting teacher, school psychologist, home visitor,parent or guardian of the child. Assuming the teacher is notpresentattheconference,theteachershallbeinformedastotheproceedingsandfactsoftheconference.

9.19.2Eachteachershall receiveannuallyasetofschoolrulesandregulations.

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9.20 Faculty Committee

9.20.1 ThePrincipalineachschoolshallinSeptemberofeachyearestablishafacultycommitteefromamonginterestedmembersoftheindividualschoolstaff.Thechairmanshallbeelectedfromamongmembers of theCommittee. The schedule ofmeetingsshallbemutuallyestablishedbythePrincipalandChairperson.Issues to be discussed shall include recommendations onfacilitiesthatmaybereferredtotheSuperintendent.Issuesthatremainunresolvedaftertwo(2)meetingsmaybereferredbytheCommitteetotheSuperintendentorhis/herdesignee.

9.20.2 ThepurposeoftheCommitteeshallbetomeetmonthlywiththePrincipaltodiscusseducationalmattersofconcerntotheteachersandthePrincipalrelatingtotherespectiveschools.

9.20.3TheCommitteeshallbeorganizedonthefollowingbasis.

9.20.3aElementaryschoolswithone(1)tonine(9)teachers-allinterestedmayserveontheCommittee.

9.20.3bElementaryschoolswithten(10)ormoreteachers-five(5)teacherselectedbythefaculty.

9.20.3cMiddleSchool-seven(7)teacherselectedbythefaculty.

9.20.3dSeniorHigh-ten(10)teacherselectedbythefaculty.

9.20.4Theseelectionsshallbeconductedannuallyasprovided

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for above.

9.20.5TheCommitteeshallmeetbeforeorafterschoolhours,andsuchmeetingsshallnotbeconsideredassatisfyingtheprovisionsofthisAgreementrelatingtorequiredmeetings.

9.20.6The Principal and theCommittee shall keep the facultyinformedregardingtheCommittee’sdeliberations.

9.20.7TheCommittee shallhave the right toparticipate in theformulationofagendaofeachmeeting,andsuchagendashallbeformulated and distributed one (1)week prior to eachmeetingwheneverpossible. TheMinutesofallmeetingsaswellas theofficialresultsofallfacultyvotesshallbepublishedassoonaspossible.

9.21 Vacancies, Promotions and Job Fair

9.21.1 Vacancies and Promotions

A certified teacher, who is a member of the East ProvidenceEducationAssociation, shall serveon all screening committeesfor all certified positions. The department head or coordinatorshall serve on all screening committees if available or anotherteacher if the department head or coordinator is not available.Thecertifiedteacherorthedepartmentheadorcoordinator,each ofwhomshouldbecertifiedinthesubjectareabeinginterviewed,shallbegivenadequatenoticeofthescheduledinterview(s).Ifno

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EastProvidenceEducationAssociationmember(s) is available,thePresidentoftheEastProvidenceEducationAssociationwillbenotified.

9.21.2 Whenever a vacancy in a professional position occurswith a salary above the basic salary scale or whenever a newpositionwithasalaryabovebasicscaleiscreatedandwhennon-classroompositionsareopen,theSuperintendentshallpublicizeitbywrittennoticetoallcertifiedpersonnel.

9.21.3 The written notice will state the last date that filedapplicationswill be accepted. Applicantswill also receive, atthe time of requesting the application form, a copy of the jobdescriptionandthesalaryforthepositionbeingadvertised.

9.21.4Vacanciesshallbefilledonthebasisofqualificationsasfollows:

1.Experienceandskillsappropriatetothevacancynotice.2.Educationaldegreesappropriatetothevacancynotice.3. Seniority

9.21.5 The Committee agrees to continue its practice of notdiscriminatingonthebasisofrace,creed,color,religion,nationalorigin,age,sex,maritalstatus,sexualorientation,ormembershipintheAssociationinmakingappointments.

9.21.6Eachapplicantshallbenotifiedinwritingofthedispositionofhis/herapplication.

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9.21.7 Transfers and Assignments

A.Anypositionwhichbecomesopenatanydate in theschoolyearandremainsopenthroughtheendoftheschoolyearwillbeofferedtobargainingunitmembersontherecalllist.Attheendoftheschoolyear,thepositionwillbevacatedandpostedfortheensuingschoolyear.

Voluntary transfers and assignments will be based upon thefollowing system from among interested candidates with thepositionbeingawardedtotheindividualwiththehighestscore.Where two or more applicants have the same score, seniorityshallbethedecidingfactor.

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MostRecentEvaluationRatingasofposting

Pts Seniority (yrs)

Pts. RelevantExp. Pts.

HighlyEffective 5 25 or more 5 3ormoreofthelast5yearsinapositionatthesamelevel

4

Effective 4 20-24 4 3ormoreoflast5years,butatadifferentlevel

3

Developing 3 15-19 3 Lessthan3yearsoflast5yearsinpositionatthesamelevelorlessthan3yearsoflast5yearsinpo-sition at different level

2

Ineffective 0 10-14 2 Noexperienceinpositioninlast5years,butsomepreviousexperience

1

1-9 1

Note1:Theabovedoesnotapplytoteacherswithafinalratingof “ineffective;” such teachers are not eligible for voluntarytransfers.

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Note2:RelevantexperiencelevelsaredefinedasHighSchool/Career&TechnicalCenter,9-12;MiddleSchool,6-8,UpperElementarySchool,3-5,LowerElementarySchool,PK-2.

Note3: Theevaluation ratingwillnotbeused for transfersandassignmentsuntilallmembersof thebargainingunitareevaluated under a fully implemented evaluation instrument,consistentwiththeRIDEmodel.

a. Not later than May 1 the official list of open positionsshallbeposted.Saidlistshallinclude,butnotbelimitedto,teacheropeningsbyeitherresignations,retirements,vacanciesoccurringasaresultofsecondyearapprovedleavesofabsenceornewpositions.

b.Notwithstandingtheabove,noteachermaychooseanoptionwhich results in thenon-renewal, termination, suspensionorlayoffofateacher.

c. It is agreed that in an elementary school the least seniorteacheratthegradelevel,oratthesecondarylevel, theleastseniorteacherinthecertificationcategoryofthepositionbeingeliminatedinabuildingshallbe thepersontobe transferredfromthebuildingshouldaninvoluntarytransferbenecessary.

9.21.8 While the Committee and theAssociation recognizethatfrequenttransfersofteachersaredisruptiveoftheeducationalprocess, they also recognize that involuntary transfers ofteachersareunavoidableandthat,inmakingassignmentsintheEast Providence School System, the interests and aspirationsof teachers must be considered. Therefore, they agree to thefollowing:

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9.21.8a Noticeofinvoluntarytransfershallbegiventoteachersnolaterthanforty-five(45)daysbeforesuchreassignment,whenpracticable.

9.21.8b No teacher shall be involuntarily transferred withoutcause.

9.21.8c It is understood that in the event of layoffs, inaccordancewithR.I.Gen.Laws §16-13-6 and related statutes,theleastseniorperson(intheareaofcertificationasperR.I.Gen.Laws§9.25.1) in the systemwillbe laidofffirst. It is furtherunderstoodthatifanyportionofthelayoffassignmentortransferprocesssetforthintheAgreementisdeemedtobenon-compliantwithRIDE’sBEPregulations,thepartieswillnegotiateingoodfaithtoachieveBEPcompliance.

Involuntarytransfersforcausemaytakeplacewithoutregardtoseniority.

9.22 Leaving the Building

Teachersmaybepermitted to leave the schoolbuildingduringtheirpreparationandunassignedperiodsuponnotificationtotheschoolprincipal.

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9.23 Professionalism

9.23.1 TheSchoolCommitteeandtheAssociationrecognizethe desirability of enhancing the image of teachers in theEastProvidenceSchoolSystem.TothisendtheCommitteeandtheAssociationagreetothefollowing:

Teachersshallmakeeveryefforttoreflectapositiveimagetothestudentsandthecommunitybytheirdress.

9.24 Job Sharing

TheSchoolCommitteewillestablishajobsharingclearinghouseforthepurposeofmatchingindividualsexpressinganinterestinthejobsharing.Teachersshallreceivenotificationoftheclearinghousealongwiththeadoptedproceduresanddeadlines.

BoththeSchoolCommitteeandtheEastProvidenceEducationAssociation agree that the School Department will benefitby establishing an efficient job sharing program for the EastProvidence School Department that supports student learning,the SchoolDepartment’s academic goals, andmeets the needsof teachers who desire to job share. Therefore, effective forthe2003/2004schoolyear,jobsharingshallbeadministeredasfollows.

a. Teachers may not request to job share until they have atleastthree(3)yearsofteachingintheEastProvidenceSchoolDepartment.

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b.TeachersdesiringtojobshareduringtheupcomingschoolyearwhoapplyinwritingtotheDirectorofHumanResourcesbefore February 1st must be considered for job sharing.TeacherswhoapplyafterFebruary1st may be considered for jobsharingifapprovalisbeneficialtotheSchoolDepartment.

c.Teachersdesiring to job sharemay submit applications toHumanResourcesatanytime.Suchapplicationswillbeheldin the Job Share Clearing House. The Director of HumanResources shall annuallybutno later thanMarch1stof eachyear,reviewthejobshareapplicationsintheClearingHouseto determine whether or not pairs of teachers’ certificationsand current positions are compatible for job sharing. ThisinformationshallbesharedwiththeEastProvidenceEducationAssociationandpublicizedto theEastProvidenceEducationAssociationmembership.

d.Shouldtheprincipalofanaffectedschoolfeelthejobshareisnotfeasible,he/sheshallreporthis/herdecisionandrationaletotheDirectorofHumanResources.TheDirectorofHumanResourcesshallconferwiththeprincipal,theteachersinvolved,andthePresidentoftheAssociationtogatherinformation.TheDirectorofHumanResourcesshallthenreferthemattertotheDeputySuperintendentorSuperintendentfordisposition,withtheDirectorofHumanResourcesrecommendation.

e. Should the principal feel the job sharing is feasible, he/sheshall,inconjunctionwiththeteachersinvolvedprepareadetailedJobSharingPlanthatwillcoverallaspectsofteaching.

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Such Plan shall be forwarded to the Director of HumanResourcesforreferraltotheSuperintendentforapproval.

f. If the Superintendent approves the Plan, he/she shallrecommendapprovaltotheSchoolCommittee.

9.24.1 Job Sharing Administration

a.Jobsharingteachersshallreceiveproratedsalary,benefits,sickdaysandpersonaldays,toincludefiftypercent(50%)ofmedical/dentalinsurancebenefitstheyqualifiedforpriortojobshare. Fulldeductionswillbemadeineachteacher’swagesforthosedeductionsrequiredbylawthatcannotbeshared.

b. Teachers who wish to terminate job sharing shall notifytheDirector ofHumanResources no later than February 1st precedingtheschoolyearinwhichtheywishtoreturntofull-timeteachingstatus.

c.When a job share is terminated, the teacherwhoheld theshared position prior to the job share shall remain in thatposition. Theotherteachershallbetreatedasthoughhe/shewereonaleaveofabsence,thatis,afteroneyearhe/sheshallreturntohis/heroriginalposition.Aftertwoyearsormore,he/sheshallhavetherighttoparticipateintheJobFair.

d.Teachersterminatingjobsharearrangementsofthreeyearsormoremaynotapplyforanotherjobsharearrangementforatleasttwo(2)consecutiveyears.

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e.BothjobsharingteachersshallbeevaluatedpursuanttotheCollectiveBargainingAgreement.

9.24.2 Job Sharing Plan

a.Thejobsharingplanworkedoutbetweenthetwoteachersandtheprincipalmustinsureacontinuityofinstructionforthestudents.Tothisend,oneplanbookwithseparatenotebooksforconsistencyoflessonplansshallbethenorm.

b.Teacherwhojobshareshallscheduleweeklymeetingsaftertheirschooldaytoplanlessonsanddiscussstudentprogress.

c. Both teachers in a job sharing arrangement shall attendteacherorientationday,staffmeetings,allparentconferences,and all mandatory meetings called by the Superintendent.Attendanceatotherrequiredmeetingsshallbesharedbetweenthetwoteacherswhoarejobsharing.Thetwoteachersshalldevelop a schedule to cover and share the contents of thesemeetingswitheachother.Bothteachersmayattendmeetingsiftheysochoose.

d.Shouldunforeseencircumstancesarise that render the jobsharingarrangementdetrimentaltothestudentsinvolved,thejobsharingarrangementshallbeterminatedimmediatelyoratadateselectedbytheSuperintendentofSchools.

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9.24.3Bothteacherswhoareapprovedtojobshareshallsignacopyoftheabovelistedjobsharerightsandresponsibilities,aswellasthejobshareplancreatedbytheteachersandtheprincipal.

9.24.4 Administration of job share arrangement entered intoduringschoolyearspriortothe2003-2004schoolyearshallbecontrolledbytheagreementsand/orpracticesinplaceatthetime.

9.25 Seniority, Layoff and Recall

Seniority is defined as continuous employment from the dateappointed by the School Committee or the date the teachercommencedworkwhicheverisearliest.Perdiemsubstituteworkshallbecountedifcontinuousfromthedateworkcommenced.StartinginSeptember2000,seniorityshallnotaccrueonfullyearleaveswithoutpay.

9.25.1 Layoffs

9.25.1a Layoffs shall first take place among the least seniorteacherintheareaofcertification.

9.25.1b Topreventalayoff,ateachermaybumptheleastseniorteacherinanyarea(s)ofcertificationheldbytheteacher.

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9.25.2 Recall

9.25.2aWhen a position becomes available, themost seniorteacher in the area of certification on the recall list shall berecalled.

9.25.2bTeachers hired prior toMarch 1 shall receive recallrights.

9.25.2c The Director of Human Resources shall notify theteacherofrecallbycertifiedmail.

The teacher shall respondwithin seven (7) days. Failure toacceptrecallwillresultinremovalfromtherecalllist.

9.25.2d Teachers will not lose recall rights if they refuse apositionwhichislesstimethantheteachingloadheldatthetimeoflayoff.

9.25.2e Teachers will not lose recall rights if they refuse apositionofshorterdurationthanheldatthetimeoflayoff.

9.25.2fLessthanfulltimeteacherswillnotloserecallrightsiftheyrefuseafulltimeposition.

9.25.2gWhenapositionbecomesavailable,itshallbepostedconsistentwithArticleIX.Transferswillbepermittedsolongasthetransferdoesnotcauselayofforpreventrecall.

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9.25.3 Lottery

If the initial seniority date is the same for two (2) or moreteachers,seniorityshallbedeterminedbydrawinglots.ThelotsshallbeadministratedbytheAssistantSuperintendentofHumanResourcesandtheAssociationPresidentwiththeteacherdrawingthelot. (Iftheteacherisnotpresent, theAssociationPresidentwilldrawthelot.)

TheinitiallotteryshallbeheldbyNovember1st orthefirstschoolday thereafter, and all subsequent lotteries on the first of eachsucceedingmonth,orthefirstschooldaythereafter.

9.25.4 Seniority List

Theofficialsenioritylistshallbemaintainedbythe Assistant Superintendent for Human Resources who shallupdate the list and furnish two (2) copies to the AssociationPresidentonDecember1st.Eachbuildingshallbeprovidedwithtwo (2) copies of the SeniorityList and one (1) copy shall beplacedinthelibrary,andtheotherinthePrincipal’soffice.

9.26 Administration’s Designated Positions (ADP)

SpecialEducationteacherswhoacceptemploymentafterJanuary1,2003,shallnotbepermittedtovoluntarilytransferforthefirstthree (3) years of employment. In addition,Administration’sDesignatedPositions shall not beposted at the JobFair.Upon

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writtenmutualagreement,theSuperintendentandtheAssociationmayagreetoexcludeotherpositionsfromthevoluntarytransferprovision.

9.27 Mentoring

Aformalmentoringprogramshallbecreatedwiththeobjectiveofprovidingamentortoeverynewteacherwhorequiresone.TheSchoolCommitteeshallappointthree(3)MentorCoordinators,one(1)forelementaryteachers,one(1)formiddleschoolteachers,andone(1)forhighschoolteachers. TheseCoordinatorsshallreceiveanannualstipendoffivehundredsixty-threedollarsandsixty-sixcents($563.66)each.Mentorteachersshallbeselectedasneededandshall receiveanannualstipendof threehundred thirty-eightdollarsandtwentycents($338.20) duringyearswhentheyserveasmentors.

ARTICLE XGRIEVANCE PROCEDURE

10.1 Purpose

Goodmoraleismaintainedasproblemsarise,bysincereeffortsofallpersonsconcerned,toworktowardconstructivesolutionsinanatmosphereofcourtesyandcooperation. Thepurposeofthisprocedureistosecure,atthelowestpossibleadministrativelevel,equitablesolutionstotheproblemswhichmay,fromtimetotime,arise.Bothpartiesagreethattheseproceedingswillbe

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keptas informalandconfidential asmaybeappropriateat anyleveloftheprocedure.

Nothinghereincontainedwillbeconstruedaslimitingtherightofanyindividualhavingagrievancetodiscussthematterinformallywith anyappropriatememberof the administrationandhavingthegrievanceadjusted,providedtheadjustmentisconsistentwiththetermsofthisAgreement.

10.2 Definitions

A “grievance” shall mean any complaint by a teacher or theAssociationthattherehasbeenaviolation,misinterpretation,orinequitableapplicationofanyoftheprovisionsofthisAgreement,exceptthattheterm“grievance”shallnotapplytoanymatterastowhich(1)themethodofreviewisprescribedbylaw,or(2)theCommitteeiswithoutauthoritytoact.

An“aggrievedperson”isthepersonorpersonsmakingtheclaim.

A“partyininterest”istheaggrievedpersonorpersonsmakingtheclaimandanypersonwhomightberequiredtotakeactionoragainstwhomactionmightbetakeninordertoresolvetheclaim.

10.3 Procedure

Since it is important that grievances be processed as rapidlyas possible, the number of days indicated at each level shouldbe considered a maximum, and every effort should be made

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toexpedite theprocess. In theeventagrievance isfiledonorafterJune1,whichcouldresultinirreparableharmtoapartyininterest, thepartiesagree tomakeagoodfaitheffort to reducethetimelimitssetforthsothatthegrievanceproceduremaybeexhaustedpriortotheendoftheschooltermorassoonthereafterasispracticable.

In the event a grievance is filed so that sufficient time asstipulatedunderall levelsof theprocedurecannotbeprovidedbeforethelastdayoftheschoolyear,shoulditbenecessarytopursuethegrievancetoalllevelsofappealsthensaidgrievanceshallberesolvedinthenewschoolterminSeptemberunderthetermsofthisAgreementandthisArticle,notunderthesucceedingAgreement.

STEP ONE - An aggrieved person shall submit his/hergrievance to the Association’s PR & R Committee for thepurposeofinformation.Thegrievancewillthenbediscussedwiththeaggrievedperson’sprincipalorimmediatesupervisorwiththeobjectiveofresolvingthematterinformally,atwhichtime the aggrieved person (1) may discuss the grievancepersonally, (2)may request that theBuildingRepresentativeaccompany him/her, or (3) may request that the BuildingRepresentativeactinhis/herbehalf.Ten(10)schooldaysafternotificationoftheperson’sprincipalorimmediatesupervisor,theaggrievedpersonmayopttoskipStepOneandproceedtoStepTwo.Provided,however,thegrievancemustbepresentedinwritingtotheprincipalnolaterthanforty-five(45)school

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daysfromthe timetheemployeekneworshouldreasonablyhaveknownoftheactionoreventgivingrisetothegrievance,oritshallbedeemedwaived.

AllcommunicationsatSTEPONEshallbeoral.Beforemakingfinaldecisiontheimmediatesupervisorisencouragedtoconsultup the supervisory line, and the Building Representative isencouragedtoconsultuptheAssociationChannel.

STEP TWO-Iftheteacherisnotsatisfiedwiththedispositionofhis/hergrievanceatSTEPONE,orifnodecisionhasbeenrenderedwithinfive(5)schooldaysafter thepresentationofthegrievance,he/shemaypresenthis/hergrievanceinwritingtothePrincipal.Ahearingonsuchagrievanceshallbeheldbytheprincipalwithinfive(5)schooldaysofreceiptofthesuchwrittencommunication,towhichthechairmanofthePR&RCommitteewillbeinvitedatwhichtimetheaggrievedperson:(1)maydiscussthegrievancepersonally;(2)mayrequestthatthe building representative accompany him/her, or; (3) mayrequest that the building representative act in his/her behalf.Within five (5) school days after the hearing, the principalshallrenderadecisioninwritingtotheteacher.Copiesofthedecisionwill be sent to theSuperintendent and thePR&RCommittee.

STEP THREE - If the teacher is not satisfied with thedisposition of his/her grievance at STEP TWO, he/she mayfile the grievance inwritingwith theAssociation’s PR&R

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Committee within five (5) school days after the principal’swrittendecision.IfthePR&RCommitteedeemstheappealtobemeritorious, itwillappeal thedecisionof theprincipaltotheSuperintendent.Theappealshallincludeacopyofthedecision being appealed and the grounds for regarding thedecision as incorrect.

It shall also state the names of all persons officially presentat the prior hearing and such persons shall receive a copyof the appeal. Appeals to theSuperintendent shall be heardwithin ten (10) school days of his/her receipt of the appeal.Written notice of the time and place of the hearing shall begivenfive(5)schooldayspriortothehearingtotheaggrievedteachers, the Chairman of the PR & R Committee and theprincipalpreviouslyinvolvedinthegrievance.Withinten(10)school days of hearing the appeal, the Superintendent shallcommunicate to the aggrieved teacher and all other partiesofficiallypresentatthehearinghis/herwrittendecision,whichshallincludesupportingreasons.AcopyofthedecisionshallbesenttotheChairmanofthePR&RCommittee.

Any grievance based on a complaint that the employee hasbeenplaced in thewrongsalaryscheduleorstep,or thathe/shehasbeenimproperlydeniedanincrement,or thathis/hersalaryhasbeenmiscalculated,shallbefileddirectlywiththeSupervisorofAccountsundertheSuperintendentofSchools.TheSuperintendentshallconductahearingonsuchgrievancewithinfifteen(15)schooldaysandshallrenderhis/herdecision

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in writing within ten (10) school days after concluding thehearing.

STEP FOUR -Agrievancedisputewhich isnot resolvedattheleveloftheSuperintendentunderthegrievanceprocedureherein may be submitted by the aggrieved employee or theAssociationasspecifiedhereintoanarbitratorfordecisionifitinvolvestheapplicationorinterpretationofthisAgreement,exceptthatagrievanceconcerninganytermofthisAgreementinvolving Committee discretion or Committee policy maybe submitted to an arbitrator for decision only if it is basedon a complaint that such discretion or policy was applieddiscriminatorily,i.e.,thatitwasappliedinmannerunreasonablyinconsistent,withthegeneralpracticefollowedthroughouttheschoolsysteminsimilarcircumstances.

Provided theAssociation and theSuperintendent agree,Step1and/orStep2oftheGrievanceProceduremaybebypassedand the grievance brought directly to the next step. Classgrievances involvingmore thanoneprincipal, andgrievanceinvolving an administrator above the building level,may befiledbytheAssociationatStep3.

The proceedings shall be initiated by filing with theSuperintendent and the American Arbitration Association anoticeofarbitration.Thenoticeshallbefiledwithinten(10)schooldaysafterreceiptofthedecisionoftheSuperintendentof Schools under the Grievance Procedure, or, where no

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decisionhasbeenissuedinthecircumstancesdescribedabove,three(3)schooldaysfollowingtheexpirationofthefifteen(15)schooldayperiodprovidedabove.ThenoticeshallincludeastatementsettingforthpreciselytheissuetobedecidedbythearbitratorandthespecificprovisionoftheAgreementinvolved.

Within ten (10) school days after such written notice ofsubmission to arbitration, the Superintendent and theAssociationwill agreeupon amutually acceptable arbitratorandwillobtainacommitmentfromsaidarbitratortoserve.Ifthepartiesareunabletoagreeuponanarbitratorortoobtainsuchcommitmentwithinthespecifiedperiod,arequestforalist of arbitratorsmay bemade to theAmericanArbitrationAssociationbyeitherparty.

ThepartieswillbeboundbytheVoluntaryLaborArbitrationRules of theAmericanArbitrationAssociation regardless ofhowthearbitratorisselected;exceptthatneithertheCommitteenortheAssociationnoranygrievantshallbepermittedtoassertanygroundinarbitrationifsuchgroundwasnotdisclosedtotheotherpartiesininterestpriortothedecisionbeingappealedto the arbitrator, or to assert any evidence known but notdisclosedpriortothedecisionbeingappealed.

The arbitrator shall limit his/her decision strictly to theapplication and interpretation of the provisions of thisAgreementand it shallbebindinguponallparties involved.However,he/sheshallbewithoutpowerandauthoritytomake

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anydecisions:

1.Contraryto,orinconsistentwith,ormodifyingorvaryinginanyway,thetermsofthisAgreementorofapplicablelaworrulesorregulationshavingtheforceandeffectoflaw.

2. Involving Committee discretion or Committee policyunder the provisions of this Agreement, except that he/shemaydecide in a particular case, involvingCommitteediscretionorpolicy,orwhetherornottheCommitteeappliedsuch discretion or policy discriminately, i.e., in amannerunreasonablyinconsistentwiththegeneralpracticefollowedthroughouttheschoolsysteminsimilarcircumstances.

3.Limitingorinterferinginanywaywiththepowers,dutiesand responsibilities of theCommittee, applicable law andrulesandregulationshavingtheforceandeffectoflaw.

ThecostsfortheservicesofthearbitratorwillbeborneequallybytheCommitteeandtheAssociation.

10.4 General Provision as to Grievances and Arbitration

ThefilingorpendencyofanygrievanceundertheprovisionsofthisArticleshallinnowayoperateorimpede,delayorinterferewith the right of theCommittee to take action complained of,subject,however,tothefinaldecisiononthegrievance.

NothingcontainedinthisArticleorelsewhereinthisAgreement

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shall be construed to prevent any individual employee frompresenting and processing a grievance and having it adjustedwithout interventionor representationby theAssociation if theadjustment is notinconsistentwiththetermsofthisAgreement;exceptthatnogrievancemaybesubmittedtoarbitrationwithouttheconsentof,andrepresentationby,theAssociation.

Any party in interest may be represented at all stages of thegrievance procedure except arbitration by a person of his/herown choosing except that he/shemay not be represented by arepresentativeoranofficerofanycompetingteacherorganization.When a teacher is not represented by the Association, theAssociationshallhavetherighttopresentandtostateitsviewsatallstagesexceptSTEPONEoftheGrievanceProcedure.

Thesoleremedyavailabletoanyteacherforanyallegedbreachof this Agreement or any alleged violation of his/her rightshereunderwillbepursuant tothegrievanceprovided,however,that if a teacher elects to pursue any legal or statutory remedyforanyallegedbreachofthisAgreementoranyallegedviolationofhis/herrightshereunder,suchelectionwillbaranyfurtherorsubsequent proceedings for relief under the provisions of thisArticle.

Failure at any step of this procedure except STEP ONE tocommunicate thedecision inwritingonagrievancewithin thespecified time limits shall permit the grievant to proceed tothe next step. Failure at any step of this procedure to appeal

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a grievance to the next stepwithin the specified time shall bedeemedtobeacceptanceofthedecisionrenderedatthestep.

The time limits specified in any stepof thisproceduremaybechangedinanyspecificinstancebymutualagreement.

All documents, communications and records dealing withthe processing of a grievancewill be filed separately from thepersonnelfilesoftheparticipants.

FormsforprocessinggrievanceswillbejointlypreparedbytheSuperintendentandtheAssociation.TheformswillbeprintedbytheCommitteeandgivenappropriatedistributionbythepartiessoastofacilitateoperationofthegrievanceprocedure.

TheAssociation agrees that it will not bring or continue, andthatitwillnotrepresentanyemployeein,anygrievancewhichissubstantiallysimilartoagrievancedeniedbythedecisionofany arbitrator, and the Committee agrees that it will apply toall substantially similar situations the decision of an arbitratorsustaining a grievance.

Inthecourseofinvestigationofanygrievance,representativesoftheAssociationwillreporttothePrincipalofthebuildingbeingvisitedandwillstatethepurposeofthevisit immediatelyuponarrival.

Everyeffortwillbemadebyallpartiestoavoidinterruptionofclassroomactivitiesandtoavoidtheinvolvementofstudentsinallphasesofthegrievanceprocedure.

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If any member of theAssociation’s PR & R Committee is aparty in interest toanygrievance,he/she shallnot serveas theAssociation’sgrievancerepresentativeintheprocessingofsuchgrievances.

Itwillbethepracticeofallpartiesininteresttoprocessgrievancesafter the regular workday or at any other times which do notinterfere with assigned duties; provided, however, that uponmutualagreementbytheaggrievedperson,theAssociation,andtheCommitteetoholdproceedingsduringregularworkinghours,thegrievantand theappropriateAssociationrepresentativewillbereleasedfromassigneddutieswithoutlossofpay.

TheAssociation shall appoint one (1) representative for eachbuilding who shall act in all grievance cases within his/herschool. TheAssociationagrees to furnish theCommitteewiththecompletelistofsuchrepresentativesbyDecember1stofeachyear.TheAssociationshallhavetherighttodesignatethesameindividual as its representative in one (1) or more schools, ortosubstituteadifferentrepresentativefortheone(1)originallydesignatedasitsrepresentativeforaparticularschool,providedsuchsubstitutionismadeinwritingtoallpartiesininterest.

NoreprisalsofanykindwillbetakenbytheCommitteeorbyanymemberoftheAdministrationagainstanypartyininterest,oranySchoolRepresentative in thegrievanceprocedureby reasonofsuchparticipation.

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ARTICLE XIDURATION

Thiswillbeafive(5)yearContractfromNovember1,2012throughOctober31,2017.

Effective Date: November 1, 2012

For the Association

For the School Committee

EPEA President

Superintendent

School Committee

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APPENDIX A - SALARY SCHEDULES

1.BasicSalarySchedule

11/1/2009

Step 1 35,877Step 2 39,176Step 3 42,475Step 4 45,772Step 5 49,071Step 6 52,369Step 7 55,668Step 8 58,965Step 9 62,264Step 10 65,562

2. Bachelor’s Degree Plus 36 Hours(36hoursearnedaftersecuringofBachelor’sDegree).

11/1/2009


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3. Master’s Degree.

11/1/2009


4. Master’s Degree Plus 30 Hours(30hoursearnedaftersecuringofMaster’sDegree).

11/1/2009


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5. Sixth Year or 30 Hours of Approved Work beyond Master’s or two Masters.

11/1/2009


Sixth Year Plus 30 Hours of Approved Work*(30hoursearnedaftersecuringthe6thYearDiploma).[Approvedworkmeans30hoursofgraduateworkbeyondthe6thYearDegreeonaformalprogramatanacceptedinstitutionunderthedirectionofafacultyadvisor.]

11/1/2009

Step 1 37,627Step 2 40,926Step 3 44,225Step 4 47,522Step 5 50,821Step 6 54,119

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Step 7 57,418Step 8 60,715Step 9 64,014Step 10 67,312

7. Doctorate.

11/1/2009


AnycertifiedpersonnelanticipatingcompletionofrequirementsforanyoftheabovestepsmustnotifytheSuperintendentbyJune1st.

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FY 2013 B B + 36 M M + 36 6th Yr 6th + 30 DoctorateAdvanced Degree +750 +1000 +1250 +1500 +1750 +2500Step 1 35,877 36,627 36,877 37,127 37,377 37,627 38,377Step 2 39,176 39,926 40,176 40,426 40,676 40,926 41,676Step 3 42,475 43,225 43,475 43,725 43,975 44,225 44,975Step 4 45,772 46,522 46,772 47,022 47,272 47,522 48,272Step 5 49,071 49,821 50,071 50,321 50,571 50,821 51,571Step 6 52,369 53,119 53,369 53,619 53,869 54,119 54,869Step 7 55,668 56,418 56,668 56,918 57,168 57,418 58,168Step 8 58,965 59,715 59,965 60,215 60,465 60,715 61,465Step 9 62,264 63,014 63,264 63,514 63,764 64,014 64,764Step 10 65,562 66,312 66,562 66,812 67,062 67,312 68,062

FY 2014 - 11/1/2013 B B + 36 M M + 36 6th Yr 6th + 30 Doctorate2% IncreaseStep 1 36,595 37,360 37,615 37,870 38,125 38,380 39,145Step 2 39,960 40,725 40,980 41,235 41,490 41,745 42,510Step 3 43,325 44,090 44,345 44,600 44,855 45,110 45,875Step 4 46,687 47,452 47,707 47,962 48,217 48,472 49,237Step 5 50,052 50,817 51,072 51,327 51,582 51,837 52,602Step 6 53,416 54,181 54,436 54,691 54,946 55,201 55,966Step 7 56,781 57,546 57,801 58,056 58,311 58,566 59,331Step 8 60,144 60,909 61,164 61,419 61,674 61,929 62,694Step 9 63,509 64,274 64,529 64,784 65,039 65,294 66,059Step 10 66,873 67,638 67,893 68,148 68,403 68,658 69,423

FY 2015 - 11/1/2014 B B + 36 M M + 36 6th Yr 6th + 30 Doctorate1.5% IncreaseStep 1 37,144 37,920 38,179 38,438 38,697 38,956 39,732Step 2 40,559 41,336 41,595 41,854 42,112 42,371 43,148Step 3 43,975 44,751 45,010 45,269 45,528 45,787 46,563Step 4 47,387 48,164 48,423 48,681 48,940 49,199 49,976Step 5 50,803 51,579 51,838 52,097 52,356 52,615 53,391Step 6 54,217 54,994 55,253 55,511 55,770 56,029 56,805Step 7 57,633 58,409 58,668 58,927 59,186 59,444 60,221Step 8 61,046 61,823 62,081 62,340 62,599 62,858 63,634Step 9 64,462 65,238 65,497 65,756 66,015 66,273 67,050Step 10 67,876 68,653 68,911 69,170 69,429 69,688 70,464

Prepared by Malcolm Moore 10/31/2013 Page 1

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A. FortheperiodSeptember1,2010throughOctober31,2011,in the event the East Providence School Department receivesactual revenue higher than the anticipated revenue for all ofthe “triggered” revenue sources, said excess revenues shall beutilized(662/3%SchoolCommitteeand331/3%tobeusedforthebenefitof teachers,exceptas to restricted fundswhichwillbeusedfortheusestowhichtheyarerestricted)assetforthinSectionEbelow.

B. Definitions:1. Anticipatedrevenues–asreflectedinthe2009-2010schooldepartmentbudgetsapprovedbytheCityCouncil.

2.Actualrevenues–theamountofrevenuetheschooldepartmentactuallyreceivesforall“triggered”revenuesources.

3.Triggeredrevenues–include,butarenotlimitedto:•PropertyTaxAllocation•Meals/Hoteltax•StateAide(includesGeneralAideandalloftheothersub-categories)• Medicaid Reimbursements•TuitionRevenue•BuildingRental&Fees•SaleofBuildings•SummerSchool•E-ratereimbursement•FederalStabilizationFunds,ortheequivalent•Federalfundsdesignatedforreemploymentofteachersonlayoff•RTTTfunds

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C. Restricted/Designated Revenues – Any actual revenues inexcessofanticipatedrevenuesfromanytriggeredrevenuesourcewhichhas restricteddesignatedusewill onlybeutilizedunderSectionEwithintherestricted/designatedpurpose.

D.Notice. Immediately upon receipt of information or noticethatactualrevenuewillexceedanticipatedrevenueforanyofthe“triggered” revenuesources, theschooldepartmentshallnotifytheUnionPresidentinwriting,includingtheamountoftheexcessrevenue.Assoonthereafteraspossible,theUnionPresidentandChiefOperatingOfficershallmeettodiscusstheutilizationoftheexcess revenue.In the event the Union President and Chief Operating Officerareunabletoagreeontheutilizationoftheexcessrevenue,thedisputeshallbesubmittedtoaspecialarbitrator(fromanagreedupon list of three arbitrators) who shall meet with the partieswithin ten (10) calendar days after being contacted, and basedupontheinformationprovidedinthemeeting,renderafinalandbindingdecisionwithintwo(2)calendardays.

E.UtilizationofExcessTriggeredRevenue:

Baseduponwhenreceived,excesstriggeredrevenuesshallbeutilizedforthefollowingpurposesinaccordancewiththetriggerformula:

1.Recallofteachersfromlayoff2.Reductionofclasssize3.Paymentforprofessionaldevelopmentdays4.Salaryincreases

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The parties agree that at least eighty percent (80%) ofany Race to the Top or other additional funding restricted toProfessionalDevelopment(PD)usewillbeusedtocompensateteachers for attendance on the three additional PD days in the2010-2011schoolyearuptothefullcurriculumrate,andifsuchrestricted additional funding isnot received, anynon-restrictedadditionalfundingtobeusedforthebenefitofteachershereunderwillbeusedfirstforthispurpose.

APPENDIX B - Incentives

Wageincreaseswillbeasfollows:

EffectiveNovember1,2013therewillbeageneralwageincreaseof2%;

EffectiveNovember1,2014therewillbeageneralwageincreaseequaltotheSocialSecurityCostofLivingAdjustmenteffectiveforJanuary1,2014,cappedat3%.



These rate increases will apply toAppendixA, Paragraphs 1through7,andto§7.1.5and§8.7.2.

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Forthepurposesofclarityandsothatthesameindexisfollowed,theSocialSecurityCostofLivingAdjustmentsfor thepast tenyearswillbereferenced(www.ssa.gov/oact/cola/colaseries.html).

Undernocircumstanceswilltheincreasessetforthaboveresultinanaveragewageincreaseoflessthan1%peryearoverthelastthreeyears.

1. Incentive Plan - Advanced Degrees

All teachers doing graduate work on a formal program for aMaster’s Degree, 6th Year Diploma (C.A.G.S.) or Doctorateat any accepted institution or work towards National TeacherCertification shall receive nine hundred twenty-one dollars($921).

PositionsunderAppendicesCthroughIshallbeappointedonanannualbasis.Nomemberofthebargainingunitshallberemovedexceptforjustcause.

2. Certification Needs

TheSchoolCommitteewillestablishalistofitspresentand,ifknown,futurecertificationneeds.SaidlistwillbesharedwiththeAssociationannually.

3. National Teacher Certification

TeacherswhohaveachievedNationalTeacherCertificationshallreceivetwothousandonehundredfifty-threedollars($2,153).

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C. Compensation for Extra-Curricular ActivitiesSenior High 11/1/2012

YearbookAdvisor $2,090

DramaticsCoach $1,118

AnnualMusical(2) $2,236($1,118)

Newspaper $1,118

FreshmanClassAdvisor $769

SophomoreClassAdvisor $769

JuniorClassAdvisor $948

SeniorClassAdvisor $1,066

StudentCouncil $1,066

ChoralGroups(3) $2,391(797)

BandDirector $1,778

AssistantBandDirector $1,176

ESLClub $654

FrenchClub $654

PortugueseClub $654

SpanishClub $654

DECA $654

YoungDemocrats $654

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YoungRepublicans $654

GayStraightAlliance $470

NationalHonorsSociety $654

FlagCorp $963

AVACoordinator 19.20(perhour)

SkillsUSA $654

Middle Schools 11/1/2012

ChoralGroups(2) $1,252(626)

Newspaper(2) $1,348(674)

YearbookAdvisor(2) $2,116(1,058)

BandDirector(2) $2,124(1,062)

StudentCouncil(2) $1,348(674)

Clubs-four(4)approvedclubsinMiddleSchools(2)(tobedividedequallyamongthefourapprovedclubs)

$772(193)

AnnualDramatics/Musical(2) $2,142(1071)

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Chaperones Secondary Schools

Teachers requestedby thePrincipal toserveasChaperones foraway from home athletic activities or music activities will bepaidfifteendollarsandfifty-sevencents($15.57). Thispaymentshall include travel time,providinghe/she isnot receivinganyotherpaymentfortheactivityinvolved.Onovernighttrips,theteachersshallbepaidforactualtimeworked.AllsuchrequestsmusthavepriorapprovaloftheSuperintendentofSchools.

Elementary 11/1/2009

JustSayNo(11) 393*AVCoordinator 1961(*revisitwhencomputerized)

SafetyPatrol-Teacherswhosupervisesafetypatrolsshallbepaidasfollows:

1. Schoolswithless than500students: 8182. Schoolswithmore than500students: 963

Principals and Head Teachers shall not be eligible for thispayment.

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D. Summer School

Each teacherwhoworks in thesecondarysummerschoolshallbe paid forty-one dollars and ten cents per hour. The SchoolCommitteeshalldevelopguidelinesforJuniorHighSchoolandElementarysummerschoolstogointoeffectinSummer,1997.

E. Adult Education

EachteacherwhoworksintheAdultEducationSchool(Mondayand/or Tuesday evenings) shall be paid at the rate of fifty-sixdollarsandthirtysevencents($56.37)pertwohourclass.

F. Department Heads and Coordinators

Department Heads and Department Coordinators shall becompensatedaccordingtothesizeofthedepartmentasfollows:

1-5teachersnotcountingtheDH/DC$3,020





26+teachersnotcountingtheDH/DC$4,388

HighSchoolDepartmentHeadswith1-15teachersincludingthedepartmentheadshallworka3/5thsschedule.

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HighSchoolDepartmentHeadswith16+teachersincludingthedepartmentheadshallworka2/5thsschedule.

All teachers presently without Department Heads at the highschoolshallbeassignedtoadepartmentwithadepartmenthead.

AllmiddleschoolsshallhaveDepartmentCoordinatorsforMath,English, Social Studies and Science. Special areaDepartmentCoordinatorsshallbecreatedasneededat thediscretionof theSuperintendent.

MiddleSchoolCoordinatorsshallworka4/5thsschedule.

G. Student Liaisons

AllStudentLiaisonsshallbepaid$2,325 AStudentLiaison’sannualstipendshallbereducedbyeighteendollars($18.00)foreverydayhe/sheisnotavailabletoperformhis/herduties,unlesshe/sheisunavailableatthedirectionoftheschooladministration.

H. Head Teachers

HeadTeachersshallbecompensatedasfollows:

Inschoolswithfewerthan250students-$1,640Inschoolswith251-500-$1,914Inschoolswithmorethan500students-$2,187

Onlyone(1)headteacherperschoolshallreceivecompensation.

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I. Athletic Personnel

AthleticPersonnelshallreceivecoachingpaymentswithinfifteen(15)daysofthecompletionoftheseasonandallrelatedduties.TheAthleticDirectorshallsignthatallrequirementshavebeencompleted by said athletic personnel and the fifteen (15) daysshallbecalculatedfromsaiddateofhissignature.

11/1/2012

AthleticDirector 3,650

AssistantAthleticDirector 3,000

Baseball

HeadCoach-SH $3,452

AssistantJV–SH $1,904

Basketball - Boys

HeadCoach-SH $4,095

Freshman–SH $2,471

Basketball - Girls

HeadCoach-SH $4,095

AssistantJV-SH $2,471

Cheerleaders - Girls

HeadCoach-SH $903

CompetitionCoach-SH $998

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Football

Varsity-SH

HeadCoach $4,851

Assistant(2) $5,688(2,844)

Freshman–SHHeadCoach $2,844

Assistant(2) $3,802(1,901)

Hockey

HeadCoach-SH $4,095

Assistant SH $2,471

Soccer – Boys

HeadCoach-SH $3,413

Assistant-SH $1,904

Soccer - Girls

HeadCoach-SH $3,413

Assistant-SH $1,904

Softball - Girls

HeadCoach-SH $3,452

Assistant-SH $1,904

Special Olympics

HeadCoach $614

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Assistant $587

Swimming

HeadCoach-SH $3,554

Assistant-SH $2,303

Tennis - Boys

HeadCoach-SH $2,226

Tennis - Girls

HeadCoach-SH $2,226

Track

Cross Country – Boys

HeadCoach-SH $2,356

Cross Country - Girls

HeadCoach-SH $2,356

Indoor - Boys

HeadCoach-SH $2,956

Assistant-SH $1,904

Indoor - Girls

HeadCoach-SH $2,956

Assistant-SH $1,904

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Outdoor - Boys

HeadCoach-SH $2,956

Assistant-SH $1,904

Outdoor - Girls

HeadCoach-SH $2,956

Assistant-SH $1,904

Volleyball - Boys

HeadCoach-SH $2,956

Assistant-SH $1,904

Volleyball - Girls

HeadCoach-SH $2,956

Assistant-SH $1,904

Wrestling

HeadCoach-SH $3,247

Assistant-SH $1,904

Lacrosse – Boys

HeadCoach $2,226

Lacrosse – Girls

HeadCoach $2,226

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MEMORANDUM OF AGREEMENT BY AND AMONGTHE EAST PROVIDENCE EDUCATIONASSOCIATION/NEARI/NEA AND THE

EAST PROVIDENCE SCHOOL DEPARTMENT

Thisagreementismadeandenteredintothis10thdayofDecember,2013betweentheEastProvidenceEducationAssociation/NEARI/NEA,andtheEastProvidenceSchoolDepartment.Whereas,thepartiesareinagreementthattheEastProvidenceMiddleSchoolAthleticCoaches’positionswillbere-establisheduponthesignatureofthisMOA,theannualstipendsforthesepositionswillbeasfollows:

AthleticCoordinatorMiddleSchool $3,000.00

BaseballCoach-Riverside $1,904.00

BaseballCoach-Martin $1,904.00

BasketballCoach-Riverside-Boys $2,471.00

BasketballCoach-Martin-Boys $2,471.00

BasketballRiverside-Girls $2,471.00

BasketballMartinCoach-Girls $2,471.00

SoccerCoach-Riverside-Boys $1,904.00

SoccerCoach-Martin-Boys $1,904.00

SoccerCoach-Riverside-Girls $1,904.00

SoccerCoach-Martin-Girls $1,904.00

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SoftballCoach-Riverside-Girls $1,904.00

SoftballCoach-Martin-Girls $1,904.00

OutdoorTrackHeadCoach-Martin-Boys $1,904.00

OutdoorTrackHeadCoach-Martin-Girls $1,904.00

OutdoorTrackHeadCoach-Riverside-Boys $1,904.00

OutdoorTrackHeadCoach-Riverside-Girls $1,904.00

CrossCountryHeadCoach-Martin $1,904.00

CrossCountryHeadCoach-Riverside $1,904.00

WrestlingHeadCoach-Martin $1,904.00

WrestlingHeadCoach-Riverside $1,904.00

1.ThisAgreementdoesnotconstitutepracticeorprecedentbetweentheparties.

FortheEastProvidenceSchoolDepartment

FortheEastProvidenceEducationAssociation/NEARI/NEAEPEA President

School Committee

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J. Supplementary Benefits Based on Length of Service In East Providence

1.CompensationbasedonlengthofserviceinEastProvidenceshallbeasfollows:11/1/200916-19years 118820-24years 150525yearsandup 1675

2. Last year of service before retirement after at least thirty(30)years of teaching service, twenty-five years of that inEastProvidence, three thousand four hundred seventy-two dollars($3,472)inlastyearofservice;NovembertoJuneprovidingtheSuperintendentisnotifiednolaterthanJanuary15thintheschoolyearoftheretirementcontingentupontheteachercompletingtheschoolyear.Saidpaymentof J2 shallnotbemade to any teacher,whohasservedasan“In-ServiceFacilitator,”duringhis/hercareer.

K. Teachers of Special Education

Teachers of Special Education, including speech therapists,teachersofmentallyretarded,teachersofemotionallydisturbedandschoolpsychologists,whoarefullycertifiedforthepositionshallreceivethreehundredninety-sevendollars($397).

EffectiveNovember1,1982newlyhiredandornewlyassigned

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teacherscertifiedintheaboveareasshallnotbeeligibleforthisstipend.

L. Special Subject Teachers in the Elementary School

Membersofthebargainingunitwhotraveltomorethanone(1)schoolperdayshallbereimbursedatthemileageratesetbytheInternalRevenueServiceeachyearand inaccordancewith theSuperintendent’sstudyasofMay1980.

M. Home Teachers

Allhometeachersshallbepaidattherateoftwenty-sixdollarsand eighteen cents ($26.18) per hour plus one-half (1/2) hourtraveltime.

1.Hometeacherpositionsshallfirstbeofferedtotheclassroomteacher.

2.Should theclassroom teachernotaccept theassignment, thepositionshallbeofferedtoteachersinthebuildingfromapre-designatedvolunteerlistarrangedalphabetically.

3.Shouldnoteacher in thebuildingaccept theassignment, thepositionshallthenbeofferedtoothermembersofthebargainingunitfromapre-designatedvolunteerlistarrangedalphabetically.

4.Shouldnomemberofthebargainingunitaccepttheassignment,thepositionshallthenbeofferedtoothercertifiedteachers.

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5. In the event that a teacher wishes to participate after thepre-designatedvolunteer listof teachers inabuildinghasbeenestablished, the teacher will be placed at the bottom of theschool’slistfortheremainderoftheschoolyear.

N. Pool Coordinator

ThePoolCoordinatorshallbepaid two thousandfourhundredseventeendollars($2,417)peryear.

O. In-Service Facilitator

1.Teacherswithtwenty(20)yearsinEastProvidenceshallbeeligibletoelectonceduringtheremainderofhis/hercareertobeanin-servicefacilitatorforaschoolyear.

2. Such teachers shall notify the Superintendent of his/herintentiontobecomeafacilitatorbyOctober1andduringthefirstsemesteroftheschoolyeardevelopanoutlineforpresentationdrawing upon his/her own experience and literature in thefield of education. Such presentation shall be delivered tofaculty as part of the in-service training program during thesecondsemesteratatimedesignatedbytheSuperintendent.AwrittensynopsisofthepresentationshallalsobefiledwiththeSuperintendentforuseinotherteachertrainingprograms.

3. The pay for said position shall be twenty-five hundreddollars(2,500.)

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4.TheSchoolCommitteeand theAssociationrecognize thatthis program is designed to further the goals set forth bythe Governor’s 1991 Task Force in its report “To ImproveEducation in Rhode Island by the Year 1991,” by makingteachers feel “more valued as they put their experienceand training to further use” and by increasing the “status,recognitionandsalary”ofexperienced teachers. Thepartiesagreetofullycooperatetowardachievingtheseends.

5.ThefollowingexceptionstotheInserviceFacilitatorappliesonlytothoseteachersemployedduringthe1991-1992year:

a. Any teacher who terminates employment prior toeligibilityfortheInserviceFacilitatorwillreceivetheactualamount of deferment.

b. Teachers who meet the contractual requirements forInservice Facilitator are eligible to receive an additional$1000.

Anyteacherwhohasaccessedhis/herdeferredmoniesislimitedtotwenty-fivehundreddollars($2,500).

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P. After School Science Labs

All after school science lab teachers shall be paid thirty-ninedollarsandtwenty-eightcents($39.28)persciencelab.

Q. School/District Site Managers for State Testing

Members of the bargaining unit who are designated by thePrincipal to coordinate State Testing shall be paid an annualstipendofsevenhundredforty-sixdollars($746)

R. Response to Intervention

TeacherSupportTeammembersshallbepaidanannualstipendofthreehundreddollars($300.00)duringtheirtrainingyearandfive hundred dollars ($500.00) per year after training and RTIhasbeenimplemented.TheRTISpecialistwillreceiveanannualstipendofsevenhundred($700.00)peryear. Therewillbenomorethanseven(7)PST(ProblemSolvingTeam)membersperbuilding.

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The Weingarten Right

TheRighttoaShopStewardinDisciplinaryProceedings

One of the Fundamental rights of collective bargaining is thatanemployeeonrequestmayhaveashopstewardpresentiftheemployeeisquestionedbytheemployeraboutamatterthatcouldleadtodisciplinaryactionagainsttheemployee.Therighttoasteward is a Section 7 right of concerted activity protected bySection8(a)(I). This iscommonlycalled theWeingartenright,after the Supreme Court decision upholding the Board rulingestablishing the basic principal. However, the employeemustask for thesteward. Theemployerhasnoobligation to tellanemployeeoftherightbeforequestioningbegins.

Right to a Safe SchoolState Law 16-2-17

Eachstudent,staffmember,teacher,andadministratorhasarighttoattendand/orworkataschoolwhichissafeandsecure,andwhichisconducivetolearning,andwhichisfreefromthethreat,actualor implied,ofphysicalharmbyadisruptive student. Adisruptivestudentisapersonwhoissubjecttocompulsoryschoolattendancewho exhibits persistent conductwhich substantiallyimpedes the ability of other students to learn or otherwisesubstantially interferes with the rights stated above, and whohas failed to respond to corrective and rehabilitativemeasurespresentedbystaff,teachers,oradministrators.

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Exhibit 1

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Exhibit 2

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