Teacher Contract

This agreement is entered into this first day of September, 2008 by and between the Merrymeeting Teachers Association (hereinafter called the “Association”), affiliated with the Maine Education Association and the National Education Association, and the Board of Directors of Maine School Administrative District No. 75 (hereinafter called the “Board”).

The Merrymeeting Teachers Association and the M.S.A.D. No. 75 Board of Directors wish to state their mutual intent to work together toward the common goal of educating all of our students well. We have high expectations of each other as we commit to purposeful change associated with this goal. We will enhance student learning, foster distinguished teaching, and enhance the life of each district school. We will take the steps necessary so that the students and children of M.S.A.D. No. 75 become adult citizens who can contribute to the sound functioning of our democracy, communicate complex ideas in a compelling manner, take advantage of technological advances, and solve problems we have yet to face. We will commit to purposeful changes in relationships, structures, and resources that will advance student achievement and enhance the life of each school as a center of learning and productivity.

Student learning deserves this mutual commitment and needs the active involvement of parents and the support of the district’s citizens. We will do our best to establish and maintain a true community of learners and improve the practice of and conditions for teaching and learning.

ARTICLE I - RECOGNITION

The Board hereby recognizes the Association as the sole exclusive bargaining representative as defined under State of Maine Law, Chapter 424, Section 962, for all teachers who are public employees of the Board, including teachers, librarians, guidance counselors, social workers, occupational therapists, physical therapists, psychological examiners, nurses and speech pathologists.

ARTICLE II - DEFINITIONS/ABBREVIATIONS

As used in this Agreement:

A. “Teacher”

For the purpose of this Agreement, “teacher” shall mean all certified professional employees having more than six (6)-months service in M.S.A.D No. 75. A “part-time” teacher is one who receives a prorated share of salary and benefits based on the percentage of full-time employment.

B. “Joint Negotiation Committee”

This shall mean the committee composed of representatives of the Board of Directors and representatives of the Merrymeeting Teachers Association.

C. “PR & R”

This shall mean Professional Rights and Responsibilities Committee of the Association.

D. “MLRB”

This shall mean Maine Labor Relations Board.

E. “Board,” “Board of Directors”

The terms “Board” and “Board of Directors” shall mean the Board of Directors of M.S.A.D. No. 75 in its representative capacity as the elected governing body of M.S.A.D. No. 75 and not in the individual capacities of the members thereof.

F. Teachers on Special Assignment

Teacher on special assignment designation identifies teachers who assume positions that feature distinctive and unusual performance responsibilities. Each teaching position designated as special assignment shall be accompanied by a job description detailing the position’s specific performance responsibilities. Instruction of students must comprise a portion of the job description, even if other components of the position range into areas not normally associated with an instructional teaching assignment.

When a special assignment position is established, the position must be posted so all interested and qualified members of the bargaining unit may apply. An annual review of each special assignment position shall occur. The Association President or his/her designee shall be consulted during and involved in this review. When appropriate, an updated job description shall be written. Should the fundamental nature of a special assignment position change, it shall be re-posted. When a teacher completes work in such a position, he or she shall be able to resume his or her previous regular teaching assignment.

ARTICLE III - NEGOTIATION PROCEDURE

A. The Board and the Association agree to bargain in accordance with Title 26, Chapter 9‑A and Title I, Section 405, D. for a successor agreement.

B. Any news releases shall be jointly released except as provided in Title 20, MRSA, Section 974.

ARTICLE IV - GRIEVANCE PROCEDURES

A. Definitions‑‑‑

1. “PR & R” means Professional Rights and Responsibilities Committee of the Association.

2. “Grievance” shall mean a complaint by a teacher or the Association that there has been a violation or inequitable application of any provisions of this contract, excepting any provisions, which have been determined to be a matter of educational policy by a ruling from either the MLRB or the courts.

3. “An Aggrieved Teacher” is the teacher or teachers making the claim.

4. “Party in Interest” is the teacher or teachers making the claim and any teachers who might be required to take action or against whom action might be taken in order to resolve the claim.

5. “Days” shall mean working school days, excepting that between the end of one school year and the beginning of the next school year, “days” shall mean regular weekdays Monday through Friday, excepting legal holidays.

B. Purpose‑‑‑

1. The purpose of this procedure is to secure, at the lowest level possible, equitable solutions to the problems which from time to time may arise affecting the terms and conditions of employment of teachers.

2. Nothing herein contained shall be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any member of the Administration, and to have the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.

3. If the teacher is not satisfied with such disposition of the matter, he shall have the right to have the Association PR & R representative within his area assist him in further efforts to resolve the matter informally with the Principal or other appropriate Administrator.

C. Time Limits ‑‑‑

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

2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, and, if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limit set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as possible. The process may be stopped only by mutual agreement.

3. In all cases, a grievance must be filed within thirty (30) days after the teacher first knew or should have known of the incident precipitating a grievance. Failure to adhere to this time limitation will foreclose an individual from pursuing his/her remedies through the established grievance procedure.

D. Formal Procedure ‑‑‑

1. Level 1 ‑‑‑ School Principal ‑‑‑

a. An aggrieved teacher shall attempt to resolve a dispute through informal channels. He or she may present a formal grievance in writing to the Principal or other appropriate Administrator, after consulting with the Association.

b. The Principal shall, within five (5) days after receipt of the written grievance, render his decision and the reasons therefore in writing to the aggrieved teacher, with copies to the Chairman of the Association's PR & R Committee and the Superintendent.

2. Level 2 ‑‑‑ Superintendent of Schools ‑‑‑

a. If the aggrieved teacher is not satisfied with the disposition of his grievance at Level 1, he must within three (3) days after the decision, or within eight (8) days after his formal presentation, file his written grievance with the Association's PR & R Committee for referral to the Superintendent.

b. The PR & R Committee shall within five (5) days after receipt, refer the grievance to the Superintendent, but prior to doing so, the Committee shall provide an opportunity for the aggrieved teacher to meet with the Committee to review the grievance and to determine appropriate documentation.

c. The Superintendent shall, within ten (10) days after the receipt of the referral, meet with the aggrieved person and with representatives of the PR & R Committee for the purpose of resolving the grievance. A record of such meeting shall be kept by the Superintendent and shall be available to any party in interest upon written request.

d. The Superintendent shall, within three (3) days after the meeting, render his decisions and the reasons therefore, in writing, to the aggrieved teacher, with a copy to the PR & R Committee.

3. Level 3 ‑‑‑ Board of Directors ‑‑‑

a. If the aggrieved teacher is not satisfied with the disposition of his grievance at Level 2, he must, within three (3) days after the decision or within six (6) days after the meeting, file the grievance again with the Association's PR & R Committee for appeal to the Board of Directors.

b. The PR & R Committee shall, within three (3) days after receipt, refer the appeal to the Board of Directors.

c. The Board of Directors shall, within ten (10) days after the receipt of the appeal, meet with the aggrieved teacher and with representatives of the PR & R Committee for the purpose of reviewing the grievance.

4. Level 4 ‑‑‑ Impartial Arbitration ‑‑‑

a. If the aggrieved teacher is not satisfied with the disposition of his grievance at Level 3, he must within three (3) days after the decision, or within six (6) days after the Board meeting, request in writing to the President of the Association that his grievance be submitted to arbitration.

b. The Association shall, within five (5) days after receipt of such request, if the PR & R Committee formally determines that the grievance is meritorious and recommends such action, submit the grievance to arbitration by so notifying the Board in writing.

c. With the exception of Teacher Non-Renewal (see Appendix A), the Chairman of the Board and the President of the Association shall, within five (5) days after such written notice, jointly select a single arbitrator who is an experienced and impartial person of recognized competence. If the parties are unable to agree upon the arbitrator within five (5) days, the party requesting the arbitration shall file a demand for arbitration with the American Arbitration Association; and the Arbitrator shall be selected in accordance with the American Arbitration Association’s procedures.

d. The arbitrator selected shall confer promptly with the representatives of the Board and of the PR & R Committee; shall review the record of the prior hearings; and shall hold such further hearings with the aggrieved teacher and other parties of interest, as he shall deem requisite.

e. The arbitrator shall, if reasonably possible, within ten (10) days after the hearing, render his decision in writing to all parties in interest, setting forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decisions, which require the commission of any act, prohibited by Law, or which violates the express terms of this Agreement. The decision of the arbitrator shall be submitted to the Board and the Association and shall be final and binding on the parties.

f. The costs for the services of the arbitrator shall be borne equally by the Board and the Association.

E. Rights of Teachers to Representation ‑‑‑

1. No reprisals of any kind shall be taken by either party or by any member of the Administration against any participant in the grievance procedure by reason of such participation.

2. Any party in interest may be represented at Levels 2 and 3 of the formal grievance procedure by a person of his own choosing, except that he may not be represented by a representative or by an officer of any teacher organization other than the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the procedure.

3. The Association may, if it so desires, call upon the professional services of the Maine Education Association for consultation and assistance at any stage of the procedure period.

F. Miscellaneous ‑‑‑

1. If, in the judgment of the PR & R Committee, a class grievance affects a group or class of teachers, the PR & R Committee may submit such grievance in writing. The PR & R Committee may process such a grievance through all levels of the grievance procedure even though no aggrieved teacher wishes to do so.

2. All documents, communications and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

3. All meetings and hearings under this procedure shall be conducted in private and shall include only such parties in interest and their designated or selected representatives heretofore referred to in this grievance procedure.

ARTICLE V - TEACHER RIGHTS

A. 1. No teacher shall be disciplined, reprimanded, reduced in compensation or deprived of any professional advantage without just cause. This subsection shall not apply in cases of non‑renewal or dismissal of teachers with two (2) years or less of service in M.S.A.D. No. 75.

2. No continuing contract teacher shall be dismissed or suffer non‑renewal without just cause.

3. Any such action taken by the Board or any agent or representative thereof under this section shall be subject to the grievance procedure herein set forth before such action shall become final. This subsection shall not apply in cases of non-renewal or dismissal of teachers with two years or less of service in M.S.A.D. No. 75.

4. The provisions of the above numbers 1, 2, and 3 parts of this subsection do not apply to coaches or directors of activities listed in Schedule B, or to Department Heads listed in Schedule C, or to Curriculum Area Leaders listed in Schedule F of this Negotiated Agreement. The intent of this stipulation is to exempt coaches, directors of activities, and Department Heads from just cause provisions for their coaching, activity, and chairman positions only.

B. Any teacher required to appear before the Board concerning any matter which could adversely affect the continuation of that teacher in his office, position or employment or the salary or any increments pertaining thereto, shall be given prior written notice of the reasons for such a meeting or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview. Any suspension of a teacher pending charges by the Board shall be with pay.

C. 1. A seniority list shall be established by the Board listing all teachers covered by this Agreement with the individual having the greatest seniority listed first. This list will be provided to the President of the Association by January 15 of the contract year. Seniority shall be based on the teacher's date of hire in this District. When two or more teachers have the same seniority, the total teaching experience of each teacher will determine the order of their seniority, with the teacher having the longest total teaching experience listed first. In the event of a reduction in or elimination of teaching positions, when two or more teachers who are equal in seniority and in total teaching experience cannot be distinguished on the basis of certification, training, and experience, the Board will determine on the basis of evaluations, as described in Article XIII of this contract, the order in which said teachers would be laid off.

If there is a reduction in or elimination of teaching positions, teachers shall be laid off in the inverse order of teaching seniority, unless the Board determines on the basis of professional background, attainments, and evaluations as described in Article XIII of this contract, that a teacher with less length of service is clearly superior to a teacher with a greater length of service.

If a teacher affected by a reduction in or elimination of teaching positions is on a continuing contract, then such teacher shall be entitled to replace (i.e. assume the position of) the most junior teacher in K-12 whom the affected teacher is qualified to replace on the basis of certification, training, and experience. A teacher is only qualified for those positions for which the teacher holds current certification with appropriate endorsement, has relevant and current training in the pedagogy and curriculum taught, and has had relevant professional experience, as demonstrated by the teacher’s Qualification Portfolio.

A teacher who wishes to be considered for another teaching position or positions in the District must prepare and submit to the Superintendent of Schools his or her Qualification Portfolio, comprised of evidence that he or she is qualified, as defined in the preceding paragraph, for said position(s). The contents of the Qualification Portfolio shall pertain to each of the three factors that define a teacher’s qualifications: certification, training, and experience. In connection with these three factors, the following material will be included in sections of the Qualification Portfolio:

Certification - This section presents evidence of relevant and active certification for particular positions. Photocopies of certificates, including endorsement information, will be included.

Training - This section presents evidence of preparation by including a résumé, complete transcript, and other documents in support of the teacher’s claim. This material should indicate the character, depth, and applicability of the teacher’s professional development activity. Evidence of coursework, conference, or workshop participation and involvement are among the items that may be included. Through this documentation, the teacher needs to demonstrate the link between his or her training and its relevance to a position or positions, other than his or her current one, for which he or she claims to be qualified. Evidence of professional preparation should show discernible alignment with the educational philosophy and goals of M.S.A.D. No. 75.

Experience - This section presents specific details of the teacher’s total employment history as related to the teacher’s claim to be qualified for a position or positions other than his or her current one. The teacher will include information on positions previously held, in or out of education, and will elaborate in writing as to how this prior experience pertains to his or her claim.

In order to be eligible for consideration to assume another position for the subsequent school year, a teacher must submit the Qualification Portfolio by April.

2. Positions for which a teacher is qualified shall be determined following a review of that teacher’s Qualification Portfolio. This review will be conducted by appropriate supervisory personnel described in Article XIII. Following the review and after considering the recommendations of the reviewers, the Superintendent of Schools will determine what positions, if any, the teacher is qualified to assume. A teacher may update and resubmit his or her Qualification Portfolio for review and/or reconsideration at any time between September 1 and April 1 each year. The determination by the Superintendent will be made within forty-five (45) calendar days of submission of the Qualification Portfolio.

Except as described in the next sentence, any teacher who occupies a part-time position is not eligible to assume a full-time position as a result of reduction-in- force activity. Notwithstanding the foregoing sentence, any full-time teacher who occupies a part-time position as a result of a prior reduction in force shall retain the right to re-assume a full-time position should a vacancy arise for which the teacher is qualified.

Article IV of the Negotiated Agreement is in force in connection with this procedure and with any determination made in accordance with this procedure.

3. Procedures:

Any notice of layoffs given by the Board shall include the timetable for implementing the Reduction‑In‑Force, reasons for the Reduction‑In‑Force, and reasons for the selection of that individual.

4. Recall:

a. All teachers involved in any Reduction‑In‑Force shall be considered to be on temporary lay‑off, not terminated.

b. The Board shall mail to the Association and to each teacher who has been laid off and who retains his or her preferential recall rights, a list of existing and anticipated vacancies as soon as each opening is known. Teachers who wish to be considered for any such vacancy shall so inform the Superintendent within ten (10) calendar days of the date of the notification letter. If a teacher has refused a position for which he or she is qualified, his or her name shall be removed from the recall list.

c. Teachers shall be recalled in reverse order of layoffs when vacancies become available for which the teacher is qualified.

d. While the lay‑off continues, no new hires shall occur except where:

1. No teacher on lay‑off is qualified to fill the vacant position.

2. No qualified teacher on lay‑off has applied for the position.

e. A teacher shall be eligible for recall beginning with the date of notification of lay‑off and ending twenty‑four (24) months from the effective date of the lay-off.

f. While on temporary lay-off, a teacher on recall shall be eligible to update and resubmit his or her Qualification Portfolio each year prior to the April 1 deadline.

g. All notification of lay-offs and of job vacancies will be by registered mail.

ARTICLE VI - ASSOCIATION RIGHTS AND PRIVILEGES

A. The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings. The Principal of the building in question may approve, upon being notified in advance of the time and place, all such planned meetings.

B. The Association shall have the right to use school facilities and equipment. The Association shall pay for the reasonable cost of all materials and supplies incidental to use.

C. The Association shall have, in each building, the right to use the bulletin board in a central location in each faculty room for Association business.

D. The Association shall have the right to use telephones in any school so long as all costs are borne by the Association.

ARTICLE VII - SCHOOL CALENDAR

The scheduled employment year for teachers on continuing contract shall be no more than 183 days (175 instructional days/ 8 professional development days). The scheduled employment year for probationary teachers shall be 188 days (175 instructional days/8 professional development/5 non-instructional workdays).

Teachers shall be compensated for all voluntary workdays beyond the scheduled year at their per diem rate if those days ask for instructional or other primary performance responsibilities comparable to those required during the scheduled work year. Teachers shall be compensated at 60% of their per diem rate for voluntary non-instructional work approved by administration beyond the scheduled work year.

Exceptions to this policy are as follows:

1. All routine end‑of‑year work not completed within the teacher’s scheduled work year is required to be satisfactorily completed and turned in within three (3) work days immediately following the end of that year.

2. The Association shall be consulted at least ten (10) days before final action is taken by the Board on the school calendar. A Calendar Committee created annually by the Superintendent will recommend a school calendar for the ensuing school year to the Board of Directors. The committee will consist of representatives from the Board, Administration, the Association and a Student Representative to the Board of Directors. The results of the initial reading of the recommended calendar by the Board will be reviewed by the Calendar Committee prior to Board consideration of the calendar at a subsequent meeting.

3. Teachers may work outside of the scheduled calendar year through a provision for “flexible” scheduling, that is, the exchange of a calendar-scheduled work day for a work day not scheduled in the calendar. These exchanged days may be of a voluntary or involuntary nature and are distinct from the voluntary paid days articulated in the second paragraph of this article. Because “flex” days are in lieu of instructional days and/or professional development days of importance to the District, their provision and authorization is required by the school principal or program leader with serious consideration given to the loss of teacher instruction and/or significant professional development. When of an involuntary nature, these days will be limited to eight (8) and will fall within the two weeks prior to the start of the student year and/or two weeks after the close of the student year as determined by the administration. When of a voluntary nature, these exchanged days may be scheduled beyond the above two-week limitations.

4. The Administration and teacher shall jointly notify the PR&R Chairperson of the teacher participation in such voluntary work, specifying days worked. The teacher’s remaining work year will be mutually agreed to by teacher and Administration and determined in a reasonable time.

5. Teachers may be contracted by the District to work their required 183 (or 188, if probationary) work days on days other than those defined by the school calendar, or to work their required school day at times other that those defined by the regular school day. Such contracts will be determined at the time of employment or by May 1 of the preceding school year. Administration will consult with the Association and the affected teacher concerning positions for which such time frames will be involved.

ARTICLE VIII - TEACHING HOURS AND TEACHING LOAD

It is recognized that teachers are professional, salaried employees and will spend sufficient time both in and out of the building to meet the requirements of the job. It is also recognized that those requirements may differ depending on the job description and teaching level, but that an eight (8) hour-day at school is common. All staff development days are eight (8) hour work days’, including lunch and breaks as determined by the Principal. Unless otherwise directed, all teachers will report at least twenty (20) minutes prior to the opening of the pupils’ school day and must stay at least twenty (20) minutes after the close of the pupils’ school day.

In the event that a teacher or teachers believe that the professional requirements as determined by the building principal are arbitrary or excessive, the teacher or teachers shall report their concerns to the Superintendent who has the authority to determine the appropriateness of said requirements.

Teachers will be provided a 20-minute duty-free lunch. On delayed student start days, teachers will be expected to arrive a minimum of one (1) hour prior to the start of the student school day.

B.1. Teachers may be required to attend faculty meetings, professional meetings, or educational activities totaling no more than three (3) hours a month, without additional compensation, either prior to the teacher work day or after the end of the student day. Such meetings shall be scheduled immediately prior to the teacher work day or begin no later than fifteen (15) minutes after the dismissal time and shall run for no more than sixty (60) minutes unless extended by mutual consent. Emergency meetings may be called at any time at the discretion of the principal.

B.2. An Association representative may speak to the teachers at any meeting referred to in Paragraph B.1., either preceding

or immediately after the regularly scheduled meeting.

B.3. Classroom teachers shall whenever possible, have preparation time during which they will not be assigned any

other duties.

C. Exceptions to the provisions of Sections A and B above may be made only in the case of emergency. The Association should be notified in such instances.

D. Full and part-time teachers may be required to be present up to twenty-two (22) times per year without additional compensation for the purpose of attending meetings concerning the programs and/or status of individual students. Any teacher required to be present shall be consulted in connection with the scheduling of these meetings. Such meetings include but are not limited to Pupil Evaluation Team, 504, Child Study, and Student Assistance Team meetings. Every effort will be made to schedule meetings no earlier than 45 minutes prior to the student day and no later than 10 minutes after the student day. Teachers are not required to remain in attendance at the after-school meetings for more than sixty (60) minutes.

E. Elementary teachers scheduled for system-wide semi-annual parent-teacher conferences will be compensated within the work year by one and ½ workdays, noted on the calendar. Secondary teachers will be compensated one day for two evenings of student progress parent-teacher conferences. Teachers not scheduled for parent-teacher conferences shall work at a time and on tasks as approved and designated by their building administrator to earn the equivalent of parent-teacher conference compensation time.

F. The Board of Directors expects continuing contract teachers

to be trained in the mentoring and coaching skills necessary

to support teachers in the certification - recertification process as described in the State-approved M.S.A.D. No. 75 Certification Council by-laws and to serve, when asked, in this capacity. The District will provide the necessary training. Teachers serving in support of a fellow teacher’s certification will be paid as provided in this agreement.

Continuing contract teachers may be asked by building principals to help orient teachers new to M.S.A.D. No. 75 to both the school and the District. Such help will be strictly voluntary and will not be paid under this agreement.

Teachers not scheduled for Parent-Teacher conferences shall work at a time and on tasks as approved and designated by their building administrator or program leader to earn the equivalent parent-teacher conference compensation time.

ARTICLE IX - NON‑TEACHING DUTIES

A. Every reasonable attempt shall be made to have aides and secretaries perform clerical functions and custodians perform custodial functions.

B. Collection of funds for the following activities shall be barred from the classroom.

1. Activities in which all pupils are expected to participate which should be legitimately financed by the Board.

2. Activities which have no educational objective, as determined by the Board.

C. Teachers shall not be required to drive students to activities which take place away from the school building. A teacher may do so voluntarily, however, with the advance approval of his principal, or immediate supervisor, provided the teacher shows evidence of adequate insurance coverage. He shall be compensated at the IRS Government rate for the use of his own automobile.

D. Teachers are encouraged to participate in the extracurricular life of the students. Teachers may be required to supervise one (1) scheduled extracurricular event such as a concert, play or athletic contest, per year. Teachers will be given reasonable notice of such assignments, depending on the circumstances.

Teacher participation in overnight or weekend trips shall be voluntary.

E. Teachers who hold stipend positions shall do so voluntarily and shall be compensated at the rate of pay established for such activities. Positions are for one year only, and continuation in such positions by a teacher shall be voluntary. When a vacancy occurs, preferential consideration shall be given teacher applicants within a pool of comparably qualified candidates.

ARTICLE X - TEACHER EMPLOYMENT

A. Each teacher shall be placed on his/her proper step of the salary schedule.

B. Teachers with previous experience in M.S.A.D. No. 75 of one (1) school year or more shall, upon returning to the system, receive full credit on the salary scale for all outside experience acceptable to the Board, such as up to two (2) years of military service experience or alternative civilian service required by the Selective Service System, Peace Corps, VISTA or National Teacher Training Corps work, and time spent on a Fulbright Scholarship. Such teachers who have not been engaged in other teaching or the other activities indicated above shall, upon return to the system, be restored to the next position on the salary scale schedule above that at which they left, provided they had completed one hundred and twenty (120) teaching days at that level.

C. Continuing contract status teachers shall be notified of the renewal or non‑renewal of their contract no later than February 27. Probationary teachers shall be notified of the renewal or non‑renewal of their contract and salary no later than the date specified by Law. It is understood that salary can be reported only if negotiations are complete.

D. A teacher may resign by submitting written notice at least (sixty) 60 days in advance.

E. 1. Retired teachers will be hired as probationary as allowed under the Law.

2. Those provisions in Article V- Teachers Rights that do not apply to teachers with less than 2 years service in M.S.A.D. No. 75 would not apply to “hired retired” teachers.

3. Seniority will be established as if it were the teacher’s first year in the District.

4. Salary will be established per years of experience on the salary scale.

5. Sick leave accrual begins as if the teacher were new to the system.

6. If the retired teacher is a retiree from M.S.A.D. No. 75 and the retirement is within one year of the hire, evaluation will proceed under the process defined for continuing contract teachers in the M.S.A.D. No. 75 teacher evaluation process.

7. The District will pay the employee the difference between the cost of the District contribution to the employee’s insurance plan and the amount provided by MSRS. Retirees taking MSRS health insurance are not eligible for a pre-tax benefit.

ARTICLE XI - SALARIES

A. Salaries of all teachers covered by this Agreement are set forth in Schedule A, which is attached hereto and made a part hereof. Additional pay for extracurricular activities and experience in the associated positions are set forth in Schedules B, C and F, which are attached hereto and made a part hereof. Course reimbursement is covered by attached Schedule D. Additional pay for certification activities is set forth in Schedule E, which is attached hereto and made a part hereof.

1. The annual salaries of teachers shall be paid in twenty‑six (26) installments due every other Friday, beginning with the second Friday following Labor Day. A teacher may choose to receive the balance of his contract salary following the close of the fiscal year ending June 30, in one lump sum, if such desire is indicated in writing by May 1. Proper payroll deductions shall be made from his check for health insurance, retirement and other authorized deductions so as to afford coverage for the individual until the first deduction the following Fall.

2. When a pay day falls on or during a holiday, vacation, or weekend, teachers shall receive their pay checks on the last previous working day, provided that the previous working day is not more than two (2) days earlier than the regular pay day.

3. Teachers must take advantage of Direct Deposit Services, offered via electronic transmission to banks participating in the New England Automated Clearing House (NEACH). Some participating banks, however, may not post paychecks until the Saturday following the Friday payroll.

4. A teacher seeking to pursue National Board of Professional Teaching Standards Certification may apply for a scholarship to fund his/her application. Upon certification and each year thereafter, each National Board Certified Teacher will receive an additional 11% of the Bachelor’s Degree base salary to his/her salary as determined by Schedule A. As part of their evaluation every three years, National Board Certified Teachers will document that their practice meets the five standards of the National Board within their area of certification. National Board Certified Teachers will also be expected to mentor new teachers as part of the District’s system of teacher induction.

5. The Board agrees to develop a policy for the placement of teachers on the salary scale that will define what is acceptable experience for placement on steps of the salary scale.

ARTICLE XII - TEACHER TRAVEL

A. Teachers who may be required to use their own automobiles in the performance of their duties and teachers who are assigned to more than one (1) school per day shall be reimbursed for all such travel at the IRS Government rate. Such travel shall consist of all driving on school business minus the round trip from the teacher's home to the nearest school at which he works that day. A form for this purpose shall be available through each building principal.

ARTICLE XIII - TEACHER EVALUATION

1. All monitoring or observations of a teacher's classroom performance shall be conducted openly and with the knowledge of the teacher. To the extent practicable, monitoring or observation of the teacher's non‑classroom performance shall be conducted openly and with knowledge of the teacher. The professional conduct of teachers in the scope of their employment, including but not limited to the execution of classroom performance responsibilities, is subject to supervision and evaluation.

2. Teachers shall be evaluated only by people certified to supervise instruction by the Maine State Department of Education, building principals, M.S.A.D. No. 75 Administrators and Supervisors or Department Heads. This evaluation will be conducted in accordance with the Board approved Teacher Evaluation Process, and may, at the discretion of the Superintendent or his/her designee, include data from classroom observation, teacher, supervisor and collegial assessment of goal progress, and student and parent input.

3. There will be a minimum of three (3) written observations/evaluations for probationary teachers per contract year.

4. Continuing contract teachers at a minimum shall be evaluated on a three‑year cycle. A more frequent review will be conducted as determined by the principal or other authorized personnel.

5. A teacher shall be given copies of minutes of meetings conducted in connection with evaluation within ten (10) days of the meeting.

6. No evaluation report shall be filed in a teacher's personnel file unless the teacher receives a copy of said report. Either the teacher or the evaluator may request a conference to discuss the evaluation report.

7. A probationary teacher shall receive a comprehensive summary of his/her evaluation reports and teaching performance prior to the issuance of his/her contract. Such reports shall refer to specific strengths, weaknesses, and suggestions for improvement.

8. No derogatory material regarding a teacher's conduct, performance, service, character, or personality shall be placed in his personnel file without his/her knowledge. The teacher has the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent or his designee and the Principal and attached to the file copy.

9. A teacher shall have the right to review the contents of his personnel file upon written request and to copy at his or her expense any documents contained therein.

10. At least once every three years a teacher shall have the right to indicate those documents and/or materials in his/her file which he believes to be obsolete or inappropriate to retain. Such documents shall be reviewed by the Superintendent or his designee; and if in the opinion of the Superintendent or his designee they are determined to be obsolete or inappropriate to retain, they shall be destroyed.

11. No separate personnel file shall be established which is not available for the teacher's inspection.

12. Any written or electronic communication regarding a teacher made to any member of the Administration by a parent, student, or other person, which is used in evaluation, shall be promptly investigated and called to the attention of the teacher; and the source of the communication shall be made known to the teacher. If in the form of an electronic communication, the originating subscriber’s identification must be validated.

13. It shall be the policy of all administrative and supervisory personnel to keep teachers informed of significant communications from the community which affect them as teachers.

14. The Formal Evaluation Process

The Formal Evaluation Process is used when the principal determines serious deficiency in a continuing contract teacher’s overall performance, as clearly established by preceding evaluation, requiring corrective action.

At the start of the process, the principal will specify in writing any and all performance deficiencies. The principal and teacher will meet to discuss details and issues prior to the development of an action plan to address the performance deficiencies. A written summary of this discussion will be placed in the teacher’s file with a copy to the teacher within ten (10) days of the meeting.

Next, the principal establishes a Teacher Action Plan, a comprehensive effort to assist the teacher in his/her attempt to overcome specific deficiencies and achieve a successful level of performance. In the Plan, the principal will determine and then set reasonable goals for improved teacher performance and identify corrective resources, supports and actions which may include course work, clinical supervisions, reassignment, and/or technical assistance. The principal will meet with the teacher to convey and discuss the action plan. A reasonable and prudent timeline for completing the plan will be specified and attached to the plan. The plan and timeline will be placed in the teacher’s file with a copy to the teacher within ten (10) days of the meeting. The Superintendent will also receive a copy of the Teacher Action Plan.

The principal will then monitor progress (or lack thereof) towards meeting performance goals through observation and other supervisory means indicated by the plan. The principal and teacher will meet no less than biweekly to discuss progress or lack thereof. A summary of each meeting will be placed in the teacher’s file with a copy to the teacher within ten (10) days of the meeting.

At timeline’s end, the principal determines and conveys to the teacher one of the following results:

1. The teacher has successfully addressed his/her performance deficiencies and is removed from the Formal Evaluation Process, or

2. The teacher’s performance deficiencies have to some degree persisted, but there is sufficient evidence of improvement to warrant extension of the timeline and /or alteration of the action plan to provide for further corrective support. Within ten (10) days of the timeline’s end and prior to determining changes in the Teacher Action Plan and/or timeline, the principal will meet with the teacher to discuss the status of the plan. Within ten (10) days of this meeting, a copy of the altered plan and/or timeline will be placed in the teacher’s file with a copy to the teacher and the Superintendent. The teacher’s successful completion of the plan will result in removal of the teacher from the Formal Evaluation Process. The teacher’s failure to successfully address performance deficiencies will result in the action below, or

3. The teacher has not successfully addressed performance deficiencies. The principal will recommend to the Superintendent non-renewal for performance deficiencies, in accordance with State Law and the terms of the existing teacher’s contract.

15. Arbitration Procedure and Standards for Teacher Non-Renewal

In the case of teacher non-renewal, if the principal determines the process has failed, he/she will recommend non-renewal to the Superintendent in accordance with State Law and the terms of the existing teachers’ contract.

· At the beginning of the first year of the contract, the Board and the Association will each choose three (3) Maine arbitrators acceptable to the other side for a total of six (6) for the duration of the contract. One of the six names will be drawn at random for the first arbitration and may not serve again for the next arbitration.

· The non-renewal arbitration must be held within sixty (60) days of a Board decision from a non-renewal hearing.

· The following criteria shall be used by the arbitrator in upholding, revoking or modifying the Board’s decision:

1. Whether the teacher received adequate notice and explanation of deficiencies.

2. Whether a corrective action plan was implemented which provided the teacher with at least six (6) months to correct deficiencies. See FORMAL EVALUATION UNDER ARTICLE VIII.

3. Whether, the teacher upon at least three (3) weeks prior notice, received a fair hearing with the right of representation before the Board.

ARTICLE XIV - LEAVE POLICY

A. Sick Leave ‑‑‑ All teachers employed shall be entitled to fifteen (15) days sick leave each school year, which shall be in addition to any accumulated sick leave, as of the first official day of said school year, whether or not they report for duty on that day. Unused leave shall be accrued from year to year, up to one hundred sixty (160) days. Teachers are provided their balance of accrued sick leave on each biweekly pay statement.

If a question arises concerning an abuse of sick leave, the Superintendent may require the teacher to provide a certification of illness from a physician of the Superintendent’s choosing at District expense. Failure to provide a physician's certificate, upon request covering the day(s) in question, will result in loss of per diem pay for said day(s).

Teachers who find they must stay home to attend to a sick immediate family member should report their absences as such. “Immediate family member” is defined as the teacher’s child (under 18 years of age), parent or spouse. Sick leave for other family members is granted only at the discretion of the Superintendent.

The Board recognizes its obligation under the Family Medical Leave Act, which, according to law, applies only to those teachers who have worked 1250 hours or more (excluding sick leave and personal leave) in the twelve (12) months preceding any circumstance to which the Act may apply. More information about Family Medical Leave may be found in the M.S.A.D. No. 75 Employee Handbook.

B. As of October 15, any teacher who has contributed to the sick bank shall be eligible for additional sick leave days when the teacher's illness shall have exhausted all of the teacher's accumulated regular sick leave. The sick bank shall be administered as follows:

1. Eligibility to use the bank shall be reserved for those teachers making their initial contribution prior to October 1st. First-year probationary teachers, as defined by this contract in Article II, will become eligible to join and access the sick leave bank upon completion of six (6) months of employment with M.S.A.D. No. 75.

2. A teacher shall be considered a perpetual member after initial contribution and will not be required to contribute another sick day to maintain membership unless said teacher should use the sick bank. Use of the sick bank shall require giving of another sick day to maintain membership.

3. The maximum number of supplemental sick leave days allowed under this section shall be thirty‑five (35) days per teacher per school year.

4. The administration of the sick bank shall be the responsibility of the Board under the same conditions that govern the regular sick leave provision.

5. As soon as possible after November 15, the Superintendent shall provide to the Association an update of additions of teachers participating in the sick bank, and the Superintendent shall notify the Association each time a teacher uses the bank indicating the teacher and the number of days withdrawn.

6. The maximum accumulation of sick leave bank days will not exceed 1.5 times the total number of participating members. When accumulated sick leave bank days fall below a number equivalent to fifty percent (50%) of the participating members, each member will be required to contribute one (1) sick leave day. The total accumulation of the allowable days shall be carried over to each succeeding year.

7. This section shall not apply to maternity leave.

C. Personal Leave ‑‑‑ A teacher who is employed in M.S.A.D. No. 75 will be allowed three (3) full days per year without written justification for religious, legal, business, household and family matters that cannot be conducted at times other than school hours. Personal business can not include matters for which the teacher receives remuneration. Allowance for said days shall be discretionary with the Superintendent, and his decision shall be final except that no request shall be unreasonably denied. It is the policy of the District that personal days shall not be taken for vacation purposes, or on days preceding or following school vacations and holidays. However, the District understands that there are occasions of emergency and of family matters of significant importance for which scheduling is out of the control of the teacher. In such instances, the Superintendent may grant exceptions to the above, always balancing the needs of the District with those of the teacher. Additional days may be granted at the discretion of the Superintendent. The personal leave days shall be in addition to sick leave. Requests for leave shall be submitted to the Superintendent five (5) working days in advance, on the agreed-upon request form. In an emergency situation the teacher shall immediately contact the Superintendent of Schools. Any abuse of this leave policy will result in forfeiture of pay at the teacher's per diem rate for each abuse.

D. Retirement Bonus ‑‑‑ Upon retirement, a teacher shall be

paid for one‑half (1/2) of his accumulated sick leave, over and above his regular compensation at the rate of forty dollars ($40.00) per day. Notification of intent to retire shall be made in writing no later than December 31 of the year before retirement except in cases of extreme emergency.

E. Professional Conferences and Visiting Days ‑‑‑ Leaves not to exceed three (3) school days, with full pay but no expenses, may be granted by the Superintendent to teachers for attending conferences or important professional meetings. In addition, each teacher shall be allowed one (1) school day for the purpose of visiting classes in some other school. Each teacher shall submit a properly-executed request form and furnish a report to the Superintendent following the conference or visit.

F. Subpoena ‑‑‑

1. If a teacher is subpoenaed to appear in Court as a witness, the absence from the classroom is not to be regarded as part of the annual sick leave; and he will receive the difference between the per diem pay as a witness and the per diem pay as a teacher.

2. If a teacher is required to serve on a jury, he will receive the difference between his per diem pay as a juror and the per diem pay as a teacher.

G. Other Circumstances ‑‑‑ The Superintendent may grant special leave to professional staff members when circumstances not herein covered warrant special consideration. The District will follow State Law as it relates to the Family Medical Leave Act, unless it is superseded by federal law. Please refer to the Family Medical Leave policy in the M.S.A.D. No. 75 Employee Handbook.

H. Extended Leaves of Absence ‑‑‑

1. The Board agrees that one (1) teacher designated by the Association shall, upon request, be granted a leave of absence without pay for up to one (1) year for the purpose of engaging in activities of the Association or its affiliates.

2. a. A teacher who is pregnant may use up to six (6) weeks sick leave either before or after the arrival of the child, in any combination. Additional sick leave may be granted from the time a physician certifies in writing that a teacher is unable to perform her duties until a date determined by a physician that she is capable of returning to work.

b. If a teacher notifies the Superintendent of his or her desire to return to active employment within sixty (60) days, said teacher shall, after receipt of the notice, be assigned to the same position. If that position is no longer in existence said teacher shall be assigned to a substantially equivalent position.

c. A teacher may be granted up to one (1) week of sick leave for parental leave at any time during the first six (6) weeks after the arrival of the child. One week of parental leave will also be granted for the adoption or placement of a child in foster care. Exceptions to this section may be granted at the discretion of the Superintendent.

3. The Board may grant a leave of absence without pay to any teacher when the Board determines that circumstances warrant it.

4. Any absence not covered by the above conditions shall call for a salary deduction computed at 1/183 of the annual contract for each such absence.

I. In cases of injury covered under the Workers' Compensation Act, a teacher will receive from his or her accumulated sick leave the difference between the amount of his regular pay and the amount received as Workers' Compensation. The difference shall be charged on a prorated basis to the teacher's accumulated sick leave and shall cease when the teacher's sick leave is exhausted.

J. Teachers on extended leaves of absence are to notify the Superintendent of Schools by January 15 of their intention to return to active employment for the next school year. A teacher who fails to give timely notice to return to work from a leave of absence will be deemed to have resigned.

K. Certified teachers who have accumulated sick leave in the teacher's immediate past position in a public school system within the State may transfer that sick leave and may be credited for up to twenty (20) days of that sick leave upon achieving continuing contract status in M.S.A.D. No. 75, provided that there has been no break in service in the teacher's public school employment within the State and that the teacher was eligible to receive sick leave in his or her previous position at the time of his or her termination of employment.

ARTICLE XV -DUES ‑ DEDUCTIONS FROM SALARY

The Board agrees to deduct from teachers' salaries money for local, State and/or national association services and programs as said teachers individually and voluntarily authorize the Board to deduct and to transmit the monies to such associations within the capacity of the computer system. The Association shall certify to the Board in writing the current rate of local, State and national member dues. In the event that any association changes the rate of its membership dues, the local association shall give its membership and the Board written notice prior to the effective date of such change.

Deductions will be made in twenty‑four (24) equal installments.

ARTICLE XVI - INSURANCE

1. HEALTH INSURANCE ‑‑‑

The Board and Association will continue to investigate health insurance plans with the long-term goal of obtaining sound health insurance at a lesser cost. These investigations will include consideration of the experiences of school boards and employee groups using such plans. In addition, the Board and Association, as a part of the investigations, will examine options under which the costs of health insurance premiums are to be shared by the Board and the insured.

For the period of the contract, the Board will pay 100% of the MEA Anthem Choice Plus premium for teachers who choose “single” coverage, 95% of the MEA Anthem Choice Plus premium for teachers who choose “adult with child(ren)” coverage, and 95% of the previous year’s MEA Anthem Choice Plus premium for teachers who choose “two adults” or “family” coverage. Teachers who choose the MEA Anthem Standard plan will be required to pay the difference between the Choice Plus and Standard premiums.

Part‑time employees will receive a premium based on the percent of the time they are employed.

1. A teacher who elects to be covered under alternative coverage will be paid 20% of the premium associated with the “single” Choice Plus coverage. The teacher must submit a request in writing to the Human Resources Department no later than the fifth (5^th) student day of each school calendar year, providing documentation of alternative medical coverage. There will be no exceptions to this deadline.

2. DENTAL INSURANCE ‑‑‑

The Board will pay one hundred percent (100%) of a single subscriber monthly premium from a carrier selected by the Board for all full‑time employees. Part‑time employees will receive a premium based on percent of the time they are employed.

ARTICLE XVII - HEALTH AND SAFETY ARTICLE

A. The District shall comply with applicable provisions of federal, state and local laws with respect to employment, safety and health, insofar as they pertain to the working conditions of employees.

B. A Safety and Security Committee composed of two (2) representatives of the Board or its delegates and two (2) representatives of the Association shall be established. The Committee shall meet at least twice a year or as necessary and shall make recommendations to the Board regarding health, safety, and security matters.

C. No employee shall be required to work under conditions which unreasonably expose him/her to imminent danger of injury, death or damage to his/her health. An employee who declines to work under such circumstances shall notify his/her supervisor as soon as possible.

D. The District shall require safety equipment as required by OSHA, including personal protective equipment.

E. In the event a teacher is, in the course of his/her teaching assignment or other professional duties, physically harmed or put in fear of harm by a student, former student, visitor, parent or other staff member, the teacher may request time off to recuperate and will be allowed to use his/her sick leave to the extent it is medically necessary. In the event the employee has exhausted his/her sick leave, the employee may, upon forwarding certification by a physician, request additional leave with pay to the extent that such leave is not covered by insurance or the sick leave bank. The District agrees to pay fifty percent (50%) of the uninsured counseling expenses up to a maximum of two hundred dollars ($200) per teacher per twelve (12)-month period for all counseling attributable to the incidents described in this subparagraph.

F. For any loss or damage to a teacher’s personal property used in connection with their teaching in excess of fifty dollars ($50) the District will pay the lesser of:

1. The difference between the amount of such loss or damage and fifty dollars ($50) but not exceeding two hundred dollars ($200),

2. The difference between the amount of the teacher’s insurance deductible and fifty dollars ($50), but not exceeding two hundred dollars ($200).

No amount shall be payable unless:

1. the teacher provides a statement describing the item,

2. the loss or damage was incurred during the course of the teacher’s duties,

3. the teacher is unable to be compensated for the loss or damage under a policy of insurance or from the individual or parents of the individual who caused the damage,

4. there was prior notification to the supervisor that the item was in the teacher’s possession,

5. the teacher took reasonable care to protect the item,

6. the District was notified within one (1) week of the loss or damage, and

7. the loss was not attributable to the carelessness of the teacher.

The District liability under sub-section F. in any fiscal year shall cease upon payments totaling two thousand dollars ($2000.00).

ARTICLE XVIII - DURATION OF AGREEMENT AND POLICY STIPULATION

A. This contract shall be in effect as of September 1, 2008, and shall continue in effect until August 31, 2010, subject to the Association's right to negotiate over a successor contract as provided under our negotiated agreement between the Board of Directors and the Merrymeeting Teachers Association. In the event that collective bargaining pursuant to M.R.S.A. Title 26 shall not have been successfully completed prior to the expiration date herein provided, the parties hereto specifically agree that the present contract, including the grievance procedure under Article IV, shall remain in full force and effect until a new contract shall have been negotiated. All salaries and fringe benefits will remain unchanged until a new agreement is negotiated.

The Board agrees to recognize the teachers covered by this contract as the bargaining unit for the purpose of negotiating a successor agreement in accordance with the provisions of Article III hereof, said negotiations to begin no later than October 15, 2009 and conclude no later than February 15, 2010, unless the Association and Board mutually agree to extend the negotiations. If there is no agreement to extend beyond February 15, the parties will be bound by the rules of Maine State Labor Relations.

The Board agrees to recognize the Association as bargaining agent for the teachers for the purpose of negotiating a successor agreement in accordance with the provisions of Article II hereof and within the time periods therein specified.

B. The following items have been agreed upon to be included in a Board of Directors Policy Statement of M.S.A.D. No. 75. Should policies be changed in the future, the Board agrees to meet and consult over these changes and negotiate any impact on wages, hours and working conditions.

1. Voluntary transfer and reassignment

2. Involuntary transfer

3. Promotions

4. Temporary leaves of absence

5. Extended leaves of absence

6. Maintenance of classroom control and discipline

7. Personal and academic freedom

8. Textbooks

9. Teacher dress

C. Should any article or provision of this contract be found contrary to Law, then such provision shall be declared null and void. The parties will meet not later than ten (10) days after such finding for the purpose of re‑negotiating the provision or provisions affected. However, all other provisions shall continue in full force and effect.

SCHEDULE A

		M.S.A.D. No. 75
		Teacher Salaries 2008-2009
Year	BA	BA+15	MA	MA+15	CAS
0	31,000.00	32,550.00	35,030.00	36,580.00	39,680.00
1	31,000.00	32,550.00	35,030.00	36,580.00	39,680.00
2	31,000.00	32,550.00	35,030.00	36,580.00	39,680.00
3	33,387.00	35,030.00	36,580.00	39,680.00	41,850.00
4	33,387.00	35,030.00	36,580.00	39,680.00	41,850.00
5	33,387.00	36,270.00	39,680.00	41,850.00	42,780.00
6	35,030.00	36,270.00	39,680.00	41,850.00	42,780.00
7	35,030.00	39,060.00	41,850.00	42,780.00	45,570.00
8	36,270.00	39,060.00	41,850.00	42,780.00	45,570.00
9	36,270.00	39,060.00	42,780.00	45,570.00	47,120.00
10	39,060.00	41,230.00	42,780.00	45,570.00	47,120.00
11	39,060.00	41,230.00	45,570.00	47,120.00	49,910.00
12	39,060.00	42,780.00	45,570.00	47,120.00	49,910.00
13	42,563.00	45,260.00	47,120.00	49,910.00	53,010.00
14	42,563.00	45,260.00	47,120.00	49,910.00	53,010.00
15	45,260.00	46,500.00	49,910.00	53,010.00	54,870.00
16	45,260.00	46,500.00	49,910.00	53,010.00	54,870.00
17	47,120.00	49,600.00	53,010.00	54,870.00	56,420.00
18	47,120.00	49,600.00	53,010.00	54,870.00	56,420.00
19	49,910.00	52,080.00	54,870.00	56,420.00	57,660.00
20	49,910.00	52,080.00	54,870.00	56,420.00	57,660.00
21	52,080.00	53,630.00	56,420.00	57,660.00	59,551.00
22	52,080.00	53,630.00	56,420.00	57,660.00	59,551.00
23	52,080.00	53,630.00	56,420.00	57,660.00	59,551.00
24	53,630.00	56,110.00	57,660.00	59,551.00	61,652.80
25	53,630.00	56,110.00	57,660.00	59,551.00	61,652.80
26	53,630.00	56,110.00	57,660.00	59,551.00	61,652.80
27	54,250.00	56,420.00	59,551.00	61,652.80	63,999.54

SCHEDULE A

		M.S.A.D. No. 75
		Teacher Salaries 2009-20010
Year	BA	BA+15	MA	MA+15	CAS
0	31,900.00	33,495.00	36,047.00	37,642.00	40,832.00
1	31,900.00	33,495.00	36,047.00	37,642.00	40,832.00
2	31,900.00	33,495.00	36,047.00	37,642.00	40,832.00
3	34,356.30	36,047.00	37,642.00	40,832.00	43,065.00
4	34,356.30	36,047.00	37,642.00	40,832.00	43,065.00
5	34,356.30	37,323.00	40,832.00	43,065.00	44,022.00
6	36,047.00	37,323.00	40,832.00	43,065.00	44,022.00
7	36,047.00	40,194.00	43,065.00	44,022.00	46,893.00
8	37,323.00	40,194.00	43,065.00	44,022.00	46,893.00
9	37,323.00	40,194.00	44,022.00	46,893.00	48,488.00
10	40,194.00	42,427.00	44,022.00	46,893.00	48,488.00
11	40,194.00	42,427.00	46,893.00	48,488.00	51,359.00
12	40,194.00	44,022.00	46,893.00	48,488.00	51,359.00
13	43,798.70	46,574.00	48,488.00	51,359.00	54,549.00
14	43,798.70	46,574.00	48,488.00	51,359.00	54,549.00
15	46,574.00	47,850.00	51,359.00	54,549.00	56,463.00
16	46,574.00	47,850.00	51,359.00	54,549.00	56,463.00
17	48,488.00	51,040.00	54,549.00	56,463.00	58,058.00
18	48,488.00	51,040.00	54,549.00	56,463.00	58,058.00
19	51,359.00	53,592.00	56,463.00	58,058.00	59,334.00
20	51,359.00	53,592.00	56,463.00	58,058.00	59,334.00
21	53,592.00	55,187.00	58,058.00	59,334.00	61,279.90
22	53,592.00	55,187.00	58,058.00	59,334.00	61,279.90
23	53,592.00	55,187.00	58,058.00	59,334.00	61,279.90
24	55,187.00	57,739.00	59,334.00	61,279.90	63,442.72
25	55,187.00	57,739.00	59,334.00	61,279.90	63,442.72
26	55,187.00	57,739.00	59,334.00	61,279.90	63,442.72
27	55,825.00	58,058.00	61,279.90	63,442.72	65,857.59

SCHEDULE B: EXTRACURRICULAR

POSITIONS AND STIPENDS

The Board and Teachers agree to the following process for determining stipend positions:

1. The Administration proposes positions to the Board of

Directors

2. The Board creates the position

3. Stipend pay category is determined via agreement between

the Board and Merrymeeting Teachers Association

4. The Board approves the stipend pay category.

Each position is assigned to an extracurricular stipend category. Stipends for extracurricular positions are a percentage of the Bachelor’s Degree base salary. Categories are assigned remuneration percentages as follows:

Category:	Remuneration percentage
7	13%
6	10%
5	8%
4	6%
3	4%
2	2%
1	1%

Position holders with over three years experience in the same position will receive an additional 15% increase in the stipend amount.

The position and categories are as follows:

Position	Category:
Advisory Coordinator (HS)(2)	7
Assessment Coordinator (HS)	7
Basketball Boys	7
Basketball Boys Asst. JV	5
Basketball Boys 9	4
Position	Category:
Basketball Boys 8	4
Basketball Boys 7	4
Basketball Boys 7/8 B	3
Basketball Girls	7
Basketball Girls Asst. JV	5
Basketball Girls 8	4
Basketball Girls 7	4
Basketball Girls 7/8 B	3
Baseball	7
Baseball Asst. JV	5
Baseball 7/8	4
Cheerleading	5
Class Advisor 12	6
Class Advisor 11	5
Class Advisor 10	4
Class Advisor 9	4
Cross Country	6
Cross Country 7/8	4
Drama (1)	7
Drama (2)	7
Drama / Music	5
Envirothon	7
Field Hockey	7
Field Hockey Asst. JV	5
Field Hockey Asst. 7/8	4
Field Hockey 7 B team	4
Gay/Straight Alliance	3
Golf	5
Ice Hockey	7
Ice Hockey Asst.	5
Ice Hockey 7/8	4
Indoor Track	6
Indoor Track Asst. (1)	4
Indoor Track Asst. (2)	4