Canton, Massachusetts · Saved source text

School Aides (PDF)

Finance Committee · Date unavailable · Record af1d20e3b20dadac72

Saved text from 22 source pages. Transcription and OCR may contain errors; verify figures and wording against the original. Retrieved 2026-10-15.

FY16 UNIT E
STEPS LANES
as of 09-01-2015

FY15 Educational Assistants, Aides, COTA, ABA Tutors, Kindergarten Tutors

Educational Assistants

Fiscal Year % Increase        Perday                 Hours                # of Days              Annual                      Hourly
FY16      2.00%     $117.31         6.5           201        $23,579.35         $18.05
FY17              2.00%            $119.66                    6.5                         201                 $24,050.94                    $18.41
FY18              2.00%            $122.05                    6.5                         201                 $24,531.96                    $18.78

School Aides
Fiscal Year % Increase        Step 1                 Step 2                  Step 3                 Step 4                      Step 5

2.00%          $72.82              $76.32               $80.14              $84.12                   $88.34 _

” FY17           2.00%          $74.27              $77.84               $81.74                   .                      $90.11
FY18            2.00%           $75.76                $79.40                 $83.38                $87.52                     $91.91
COTAS & Speech/Language Assistants (Per Hour)
FY16            2.00%                 $29.14
FY17            2.00%                 $29.72
FY18            2.00%                 $30.32
ABA Tutors (Per Hour)                            *Individual amount +2% grandfathered for each of FY16, FY17 and FY18
if exceeds scale (year specification is not intended to serve as "sunset.")
Bachelor's                                      Master's
FY16            2.00%                                             $21.22                                         $23.35
FY17            2.00%                                             $21.64                                         $23.81
FY18            2.00%                                             $22.07                                         $24.29

Kindergarten Tutors (Per Day)

FY16           2.00%               $19.28
FY17           2.00%               $19.66
FY18           2.00%               $20.06

MEMORANDUM OF AGREEMENT
(Unit E-Three Year Agreement)

The Canton School Committee (the Committee) and the Canton Teachers Association,
Unit E, (the Association) hereby agree that the contract in effect for the period of September 1,
2011 through August 31, 2012 has been extended through August 31, 2015, with amendments
set forth in the attached Collective Bargaining Agreement. The Parties further agree and
acknowledge the following:

Be        The School Committee proposed language in Article 9, Extended Day/Year for
ABA Tutors indicating a range of hours (0 - 7.5 hrs) to clarify (and emphasize) the flexibility it
views as permitted by the Interim Agreement on ABA tutors. The School Committee has
withdrawn this language, with the understanding that the withdrawal is done without prejudice to
the Parties' respective positions on the matter. The Parties agree that the School Committee’s
proposal and withdrawal of this language will not be used by either party in any forum as
evidence of bargaining history.

2.        The Parties agree that a subcommittee with members appointed by the
Superintendent and Association will meet to consider proposed changes to the evaluation
instrument that is referenced in Article 19 and attached to the collective bargaining agreement as
Appendix B. Any changes propose for each classification in the unit will be presented to the full
bargaining teams for consideration. The subcommittee will endeavor to propose any such
changes in time for implementation during the 2013-2014 school year.

3;        The amendments set forth in the Collective Bargaining Agreement shall be
effective as of the date of ratification by both parties, except that salaries as set forth in Appendix
A, along with other benefits such as sick days, business days, etc., will be effective retroactive to
September 1, 2012, provided that the addition of substitute pay for half days under Article 23
shall apply only in the event the employee is able to establish that he/she has subbed for half
days in accordance with Article 23 during the period of September 1, 2012 through the date of
ratification.

This Memorandum of Agreement, with attached Collective Bargaining Agreement,
having been ratified by the Parties, is hereby signed and sealed by their duly authorized
representatives. The Parties recognize and agree that all proposals/counterproposals regarding
changes to the contract not embodied in this Memorandum and the attached Collective

Bargaining Agreement have been withdrawn.                                                          i,   ag”
FOR THE ASSOCIATION   Mis   We
Ps                    f
\ ¢        Fd
OQ

FOR THE COMMITTEE

ff  f

LE:
Gre eno!  Welsa Sulu,

Date:                  f j W713                             Date:

rb\canton\ed-asst-ng\l 3-01-08-Unit E-MOA-final signature

MEMORANDUM OF AGREEMENT
(Unit E-One Year Extension)

The Canton School Committee (the Committee) and the Canton Teachers Association (Unit E)
hereby agree that the contract in effect for the period of September 1, 2008 through August 31,
2011 has been extended through August 31, 2012 without further amendment.

/
This Memorandum of Agreement, having been ratified by the parties, is hereby signed and          \)) yo

sealed by their duly authorized representatives. The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not
embodied in this Memorandum have been withdrawn.                                                           “YN

FOR THE ASSOCIATION  fw? v :

FOR THE COMMITTEE

Date:                LAT) 3

rb\canton\ed-asst-ng\! 2-09-1 I-unit E-one year extension

lofl

AGREEMENT
between the
CANTON SCHOOL COMMITTEE
and the
CANTON EDUCATIONAL SUPPORT

PERSONNEL ASSOCIATION,
UNIT E

SEPTEMBER 1, 2012 - AUGUST 31, 2015

ARTICLE
1

2

10
11
12
13
14
15
16
17
18
19

20

TABLE OF CONTENTS

NAME

REGULAR WORK YEAR/PAYMENT METHOD.........

WORK. DAY cosssesssisssivesscsssscsssssissoracasesaiotoisersonsonsoestarseensosnees

PAID HOLIDAYS ........4eis sb Osnceaenaeedcmescdvcansisacmsusssbuabsveutses

REDUCTION IN FORCE, ..ssessesssssssssscssssssssssceseessnsersnsenceee

EVALUATION INSTRUMENT AND PROCEDURES..

AGENCY SERVICE FEE....sscssssssovesossosssssscssessessscsosensenssoes

10

10

10

10

11

ARTICLE
21
22
23
24
25
26

27

TABLE OF CONTENTS -2-

NAME

HEALTH AND SAFETY ccsssssssssssesusssssesnsssncenscavssssistestavesec

NO DISCRIM.

NATION scovsscosesssosscssssisssssascestssssssssovsssnsosivs

SUBSTITUTE PAY ....csssssssssssssssssensecsssccucssssssssssscssesanecescees

MAOU SD OROO see eneneeENaAeeseseeanneneeevasnanoseoeserenstesensebananens

senenaenenenenanceesenscansesnecsecccnsrserereussnrecssssssasscnaseoece

Sdn eneeeenscaranenserensenavensesssscnsssesonssseneneessenenenasesecaes

12

12

12

13

13

14

15

THIS AGREEMENT is made and entered into on this           day of                , 2013 by and
between the Canion School Committee, hereinafter referred to as the “Committee, School
District or District” and thé Canton Educational Support Persorinel Association, affiliated with
the Canton Teachers Association as Unit E, hereinafter referred to as the “Association.”

ARTICLE 1
RECOGNITION

The Committee recognizes the Association as the exclusive representative of the bargaining unit
for the purposes of collective bargaining with respect to wages, hours, and other conditions of
employment and the negotiation of any collective bargaining agreements. The unit consists of
the following employees: all full-time and part-time educational assistants, certified occupational
therapist assistants (COTAs), school aides, speech and language assistants, Applied Behavioral
Analysis Tutors (ABA Tutors) and kindergarten tutors, but excluding all managerial, confidential
and casual employees and all other persons employed by the Committee. All employees within
the unit are hereinafter referred to as “Unit Employees” or “Employees.”

ARTICLE 2
MANAGEMENT RIGHTS

Unless an express, specific provision of this Agreement clearly provides otherwise, the School
District and such other officials as may be authorized to act on its behalf retain all rights and
prerogatives to manage and control the functions in which Unit Employees are employed.

By way of example, but not limitation, management retains the following rights: to determine
educational policy; to decide the number of Employees assigned to a work project or task; to
determine the policies and practices involving or affecting the hiring, promotion, assignment,
direction, and transfer of Employees; to determine the equipment to be used in the performance
of duty; to establish qualifications for ability to perform work; to lay off Employees in the event
of lack of work or funds or under conditions where management believes that continuation of
such work would be less efficient, less productive, or less economical; to take actions necessary
to comply with federal or state law, regulations or mandates; to establish or modify work hours;
to take whatever actions may be necessary to carry out its responsibilities in situations of
emergency; to enforce existing rules, regulations and policies for the governance of the school
district and to add to or modify each regulation as it deems appropriate; to discharge, suspend,
demote, or take other disciplinary action against Employees with good cause during the term of
their appointment; and to require the cooperation of all Employees in disciplinary investigations,
e.g. providing statements or answering questions about job performance or conduct.

The failure to exercise any management right shall not be deemed a waiver.
Except as expressly provided by a specific provision of this Agreement, the exercise of the

aforementioned rights shall be final and binding and shall not be subject to the grievance and
arbitration provisions of this Agreement.

ARTICLE 3
NO STRIKES OR LOCKOUTS

A. Neither the Association, nor any Association officer, representative or employee shall engage
in, induce, support, encourage, or condone a strike, work stoppage, slowdown, withholding of
services by Employees, or any other direct or indirect interference with the operation of the
District during the life of this Agreement.

B. Should any of its members engage in any of the practices set forth above, the Association
shall immediately in writing order such members to return to work and immediately cease such
practices. The School District shall receive a copy of this written notice. The Association agrees
to use its best efforts to ensure that any such violation cease and that work be fully resumed.

C. The District agrees that it will not conduct a lockout of Employees.

D. Employees who participate in any such acts may be disciplined or discharged without
recourse to arbitration, provided, however, that only the question of their participation shall itself
be subject to the grievance and arbitration procedure.

ARTICLE 4
GRIEVANCE PROCEDURE

A. The purpose of this Article is to provide an orderly method for the settlement of a dispute
between the parties over interpretation, application or claimed violation of a specific provision of
this Agreement. Such a dispute shall be defined as a grievance under this Agreement and must
be processed in accordance with the following steps, time limits, and conditions herein set forth.
If a grievance affects a group or a class of Employees, the Association may commence a
grievance on behalf of such a group or class at Level 2 by submitting the grievance in writing to
the School Business Administrator. Said grievance shall describe the group or class of
Employees affected.

B. All grievances filed at Step 1 and 2 of the grievance arbitration procedure shall specify:

a.         the particuiar contract article and section alleged to have been violated;

b.        the facts supporting each alleged violation in reasonable detail;

c.         the date each act or omission violating the Agreement is alleged to have occurred;
and

d.        the remedy sought for each alleged contract violation.

C. The Steps of the Grievance procedure shall be as follows:
STEP 1:

The Employee shall submit his/her grievance in writing to her/his Principal within 10
business days of the occurrence giving rise to the grievance. Within 5 business days of
the filing of the grievance, the Principal or his/her designee shall meet with the aggrieved
Employee. If the aggrieved Employee requests, an Association representative shall be
given an opportunity to be present. The Principal or his/her designee shall provide a
decision in writing within 5 business days of the conclusion of such meeting.

STEP 2:

If the grievance is not settled at Step 1, the Association may appeal it by giving written
notice of such appeal to the Assistant Superintendent for Student Services within 5
business days after receipt of the Principal’s written answer. The Assistant
Superintendent for Student Services or his/her designee shall discuss it with the
Association representative. The Assistant Superintendent for Student Services or his/her
designee shall give his/her written answer to the grievance within 5 business days after
the close of discussion.

STEP 3:

If the grievance is not settled at Step 2, the Association may appeal it by giving written
notice of such appeal to the Superintendent within 5 days after receipt of the Assistant
Superintendent’s written answer at Step 2. The Superintendent shall meet with the
Association representative within 5 business days after receipt of the Step 2 written
answer at a time to be fixed by the Superintendent. The Superintendent shall give his/her
written answer to the grievance within 5 business days after the meeting with the

Association.

D. The parties agree to follow each of the foregoing steps in the processing of the grievance. If
at any step the District fails to give its written answer within the time limit therein set forth, the
grievance shall be deemed to be denied, and the Association may appeal the grievance to the
next step at the expiration of such time limit. Failure of the Association at any step to process
according to the time limits set forth herein shall mean that the Association has waived the
grievance and the right to proceed further.

E. Arbitration.

1. Ifthe dispute or grievance is not settled in the foregoing steps and it involves the
interpretation, application or claimed violation of any provision of this Agreement, then
the Association may file a written demand for arbitration with the American Arbitration
Association. Said demand shall be filed with the American Arbitration Association
within 10 business days of the District’s answer in Step 3.

2. The arbitration proceeding will be conducted under the rules of the American Arbitration
Association. The arbitrator shall not have the authority to add to, subtract from, modify,
change or alter any of the provisions of this Agreement. The award shall be final and
binding on the School District, the Association, and the grievant.

3. The following matters shall not be subject to grievance arbitration under this Agreement:

a.        any matter involving the exercise of discretion accorded management under this
agreement;
b.        disputes over alleged unlawful discrimination; and
c.        any incident which occurred or failed to occur prior to the effective date of this
Agreement.
ARTICLE 5
GROUP INSURANCE

The Committee will provide plan of group life, accidental death and dismemberment and general
or blanket hospital, surgical and medical insurance as authorized under the provisions of G.L.
Chapter 32B. The Committee will pay 75% of the premium and the employee will pay 25% of
the premium for the indemnity plan and for all HMO’s. Dental insurance shall also be paid 75%
by the Committee and 25% by the employee.

Effective July 1, 2012, co-pays for the PPO and the HMO shall be as follows:

 $20/$35 (PCP/Specialists)
 $100

 $300

 $100

 $10/$25/$50 for both retail and 90 day mail order
|S ttst*t*t*t*t*S*tSSC~+Y Effective July 1 2013
fd

$20/$50/$100 for both retail and 90 day mail order
Medex Prescriptions:             $10/$20/$35 for both retail and 90-day mail order

ARTICLE 6
REGULAR WORK YEAR/PAYMENT METHOD

a.        Educational assistants, school aides, ABA Tutors, COTAs, and speech and
language assistants will have the option of having their pay earned during the
regular school year/day (including orientation and vacation days if applicable)
distributed over twenty-one (21) or twenty-six (26) substantially equal pay checks
beginning with the first regular payroll in September. Kindergarten tutors will be

paid at an hourly rate based upon the kindergarten tutor’s submission of time
sheets.

b.        Educational assistants, COTAs and speech and language assistants will be paid
for 201 days as follows:

180 School Days + 10 Paid Holidays + 10 Paid Vacation Days + 1 Orientation
Day = 201 Days

¢        School Aides will be paid for 200 days as follows:

180 School Days + 10 Paid Holidays + 10 Paid Vacation Days = 200 Days
d.        ABA Tutors will be paid for 181 days as follows:

180 School Days + 1 Orientation Day = 181 Days

e.        Kindergarten tutors will be paid for their assigned work days + 6 Paid Holidays

ARTICLE 7
WORK DAY

Full-time educational assistants, school aides, and COTAs shall work six and a half (6.5) hour
days. The rate of compensation for any extra time above and beyond the 6.5 hour day shall be
based on the employee’s hourly rate. Full-time speech and language assistants shall work seven
(7) hour days.

ABA Tutors:

Full-time ABA Tutors shall work six and a half (6.5) hours per day. All ABA Tutor hours are
subject to adjustment due to students entering and leaving the program throughout the year.

Any reduction in weekly/daily hours resulting from such adjustments will be subject to the layoff
provisions in Article 12 (Reduction in Force).

ABA-Tutors assigned to work on a 1:1 basis with a particular student during the regular school
day are expected to report for work even when the student is absent. In doing so, the ABA Tutor
will report to the Building Principal or Assistant Principal for an alternative assignment, which
may include serving as an ABA tutor, educational assistant or school aide, or substituting for a
teacher, If the Principal or designee assigns the ABA Tutor to substitute for a teacher, the
provisions of Article 23 (Substitute Pay) of this Agreement will apply.

ARTICLE 8
SALARY

The salary scales for all unit employees are attached to the Agreement as Appendix A.

ARTICLE 9
EXTENDED DAY/YEAR FOR ABA TUTORS

Extended Day Services: Hours beyond the regular school day to provide for home-based
services will be assigned to ABA Tutors based upon student participation and needs. It is
anticipated that each ABA Tutor will be required to provide approximately three (3) hours of
home-based services per week. ABA Tutors will receive time and one-half his/her regularly
hourly rate for all hours worked over forty (40) during any week.

a.

Payment. Each ABA Tutor will be paid for hours worked beyond the regular
school day (e.g., in providing home based services) based upon the ABA Tutor’s
submission of time sheets. The amount in each paycheck attributable to such time
sheets will be reflected in an itemized line. It is understood that when making a
home visit, the ABA Tutor will submit the time spent in providing the scheduled
service, plus one-half (0.5) hour designated as travel and preparation time. In
addition, the ABA Tutor will receive reimbursement for mileage submitted if the
ABA Tutor is required to travel outside of Canton.

Scheduling of Home Based Services. ABA-Tutors will generally be responsible
for scheduling appointments with parents to provide home-based services for the
students assigned to them and for recording such appointments on a master
schedule. The ABA-Tutor is responsible for keeping the master schedule
updated, including recording any changes in appointment times as soon as is
practical. Any schedule established and/or changed is subject to the review and
approval of the Director of Student Services or his/her designee.

In event the student becomes unavailable at the scheduled time, the following will apply:

L         If a student is absent during the regular school day due to illness or the ABA
Tutor otherwise receives notice on the day of a scheduled appointment that
the student will be unavailable for home services that day, the ABA Tutor
will have the option of seeking and performing an alternative assignment
during the previously scheduled period and thus receiving pay for that time.

2.        Ifa parent contacts the ABA Tutor at least one day in advance to change a
scheduled appointment, the Tutor will make a reasonable effort to
reschedule. If the Tutor is unable to reschedule within a reasonable time
frame, the Tutor will have the option of seeking and performing an
alternative assignment during the originally scheduled period and thus
receiving pay for that time.

3:        If an ABA Tutor has no reasonable basis for knowing that the student will

be unavailable for a previously scheduled appointment and travels to the
student’s home only to find the student unavailable, the ABA Tutor is
permitted to record on his/her time sheet the length of the scheduled visit
(along with the one-half (0.5) hour travel/preparation time) and will

receive pay therefore without seeking an alternative assignment for that
time period.

Adjustments to Hours for Extended Day Services: All ABA Tutor hours for extended day or
extended year services are subject to adjustment due to students entering and leaving the
program and/or adjustments to Individual Educational Plans throughout the year. Any reduction
in hours resulting from such adjustments will not be subject to the layoff provisions in Article 12
(Reduction in Force).

Extended Year Services: Hours beyond the regular school year may be assigned to ABA tutors
to provide services during summer or school breaks, based upon student participation and needs.
ABA Tutors will be notified of anticipated hours to be assigned for the summer as soon as
possible following the determination of student participation and needs and in most
circumstances no later than May 1. All ABA Tutor hours are subject to adjustment due to
students entering and leaving the program and changes to Student Individual Education Plans.
Payment for hours worked during the summer or school breaks will be based upon the ABA
Tutor’s submission of time sheets. The amount in each paycheck attributable to such time sheets
will be reflected in an itemized line.

Adjustments to Summer Hours: All ABA Tutor hours for extended year services are subject to
adjustment due to students entering and leaving the program and/or adjustments to Individual
Educational Plans. In the event of a reduction of hours following a summer assignment, the
employer will first seek volunteers for such reduction. Absent volunteers, the reduction will be
made based upon the factors set forth in the layoff provisions in Article 12 (Reduction in Force).

ARTICLE 10
LONGEVITY

The following longevity payments will be made annually educational assistants, school aides,
COTAs, and speech and language assistants:

After 5 years of continuous service - $600
After 10 years of continuous service - $750
After 15 years of continuous service - $900
After 20 years of continuous service - $1050

Longevity payments will be prorated for those who work less than full-time.

ARTICLE 11
PAID HOLIDAYS

Educational assistants, school aides, COTAs and speech and language assistants shall receive the
following paid holidays: New Year’s Day, Martin Luther King Day (observed), Presidents’ Day
(observed), Good Friday, Patriots’ Day, Memorial Day, Columbus Day (observed), Veterans’
Day, Thanksgiving Day, and Christmas Day. Kindergarten tutors shall receive pay for the
equivalent of 6 holidays for each school year.

ARTICLE 12
REDUCTION IN FORCE

a. Layoff. Subject to the provisions of this Agreement, the Committee retains the right to
determine the number of bargaining unit positions which are needed in the school system. In the
event of a layoff within a classification during the term of an Employee’s annual appointment
under Article 13 (Yearly Notification), the Superintendent shall consider professional training,
experience, performance of each Employee within the classification as applied to the needs of
the system. If these factors are substantially equal, seniority shall control, i.e., the last person
hired within classification would be the first person laid off. Classification is defined as
educational assistant, school aide, COTA, speech and language assistant, ABA Tutor, and
kindergarten tutor. Seniority is defined as the length of continuous, full-time service in the
Canton Public Schools from the first day of the employee’s appointment by the Superintendent,
provided that part time employees shall be given credit for service for the purpose of seniority on
a pro rata basis (i.e., a .5 FTE employee will earn .5 years of seniority for each year of
employment).

b. Recall. Employees on layoff because of Reduction in Force shall be on a recall list for the
first six (6) months of layoff and shall, if qualified, have preference over new applicants for any
new position or vacancy in the bargaining unit that the Committee is going to fill and for which
they are qualified. In making a decision as to which of two or more qualified employees on the
recall list will be first recalled, the Superintendent will recall Employees within classification in
the inverse order of layoff. Employees shall receive notice of recall via certified mail at their last
address of record. The failure of an Employee to accept the assignment within 15 school days of
the postmark of notification thereof shall automatically remove that Employee from the recall list
and terminate all recall rights.

ARTICLE 13
YEARLY NOTIFICATION

All Unit Employees will be appointed on an annual basis and considered released at the end of
each school year. Written notification shall be given by July 1 as to appointment for the
following year.

ARTICLE 14
PROFESSIONAL DEVELOPMENT

The opportunity to attend applicable Professional Development programs shall be determined by
the respective Building Principal. Employees with at least five (5) years of service in the Canton
Public Schools shall be furnished with one (1) full day’s professional development, which shall
be provided at the Committee’s expense. Employees shall receive their regular hourly pay while
attending the professional development. It shall be relevant to the Employee’s position. Nothing
in this paragraph shall prohibit the Superintendent from providing an Employee with fewer than
five (5) years of experience a day of professional development at the Committee’s expense. Any
decision to provide for such participation shall be at the sole discretion of the Superintendent.

The Committee will provide up to $350 per year for each Employee to an aggregate cap for the
entire bargaining unit of $3500 to be used for courses, conferences, workshops, or seminars that
have been approved by the Assistant Superintendent for Student Services. The employee shall
furnish the Committee with proof of completion.

ARTICLE 15
SICK LEAVE POLICY

a.        All regularly appointed educational assistants, COTAs, speech and language
assistants, and ABA Tutors shall receive 15 sick days per year to be accumulated
at the rate of 1% days per month. School aides shall continue to receive 12 days
per year accumulated at the rate of 1.2 days per month. Kindergarten tutors shall
receive 7 sick days per year, accumulated at the rate of 1 day per month, to a total
of 7 for the year. All Unit employees will be allowed the use of five (5) days
annually for the purpose of caring for immediate family (defined as spouse,
parent, child or relative living with the employee) to be taken from accrued
personal sick leave.

b.        The number of sick days that may be accrued is unlimited.* [*Note that effective
September 1, 2012, kindergarten tutors will be credited with 5 accrued sick days
for each full year of employment.]

c.        An Employee, after being out sick more than five consecutive work days must
submit a written statement from a physician affirming that personal ill health
makes extended absence necessary. The Schoo] Department may require physical
examinations by a physician of its own choosing in cases of habitual absenteeism.
Said examination shall be paid for by the Committee.

ARTICLE 16
BEREAVEMENT LEAVE

Unit Employees shall receive bereavement leave as follows: In case of death during the work
year of any member of an Employee’s family (grandparent, grandchild, brother, sister, brother-
in-law, sister-in-law, mother-in-law, or father-in-law), no reduction of salary or reduction in
accumulated sick leave shall be made for an absence not exceeding three (3) work days. In case
of death during the work year of an Employee’s spouse, parent, child or relative living with the
family, no reduction of salary or reduction in accumulated sick leave shall be made for an
absence not exceeding five (5) work days. In case of death during the work year of an
employee’s nephew, niece, or other relative not mentioned elsewhere in this Article, one (1)
day’s leave without loss of pay or accumulated sick leave shall be granted on the day of the
funeral.
ARTICLE 17
SICK LEAVE BUY-BACK

If an educational assistant or school aide who has completed ten (10) years of service retires
from the Canton Public Schools and is accepted into the Norfolk County Retirement Plan, he/she
may buy back his/her unused accumulated sick leave at the rate of $40 per day for every unused
sick day above 100 to a maximum of $4,000.

ARTICLE 18
PERSONAL BUSINESS DAYS

Three (3) days per year for educational assistants, school aides, COTAs, speech and language
assistants, and ABA Tutors and two (2) days per year for kindergarten tutors may be used for
personal matters requiring absence during regular school hours. These days are not cumulative.
Application for these days must be made in writing to the respective Building Principal at least
twenty-four (24) hours before the taking of such leave, except in case of emergency. At the
close of each school year, the unused personal days shall be added to that employee’s sick leave
accumulation. The building administrator shall have the right to limit the number of requests
made for a particular date.

ARTICLE 19
EVALUATION INSTRUMENT AND PROCEDURES

a.        The Evaluation Instrument is attached to this Agreement as Appendix B. The
building principal or his/her designee is the primary evaluator for the educational
assistants and schoo] aides assigned to his/her building. The principal or designee
shall have a mid-year conference with each employee in his/her building. The
principal shall also provide a final written evaluation to each employee by June 1
of the school year.

b.        If as a result of a member’s evaluation the administration determines that the
employee’s performance is less than satisfactory, the employee shall be given

10

assistance by the Administrator to improve his/her performance to a satisfactory
level. Ifthe employee’s performance has not improved within a reasonable
amount of time, the principal, at his/her own discretion, may terminate or transfer
the employee, with the approval of the Superintendent.

c.        Salary increases will be based upon a satisfactory annual evaluation.

ARTICLE 20
AGENCY SERVICE FEE

a.         All Employees, except those certified as members to the Superintendent by the
Association, shall pay, on or after the thirtieth day following the beginning of
their employment or the effective date of this Article, whichever is later, an
agency service fee to the Association commensurate with the cost of collective
bargaining and contract administration as determined by the Association. The
amount of such agency fee shall be certified annually to the Superintendent by the
Association.

b.        The agency service fee may be deducted in ten payments from the salary of any
Employee who signs a written authorization to that effect in accordance with the
provisions of Chapter 180, Section 17G of the General Laws and transmitted
directly to the Treasurer of the Association.

c.        The payment of the agency fee shall be a condition of employment. The parties
expressly agree that the Committee shall have no responsibility to enforce or
require the payment of an agency fee. The Association shall, however, have
standing to pursue any and all remedies it may have at law to collect such fee.

d.        The Association shall indemnify and hold the Committee harmless from any
claims, damages or liability whatsoever arising out of or with respect to the
collection or attempted collection by the Association under the terms and
provisions of this Article of an agency fee from an Employee.

ARTICLE 21
HEALTH AND SAFETY
The Committee shall provide a safe and healthful working environment.
ARTICLE 22
NO DISCRIMINATION

There shall be no discrimination, interference, restraint or coercion by the Committee, the
Association, or their respective agents against any Employee because of membership or non-

membership in the Association. No one shall be required to become a member or remain a
member of the Association as a condition of employment in the Canton Public Schools.

ARTICLE 23
SUBSTITUTE PAY

Employees substituting for a teacher shall receive in addition to their regular compensation,
“substitute pay” of $12.50 per day whenever they are asked to substitute for one half day (3.25
hours) or more. If the Employee substitutes for a teacher for the full day, such amount shall be
increased to $25 for the day.

ARTICLE 24
ENTIRE AGREEMENT

This Agreement, upon ratification, constitutes the complete and entire agreement between the
parties and concludes collective bargaining for its term. No amendment to this Agreement shall
be effective unless in writing, ratified, and executed by the parties. The parties acknowledge that
during the negotiations which resulted in this Agreement, the Association had the unlimited right
and opportunity to make demands and proposals with respect to any subject or matter not
removed by law from the areas of collective bargaining and that the understandings and
agreements arrived at by the parties after the exercise of that right and opportunity are set forth in
this Agreement.

ARTICLE 25
STABILITY OF AGREEMENT

A. No amendment of this Agreement shall bind the parties hereto unless executed in writing and
signed by both parties.

B. The failure of the Committee or the Association to insist, in any one or more instances, upon
performance of any term or condition of this Agreement shall not be considered as a waiver or
relinquishment of the rights of the Committee or of the Association to future performance of any
such term or condition, and the obligations of the Association or of the Committee to such future
performance shall continue in full force and effect.

C. Should any provision of this Agreement be rendered or declared invalid by reason of existing
or subsequently enacted legislation or by any decree of a court of competent jurisdiction, such
invalidation of such portion of this Agreement shall not invalidate the remaining portions hereof.

ARTICLE 26
PERSONNEL FILES

A. Unit Employees will have the right, upon request, to view the contents of their personnel files
accompanied by an Association representative at the Employee’s option and by another staff
member at the option of the administration.

B. An Employee will have the right to notice of any disciplinary letters or written complaints
regarding performance or conduct which will be placed in his/her personnel file and shall have
the right to submit, for inclusion in the file, a written answer to such letter or complaint. The
answer shall be reviewed by the Superintendent and attached to the file copy.

ARTICLE 27

DURATION
This Agreement shall become effective as of the date of ratification unless otherwise noted by    iy
x

both parties and shall expire on August 31, 2015.                                                           , Oy
FOR THE ASSOCIATION ‘Ge        pe
;                          / LE, pe -    X

Date:        Us 7/1

EDUCATION ASSISTANTS

per day
FY 2012                           $108.38
FY 2013 (2%)                    $110.55
FY 2014 (2%)                    $112.76
FY 2015 (2%)                             $115.01
SCHOOL AIDES
step 1

FY 2012                            $67.27
FY 2013 (2%)                      $68.62
FY 2014 (2%)                      $69.99
FY 2015 (2%)                      $71.39

step 2

$70.50
$71.91
$73.35
$74.82

# of days

201
201
201
201

step 3

$74.04
$75.52
$77.03
$78.57

COTAS & SPEECH/LANGUAGE ASSISTANTS (PER HOUR)

master's

APPENDIX A

annual
$21,784
$22,220
$22,664
$23,118
step 4           step 5
$77.71              $81.61
$79.26            $83.24
$80.85            $84.91
$82.47            $86.61

individual-amount +2% grandfathered for each FY 13, 14,15 if

exceeds scale (year specification is not intended to serve as

FY 2012                                    $26.92
FY 2013 (2%)                           $27.46
FY 2014 (2%)                      $28.01
FY 2015 (2%)                               $28.57
ABA TUTORS (PER HOUR)
bachelor's

FY 2012

“sunset”)
FY 2013                                $20.00
FY 2014 (2%)                $20.40
FY 2015 (2%)                        $20.80

KINDERGARTEN TUTORS (PER HOUR)

FY 2012                             $17.81
FY 2013 (2%)                      $18.17
FY 2014 (2%)                      $18.53
FY 2015 (2%)                      $18.90

$22.00
$22.44
$22.88

14

APPENDIX B

CANTON PUBLIC SCHOOLS

Canton High Schoo!       Galvin Middle Schoo! Luce Elementary Hansen Elementary        JFK Elementary

EDUCATIONAL ASSISTANTS/SCHOOL AIDES
__...... EVALUATION PROCEDURES AND CRITERIA... _

Date:

Name of employee:

Job Title:                                                   Location:

Name of evaluator:                                                 Title of evaluator:

Number of years employed in present position:                                Present Step:

yo  COMMENDABLE a sephoveteeer UNSATISFACTORY apeltthe LE
Punctuality               -——_ | —

Initiative

Enthusiasm
& Attitude

Interpersonal
Relationships

Articulation
(Oral Communication)

Creativity (Innovative
approaches to problem
solving and task
completion:

Accepts
Responsibility

Follows
Instructions

Completes tasks
thoroughly and
accuratel

Completes

tasks on time

Accepts
constructive criticism

EVALUATION SUMMARY STATEMENT

Employee's Strengths:

2. Employee’s Weaknesses:

COMPOSITE RATING:
() Commendable             (1 Satisfactory              (C Unsatisfactory

| (we) {-] do (J do not recommend this employee for rehire.                Date:

Signature of evaluator(s):

Signature of employee:                                                                                Date:

(Signature attests that employee has seen but does not necessarily agree with the evaluation.)

iewed by:                                                                                     Date: