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HomeMy WebLinkAbout1979-02-06-SC-min Page 15 February 6, 1979 A meeting of the Lexington School Committee was held on February 6, 1979, at 8:00 p.m. , at the School Administration Building. Those in at- tendance were: Brown, Swanson, Gaudet, Michelman, Hoffman, and student representative Mende. Also present were: Lawson, Barnes, Monderer, Machines, Pierson, DiGiammarino. It was MINUTES 1/13/79 VOTED: to accept the minutes of January 13, 1979, as presented. (Michelman, Swanson, Unanimous) Upon the recommendation of the Superintendent of Schools, it was SCHEDULE OF PAYMENTS VOTED: to accept the following schedule of payments. (Michelman, Swan- son, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was NEW PERSONNEL VOTED: to accept the following new personnel (professional) : (Swan- son, Michelman, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was PERSONNEL CHANGES VOTED: to accept the following personnel changes (professional) and personnel changes (classified) : (Swanson, Michelman, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was VOTED: that the available and anticipated federal and state funds total- P.L. 874 AND ing $372,648 be used to reduce the 1979-80 budget request. OTHER FEDERAL (Michelman, Swanson, Unanimous) & STATE FUNDS The Superintendent noted that this amount which would be used to reduce the tax rate was $48,000 more than last year. The Superintendent announced that on Tuesday, January 23, 1979, an LOCAL #17 agreement was reached with the Federation of City, Town, and Municipal SCHOOL LUNCH Employees, Local #17. On Monday, February 5, the employees conducted a . EMPLOYEES ratification vote. The employees voted for the ratification by the fol- CONTRACT lowing tabulation: Yes, 44; No, 11; Blank, 1. RATIFICATION Upon the recommendation of the Superintendent of Schools, it was VOTED: to ratify the agreement reached by the Federation of City, Town, and Municipal Employees, Local #17 and School Committee negotia- tors. (Michelman, Swanson, Unanimous) (See attached sheets.) Dr. Pierson presented the newly-developed role of Coordinator of ROLE DESCRIPTI( Instructional Materials and Services which reflected the combination FOR COORDINATOI of the duties of Coordinator of the Professional Library and Coordina- OF INSTRUCTION/ tor of the Curriculum Resource Center. He reviewed the responsibilities MATERIALS AND of the Coordinator and answered questions by School Committee members. SERVICES Page 16 February 6, 1979 After a brief discussion, it was VOTED: to accept the role description of Coordinator of Instructional Materials and Services (Michelman, Hoffman, Unanimous) (See at- tached sheets.) ADDENDUM COURS::: Dr. Clune presented the rationale for the addendum of course dele- DELETIONS/ tions and additions for 1979-80, and an addendum to the Program of Studies ADDITIONS OF for 1979-80. Following the presentation, a brief discussion was held. 1979-80 A summary of participation in the 1978-79 EdCo programs was presented EDCO PROGRAM to the School Committee by the Superintendent. He noted that Lexington students in the past year participated. in Educational Programs for Insti- tutionalized Children, Metropathways, Project WALSE, Triple E Program, Ener- gy Training and Education Center, Staff Development Programs. The Super- intendent said Lexington's membership fee was $5,385 last year, and a con- servative estimated value of return for the services of EdCo was approxi- mately $45,000 to $48,000 for the school year. He added that the Lexington Public Schools, in addition to the pro- grams and activities described previously, would participate in Project SEED, Schoolhouse Energy Efficiency Demonstration which was a national demonstration project in twenty school systems across the nation. The project would be coordinated by the Tenneco Corporation and sponsored by AASA, the Parent-Teachers Association, the National Association of Secon- dary School Principals, the Association of School Business Officials, and the Education Commission of the States. He noted that the Tenneco Corpo- ration with the assistance of the students at the High School will do a complete energy audit of over 300,000 square feet. He said Mr. James Maclnnes would be the prime contact in this national demonstration. The Superintendent and the School Committee expressed their pleasure at Lex- ington's involvement in the many EdCo programs. It was announced that $1,648 was awarded to the Lexington Public VOCATIONAL Schools Industrial Arts Department for a program: Entry Level Compe- EDUCATION tency in Internal Combustion Engine Repair. The Superintendent noted FUNDS that this was part of Lexington's application for $21,000 of available funds, the major part of which had already been awarded to Lexington. Dr. Monderer presented the latest drafts of questionnaires designed to receive comments about the Lexington High School Guidance Program. He said the questionnaires had been designed by the Guidance Advisory Committee with assistance from Professor Ralph Mosher of Boston Univer- sity's Graduate School of Education - Counseling Education Department. He stated the items were designed on the basis of program descriptions developed several years ago which defined the goals, objectives, and activities of the program. He said it was planned that the same basic questionnaire would be given to students, parents, and staff. He asked the School Coumiittee for reactions to the proposal. Members of the School Committee focused their questions on Dr. Mon- derer and Rex Jarrell, Coordinator of Pupil Services at the High School. Committee members expressed concern for format, types of questions asked or not asked, distribution, and use of information. The following sug- gestions were made: Page 17 February 6, 1979 - that format focus on personalized responses. - that provision be made for those responses from individuals who were not familiar with the Guidance Program. - that initial questions be designed to elicit more response rather than limit response. - that respondents be encouraged to complete the major portion of the questionnaire. - that additional questions be included to elicit feelings as to whether all students should experience some type of guidance pro- gram. - that questions that required details and responses be limited in order to compile quickly and use the information efficiently. - that the replies be made available for public review upon request. Dr. Lawson announced a gift to the Town from parents as a token of ANONYMOUS gratitude for the services given to their child under Chapter 766 in the GIFT schools. The Superintendent noted that a check in the amount of $2,000 had been transmitted to the Town Treasurer, a letter sent to the Appro- priations Committee, and a thank-you note to the parents to express the gratitude of the School Committee and system for their gift. The School Committee continued its review of the programs in the 1979-80 1979-80 proposed school budget. The Superintendent and administrators BUDGET reviewed the object code items in each of the programs. Mr. Michelman suggested that any program that received grants or reimbursements have that noted on the particular programs as a matter of information. Dr. DiGiammarino agreed to include this in the budget document. After re- view of several programs, it was announced that the 1979-80 budget dis- cussion would continue at the February 8 meeting. Members of the School Committee and administration expressed their TRIBUTE TO gratitude to Kenneth Hoffman for his dedicated services to the Leming- MR. HOFFMAN ton Public Schools for the past two years. Mr. Hoffman previously an- nounced his resignation from the schools, effective March 5, 1979. It was VOTED: to adjourn to executive session at 10:36 p.m. to discuss a mat- ter of collective bargaining. (Yes, Michelman; yes, Hoffman; yes, Gaudet; yes, Swanson; yes, Brown) The Chairman announced that the School Committee would come out of executive session. It was PUBLIC SESSION VOTED: to return to public session at 10:42 p.m. (Michelman, Swanson, VOTE Unanimous) It was BOYNTON VOTED: to accept the settlement as specified by the arbitrator and pre- GRIEVANCE scribed by the Superintendent for Mr. Stanley G. Boynton in the SETTLEMENT Page 18 February 6, 1979 matter of his grievance. (Michelman, Swanson, Unanimous) It was VOTED: to adjourn,at 10:44 p.m. (Michelman, Swanson, Unanimous) Respectfully submitted, Richard H. Barnes Recording Secretary /c . SCHIiDDIY OF }'AY1•1LNTS The followin:; schedules of p:n:ei,L.,. ...,r. available for scrutiny and . approval prior to this meetin ; . SCHOOL DEPARF IN!r N' aCEFS Personal Services January 19, 1979 Classified Payrolls #16C $ 73,951.01 January 12, 1979 PreEcssional Pnyxoll , #14 443,673.04 January 26, 1979 Professional Payroll #15 447, 217. 11 Expenses January 19 , 1979 Bill Schedul< s #142 1,668.60 January 19 , 1979 #143 1,843. 14 January 19, 1979 #144 85.08 January 19, 1979 4145 3,201.82 January 19, 1979 1c146 52.61 January 19, 1979 4147 968.88 January 19, 1979 0148 1,474.53 January 26, 1979 #149 3,078.56 January 26, 1979 #150 1,628,47 January 26, 1979 #151 8,325.62 January 26, 1979 #152 526.52 January 26, 1979 #153 101.87 January 26, 1979 #154 42,074. 23 January 26, 1979 #155 5, 667.22 February 2, 1979 #156 1,202.03 February 2, 1979 #157 12,797.87 February 2, 1979 #158 577 .56 February 2, 1979 #159 1 ,291.62 February 2, 1979 #160 5,788.27 February 2, 1979 111.61 1,090.08 Expenses (Carry Over) January 19, 1979 Bill Schedules #238 390.95 February 2, 1979 #239 327.30 Out-Of State Travel February 2, 1979 Bill Schedules #8 225.00 SPECIAL PROGRAMS ( Non--Lexington Funds) January 12, 1979 Professional Payroll1,343.08 January 26, 1979 Professional Payroll 910.26 February 2, 1979 Bill Schedule #5 19.53 METCO January 19, 1979 Classified Payroll #10C 1,668.30 January 12, 1979 Professional Payroll 4,424.45 January 26, 1979 Professional Payroll 5 ,234. 15 (Over) Pupil School Matr. Rec. 763.79 February 2, 1979 Bill Schedule. Transition To Emuloy,menr_ 89.28 January 19, 1979 Classified Payroll `1'uC January 12, 1979 Professional Payroll 1,535.57 January 26, 1979 Professional Payroll 1,535.57 i February 2, 1979 Bill Schedules 'f7 1 ,600 ,00 Title I: P. L. 89 - 313 Special Fdur_atiof 612.76 January 12, 1979 Professional Payroll 612.76 January 26, 1979 Professional Payroll Project Discover (Grant) #2 1,200.00 February 2, 1979 Bill Schedule Industrial Arts (Grant) #1 1,G35 00 February 2, 1979 Bill Schedule NEW PERSONNEL SbLONDASE NAME SClit)fl1. ._!iAi1C'_ ED;J_7_PION EXPERIENCE PERSONNEL CHANGES - PRUFESSIUNAL RESIGNATION �_. YRS . i� Li':X1CG1'JN EFFECTIVE REASON MEDICAL DISABILITY PAYMENI FOR MATENII_ WADER Si_ F EE VE LEAVE OF ABSENCE YRS. IN LEXINGTON EFFECTIVE REASON CHANGE IN STARTING DATE CHANGE IN ASSIGNMENT EFFECTIVE: 1 / 17/79 (Over) PERSONNEL CHANGES (Classified) Resignations Effective New Personnel Effective • • i PERSONNLL P OLICIES GUIDE Applicable to School Lunch Employees LEIT..NGTON PUBLIC SCHOOLS LEXINGTON, MASSACHUSETTS The Local f17 , fcu of Cis , io'r ..nd Municipal Employees ' aegotiaLinE; team, represencinr, all School Lunch Employees , except the Co' tiLnator oP School Lunch Program and the Supervisor at the Senior High School, and the School Committee. , have come to the following agreements: All previous personnel policies applicable to School Lunch Employees have been revoked. Any special situations not covered by the "Personnel Policies Guide" and related personnel policies are left to the discretion of the Superintendent of Schools . Any special rulings resulting shall be annually presented to the School Committee. • Effective September 1, 1973 b TABLE OF CONTENTS Page 1.0 Introduction 1 2.0 Objectives 1 3.0 Collective Bargaining Procedures I & 2 & 3 & 4 4.0 Wage Classification Guide 4 Administration of the Salar_s Guide 5 Holidays 5 Vacation 5 Kitchen Rentals 5 Travel Reimburseent 5 5. 0 Appointment 6 6.0 Attendance and Working Hours 6 & 7 7.0 Federation Activities on Employer 's Time and Premises 7 8. 0 Staff Ratios 7 9.0 Sick Leave 7 & 8 & 9 10.0 Miscellaneous Leave 9 Personal Day 9 11. 0 Leave Without Pay 10 12.0 Unauthorized Leave 10 13. 0 Grievance Procedure 10 Definition 10 General Rules 10 & 11 Procedure 11 & 12 Levels 13 14. 0 Town Insurance Flan 13 15. 0 Professional Courses 13 & 14 16.0 Personnel Files 14 17.0 Notice of Vacant Positions 14 18. 0 Termination Clause 14 SCHEDULE A Wage Classification Guide - 1978 SCHEDULE B Wage Classification Guide - 1979 SCHEDULE C Wage Classification Guide - 1980 1 PERSONNEL POLICIES GUIDE SCHOOL LUNCH EMPLOYEES 1. 0 Introduction Any statement of personnel policy must he made and accepted with the positive realization that it is not final and never can be complete. As the duties of school personnel chan;oe , and as responsibilities expand and contract, it must be evident that study and scrutiny need to be given to all matters which affect the well-being of the staff. Not only must there he continued concern about advancement as it pertains to the status of the prof .ssion, out as economic factors influence policies , these, too, reunirc examination and evaluation. No introductory stacem.-.it we❑1. he complete chao daes not acknowledge that no set ct qtr pori.°1 ism C, cLop'd, adopted and admin- istered that does not e.' a the f::1 and ciiploce Cooperation and understandin=; !d all par,Les :JV:+ '_.. - the staff. , the acro niscration, the School CCanmictee and the donor:.1 pealc. 2. 0 Objectives These policies arc developed with the intent that they will: 2. 01 Make it desirable lot '..Le present staff to stay in nor schools ; 2. 02 Induce capable people to apply for positions in the Lexington schools and encourage them to remain in the system; 2.03 Stimulate professional advancement among the staff; 2.04 Provide clearly defined procedures for administration; 2.05 Furnish sufficient data for current and long-range budget development, and 2.06 Develop and maintain a high professional morale within the school system. 3.0 Collective, Bar.gining Procedures Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Lexington, and that good morale within the staff of the Lexington Public Schools is essential to achieveineft of that purpose, we, the undersigned parties , declare that: 3.01 Under the law of Massachusetts , the School Committee, elected by th,a citizens of Lexington, has final responsibility for establishing the policies .f the public schools of Lexington; - L 3.02 The Superintendent of Schools of Lexington (hereinafter referred to as the Superintendent) has the responsibility for administering the policies so established; 3.03 Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information between the Committee the Super- intendent, and the staff in the formulation and application of policies relating to wnes , hours , end other conditions of employment For the stiff, , 3.04 To give effect to these d.rclarattuns , the following principles and procedures are hereby :Adopted. 3. 041 it is recognized the,t the prime purpose of the Lexington School Food Service Program is to provide nutritional meals of the highest possible quality and that the School Lunch Program does make a contribution to the educational goals of the Lexington Public Schools. 3. 042 The School Committee recognizes Local 17 of the Federation of State, City and County Employees (hereinafter sometimes referred to as the Federa- tion) as the sole and exclusive bargaining agent for all Lexington School Food Service employees. 3.043 The provisions of Chapter 763, Acts of 1965 as amended, relating to collective bargaining are accepted by all parties concerned. Therefore, in order to maintain the best possible staff morale, the establishment of an equitable and orderly procedure for the resolution of differences and the establishment of rotes of wages, hours of work and other conditions of employment is desirable. 3. 044 All collective bargaining contracts by representa- tives of the Federation, Local 17, should be made directly with the authorized representative .of the Superintendent and the School Committee. 3. 0n5 The Superintendent shall designate , in writing, his representative at the beginning of each school year. 3:046 The Superintendent 's representative is the chief spokesman and negotiator for the School Committee in the matters of collective bargaining with the Federation, Local 17. 3.047 The Federation, Local 17 , shall also designate a chief spokesman and negotiator. - 3 - 3.043 Whenever possible, negotiations will be conducted only between the two negotiators involved, with other bargaining team members directing any questions and continents through their respective negotiator. The right to recess , during any meeting, is recognized. We also recognize the benefits that may be derived from informal meetings from time to time, or as part of a regular bargaining session. At such sessions any member of the bargaining team would be allowed to speak. 3.049 The Superintendent 's representative will preside at all collective bargaining sessions. 3.0410 Meetings will de held in tie thy Conference Room of the School Aduinistrotion huiidin;d or in other compara- ble toe t= c; Lem n -11 che,rehment of the negoti- at..,. , . 3.041.1 i eel a ___t '7. -_ . C fz reiaycd trttnncr, - vi; : 0 i 1_r.^ of roth. both sides. 3.0412 A seerrcer_, 1. , IL 'c._ in ;itt(-IJ'-inco to record all agrce:nents anal is;,.insnorrett wording of all pro- posals and cou-iter-prcp.asa is . 3.0413 No final action will be taken on salary items until they can be considered as part of and in relation- ship to the total contract package. 3.0414 As early as possible in the collective bargaining process both sides should present what they con- sider to be their total contract package. As individual items are bargained, changes may be made but both sides should have the advantage of being able to consider the particular item under discus- sion in relationship to the total contract. 3. 0415 Meetings should nct last more than four hours and evening meetings should not go beyond midnight except upon mutual agreement. 3.0416 The two negotiators involved will arrange meeting dates convenient to negotiating team members as often as is necessary, Due consideration must be „ivra to the hu-d et deadline of December 21. 3.0417 Upon majority -ate 0f cath of the two negotiating teams involved, the two chief negotiators may meet together privately to iron out solutions. Any agreement reached in such meetings will he subject to the approval of the full negotiating teams. 3.04l3 Ali negotiating; scsalone wi ': I be closed to the public. only upu.>tintiu� t1 .+�.r menthers aid those reacurec per>on,s nrht nil ; c :i,,recahle to the two negotiators mnr..' n ct, nd. 3. 0419 Before tuna . : ,.mint co s '_r,tc :rants 'eoncernray coilectivc horga -. . pg . ..h Cts disct,ss -d in har- gntn. . assi5ns mai na made, to the p .hlic except thrgaign written reHga unitnativ agreed to e,y both ncg(Mtorr . 3. 0420 i,.i1 ;.nlieiduaI a rormen s ohuald be reduced Lu writing, and sig:re6 ho the Len negotiators . 3.0.21 All agreements toadied ;•morning individual items shall be considered subject to review of the final agreement. 3. 0422 The IT ina: agreement shni L ho approved by tine Suuper- intt'ndcnt and vOtod by the School Committee an ' the Federr�.th,n ,;'rabrrship prior to its signing and becoming _ f e t i . . 3.0421 _h^ School COR-Mit nirp, i,lichhold final approval :nti_ l they ceecive tido- r1, i0 !nn, ,•1 Town Counsel. . �i Wage Classification Guide - Samir _ ir_r 7.r > 1 :,es 5. 0% ( five percent) effective September , i978 5. 5% ( five and one-half percent) eI:etcive September, 1979 5. 5% ( five and one-half percent) elleccive September, 1980 These percentage increases would apply to the positions of bakers/cooks. The position of helpers would be adjusted at a higher rate to keep up with the minimum wage rates. 10% effective September, 1978 7% effective September, 1979 5% effective September, 1980 The position of canteen manager, elementary and secondary managers , would be adjusted as follows to keep a differeniiei ower the position of helpers: ' ' l 7% effective September, 1978 7% effective September, 1979 6% effective September, 1980 In addition to the above, the position of head cashier at the Senior High School be re-classified from that of a helper to the same classi- fication as that of a canteen manager. The position of a substitute he ren.ovcd from the salary guide as Substitutes are not regular employees and therefore are not represented by any of the associations . We , ',an to par the substitutes the minimum wage or not . .core than the ft. _ ste? [,ii the guide for a helper. See attached a''.sge, scia,-.-r.;i,,s "AN, . 4.01 Adminissratieb ei 4.011 Wags are Lasid Cu hUaril rate as established by placement on a level :+n,l step as shown in the wage classification p,uido. The number of hours and/or days may be altered aMusted according to the needs of the Lexington Public Schools at the discretion of the Coordinator of School Food Services. 4.02 Holidays The following days in each year shall be holiday leaves with pay when they fall or are celebrated on a normal work day for which the employee would normally have been paid. Columbus Day Christmas or New Year's Day Veterans ` Day Martin Luther King Day Thanksgiving Day Memorial Day Day After Thanksgiving 4.021 Thanksgiving Day will be a paid holiday and will be exempt from the restriction in paragraph one regarding pay if a holiday falls on a normal work day. 4.03 Vacation a. Employees who have been employed for less than a year snail receive vacation with pay on the basis of one-half (k) of a day of vacation for each complete month of employment prior to the close of the school year. b. Employees who have completed one or more years of continuous service shall be entitled to vacation with pay based on the following: Between one and eight years - I week vacation Eight years or more - 2 weeks vacation 4.04 Kitchen Rentals • 4.041 The minimum rate for an employee to be paid for kitchen rental employment will be four dollars ($4.00) per hour, or the employee 's regular rate, whichever is the greater, and that there will be a minimum payment of two (2) hours , when an employee is required to return to the building for rental purposes. 4.05 Travel Reimbursement Employees whose duties require inter-building travel or travel elsewhere, approved by the Coordinator of Food Services, during working hours , will he reimbursed for this travel at the rate of S, 15 per mile. Requests for reimbursement must be based on actual mileage traveled acrd under a procedure established by the employer. - - __.._._...-------- 5.0 Appointment The Coordinator of School Loma. Prc .rams sha L toploy all .School Lunch employees for various schools and iiLeas soh ;ert to rho approval of the Administrative Assistant , the d uper-intrndent of Schools and the School Committee. New employees shall he hirod on a trial basis for a period of ninety days after which time, upon evaluation by the Co- ordinator of the School Lunch Program, said employee should be retained or employment terminated after proper notice. 5.01 Layoffs and Involuntary Transfer In cases where reductions in staff will cause layoffs or involuntary transfers of employees, the employee 's training, quality of previous work performance, experience, ability and suitability for the new position, and length of service in the Lexington School System will be considered. Where other factors are equal, an employee with the greater length of service with the Lexington School System will be the last transferred from their existing positions and the last laid off. 6. 0 Attendance and Working Hours Schedules will be determined by the Coordinator of School Lunch Programs in consultation with building mancLers. No personnel shall leave the school premises during working hours without permission of the principal or Coordinator of School Lunch Programs . 6. 01 A work week will vary dcpeudrng on the, job description and the ce is of the program. All time shall he paid on an hourly rate in accordance with file wage guide . Extra time slay be recueste .. or classroom [unctions or building .,ctivities. For other Honctions see '•,entol PrI Icie ;. 6.02 In cases when school sessions are cancelled because of ad- verse weather, managers are required to report for work only if there is a need. If there is a need and they do report they will be paid for time worked with a minimum of one hour 's pay. 6.03 Any employee working four hours or more per day shall have one half hour added to his/her building time without addi- tional compensation other than the provision of a free lunch. In addition these employees are entitled to a relief period not to exceed fifteen minutes within their working hours. Employees working three hours but less than four hours per day shall have a relief period not to exceed fifteen minutes within their working hours. These employees are not entitled to a lunch. Employees working less than three hours per day are not en- titled to a lunch or relief period. If any of the aicrementioned employees do not wish to take their Lunch or relief period, this is their prerogative, but this does not authon-,.ze a sknortening of the day or any other alteration of the schc'iulyd hours. 6.04 Two conferenLe days will be designated as work days for school lunch employees coon though no lunch is served. These days will be used for extensive cleaning under the supervision of the manager, or for inservice training or workshops under the supervision of the Coordinator of Food Services , and all employees will be paid for the time worked. The Coordinator of School Luuch Programs will desil;nate the days. 7.0 Federation Activities en Employer's Time and Premises 7.01 Federation activities such as the posting of notices, the distribution of Federation literature be permitted as an acceptable activity of the Federation on the employer 's time and premises. 7.02 The local representative, so designated by the membership, with permission of the building principal and the Coordinator of the School. Lunch Program and/or the Administrative Assist- ant, be allowed to consult with the employer, his represent- ative, the Local Federation officers or other Federation representatives , concerning negotiations or the enforcement of any provisions of the agreement or personnel policies as long as this does not substantially interfere with her responsibilities to the Lexington Public Schools. 8. 0 Staff Ratios 8.01 In uruer co maintain a consistency of practices and greatest efficiencies , staffing regairements will be based on partic- ipation, age and ability of employees , and availability of equipment. The generally accepted staffing figure is 12- 15 meals per man hour as indicated by the Massachusetts State Department of Education School Lunch Office. This figure will be used as a general guide in Lexington, but will vary according to the factors mentioned above. 9.0 Sick Leave 9. 01 Regularly employed personnel will earn sick leave at the rate of one and one-quarter ( 14) days each calendar monthworked, not to exceed twelve working days per year. Normal work day for sick leave is same as normal work day for respective position. 9.02 Persons eligible for sick leave entering the employ of the Lexington Public Schools will be granted sick leave at the conclusion of one month 's employment through one year of employment on a monthly proportional rate of one and one- quarter (11) days per month. 9.021 After one year of employment , sick leave shall become avaliai-, ta ir,nnedintely, on the basis of the number of daye ro L.shieh the employee i , entitled • as cpt torte e y Cl end 4. 112 . 9.03 Unuse❑ sick leave .. ill. ,p_elete Irca year to year. The accuer.iation .-, ta1 _ ...ti ie -z, 1 .. steal ! be Lin ted 9. 04 Discretionary sick I..eave. wilt':•. pay may he granted by the School Committee provided all accumulated sick leave has been exhausted in the case of longe service employees. The term "long service" shall he considered to mean about ten years ' service. Discretionary sick leave shall not in any one period exceed ninety working days. 9.05 Sick leave with pay shall he granted to employees only when they are incapacitated for the performance of their duties by their own sickness , injury or quarantine by public health authorities , or because of the sickness on the part of a mother, father, husband, wife , or child who requires and receives their personal care and attendance, and only until other suitable arrangements for the care of the sick person can be made. __..._ ._------.._.. 9.06 Sick Leave will commence on the date and time notification of the employee 's sickness , injury or quarantine given to his department head by the employee, his family or his physician. 9. 07 For absence for which sick leave is claimed the Coordinator of School Lunch Programs may require evidence at any time in the form of a physician 's certificatewhich shall give the nature of illness or injury and the expected duration. If such certificate is not filed after request therefore, such absence may be applied at the discretion of the Coordinator of School Lunch Programs to leave without pay. The Coordi- nator of School Lunch Programs shall require such certificate at the end of two weeks ' absence for which sick leave is claimed and shall require a new certificate at the end of each month of such absence. If it elects to do so, the School Committee may require that the employee be examined by an independent physician appointed by the School Committee. 9.08 Employees whose services are terminated for any reason shall not be entitled to compensation in lieu of any sick leave not taken. Except upon reinstatement after an approved leave of absence, no sick leave credit for prior employment will be allowed to any employee rehired or after a termination of service. 9.081 Employees in good standing whose services are terminated shall receive wares based on the 195- day contract fcr the actual number of days worked plus any legeholidays during the same period. - q _ 9.09 Employees injured on enc j .)b and receiving workmen's compen- sation may, upon their request., hr granted sick leave, provided they have sick leave credit available, to the extent that they will receive such am..•unt as wilt when added to the amount of the workmen `:: ;:,,, npnnsation result in the payment to them of their Full solar". 9. 10 Doctor `:; AppcfpLeteufs -nal ] , us po ;sible, be scheduled after working heu s oe during s-rhu 'l vacation. Exceptions in emergency situations shall he approved by the Coordinator of Food Services. 10. 0 Miscellaneous Leave 10. 01 An absence with pa; for a period not to exceed three days may be granted at the discretion 01, the Coordinator of School Lunch Programs in case of the death of a member of an employee 's immediate family. The term "immediate family" means the employee 's spouse , child , father, mother, sister, brother or grandparents. An absence with pay for one day may, at the discretion of the Coordinator of School Lunch Programs , be granted in case of the death of an employee 's father-in-law or mother-in- law, sister-in-law or brother-in-law, grand- child, or of a grandparent of the employee 's spouse. These provisions shall be administered in the light of their purpose which is to provide opportunity when needed to enable an employee to attend the funeral or to attend to family or personal matters arising as a result of the death. 10. 0' A regular employee called for jury service shall be paid the ( difference between the regular salary and jury pay during the period of such service and shallreport for work whenever excused from attendance at court. Upon receipt of a summons for jury service the employee shall immediately notify her department head. 10.0 Personal Day A pe -son may he absent fur two (L'` days a year for such as , but nor restricted to the Idllow rg reasons: Legal affairs, busiuu.ess or personal ruetters adoption: of a child, court appearance, real estate business , serious family illness , graduation from a place of higher learning, funerals. Reasons which are unusual, imperative , or emergency in nature at which their attendance is required and no other arrangements can be made are approved upon request. Written notification to the Coordinator of School Lunch Programs for such personal leave will be made at least forty-eight (48) hours in advance, except in the case of an emergency, in which case no ri f—iea; rcff--- can be made by phone followed by written notification during or after the absence. The person need only state that_he/she needs a personal day for reasons consistent with the policy as stated above. - 10 - Personal leave shall not be taken immediately preceding or following a vacation or holiday except by special permission of the Superintendent. Permission shall not be granted for travel purposes except when unforeseen travel emergencies such as an airplane strike make it impossible for the employee to return as scheduled. 11, 0 Leave Without Pay 11.01 Leave without pay tidy be granted upon request to an employee by the Coordinator of School Lunch Programs for good and sufficient reason when such ma;,' he done without injury to the Lexington Public Schools. 12.0 Unauthorized Leave 12.01 Any absence from employment not permitted under the foregoing regulations shall be unauthorized absence and may be grounds for dismissal. 13. 0 Grievance Procedure The purpose of the procedure hereinafter set forth is to encourage prompt resolution of grievances as hereinafter defined at the lowest possible administrative level. 13.01 Definition 13.011 A grievance is a complaint involving the interpre- tation of application of the express provisions of this agreement affecting any employee of any group of such employees havingthe same cdmplair$t: 13.02 General Rules • 133. 021 Every effort shall he made by the employee and her immediate superior :o arrive at a settlement of the matter involved prior to th.e use of• the. formal grievance procedure. 13.022 Failure at any level of this procedure to appeal the grievance to the next level by filing ,a proper written statement within the specified time limits shall be deemed to he acceptance of the decision rendered at that. level, and a waiver of the com- plaint and the right to proceed further under the grievance procedure. 13.023 No reprisal of any kind shall be taken by any party to this agreement or by the administration against any party in interest, any witness, any member of Local #17 , of the Federation of State, City and County Employees, or any other participant in the grievance procedure by reason of such participation. 13.024 A grievance th=.t affects or may affect a group or class of employees from more than one building or departtnent , or i, of a general nature, may be sub- mitted in writing by the Local #17 representative of the Federation to the Superintendent directly and the processing of such grievance shall be commenced at Level Two of the grievance procedure. 13.025 Each written statement of a grievance beyond Level One shall include a concise statement of the facts constituting the grievance, a reference to the applicable provisions of the agreement alleged to have been violated, misinterpreted or inequitably applied, the date when the grievance occurred and the dates of all prior written presentations and shall be signed by the employee and by the Local #17 representative of the Federation. 13.026 All documents , communications and records dealing with the processing of s grievance will be filed separately from the personnel files of the partic- ipants. 13. 027 By mutual written ng-eornent 6f the parties to a grievance proc•.eding, the toile Limits incorporated 13. 03 Procedure 13.031 Level One. The aggrieved employee shall first present a written statement of the grievance to her immediate superior and her principal within ten (10) school days after the aggrieved becomes apprised of the event on which the grievance is based. 13.032 Level Two. In the event that the grievance is not disposed of to the satisfaction of the aggrieved person at Level One, or in the event that nondecision is rendered, within ten (10) school days after initial presentation of the grievance, the aggrieved employee may, within five (5) school days,, submit the grievance in writing to the next appropriate superior, as indicated under paragraph "D", Levels, who will attempt to resolve the complaint within ten (10) school days , after receipt of such complaint. If the superior to whom the grievance is submitted is other than the Superintendent, and if the grievance is not disposed of to the satisfaction of the aggrieved person or no decision is rendered within said ten (10) school days , the aggrieved employee and the Federation may, within five (5) school days after the expiration of said ten (10) school days-, present a written statement of the grievance to the Superintendent who shall meet with the :grieved person and representative of the Federation within ten (10) school days after receipt of the complaint in an effort to settle the grievance. 13.033 Level Three. If a grievance shall not have been disposed of to the satisfaction of the aggrieved employee at Level Two, or no decision tas been rendered within ten (1.0) school days alter the Level Two meeting, the aggrieved employee may, within ten (10) school days thereafter, give written notice to the School Committee, signed by the em- ployee and the Local #17 representative of the Federation, reciting the intermediate steps taken and resubmitting a copy ofthe written statement of grievance. At its next regular meeting, or at a special meeting called for the purpose of con- sidering the grievance and held within thirty (30) school days after presentation of the grievance to the School Committee, the School Committee shall meet with the aggrieved person, the Local #17 representative of the Federation, or her designee, and the Superintendent, in an effort to settle the grievance. 13.034 Level Four. In the event the grievance shall not have been disposed of at Level Three, or in the event that ten (10) school days shall have elapsed since the Level Three meeting, then the services of the State Board of Conciliation and Arbitration may be used under the provisions of Section 178K of the Chapter 763 of the Acts of 1965; or Local #17 of the Federation may initiate arbitration under the [.'ren prevailing rules of the American Arbitration Association. Arbitration will proceed under such rules except that the parties may, if they can, mutually designate the arbitrator. 13.0341 The arbitrator shall be without power to modify, alter, add to or subtract from or recommend changes in the provisions of the agreement. The arbitrator 's award shall be final and binding on both parties as to any matter within the scope of the arbi- trator as provided in this Agreement. 13.0342 The fees of the American Arbitration Association and of the arbitrator and the reasonable expenses of the arbitrator and the conduct of the hearing shall be shared equally by both parties except that each - party shall bear its own expenses for the presentation of its case. In no event shall any present or future members of the School Committee have any personal obliga- tion for any payment under any provision of this agreement. 13 .04 Low Is - P11 ani , Involved in Grievance procedure Levels 13. 041 (A) S [Iuc ry isor (Senior High School) , (A) S .pervising Manager (Secondary Schools) , (A) Mauaget-COOK (Elec._utary Schools) , (A) grineipal , (Ii) C,,,.n. .,. 0L .,clio: Program, ativ,- As : istnut , 0D) .. ..1,L L . ay' OH, 10) t-v-i s,Hr lS�nt. L Hip;l: School) , (A) Suer ,ovi,s1n_. Alc_rgur (Seccndary Schools) , (A) Monagec-Cook (Clcmentary Schools) , (A) Pri.rcipal t .3. 043 Level '1'tau. (B) Coordinator or School Lunch Program, (C) Administrative Assistant, (1)) Superintendent. 13. 0=,', Levol Three. ( G) School. Committee. 13. 0 . . Levu Fotir. (F) Arbitration. Torn Insarunce Plus it t6.- 'C0„:n poli._ alaran ci ,. i�,se_ crust work ccent_ - five (55) i:,, mo. J _ n Or Heim- L-.- h: L- ._1paLe in :Lc Torn ins ernnce II.101ISL.` :,. root nr Sent l : n ! 1-3 ❑n..' cove) L-ll Cv this i.. .;(.[ HioLLLL 1-. s- L t .) -oat,- five (25) hours . w'OuLI not Ir, :I , -;)I-; .i I t !bit- ). lad). 0 P1-nre's sLona i l,o,n :,v> 1.5.01 rurcnoailce ,rL ISchnoi Lunch Conferences or courses planned co help increase mnuagem.ent skills or to improve nod develop skills in tool preparation or baking is encouraged by the Lexington Food Service Department. 1 - 14 - _ To apply for Town aid to attend such a conference or course the applicant must file, in writing, with the Coordinator of the School Lunch Program a statement including the following: 1. Name of conference or course and where it is to be held. 2. Anticipated expenses. 3. Purpose of taking course. 4. The number of years you anticipate working in the School Lunch Program. Only a limited number will .e given financial aid and pref- erence will be given to those who indicated a desire to continue their education and whose study will help to improve the School Lunch Program. In order to share the information or knowledge gained from the study, the applicant must prepare a written report and submit it to the School Lunch Coordinator. 16.0 Personnel Files The employee shall have the right, upon request and in the presence of the Coordinator of School Lunch Programs or designee, at reasonable times to examine his or her personnel file and to make copies of any materials contained therein. 17. 0 Notice of Vacant Positions Whenever a vacancy occurs in a position covered in this policy guide, suitable notice shall be given by the employer to the employees by posting notice on bulletin boards in the individual schools , and by such other means as may be agreed upon between the employer and employees. The notice shall state the title and duties of the position, its location, the salary rate, the number of weeks of work and the scheduled hours of work if not a full time position. Employees desiring to be considered for vacancies which may arise during summer vacation may request that notice be mailed to them. 18.0 Termination Clause 17.01 This agreement shall be effective as of the first day of September, 1978, and shall remain in full force and effect until the 30th day of June, 1981. It shall he automatically renewed from year to year thereafter unless either party shell notify the other in writing sixty (60) days prior to the anniversary date that it desires to modify this agreement. In the event that such notice is given, this agreement shall remain in full force and be effective during the period of negotiation and until notice of termination of this agreement is provided. 19,0 Nothing in the foregoing regulations shall be construed in such manner as to be in conflict with any requirement of the General Laws of Massachusetts. P IN WITNESS WHEREOF THE i.OGAI, #17 FEDERATION 0T CITY, TOWN AND MUNICIPAL EMPLOYEES AND THE LEXINGTON SCHUt)L C.O1vNIT EE nave caused this Agreement to be signed by their respective daily .atom zed represenratives on the day and year first above written. LEXINGTON SCHOOL COMMITTEE By _ Chairperson MEMBERS OF NEGOTIATING-COMMITTEE Local #17 J 7 By: -(1-1 Qirt/ LEXINGTON SCHOOL COMMITTEE NEGOTIATOR Bv: �_ a Di:..�-ai ichard R. Ba es, rector of Planning / and Resea n b LEXINGTON PUBLIC SCHOOLS WAGE CLASSIFICATION GUIDE 1978-1979 SCHEDULE A SCHOOL, LUNCH EMPLOYEES Effective September, 1978 (This guide represents a 57., increase over 1977-78 for Bakers/Cooks (Elementary and Secondary) ; a 7% increase over 1977-78 for Canteen Managers, Managers (Elementary and Secondary) , Head Cashier (Senior High) ; a 10`/, increase over 1977-78 for Helpers.) Step I Step II Step III Step IV Step V_ : Step VI Managers (Secondary) 3. 97 4. 13 4. 32 4.49 4. 79 5.03 Managers (Elementary) 3. 82 3. 97 1. 19 4.38 4. 58 4. 86 Managers (Canteen) 3.00 3. 16 3. 30 3.43 3. 61 3. 84 H,=ad Cashier (Senior High) 3.00 3. 16 3 . 30 3. 43 3. 61 3. 84 Bakers/Cooks (Secondary) 3. 44 3. 52 3. 75 4.01 4. 16 4. 32 Bakers/Cooks (Elementary) 3. 37 3. 48 3. 63 3.85 4. 03 4. 24 Helpers 2. 90 3.03 3 . 20 3.39 3.54 3. 75 I . LEXINGTON PUBLIC SCHOOLS , WAGE CLASSIFICATION GUIDE 1979-1980 SCHEDULE B SCHOOL LUNCH EMPLOYEES Effective September, 1979 !i (This guide represents a 5.5% increase over 1978-79 for Bakers/Cooks (Elementary and Secondary) ; a 7% increase over 1978-79 for Canteen Managers, Managers (Elementary and Secondary) , Head Cashier (Senior High) , Helpers.) Step I Step II Step LII Step IV Step V Step VI Managers (Secondary) 4. 25 4. 42 4. 62. 4.80 5. 13 5. 38 4.09 4. 25 . 48 4. 69 4. 90 5. 20 Managers (Elementary) .,:1oa^.c (Canteen) 3. 21 3 . 38 3 . 53 3. 67 3. 86 4. 11 Head Cashier (Senior High) 3. 21 3. 38 3. 53 3.67 3. 86 4. 11 Bakers/Cooks (Secondary) 3. 63 3. 79 3. 96 4.23 4.39 4. 56 Bakers/Cooks (Elementary) 3. 56 3. 67 3. 83 4.06 4. 25 4. 47 Helpers 3. 10 3. 24 3.42 3. 63 3. 79 4,01 • • LEXINGTON PUBLIC SCHOOLS • WAGE CLASSIFICATION GUIDE 1980-1981 SCHEDULE C SCHOOL LUNCH EMPLOYEES Effective September, 1980 1 ('lilts guide represedts a 5.5% increase over 1979-80 for Bakers/Cooks (E1emeniary and Secondary) ; an 8% increase over 1979-80 for Canteen Managers, Managers (Elementary and Secondary) , Head Cashier (Senior High) , Helpers.) Step I Step II Step III Ty Step IV Step V Step VI Managers (Secondary) 4.59 4. 77 4. 99 5. 13 5. 54 5. 81 Managers (Elementary) 4.42 4. 59 4. 84 5.07 5, 29 5. 62 Managers (Canteen) 3 . 47 3. 65 3. 81 3. 96 4. 17 4. 44 • Head Cashier (Senior High) 3.47 3. 65 3. 81 3.96 4. 17 4. 4� Bakers/Cooks (Secondary) 3.83 4. 00 4. 18 4. 46 4. 63 4. 81 Bakers/Cooks (Elementary) 3. 76 3. 87 4. 04 4. 28 4.48 4. 72 Helpers 3. 35 3. 50 3. 69 3.92 4. 09 4.33 LEXINGTON• I',IPd,1C SGni7i !s LEXINGTON, MASSACHUSETTS 02 03 Role Description for Coordinator of Instructional Materials and Leo to: Jack Lawson subject _ Services F.rorn Geoff Pierson p,it@ _ _ January 23, 1979 • • The attached role description contains several changes and reflects, as- well, our attempt to consolidate instructional support services. Among the proposed revisions: -Assume responsibility for general management of the CRC ( 3, 12, 13) and supervise and evaluate aides assigned there (1#13) . -Supervise the development of a system-wide materials program and inventory (#1, 14) . -Participate in curriculvmn improvement efforts (#4). The role description reflects the proposed elimination of the .6 professional position assigned to the Professional Library/CRC. fl The Coordinator of Instructional Materials and Services, under the supervision of the Assistant Superintendent for Instruction, supervises library, media and curriculum resource programs intended to support classroom instruction and system-wide instructional programs. The Coordinator shall: 1. Supervise the development and imp ieniantation of the instructional materials program as it relates to both students and teachers. 2. Assist in the planning and implementation of periodic evaluation of the instructional materials program. • 3. Assume responsibility for the general management of the Curriculum Resource Center and the Professional Library. 4. Develop with library/media specialists priorities for program improvement and advise, where appropriate, other departments in program improvement efforts. 5 . Represent the department and program to staff and public through appropriate administrative meetings and other formal and informal opportunities such as department, building and PTA meetings. 6. Consult with library media specialists and principals in the development of goals and procedures for the implementation of system-wide policies and procedures. 7. Provide supplementary evaluations of instructional materials specialists. S. Recosuuend to principals library media specialists for transfer, assignment or hiring. 9. Develop programs of in-service training and professional development. 10. Supervise and evaluate aides working in the Curriculum Resource Center and Professional Library. 11. Develop priorities for Instructional Materials Center budgets Which relate to system-wide programs and goals. 12. Submit a budget for the general operation of the Curriculum Resource Center and the Professional Library, and coordinate all the ordering of audio-visual supplies for the system. 13. Direct the expenditures of the program' s budget and supervise the purchase of materials, equipment, and services for rhe Curriculum Resource Center and Professional Library, and the department. 14. Supervise the development and maintenance of a union catalogue of curriculum relate:, instructional materials. 15. Develop and maintain a system-wide inventory of audio-visual equipment , 16. Recommend to specialists, teachers and principals appropriate and effective materials and equipment for acquisition and use. (over) g 0 17. Develop procedures for the acquisition of instructional materials. 18. Supervise the development and use of non-print production facilities. 19. Develop and supervise the proposal for Title IV-E funds and other state and federal funds, where applicable. 20. Consult with principals and staff on plans for addition or modifications of library/media facilities. 21. Serve as the liaison between the school and town library program.