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HomeMy WebLinkAbout1979-05-08-SC-min Page 45 May 8, 1979 A meeting of the Lexington School Committee was held on May 8, 1979, at 8:00 p.m. , at the School Administration Building. Those in attendance were: Brown, Michelman, Swanson, Shaw, Gaudet, and student representative Dohan. Also present were: Lawson, Maclnnes, Monderer, Pierson, DiGiam- mar.ino, Barnes. It was MINUTES VOTED: to accept the minutes of March 20, 1979, as presented. (Michelman, 3/20/79 Swanson, Unanimous) It was MINUTES VOTED: to accept the minutes of April 3, 1979, as amended. (Michelman, 4/3/79 Swanson, Unanimous) Upon the recommendation of the Superintendent of Schools, it was SCHEDULE OF VOTED: to accept the following schedule of payments: (Michelman, Swanson, PAYMENTS Unanimous) (See attached sheet.) Mr. Barnes informed the School Committee that Mr. Miller, School Com- L.E.S.A./S.C. mittee negotiator, and Ms. Randall, Lexington Educational Secretaries As- AGREEMENT satiation negotiator, had agreed on a Memorandum of Agreement following the response to a proposed agreement from the School Committee Negotiating Team. He noted that L.E.S.A. had ratified the Memorandum of Agreement un- animously. The Superintendent briefly reviewed the proposed two-year contract. He noted that it called for a salary increase on July 1, 1978 of 5%, and an increase on July 1, 1979 of 51/2%. Upon the recommendation of the Superintendent of Schools, it was VOTED: to ratify the Memorandum of Agreement as presented. (Swanson, Michelman, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was NEW PERSONNEL PROFESSIONAL VOTED: to accept the following new personnel (professional) : (Gaudet, 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) : PROFESSIONAL (Shaw, Michelman, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was PERSONNEL CHANGES - VOTED: to accept the following personnel changes (classified) : (Swan- CLASSIFIED son, Michelman, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was BIDS VOTED: to place orders with the following companies indicated based Page 46 May 8, 1979 on their low unit prices meeting specifications, and that CUSTODIAL Item No. 10, Floor Discs, be rejected as being in the best SUPPLIES interest of the Town of Lexington. (Michelman, Shaw, Unani- mous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was PAPER TOWELS AND TOILET VOTED: to place orders for paper towels and toilet tissue as indicated TISSUE on the attached sheet, based on their unit prices meeting speci- fications in the approximate totals. (Michelman, Shaw, Unani- mous) Upon the recommendation of the Superintendent of Schools, it was FLOOR WAX, FLOOR FINISH, VOTED: to place orders for floor wax, floor finish, and cleaner with AND FLOOR the M. D. Stetson Company, based on the testing program con- CLEANER ducted in the Lexington Public Schools and their low bid meet- ing specifications. (Michelman, Shaw, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was FILTERS (CUSTODIAL VOTED: to place orders for filters with Boston Filter Company based on SUPPLIES) their low bid meeting specifications in the approximate cost of $787.79. (Michelman, Shaw, Unanimous) (See attached sheet.) Upon the recommendation of the Superintendent of Schools, it was E.S.E.A. , TITLE I SUMMEI VOTED: to accept the following personnel for the Title I Summer Read- READING ing Program: (Michelman, Swanson, Unanimous) (See attached PROGRAM sheet.) It was SPECIAL NEEDS VOTED: to set the tuition rate for the student (502.4) listed on the TUITION attached sheet and to be billed to the Wilmington Public Schools . (Michelman, Swanson, Unanimous) Dr. Pierson introduced the topic. He noted that the Developmental • DEVELOPMENTAL Writing Program in English was originally developed in the Summer Work- WRITING shop of 1977, and introduced in September, 1977. He said that after REPORT nearly two years of monitoring "the-application of the program, the Eng- lish Department wished to present a report. Presenters included: Dr. Richard Shohet, English Department Head; Dr. Joseph Kelley, English De- partment Chairman at William Diamond Junior High School; Mr. Charles Daileanes, English Department Chairman at Muzzey Junior High School; and Ms. Nancy Ridill, English Department Chairman at Clarke Junior High School. Each person noted that the focus on a sequential, systematic curriculum was very important and they felt students were learning to write better. Dr. Shohet emphasized that all courses focused on writing and the program was developmental versus remedial. Each of the presenters reviewed conditions at their individual schools. All agreed that the difference in the program was that teachers were teach- ing composition and not just writing. School Committee members complimented Page 47 May 8, 1979 Dr. Shohet and the Department for their fine report and endorse the efforts to improve the program. Dave Clune and Jane Redlich, Coordinator, presented a compre- EXPERIENCED- hensive report on the Experienced-Based Education Program at Lexing- BASED EDUCA- ton High School. She noted the goals as follows: TION PROGRAM - To determine the extent and structure of current programs. - To develop a working paper on experienced-based education which can be used to discuss the concept and its applica- tion with staff. - To identify skills and/or attitudes which could be developed through experiences outside the classroom or school. - To locate appropriate points within the curriculum to accom- modate experiences outside the classroom or school. - To develop procedures for establishing and supervising ex- perienced-based education opportunities. - To identify potential "placements" and opportunities out- side the classroom and school. After she and Dr. Clune reviewed the goals, specific activities for each goal were outlined as follows: - To provide students with an opportunity to test their interests and apply their skills in a variety of settings beyond the classroom. - To provide students with placements which are suitable, appro- priate, learning experiences. - To provide students with guidance in selecting goals and parti- cular placements with an eye to the spirit of the 622 law. • - To provide students with supervision by teacher coordinators.. - To offer credit for this learning experience, and to indicate their internship on their transcript. - To allow students to develop a focus for further study, and to assist them in writing their personal statements for college applications. Mrs. Gaudet asked Dr. Clune to specify the differences between the Work Study Program and the Experienced-Based Education Program. He re- sponded that Mrs. Redlich gave 60% time to supervision, personal contact with agencies, and she was teacher-supervisor of students, also. Mrs. Gaudet and Mrs. Swanson expressed concern that the program served so few students while the Work Study Program served 240 students, and re- quired only one counselor as part-time of his assignment. Concern was also Page 48 May 8, 1979 expressed that students being served seemed to need the experiences less than others even though it was appropriate to serve them. Dr. Clune noted that the Work Study Program had no relation to cur- riculum whereas the Experienced-Based Program did. Members felt that even though the program provided opportunities to a limited number of students, it was a good beginning. The Committee thanked Dr. Clune and Mrs. Redlich for the report. Dr. Lawson stated that after the March 20 School Committee meeting, COMPUTERS IN he asked Dr. DiGiammarino to meet with Dr. Pierson and Dick Barnes, and INSTRUCTION responded to the recommendations presented by Mr. Good at the March 20 meeting. Dr. DiGiammarino reported the following: Recommendation A - That the Lexington Public Schools adopt as a goal the development of a K-12 computer literacy program integrated into all ap- propriate disciplines. Response - While it is recognizedthat the concept of computer literacy and using the computer in subject matter areas are inter-related, it is our intent to give computers in instruc- tion the higher priority. Recoimnendation B & C - That fifteen terminals be added to the cur- rent configuration to produce a ratio of 1:100. Response - The initial recommendation suggested that we achieve one teaminal per one hundred stu- dents by September of 1979. It is possible that as many as 24 units will be available in September. Recommendation D - That each junior high should have a line to- the PDP/11 to permit teachers and students to make use of all available resources pro- vided by this big computer. Moreover, stu- dents are now coming out of the elementary schools_with experience on the PDP/11 and finding no such equivalent experiences wait- ing at the junior highs. Such discontinuity fragments a program. Response - A line is available from the PDP/11 to each junior high school. The decision rests with the junior high principals. Recommendation E - That steps must be taken to improve the situ- ation for computers in instruction in the Science Department at the High School. Page 49 May 8, 1979 Response - Prior to expansion of existing equipment configuration within any academic area, the program managers involved will be re- sponsible for formalizing the relationship between the program area and the computer. Recommendation F - That expansion of the current .5 specialist staffing should be considered to allow more complete program and staff support. Response - No change is contemplated in the 79/80 budget. Recommendation G - The PDP/8 should be dedicated to educational use from 7:30 to 4:00 daily. Response - The computer services staff has this targeted for the next academic year. Also, an advi- sory committee will be organized as follows: Advisory Committee Membership: Director of Planning - Chairperson Assistant Superintendent of Instruction Specialist - Computer in Instruction Manager-Computer Center 2 Elementary Teachers 1 Junior High Teacher 1 High School Teacher Head, Math Program Principal 4 Parents/Citizens Responsibilities: - Prepare and recommend short and long-range plans for the Computer Services Program. Such tasks include: - Recoumiendation on pri- orities - Review of evaluation reports - Review of program bud- get - Recommendation on equipment: - Purchase - Configuration - Maintenance It was Page 50 May 8, 1979 VOTED: to adjourn at 9:42 p.m. , to executive session to discuss EXECUTIVE the health of an individual and a health case of an em- SESSION ployee. (Swanson, yes; Brown, yes; Michelman, yes; Gaudet, yes; Shaw, yes) . Respectfully submitted, Iichard H. Barnes Recording Secretary /c SCHEDULE. OF PAYMENTS The following schedules of payments were available for scrutiny and approval prior to this meeting: SCHOOL DEPARTMENT BUDGETS Personal Services April 13, 1979 Classified Payrolls #22-C $74,737.54 April 27, 1979 #23-C 61,423.39 April 20, 1979 Professional Payroll . #21 441,798. 17 Expenses April 27, 1979 Bill Schedules #233 8,269,36 April 27, 1979 #234 4,376.70 April 27, 1979 #235 10,121.45 May 4, 1979 4236 2,252.95 May 4, 1979 #237 679.46 May 4, 1979 #238 1,805.76 May 4, 1979 #239 4,384.09 Out-of-State Travel April 27, 1979 Bill Schedules #15 26.95 May 4, 1979 #16 200,00 SPECIAL PROGRAMS - Non-Lexington Funds Adult Education April 20, 1979 Professional Payroll 488.36 April 27, 1979 Bill Schedule #11 24.25 Driver Education April 20, 1979 Professional Payroll 1,418.44 Met co April 13, 1979 Classified Payrolls #16-C 1,640.4.6 April 27, 1979 898.98 April 20, 1979 Professional Payroll 5,691.95 April 27, 1979 Bill Schedule #14 36.00 • PL 94-142 Grant - Transition to Employment April 13, 1979 Classified Payrolls #16-C 89.20 April 27, 1979 #17-C 44.64 april 20, 1979 Professional Payroll 1,078.65 April 27, 1979 Bill Schedule x'13 8,789.15 FL 94-142 Project Discover April 20, 1979 Professional Payroll 456.92 April 27, 1979 Bill Schedule #4 69.82 PL 89-313 Special Education April 20, 1979 Professional Payroll 957.38 (Over) Pupil-School Material Recovery April 27, 1979 Bill Schedule #9 $ 8.94 rood & Nutrition Grant April 27, 1979 Bill Schedule #4 Z96.74 AGREEMENT BETWEEN THE • LEXINGTON SCHOOL COMMITTEE AND THE LEXINGTON EDUCATIONAL SECRETARIES ASSOCIATION NOTE: Whenever used in this document, the female or male noun or pronoun can be used interchangeably. July, 1978 b TABLE OF CONTENTS PAGE PREAMBLE 1 ARTICLE I RECOGNITION 1 ARTICLE II UNION SECURITY 2 ARTICLE III GRIEVANCE PROCEDURE 2 ARTICLE IV APPOINTMENT 4 ARTICLE V WAGES 4 ARTICLE VI ATTENDANCE AND WORKING HOURS 5 ARTICLE VII SICK LEAVE 6 ARTICLE VIII VACATIONS 8 ARTICLE IX HOLIDAYS 9 ARTICLE X OTHER LEAVE PROVISIONS 10 ARTICLE XI SURVEY AND RE-EVALUATION OF POSITIONS 12 ARTICLE XII TRANSFERS, PROMOTIONS , AND LAY-OFFS 12 ARTICLE XIII GROUP INSURANCE AND MEDICAL COVERAGE 13 ARTICLE XIV ASSOCIATION RIGHTS 13 ARTICLE XV REPRODUCTION OF AGREEMENT 14 ARTICLE XVI NO STRIKES OR WALKOUTS 14 ARTICLE XVII RETAINED RIGHTS 14 ARTICLE XVIII VALIDITY 14 ARTICLE XIX INDEMNIFICATION OF EMPLOYEES 15 ARTICLE XX EVALUATION 15 ARTICLE XXI TRAVEL EXPENSE 15 ARTICLE XXII NON-DISCRIMINATION 15 ARTICLE XXIII CHECK-OFF OF ASSOCIATION DUES 15 ARTICLE XXIV EMPLOYEES ' FILES 16 ARTICLE XXV EDUCATIONAL VOUCHERS 16 ARTICLE XXVI PAYROLL DEDUCTIONS 16 ARTICLE XXVII USE OF SCHOOL FACILITIES 17 ARTICLE XXVIII 17 ARTICLE XXIX 17 LETTER OF AGREEMENT 18 SCHEDULE A (1978 WAGE CLASSIFICATION GUIDE) SCHEDULE B (1979 WAGE CLASSIFICATION GUIDE) It is the policy of the Lexington Public Schools not to discriminate on the basis of race, sex, color, religion, national origin, age, or handicap in its educational programs, services, activities, or employment practices as required by Chapter 151E of the General Laws of 1947; Chapter 622 of the Acts of 1971, Massachusetts General Laws; Title IX of the 1972 Education Amendments; and Section 504 of the Rehabilita- tion Act of 1973. - 1 - Agreement made pursuant to Massachusetts G. L. Chapter 150E, as of this oi 1st day of July, 1978, between the School Committee of the Town of Lexington, Massachusetts, hereinafter referred to as "the School Committee" and the Lexington Educational Secretaries Association, hereinafter referred to as "LSSA". PREAMBLE The School Committee and LESA enter into this Agreement to establish wages, hours and other conditions of employment applicable to the clerical, secretarial, service and office employees represented by the Lexington Educational Secretaries Association. The School Committee, elected by the citizens of Lexington, is a public body established under and with the powers provided by the statutes of the Commonwealth of Massachusetts. Nothing in this Agreement shall be deemed to derogate or impair any power, right or duty conferred on the Committee by any statute or any rule or regulation of any agency of the Commonwealth. The Super- intendent of Schools of Lexington (hereinafter referred to as the Superintendent) is the executive officer of the School Committee and, under the general super- vision of the Lexington School Committee is responsible for the operation and management of the Lexington Public Schools. Nothing in this Agreement shall be deemed to derogate any rights of LESA as the legally recognized bargaining agent of the employees referred to in Article I to represent and negotiate with the School Committee on wages, hours and working conditions of said employees as provided for in this Agreement. ARTICLE I RECOGNITION The School Committee recognizes LESA as the exclusive representative for the purposes of collective bargaining with respect to wages, hours and other conditions of employment of all of the following employees of the Lexington Public School System: Persons working as aides, secretaries , clerks, receptionists, bookkeepers, telephone operators, and in general clerical and office positions, excluding, however, custodians, food service workers and teachers, administrators and nurses who perform clerical work incidental to their professional duties, the confidential secretaries of the Superintendent, the two Assistant Superintendents, and the Ad- ministrative Assistant for Business, and all other professional and non-professional employees. The term "employee" is understood to mean a person for whom LESA has been recognized as the exclusive representative, and only such persons are covered by the Agreement. - 2 - ART_ICIE II UNION SECURITY The employer agrees that no reprisals of any kind will be taken by it against any employee covered by this Agreement by reason of her membership or non-membership in LESA,' or her participation or non-participation in any lawful LESA activities , provided such activities shall not be carried on in such manner as to interfere with the performance of her duties. ARTICLE III GRIEVANCE PROCEDURE The purpose of the procedure hereinafter set forth is to encourage prompt resolution of grievances as hereinafter defined at the lowest possible adminis- trative level. A. Definition A grievance is a dispute involving the application or interpretation of a specific provision of this Agreement, or compliance with its terms. -- - B. General Rules 1. Every effort shall be made by the employee and his immediate supervisor to arrive at a settlement of the matter involved prior to the use of the formal grievance procedure. 2. 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 be acceptance of the decision rendered at that level, and a waiver of the complaint and the right to proceed further under the grievance procedure, except as the time limits have been extended under paragraph 7 of this section B. 3. 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 LESA or any other participant in the grievance pro- cedure by reason of such participation. 4. A grievance that affects or may affect a group or class of employees from more than one building or department, or is of a general nature, may be submitted in writing by the designated representative of LESA to the Superintendent directly and the processing of such grievance shall be commenced at Level Two of the grievance procedure. 5. Each written statement of a grievance processed 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 designated representative of LSSA, 3 6, All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants. 7. By mutual written agreement of the parties to a grievance proceeding, the time limits incorporated below may be extended. 8. Employees shall suffer no loss of pay for time spent during working hours in attending grievance proceedings under this Article. The responsibility for the scheduling of grievance proceedings shall remain with the employer. C. Adjustment Level One. The aggrieved employee shall first present a written statement of the grievance to his immediate supervisor or to his principal within ten (10) school days after the event on which the grievance is based. Level Two. In the event that the grievance is noc disposed of to the satisfaction of the aggrieved person at Level One, or in the event that no decision is rendered within fifteen ( 15) school days after initial presen- tation of the grievance, the aggrieved employee may, within five (5) school days after the expiration of said fifteen ( 15) school days, submit the grievance in writing to the next appropriate supervisor who will attempt to resolve the dispute within ten (10) school days after receipt of such dis- pute. If the supervisor to whom the grievance is submitted is other than the Superintendent, and if the grievance is not disposed of to the satis- faction of the aggrieved person or no decision is rendered within said ten ( 10) school days, the aggrieved employee and LESA 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 aggrieved person and representative of LESA within ten (10) school days after receipt of the dispute in an effort to settle the grievance. Level Three. If a grievance shall not have been disposed of to the satis- faction of the aggrieved employee at Level Two, or no decision has been rendered, within ten (10) school days after the Level Two meeting, the aggrieved employee may within ten (10) school days thereafter give written notice to the School Committee signed by the employee and designated representative of LESA reciting the intermediate steps taken and resubmitting a copy of the written statement of grievance. At its next regular meeting, or at a special meeting called for the purpose of considering 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 designated representative of LESA and the Superintendent, in an effort to settle the grievance. Level Four. Within ten (10) school days of the receipt of the Level Three decision, LESA may by giving written notice to the School Committee and to the American Arbitration Association, present the grievance for Arbitration under the rules of the American Arbitration Association. - y _ D. 1. Steps in the processing of grievances of employees arising during the summer school vacations shall be taken at levels 1, 2, 3, and 4 within the number of calendar days corresponding to 5, 10 or 15 school days; that is, 7, 14 or 21 calendar days , provided however, that absence of an employee or of the designated representative of LESA or of the employee 's immediate supervisor, or of the representative of the super- intendent having jurisdiction shall not prejudice the employee 's rights to further processing of the grievance, anything in Section C to the • contrary notwithstanding. 2. Nothing herein shall be deemed to limit the right of an employee and LESA to present any question of wages, hours or working conditions at levels 1 and 2 of the grievance procedure. 3. The arbitrator shall be without power to modify, alter, add to or sub- tract from or recommend changes in the provisions of the Agreement. The arbitrator 's award shall he final and binding on both parties as to any matter within the scope of the arbitrator as provided in this Agreement. 4. 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 obligation for any payment under provision of this Agree- ment. ARTICLE IV APPOINTMENT A. The Administrative Assistant in consultation with the employee 's immediate supervisor or school principal shall hire and employ all employees for various schools and offices, subject to the approval of the Superintendent of Schools and the School Committee and may suspend them for just cause subject to final action of the School Committee. B. No employee shall be discharged or otherwise disciplined without just cause. ARTICLE V WAGES A. The wages of employees shall be fixed by the School Committee at rates established in the wage classification guide set forth in Schedule A, attached hereto. The Administrative Assistant, subject to the approval of the Superintendent of Schools and the School Committee, shall determine the step in the wage classification guide applicable to each new employee, but nC employee shall he paid less than Step I rate established for her classi- fication. B. Step increases provided in the wage classification guide will normally be granted dependent upon satisfactory job performance by the employee as determined by the annual evaluation and recommended by the Administrative Assistant to the Superintends ` of Sc' ols. 5 - C. There shall be a wage increase of five percent (5%) on July 1, 1978. D. There shall be a wage increase of five and one-half percent (51/27.) on July 1, 1979. E. Employees who have been employed by the school district for ten (10) years or longer shall receive, in addition to their regular salary, an annual stipend in accordance with the following table: Amount Before Pro-ration Employees with 10-14 years of continuous service $ 100.00/yr. Employees with 15-19 years of continuous service 150.00/yr. Employees with 20 or more years of continuous service 200.00/yr.. An employee hired prior to February 1 of any year shall be given credit for the full year. Employees employed on a school year (ten month) basis shall have their longevity stipend pro-rated, and shall receive ten over twelve of the applicable amount in the above table. There shall be no pro-ration based on number of hours per week worked by an employee. ARTICLE VI ATTENDANCE AND WORKING HOURS A. Individual work schedules will be determined by the Administrative Assistant, after appropriate consultation with building principals, No employee shall leave the school premises during her scheduled working hours without permission of his/her Supervisor. B. In emergencies, necessary authorized absence for less than one-half day may be made up without loss of pay or accumulated sick leave. C. The normal seven and one-half hour work day for employees. shall permit not less than a one-half (') hour lunch period on the employee 's time and normally allow, for those employees who work a full day, a fifteen (15) minute relief period during the morning. An afternoon relief period may be taken contingent upon work load and work pressures at that time. D. In cases when school sessions are cancelled because of adverse weather conditions, employees are classified into two categories as follows: CATEGORY I Responsibilities continue whether school is in session or not. These employees are required to report for work unless their absence is individually authorized by the Administrative Assistant because the employee is physically unable co travel safely to .and from work by reason of storm conditions. If the individual absence or lost time is authorized, the employee shall be given the opportunity to make up time lost. If work assignments for all employees in Category I , in one or more buildings, or classifications, or in the system, are cancelled by the Superintendent or the Administrative Assistant because of such conditions , employees excused from work by reason of such cancellation. shall suffer no loss of pay. - b - CATEGORY II Responsibilities may be dependent upon presence of students and/or teachers. These. employees are not required to report for work unless specifically requested by the Principal. If they do report for work, they will be paid. If they do not report, they will not be paid. If not called into work they will be given an opportunity to make up the day(s) prior to June 30. If they make up the day, they will be paid. In determining this, the Administrative Assistant will give consideration to the convenience of the employee, however, the final decision shall rest with the Administrative Assistant. The final decision of the Administrative Assistant as to the specific date(s) offered an employee as make up day(s) shall not he subject to grievance and/or arbitration. The failure of the Administrative Assistant to offer an employee any make up day(s) will, however, be grievable under the provisions of Article III of this Agreement. E. In. cases when all employees in the system are instructed not to report for work because of adverse conditions, all employees covered by this contract who normally work on that day(s) shall be paid. F. When school sessions are dismissed early because of weather or road conditions school building employees shall be dismissed as soon as possible after the students are dismissed, as determined by the principal. The employees will be paid for the entire day. G. Each person employed in the Lexington Public Schools shall before July 1, be furnished with a schedule showing the school where and hours for which she will be employed during the following school year. No person so scheduled shall be laid off or have her hours of work reduced below those scheduled during the following school year. Discipline imposed for just cause in compliance with Article IV shall not be deemed a violation of this clause. H. No employee shall be required to take home additional work to be performed outside of regular working hours. An employee who performs additional work outside of regular hours , authorized by the Administrative Assistant, shall at her option be paid for or allowed compensatory time off for hours worked up to thirty-seven and one-half (37-x) in a work week at straight time pay, and on a rime and one-half basis for hours worked in excess of thirty-seven and one-half (37' ) in a work week. ARTICLE VII SICK LEAVE A. All regularly employed employees will earn sick leave at the rate of 134 days each calendar month worked, not to exceed fifteen (15) working days per year. This stated amount of sick leave will be pro-rated on the basis of the number of days per week worked by the employee out of five days. When sick leave is used, it will be paid on the basis of the number of hours normally worked on the day it is used. - 7 - B. Employees 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 1'z days per month worked. After one year of employment, sick leave shall become available immediately, on the basis of the number of days to which the employee is entitled as set forth herein. C. Unused sick leave shall accumulate from year to year. The accumulation of total sick leave days shall he unlimited. D. Discretionary sick leave with pay may he granted by the School Committee provided all accumulated sick leave and all vacation leave has been exhausted in the case of long service employees. The term "long service" shall be considered to mean ten years service. Discretionary sick leave shall not in any one period exceed ninety working days. The School Committee in its discretion may treat employees with less than ten years service as eligible for discretionary sick leave and may determine the time for which such sick leave may be allowed. E. Sick leave with pay shall be granted to employees when they are incapacitated for 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 suitable arrangements for care of the sick person can be made. F. Sick leave will commence on the date and time notification of the employee's sickness, injury or quarantine is given to his immediate supervisor by the employee, his family or his physician. G. For absence for which sick leave is claimed the Administrative Assistant in consultation with the employee 's immediate supervisor or school principal may require evidence at any time in the form of a physician's certificate which shall give the nature of the 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 Administrative Assistant to leave without pay. The Administrative Assistant in consultation with the employee 's immediate supervisor or school principal 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. H. Employees whose services are terminated for any reason shall not be entitled to compensation in lieu of any sick leave not taken. Except upon reinstate- ment after an approved leave of absence, no sick leave credit for prior employment will be allowed any employee rehired or after a termination of service. I, Employees injured on the job and receiving workmen's compensation may, upon their request, be granted sick leave, provided they have sick leave credit available to the extent that they will receive such amount as will, when added to the amount of the workmen's compensation, result in the payment to them of their full salary. - 8 - J. Absence on account of illness or injury, but not including injuries arising on the job and for which the employee is entitled to workmen's compensation insurance, in excess of earned sick leave, may, at the discretion of the Administrative Assistant and with the consent of the employee be charged to vacation leave. K. There shall be created a sick leave bank, which shall be jointly administered by the employer and •LESA. The bank shall he established by the donation of one (1) day of sick leave credit from all employees covered by this contract. The employer and LESA shall jointly establish criteria pursuant to which to allocate sick leave credit to a participating employee who has no personal sick leave credit available. There shall he a Sick Leave Bank Committee comprised of two (2) members appointed by LESA and two (2) by the employer. It shall be the responsibility of such Committee to administer the Sick Leave Bank. ARTICLE VIII VACATIONS A. All employees shall be entitled to vacation leave, as provided in this Article. Vacation leave shall normally be taken between July 1 and Labor Day, the regular vacation period, unless the Lexington Public Schools can conveniently allow vacation time to be taken at another time of year. All vacation dates are subject to the approval of the Administrative Assistant in consultation with the employee 's immediate supervisor or school principal. The Administrative Assistant in consultation with the employee 's supervisor or school principal may give permission to an employee to take one week of earned vacation during the school year. B. 1. All employees who have been employed for less than one year shall receive vacation with pay, to be computed on the basis of three- fourths (3/4) of a day of vacation for each complete month of employ- ment prior to July 1 of the vacation year. C. 1. For the purpose of computing length of service for vacation entitlement, a year of service will be that portion of a calendar year for which the particular employee is normally scheduled to work. 2. Employees with the following amounts of continuous service, as computed in accordance with this Article, will be entitled to receive the following amounts of vacation time. The stated amount of vacation time will be pro- rated on the basis of the number of months per year worked by the employee out of 12 months and pro-rated on the basis of the number of days per week worked by the employee out of 5 days.* Employees shall be paid for each vacation day an amount corresponding to the total hours worked per week, divided by the number of days worked per week. *For example: To calculate the vacation entitlement and pay of an employee with 7 years of service who works 10 months per year, 4 days per week, 6 hours per day: - Q - 15 days entitlement x 10 months 4 days = 10 days pro-rated 12 months 5 days entitlement Employee is paid for 6 hours for each of 10 days of vacation. Amount of Vacation Entitlement Years of Service Before any Pro-Ration From one through five years 10 days From six through fourteen years 15 days 15 years or more 20 days 3. No Saturday or Sunday or holiday leave day shall be computed as a day of an employee 's vacation. D. 1. Vacation leave may not be accumulated from one vacation year to another and may not be taken in advance, except by special permission of the Administrative Assistant in cons.iltation with the employee 's immediate supervisor or school principal. 2. Whenever employment is terminated by dismissal through no fault or delinquency on an employee 's part, or by resignation, retirement, or death, without his having been granted a vacation to which he is en- titled, he, or in the case of his death , his estate, shall be paid for his earned vacation at the regular rate of compensation payable to him at the termination of his employment in lieu of such vacation. This will be computed on a 52 week year from July 1 to the date of termination. 3. The Administrative Assistant may, at his discretion, and with the consent of an employee charge to vacation leave any absence in excess of permitted sick leave due to illness or injury, but not including injuries arising on the job and for which the employee is entitled to workmen's compensation insurance, and any absence that is not covered in the leave regulations. 4. Employees who are on approved vacation leave will have their vacation days so charged except for situations as listed below: -provided that the office of the Administrative Assistant is notified of the situation immediately, or in cases of a weekend or a holiday, the next regularly scheduled work day of that office. 1. Personal illness - in cases where the employee is hospitalized. A physician's note shall be required and such illness charged to sick leave. 2. Funeral leave - as described in Article X, paragraph A. ARTICLE IX HOLIDAYS A. The following days in each calendar year shall be holiday leaves with pay when they fall or are celebrated on a normal work day. - 10 - New Year 's Day Labor Day Washington's Birthday Columbus Day Martin Luther King Day Veteran 's Day Patriot 's Day Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas In order to qualify for holiday leave with pay an employee whose normal work week is Monday through Friday shall have worked on the last regularly scheduled work day prior to and the next regularly scheduled work day following the holiday unless it is an absence for which compensation is payable as provided in these policies. Employees who work any part of the week in which a holiday falls shall be paid for the holiday, provided this is a regularly scheduled work day for which the employee would normally have been paid. The only exception to this is Labor Day. • B. The day after Thanksgiving is a paid holiday for all employees covered by this Agreement who would normally work on Fridays. C. In the event that state or federal government institutes additional holidays as legal holidays, employees shall be granted holiday leave with pay for such days, under the conditions of Section A of this Article. ARTICLE X OTHER LEAVE PROVISIONS A. Funeral Leave An absence with pay for a period not to exceed three days may be granted at the discretion of the Administrative Assistant in case of the death of a member of an employee 's immediate family or household. The term "immediate family" means the employee 's spouse, child, father, mother, sister, brother, grandparents, grandchild, father-in-law, mother-in-law. An absence with pay for any one day may, at the discretion of the Administrative Assistant, be granted in case of the death of an employee 's sister-in-law, brotherdin-law, aunt, uncle, 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. B. Military Leave Any regular employee serving an annual torr of duty with the armed forces shall be paid the difference between her regular salary and her military pay during such period but not to exceed two calendar weeks. The granting of such leave shall not affect the employee 's right to vacation leave. - 11 - C. Jury Duty A regular employee called for jury service shall be paid the difference between her regular salary and her jury pay during the period of such service and shall report for work whenever excused from attendance at court. Upon receipt of a summons for jury service, the employee shall immediately notify her immediate supervisor. D. Personal Leave Employees may be absent for two (2) days a year for such as , but not restricted to, the following reasons: legal affairs, business or personal matters, adoption of a child, court appearances , 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 arrangement can be made are approved upon request. Written notification to the Superintendent for such personal leave will be made at least 48 hours in advance, except in the case of an emergency, in which case notification can be made by phone followed by written notification during or after the absence. The employee need only state that he/she needs a personal day for reasons consistent with the policy stated above. 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 tra.el purposes except when unforeseen travel emergencies such as an airplane strike make it impossible for the employee to return as scheduled. E. Leave Without Pay Leave without pay may be granted upon request to an employee by the Adminis- trative Assistant in consultation with the employee 's immediate supervisor or school principal for good and sufficient reasonwhen such may be done without injury to the Lexington Public Schools. F. Religious Leave Written request for leave for required observance of religious holidays shall be made one (1) week in advance to the Superintendent. Such leave will not exceed three (3) days. Such absence will not be charged to sick leave or to personal day. G. Professional Leave Employees may, after proper request and approval of the Administrative Assistant, be granted reasonable one day absences with pay to attend pro- fessional activities relating directly to their responsibilities or profes- sional growth. H. Unauthorized Leave Any absence from employment not permitted under the foregoing regulations shall be unauthorized absence and may be grounds for dismissal, and such absence may, at the discretion of the Administrative Assistant, be charged to vacation leave. - 12 - Nothing in this Article shall be construed so as to conflict with any • requirement of the General Laws of Massachusetts. ARTICLE XI SURVEY AND RE-EVALUATION OF POSITIONS The Superintendent will consider any study conducted by LESA in regard to the re-evaluation of positions covered by this contract. Any future Coniittees, appointed during the dura Lion of the Agreement to deal with reclassification or re-evaluation shall be comprised of an equal number of members appointed by the Superintendent of Schools and an equal number of members appointed by the Pres ident of the Lexington Educational Secretaries Association. The 'chairperson and vice-chairperson of any study committee appointed shall be selected by the appointed members of the committee and one of these shall be from the Super'intendent 's appointees and one of these shall be from the President of , Che Lexington Educational Secretaries Association appointees. AP.TICL` ii. TRANSPERS, PRO`tOTIO"•:S AND LAY-OFFS A. Notice of Vacant Positions Whenever a vacancy occurs in a position covered in this contract, suitable notice shall be given by the employer to the employees by posting notice on bulletin boards in the individual schools and central office and by such other means as may be agreed upon between the employer and the Association. 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. Notices of vacant positions shall be mailed to each employee absent ,on vacation or scheduled to work only during the school year, who has requested that such notices be mailed to her. B. Promotions and Voluntary Transfers In filling job openings in the Lexington Public School System by promotions and voluntary transfers, employee 's training, quality of previous work per- formance, experience, ability and suitability for the new position, and length of service in the Lexington School System will be cons idered. Where other factors are equal, an employee shall be selected to fill the vacancy in accordance with length of service with the Lexington School System. C. In cases where reductions in staff will cause lay-offs or involuntary transfers of employees , where the other factors referred to in paragraph 2 of this Article are equal, employees with greater length of service with the Lexington Public School System will. be the last transferred from their existing positions and the last laid o_ff. - 13 - D. Any person temporarily filling a vacancy because of illness, resignation, or leave of absence of a higher classification, shall he paid at the higher rate after twenty (20) work days of such employment until such time as the vacancy has been filled. ARTICLE XIII GROUP INSURANCE AND MEDICAL COVERAGE Eligible employees shall be entitled to acquire individual or family Blue Cross - Blue Shield coverage for hospital and medical services and extended benefits or any other health maintenance coverage available to employees of the Town of Lexington. Eligible employees shall be entitled to secure a Certificate for $2,000.00 of term life insurance coverage on the basis available to employees of the Lexington School System and/or employees of the Town of Lexington. The premiums for Blue Cross - Blue Shield coverage or other medical coverage and for term life insurance subscribed to under the Lexington Group Plan, shall be paid for as follows: That percentage of the premiums as shall be established and effective from time to time in the Town of Lexington, but not less than seventy-five per cent (75%) of the cost of such insurance, by the employer; and the balance, but not more than twenty-five per cent (257) of the cost of insurance, by the employee; in any case, the coverage shall he paid on the basis available to employees of the Lexington Public Schools and/or employees of the Town of Lexington. ARTICLE XIV ASSOCIATION RIGHTS A. The School Committee shall permit LESA to use in-school mailboxes, and to use school buildings for schoolmeetings , provided no additional cost for custodial employees is necessitated by such use. B. The School Committee shall furnish to LESA the names and addresses of ail clerks, secretaries, aides and office personnel in the Lexington School System prior to the opening of school, in so far as possible, and whenever positions are filled because of new openings , resignations , transfers or death. C. The School Committee shall furnish to LESA a complete listing of all clerks, secretaries, aides and office personnel employed in the System and of the positions they occupy. D. The School Committee shall furnish to LESA all financial and other information requested. by LESA and required for the conduct of negotiations. E. The negotiating team shall suffer no loss of pay for time spent during working hours in collective bargaining sessions with the employer. - 14 - ARTICLE XV REPRODUCTION OF AGREEMENT The Committee shall bear the cost of reproducing the Agreement and will supply LESA with two hundred (200) copies thereof before the opening of school in September, if possible, and otherwise as soon as possible. ARTICLE XVI NO STRIKES OR WALKOUTS LESA agrees that it will not cause, sanction, or take part in any strike, walkout, slowdown or work stoppage, nor will it authorize, encourage or incite any of its members, individually or collectively to cause or take part in any such interruption of work during the period this agreement is in effect. Any employees who violate this provision shall be subject to discipline and/or dis- charge pursuant to state law. The School Committee agrees that it will not lock-out any employee in the bargaining unit during the period this agreement is in effect. ARTICLE XVII RETAINED RIGHTS The School Committee and the Superintendent reserve and retain full rights, authority, and discretion in the proper discharge of their duties and responsi- bilities to control, supervise, and manage the Lexington Public Schools and their personnel under governing law, ordinance, rules, and regulations, consistent, however, with the rights of the employees and LSSA as their collective bargaining representative under applicable laws, regulations , rules and ordinances and under this agreement. LESA and the employees it represents, reserve and retain all rights as collective bargaining agent and as employees of the Lexington School System and Town of Lexington under applicable laws, regulations, rules and ordinances and under this Agreement. ARTICLE XVIII VALIDITY If any section of this Agreement is found to be invalid or illegal, the rest of the Agreement shall remain in full force and effect for the term of this contract, provided however. that upon such findings the parties agree to confer promptly to negotiate for an equivalent, lawful provision to be included in this Agreement to replace the section held invalid. - i5 - ARTICLE XIX INDEMNIFICATION OF EMPLOYEES Indemnification of employees for expenses or damages incurred by them by . reason of actions or claims against them arising out of their negligence shall be governed by the General Laws Chapter 41, Section 100 C. ARTICLE XX EVALUATION All employees will be evaluated for work performance annually. A procedure will he established by the employer which will contain the following provisions. The evaluation will be made in writing and signed by the Supervisor making the evaluation. Each employee will be given a copy of her evaluation, will be given an opportunity to discuss the evaluation with her Supervisor, and will be permitted to file a written statement in response to the evaluation. All written evaluations and employee responses shall be kept in the employee 's file. ARTICLE XXI TRAVEL EXPENSE Employees whose duties require inter-building travel or travel elsewhere during working hours, will be reimbursed for this travel at the rate of at least $. 15 per mile, or at such other higher rate as reimbursement is provided for other Lexington School System employees or for similarly classified Town of Lexington employees. Employees will also be reimbursed for actual packing costs and tolls incurred. Requests for reimbursement must be based on actual mileage traveled and under a procedure established by the employer. The Supervisor of any employee required to undertake travel which is reimbursable, shall obtain prior approval from the Administrative Assistant for the travel to be undertaken. ARTICLE XXII NON-DISCRIMINATION The employer and the Association agree not to discriminate in any way against employees covered ychj Agreement on account of race, creed, color, religion, national origin, sex, age, handicap or association activities. ARTICLE XXIII CHECK-OFF OF ASSOCIATION DUES The employer will deduct from the pay of each employee for whom the employer has received a check-off authorization form provided by the Association and executed by the employee, the Association dues , fees , and assessments in amounts specified by the Association. The employer will make the necessary deductions - lb - on a monthly basis and remit the aggregate amount to the Association along with a list of the employees for whom dues, fees and assessments were deducted. The Association shall give the employer at least 30 days notice of any change in dues or of any implementation of fees or assessments. • ARTICLE XXIV • EMPLOYEES ' PILES A. Before any information is placed in the employee 's personnel file it shall be shown to the employee. The employee may acknowledge in writing that she has read it. • B. The employee shall have the right to answer any material filed and to include the answer within the file. C. The employee shall have the right upon request at reasonable times to examine her personnel file at a location designated by the employer and to have a copy of any material in it. D. An employee may have information removed from his tile by use of the grievance procedure, on the grounds that information in his file is improper, incorrect, or irrelevant to the employment relationship. E. The employer will not reveal information in employees ' files without the consent of the employee to anyone outside the management of the Town, except when required to do so in legal proceedings. • ARTICLE XXV EDUCATIONAL VOUCHERS Educational vouchers received by the employer from any college or university to be used by school personnel to reduce or cover the full cost of courses at the college or university shall be made available to clerical, secretarial, service and office employees whenever any such voucher has not been used or requested by a member of the teaching or administrative staff. ARTICLE XXVI_ __— - PAYROLL DEDUCTIONS A. In the event the Town of Lexington establishes payroll deduction procedures allowing employees to purchase U. S. Savings Bonds, then employees covered by this Agreement may take advantage of such procedure by designating on a form to be provided by the employer that she wishes to have such deduction made from her paycheck in a specified amount for the purchase of U. S. Savings Bonds. B. In the event the Town of Lexington establishes automatic deposit of paycheck procedures, then employees covered by this Agreement may take advantage of such procedure by designating on a form to be provided by the employer that she wishes to have pay checks automatically deposited in a specified bank account. 17 - ARTICLE XXVII USE OF SCHOOL FACILITIES Employees may use the physical education facilities of the school in which they work, including showers , tennis courts and gymnasium, provided that such use does not interfere with student use of these facilities and further provided that no additional custodial cost is necessitated thereby. ARTICLE XXVIII The School Committee agrees to abide by Massachusetts General Laws Chapter 71, Section 54B concerning dispensing of medication. ARTICLE XXIX The provisions of this Agreement shall be effective as of July 1, 1978 and will continue and remain in full force and effect until June 30, 1980, and shall be automatically renewed from year to year, unless by December 15, 1979, or by December 15 in any succeeding year, either party notifies the other in writing of its desire to terminate or amend this Agreement. When such notice is given, the contract will continue in effect beyond its expiration date until replaced by a successor agreement effective from the expiration date or until June 30, 1981, whichever occurs sooner. G.L. Chapter 150E, s. 7 limits this contract to a three year duration. Therefore, failure to give notice to terminate or amend in the third year may not bind the other side for a fourth year. Notice of an . intention to terminate or amend this Agreement shall be given in writing to the Chairperson of the Lexington School Committee and the Superin- tendent of Schools at the office of the Lexington Public Schools, 1557 Massachu- setts Avenue, Lexington, Massachusetts 02173, or by the employer to the President of the Association at her place of employment in the Lexington School system. The parties agree that within twenty-one (21) days of the receipt of a request for negotiation of the terms of a new or modified Agreement, the parties will meet and begin such negotiations. - 13 LETTER OF AGREEMENT Any employee who is covered by the School Ce mittee/LSSA Agreement for the 1977-1978 year who remains employed by the Lexington School System, but who is excluded from the bargaining unit due to changes in the Recognition clause, shall receive her longevity stipend in accordance with the schedule set forth in Article V, Paragraph E: - 19 - • IN WITNESS WHEREOF THE LEXINGTON EDUCATIONAL SECRETARIES ASSOCIATION AND THE LEXINGTON SCHOOL COMMITTEE have caused this Agreement to be signed by their respective duly authorized representatives on the clay and year first above written. ' LEXINGTON SCHOOL COMMITTEE i _ By: e.. % _� w i Chairperson LEXINGTON SCHOOL COMMITTEE NEGOTIATOR By: ' c/6_�%C-/ . .4,„�/.{ Director of P anning and Research LEXINGTON EDUCATIONAL SECRETARIES ASSOCIATION i By: KI:li+' /,,f; c,-/77,--7;,":/cc? Pres ident MEMBERS OF THE NEGOTIATING COMMITTEE • sy: , / ��4� L) b (This guide represents a LEXINGTON PUBLIC SCHOOLS 5.0% increase at each step WAGE CLASSIFICATION GUIDE Effective July 1, 1978 over 1977) CLASSIFIED PERSONNEL (Hourly Rates) SECRETARIAL PERSONNEL Class I II III IV V Aides' *Part time l' 8 3. 75 3.91 4. 12 4,34 4,60 House Secretaries' Cluster Guidance Secretaries (Senior High) " 9 3. 86 4.05 4. 27 4.48 4. 75 Special Services Secretaries3 Dept. Heads Secretaries3 Receptionist (High School) 3 10 4.02 4.23 4. 42 4. 64 4. 91 Department Reads Secretaries2 Junior High Secretaries2 Switchboard Operator2 Guidance Clerk2 Receptionist (C. 0.) 2 10A 4. 14 4. 35 4. 55 _ 4. 78 5. 07 Prin. Secretaries, Jr. & Elem. 2 Asst. Prin. Secretaries (S. H.) 2 Head Dupl. Clerk2 Data Processing Secretaries2 11 4. 25 4.47 4. 69 4.9.2. 5. 23 Bookkeeper & Payroll Clerks2 A. V. Secretaries (Prof. Lib.) 2 12 4.40 4. 63 4.83 5.08 5, 39 Head Payroll Clerk2 C. 0. Administrators Secretaries2 Senior High Principal Secretary2 __ 14 4. 65 4. 89 5. 12 3. 39 5. 71 Head Bookkeeper2 15 4. 80 5.03 5.28 5. 55 5. 88 1. 10 month - School Year as per school calendar 2. 12 month - Full Year 3. 10 month - September - June, excluding School Vacations * Part time - Anyone working less than 12 month contract at 371/2 hours per week, except those designated in other classification above such as: House Secretaries, Special Services Secretaries. (This guide represents a LEXINGTON PUBLIC SCHOOLS 5. 57increase at each step WAGE CLASSIFICATION GUIDE Effective July 1, 1979 over 1978) CLASSIFIED PERSONNEL (Hourly Rates) SECRETARIAL PERSONNEL Class I II III IV V Aides' ' *'*Part time1 8 3.96 4. 13 4.35 4. 58 4. 85 House Secretaries' Cluster Guidance Secretaries (Senior High) 1 9 4,07 4. 27 4.50 4. 73 5.01 Special Services Secretaries3 Dept. Heads Secretaries3 Receptionist (High School)3 10 4.24 4.46 4.66 , 4,90 5. 18 Department Heads Secretaries2 Junior High Secretaries2 Switchboard Operator2 Guidance Clez>k2 Receptionist (C. 0.) 2 10A 4. 37 4. 59 4. 80 5.04 5. 35 _ Prin, Secretaries,Jr. & Elem.2 Ass ' , Prin. Secretaries (S,H.) 2 Head Dupl. Clerk2 Data Processing ecretaries2 II 448 4. 72 4. 95 5. 19 5. 52 I Bookkeeper & Payroll Clerks2 A. V. Secretaries (Prof. Lib.) 2 12 4._64 4. 88 5. 10 5. 36 5,69 Head Payroll Clerk2 C. 0. Administrators Secretaries2 Senior High Principal Secretary2 ' 14 4, 91 5. 16 5,40 5. 69 6.02 Head Bookkeeper2 15 5.06 5. 31 5. 57 5. 86 6. 20 1. 10 month - School Year as per school calendar 2. 12 month - Full Year 3. 10 month - September - June, excluding School Vacations * Part time - Anyone working less than 12 month contract at 37.1/2 hours per week, except those designated in other classification above such as: House Secretaries, Special Services Secretaries. NE\;' N M7 ;C;h .i,;?,,: r r T.) . f.T.Oh EYPER°ENCE PERSONNEL CHANGIS - PROFESSIONAL RESIGNATIONS YRS. IN LEXINGTON EFFECTIVE REASON MATERNITY LEAVE OF ABSENCE CHANGE EFFECTIVE DATE OF RESIGNATION LEAVES OF ABSENCE • (Over) PERSONNEL CHANGES - CL'+SSIFIED RETIREMENT YRS. IN LEXINGTON EFFECTIVE ) BIDS - CUSTODIAL SUPPLIES On March 19, 1979, invitations for bids for custodial supplies and equipment for the Lexington Public Schools were sent to thirty-one companies. The bid was also advertised in the March 29, 1979 issue of the Lexington. Minute-Man. Specifications were drawn on fifty-five items and were based on items used or tested in our school system. The approximate quantities were based on our past experience. Sealed bids were received from eleven companies and were opened at a public reading at 2:00 p.m. on Tuesday, April 24, 1979. After careful analysis of price and quality, it is recommended that orders be placed with the following companies in the following approximate amounts as shown below. In all cases the lowest bidder's product has been selected that meets specifications, or where total unit prices or delivery charges were considered. Vendor Item No. Total The Dowd Company 2, 5, 30, 38, 45, 46 $ 970.47 Edison Chemical Company, Inc. 6-9, 11-15, 17, 19, 21, 26-29, 32-34, 37, 39-44, 47-55 2415.29 Franklin & Perkins Co. , Inc.. 31, 35, 36 359.64 Fuller Brush Co. 16, 18, 23-25 410.18 The Merit Corporation 3, 4, 20, 22 956.58 M. D. Stetson Co 1 94.00 $5206.16 Item 10 (Floor discs) is to be rejected and purchased locally. The above companies are known to us and have been successful bidders in the past, and their performance has been satisfactory. Prices, in general, increased over last years bid prices. Some major changes were as follows: Increases 22" Buffing Machine Pads - $3.98 (22.7%) per case, Luron Soap Powder - $4.73 (29.1%) per case, Dust Mop Refill $1.70 (19.3%) each, Windex - $2.06 (21:8%) per caste Soilax - $2.44 (21.6%) per case, Lysol - $4.05 (27.1%) per case, Decreases Disinfectant Cleaner $4.25 (23.4%) per 5 gal. pail, Ammonia - lie (2.4%) per case. Some items remained substantially the same, such as floor brushes, Ice Thaw and Gym Sealer. The overall cost is down approximately $500.00 and is mainly due to a reduction of quantities. RTnc - FAPFR TOUTS AND TOILET TISSUE On March 19, 1979, requests for bids for paper towels and toilet tissue were invited from ten companies. The bid was also advertised. in the March 29, 1979 issue of the Lexington Minute-Man. Specifications were drawn for three items and were based on items used in our school system, considering past successful experience as to standard, quality and price. The approximate quantities were based on our past experience. Sealed bids were received from eight companies and opened at a public reading at 2:00 p.m. on Tuesday, April 24, 1979. After careful analysis of price and quality, it is recommended that orders be placed with the following companies in the following approximate totals: Company Item Total Ginsburg Brothers, Inc. Noll - Paper Towels $5074.50 510 cases @ $9.95 No. 3 - Roll Tissue 590.80 28 cases @ $21.10 Franklin & Perkins Co. , Inc. No. 2 - Double Fold Tissue 884.52 54 cases @ $16.38 $6549.82 Both companies have supplied us- in the past. They are the low bidders meeting specifications. Their service and products have been satisfactory. All products are made from recycled paper. This total is lower than last year due to a reduction in quantity. The individual price changes per case are as follows: Item 3 To e s +1.66 Double-Fold Tissue - .17 - 1 .0 Roll Tissue +2.95 +16.3 BIDS - FLOOR WAX, FLOOR FINISH AND FLOOR CLEANER On March 19, 1979, invitations for bids for floor wax and cleaner for the Lexington Public Schools were sent to four companies. The bid was also advertised in the March 29, 1979 issue of the Lexington Minute-Man. Specifications were drawn,-on-three items and were based on floor wax, floor finish and cleaner which has been used or tested in our school system The approximate quantity was based on our past experience. Sealed bids were received from two companies and opened at a public reading at 2:00 p.m. on Tuesday, April 24, 1979. The bids received were in accordance with strict specifications that include not only a detailed chemical breakdown but also a performance test clause which, in effect, means that any bidder who is to be considered for an award must have had his products tested by the Lexington Public Schools in strict accordance with performance standards. After careful analysis of price and quality it is recommended that orders be placed at the approximate total of $4,420.95 with the M. D. Stetson Company. Their product was tested this year. They have supplied us before and their products and service have been satisfactory. The other company bidding was The Merit Corporation ($4,496.70) . The price per gallon of floor wax averages $2.90 which is an increase of 2c or .7% per gallon. The price per gallon of floor finish averages $2.90 per gal. This is a new product as a bid item. The price per gallon of cleaner is $1.97 which is a decrease of 2c or 1 .0% per gallon. The overall cost is a decrease of approximately $250.00. This is due mainly to a reduction in quantity. BID - FILTERS (Custodial Supplies) On March 19, 1979, requests for bids for Filters were requested from six companies. The bid was also advertised in the March 29, 1979 issue of the Lexington Minute -fan. The specifications were for the throw-away type (Airex or equal) air filters with varying quantities and sizes, based on our past experience. Though the quotations are based on specific sizes and quantities, the right was reserved to vary from the quantity listed. Three sealed bids were received and opened at a public reading at 2:00 p.m. on Tuesday, April 24, 1979. All bidders' products meet specifications and their bid totals for all sizes and quantities are as follows: Air Engineering, Inc. $910.71 Boston Filter Company 787.79 Filter Sales and Service, Inc. 827.06 Prices for most sizes decreased an average of 57. Last year, we expended approximately $1100. The decrease is due to a reduction in quantity. Certified Staff for Title I Stmrncr ] - tires;; Pro..yram 1979 The following are recommended: Name of Teacher Position School Salary Account 28-5-00-1410-121 Account 10-5-00-1410-121 July 2, 1979 to August 3, 1979 Bowman School (8:45 a.m. to 11:45 a.m. ) (Over) Classified Staff' for title I Swuncr Reaitiug Program 1979 Ihe folio;Thg are recd :cndJ_t: me of Person Pu '!tion School Sftla:'y ,) 151 (se 'retar ;lccor„�t 28-5-00-14:10-141 _ (t�:�,�i. Account 10-5-00-1410-141 Rate Aides 72 hours at $3.99 an hour July 2, 1979 to August 3, 1979 - 8:45 a.m. - 11:45 Secretary 96 hours at $4.4-3 an hour July 2, 1979 to Angust 3, 1979 8:00 a.m. - 12:00 ; _ CONFIDENTIAL - FOR YOIIR T1!I:nRM:ATloN The following tuitioned-in student is in addition to those listed on Page 71-A agenda sheet of April 24, 1979: Prototype 502.4 Annual rate $3224 = $17.43 per day x 92 days $1603. 56 185 To be billed to Wilmington Public Schools, Wilmington, it:.