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.
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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.
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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.
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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.
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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:.