Proposer

Approver

Unit(s)

Language Change

Status

BEA

BSC

A

BEA #1

Extend agreement by three years.

Rename “teachers” to “bargaining unit members” throughout.

Gender neutral references throughout.

Clean up agreement during main table negotiations to move items to more appropriate locations in the contract.

Reorder and rename articles in order to align the sequence of all four BEA contracts.

Ensure all stipends are incorporated in the stipend chart, change all incorporations of stipends in the text of the agreement to references to the stipend chart.

Tentative Agreement!

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BEA

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BSC #14) Scope amend as follows:

For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining, and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all contractual instructional personnel, nurses, physical therapists, occupational therapists, community service coordinator, elementary science coordinator, METCO support educators, including long-term substitutes as defined below (all hereinafter referred to as teachers) excluding all principals, assistant principals, coordinators, directors, department chairpersons, master teachers, non-instructional personnel, tutors, professional aides and those employed for less than sixty (60) school days. Also excepted is every employee who on the effective date of this Contract or thereafter shall be designated by the Committee as a representative of the Committee for the purpose of such bargaining. For the purpose of this Contract, a long-term substitute is defined as a person who is employed to fill the position of a teacher who it is known is absent or on leave for more than sixty (60) school days. A long-term substitute will be informed of his or her status at the time of hire. The only provisions of the Contract that shall not apply to those teachers in this category are Articles 7, 9, 17, and 23. Notwithstanding the foregoing, long-term substitutes shall be entitled to the benefits of Article Seven at the commencement of a second consecutive year of employment.

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BSC #1) 6.2 – Sick Leave amend as follows:

A medical certificate, stating the nature of the illness, that the illness prevented reporting for work, and that the employee is capable of resuming the responsibilities of their position may be required after an absence exceeding five (5) consecutive school days (part of all of a school day) or ten (10) intermittent school days (part or all of a school day) due to personal illness.

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BEA

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BEA #3) BEA 7.1 – Sick Leave Bank Amend Article Seven Section 1 as follows:

A sick leave bank has been established, for use by eligible educators teachers covered by this Contract who have exhausted their own sick leave and who have serious illness, has been established. The sick leave bank shall be maintained at a maximum of three (3) days for each bargaining unit member (across all BEA units) entitled to participate in the sick leave bank.

The Sick Leave Bank may also cover up to ten (10) days per year to care for a family member with a serious medical condition as defined by the Family and Medical Leave Act (FMLA). To be eligible for the sick leave bank to care for a family member, the leave must be approved pursuant to the FMLA and run concurrently with any FMLA or other statutory Leave. All other requirements and conditions of the sick leave bank, including the approval process, apply.

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BEA

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BEA #5) BEA 7.8 – Sick Leave Bank Amend Article Seven Section 8 as follows:

Upon retirement, members of the unit may elect to contribute up to ten (10) one (1) of their unused sick days to the Bank.

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BEA #6) BEA 7.9 – Sick Leave Bank Amend Article Seven Section 9 as follows:

The Sick Leave Bank referred to above is a consolidated bank consisting of contributions from both Unit A, and Unit B, Unit C, and Unit D members and is designed for the benefit of both Unit A, and Unit B, Unit C, and Unit D members.

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BEA

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BEA #9) BEA 8.5 – Recommendation Letters Amend Article Eight Section 5 as follows:

Given that teachers at the middle and high school write private school and college recommendations, teachers that write fifteen (15) or more recommendations are entitled to a professional days per year to write said recommendations with the prior scheduling approval of the building principal.

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BSC #4) 14.4 – Work Year amend as follows:

Except as noted in paragraph 14.5 below, the teacher's normal work year will consist of the required number of student days plus the following:

(a) One "orientation" day at the start of the school year 

(b) Teachers will meet in Professional Learning Teams, once per month, September to May, for 1 hour and 5 minutes (Article 4, MOA June 2011)

(c) System-wide and/or building level half-day workshops may be scheduled by the Superintendent or designee within the Massachusetts Department of Education regulations for school day and school year. Such workshops will be scheduled on a regular school calendar day after the students have been dismissed at noon and shall adjourn no later than 5:00 p.m.

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BEA

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BEA #19) BEA 15.7 – Work Day Add new Article Fifteen Section 7 as follows:

To the extent reasonably practicable, educators shall have access to secure, designated space in each of the school building to which they are assigned to store personal items such as purses or bags.

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BEA

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BEA #21) BEA 19.1(a) – Class Size and Assignment Amend Article Nineteen Number 1(a) as follows:

(a) The Committee’s Guidelines on class size shall be incorporated into this agreement, provided that disputes pertaining to the Guidelines shall not be subject to the grievance

and arbitration provisions of the Contract and the Committee may, at its sole discretion, alter such Guidelines as it deems appropriate.

(b)(a) In order to facilitate programs which can respond to the needs of students assigned to the various levels and groupings being used at the Middle School and High School, teachers and administrators working together through the Principal's Advisory Council at the Middle School and Faculty Senate at the High School shall attempt to resolve situations concerning equity of teaching and duty assignments for all staff. Whenever practicable, duty assignments shall be rotated on an annual basis.

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BEA #36) BEA 19.3(h) – Mileage Add new Article Nineteen Section 3(h) as follows:

Mileage Allowance: Bargaining unit members who are required to use their automobiles for authorized employment-related travel to professional development opportunities or authorized work-related responsibilities shall be compensated at the IRS rate. Educators who are assigned to more than one work location shall be compensated at the IRS rate for in district travel between worksites. Such mileage reimbursements shall not be available for in-district travel for other reasons, such as meetings or professional development. Educators shall submit for mileage allowance in a form or other means, as directed by the Superintendent or designee. Educators must submit all mileage allowance requests for the time period of July 1 through December 31 by no later than January 10 of the following year; all mileage allowance requests for the time period of January 1 through June 10 must be submitted by June 15 and all mileage allowance requests for the time period of June 16 through June 30 must be submitted by noon on June 30.

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BSC #6) 19.4(a) – Class Size and Assignment amended the language as follows, maintain other existing language:

In cases of unfilled vacancies where educators may volunteer to teach additional sections of a course in lieu of a personal preparation period or a lunch such that they would exceed the above limits, a salary adjustment equaling 20% of their salary for each additional 0.2 FTE will be applied. Such additional assignments may be for one school year in duration only, during which the Building Principal will endeavor to hire a permanent replacement. While educators may volunteer, the Superintendent or designee has the final decision on whether to accept the educator. No educator may be required to accept such an assignment.

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BEA #38) BEA 19.5 – Class Size and Assignment Amend Article Nineteen Number 5 as follows:

Classroom Use: Teachers will have first preference in using their classrooms after school hours.  In the event that there is a request for the use of classrooms by after school groups, principals will confer with the teacher(s) before assigning rooms.  In any event, classroom use will be alternated so that no one teacher is unfairly affected, and no group will be able to use any classroom for fifteen (15) minutes after the dismissal time for students. As part of any room rental agreement, the district shall inform all non-BPS entities in writing that BPS equipment is not included in the rental agreement and may not be utilized. The district shall ensure that all workspaces and classrooms are returned to their original condition after they are utilized by a non-BPS entity.

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BEA #41) BEA 21.3 – Professional Development Amend Article Twenty-One Number 3 as follows:

At the High School, four (4) release days will be provided. The first of these release days shall coincide with the first day of school, with the exception of grade 9.  Reference: meeting schedule Calendar addendum see MOA Section 4 June 2011

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BEA #43) BEA 21.6 – Professional Development Amend Article Twenty-One Number 6 as follows:

Applications for re-certification (license) will be made by teachers to the Department of Education. Teachers will be reimbursed $100 for the recertification fee upon submission of proof of payment and a Form 19 to the Superintendent’s Office. If multiple

certificates are required by the Belmont Public Schools, then the committee will pay for more than one certification up to a maximum of $125 reimbursement for these costs. 

The District shall pay the full cost of recertification for any additional certification or license required by an educator’s position. The Superintendent will make the determination whether multiple certificates are required.

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BEA #44) BEA 21.7(c) – Professional Development Amend Article Twenty-One Number 7(c) as follows:

The Council shall be chaired by the Assistant Superintendent for Curriculum and Instruction and shall include elected teacher representatives:  One (1) teacher from each elementary school; two (2) from the Upper Elementary; two (2) from the Middle School; two (2) from the High School; one (1) specialist; and one (1) Special Education teacher.  The Superintendent or designee may appoint five (5) other members of the Council.  The co-chair shall be a teacher and shall be elected by the members of the Council.

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BEA

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BEA #48) BEA 27.2 – Reduction in Force Amend the first paragraph of Article Twenty-Seven Number 2 as follows, maintain other existing language in this section:

For purposes of this Article “disciplines” shall be as follows: (1) Elementary Grades PreK-6 K-4 and Grades 5 and 6 in Middle School; (2) English; (3) World Foreign Languages within the certification; (4) Mathematics; (5) Science within the certification; (6) Social Studies; (7) English Language Learners; (8) Nurses; (9) Technology/Engineering ; (10) Art; (11) Music; (12) Physical Education; (13) Guidance; (14) Psychologist; (15) Reading; (16) Special Education; (17) Speech & Language Pathologist;  (18) Library/Media Specialist; (19) Health Education; (20) Theater Arts ; (21) ) School Social Worker

BEA

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BEA #53) BEA 32.4 – Association Security Amend Article Thirty-Two Section 4 as follows:

The Committee shall annually make available a total of twenty-five (25) work days per year for members of the bargaining unit designated by the Association to attend MTA and other related conferences, meetings, and workshops.  No individual, except the

President, Vice-President, or Grievance Chair, or NEA Director may use more than three of said days in any given school year.  Seven of these twenty-five (25) days shall be used for delegates to the MTA Annual Convention and/or the NEA Convention.  In addition, these days can be used by those having business at arbitrations or hearings of administrative agencies.  This includes witnesses, officers and committee chairmen, but not observers.

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BEA

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BEA #65 and BSC #30) BEA 34.4 – Salary and Salary Payment Amend Article Thirty-Four Section 4 as follows:

Teachers shall receive their first paycheck on the Friday Wednesday of the first full week of classes and on every other Friday Wednesday thereafter in a sum equal to 1/26th of their annual salary.  Not later than the last workday in June each year, teachers shall receive a lump sum payment of the balance of their annual salary due for the fiscal year, except that teachers who are not returning to Belmont for the following year will not receive their paycheck until the principal certifies that all professional responsibilities have been fulfilled.

Salary shall be pro-rated for partial years worked. To the extent an educator works less than a full school year and payment under this salary payment provision results in the educator being overpaid. The Parties agree that the District shall reduce the educator’s final paycheck in an amount equal to the overpayment, except as otherwise agreed by the Association President and the  Superintendent or their designees. The Parties agree that if the District is unable to recover the full amount of the overpayment from the final paycheck, the District retains their right to pursue repayment via other means.

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BSC #21) 35- Extra Compensatory Assignments amend as follows:

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An appointment to the duties and positions listed in Appendix C is subject to annual reappointment by the Superintendent. Teachers will normally be notified by July 1 June 15 whether or not they have been reappointed for the next school year. Unit members who accept such appointments for assignments that begin on or before the first day of school (e.g., fall athletic coaches) must sign and return an acceptance notice within ten (10) calendar days except as otherwise agreed. Unit members who accept any other such appointment shall sign and return an acceptance notice by the first day of school for teachers. Such deadlines may be shortened or extended by mutual agreement. Failure to return an acceptance of an appointment within the specified timeline shall be considered a rejection of the appointment. Positions in the Belmont Summer and Evening Schools, coaching positions, and other extra-compensatory positions, other qualifications being approximately equal, will be filled first by regular appointed teachers in the Belmont School System. The decision of the Superintendent is not arbitrable.

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BSC #33) Appendix B – Pay Scale Salary

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Any unit member receiving a $300 stipend for holding two Masters, prior to September 2008, and not eligible to be moved to M+45, will continue to receive that stipend until they have reached M+45.

The incumbent Head Librarian during the term of the agreement in force from September 1, 2011 to August 31, 2014 shall be grandfathered in her receipt of additional wages in the amount of $2000 per year for the duration of her time employed in that position in the Belmont Public Schools. Upon the date of her departure from that position, that $2000 payment of additional wages shall not be paid to any other employee assuming the position of Head Librarian.

 K-12 Performing Arts Teacher who are expected to lead more than FIVE (5) evening or weekend performances per year will receive an additional stipend of $750.  

Ratification bonus: A one-time, non-base-building payment of $500 for all Unit A members following ratification (June 2022).

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BSC #34) Appendix D – Compensation for Professional Growth Guidelines

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In-District Course Work 

Expenses for three in-district courses highly recommended by the district, EMI IDEAS (or equivalent), Understanding Teaching Studying Skillful Teaching I (or equivalent), and Understanding Teaching II (or equivalent), will be covered by the School Department. These expenses include the cost of the program, books, and graduate credit costs for all participants. Admission to such courses will be on a space available basis. Every effort will be made to schedule course availability in a manner that will meet the demand. Should the district elect to change the courses that are highly recommended from those mentioned above, they will continue to cover said costs.

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BEA

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BSC #36) Appendix F – Handbook for Evaluation

EDUCATOR EVALUATION PROCEDURE OF UNIT A PERSONNEL IN BELMONT WITH FORMS, SMART GOALS AND RUBRICS

June 10, 2013

Amended November 20, 2015

Amended September 1, 2017

Amended September 1, 2021

Amended September 1, 2025

Note: Any deadlines designated below that fall on a Saturday will be recognized on the following Monday. Any deadlines designated below that fall on a Sunday will be recognized on the following Tuesday.

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BSC #37) Incorporate MOAs/MOUs/Side Letters as follows:

• Morning Monitor stipend for Belmont High School (MOA 09/2024-06/2025)

• Challenger Geometry stipend for Belmont Middle School (MOA 09/2024-06/2024)

• Team Chair stipend for Belmont High School (MOA 09/2024-06/2024)

• METCO “Stay and Play” stipend for Elementary and Upper Elementary Schools (MOA 09/2024-06/2024)

• Chemical Safety Officer stipend for Belmont High School (MOA 09/2024-06/2024)

• “Installation and Use of Security Cameras in BPS” (MOA, 09/18/2024)

• “Directors’ Sectioning Grid” at Belmont High School (MOA, 06/2024)

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BEA

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BEA #5) BEA 7.8 – Sick Leave Bank Amend Article Seven Section 8 as follows:

Upon retirement, members of the unit may elect to contribute up to thirty (30 fifteen (15) one (1) of their unused sick days to the Bank.

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BEA

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BEA #11) BEA 9.1 – Parental/Adoption Leave Amend Article Nine Section 1 as follows:

Parental/Adoption Leave (see Appendix E: BPS Parental Leave Policy)

(a) Notice of Pregnancy.  The teacher shall notify the Superintendent in writing near the beginning of the seventh month of her pregnancy of her pending leave. Such notice will contain the approximate date on which the teacher intends to commence extended leave under this Article.

(a) Parental leaves of absence will be provided to educators to the extent required by, and subject to the provision of, applicable laws, including the Massachusetts Parental Leave Act General Laws Chapter 149, Section 105D (“MPLA”), and the Family and Medical Leave Act, 29 USC 2601 et seq. (“FMLA”). Whenever possible, such leave under the MPLA and FMLA and any leaves taken under the terms of Section 9.1 shall run concurrently. 

(b) Statutory Leave.  Upon receipt of at least two (2) week's written notice of anticipated date of departure and intention to return, the Superintendent shall grant a leave of absence for up to twelve (12) weeks in accordance with the provisions of the Family and Medical Leave Act or up to eight (8) weeks in accordance with the provisions of the Massachusetts Parental Leave Act (MPLA) (General Laws Chapter 149, Section 105D).  A teacher is entitled to return from this leave any time before the expiration of twelve (12) weeks (FMLA) or eight (8) weeks (MLPA) on five (5) days notice and provided a physician’s statement of good health is submitted.

(b) Contractual parental leave will also be provided under the following conditions:

1. Up to twelve (12) weeks (no more than sixty (60) work days) may be taken for parental leave. The first ten (10) work days will be paid parental leave days, which will be paid at the educator’s regular rate, without deduction from sick leave. The second ten (10) work days will be paid parental leave days, which will be paid at the educator’s regular rate, without deduction from individual sick leave, to be drawn from the BEA sick leave bank. Such days shall be automatically approved, and applicants will be exempt from the procedures specified in the Unit A Collective Bargaining Agreement, Article 7. The remaining forty (40) days are unpaid but educators may access their own accrued sick leave and/or personal days to be paid during their leave.  

2. The twelve weeks under this policy shall commence within one calendar year of the arrival of the child or birth of the child.

3. Educators must be employed for a minimum of one (1) year to be eligible for this benefit.

4. If both parents are employees of the Belmont Public Schools, both members will be entitled to parental leave individually.

(c) Notice of Intended Leave. Teachers shall provide written notice to the Superintendent regarding the intention to take leave under this provision. Such notice shall include the anticipated date of departure, intention to return to work, and anticipated length of leave. When possible, teachers shall provide this notice at least sixty (60) days prior to the intended leave. In the event of extenuating circumstance, the sixty (60) day written-notice period of parental leave may be waived. In the event the educator cannot provide sixty (60) days of notice, the educator shall provide as much advance notice as possible in the circumstances. 

(d) Notice of Return. The date of the anticipated return will be established with the Superintendent at the time the leave commences. At the time of return a physician’s statement of good health must be presented upon request. A teacher is entitled to return from parental leave before the expiration of the parental leave period on five (5) days’ notice and provided a physician’s statement of good health is submitted upon request.

(d) Termination of Pregnancy. In the event of a termination of pregnancy, the teacher may make written application for reinstatement prior to the previously established date for the termination of the leave.  Such application shall be accompanied by a physician's statement of good health. 

Any authorized, unpaid extended leave does not constitute a break in service. While on any authorized, unpaid extended leave, the staff member does not accrue seniority. (Except for Military leaves and leaves for teacher exchange)

A staff member on any authorized extended leave is subject to the Reduction in Force provisions of the collective bargaining agreement as if actively employed.

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BEA #16) BEA 14– School Year Add New Article Fourteen Section 6 as follows:

14.6 The administration may schedule educators for up to four (4) hours total during the first day of school, when students are not present, and the first day of school for students if such day is an early release day. Those four (4) hours may be all on one day or may be divided across the two days, at the administration's discretion, and may be used for District-wide and/or building-based meetings or trainings, or other school business, as determined by the Superintendent or designee. The remainder of the time will be educator-directed and may be used to set up their work spaces, and meet with their building and grade level teams, complete any mandated training, and otherwise prepare for the start of the school year. Lunch and break periods will be scheduled during the educator-directed portion(s) of the day(s). In addition, the Association shall be provided with not less than fifteen (15) minutes to meet with BEA staff in each building on the first day of the work year. Such fifteen (15) minutes shall not be deducted from the four (4) hours dedicated to the administration.

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BEA #70) BEA 41 – Mentor Program Amend Article Forty-One as follows:

The Belmont Public Schools has established an orientation program for all teachers new to the school system and a two year Mentor Program for beginning teachers. Year one of the Mentor Program supports educators in their first year in Belmont through a 1:1 model – each new educator has a mentor to support him/her; year two supports educators in their second year in Belmont through a cohort model – groups of year two educators meet with one Lead Mentor. Reasonable efforts shall be made to assign an affinity-alike mentor when requested and when affinity-alike mentors are available.

Teachers new to the school system who are not beginning teachers may, at the discretion of the Superintendent, be allowed to, or required to, participate in the Mentor Program. 

Teachers who serve as mentors have achieved professional status and agree to participate in training every year of their involvement in the program. In the event that mentors are not assigned mentees for the following school year, the mentors will be paid a stipend of $102 for their attendance at the annual training. Whenever possible, substitute coverage for mentors and mentees will be provided by the Committee for mutual classroom visitations.

Teachers who wish to become mentors will apply using the established application form. Applicants who complete the training will be added to the pool of mentor candidates. The Assistant Superintendent for Curriculum and Instruction will provide a list of mentors chosen by the principals for the coming school year to the President of the BEA at the end of the school year and again immediately after the mentor training is completed.

Year One Mentors will be paid an annual stipend of $892.50.

Year Two Lead Mentors will be paid a stipend of $892.50.

Mentors will receive 15 PDP’s each year to the extent permitted by the DOE requirement for individual professional development plans.

The Year One Mentor Coordinator will be paid an annual stipend of $2,040

The Year Two Mentor Coordinator will be paid an annual stipend of $892.50

An employee who is a Peer Assistant for a colleague who has Professional Teacher Status and has been placed on an Improvement Plan or a Directed Growth Plan shall be paid $892.50.

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BSC #13) Appendix F amend as follows, maintain other existing language:

22) General Provisions

A) The following chart of responsibilities lists who may serve as evaluators of Educators:

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BEA

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BSC #1) Article Two - Scope

Assistant Director of Student Services 

Assistant Principal(s) Belmont High School 

Assistant Principal(s) Chenery Belmont Middle School

Assistant Principal(s) Chenery Upper Elementary School

Curriculum Coordinator(s) Chenery Upper Elementary School

Director of Athletics and Student Activities 

Director of Physical Education and Health 

Director of English 

Director of English Language Education 

Director of Visual and Performing Arts 

Director of World Language 

Director of Mathematics 

Director of METCO 

Director of Science, Technology Education 

Director of Social Studies and Community Service 

Elementary Assistant Principal(s) 

Director of Early Childhood Education 

Director of Nursing

Evaluation Team Leader(s) Chenery Upper Elementary School

Elementary Evaluation Team Leader(s)

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BEA

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BEA #5) 6.3 – Work Day Add new Article Six Section 3 as follows:

To the extent reasonably practicable, educators shall have access to secure, designated space in each of the school building to which they are assigned to store personal items such as purses or bags.

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BSC #4) ARTICLE 8.2 - SICK LEAVE

A medical certificate, stating the nature of the illness, that the illness prevented reporting for work, and that the employee is capable of resuming the responsibilities of their position may be required after an absence exceeding five (5) consecutive school days (part of all of a school day) or ten (10) intermittent school days (part or all of a school day) due to personal illness.

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B

BEA #9) 9 – Sick Leave Bank Amend Article Nine as follows:

Unit B shall access the Sick Leave Bank according to the terms defined in the Unit A

Agreement.

A Sick Leave Bank for use by unit members covered by this Contract who have exhausted their own sick leave and who have a serious illness has been established.  Administrators new to the system shall contribute one (1) day of sick leave to the Bank in the first year of employment.

The initial grant of sick leave by the Sick Leave Bank Committee to an eligible administrator shall not exceed thirty (30) days.

Upon completion of the thirty (30) day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon the demonstration of need by the Applicant.

The Sick Leave Bank shall be administrated by the Sick Leave Bank Committee consisting of four (4) members.  Two (2) members shall be appointed by the Association to serve at its discretion and two (2) members shall be appointed by the Committee. The Sick Leave Bank referred to above is a consolidated bank consisting of contributions from both Unit A and Unit B members and is designed for the benefit of both Unit A and Unit B members. The Sick Leave Bank Committee shall determine the eligibility for use of the Bank and the amount of leave to be granted. The following criteria shall be used by the committee in administrating the Bank and in determining eligibility and amount of Leave:

a. Adequate medical evidence of serious illness.

b. Prior utilization of all eligible sick leave.

If the Sick Leave Bank is exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member covered by the Contract. Each additional day will be deducted from the administrator’s annual fifteen (15) days of sick leave. The

Sick Leave Bank Committee shall determine the time when it becomes necessary to replenish the Bank.

The decision of the Sick Leave Bank Committee, with respect to eligibility and entitlement, shall be final and binding and not subject to appeal.

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BEA #10) 10 – Excused Leave Amend Article Ten as follows:

Annually, administrators shall exercise their professional discretion in taking up to five (5) excused leave days with pay for those obligations of a personal nature. 

Administrators new to the system will, upon being hired, receive excused leave credit as provided in this Article pro-rated from the day they are, by contract, to report for work within the school system, rounded up to the nearest half-day increment.  Full credit will be given if their contract calls for them to report on the first administrator work day.

Whenever practicable, notice must be submitted in writing to the Superintendent or the Superintendent’s designee at least seventy-two (72) hours before the absence is to occur.

Excused leave may not be used for outside employment without prior approval of Superintendent or designee.

Annually, Administrators may elect to receive a $450 payment for one (1) unused excused day. That excused day cannot be included in determining the base for compensation.

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BEA #42) BEA 21.4 – Professional Development Amend Article Twenty-One Number 4 as follows:

(a) There shall be a total of one half day “curriculum day” working day to be planned by the Assistant Superintendent or designee and Directors.  The “curriculum day” half day will be an early release day for students. 

(b) PLTs may be made up of building based staff or staff from across the district.

(c) Educators are strongly encouraged to utilize the goals of the PLT as either their individual professional practice or student learning goal, or both.

(d) Educators, who are utilizing their PLT goal(s) as either their professional practice or student learning goal, or both, will determine the topic and goals of their PLT in consultation with the Building Principal or the Principal’s designee, in accordance with Appendix F – Educator Evaluation Handbook.

(e) All educators, regardless of whether or not they are combining their goals, will determine the topic and goals of their PLT, and will notify their Building Principal and Assistant Superintendent of Curriculum and Instruction, or their designees, after the first PLT meeting.

(f) PLTs may be facilitated by an individual member or through shared facilitation. Decisions regarding facilitation will be at the will of the PLT member.

(g) All PLTs will share their learnings at the share-out meeting in the spring. Educators and Principals will work together to plan and organize this meeting in each building share-out meeting. PLTs with staff from across the district shall participate in one building share-out meeting.” The specific building will be decided on by members of the PLT and Principals of the various buildings will be informed of the PLT’s decision.

(h) Educators shall not be required to submit any work products, document artifacts, or evidence resulting from PLT, unless the PLT is also a professional practice or student learning goal; in which case, educators shall follow the requirements set forth in Appendix F Handbook for Evaluation.

(i) The District shall not be responsible for the retention of work products, documents, artifacts, or evidence resulting from the PLT. Educators shall be solely responsible for the retention of such documents as may be required by DESE for the purposes of certification/recertification.

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BEA #17) 23.2 –Salary and Salary Payment Amend Article Twenty-Three Section 2 as follows:

Payment: Administrators shall receive their first paycheck on the Friday Wednesday of the first full week of school, and on every other Friday Wednesday thereafter throughout the calendar year for a total of twenty-six (26) payments. In the event that a pay day falls on a holiday, checks shall be distributed on the last workday before the holiday whenever possible. Administrators shall receive the balance of their salary for the remainder of the school year in their last pay check in June.

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BSC #11) ARTICLE THIRTY-TWO - TUITION REIMBURSEMENT

The intent of this article is to allow and encourage administrators’ professional growth while meeting their responsibilities to the BPS. The Committee agrees to budget and expend up to $7,500 in each year of the contract, which will be used to reimburse administrators who take graduate level courses from accredited degree granting institutions. The following guidelines will be followed: 

a. The course work must have prior approval of the Superintendent or designee. 

b. The administrator must present evidence of payment and receipt of credit for qualifying courses. 

c. The maximum amount of tuition reimbursement will be $1,500 per unit member per year. 

d. Should claims for tuition reimbursement exceed the total budgeted amount; each administrator will receive a prorated amount of their claim.

Unit members will notify of intent to file by May 15th. Reimbursement for courses highly recommended by the District will occur twice a year, in December and June. All other reimbursement shall be made once during each fiscal year.

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BEA #37) Appendix B – BPS Parental Leave Policy remove Appendix B and replace with Article

11 – Parental Leave as amended

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BEA #1) 2.5(h) – Rights and Responsibilities: Reduction in Force Add new Article Two Section 5(h) as follows:

Not later than November 1 annually the Association shall be provided with a seniority list of all bargaining unit members ​​including time worked in months and days in a bargaining unit position.

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BSC #3) 8 – Sick Leave

1. As of July 1st of each year, the 52-week staff shall be credited with 15 days sick leave to be added to any such leave accumulated in previous years to a total of 251.  

2. As of September 1st of each year, each member of the 44-week staff and 42-week staff shall be credited with 12 15 days sick leave to be added to any such leave accumulated in previous years to a total of 251. 

3. As of September 1st of each year, each member of the 46-week staff shall be credited with 13 days sick leave to be added to any such leave accumulated in previous years to a total of 251. 

4. As of September 1st of each year, each member of the clerical aide staff shall be credited with ten (10) days sick leave to be added to any such leave accumulated in previous years to a total of 227. 

5. Sick leave benefits shall be granted under this article when the employee is physically incapable of meeting the employee’s responsibilities due to illness or injury or is absent due to illness of a member of the employee’s immediate family or household.

6. A medical certificate stating the nature of the illness, that the illness prevented reporting for work and that the employee is capable of resuming the responsibilities of his/her responsibilities position, may shall be required after an absence exceeding five (5) consecutive work days (part or all of a work day) or ten (10) intermittent work days (part or all of a work day) due to personal illness. 

7. Sick leave may be used for medical appointments by all unit members

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BEA #6) 7 – Vacation Time Amend Article Seven as follows, maintain other existing language in this article:

Only 52 week administrative assistants are eligible for vacation time. 

1. Only 52 week administrative assistants with service of 1 through 4 consecutive years of service completed within the calendar year will have paid vacation leave of 2 weeks.

2. Only 52 week administrative assistants with service of 0-4 5 consecutive years of service completed within the calendar year will have paid vacation leave of 3 weeks.

3. Only 52 week administrative assistants with service of 5 10 consecutive years of service completed within the calendar year will have paid vacation leave of 4 weeks.

4. Only 52 week administrative assistants with service of 15 consecutive years of service completed within the calendar year will have paid vacation leave of 4 weeks and 1 day.

5. Only 52 week administrative assistants with service of 20 consecutive years of service completed within the calendar year will have paid vacation leave of 4 weeks and 2 days.

6. Only 52 week administrative assistants with service of more than 10 25 years of service completed within the calendar year will have paid vacation leave of 5 weeks.

7.  52-week administrative assistants may be permitted to take up to five days of their vacation time during the school year when school is scheduled to be in session with the approval of the Principal or immediate supervisor.  52-week administrative assistants may be permitted to take vacation time during winter break, February vacation week, and April vacation week with approval of the Principal or immediate supervisor.

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BEA #8) 9.1 – Excused Leave Amend Article Nine Section 1 as follows:

Annually, bargaining unit members only 52 week* administrative assistants who have completed the six months probationary period shall exercise their discretion in taking up to four (4) days excused leave with pay for those obligations of a personal nature that cannot be met outside those normal work hours during which the employee has professional responsibilities, but in no event will such days be used for personal recreation or outside occupation.  Annually, 46 week, 44 week and 42 week administrative assistants are permitted three (3) days under the same conditions. Annually, clerical aides are permitted two (2) days under the same conditions. Members may carry over one (1) unused Excused Days in the subsequent school year, not to exceed five (5) days total.

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BSC #5) 10 – Bereavement Leave

1. In the event of a death in the immediate family of an administrative assistant as defined below, the Committee will grant the administrative assistant up to a maximum of five (5) funeral bereavement leave days, provided that payment will only be made for those days upon which the administrative assistant has professional responsibilities and shall not apply to Saturdays, Sundays, holidays or days falling within the employee's vacation period. 

2. For purposes of this article "Iimmediate family" is defined as the administrative assistant’s  spouse, domestic partner, child, parent, or sibling employee’s spouse, child, parent, sibling, grandparent, grandchild, parent-in-law, spouse of a sibling or child, aunt, uncle, niece, nephew, domestic partner, or other member of the administrative assistant’s immediate household.

3. Three (3) days in accordance with the terms of Section 1 above shall be granted in the case of the death of the administrator's grandparent, parent-in-law, or member of the administrator's immediate household, or the spouse or child of a sibling or son-in-law, daughter-in-law, or grandchild. In accordance with the provisions of Section 1 above, one (1) day of leave will be allowed to attend the funeral service or other obligations in the case of the death of a relative or close friend not otherwise included in this Article.

4. Upon request from an administrative assistant, an additional day may be granted by the Superintendent or designee.

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BSC #6) 11 – Job Posting

1. Any vacancy in a position covered by the Contract shall be posted electronically via email message to all Belmont Public Schools staff. Vacancies may also be posted online for at least seven (7) work days. 

2. Any employee hereunder may apply for the vacancy within seven (7) work days after it is posted. 

3. Positions will be filled on the basis of qualifications with due regard to the seniority of applicants. 

4. If an applicant is successful, they shall be given a six month trial and training period in the new position at the applicable rate of pay. If, at any time after two weeks during the six month trial and training period, the Superintendent determines not to permanently appoint the employee to the new position, or the employee decides they do not wish to continue in the position, they shall be returned to the old position and rate. 

5. Employees of other departments of the Town of Belmont who enter the bargaining unit will be allowed to carryover their accumulated vacation days (up to a maximum of 50 days, as per Article 7 new paragraph 13 above) and accumulated sick leave. Longevity will not be carried-over and can be earned only as a member of this bargaining unit. [See Article 6]

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BEA #13) 12 – Holidays Amend Article Twelve as follows:

1.     All bargaining unit members 52 week administrative assistants shall receive the following holidays with pay when such holidays fall within their regularly scheduled work year:

New Year’s Eve

New Year’s Day

Martin Luther King Jr. Day

Presidents’ Day

Patriot’s Day

Memorial Day

Juneteenth

Independence Day

Labor Day

Indigenous People’s Day Columbus Day

Veteran’s Day

Half Day before Thanksgiving

Thanksgiving Day

The Friday following Thanksgiving Day

Christmas Eve

Christmas Day

  All 44 and 46 week administrative assistants shall receive the following holidays with pay:

All 42 week administrative assistants shall receive the following holidays with pay:

Clerical aides are not eligible for holidays with pay.

 2.   If any holidays listed above should fall on Saturday, or in the case of Christmas Eve, on Sunday, 52 week employees shall be given compensatory time off, by mutual agreement of the employee and the immediate supervisor when such holidays fall within the employee’s regularly scheduled work year.

 3.   If a holiday falls within an employee’s scheduled vacation time during the employee’s normal work year, that day shall be considered a paid holiday and not a vacation day.

 4.   If a holiday falls on a Tuesday or a Thursday and school is not in session, then the Monday or Friday may also be taken as a holiday.

 5. Any employee who is scheduled to work on Juneteenth or on the day the holiday is observed by Belmont Public Schools will have a paid holiday.

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BEA #18) 15.2 – Work During School Cancellation Amend Article Fifteen Number 2 as follows:

With prior approval of their supervisor, Unit C members may work remotely. If, in the opinion of the immediate supervisor, the inclement weather on a no-school day warrants it, the supervisor may, at the request of the administrative assistant, grant permission for the administrative assistant not to report to work.  The administrative assistant may take an excused leave day with the approval of the immediate supervisor except that an administrative assistant who is the only administrative assistant in a building shall not be required to report for work if a supervisor does not report to work due to inclement weather.

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BEA #20) 17 – Association Representative Remove Article Sixteen Section 1 as follows and move to Article 30 Association Security:

The employees shall designate one employee from among their number to serve as Association Representative; his or her name shall be furnished to the Committee immediately after designation and the Association shall notify the Committee of any change. Said representative, with permission from the immediate supervisor, which permission shall not be unreasonably withheld, shall be granted reasonable time off with pay to deal with grievances of employees covered by this Contract. 

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BEA #21) 21 – Credit Union Deductions Outside Vendor Selection Rename Article Twenty-One “Credit Union Deductions” to “Outside Vendor Selection” and amend as follows:

1. Upon submission of appropriately signed deduction cards, monthly deductions from salary will be made for the Belmont, Massachusetts Teachers’ Federal Credit Union as designated thereon for those employees who authorize the same in the manner provided below.

2. The Association shall indemnify and save the Committee and/or the town harmless against all claims, demands, suits, or other forms of liability, which may arise by reason of any action taken in making deductions and remitting the same pursuant to this Article.

3. The Committee agrees to provide for payroll deduction of individual premium payments for disability insurance, with premium costs to be paid by the employee.  These vendors shall include the MTA and any other vendors as mutually identified by the Town and Association. 

4. Outside vendors who solicit bargaining unit members shall be mutually approved by the Committee and the Association. The Committee shall not permit outside vendors who have not been mutually approved to solicit on school grounds. The Committee shall make reasonable efforts to prevent outside vendors who have not been mutually approved from soliciting via electronic systems maintained by the Committee. The Parties recognize, however, that school addresses and electronic mail addresses are public records and the Committee is unable to prevent all solicitations by vendors.

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BEA #24) 26 – Sick Leave Bank Amend Article Twenty-Six as follows:

Effective July 1, 2025 the Unit C sick bank shall be merged with the Unit A sick bank. Unit C shall access the Sick Leave Bank according to the terms defined in the Unit A agreement.

1. A sick leave bank has been established for use by eligible employees covered by the Contract who have exhausted their own sick leave and who have serious illness.

2. All employees shall contribute one (1) day of sick leave to the Bank on each July 1st whenever it runs below 100 days.

3. The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed fifteen (15) days.

4. Upon completion of the fifteen (15) day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon the demonstration of need by the applicant.

5. The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members.  Two (2) members shall be designated by the Committee to serve at its discretion and two (2) members shall be designated by the Association.

The Sick Leave Bank Committee in administering the Bank and in determining eligibility and amount of leave shall consider:

a. Adequate medical evidence of serious illness.

b. Prior utilization of all eligible sick leave.

c. Length of service in the Belmont School System.

d. Propriety of use of previous sick leave.

6. If the Sick Leave Bank is exhausted, it shall be renewed by the contribution of one additional day of sick leave by each employee covered by this Contract.  Such additional days will be deducted from the employees’ annual fifteen (15) days of sick leave.  The Sick Leave Bank Committee shall determine the time when it is necessary to replenish the Bank.

7. The decision of the Sick Leave Bank Committee, with respect to the eligibility and entitlement, shall be final and binding and not subject to appeal.

8. The Sick Leave Bank will have a cap of 120 days beginning 7/1/98 with an accumulation of 131 days.

9. Employees new to the Association shall contribute one (1) day of sick leave to the Sick Leave Bank in the first year of employment.

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BEA #28) 28.2 – Work Hours / Work Day Rename Article Twenty-Eight “Work Hours” to “Work Hours / Work Day” and amend Article Twenty-Eight Number 2 as follows:

In any office where there are two or more administrative assistants, the administrator of the office shall have the flexibility to assign staggered working shifts for the purpose of providing office coverage over a wider span of time. In cases where staggered working shifts are assigned, the administrator shall notify the administrative assistants about the intended staggered shifts and provide each of them with an opportunity to discuss their preferences before making the assignments.  Such shifts will be distributed equitably when reasonably possible but shift assignments shall remain in the administrator’s discretion.

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BEA #50) 37 – Professional Development and Tuition Reimbursement create new Article Thirty-Seven by moving the following from Appendix B and amending:

An administrative assistant who submits proof of satisfactory completion of a professional improvement which has been offered by an accredited institution and which has received prior approval of the school principal and the Director of Finance and Administration shall receive an additional $100 to the employee’s regular salary. Salary credit may be awarded to an employee for a maximum of two (2) such courses during the term of this Agreement. The credit will be added to the administrative assistant’s base salary on a pro-rata basis effective immediately upon presentation of such proof. 

An administrative assistant who submits proof of satisfactory completion of a continuing education or professional improvement course offered by an accredited institution that is related to the functions of their position or district initiative and which has received prior approval of the immediate supervisor or Assistant Superintendent shall receive a reimbursement of the cost of tuition up to a maximum of $900 per course per unit member.  Such course reimbursements shall not exceed $5,000 for all Unit C each contract year$300.

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BEA #3) 3 – Sick Leave Amend Article Three as follows, maintain other existing language in this article:

3.1 Each employee, other than Building Substitutes, shall be entitled to a base of fifteen (15) days sick leave annually.  Further sick leave will accumulate to a cap of 181 125 days.

3.2 Building Substitutes shall be eligible for seven (7) paid sick days.

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BSC #1) 3.4 – Sick Leave amend as follows:

A medical certificate, stating the nature of the illness, that the illness prevented reporting for work, and that the employee is capable of resuming the responsibilities of their position may be required after an absence exceeding five (5) consecutive school days (part of all of a school day) or ten (10) intermittent school days (part or all of a school day) due to personal illness.

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BEA #4) 4 – Sick Leave Bank Amend Article Four as follows:

Effective July 1, 2025 the Unit D sick bank shall be merged with the Unit A sick bank. Unit C shall access the Sick Leave Bank according to the terms defined in the Unit A agreement.

The provisions of Article Four, in its entirety, do not apply to Building Substitutes.

4.1 A Sick Leave Bank is hereby established for those employees eligible for sick leave who have exhausted their sick leave and who have serious, long-term illness.

4.2 Aides new to the system will contribute one (1) day of sick leave to the bank in the first year of employment.  If the Sick Leave Bank is exhausted, it shall be renewed by the contribution of one (1) additional day from each unit member’s allowance.

4.3 The Sick Leave Bank shall be administered by a Sick Leave Bank Committee of four members.  Two members shall be designated by the School Administration and two members shall be designated by the BEA, so long as at least one member is a Unit D member.  The decision of this committee as to the amount of leave to be granted shall be final and binding.  The criteria used by the committee in determining eligibility and amount of leave are as follows:

a. Adequate medical evidence of serious illness (in the form of a doctor’s certificate or letter).

 b. Exhaustion of previous sick leave.

c. An examination of the history of the way in which previous sick leave has been used.

d. Length of service in Belmont.

4.4 An initial grant from the Bank shall be limited to ten (10) workdays and can be extended by the Sick Leave Bank Committee only by further demonstration of need under the criteria listed in Section 4.3

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BEA #7) 6 – Bereavement Leave Amend Article Six as follows:

In the event of a death in the immediate family of an employee as defined below, the Committee will grant the employee up to a maximum of five (5) four (4) consecutive bereavement funeral leave days, provided that payment will only be made for those days upon which the employee has responsibilities and shall not apply to Saturday, Sunday, holidays or days falling within the employee’s vacation period.

2. For purposes of this article "Iimmediate family" is defined as the administrator's spouse, domestic partner, child, parent, or sibling employee’s spouse, child, parent, sibling, grandparent, grandchild, parent-in-law, spouse of a sibling or child, aunt, uncle, niece, nephew, domestic partner, or other member of the administrator’s immediate household.

3. Three (3) days in accordance with the terms of Section 1 above shall be granted in the case of the death of the administrator's grandparent, parent-in-law, or member of the administrator's immediate household, or the spouse or child of a sibling or son-in-law, daughter-in-law, or grandchild. IIn accordance with the provisions of Section 1 above, one (1) day of leave will be allowed to attend the funeral service or other obligations in the case of the death of a relative or close friend not otherwise included in this Article.

4. Upon request from an Administrator, an additional day may be granted by the Superintendent or designee.

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BEA #10) 7.2 – Work Year / Work Week / Work Day / Work Load Amend Article Seven Number 2 as follows:

All Unit members work on an hourly basis for the school system. In the event there is a need to schedule professional aide time that is different from these limits, the changes shall be made at the recommendation of the Superintendent of Schools or the Superintendent’s designee; after consultation with the administrator affected by the changes. In cases where reduction in the number of hours for an aide or number ofof an aides in an individual building or other school system needs require the reassignment or transfer of Unit members, a necessity, seniority shall be given consideration but the decision shall be based upon the needs of the school and the particular position involved.  To the extent possible, unit members shall be entitled to at least two-weeks’ notice and the opportunity to meet with the Superintendent or designee (at the unit member’s request) prior to a permanent change in work hours or building assignment during the school year.

Any Reductions in Force shall be conducted in accordance with Article 20.

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BEA #17) 7.12 – Work Year / Work Week / Work Day / Work Load Add new Article Seven Number 12 as follows:

The district shall endeavor to appropriately match the skill set of each Unit member with the needs of individual students, but the final decision shall be based on the needs of the school system, as determined by the Superintendent or designee.

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BEA #21) 7.16 – Work Year / Work Week / Work Day Add new Article Seven Section 16 as follows:

To the extent reasonably practicable, educators shall have access to secure, designated space in each of the school building to which they are assigned to store personal items such as purses or bags.

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BSC #6) 8.3 – Vacancies, Job Postings, and Job Descriptions amend as follows:

The provisions of Article 8.3 do not apply to Building Substitutes.  The Committee and the Association agree to expand the use of Classroom Assistant Pre-K and K through Grade Four (4).  The job description would be that which is currently in effect for existing Classroom Assistants, Pre-K and K.  By agreeing to this provision, the Committee does not waive any right it may have to create new positions. The parties agree that the principal will determine appropriate placement of either a Classroom Assistant or a Professional Aide all Unit D members based on the job responsibilities to be accomplished.  This determination will be made based on existing job descriptions and student needs, including those required by the Individual Education Plan (IEP).

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BEA #23) 8.6 – Vacancies, Job Postings, and Job Descriptions Add new Article Eight Section 6 as follows:

Members of Unit D shall not be solely responsible for individually managing disciplinary student interventions. This does not preclude Unit D from implementing a student behavioral plan, assisting teachers or administrators, or complying with the terms of such interventions as part of their regular duties.

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BEA #26) 12.4 – Salary and Other Compensation Rename Article Five “Salary” to “Salary and Other Compensation” and add a new Article Five Section 4 as follows:

Mileage Allowance:  Bargaining unit members who are required to use their automobiles for authorized employment-related travel to professional development opportunities or authorized work-related responsibilities shall be compensated at the IRS rate. Educators who are assigned to more than one work location shall be compensated at the IRS rate for in district travel between worksites. Such mileage reimbursements shall not be available for in-district travel for other reasons, such as meetings or professional development. Educators shall submit for mileage allowance in a form or other means, as directed by the Superintendent or designee. Educators must submit all mileage allowance requests for the time period of July 1 through December 31 by no later than January 10 of the following year; all mileage allowance requests for the time period of January 1 through June 10 must be submitted by June 15 and all mileage allowance requests for the time period of June 16 through June 30 must be submitted by noon on June 30.

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BSC #7) 13 – Holidays amend to Paid Holidays and as follows:

Each member of the unit shall be entitled to the following paid holidays:

Martin Luther King Day 

Presidents’ Day

Memorial Day

Juneteenth

Indigenous People’s Day

Veteran’s Day (if falls on work day)     

Thanksgiving Day

Friday after Thanksgiving

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BEA #28) 14 – Family Medical Leave Amend Article Fourteen as follows:

14.1 The School Committee and the Association agree to abide by the terms of the Memorandum of Agreement on Parental Leave. (See Appendix B)

14.1 Employees who (1) have worked in the District for at least 12 months, (2) are assigned to work at least the regular work hours for Unit D, as set forth in Section 7, above, and (3) have worked at least 60% of their regularly-scheduled hours in the past 12 months, will be eligible for the benefits to which they would be eligible under the FMLA if they had worked 1250 hours in the prior year, under the same terms and conditions that would apply if they were eligible for FMLA leave, except that Unit D members will not be entitled to intermittent leave, unless specifically approved by the Superintendent or designee.  To the extent possible, such unpaid leave shall run concurrently with any contractual leave and any other statutory leave.  Special rules for educators under the FMLA shall apply to Unit D members.

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BEA #29) 17.3 – General Add new Article Seventeen Section 3 as follows:

The Committee agrees to provide for payroll deduction of individual premium payments for disability insurance, with premium costs to be paid by the employee.  These vendors shall include the MTA and any other vendors as mutually identified by the Town and Association. 

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BEA #30) 17.4 – General Add new Article Seventeen Section 4 as follows:

Outside vendors who solicit bargaining unit members shall be mutually approved by the Committee and the Association. The Committee shall not permit outside vendors who have not been mutually approved to solicit on school grounds. The Committee shall make reasonable efforts to prevent outside vendors who have not been mutually approved from soliciting via electronic systems maintained by the Committee. The Parties recognize, however, that school addresses and electronic mail addresses are public records and the Committee is unable to prevent all solicitations by vendors.

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BEA #36) 22.4 Tuition Reimbursement and Professional Development Rename Article Twenty-Two “Tuition Reimbursement” to “Tuition Reimbursement and Professional Development” and amend Article Twenty-Two Section 4 as follows:

Beginning in 2022-23, the School Committee agrees to fund an annual tuition reimbursement account of $5,000.  Upon the successful completion of a district-approved course of workshop, a bargaining unit member will receive tuition reimbursement of up to $900 $250 within a school year.

• All courses taken for tuition reimbursement must be pre-approved by the Superintendent and/or Director of Human Capital.

• Tuition reimbursement is contingent upon a bargaining unit member clearly articulating in writing how the successful completion of the requested course or workshop will lead to improved student outcomes or is relevant to the work of a licensed professional recognized within the Belmont Public Schools.  Educators must present evidence of payment and receipt of credit for the course or workshop on a form provided by the School Dept.

• Application and reimbursement approval procedures will ensure that funds are distributed twice a year, in December and June.

• Successful completion of a course shall mean the satisfactory completion of a course with a grade of “B” or better from an accredited educational institution, or a passing grade, if an alpha/numeric grade is not available.

• Educators will notify intent to file by May 15th.

• For members of the District affinity group, these reimbursements also may be used to fund the MTEL (up to twice per year per member) and MTEL preparation work.

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BSC #11) 25.2 - Leave of Absence add new 25.2 as follows:

Other leaves of absence without pay and/or increment may be granted by the Superintendent.

All benefits to which a member is entitled at the time the leave of absence commences, including unused accumulated sick leave, shall be restored upon return from such leave. It is recognized that no specific position can be held open during such leaves, but in all instances every effort will be made to assign a member to a substantially equivalent position as is then available to the one held at the time the leave commenced.

To the extent permitted by the Town’s insurance policy or practice, the educator may have the option to remain in the health and life insurance programs by payment of the required premium.

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BEA #45) 24.1 – Job Protection Amend Article Twenty-Four Section 1 as follows:

No unit member who has successfully completed one (1) full year of service in their position shall be disciplined or dismissed during the school year without good cause. Effective at the end of the 2015-2016 school year No unit member who has successfully completed three (3) five (5) full years of service in the bargaining unit shall be dismissed without good cause.

Good cause shall be defined as any ground that is not arbitrary, irrational, unreasonable, in bad faith, or irrelevant to the sound operation of Belmont Public Schools.

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BEA #46) 25.1 – Leave of Absence Amend Article Twenty-Five by adding a new Section 1 as follows:

Unit members who have completed at least five (5) years of employment in a unit position may request a one (1) year unpaid leave of absence. All leaves must be for a term of one academic year. The request for leave should be made as soon as is practicable but no later than one week before the last week of school for the next academic year. Once the request for leave has been approved, the request may not be withdrawn. 

During a school year, in the event of a personal or family emergency, a unit member may request an unpaid leave of absence for the remainder of that school year, subject to approval by the Superintendent. 

If, during a leave of absence, extenuating circumstances occur such that the need for the leave of absence no longer exists, and if a vacant position exists for which the unit member is qualified, the unit member may request to return to work prior to the end of the academic year, subject to approval by the Superintendent, as long as it is not unreasonably withheld. 

If a unit member takes an unpaid leave of absence of any duration, the unit member is ineligible for unpaid leave of absence for another five (5) years of employment. 

Military Leave: A leave of absence will be granted to any educator who is inducted into any branch of the armed forces of the United States. Upon return from such leave, within the time required by law, the educator shall be placed on the salary schedule at the level which they would have achieved had they remained actively employed in the system during the period of absence up to a maximum of two (2) years.  Benefits under Federal or State law shall not be diminished by this Section.

Other leaves of absence without pay and/or increment may be granted by the Superintendent.

All benefits to which a member is entitled at the time the leave of absence commences, including unused accumulated sick leave, shall be restored upon return from such leave. It is recognized that no specific position can be held open during such leaves, but in all instances every effort will be made to assign a member to a substantially equivalent position as is then available to the one held at the time the leave commenced.

To the extent permitted by the Town’s insurance policy or practice, the educator may have the option to remain in the health and life insurance programs by payment of the required premium.

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BEA #47) 25.2 – Leave of Absence Amend Article Twenty-Five by adding a new Section 2 as follows:

Leaves With Pay

While on a leave an educator will be considered actively employed in the school system, and all rights and benefits to which an educator is entitled shall be credited and available to the educator. To the extent permitted by law, the educator shall have the option to remain in the fringe benefit program such as health/life insurance by contributing the amount the educator would have been required to contribute if actively employed, and the Town shall contribute the amount it would have normally contributed.

Upon return from such leave, the educator shall be restored to the position that the educator held at the time the leave commenced. If the position has been abolished, the educator shall be assigned to a substantially equivalent position.  If a reduction in force has taken place in accordance with the terms of this Agreement, the educator on leave shall be subject to such terms as if actively employed.  This provision shall not prevent an educator from accepting a more favorable position in the school system if offered by the Superintendent or the Superintendent's designee.

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BSC #15) [Job Description: Professional Aide, Preschool – 12] amend as follows:

Qualifications: Experience working with children required

Experience or training in education preferred

Bachelor’s degree required preferred*

*In lieu of the possession of a Bachelor’s degree, a candidate may present a passing score on the “ParaPro Assessment,” which measures the reading, writing, and math skills and knowledge that is needed for adequate classroom assistance. The BPS will waive the “ParaPro Assessment” for any Unit member who does not hold a Bachelor’s degree and is employed as of August 31, 2025.

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