NORTH SHORE REGIONAL VOCATIONAL SCHOOL DISTRICT
North Shore Technical High School
P.O. Box 806, 30 Log Bridge Road
Middleton, MA 01949
NORTH SHORE REGIONAL VOCATIONAL SCHOOL DISTRICT
P.O. Box 806, 30 Log Bridge Road, Middleton, MA 01949
Dear North Shore Regional Vocational School Faculty and Staff:
Welcome to North Shore Technical High School.
This handbook addresses the “business” and personnel features of our school system.
Guides for curriculum, school/district office specific procedures, special education
procedures, and other manuals will be provided as necessary.
The best guide for all employees in carrying out their work with our students and
colleagues is to use common sense, be conscientious and responsible, and respect
students and colleagues in action and decision making.
If you are ever in doubt about how to respond to a particular situation, please seek advice
from the principal or your supervisor. Precaution, prevention, and communication should
be constant reminders to insure the safety of everyone, compliance with law, and
allowing us to devote as much time as possible to our mission and our students.
Please, too, follow a lead of “no surprises.” Should a situation arise outside the norm, it
is preferable to let the principal or your supervisor know as soon as possible.
This handbook is not intended to be comprehensive. Employees should know that we are
governed by both federal and state laws on many issues and by state and district policy in
others. It is the employee’s responsibility to be aware that these exist along with the
policies, guidelines, and procedures established in the contractual agreement, school
procedures, and other relevant sources such as the state athletic association or others.
Thank you for taking the time to consider these issues. These guidelines are established
to provide compliance with legal issues and to insure consistency in our efforts. With
this in place, we can devote the majority of our time to issues of planning, teaching, and
working for every student’s success.
Please acknowledge your receipt of this handbook and your intention to read and comply
with its contents, by signing and returning the last page of the manual.
North Shore Regional Vocational School District
ALL STAFF HANDBOOK TABLE OF CONTENTS
Introduction ………………………………………………………………………… 4
General Employment Information………………………………………………… 5
a. Employment Expectations
d. Drug Free Workplace
e. Employee Assistance Programs
f. Staff Ethics/Conflict of Interest
Starting Employment with the NSRVSD…………………………………………. 6
a. New Employee Paperwork
b. Employment Status
c. Background & Reference Checks
d. Criminal Records Checks
e. Sexual Offender Registry Information
f. Line & Staff Relations
Employment Guidelines…………………………………………………………… 9
a. Compensation & Pay Schedule
b. Work Schedules
c. Attendance & Absences
d. School Cancellations
e. Performance Evaluation
f. Resignation or Retirement
Payroll Deductions …………………………………………………………………11
a. Pay Schedule/Direct Deposit/Deductions
b. Pension Contributions
c. Deferred Compensation Plan
d. Credit Union
Employee Benefits ………………………………………………………………… 12
b. Health Plan Enrollment
c. Health Care Plan Options and Costs
e. Life Insurance
f. Tax Shelter Annuities
g. Retirement Plans
h. Workers’ Compensation
i. Unemployment Compensation
Time Off …………………………………………………………………………… 15
b. Personal Days
d. Sick Leave
e. Family and Medical Leave Act
f. Maternity Leave
g. Small Necessities Leave
h. Bereavement Leave
i. Military Leave
j. Jury Duty
k. Unpaid Leaves of Absence
Technology – Acceptable Use ....................................................................................19
Email Guidelines ........................................................................................................20
AIDS/HIV Awareness ................................................................................................21
Child Abuse & Neglect ..............................................................................................22
Student Records .........................................................................................................23
Physical Restraint Procedures ..................................................................................24
Special Education Laws & Principles ......................................................................26
Special Education Services ........................................................................................27
Section 504 ..................................................................................................................28
Need to Know .............................................................................................................29
Relationships with Students ......................................................................................30
Physical Contact Between Employees and Students...............................................31
Ethics Protocol ...........................................................................................................31
Use of Equipment and Vehicles ................................................................................34
Staff Solicitations .......................................................................................................34
Homeless Students .....................................................................................................36
Professional Activities Procedure .............................................................................36
Translation of Written Materials .............................................................................37
Office Procedures .......................................................................................................37
Appendix A – Non-Association Employee Benefits ................................................38
We are pleased to have you as a member of the staff of the North Shore Regional Vocational
School District. Whether you work full-time, part-time, in an administrative, teaching,
professional, or support category, the skills and commitment you bring to your job make an
important contribution to our goal of achievement, belonging, and community for all
children. We are happy to have you as a member of our team.
This Employee Handbook has been written to provide information and guidance to our
employees. The North Shore Regional Vocational School District reserves the right to
change, add or delete any of the provisions in this handbook at any time. Also, the
handbook is not all-inclusive. It is intended to provide relevant information regarding
policies and procedures to all employees. Employees will need to work closely with their
supervisors so that school-based expectations are clear. This Handbook is not a contract.
Those employees covered under collective bargaining agreements should consult the actual
agreements and/or speak with building-based union representatives for detailed information
about working conditions and benefits. Like any public agency, the district is governed by
federal and state laws and adheres to the policies of the local School Committees.
Employees new to the district are likely to have many questions relating to their specific job
functions and responsibilities. Please direct any inquiries you might have to your immediate
supervisor, principal, or contact the Business Manager at 978-762-0001 x227 for assistance.
North Shore Technical High School accepts the responsibility to prepare students to achieve
high levels of competence and self fulfillment in all aspects of their professional,
interpersonal and intellectual lives. It is our mission to guide students to understand their
rights and responsibilities within this society through quality academic and vocational
education. It is the intent of the school to respond to the needs of our business and
professional community to prepare skilled personnel in vocational/technical and service
The School also recognizes the importance of teaching students to maintain high standards
and to develop a strong work ethic. Our programs will prepare students with knowledge and
skills that can be utilized in a world economy characterized by continual change, advances
in technology, and increasing job mobility. The school will offer students academic and
vocational/technical options commensurate with their abilities, aptitudes and goals.
North Shore Technical High School recognizes that our students, as citizens of the future
and participants in a global society, should strive to be adaptable, independent, and tolerant
of diversity. This philosophy will guide the efforts of the school in both curricular and
extracurricular activities. It is expected that students will continue to develop respect for
themselves and others. We at North Shore Tech believe that education, citizenship, family
and vocation are lifelong pursuits that give meaning and dignity to all that we do.
GENERAL EMPLOYMENT INFORMATION
A. Employment Expectations
All employees are expected to demonstrate a professional, cooperative, knowledgeable and
courteous demeanor in all interactions with students, parents, colleagues and members of the
community. The use of profane language is prohibited and may be cause for disciplinary
It is expected that all employees will follow general and specific work and employment
guidelines, carry out instructions and directions appropriately issued by supervisors or
administrators and perform job responsibilities in a satisfactory manner consistent with job
descriptions. Employees are expected to have regular attendance, arrive to work on time
and adhere to designated starting and ending times for work, lunch, etc. Employees should
be conscious that district telephones, supplies and equipment and services (including
Internet access and fax machines) are for professional use only. Excessive personal calls, or
use of supplies, services or equipment for personal reasons are not allowed. Inappropriate
use of equipment, supplies or services, including electronic access, may result in
termination. Please refer to the Acceptable Use Policy contained in this manual.
As an employee of the district, you may have access to confidential, protected, or privileged
information. It is expected that employees will protect others’ rights to privacy by not
releasing confidential information to unauthorized individuals or groups. Failure to protect
confidentiality may result in disciplinary action. Employees should consult their supervisors
with any questions regarding confidentiality.
Smoking or the use of any tobacco products within the school buildings, school facilities, on
school grounds or on school buses by any individual, including school personnel, is
prohibited by law and is strictly enforced.
D. Drug Free Work Place
The North Shore Regional School District acknowledges the strong commitment of the
District to its employees to provide a safe workplace and to establish programs promoting
high standards of employee health. The goal of this policy is to establish and maintain a
work environment that is free from the effects of alcohol and drug use. The district further
acknowledges that employees impaired by drugs and alcohol pose a danger to their fellow
employees and to students, and impair their own health and safety. The district also
recognizes that teachers and staff are role models for students, and must behave accordingly.
Employees are prohibited from engaging in the unlawful manufacture, distribution,
dispensing, possession or use of any controlled substance or the possession, use, purchase,
sale or other transfer of alcohol by any employee while on School premises or while
performing any job-related activity, whether on or off School premises. Employees are also
prohibited from reporting for work or performing any job-related activities, on or off school
premises, while under the influence of alcohol or an illegal controlled substance. An
employee who violates this policy is subject to disciplinary action, up to and including
The district has the right to search for alcohol or drugs on district owned or controlled
premises, including desks, closets, file cabinets, toolboxes, lockers, and in district owned
This policy does not prohibit use or possession of a drug prescribed for the employee by a
licensed physician and used in a therapeutic dosage in accordance with the physician’s
instruction; however, employees are required to disclose to the Superintendent-Director the
use of any prescribed drug that may impair the employee’s ability to perform his/her job
safely and effectively.
E. Employee Assistance Programs
Employees of the North Shore Regional Vocational School District and their families are
covered by Employee Assistance Programs. If you need assistance with a drug, alcohol, or
other problem, employees may call EAP at 1-800-828-6025. The programs offer assistance
with a wide variety of health related problems. Referral to the program can be made directly
by the employee or family member.
F. Ethics / Conflict of Interest Law
The district expects members of its professional staff to be familiar with the code of ethics
that applies to their profession and to adhere to it in their relationships with students,
parents, coworkers, and officials of the school system. No employee of the school district
will engage in or have a financial interest in, directly or indirectly, any activity in which the
school district has an interest or that conflicts or raises a reasonable question of conflict with
his duties and responsibilities in the school district. Nor will any staff member engage in
any type of private business during school time or on school property.
Employees will not engage in work of any type where information concerning customer,
client, student or employer originates from any information available to them through school
sources. Moreover, as there should be no conflict of interest in the supervision and
evaluation of employees, at no time may an administrator be responsible for the supervision
and/or evaluation of an employee directly related to him/her, including individuals who
reside in the same household.
For purpose of this practice, a relative is defined to include spouses, parents, children,
adopted children, brothers, sisters, brothers-in-law, sisters-in-law, father-in-law-, mother-in-
law, step-parents, step-siblings, step-children, uncles, aunts, nephews, and nieces.
STARTING EMPLOYMENT WITH THE NORTH SHORE REGIONAL
VOCATIONAL SCHOOL DISTRICT
A. Employment Paperwork
Upon acceptance of a job offer and prior to beginning work, all new employees must
arrange to visit the Business Manager to ensure that documentation necessary for
employment has been submitted. At this time, employees can review their eligibility to
receive benefits. Employees must provide proof of eligibility to work in the US by
completing the Federal Employment Eligibility and Verification Form. Birth certificates are
required by the District for all non-teaching staff members. Depending on the nature of your
position within the district, official education transcripts may be required. All employees
must present their original Social Security cards in their legal name, so that a copy may be
B. Employment Status
Probationary employees: New, rehired, or promoted employees will serve a prescribed
period of close supervision and evaluation in order to assess their ability and adaptation.
Probationary employment may be terminated at will. Termination is at the discretion of the
Superintendent-Director without advance notice, or by the employee.
Regular full-time employees: Employees who regularly work a minimum of forty (40) hours
per week on a continuous basis following satisfactory completion of a probationary period.
Regular part-time employees: Employees who complete a satisfactory probationary period
and regularly work less than forty (40) hours per week on a continuous basis. Employees
must work a minimum of twenty (20) hours per week on a continuous basis in order to
Temporary employees: Employees holding jobs of limited or specified duration arising out
of special projects, position vacancy pending appointment, the absence of a position
incumbent, abnormal work loads, emergencies, or other reasons determined by the
Superintendent-Director. Temporary employees may work either full- or part-time work
schedules, but will not be eligible to receive district-sponsored benefits, accrue any form of
service credit, or file formal grievances except in matters pertaining to alleged
Nonexempt employees: Employees covered by overtime pay and other distinctive positions
of the Fair Labor Standards Act or applicable state laws. Such employees are entitled to
overtime pay, for work required to be performed over forty (40) hours per work week.
Overtime must be authorized in advance by a designated authority.
Exempt employees: Employees classified as exempt are ineligible for overtime pay and
other employment conditions as provided in the Fair Labor Standards Act and applicable
state laws. Generally, such employees are those occupying executive, administrative, or
C. Background & Reference Checks
Every person applying for a position as an employee or volunteer in the North Shore
Regional Vocational School District will supply references who will attest to the sound
character of the applicant. In addition, applicants for a paid position within the school
system will furnish a complete employment record accounting for each year of employment.
The Principal or designee will review the employment history of each applicant
recommended for employment. An employment history check covering a five year period
will be conducted on each applicant and will include, but not limited to, telephone contact
with former employees.
D. Criminal Records Checks
The policies of the North Shore Regional Vocational School District require that Criminal
Records Checks (C.O.R.I.) are conducted on all employees, co-operative employers, tutors
and regular volunteers. The Administrative Assistant to the Superintendent-Director will be
responsible for conducting these at the time of job offer, and all offers of employment are
contingent upon satisfactory results as determined by the employer. All criminal record
checks will be done on a voluntary basis with prior written approval of the applicant.
However, failure to comply with the request for a criminal records check will disqualify an
applicant from further consideration for employment. Documentation for the requirements
of this policy will be the responsibility of the Superintendent-Director and will be stored in a
secure cabinet in the administrative offices.
In addition, each employee must, as a condition of employment, also provide an
authorization properly completed, signed and dated, that permits the district to obtain CORI
information every three years thereafter. An unsatisfactory CORI report may result in
termination of employment.
E. Sexual Offender Registry Information
The Sexual Offender Registry Law, M.G.L. Ch. 6, 178C-1780, requires that all convicted
sex offenders in the Commonwealth of Massachusetts register with the police departments
in the cities and towns where they live and work.
S.O.R.I. information is available to school departments when a formal request is made to the
local police department. Consistent with statute, the Superintendent-Director will request
available S.O.R.I. information from the Middleton Police Department. In making this
request, the Superintendent-Director will seek information on registrants who live within
one mile of the school facility and/or within one mile of any school bus stop. Further, the
Superintendent-Director will request that all updates and/or changes to registrant
information be sent to him/her directly.
S.O.R.I. information received from the Middleton Police Department will be collated and
kept in the Principal’s office. The Principal will take the responsibility for insuring that
each professional staff member reviews the S.O.R.I. file and that dissemination of any such
information is limited to the professional staff. S.O.R.I. information provided to the school
cannot be reproduced, nor can S.O.R.I. information be used to commit a crime, or to engage
in illegal discrimination or harassment of a sex offender. Further, S.O.R.I. information
received by the school shall be considered to be confidential, will be maintained in a secure
manner, and will not be available to any individual other than a school employee. Requests
by individuals for S.O.R.I. information who are not professional staff members should be
directed to the Middleton Police Department.
The Principal will arrange for the training of professional staff members in the proper use of
S.O.R.I. information through the Middleton Police Department. Said training shall include
information related to compliance with the dissemination provisions of the law so that the
Town would not be subject to any form of legal action for improper release of such
F. Line & Staff Relations
All requests and communications from school personnel to the NSRVSD Committee and
from the NSRVSD Committee to its employees shall be handled through the office of the
Acting with the approval of the Superintendent-Director the Principal is the chief
administrator of the school. All professional personnel are directly responsible to him/her.
Teachers shall recognize the Principal as their supervisor; complaints and general problems
should be discussed with the Principal first. If a problem remains unsolved, it may be
discussed with the Superintendent-Director.
Supervisors and the Principal shall be subject to the general policies applying to teachers
except as otherwise specified, and to such special regulations as relate to their duties. Under
these general directions, the Principal will be held responsible for the conditions and
progress of the school.
It is expected that the established lines of authority will serve most purposes. But schools
work with variable human beings and differences of opinions and emergencies will arise.
All personnel shall have the right to appeal any decision made by an administrative officer
to the next higher authority through established procedures.
Additionally, lines of responsibility and authority do not restrict in any way the cooperative,
sensible working together of all people on all levels in order to develop the best possible
school program and smoothest operations.
The District recognizes that an appropriate orientation program can aid in the assimilation of
new staff members into the school system. New teachers to the District may be required to
attend two (2) days of orientation prior to the first scheduled workday, which is the
responsibility of the Assistant Principal.
Orientation of personnel new to the school system may extend over a period of time and will
provide a broadly based effort to supply information and background details which will
improve a new staff person’s understanding of the district’s framework, including state laws
relating to public schools, policies of the School Committee, and the instructional program.
The Assistant Principal, or the immediate supervisor, shall orientate all teachers to the
evaluation procedures and standards during the first two weeks of their assignment to their
respective program. No formal observations shall take place until such orientation has been
A. Compensation & Pay Schedule
Salary is based on the salary range established for each position. Previous experience and
level of education may also be factors in determining salary. Salary schedules for positions
covered under collective bargaining agreements are provided within such agreements.
Completed employment paperwork must be provided to the Business Manager’s Office two
weeks prior to a scheduled pay date in order to receive a paycheck.
Salary increases, including step increases, are governed by collective bargaining agreements
for union employees. Non-union employees are granted increases upon recommendation of
B. Work Schedules
Employees in the North Shore Regional Vocational School District work a wide variety of
schedules and hours. The work year may be based on a 10-month or 12-month schedule,
and regular work hours may range from less than 10 to 40 hours or more per week,
depending upon the nature of the position, school and district needs, and collective
bargaining agreements. One’s supervisor or department administrator will explain the work
hours associated with a position in accordance with School policies and practices and
answer any pertinent questions.
C. Attendance & Absences
All employees are expected to be regular in attendance. If illness, injury, or other situation
prevents an employee from reporting to work, he/she must notify his/her supervisor of the
absence as far in advance as possible so that appropriate coverage may be arranged. If an
employee is absent for 3 or more consecutive days, he/she may be required to provide
written medical documentation to their supervisor or department administrator to justify the
absence. An employee may be required to provide medical documentation to support an
absence at any time.
Some employees submit individual timesheets that must be certified by their supervisor. If
timesheets are not submitted on schedule, an employee may experience delays in receiving
In the event of a teacher’s absence, notice will be made to the Assistant Principal, 978-762-
0001 x222, before 6:30 a.m. on the day of the absence. It is expected that lesson plans and
other pertinent materials relating to curriculum and schedules can be easily accessed by the
department coordinator and the substitute teacher. Teachers and other staff requiring
substitute coverage for illness are required to follow procedures for absence notification.
Please contact your supervisor or assistant principal if you have any questions about how to
report an absence.
Failure to notify a supervisor of an absence in a timely manner or to provide requested
medical documentation can result in disciplinary action up to and including termination.
D. School Cancellations
Weather or other emergency conditions may necessitate that schools be closed. Such
closings are announced on local radio and television stations. The district maintains an
automated notification system (ConnectED). Certain employees may be required to report
to work, even in severe weather. Your supervisor will advise you if your position falls
within this category.
E. Performance Evaluation
Periodically, a supervisor will formally evaluate an employee’s job performance and assess
how satisfactorily he/she is performing the responsibilities of the position. A performance
evaluation is an important factor for continued employment. If an employee does not agree
with a performance evaluation, he/she may submit a written response addressing any
relevant issues to the supervisor, department coordinator or to the Principal. The
performance evaluation and any written response an employee elects to submit will be
included in the employee’s permanent personnel record. Collective bargaining agreements
may have specific requirements regarding evaluation.
F. Resignation or Retirement
In the event that an employee resigns employment, he/she is expected to provide a minimum
of two weeks written notice to his/her supervisor and to the Principal or Superintendent-
Director. Certain administrative employees have a greater notice requirement under
individual contracts. Employees are encouraged to arrange an exit interview with the
If an employee plans to retire, he/she should send written advance notification to his/her
supervisor and the Business Manager, and also directly contact the Retirement Board in
which he/she is enrolled well in advance of the anticipated date of retirement to assure that
any pension payments and insurance benefits due will be coordinated to avoid gaps in
income or insurance coverage. In addition, collective bargaining agreements may have
specific language concerning notification dates that must be adhered to in order to receive
certain benefits. Once notice of retirement is accepted by the Superintendent-Director or
his/her designee, it may not be rescinded.
The Massachusetts Teachers’ Retirement Board (MTRB) administers the retirement system
for teachers and educational administrators. Salem Contributory Retirement Board
administers the retirement benefit for non-teaching and some administrative staff. ING
administers retirement plans for employees who are not eligible to join the Massachusetts
Teachers’ or Salem Contributory Retirement Board systems.
A. Pay Schedule / Direct Deposit / Deductions
Full year employees are paid 26 times per year. School year employees have the option of
being paid 21 or 26 times per year. Employees may elect to have their salary directly
deposited to his/her bank account by obtaining a Direct Deposit authorization form from the
All payroll deductions are itemized on paycheck stubs or Advice of Deposit forms. To
ensure that an employee is paid accurately, he/she should report any change in name,
address, marital status or number of exemptions to the Payroll Department staff.
B. Pension Contributions
Employees who qualify for membership in either the Massachusetts Teachers Retirement
System or in the Salem Contributory Retirement Board are required to contribute a
percentage of salary to the Plan. The required amount will be deducted each pay period.
C. Deferred Compensation Plan
Employees who do not qualify for membership in either the Teachers Retirement System or
the Salem Contributory Retirement Board System are required under Internal Revenue
Service (IRS) regulations to make a 7.5% contribution to a Deferred Compensation Plan
(DCP) as an alternative to Social Security (FICA) contributions. Upon leaving the employ
of the district, individuals have the option to withdraw DCP contributions.
D. Credit Union
All employees of the district are eligible to join the Beverly Municipal Credit Union.
Information and forms, including payroll withholding forms, are available directly from the
Credit Union by calling 978-922-5254.
Regular full-time and part-time employees who work a schedule of 20 hours or more per
week are eligible to participate in medical and life insurance plans.
B. Health Plan Enrollment
New employees who work 20 or more hours per week are eligible for health insurance
benefits and must enroll within thirty (30) calendar days from the date of hire. Those who
do not enroll within this timeframe will not be eligible to enroll for health insurance
coverage until the next annual open enrollment period, with the exception of certain
C. Health Care Plan Options & Cost
District employees who qualify for medical coverage have the option of selecting from four
plans; HMO Blue New England, Harvard Pilgrim Health Care, Tufts Health Plan or Blue
Choice. North Shore Regional Vocational School District is a member of the Massachusetts
Bay Health Care Trust which periodically reviews health care plan offerings. As long as the
District and the employee remain members of the Massachusetts Bay Health Care Trust,
both parties agree to accept whatever health plans the Trustees select.
The Trustees selected both in the investigation and implementation of any agreed Jointly
Managed Trust, shall be granted release time without loss of compensation for any
obligations arising out of their roles as Trustees which might take place during the work day.
Pursuant to Chapter 32B of the General Laws, the District shall maintain a group insurance
advisory committee on which the North Shore Educational Association shall be represented.
Once an employee has elected a health insurance option, he/she must remain enrolled in that
option until the next open enrollment period. During the open enrollment period, employees
may elect to change plans or coverage or to enroll in a plan if eligible.
In fiscal year 2009, the District shall contribute 70% of the cost of all health insurance plans
offered through the Massachusetts Bay Health Care Trust.
Eligible employees may elect either individual or family coverage. Family coverage
provides for spouses and/or dependents up to age 26 or for two years after they lose their
An employee may change from individual to family coverage, or add additional members to
the plan within thirty (30) days of a birth or adoption of a child or marriage. The Business
Office must be notified within thirty (30) days of such an event to effect a change in
coverage outside of the open enrollment period.
Upon written request to the Superintendent-Director, any employee who retires under the
terms of the Massachusetts Teacher’s Retirement Board, as well as his/her surviving spouse
and dependent(s), as defined by the District’s group health insurance plans, shall continue as
a member of those health insurance plans.
In the event that an employee who has retired under the terms of the Massachusetts
Teachers’ Retirement Board is eligible for Medicare Part A, the employee, having reached
the age required to be eligible for benefits, shall be required to file for Medicare Parts A and
B, and to select either a Medicare “Supplement” or Medicare “Risk” plan offered by the
Massachusetts Bay Health Care Trust. The District will contribute 50% of the cost for either
a Medicare “Supplement” plan or a Medicare “Risk” plan.
A retiree who is not Medicare eligible will be entitled to a 50% contribution by the District
to his/her “premium” plan.
The District shall continue a 50% contribution for the surviving spouse and dependent(s) of
the retired teacher. Should the surviving spouse remarry, the District’s contribution shall
cease. The surviving spouse of the employee and his/her dependent(s) may continue as
members of the District group health insurance plans and pay 100% of the cost.
To obtain detailed information about available health insurance options, contact the
Business Manager at 978-762-0001 x227.
If employment should terminate or an employee becomes ineligible to participate in a group
health insurance plan, he/she and/or his/her dependents have the right to continued
participation in the district group health insurance plan for up to eighteen months (thirty-six
months under certain circumstances) under federal COBRA legislation. The employee will
be required to pay the full cost of the premium plus an administrative fee. Under COBRA
continuation, the district will no longer contribute to the cost of health insurance premiums.
For additional information about this option, please contact the Business Manager at 978-
E. Life Insurance
New employees who work 20 or more hours per week are eligible for life insurance benefits
and must enroll within thirty (30) calendar days from the date of hire. Those who do not
enroll within this timeframe will have to prove evidence of insurability.
The District will pay 50% of the premium for a $10,000 Life, Accidental Death and
Dismemberment policy for employees upon application.
F. Tax Shelter Annuities
Tax shelter annuities (403) (b) plans are available to employees wishing to supplement their
retirement and defer federal and state income taxes. Such plans are established as a salary
reduction agreement. This contract is between the employee and an authorized investment
firm. These plans are 100% employee funded. For information about these funds, consult a
G. Retirement Plans
1. Massachusetts Teachers’ Retirement Plan
Eligible teachers and administrators participate in the Massachusetts
Teachers Retirement System (MTRS) pension plan, a State-administered
plan. If an employee is eligible for this plan, after completing and submitting
the application, he/she will be enrolled at the time he/she completed their new
hire paperwork. Information on the provisions of this Plan may be obtained
from the MTRB.
2. Salem Contributory Retirement Board
Other regular full-time and part-time employees who work a minimum of 20
hours per week may participate in the Salem Contributory Retirement Board.
Participation in the Plan begins on the first day of qualified employment.
New employees will be enrolled in the Plan through the Human Resources
Salem Contributory Retirement Board provides a monthly pension benefit to
eligible employees who have completed sufficient service upon retirement.
This Plan provides a provision for vested minimum retirement as early as age
55 with 10 years of creditable service. The amount of pension benefit
increases as age and amount of creditable service increases. Disability
Retirement benefits are also available for permanently disabled employees
who meet certain other qualifications. Detailed information about employee
contributions, vesting, plan administration, etc. is available through the Salem
Contributory Retirement Board Office.
H. Workers’ Compensation
Workers’ Compensation is designed to provide benefits in the event that an individual is
injured in connection with his or her employment. If an employee is injured, he/she should
immediately notify his/her supervisor and report the accident, no matter how minor it may
seem. An Accident Report Form, available from the Health Office or from the Business
Office should be completed.
I. Unemployment Compensation
Unemployment Compensation provides temporary income for those who have lost their jobs
under certain conditions. For more information about Unemployment Compensation, or to
apply for benefits, contact the local office of the Massachusetts Department of Employment
Paid holidays for employees are specified in various union contracts. Teachers and certain
other salaried staff who work on a school calendar basis do not receive separate paid
holidays. Other employees may be eligible for paid holidays. The school district recognizes
the following holidays:
New Year’s Day Independence Day
Martin Luther King, Jr. Day Labor Day
Presidents’ Day Columbus Day
Patriots’ Day Veterans’ Day
Memorial Day Thanksgiving Day
Good Friday Christmas Day
All holidays shall be observed on the Commonwealth’s legal holiday unless the employer
designates an alternative day.
*Under G.L. c.4, § 7, cl.18, legal holidays that fall on a Saturday are observed on that
*Under G.L. c. 4, § 7, cl. 18, a legal holiday shall be observed the day following when
said holiday shall occur on Sunday.
In order to be eligible for paid holidays, the holiday must fall within the employee’s regular
work week. For instance, an employee whose regular work year is from September to June
would not be eligible for the July 4th holiday. Similarly, an employee who normally works a
three-day schedule consisting of Wednesdays, Thursdays, and Fridays would not be eligible
to be paid for Labor Day, which traditionally falls on a Monday.
Employees who are on unpaid leave of absence or are otherwise absent without pay are not
eligible to be paid for holidays.
B. Personal Business Days (Non-Association Employees should refer to
These days may be used for personal situations beyond the control of the individual and
shall not be taken consecutively under normal circumstances. Employees must notify their
supervisor and/or assistant principal as far in advance as possible, but not less than 48 hours,
when they would like to take a personal day by completing the appropriate district form.
Personal days do not carry over from year to year and may not be used to extend a school
vacation period. These days may be used in the event of a family illness or personal
emergency. In such cases the 48 hours notice will be waived. Family illness shall apply
only if the employee’s presence at home is essential.
Leave which qualifies under the Small Necessities Leave Act is charged against the four
annual personal days. Please refer to the appropriate union contract for specific language
concerning personal leave.
C. Vacation (Non-Association Employees please refer to Appendix A)
Full-year (12 month) employees are eligible for annual vacation leave based on the nature of
their position, length of service, union contract and other factors. Administrative employees
covered under separate contract should consult their contract for specific vacation eligibility
requirements and benefits.
Every effort is made to grant vacation requests at the time an employee desires to take
vacation leave. However, adequate coverage must be maintained to ensure effective and
safe school and office operations. Vacation should be taken as a rule, when school is not in
session, with the exception of the custodial staff. Therefore, vacation requests must be
approved by the department supervisor/administrator in advance and vacation preference is
not guaranteed. For purposes of earning and using vacation time, the work year is July 1
through June 30. Generally, vacation time is not credited in advance and is accrued and
credited to the employee’s vacation record as of July 1 each year.
Individuals who are involuntarily terminated or fail to provide at least ten (10) business days
in advance of their intention to resign are entitled to prorated pay for the current calendar
year vacation. Prorated vacation pay will be computed at the rate of 1/12 for each full
calendar month worked since July 1 of the current school year, less any vacation already
taken. Exception: Employees who are involuntarily terminated due to a permanent
reduction in force are entitled to all vacation due them.
Individuals who provide notice of their intention to resign at least ten (10) calendar days in
advance of their intended last day of work are entitled to pay for all unused current calendar
year’s vacation. To be eligible for this vacation benefit, individuals must work as scheduled
during the entire agreed upon notice period. Unless excused by the Superintendent-Director
absences during the notice period will result in prorated pay for the current school year
vacation as described above.
Employees with less than 1 year of continuous service whose employment is terminated,
either voluntarily or involuntarily, are not entitled to any vacation pay.
Retired employees whose paid-through date extends to a new school year are not eligible for
the new school year’s vacation.
When an employee leaves the employ of the school district, the district will pay the
employee for any accrued, unused vacation days in accordance with negotiated contracts.
D. Sick Leave (Non-Association Employees please refer to Appendix A)
Regular full-time employees and part-time employees are eligible to accrue sick leave. Sick
leave is to be used in the event of personal illness or eligible family leave, non-job related
injury or disability. Sick leave may also be applied to supplement Workers’ Compensation
payments up to the level of regular pay.
Employees will be granted fully paid leave for absences caused by injuries, assault and/or
battery sustained by the employee in connection with his/her employment by the District
Committee. Such leave shall not be charged against the employee’s accumulated sick leave.
Unused sick days may accumulate from year to year up to a maximum of 180 days.
Employees are encouraged to use sick leave days only when medically necessary to allow
the accumulation of sick leave towards income protection in the event of a lengthy illness or
In accordance with union contracts, employees may “buy back” their accumulated sick leave
days upon retirement within certain limitations. Employees covered under collective
bargaining agreements should consult their union contract for specific sick leave eligibility
requirements and benefits.
The Superintendent-Director shall notify the employees on or before October 1 of each year
the extent of his/her accrued sick leave.
E. Family & Medical Leave Act
Eligible employees are able to take up to 12 unpaid weeks of leave for family or medical
leave under federal law and up to 24 hours unpaid leave for family obligations under state
law within a rolling 12-month period. The Federal Family and Medical Leave Act (FMLA)
applies to employees who have been employed for at least 12 months and who have worked
at least 1,250 hours in the prior 12-month period and who are seeking leave for the purpose
of either a) caring for a child within the first 12 months after birth, adoption, or placement
for adoption or foster care, b) caring for a spouse, child, or parent who has a serious health
condition, or c) an employee’s own serious health conditions which makes the individual
unable to perform his/her job. Thirty days notice is required whenever possible.
It is important to note that Family Medical Leave is cumulative for all covered purposes;
that is, individual sick leave days, medical leave, maternity leave, doctor’s visits, etc. counts
cumulatively against the annual entitlement of twelve weeks. Restrictions are in place as
well for spouses employed by the same employer and the timing of leaves.
During approved Family Medical Leave, either paid or unpaid, group health and life
insurance benefits will be continued under the same terms as when the individual was
working, for a maximum of twelve weeks within a 12-month period. According to
individual negotiated union contracts, employees may be able to apply a limited amount of
their sick leave to care for a seriously ill family member.
If an employee’s need for leave extends beyond 12 weeks due to his or her own medically
documented illness or disability, the employee may request to continue to be paid using
accumulated sick leave. Once personal sick leave and personal days are exhausted, the
leave shall be unpaid. In special circumstances, additional, limited leave may be granted.
While on an approved personal medical leave, employees are eligible for group health
insurance coverage on the same basis as when they were working, including premium
contributions from the district. Requests to extend Personal Medical Leaves of Absence
must be made in writing to the Superintendent-Director.
F. Maternity Leave
Employees who are not eligible under FMLA may be eligible under state law for maternity
leave. Under this type of leave, employees are eligible for up to eight (8) weeks of unpaid
leave for the purpose of giving birth to or adopting a child. Written notice of the anticipated
date of leave and date of return is required. Accrued sick leave and personal leave may be
applied to the leave term.
G. Small Necessities Leave
Under state law, eligible employees are able to take up to 24 hours leave for family
obligations during any fiscal year (July 1 to June 30). This law applies to employees who
have been employed for at least 12 months and who have worked at least 1,250 hours in the
prior 12-month period and who are seeking leave for the purpose of participating in school
activities directly related to the achievement of their child, to take their child to a routine
medical or dental appointment or to accompany an elderly relative (of 60 or more years of
age) to a routine medical or dental appointment or for other services such as interviewing at
a nursing home. Leave may be taken in increments of at least two hours for up to 24 hours
in a fiscal year. This leave is unpaid unless an employee chooses to apply personal leave or
accrued sick or vacation time as provided in applicable collective bargaining agreements.
This leave does not diminish any greater period of leave that may be provided for in a
collective bargaining agreement.
H. Bereavement Leave
In general, three (3) days leave with pay, non-cumulative from year to year, shall be
available in the event of death in the employee's immediate family. Immediate family shall
mean spouse, child(ren), mother, father, brother, sister, grandparent or grandchild of the
employee or the employee's spouse. Exceptions to the above may be reviewed by the
I. Military Leave
When an employee is called to military service, the employee must give advance written
notice to the school district of the military leave. Military leave includes active duty, active
duty training, inactive duty training, full-time National Guard duty or an absence to
determine fitness to perform military services. Written notice of service may include copies
of orders or other written documentation with respect to being called to service. Employees
covered under collective bargaining agreements should consult the bargaining agreement for
additional information with respect to military leave.
The School District pays the difference in salary between military pay received and regular
salary for those on approved military leave. The employee is required to provide
documentation of the military pay amount to the Payroll Department so that the appropriate
offset amount can be made.
J. Jury Duty
Employees are granted time off with pay to serve Jury Duty. Appropriate documentation
must be provided to the Superintendent-Director’s office for submittal to the Payroll
Department. The School Department will make up the difference between Jury Duty pay
and regular salary, if any, for the period of Jury service. All employees are requested to
ask for a postponement of jury duty to school vacation time so as not to interfere with the
K. Unpaid Leaves of Absence
Unpaid personal leaves of absence may be requested and are subject to approval of the
Superintendent-Director or his/her designee. Such leaves may not exceed one year, except
as otherwise specified in union contracts. The deadline for receipt of requests for unpaid
leave is April 1, unless specified otherwise in Union contracts.
ACCEPTABLE USE POLICY – TECHNOLOGY
The following guidelines apply to all staff and students of the North Shore Regional
Vocational School District.
Students, staff and faculty shall not:
• Use the network to access and/or transmit material in violation of any U.S. or
Commonwealth law, including copyrighted material.
• Access, download, display, transmit, produce, generate, copy or propagate any
material that is obscene or pornographic material; advocates illegal acts; contains
ethnic slurs, or racial epithets; or discriminates on the basis of gender, national
origin, sexual orientation, race, religion, ethnicity, handicap or age.
• Access, download, display, transmit broadcast systems, i.e. television, radio, etc.
• Degrade, damage or disrupt equipment or system performance.
• Gain unauthorized access to network resources.
• Permit or authorize any other person to use their name or login password.
• Use an account of any other person or vandalize another user’s data.
• Waste electronic storage space by saving unnecessary files or programs.
• Download, install, load or use programs without written permission of the
• Use the Internet for personal commercial purposes or for political lobbying.
• Use inappropriate, offensive, foul or abusive language.
• Harass or annoy any other party with obscene, libelous, threatening or anonymous
messages, objectionable information, images or language.
• Forward chain letters.
• Knowingly make use of pirated software or violate software licensing agreements.
• Engage in the practice of “hacking” or knowingly engage in any other illegal activity
when using the network.
Students, staff and faculty must:
• Use the Internet and other electronic resources only for legitimate educational
• Respect commonly accepted practices of Internet etiquette including, but not limited
to, use of appropriate language.
• Be aware of potential security risks at all times and take all reasonable steps to
minimize risks by, at minimum, logging off the network when a computer is
unattended and reporting all unauthorized use of one’s account to a technology
• Avoid bulk e-mailing
• Forward all e-mails of broad interest, such as virus alerts, to a technology
administrator for appropriate distribution to the entire school community.
• Treat all computer areas and equipment with the utmost care and respect.
Use of Personal Computer Devices
North Shore Technical High School provides sufficient technology for your work
needs. The use of personal IT software and equipment (iPhone, iPad, PDA, laptop, etc.)
is not permitted on the North Shore Technical High School network. In order to
maintain uniform control over network, device and data security, no non-company
computers can be connected to the network. Additionally, the technology department
will not support personal software on school issued devices.
Email is an effective and powerful tool that facilitates communication, planning, and ensures
that information is shared quickly and efficiently. The North Shore Technical High School
provides an email account for each staff member and encourages the appropriate and regular
use of email. At the same time, email can be overused or misused and cause unnecessary
additional work or misunderstandings between users. In the future, we anticipate that all
email will be archived for several years. The following guidelines are suggested to assist
staff as they use and manage email. Staff members who follow these guidelines will have
the full support of administrators if an issue arises.
Expectations Regarding Use of Email
• Your school email account is a public record; routine communications are not
monitored, but at any time a request could be made for your email content (be
thoughtful about what information you include and share)
• Print and file any email to comply with record retention laws
• Your school email account is for school business only, not for personal business or
• No problem solving using email; call someone or set up an appointment to discuss
problems in person
• Before using the cc command, ask whether each of those people absolutely need to
be included in the response
• Email messages should be responded to as soon as practically possible
• Resist including emotional content in email; monitor your adverbs and adjectives
• Keep messages to under one hundred words
• Use “Urgent” command sparingly and do not “reply all” unless absolutely necessary
• Never use your personal Email account for school-related business
Types of Email to Limit
• In-house or multi-school “FYIs” that are not significant to groups or to the
• Emails that are informational, but would be far simpler to answer in person than to
send a lengthy email
• Access to your personal email account during the school day should be minimal
Tips to Manage Email
• Avoid checking email prior to teaching or during classroom activity
• Be mindful of how long and often you are “plugged in” to technology
• Seek support and advice before responding to confrontational email
E-mail Guidelines for Faculty on Home—School Communication
E-mail can be an effective tool to increase communication, cooperation, and teamwork
toward improving learning. It should be considered a complement to, rather than a
replacement for, direct conferencing with parents. The advantages of conversation over e-
mail are greatest when trouble is at hand; e-mail may subtly encourage such trouble in the
first place. Any circumstance in which e-mail might erode the cooperative spirit between
teacher and parent must be avoided.
E-mail can be an effective tool for:
• Sending information regarding classroom projects and upcoming events.
• Communicating positive achievement about a student’s progress in the classroom.
• Arranging appointments for more personal communication.
• E-mail is not private and can be read by others. Any e-mail that discusses a student
becomes part of that student’s file and could be accessed by the parent(s) upon
• Deleted e-mail can still be retrieved from a computer’s hard drive.
• Rules of confidentiality that apply to other written or spoken communication must
always be heeded.
Opinions or subjective matter would best be communicated in other ways.
Student names or identifiers (e.g. initials) should NOT be included in teacher-to
teacher e-mails (i.e. if included, the e-mail becomes part of the student’s record).
• Information that is sensitive, contentious, or negative in nature would be better
communicated in other ways.
• Positive e-mail messages tend to be interpreted as more neutral, and neutral ones as
more negative than the sender intends.
• Keep correspondences fact-centered and avoid personality issues of a student (i.e.
tone is difficult to convey over e-mail).
• Contact an administrator for support if a parent’s e-mail is confrontational or
excessive in the number of correspondences.
• Pay special attention to the difference between “Reply Sender” and “Reply” on First
Class. The latter sends your response to all addresses listed on the original e-mail.
AIDS/HIV AWARENESS – UNIVERSAL PRECAUTIONS
Universal precautions are based on one simple fact: There is no way to be sure a person is
not infected, so it is safest to handle everyone’s blood and body fluids as if they carried HIV
(AIDS) and HBV (Hepatitis B). Accidental exposures should immediately be reported to an
individual’s supervisor. Please follow the following guidelines if your job requires you to
have possible exposure to blood or body fluids:
a. Avoid contact with body fluids. When contact with body fluids cannot be avoided,
personal protective equipment will be used. Use a shovel, a dust pan and brush, or
tongs to pick up broken glass. If there’s blood on the floor, use a mop instead of a
sponge to clean it up.
b. Protect yourself. Personal protective equipment includes gloves, masks, aprons, lab
coats, face shields, protective eyewear, mouthpieces, resuscitation bags or other
c. Wash with soap and water. After removing gloves or if body fluids get on the skin,
wash with non-abrasive soap and running water. If there is a splash on the eyes, nose
or mouth, rinse the area with plenty of water.
d. Discard or decontaminate. Discard any disposable item that has had direct contact
with body fluids into an appropriate trash receptacle.
CHILD ABUSE & NEGLECT
(Mandatory Reporting under Mass. Law Ch. 119, Section 51A)
Who is a “mandated reporter?”
All educators, medical practitioners, counselors, day care workers, police and almost all
professionals in a care-taking role with children are mandated reporters.
What needs to be reported?
All suspicions of child abuse or neglect of children under age 18, including suspicions of
sexual assault and teen dating violence, must be reported. Failure on the part of a mandated
individual to report a suspected case of abuse or neglect can result in a fine of up to $1,000.
To whom are suspected incidents of abuse or neglect sent?
Reports are sent to the Department of Children & Families (Cape Ann/Salem - Phone:
978.825.3800 / 978.825.3900 or Fax: 978.825.9091).
What should I do if I suspect the abuse or neglect of a student?
Foremost, remember that you merely need to have the suspicion that the student has been
abused or neglected. It is the role of others to investigate your suspicion. In the NSRVSD
the reporting sequence will be as follows:
1. Share your concerns with your building Guidance Counselor or School
Adjustment Counselor. Once you have reported your concerns with the
counselor, your obligations as a mandated reporter have been fulfilled.
2. The counselor will report to the Building Principal, their Director, and the
3. The counselor reports suspected abuse over the phone to DCF to be followed
up within 48 hours by a written “51A” form.
4. A building-based team (counselor, principal, and others as indicated) will
decide what actions should be taken by the school during an investigation
5. DCF decides whether to substantiate the allegations by “screening in” the
case for further investigation or to “screen out” the case.
Will the name of the reporter be kept confidential?
DCF will not share the name of the reporter to the alleged perpetrator, but must, if asked,
supply a copy of the report with the name omitted. In most instances, however, the
reporter’s identity can be deduced from the context of the report. The Principal or Director
of Guidance can sign a report to protect the identity of the reporting staff member, if desired.
Do reporting educators have protection from the legal recourse of alleged perpetrators?
Yes, no civil or criminal actions can be taken against you as a mandated reporter, as long as
you have acted in good faith.
What happens to the 51A reports which are sent to DCF?
All reports are kept for a period of one year, after which all unsupported reports are disposed
of. Reports which are supported are kept for a period of 75 years. Reports of some forms of
abuse (such as sexual assault, rape, etc.) may be sent from DCF to the District Attorney’s
Office and/or the State/Local Police. In some cases, joint investigations will follow.
Important things to remember when talking with students:
Confidentiality should never be guaranteed. Students need to know that, in the interest of the
student’s safety, all educators are mandated to share any information which may indicate
that a student has been abused, neglected, or is at risk. Students’ trustful relationships with
staff members are certainly desirable, but educators must always be mindful of their
responsibilities under the law.
STUDENT RECORDS (Massachusetts Regulations at 603 CMR 23:00)
What are “student records?”
A student record is any information kept by a school or school district in a manner in which
the student may be individually identified.
Who has access to student records?
• “Authorized school personnel” (administrators, teachers, counselors and other staff
providing services to those students), office and clerical staff, and those on special
education Evaluation Teams
• Parents, legal guardians
• Students 14-17 years old, or in the 9th grade, with parent permission
• Students 18 or over may, themselves, access and may prohibit access of parent,
providing that they provide such requests in writing
• Third parties with the informed, specific written consent of the eligible student or
parent, Courts, probation officers, DCF, DYS
• Schools to which the student is transferring
What procedures must be taken to ensure the confidentiality of student records?
Student records must be kept in a secure location. A log shall be kept with each student
record. It shall indicate all persons (other than school personnel) who have obtained access
to the record, stating: the name, position, signature, and affiliation of the person. As with
any student information, employees must be careful about discussing students in corridors,
classrooms, or public places.
How does a parent or student gain access?
A parent or eligible student may call or write requesting access to the record. They must be
given this opportunity within two (2) days of making such a request. The parent or eligible
student also has the right to receive copies of any part of the record, and the school may
charge a reasonable fee for the cost of duplicating the materials. The parent or eligible
student has the right to have the records interpreted by a qualified professional and may
invite anyone of their choice to inspect and interpret the records with them.
May a parent amend the student record?
Yes, the eligible student or parent shall have the right to add information, comments, data or
any other relevant information to the student record and may also request in writing to the
Principal that certain information be deleted or amended.
How long are records kept?
The student’s transcript may be destroyed only after 60 years following his/her graduation,
transfer, or withdrawal from the school. Other records shall be destroyed no later than 7
years after the student graduates, is transferred or withdraws, and only after written notice
shall go to the eligible student and his/her parent.
Do these rules apply to computerized records?
Yes, computerized records including e-mail are subject to the same restrictions and access as
any other form of student record.
Are a teacher’s personal files considered student records?
The term student record does not include notes, memory aids and other similar information
that are maintained in the personal file of a school employee and is not accessible or
revealed to any third party.
Tests and other material placed in student records…
All tests and test records and other materials placed in the students’ folders should be filed
carefully, and should not be discarded except with the Principal’s approval. During the time
a student is enrolled in a school, the principal and his/her designee will periodically review
and destroy misleading, outdated, or irrelevant information contained in the temporary
record provided that the eligible student and his/her parent are notified in writing and are
given an opportunity to receive the information or a copy of it prior to its destruction. A
copy of such notice shall be placed in the temporary record (cumulative folder).
PHYSICAL RESTRAINT PROCEDURES
What is physical constraint?
Physical restraint is defined as the use of bodily force to limit a student's freedom of
movement. Physical escort is defined as the touching or holding a student without the use of
force for the purpose of directing the student. Physical escort is not physical restraint and is
not covered by these procedures.
When may physical restraint be used?
Physical restraint shall only be used as a behavior management tool when other less
intrusive alternatives have failed or been deemed inappropriate. In the event that physical
restraint is required to protect the safety of the school community members, the District has
enacted the following procedures to ensure the proper use of restraint and to prevent or
minimize any harm to the student as a result of the use of restraint.
1. Physical restraint may only be used in the following circumstances:
a. When non-physical interventions would be ineffective;
b. The student's behavior poses a threat of imminent, serious, harm to self
2. Physical restraint is prohibited in the following circumstances:
a. As a means of punishment;
b. As a response to property destruction, disruption of school order, a student's
refusal to comply with a school rule or staff directive, or verbal threats that
do not constitute a threat of imminent, serious, physical harm. However, if
the property destruction or the refusal to comply with a school rule or staff
directive could escalate into, or could itself lead to serious, imminent harm to
the student or to others, physical restraint is appropriate.
3. Only school personnel who have received required training or in-depth training
pursuant to this policy shall administer physical restraint on students with, whenever
possible, one adult witness who does not participate in the restraint. The training
requirements, however, shall not preclude a teacher, employee or agent of the school
from using reasonable force to protect students, other persons or themselves from
assault or imminent, serious, physical harm.
4. Physical restraint shall be limited to the use of such reasonable force as is necessary
to protect a student or others from assault or imminent, serious, physical harm.
5. A person administering physical restraint shall use the safest method available and
appropriate to the situation. Floor or prone restraints may only be administered by a
staff member who has received in-depth training as specified in this policy and,
when in the judgment of the trained staff member, such method is required to
provide safety for the student or others.
6. Physical restraint shall be discontinued when it is determined that the student is no
longer at risk of causing imminent physical harm to self or others.
7. Additional safety requirements:
a. A restrained student shall not be prevented from breathing or speaking. A
staff member will continuously monitor the physical status of the student,
including skin color and respiration, during the restraint.
b. If at any time during a physical restraint the student demonstrates significant
physical distress, as determined by the staff member, the student shall be
released from the restraint immediately, and school staff shall take steps to
seek medical assistance.
c. Program staff shall review and consider any known medical or psychological
limitations and/or behavioral intervention plans regarding the use of physical
restraint on an individual student.
8. At an appropriate time after release of a student from physical restraint, a school
administrator or other appropriate school staff shall:
a. Review the incident with the student to address the behavior that precipitated
b. Review the incident with the staff person(s) who administered the restraint to
discuss whether proper restraint procedures were followed; and
c. Consider whether any follow-up is appropriate for students who witnessed
9. The staff member who administered such a restraint shall verbally inform the
principal of the restraint as soon as possible, and by written report no later than the
next school working day.
10. The principal or his/her designee shall verbally inform the student's
parent(s)/guardian(s) of such restraint as soon as possible, and by written report
postmarked no later than three school working days following the use of such
11. Students with Disabilities - Restraints may be administered to a student with a
disability pursuant to the student's Individualized Education Program or other written
and agreed upon plan developed in accordance with state and federal law, subject to
the following exceptions:
(1) The limitations on chemical, mechanical, and seclusion restraint as stated
above shall apply;
(2) The training and reporting requirements described in this policy shall apply.
SPECIAL EDUCATION LAWS & PRINCIPLES
What is special education?
Special education is specially designed instruction and related services (e.g. transportation)
that meet the unique needs of an eligible student with a disability or that provide for a
specific service need that is necessary to allow the student with a disability to access the
general curriculum. The purpose of special education is to allow the students to develop
successfully his or her individual educational potential. Along with providing services to the
child, if necessary, services are provided to parents and to teachers for students to benefit
from special education.
May schools charge for these services?
No. These services are provided by the school district at no cost to parents.
Are special education regulations federal or state requirements?
In Massachusetts, the special education system is based on the federal special education law,
the Individuals with Disabilities Education Act (IDEA), in combination with the state’s
special education law (MGL c. 71B). These laws protect students with disabilities who are
eligible for special education and guarantee them an Individual Education Program (IEP)
designed to meet their unique needs.
May anyone refer a child for special education?
Yes, but the parent must give written permission before the evaluation process may begin.
Do regular education teachers have obligations under special education?
Once an IEP is agreed upon, then it is the obligation of the school system to implement it.
All teachers have obligations to familiarize themselves with the IEP’s of their students and
to implement the services, modifications, or accommodations which are their responsibility.
At least one regular education teacher must attend each Team meeting.
What do I do if I have questions or need help with a student?
Whenever you have problems with a student, begin with the guidance counselor. Often the
advice or assistance of a Student Support Team can help. There are many steps which can be
taken before a referral for special education. However, if you have specific questions about
the regulations or the advisability of an evaluation for a student, speak to a specialist in your
SPECIAL EDUCATION SERVICES
Students are identified as having disabilities by the Special Education Evaluation Teams.
Eligible students receive special education and/or support services in the least restrictive
environment to ensure access to the general education curriculum. These services are
delineated on each student’s Individualized Education Program. A copy of the most recent
IEP shall be kept in the student’s cumulative record. Staff is responsible for knowing its
content. Staff is responsible for referring students for an evaluation when they have reason
to believe that a student may have a disability which would prevent access to the curriculum.
Parents also have the right to request an evaluation. All referrals must be made through the
Principal. All students have civil rights to access the curriculum regardless of their age,
race, gender, religion or sexual orientation or disability or national origin under Title IX
section 504 and Chapter 622 regulations.
Section 504 of the Rehabilitation Act of 1973 is a civil rights law designed to eliminate
discrimination on the basis of disability in any program or activity receiving Federal
financial assistance. Section 504 guarantees certain rights to individuals with disabilities,
including the right to full participation and access to a free and appropriate public education
(FAPE) to all children regardless of the nature or severity of the disability. Specifically, 34
"No otherwise qualified individual with a disability in the United States... shall, solely by
reason of her or his disability, be excluded from participation in, be denied the benefits of,
or be subjected to discrimination under any program or activity receiving Federal financial
Section 504 requires the provision of appropriate educational services; services that are
designed to meet the individual needs of qualified students to the same extent that the needs
of students without a disability are met. Essentially Section 504 was designed to "level the
playing field," to ensure full participation by individuals with disabilities.
To qualify under Section 504 a student must:
• Be determined to have a physical or mental impairment that substantially limits one
or more major life activities including learning and behavior.
• Have a record of having such an impairment OR
• Be regarded as having such impairment.
How can Section 504 help my child?
Section 504 ensures that a qualified child with a disability has equal access to education.
The child may receive appropriate accommodations and modifications tailored to the child's
What is an "appropriate" accommodation under Section 504?
An appropriate accommodation for a student with a disability under Section 504 could entail
• education in regular classrooms,
• education in regular classrooms with supplementary services, modifications and/or
• special education and related services OR
• any combination of the above.
How do I get my child covered under Section 504?
In order to receive services under Section 504, a child must first be determined to have a
disability that substantially limits one or more major life functions, including education,
learning, and behavior. Only the school can determine if your child qualifies for
accommodations. Parents seeking to have their child receive services under Section 504
should take the following steps:
1. Submit a written request to the school asking for an evaluation to determine if there
is a significant impact on your child's learning or behavior.
2. Request a copy of your School District's Policies and Procedures on Section 504.
This document may be referred to by various names, including Procedural
Safeguards, Parental Rights or something similar. This document will inform you of
your and the school's rights and responsibilities in helping your child receive the
accommodations she or he needs.
How do I file a complaint about my school or school district?
Local school districts are responsible for implementing the provisions of Section 504.
However, ultimate responsibility for enforcing these provisions rests with the Office of Civil
Rights (OCR) of the U.S. Department of Education.
If you believe that a school or school district has violated this law and efforts at the local
level to resolve your complaint have not been successful, you may file a formal complaint
with OCR by contacting the nearest state/regional office. You may also call the OCR
Hotline at 1-800-421-3481. A complaint may also be filed using the OCR Online Complaint
Public Schools have the responsibility to overcome, insofar as possible, any barriers that
prevent children from achieving their potential. This commitment to the community is
affirmed in the following statements of School Committees' intent to:
1. Promote the rights and responsibilities of all individuals as set forth in the
state and federal constitutions, pertinent legislation, and applicable judicial
2. Encourage positive experiences in human values for children and youth and
adults, all of whom have differing personal and family characteristics and
who come from various socioeconomic, racial and ethnic groups.
3. Work toward a more integrated society and enlist the support of individuals
as well as groups and agencies, both private and governmental, in such an
4. Use appropriate communication procedures to resolve the grievances of
individuals and groups.
5. Carefully consider, in all the decisions made within the school system, the
potential benefits or adverse consequences that those decisions might have on
the human relations aspects of all segments of society.
6. Regularly review the policies and practices of this school system in order to
achieve to the greatest extent possible the objectives of this statement.
The Committees’ policy of nondiscrimination extends to students, staff, the general public,
and individuals with whom they do business; and applies to race, national origin, religion,
sex, economic status, political party, age, disability, marital status, sexual orientation,
veterans’ status, and other human differences.
NEED TO KNOW
All employees must show extreme caution in managing student, personnel, and financial
records. Records with personal information should not be left on desks, and critical records
should be maintained in locked files.
Being an employee of a single school, department, or district does not entitle everyone to
information about every situation. Details of discipline cases, student academic
performance, and confidential information may not be shared simply because one works in
the same school or building. Information is provided solely on a “need to know” basis and
in compliance with district and state policy and state and federal law.
RELATIONSHIPS WITH STUDENTS
Teachers and other school staff working with students have greater responsibility in today’s
society. In order to maintain the respect and confidence of one’s colleagues, of students, of
parents and of members of the community, staff members should strive for the highest
possible degree of ethical conduct at all times. Whenever there is doubt about the intentions
of a staff member in his or her relationship with a student(s), student(s) and the staff member
are at risk.
These guidelines are intended to maximize the safety and protection of students, as well as
to protect staff members from allegations that may adversely affect their professional
reputation and their livelihood.
1. All staff members are encouraged to form positive, professional relationships
with students that are appropriate to their school roles.
2. Staff should treat all students fairly and avoid situations that appear to show
favoritism for an individual student or selected group of students.
3. Staff members may invite students to activities outside of school provided
that the activity stems from a school activity and the invitation is extended in
general to all students in a class, rather than to a particular student(s).
Examples: a class picnic, a class or club trip to a movie, an end-of-year
4. Ordinarily, staff should not invite individual students to activities outside of
school, other than school-sponsored activities. Exceptions would include:
(a) staff members are related to a student
(b) staff members have relationships with students through their roles in
other organizations, e.g. Boy Scouts, Church, etc.
(c) work relationships such as baby-sitting, yard maintenance or other
labor with the approval of the student’s family
5. Staff not hired specifically for the purpose by the school should not transport
students to and from school. With the prior approval of the Principal, “non-
driving” staff may transport students to a school-sponsored event, when other
transportation is not available.
6. Within school, staff members should avoid meeting with individual students
in locations that are not ordinarily and routinely accessible by other students
7. All types of electronic communications with students should be limited to
school functions and classroom activities.
PHYSICAL CONTACT BETWEEN EMPLOYEES AND STUDENTS AT SCHOOL
AND DURING SCHOOL SPONSORED FUNCTIONS
What constitutes appropriate physical contact in one circumstance may be totally
inappropriate in another. The decision of whether or not to touch a student must be made by
the employee involved. Once it occurs, its appropriateness depends on a variety of factors,
not the least of which will be the student’s reaction and responses of other adults. The
administration believes that its employees individually and collectively possess the wisdom
and expertise necessary to conduct themselves in a manner which is educationally sound and
acceptable both within the professional community and the community at large.
a. All physical contact between employees and students should have a valid
educational purpose and objective, meeting only the student’s needs.
b. The use of physical contact or force in order to impose the staff member’s will
upon a student is strictly prohibited, except when such contact is reasonably
necessary for the health and safety of the teacher, other personnel, the student
and/or other students. In those circumstances, only that amount of contact which
is necessary to ensure such health and safety, may be used. RESTRAINT OR
OTHER PHYSICAL CONTACT SHOULD BE USED ONLY AS A LAST
RESORT WHEN OTHER MEANS OF INTERVENTION ARE
c. Employees who observe physical contact between students and employees which
they deem to be inappropriate are expected to report said observations to the
Principal and/or the Superintendent-Director as soon as possible. If the contact is
perceived to be immediately harmful by the observer, prompt intervention to
prevent further harm is expected.
d. Questions of the appropriateness of physical contact are to be determined by the
context of the contact on a case-by-case basis. Issues such as intent, context,
location, circumstances, age, and sex are all considerations which may be
e. Whether or not an emergency situation exists, depends upon an objective rather
than a subjective standard.
f. Instances of inappropriate physical contact initiated, encouraged, practiced
and/or tolerated by employees, in even a single instance, will result in
disciplinary action which may include dismissal.
Given the complexity of this issue, the School Committee and administration
recognizes that some employees may deal with it by implementing a practice of
never touching students. That is not the District’s intent or objective. It is expected
that any physical contact between an employee and a student will have a legitimate
purpose consistent with the schools’ role as educator and caretaker of minor children.
The School Staff Ethics Protocol was developed to assist staff members. It is intended to be
advisory in nature and is not merely a list of do’s and don’ts. Staff members who follow this
protocol will have the full support of administrators if an issue arises.
Healthy Boundaries for School Staff
More than ever, students need healthy, clearly defined relationships with adults to feel safe
and to develop into competent and responsible human beings. As educators, you are role
models – not their friends, their confidantes, or surrogate parents.
Your professional behavior, values, and responsibilities – both in and outside of school – are
more important than popularity among students or a need to please others.
Remember that your competencies are in teaching your subjects and in providing students
with an excellent, well-rounded education.
• Follow the Internet Use Policy. Remember that any emails sent on a school
computer can be retrieved. Emails can be considered public documents. Internet
activity on a school computer can be tracked.
• Use caution with self-disclosure about your personal life. Discretion is important.
• Avoid being alone with students. One-on-one tutoring should be done in a public
place like the library. Leave your door open when conferencing whenever possible.
Avoid letting students “hang out” in your room.
• Be advised to be consistent in your treatment of students. Do not make exceptions
for a favored few. Do not advocate on students’ behalf to bend policies.
• Consider when and how it might be appropriate to touch a student. Maintain a
professional demeanor to avoid misinterpretation.
• Avoid both sarcasm and humor that can be misinterpreted. While humor can be a
good tool, it is important to remember that it can easily be misunderstood and
ultimately unintentionally offend a student. Sarcasm is never appropriate.
• You are a private citizen, but you are also always and educator. Your out-of-
school conduct can affect your job security. The line between our public and private
lives is less clear, so what you post on a blog, on your Myspace page, on Facebook,
can be accessed by students. It is never a good idea to “friend” a student on Internet
• Be careful in extending your contact with students outside of school. Do not send
text messages or IMs, invite students to your house or allow them to show up. Do
not drive individual students in your car. Do not give personal advice about
boyfriends or girlfriends. Always be careful sending emails.
Staying Within Boundaries…
• Don’t be afraid to correct inappropriate behavior. Remind students of the limits of
your relationship as a staff member. Reaffirm the helping nature of the relationship.
Make a plan for getting the students appropriate help. Immediately report any
incidents of behavior or comments by students that might be misinterpreted later;
don’t let situation escalate.
• Be friendly, not a friend. Conversations with students should be warm and caring
and provide support for their learning and growth. Relationships should be centered
on school events and activities. Student-teacher conduct should be appropriate and
understood by the general population – not laced with “inside” references.
• Support the school culture of professionalism. Don’t ignore situations. Help create
a culture of intolerance for inappropriate behavior on the part of other staff. Letting
incidents slide sends the message that you believe such behavior is acceptable.
Always report incidents of inappropriate behavior and do not hesitate to address
others when you consider the behavior questionable.
It’s the Law…
Massachusetts law requires school superintendents to report to the Commissioner of
Education in writing whenever a licensed educator is dismissed, not renewed, or resigns
after committing misconduct that might warrant revocation or other limitation of the
Information from a student’s education record should be sent to third parties only by an
appropriate education record custodian and only on the basis of a written dated request by
the student (18 years old) or a parent (student under 18).
Information from a student’s educational record should be shared within North Shore
Technical High School only among appropriate “school officials” having “legitimate
educational interests” in the records.
Access to a student’s educational record by “school officials” is restricted to that portion of
the record necessary for the discharge of assigned duties.
Guidelines for Faculty & Staff
DO refer requests for information from the educational record of a student to the proper
educational record custodian. (Guidance, Special Education, Assistant Principal, Principal).
DO keep only those individual student records necessary for the fulfillment of your teaching
or advising responsibilities. Private notes of an instructor/staff member concerning a student
and intended for instructor’s/staff member’s own use are not part of the student’s
DO NOT display or post student scores or grades publicly in association with names, social
security numbers, school ID, or other personal identifiers.
DO NOT put papers or reports containing student names and student information, including
grades in publicly accessible places. Students are not to have access to information and
grades of other students.
DO NOT share student educational information, including grades, discipline, etc. with other
faculty unless their official responsibilities identify their “legitimate educational interest” for
that student. Certainly, never share educational information, including grades or discipline,
etc., with other students in the classroom.
DO NOT share, by phone or correspondence, information from student educational records,
including grades or discipline, including letters of recommendation, without written
permission from the student (18 years of age) or parent (under 18 years of age).
DO NOT make available to a third party, information from medical, psychiatric, or
psychological reports; records from law enforcement official, on or off campus; or notes of a
professional or staff person which are intended for that individual alone.
USE OF EQUIPMENT AND VEHICLES
Equipment and vehicles essential to accomplishing work assignments are expensive and
may be difficult to replace. When using district equipment and vehicles, employees are
expected to exercise care, perform required maintenance and follow all operating
instructions, safety standards and guidelines.
Employees are required to notify their supervisor or Principal if any equipment, machine,
tool, or vehicle appears to be damaged, defective, or in need of repair, in order to prevent
deterioration of equipment and possible injury to employees or the public.
The improper, careless, negligent, destructive, or unsafe use or operation of equipment or
vehicles, as well as excessive or avoidable traffic and/or parking violations while using
district vehicles, can result in disciplinary action, including termination.
If an employee is involved in a vehicular accident in a district vehicle, he/she must report the
accident to their supervisor and/or principal immediately and complete all required forms.
No person shall be admitted to the school, except by written permission of the
Superintendent-Director for the purpose of soliciting, canvassing, or selling books, papers,
or other commodities to employees, nor shall lists of names of employees or their addresses
be supplied to any persons except to educational institutions for the purposes of encouraging
No teacher shall communicate or distribute or permit other persons to communicate or
distribute notices relating to anything other than school matters without first obtaining the
Principal’s permission. Unless authorized by the Principal, a teacher shall not permit the
subscription or collection of money on school premises or allow any article to be exhibited
thereon for the purpose of sale.
SEXUAL HARASSMENT IN THE WORKPLACE
In accordance with the requirements of Massachusetts General Law Chapter 151B, the
school district hereby affirms its commitment to promoting a workplace free of sexual
It is the goal of the District to promote a workplace that is free of sexual harassment. Sexual
harassment of employees occurring in the workplace whether it be in the form of physical or
verbal harassment and regardless of whether committed by administrative or non-
administrative personnel, teachers, consultants, or community member is unlawful and will
not be tolerated by the school District. Further, any retaliation against an individual who has
complained about sexual harassment or retaliation against individuals for cooperating with
an investigation of a sexual harassment complaint is similarly unlawful and will not be
tolerated. To achieve our goal of providing a workplace free from sexual harassment, the
conduct that is described in this policy will not be tolerated and we have provided a
procedure by which inappropriate conduct will be treated.
We will respond promptly to complaints of sexual harassment and when it is determined that
such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and
impose such corrective action as is necessary, including disciplinary action when
Massachusetts General Law Chapter 151B, defines sexual harassment as “sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when: (a)
submission to or rejection of such advances, requests or conduct is made either explicitly or
implicitly a term or condition of employment or as a basis for employment decisions; or (b)
such advances, requests or conduct have the purpose or effect of unreasonably interfering
with an individual’s work performance by creating an intimidating, hostile, humiliating or
sexually offensive educational environment.”
While it is not possible to list all those additional circumstances that may constitute sexual
harassment, the following are some examples of conduct which if unwelcome, may
constitute sexual harassment depending upon the totality of the circumstances including the
severity of the conduct and its pervasiveness:
• Sexual advances - whether they involve physical touching or not;
• Sexual epithets, jokes, written or oral references to an individual’s sexual conduct,
gossip regarding one’s sex life; comment on an individual’s body, comment about
an individual’s sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, cartoons;
• Leering, whistling, brushing against the body, sexual gestures, suggestive or
• Inquiries into one’s sexual experiences; and,
• Discussion of one’s sexual activities.
Staff members found to have engaged in acts of sexual harassment will face one or more of
the following consequences: (1) written reprimand and warning, (2) suspension without
pay, (3) dismissal, and/or (4) referral to the police.
Reprisals, threats or intimidation of the victim will be treated as serious offenses,
which could result in dismissal from employment.
Process for Filing Internal Complaints
Because of the important nature of this problem, immediate and direct attention will be
given to complaints.
Please contact Mrs. Ellen Kline, Title IX Coordinator, 978-762-0001 x342, for information
about filing a complaint or refer to the “Complaint Procedure for Allegations of
Workers who believe they have been subjected to sexual harassment may also, or instead,
report this to the following State and/or Federal agencies:
MA Commission Against Discrimination Office for Civil Rights
One Ashburton Place U.S. Department of Education
Sixth Floor, Room 601 J.W. McCormack Post Office
Boston, MA 02108 and Courthouse
Telephone 617-565-3200 Post Office Square
Fax 617-565-3196 Boston, MA 02109
TTY 617-565-3204 Telephone 617-223-9662
HOMELESS STUDENTS (McKenney-Vento)
The McKinney-Vento Homeless Assistance Act, reauthorized in December 2001 as part of
the federal No Child Left Behind Act, ensures educational rights and protections for children
and youth experiencing homelessness and requires school districts to adapt a new set of
requirements regarding the education of this needy at-risk population.
Inquiries regarding this law can be directed to Vera Skinner, Director of Student Services at
Students living in a shelter, motel, vehicle, campground, on the street, in an abandoned
building or trailer or doubled up with friends or relatives are deemed homeless by the
Department of Education. These students have the right to immediately enroll in school,
automatically qualify for free lunch and receive the same services as all other students.
If you believe one of your students is homeless or a ward of the stated, contact the Homeless
Student Liaison, Vera Skinner 978-762-0001 x263.
PROFESSIONAL ACTIVITIES PROCEDURE
Any staff member wishing to attend a professional conference will submit a requisition with
pertinent information (source of funding, title, date(s), location of the conference, and the
participant’s name) to the Principal for approval.
Staff requesting reimbursement for personal expenses must submit original receipts to the
TRANSLATION OF WRITTEN MATERIALS
To assure equal access to information disseminated in the school district, all written
materials including forms, notices, handbooks, and applications, will be made available in
the native language of families for whom the first language is not English. Many of the
district forms are available on the North Shore Technical High School website in the most
commonly represented languages. If you have a short notice or memo that needs to be
translated, you should use one of the on-line translators (www.freetranslation.com for
example). If more extensive translation is required, contact the District Civil Rights
Coordinator, Vera Skinner, Director Student Services at 978-762-0001 x263.
Absences of Students
Questionable absences should be referred to the Principal’s office. The Principal or his/her
designee has the responsibility of verifying student absences.
Students who are absent from school because of a communicable disease must secure a
certificate from a physician before returning to school. The certificates should be given to
the school nurse, who will record them on the health record.
Absences of Staff
When an employee is absent a Personnel Attendance Report must be filled out by the
Assistant Principal and forward to the Principal’s office. The principal’s office will forward
personnel attendance to the Payroll Department weekly.
Monthly Attendance Records
Enrollment and attendance records should be entered into the computer, utilizing IPass.
Those authorized to enter student information should follow the most current guidelines.
The principal will spot check student information periodically to ensure that it is accurate,
complete, and current for each student. It is essential to record transfers and withdrawals for
cumulative reporting purposes at the end of the school year. Follow the coding contained in
the separate instructions for attendance and register keeping.
Students should not be dismissed from school before the normal end of instructional time
without a dismissal note from the parent/guardian.
Visitors to Building
All visitors to the buildings must report to the main office and obtain a Visitors Pass. If you
see someone in the building without a badge, whom you do not recognize, call the main
office at x221 at once.
School & Gymnasium Rentals & Reservations
All requests to use the school or gymnasium rentals must be made in writing, using the
appropriate form, to the Superintendent-Director’s office sent to the attention of Mrs. Silva
(978-762-0001 x355) at 30 Log Bridge Road, Middleton, MA 01949-2806.
Service & Repair Requests
All requests for repair or service on equipment must be made to the Principal’s office. No
repairs can be paid for without an approved purchase order.
APPENDIX A – VACATION, PERSONAL AND SICK LEAVE BENEFITS
CUSTODIANS, SECRETARIAL/CLERICAL, BUS MECHANICS,
An employee shall earn one-half (1/2) day vacation per month until the next July 1st
following the start of employment. The first year of continuous full-time service the
employee will earn ten (10) days. The second to fifth year of continuous service
employment, the employee will be eligible for fifteen (15) days. From the sixth to
nineteenth year of continuous employment, the employee will be eligible for twenty (20)
days of vacation. Employees with twenty (20) plus years of continuous employment will be
eligible for twenty-five (25) vacation days.
Vacation should be taken as a rule, when school is not in session, with the exception of the
Personal Business Days
A total of four (4) days leave will be available each year, which are non-cumulative.
Employees shall earn 1.25 days of sick leave for every month worked to a maximum of
fifteen (15) days prior to the July 1st following his/her initial employment. Thereafter, an
addition fifteen (15) days per year will be available annually, cumulative to 180 days.
Personal Business Days
A total of three (3) days leave will be available each year, which are non-cumulative.
Employees shall earn 1.25 days of sick leave for every month worked to a maximum of
twelve (12) days prior to the July 1st following his/her initial employment. Thereafter, an
additional twelve (12) days per year will be available annually, cumulative to 180 days.
BUS DRIVERS, CAFETERIA WORKERS & PREP COOK SERVER
Employees shall earn .5 days of sick leave for every month worked to a maximum of 5 days
prior to July 1st following his/her initial employment. Thereafter, an additional 5 days per
year will be available annually, cumulative to twenty-five (25) days.
Bus drivers, cafeteria workers, including prep-cook/server are paid for days on which school
is cancelled due to snow or other emergencies.
NOTE: Should a 10-month employee transfer to a 12-month position, he/she is not eligible
for increased benefits i.e. vacation, sick time, until the following July 1st.
FACULTY ONLY SECTION
FACULTY HANDBOOK TABLE OF CONTENTS
GENERAL INFORMATION …………………………………………………….. 42
School Committee and School Administration
School & District Organizational Charts
Philosophy of Education
INSTRUCTIONAL GUIDELINES ………………………………………………. 47
Instructional Classroom Procedures
Shop Safety and Organization
EVALUATION OF STUDENT PERFORMANCE ……………………… ............. 53
CURRICULUM …………………………………………………………………….. 56
Curriculum and Graduation Requirements
Co-operative Education Work Training
District Curriculum Accommodation Plan
FIELD TRIPS …………………………………………………………………….. ... 60
SUPPLEMENTAL CURRICULUM MATERIALS ………………………............ 62
STUDENT ATTENDANCE PROCEDURES …………………………….. ............. 62
ILLNESS/ACCIDENT (STAFF & STUDENT) ………………………………. ...... 65
FIRE DRILL PROCEDURES ………………………………………………… ....... 66
VISITORS ……………………………………………………………………….. ...... 67
TEACHER EVALUATION …………………………………………………… ....... 67
STUDENT BEHAVIORAL GUIDELINES ………………………………………. 72
STUDENT CONDUCT & DISCIPLINARY PROCEDURES ……………………76
Alcohol and Drugs
Bullying, Cyber-Bullying, Hazing
Habitual School Offenders
Disciplining of Special Needs Students
SPECIAL EDUCATION MEETING PROTOCOLS………………………………82
STAFF ATTENDANCE AND RESPONSIBILITIES ..............................................85
SCHEDULES, MEETINGS, AND FORMS ……………………………………. ..... 89
ADDENDUM - POLICIES AND LAWS ………………………………….. ............. 90
Current School Committee is available on the school’s webpage www.nsths.net
Current School Administration is available on the school’s webpage www.nsths.net
SCHOOL ADMINISTRATION CHART
Current organization chart is available on the school’s webpage www.nsths.net
The information that follows is intended to serve as a guide to policies and procedures at North
Shore Technical High School. It, by no means, encompasses every situation nor addresses
every issue that may develop.
Although certain information regarding student behavior and expectations is included in the
Teachers' Manual, it is essential that each staff member thoroughly read and become familiar
with the Student Handbook as it covers student information very completely.
PHILOSOPHY OF EDUCATION
“North Shore Technical High School believes that education, vocation, citizenship and
family are lifelong pursuits that give meaning and dignity to all that we do.”
North Shore Technical High School accepts the responsibility to prepare students to achieve
high levels of competence and self-fulfillment in all aspects of their professional,
interpersonal and intellectual lives. It is our mission to guide students to understand their
rights and responsibilities within this society through quality academic and vocational
education. It is the intent of the school to respond to the needs of our business and
professional community to prepare skilled personnel in vocational/technical and service
The School also recognizes the importance of teaching students to maintain high standards
and to develop a strong work ethic. Our programs will prepare students with knowledge and
skills that can be utilized in a world economy characterized by continual change, advances
in technology, and increasing job mobility. The school will offer students academic and
vocational/technical options commensurate with their abilities, aptitudes and goals.
North Shore Technical High School recognizes that our students, as citizens of the
future and participants in a global society, should strive to be adaptable, independent,
and tolerant of diversity. This philosophy will guide the efforts of the school in both
curricular and extracurricular activities. It is expected that students will continue to
develop respect for themselves and others. We at North Shore Tech believe that
education, citizenship, family and vocation are lifelong pursuits that give meaning and
dignity to all that we do.
Although it probably goes without saying, it is always important to review the professional
expectations of the staff of any workplace. Below, are some expectations that will become a
part of what we do at NSTHS.
Important “Musts” to Remember
• Everyone in this building is to always be treated with respect. This includes
students, parents, staff, and you. Therefore:
1. No staff member should be subjected to rudeness from a parent. This
pertains to phone calls, parent conferences, and informal/unannounced
encounters. Politely excuse yourself and invite the parent to speak with an
administrator. Immediately alert an administrator of the encounter.
2. Although timely school-home communication is vital, parent-teacher
meetings/conferences, whether formal or informal, must be set up in the
a. If a teacher would like to meet with a parent, that teacher will
set up the meeting
b. If a parent/guardian requests a conference through guidance, the
counselor will notify the teacher and then contact the parents
and set up a conference
Rule of Thumb: Teachers should never have to go into a parent conference alone –
it should be their choice.
3. Parent observations of classrooms must be scheduled in advance and, in most
cases, an administrator should be present. In order for any parent to visit a
classroom, proper paperwork must be filed.
4. Students will be able to speak their native language during unstructured
times, ie. Hallways, cafeteria, breaks, etc.
• Every parent, substitute teacher, visitor, or volunteer to NSTHS is to always feel
welcome in our school.
• “Professional Reliability” needs to be a given: we must be able to rely on each other.
This begins with and includes:
1. Strictly following our schedules - including when our day begins and ends
and being on time to our “supervisory” duties.
2. No student schedule changes can be made without administrative approval.
3. Never leaving your classroom unattended.
4. “Full” participation and attendance at building meetings, department
meetings, common planning, and in-house professional development – where
these dates are set in advance, other activities and appointments must be
scheduled around them. Only the principal can grant exceptions for medical
emergencies, workshops, etc.
5. Viewing ALL students as OUR students – Collective Responsibility ~ we
should all feel responsible for the success of every student.
6. Giving parents/guardians a 24-hour notice before assigning either a detention
or extra help session – unless parent/guardian approval is granted.
7. Sub-Plan Folders containing an emergency lesson plan and a weekly
schedule template (one for A week and one for B week) will be completed
and left with your Department Coordinator for emergency use – these must
include supervisory duties. Emergency sub-plans should be updated
periodically in order to maintain relevance. Emergency sub-plans should
only be utilized when either leaving, calling in, or emailing plans to your
Department Coordinator is not possible.
8. Detailed sub-plans must be left for or emailed to YOUR DEPARTMENT
COORDINATOR for all non-emergency absences. Please be sure that these
plans include a complete daily schedule including supervisory duties.
9. Faculty and staff must use school-issued paper passes and must make sure
that the student’s name, date, and destination are filled in along with the
10. Daily bathroom sign-in logs will be maintained and turned into the Assistant
Principal at the end of each day.
11. All faculty and staff will wear their school-issued identification badges daily.
If you see someone in the building without a visitor sticker and you do not
recognize him/her please call the main office.
12. All faculty/staff who are in charge of an after-school activity must ensure that
students under their supervision get a ride home following an activity or that
they obtain a late bus pass.
• To maintain a healthy and productive school climate and basic school safety we all
must monitor student behavior in less structured settings. This means that we all
need to help out in the corridors during passing times (monitoring language, etc.) and
briefly check the restrooms as we welcome incoming classes or move about the
school. The discipline code must be followed to ensure a fair, firm, and consistent
policy. If a minor issue occurs in a classroom, the classroom teacher should notify
the parents and discipline the student.
• Students should only be sent to the office if they have created a true disruption to the
learning environment in the classroom. Once the student has spoken to an
administrator, every effort will be made to return the student back to class with an
escort from an administrator.
• Student IEPs and 504s MUST be distributed to all teachers who have “the student”
in class. Teachers must “sign-off” that they have received this documentation. IEPs
will be handled by the special education department and 504s will be handled by the
guidance department. Please keep in mind that 504s are legally binding and that
adhering to a 504 plan is as important as an IEP.
• Attendance must be taken daily in homeroom. Classroom teachers must take
attendance daily for each class. In addition, attendance must be taken for all after
school events. Attendance should never be taken by students. School attendance
records are admissible in court.
Success in Your Classroom
• Every lesson should fall under the umbrella of DESE’s Principles of Effective
Teaching and should be made up of the following components:
Black Board Configuration – in order to establish a daily routine and facilitate
classroom observations and walk-throughs, every teacher will set-up their classroom
black board, white board, or smart board into (3) sections. Each section will consist
of the following:
1. A posted warm-up activity
2. A posted learning objective
3. A posted homework assignment (if there is one) – Please also remember
to post both your daily homework and long-term assignments on Moodle.
It is also important to remember that during or at the end of the lesson, there should
be some form of assessment to measure whether or not the learning objective was
*** In addition, lessons should exhibit growth on at least one of the
following initiatives: Differentiation – Co-Teaching – Technology
Integration – Integration between Vocational and Academic areas.
• All teachers of 9th and 10th grade students are expected to support and model the
Master Binder System. All teachers of 11th and 12th grade students are expected to
encourage the use of the Master Binder System.
• Since nobody is perfect, perfect classroom management is not expected. Growth is
expected as is self-reflection.
• It is never cool to “lose your cool” with students. When working with any student or
group of students, be sure that you would be comfortable with either a colleague or
administrator observing the interaction.
• Dress professionally for what you are doing in the classroom that day. Your attire
adds to your professional demeanor in the eyes of your students. Jeans are not
considered professional attire and should be saved for “Jean Days” only.
If a student exhibits a pattern of difficulty in your class (homework, quizzes,
behavior, etc.), contact the parent early. When you see an improvement, let the
parent know that too. Communication with parents should be proactive and “front-
loaded.” While students and parents must assume their share of responsibility when
it comes to student progress and communication, teachers must assume some
responsibility as well. When a student is not making effective progress (D or below)
in any marking period, teachers should open lines of communication with direct
parent contact above and beyond progress reports and report cards. Teachers who
have students who are not making effective progress should email or call the
parent/guardian and maintain an accurate record of such contact, notify the
appropriate guidance counselor and special education liaison (if applicable).
• If there is a pattern of concerns expressed by parents, students, or colleagues about
you, you will be given a prompt and informal “heads up” before any formal
administrative response is considered.
• If you are feeling frustration with a colleague, administrator, or a curriculum issue, it
is important that steps be taken as soon as possible to minimize the impact on both
student learning and faculty/staff performance. Address the issue in person.
• If you catch students working on other subject matter in your class, please have the
student either put it away or give it to you so you can give it to the appropriate
teacher and apprise them of the situation.
• When making modifications for special education students, general education
teachers in collaboration with special education teachers should categorize what is:
Essential to know
1. Essential to know
2. Important to know
3. Nice to know
Once this is done, it is imperative that the “essentials” don’t get left out.
Other Rules of Thumb
• Share information about students or staff on a “need to know” basis only. Please be
sure that when discussing particular students that you do so with teachers that have
the student in class. Discussing students in the hallway and/or the staff lunch room
is not appropriate.
• Make decisions that are in the best interest of students; everything we do is student-
• If you continue to do what you have always done, you will remain where you have
always been. We know much more about teaching and learning today than in the
past…CHANGE does not always equal more work for you in the classroom.
• Staff Lunch Room is not for students, parents, or visitors. This is an area where
faculty and/or staff eat, socialize, and use the phone. There is too much of a risk of a
confidentiality issue for others to use the space.
• All faculty and staff will be provided with a copy of the School Improvement Plan
and be expected to do their part to assist in accomplishing the initiatives and goals of
• Faculty and staff should be the only people using the copy machines in the faculty
and staff teacher preparation areas.
• Students should not be sent at any time to retrieve mail from a faculty or staff
• All faculty and staff should sign in and out in the main office every time they enter
and exit the building. This includes signing in at the beginning of the day and
signing out at the end of the day.
• If you are holding a class in a location other than your scheduled classroom (another
room, computer lab, cafeteria, library/media center, outdoors) you must notify the
main office. If you are going outside, you must sign out and take a 2-way radio with
• Computer Protocol - Here are some simple steps for managing technology
instruction. Plan all activities prior to going to the lab with students. Always run
through a technology lesson before presenting it to the class -- and always have a
back-up lesson prepared in case the technology fails. Give students assigned seats.
Logging in is quicker and computer care can be monitored when the students use the
same machines every day. Set rules such as: don't print without permission, know
what printer you are sending your work to and do not print web pages. Be alert - it
takes all of your attention to know what is going on at all of the computers at one
time. Teach from the back of the room and continually walk around to monitor
student work. Never send students to the computer lab unattended.
• Exterior doors should be locked at all times and cannot be “propped” open at any
time. Shop doors need to be locked when the areas are not in use.
By adhering to these guidelines, everyone does their part to ensure that North Shore
Technical High School remains a productive and healthy environment for all students,
faculty, and staff.
Thorough planning is essential to superior performance. This is true in every occupation,
including teaching. Without proper planning, the teacher is denying his/her students a
quality of instruction which they have every right to expect.
The North Shore Regional Vocational School District School Committee and the
administrators of the North Shore Technical High School fully expect and require a
professional performance by each teacher on each day of the school year. Thorough
planning of each day's activities is an inherent part of this professional performance.
Planning periods are provided to allow teachers the time to plan classroom and school-
Assistance in Planning
At times, it is expected that teachers may experience some difficulty in planning, or in
course organizational efforts. The administration welcomes an opportunity to help anyone
with these instructional problems. Such a request for professional assistance will be
considered evidence of a sincere attempt to improve instruction and, as such, will receive
top priority. The Directors, Coordinators and Principal will always be available for this
Courses of Study
The curriculum for the North Shore Regional Vocational Technical High school has been
established in alignment with the Massachusetts Curriculum Frameworks. It is expected
that each teacher will present that curriculum within his/her classroom or shop in the most
Each teacher is expected to develop and update continuously a course of study for each
course taught. The teacher's course of study will reflect the individual teaching style of that
teacher and will describe and reflect each teacher's interpretation of the formal curriculum
for his/her subjects.
The Curriculum Director, Vocational Director or appropriate Coordinator will review
courses of study periodically, and teachers will be evaluated on the effectiveness of their
course of study in meeting the goals and objectives of the course, as set forth in the formal
When more than one teacher teaches the same course, the sharing of ideas and the
collaboration on the development of supplementary materials is encouraged.
The lesson plan is the most vital ingredient of the course of study. When properly made, a
lesson plan greatly increases the probability of a successful lesson.
The purposes of a lesson plan are:
A. To provide a definite method of helping the students understand the topic.
B. To ensure a smooth, professional presentation with everything in readiness for the
C. To record thought-provoking questions which may be used to stimulate interest and
participation. In order to be effective, such questions should be well thought out
beforehand. The lesson plan provides a convenient place to jot down these questions for
D. To provide a record of how and when various aspects of the curriculum were presented,
to serve as an integral part of a course of study.
E. To provide a log of test questions for future use in examinations.
F. To provide, by its very presence, a means of proof to students that the instructor is
seriously concerned about their progress.
The lesson plan should include the following components:
1. Warm up activity
2. Posted learning objective
3. Assessment to measure whether or not the learning objective was achieved
Instructional Classroom Procedures
The following items are presented to serve as guidelines for both beginning and experienced
teachers. Please refer to them often. In many cases, upon review, the answer to a specific
problem can be found herein:
A. To be an effective teacher, it is necessary to fully understand the lesson for the day and
its relationship to the course as a whole.
B. The effective teacher must be prepared to present the day's lesson in a logical and
understandable manner and to weave into the discussion any related topics from the
fields of interest of the students.
C. We are not merely teaching skills alone. The effective teacher educates his/her students
broadly by making continual efforts to improve their reading, study habits, usage of
grammar, and methods of problem-solving.
D. In order to be effective, a teacher must appreciate that students have problems, interests,
and abilities of varying kinds. These problems must be recognized if the teacher is to
know the students as individuals and if he/she is to tailor his/her instruction accordingly.
E. The educational process in a democracy, hopefully, will result in courtesy toward and
respect for others, respect for property, and obedience to lawfully imposed rules and
regulations. Teachers must, therefore, always insist on student behavior that will help to
develop those characteristics. In the student-teacher relationship, a line must be drawn
between the teacher and the student. Teachers must maintain professionalism at all
F. During the time when children are in our custody, teachers are acting "in loco parentis",
meaning that they are acting in place of the parents of the students in their charge. This
means that, under the law, teachers are responsible for the physical safety and conduct of
the students in their class. This responsibility carries with it a commensurate amount of
authority. This authority can easily be imperiled or eroded by allowing students to
display a lack of respect. Teachers should never tolerate impudence or insubordination
in any form from any student.
G. The teacher who has the ability to maintain interest throughout the shop or class period
is less likely to encounter disciplinary problems. He/she avoids such problems through
the exercise of sound judgment and, thereby, gains the confidence and respect of his/her
The following practices will assist in maintaining necessary order:
A. Require students to report to the classroom on time.
B. Record each student's absence in the attendance book.
C. Conduct the business of the day in a professional manner.
D. Have a carefully prepared lesson ready to present each day.
E. Stress the importance of:
1. Paying strict attention to all classroom, shop, or laboratory procedures.
2. Completing homework assignments regularly.
3. Maintaining a current notebook.
4. Using safe methods at all times.
F. Give reasonable and meaningful assignments. Always return corrected written
assignments promptly. These should be discussed in class to promote further
understanding of the subject and to clarify important points to those who may be unsure
of the topic.
G. Maintain high standards of workmanship, both in the classroom and in the shop.
Generally, a teacher will get the standard of work that he/she is willing to accept.
H. Vocational students should be performance tested on a regular basis and competencies
attained must be recorded.
I. Seating charts and lesson plans should be available in the event of a teacher’s absence.
Shop Safety & Organization
Place in Curriculum
Safety instruction must be provided on an on-going basis and students’ understanding
should be tested both through traditional assessments and continuous observation in the shop
Since the welfare of our students is our primary responsibility, it is necessary to formulate
firm rules for the basis of the safety program in each shop where an obvious hazardous
situation could develop. The following rules should be considered mandatory for the
teachers of such subjects:
1. First-year student experiences in the shops should be limited until such time as the
instructor has completely familiarized those students with the safe operation of each
piece of equipment that presents a potential hazard.
2. Upon the opening of school, each instructor should discuss a list of general safety rules
with all students – rules which the instructor has compiled and which he/she expects to
be followed during the year.
3. The above rules shall be duplicated and distributed to the students for insertion in their
4. Continued discussion (perhaps via a shop tour) of those rules will continue throughout
the first full week of school.
5. A school test on shop safety will be given to each student. The passing mark of this
test should be 100%. Students must also pass the OSHA safety exam before their
junior year and may not work in a vocational/technical program during the junior year
until they have passed the OSHA exam.
6. Those students passing the test should be ready for further shop work beyond the very
limited stage. Those who fail the test should not be permitted to perform any tasks in
the shop beyond those considered simple. The teacher, at his/her discretion, may
prohibit such a student from working in the shop at any level. Students should be
cautioned as to the above prior to taking the test so that they will better prepare
themselves for it. Those students failing should be given additional instruction and/or
self-study time in the classroom so that they may retake another quiz during the
7. All completed safety tests must be filed in a secure place.
8. Machines or equipment posing specific hazards should have a sign indicating the
hazard and the proper, positive way of avoiding it.
9. A list of general safety rules should be posted conspicuously in each shop.
10. Safety glasses must be worn by all students and teachers whenever in a shop where
conditions pose an eye hazard. This is specifically stated in the laws of the
Commonwealth and is not subject to interpretation by the students, teachers, or
administration. This means that everyone when in a mechanical shop will wear
safety glasses. Students who repeatedly fail to follow this directive will be summarily
dismissed from the program upon the recommendations of the instructors.
11. All students in shops requiring safety glasses will be notified of the consequences of
12. Rubber flip-flop footwear is NOT allowed to be worn in any shops.
A well organized vocational facility practically ensures a smooth running, productive
program. Entering such a shop would be a daily pleasure for both students and teachers.
Conversely, a disorganized situation quickly becomes a chaotic one where little actual
learning takes place. In order to provide an efficient, smoothly running shop, teachers
should create a system to provide for each of the following items.
Shop Daily Routine
The daily routine prescribed in the INSTRUCTIONAL CLASSROOM PROCEDURES
"Daily Routine" section on a previous page should be followed wherever possible. Early in
the school year, the CVTE teacher should explain his/her goals to the students, pointing out
(in time blocks) what is expected of each student each day. In addition, signals should be
worked out to start the shop period and the clean-up period.
Job requests should be judged on their educational value, and should be scheduled to
coincide with instructional units, wherever possible.
Preference should be given to departments within the school, municipalities within our 16-
member district, non-profit agencies within our district, students, staff, and the general
public, in that order.
Tool Storage & Issue
A system for the care of equipment and tools should be devised which will implement each
of these three goals.
A. Tools should be sufficiently accessible to the students at work time so that they can
get to work with a minimum of lost time.
B. Tools should be properly accounted for and safeguarded when not in use.
C. Tools should be displayed prominently for educational purposes so that the students
will quickly learn their identity and purpose.
Tools & Equipment
The school will furnish most student used tools and equipment. However, it may also be a
shop requirement for students to provide their own personal tools. A series of lessons on
tools, including relative quality and value, should be taught. Obviously, it is important that
objectivity be maintained throughout these discussions. Representatives of tool companies
may also be used as resources.
Care of tools and equipment, including cleaning, lubricating, and repairing, should be done
by the students (with supervision) as part of their training, as well as the multitude of
maintenance tasks, such as organizing the shop, sorting materials and supplies, re-arranging
a supply room or cabinet, making tool boards, etc. They will be called upon to do this
periodically when they are employed.
It is a good practice to assign all students a specific number of "maintenance hours" per
year. Perhaps 20 or 25 hours per year would be appropriate. Naturally, a maintenance log
will be kept by the students, usually attached to the inside cover of his/her notebook.
Here again, this practice involves students. If properly handled (emphasizing pride of
workmanship, responsibility for equipment, etc.), this will instill a degree of pride in the
students for their school, respect for equipment and property, and other characteristics,
which we deem so desirable in students and workers.
We are training people to enter a work environment. We should, therefore, train them
realistically by having the students perform tasks typical of those found in the trades.
In most programs it is expected that the students will be able to completely maintain the
shop without the use of custodial help except for the toilets. Having a two-fold cleaning
program can do this.
A. A daily, 10-minute clean-up at the end of each shop period.
B. Periodic heavy cleaning sessions, perhaps, requiring 1 1/2 to 2 1/2 hours
The latter should be done whenever the shop appearance has deteriorated by the
accumulation of dust, dirt, and grime. However, these heavy cleaning sessions should be
limited in number to probably not more than four or five per year, usually just prior to a
vacation period. Sufficient cleaning supplies and tools are available for this purpose.
EVALUATION OF STUDENT PERFORMANCE
Each teacher is required to have a detailed course expectations outline.
Students in most subject areas will be required to maintain a personal notebook for the
subject being taken. It is important that staff members instruct the student in notebook
construction early in the school year. Notebooks should be subject to inspection
periodically so that the instructor can help the student formulate good study and
Homework, long-term assignments and upcoming quizzes, tests, etc. should be posted on
iPass for students and parents.
Assignments should be corrected, graded, and returned to the students promptly, preferably
on the day following their collection. The grades should be recorded in iPass. Students
should be made aware of the relative weight such assignments will have on their quarterly
marks. Grading will be based on the following criteria:
• 70% Product – Examples could include tests, quizzes, projects, etc.
• 30% Process – Examples could include homework, notebooks, participation,
work habits, journals, effort, safety, sanitation, etc.
Assessments should be both formative and summative. Formative assessments should be
administered regularly to measure student understanding and summative assessments should
be administered occasionally in order to measure both depth of understanding and overall
competency. Summative assessments should be differentiated to reach all learning styles
(tests, projects, oral presentations, etc.) and the format should be “student friendly.” In
addition, assessments should include a clear rubric when appropriate.
Whenever possible, the following guidelines should be used in constructing periodic tests:
A. Every test should consist of more than one style or type of question.
B. Sketches and diagrams should be used, where appropriate, to make the test more
A. Due Dates: Progress Reports and Quarterly grades are due in the Office according to the
B. Teachers' Grading System: Teachers will follow their departmental guidelines as
outlined in their course expectations guidelines.
Teachers are required to file their course expectations guidelines with the appropriate
Coordinator no later June 1st for the upcoming school year. Students will receive the
Course Expectation guidelines from each of their teachers during the first full week of
Letter grades will be given with the following numerical equivalent:
A+ 98 - 100 B 83 - 86 C- 70 - 72
A 93 - 97 B- 80 - 82 D+ 67 - 69
A- 90 - 92 C+ 77 - 79 D 63 - 66
B+ 87 - 89 C 73 - 76 D- 60 - 62
F 0 - 59
When compiling grades, please use the following suggestions as general guidelines:
1. Grades of "incomplete" should be given only when a student has had a lengthy absence
from school or other circumstances that warrant extending the marking period for a
2. All incompletes must be made up within ten school days of the end of the term unless
circumstances warrant an extension. If a student neglects to make arrangements to make
up work or neglects to complete the work, the incomplete automatically becomes a
Students who fail because they have exceeded the minimum school attendance requirement
will be assigned a grade of "N". If the attendance policy is not violated during the
subsequent quarter, the 'N" will be changed to the earned grade. If the attendance policy is
violated during the subsequent quarter, the “N” grade will become a 59/F. No credit will be
earned by an "N" grade; it will automatically disqualify a student from honors. No "N"
grades may be awarded for the final marking period of the school year. See Student
Handbook for Attendance Policy.
The grade “M” (Medical) on a student’s report card for a marking period indicates that one
of the following has occurred:
1. A student has not been in school for documented medical reasons. The student is not
required to make up missed work. The final grade will be an average of the other three
quarters and any mid-year and/or final exams the student was in school to complete.
2. A student who has not been able to attend their Career/Vocational Technical program for
a documented medical reason will be given an alternative assignment and will be graded
Students who, at the end of each quarter have failed a course must stay after school with
their teacher or attend the Homework Center on Mondays, Tuesdays and Thursdays during
the next succeeding quarter. One session per week may be a before school session; two
must be after school sessions.
NO FAILING QUARTERLY GRADE BELOW 50 NUMERICALLY MAY BE GIVEN
DURING THE FIRST QUARTER WITHOUT PERMISSION OF THE PRINCIPAL.
In order to be eligible for summer school, a student must maintain a 50 average in the course
that he/she has failed.
All students will receive quarterly progress reports in all subject areas. Progress reports will
be mailed home.
Report cards for each quarter will be mailed directly to the home of each student as soon as
possible following the end of the quarter.
All students must pass ALL courses each year in order to graduate. If a student should fail
three subjects, he/she must request, in writing, permission from the Principal’s Appeals
Committee to go to summer school or to repeat the year. Please see the Student Handbook
for more information.
Curriculum / Graduation Requirements
Each program at North Shore Technical High School is comprised of academic instruction
and vocational/technical//related instruction. Upon successful completion of the senior year,
students are awarded both a high school diploma and a career/technical program certificate.
Students desiring to continue their education beyond high school and planning to attend a
Massachusetts state college or university must satisfy the admissions standards established
by the Massachusetts Board of Regents or Higher Education.
Students participate in a shop exploratory program in the ninth grade. Students will explore
all shops before making a decision on a vocational program for their permanent choice.
Throughout the exploratory program, career awareness programs, an interest inventory
assessment, and other guidance consultations will be provided to assist each student in
making a realistic, informed decision. Teacher evaluation and counselor support will aid the
student in arriving at his/her decision.
A student must pass his/her career/technical program in order to be promoted from one
grade to the next. Failure of all subjects must be made up and students must have completed
all requirements from prior years to gain entry into the senior class. Students who fail
three or more subjects must request permission in writing from the Principal to (1)
repeat the grade at North Shore Technical High School or (2) to attend summer school
to make up the failed subjects and be promoted to the next grade at North Shore
Technical High School. Please note, students who fail a major course must have failed
with a 50 average or higher in order to be eligible to repeat that course in summer school.
Specific promotion requirements for each grade follow.
Participation in Graduation Exercises
Students must have completed all requirements from prior years to gain entry into the senior
class. Students may not participate in graduation exercises if they have failed any major
Courses Needed for Graduation
Successful completion of the following courses and achievement of a passing score in the
MCAS testing is required for graduation.
Essential Strategies - English/Mathematics
Career & Technical Education Exploratory
U.S. History I
Essential Strategies - English/Mathematics
Career & Technical Education Program
U. S. History II
Career & Technical Education Program
Career & Technical Education Program
All students are required to maintain a working portfolio of their work beginning at the end
of the Freshman year. During Senior year, a Showcase Portfolio will be prepared and
presented to a committee for evaluation before graduation.
Co-operative Education Work Training
North Shore Technical High School offers Co-operative Education Work Training to all
The Co-op placement must be directly related to the vocational program of study.
A student must have OSHA certification to participate in co-operative work
• A student must have the approval of all of his/her academic and career/technical
instructors and the administration.
• A student must have completed 1.5 years of vocational training in an approved Chapter
74 program. The earliest a student is eligible for Co-op is the beginning of the second
term, junior year. A student must have passed a safety exam in their Career and Tech
area. The following are special circumstances regarding eligibility: Cosmetology
students must complete 1000 hours of training and pass the state board to be eligible for
co-op. Students in the Carpentry, Masonry and Tile Setting, and Electricity programs
may not be eligible for Co-op because of off-campus work commitments in their
career/technical programs at school.
• A student must be passing all subjects with at least a “C” average in each academic
class and a “B” average in their CVTE program and their CVTE Related class. Grades
must be maintained to remain in the Co-op Program.
• A student must not have exceeded (5) days of absence by the end of a marking term
and must continue to maintain good attendance and tardiness records once he/she is
accepted in the co-op program.
• A student with continuous discipline issues, including tardiness, at school will
jeopardize his/her Co-op Program.
• A student who is requesting to be placed on Co-op must have a resume, a portfolio,
a cover letter and two letters of recommendation on file.
• Random, periodic on-the-job observations of each student will be made by staff
members to ensure that the most beneficial training is taking place. A student’s
quarterly grade will reflect the combined input from three sources: the employer’s
quarterly report, staff visitations, and the vocational instructor.
North Shore Regional Vocational School District (NSRVSD)
District Curriculum Accommodation Plan (DCAP)
North Shore Technical High School 9-12
The goal of the NSRVSD is to “shape the future…one child at a time.” In support of this goal, the
following is presented as an informal framework that parents, teachers and students can follow. This
framework provides strategies and interventions to support students to reach their full potential
through accommodations. Below is a list of accommodations that are available to all students to help
increase the probability of student achievement and success. Depending on the child’s grade level,
certain accommodations may not be appropriate given the pre-requisite skills and foundation
Physical/Structural Instructional/Assistive Technology
1. Provide strategic seating 1. Offer after-school support
2. Use visual, auditory and transitional 2. Provide assistance with note taking
aides 3. Provide manipulatives
3. Allow alternate workspace, such as 4. Vary teaching strategies
study carrel or dividers 5. Provide visual and transition cues
4. Experiment with use of space 6. Provide study guides
5. Limit distractions 7. Provide wait time
6. Allow for movement and sensory 8. Offer the use of graphic organizers
breaks 9. Incorporate reading strategies
7. Offer flexible student groupings 10. Incorporate study skill strategies
11. Provide a copy of class notes
Behavioral/Social/Emotional 12. Provide enlarged copies of handouts
1. Cue student for change of behavior 13. Provide copy of projected material
and/or venue 14. Emphasize points within written
2. Develop strategies for behavior text/material
modification, e.g., charts, contracts, 15. Assistive technology e.g., word
check lists, behavior plans, processor, Alpha Smarts, rewards,
3. Establish clear routines/expectations 16. Accept computer-processed or typed
4. Use diverse classroom management assignments
strategies 17. Offer calculators when appropriate
5. Provide breaks as needed 18. Books on tape
6. Set clearly defined standards 19. Models or examples of end products
7. School counseling services
8. Allow access to other professional Assessment
personnel, e.g. behavior specialist, 1. Use of alternate setting for
2. Allow limited oral testing
3. Teach test-taking strategies
Organizational 4. Provide varied assignments
1. Establish clear routines 5. Provide varied forms of assessments
2. Use time management tools, e.g. e.g., oral, project-based,
daily planner, assignment sheet, performance-based
The Administration of North Shore Technical High School encourages the staff to arrange
field trips for their students, provided the following guidelines are followed:
1. No teacher may request more than four field trips per class per school year, unless
prior approval has been arranged.
2. The field trip should be pertinent to the unit of instruction presently under discussion
and must be approved by the appropriate Coordinator and when a planned trip involves
an entire department, planning should be directed toward taking all students on the
3. Field trips should be carefully planned beforehand. The teacher should make a prior
visit to the facility if possible and discuss the main points of the tour with the
4. Students should be prepared beforehand, briefed on the items to look for during the
field trip, and be notified of particular safety concerns on the trip.
5. Field trips should have 2 chaperones minimum.
6. Teachers are expected to provide direct supervision of all students while on a field trip.
7. It is required that a written parental permission slip for each student taking a field trip
will be on file in the Principal's Office at least five days prior to the date of the trip.
The Principal's Office will publish a list of students participating in a given field trip
prior to the date of the trip.
8. All confirmations for field trips must be made at least ten school days prior to the date
established for the trip so that ample prior notice is given to all those concerned.
9. Field trips requiring travel out of the State of Massachusetts must be approved, in
advance, by the School Committee. A written request for such a trip, containing dates,
reason and destination, as well as any other information pertinent to the request, must
be submitted to the Principal a minimum of six (6) weeks in advance of the proposed
departure date. If there is a cost involved in the trip, the request must include
estimated costs and how the money is to be raised. The sponsor may make no
financial or other commitments until the Committee grants permission.
10. It should be remembered by all concerned that a field trip is an educational experience.
Every effort should be made to ensure that the students understand this.
11. Field trips by shops must be scheduled during shop time. Academic field trips must be
scheduled during academic time and should be arranged so students miss as little of the
school day as possible.
12. Students may only be allowed to participate in field trips sponsored by one of their
own regularly assigned classroom teachers.
13. Any exception to these guidelines must be approved by the Principal.
Overnight Field Trips
On overnight field trips or excursions, all staff, including teachers, coaches, bus
drivers, and others, shall observe the following guidelines to help ensure the safety of
students. Staff members must review these guidelines with chaperones. The staff
member organizing the trip shall be responsible for securing necessary adult
supervision for the trip and for providing orientation, regarding what is required of
chaperones. The staff member shall review the district policy and student code of
conduct and bring along the student handbook to review and apply during the trip.
1. REMIND STUDENTS OF RULES. Staff shall remind students that all school
rules, including the code of conduct, apply during overnight field trips and shall
review the rules with students. Staff shall remind students that they must respect
each other and that there must be no bullying, harassment, hazing, fighting, or
other misconduct. Staff shall warn students that staff will be even more vigilant
about enforcement of school rules on the school trip and that students can face
serious disciplinary action, such as suspension or expulsion, for any misconduct.
Staff shall warn students at the beginning of the trip that their property can be
subject to searches.
2. SUPERVISION: Staff and chaperones must supervise students whenever
possible, including in the middle of the night, during the overnight trip. Staff
must not schedule any unsupervised time for students.
3. SEARCHES: Parents of all students participating in overnight trips must consent
to a search of their children’s hand luggage before students board the bus.
Permission slips must include parental consent for these searches. Staff should
conduct these searches before students board the bus. In addition, staff may
conduct searches of students’ personal property, purses, briefcases, backpacks,
and bags when reasonable suspicion exists that a student is violating school rules
or the law. These searches may occur at any time during the field trip, including
in hotel rooms or before students board buses. Staff should see the school
principal about receiving training on conducting searches.
4. RELEASE OF STUDENT: If a student violates school policy or the law, staff
shall notify the student’s parents or guardians. Staff shall call the police if a
student is in violation of the law, such as for possession of drugs or a weapon.
Despite the violation of law and/or school rules, staff must release a student from
the trip only if his parents or guardians pick him/her up. Staff must not send a
student home alone from a trip.
SUPPLEMENTAL CURRICULUM MATERIALS
School Media Center
The School Media Center is available for teacher and student use. Reference books, trade
magazines, fiction and non-fiction books, autobiographies, etc., are available for your
convenience and utilization.
Computers for student use are located in the Media Center and in the computer labs.
Students must be supervised when using the computers and must have signed the Computer
Resource Acceptable Use Policy.
The Librarian is available for assistance with computer searches, Internet access, etc.
Students may avail themselves of these services in accordance with the mandates of the
Computer Use Policy.
Teachers should utilize iPass to check student attendance.
To benefit fully from his/her educational program, regular attendance is necessary. It is
expected that students will be in attendance every school day, except in cases of illness or
family emergency. Students are expected to attend all scheduled classes during the school day.
Students who do not attend scheduled classes, or who are truant, will be disciplined.
Please refer to the Student Handbook for the Attendance Policy.
If an attendance problem persists, a conference involving the student, his/her parents/guardians,
the student's guidance counselor, and the Principal or his or her designee will be scheduled by
the Student Services Department. Teachers should constantly strive to improve students’
attendance and impress upon students the importance of good attendance.
Make-Up After Absences
Any student absent from classes is required to make up all work missed. However, it is the
responsibility of the student to see his/her teachers to obtain the work and help, if needed, to
make up the work. Students should make up work in a reasonable and timely manner upon
return to school, as outlined by the teacher’s course expectations sheets, which are kept on file
with the academic coordinators and vocational director and in the Principal’s office. Long-term
assignments, due on a day that a student has an excused absence, should be given to the
instructor the day following the absence. Teachers will be available after school on three (3)
days per week unless there is another contractual obligation, to facilitate students' efforts.
Teachers should make their students aware of the days on which they are available for extra
help and make up work. Teachers should also notify their coordinator or director of their after
The criteria for Perfect Attendance for students is as follows: No Tardies, No Absences
(Excused or Unexcused), and no Dismissals longer than two hours.
Dismissal Procedures for Students
Dismissals will be granted for appropriate and legitimate reasons such as medical
appointments, court appearances, or family emergencies. If a student misses more than half
of a class, the student is considered absent from that class. On the morning of the day of the
dismissal request, students must present documentation or a parental note, which includes
the name and telephone number of parents/guardians, to the main office. Phone-in
dismissals will only be allowed on an emergency basis, and at the discretion of the
administration. Dismissals that cannot be verified will be denied.
Late Bus Passes
Teachers detaining students after school must provide students with late bus passes. Students
not having late bus passes will be excluded from using late transportation.
Homeroom Attendance Procedure
The main record of student attendance will be recorded and reported by the homeroom
teacher daily during the homeroom period.
Each homeroom teacher will record daily student attendance by logging on to the school’s
network and entering attendance in iPass, the school’s computerized student record program.
A supplemental record of student attendance should be kept in homeroom teacher’s records to
serve as a reference should any discrepancies occur.
All homeroom teachers must check for student ID’s every day. Any student who does not have
his/her ID should be sent to the office during homeroom period to obtain a temporary ID.
Students should be wearing their IDs as they leave homeroom and throughout the school day.
Individual Classroom Attendance Procedures
Each instructor is responsible for maintaining a record of attendance for each class. An
attendance record book will be provided for this purpose. Attendance should be taken at the
beginning of each class, and in the case of a full-day shop, after lunch, as well. Students whose
names do not appear as absent in iPass, but who are missing from a given class, should be
reported to the Assistant Principal's Office in a timely manner.
The Office will assign a school detention for each truancy from class. A record of truancies
accrued during each quarter and for the year will be kept by the students' instructors.
Continued truancies may result in further disciplinary action.
Excessive absences from class or shop will result in an “N” grade -- refer to the attendance
section for a detailed explanation.
Students Leaving Classes
Students are scheduled to be in specific supervised areas every period of each school day.
Teachers who grant students permission to leave the area must issue a corridor pass. The
student should sign out and in on the Class/Shop Check-out Sheet. The sheet should be
submitted to the Assistant Principal at the end of each day. All students should be wearing
their IDs. This system is designed to enhance student control and accountability, and to help in
the maintenance of a safe, effective learning environment.
Teachers should try to limit the number of students granted permission to leave classes to only
those who absolutely must be excused.
Leaving Classes Without Permission
In the event that a student leaves the class without the permission of the instructor, the Assistant
Principal should be notified immediately by telephone. The instructor should provide
information as to the reason for his/her leaving and his/her probable whereabouts. (Office
Student Tardiness to School/Homeroom
Students who are not in homeroom at 7:55 a.m. are to be marked as absent by the homeroom
teacher. Students arriving after 7:55 a.m. should report to the main office to sign in as tardy.
If a student is tardy to school and his/her Career/Technical Program has left the building for an
outside project, the student will return home and will be marked absent for the day.
Student Tardiness to School/Class
1st Offense: Detention
2 Offense: Half Day In-School Suspension
3rd Offense Full Day In-School Suspension
4th and Subsequent Offense(s): Out of School Suspension
Students may not participate in co-curricular activities on days they are tardy to school.
1st Offense Detention
2nd Offense Half-Day In-School Suspension
3rd Offense Full Day In-School Suspension
Subsequent Offense(s): Out of School Suspension
Whenever a student indicates that he/she is ill, instructors must assume that the student is,
indeed, sick. Students becoming ill after arrival at school should not be permitted to
continue working, especially if hazardous machinery or equipment is involved.
Whenever a student indicates that he/she is ill, or whenever a teacher suspects that a student
is ill, the student should be referred to the School Nurse. If, in the judgment of the nurse, the
student should not remain in school, the nurse will contact the parents to make arrangements
for sending the student home. The School Nurse will notify the attendance clerk.
In case of serious injury or extreme illness, the instructor should immediately notify the
School Nurse at Extension 248. The instructor should stand by for instructions as to proper
procedure to follow. UNDER NO CIRCUMSTANCES SHOULD THE STUDENT BE
SENT OR BROUGHT TO THE NURSE'S OFFICE.
A situation may arise (such as a shop class on an off-campus job site) wherein time will not
permit communication prior to a trip to the hospital. In such instances, of course, the safety
of the student preempts any administrative rules or regulations, and the instructor should
take the necessary steps to ensure the transport of the student directly to the emergency room
of the hospital. The school should be notified as soon as is practicable.
In case of MINOR INJURY (minor cuts, bruises, splinters, burns), the teacher should make
use of the first aid supplies and equipment as provided in each shop area. The teacher
should then send the injured student to the Nurse's Office.
All accidents, minor or major, should be recorded on Accident/Injury Report Forms. These
are available in the Nurse’s Office. This report must be turned in to the Nurse’s Office on
the day of the accident. The teacher should also make a notation of the accident in his/her
Situations will arise wherein a staff member may become ill during the school day. If the
instructor deems it necessary to return home for the remainder of the day, he or she should
notify the Assistant Principal's Office as early as possible so that a suitable substitute may be
obtained. Should the illness occur abruptly, the teacher should not dismiss the group.
He/she should, instead, request from the Assistant Principal's Office someone to supervise
the class prior to leaving the building. In all cases, the Assistant Principal's Office MUST be
In the event of a sudden severe illness, the teacher will use good judgment in leaving the
classroom without immediate supervision.
Teachers must self-report all accidents. All accidents, minor or major, should be recorded
on Accident/Injury Report Forms. These are available in the Nurse’s Office. This report
must be turned in to the Nurse’s Office as soon as possible.
FIRE DRILL PROCEDURE
Fire Exit Plan
Each instructor should have posted, in a conspicuous place, a sketch of the path for exit from
the building in case of fire or other emergency situation. Such plan should be explained to
ALL students as that procedure is used for both exit and re-entrance and, if deemed
desirable, practiced before any such drills are held.
Teachers shall instruct students on the following points:
1. Students should leave the building in an orderly manner at a pace of rapid walking;
absolutely no running will be allowed.
2. Teachers will make sure windows and doors are firmly shut. Do NOT lock the
3. Teachers do not use or allow students to use the elevator.
4. Teachers should bring green and red evacuation cards and class lists.
5. Do not block driveways; move everyone away from the building at least 100 feet, if
possible; and at the front of the school move on to the grassy areas.
6. When students are safely away from the building, take attendance to make sure all
students have exited the building and are accounted for. THIS IS A STATE LAW.
Display your GREEN card if all your students are present. Display your RED card
if a student(s) is missing and report his/her name(s) to:
• Front & Side of Building Assistant Principal
• Rear of Building Custodian
7. ALL school policies remain in effect during a fire drill (no smoking, etc.) and should
8. Lunch Time Fire Emergencies: During Lunch, students in the cafeteria are to leave
the building by the nearest exit.
9. Staff members designated as monitors should submit a Fire Monitor Report to the
Assistant Principal as soon as possible following the fire drill or fire.
All activities that interfere with the continuous instruction and supervision of students as
indicated in the daily schedule are to be avoided.
A. All visitors must sign in at the Main Office. All visitors must wear a Visitor ID
B. Visitors should not be sent to class instructors during the school day. If such visitors
approach during the school day, they should be referred to the Main Office.
C. If strangers are observed in the building, they should be asked to report to the Main
D. It is unlawful for unauthorized persons to be in public buildings or on public school
property in the Commonwealth.
E. Insurance inspectors, state representatives, safety engineers, salesmen, vendors,
contractors, delivery people, etc. should be referred to the Main Office before official
contact is made with the teachers or classes.
Teacher evaluation will be based on the Department of Elementary and Secondary
Education’s Seven Principles of Effective Teaching, adherence to policies, procedures and
guidelines included in this staff handbook, and that their teaching practice is reflective of the
School Improvement Plan and their individual goals.
Please also refer to the Evaluations section of the Agreement between the North Shore
Regional Vocational School District School Committee and North Shore Educational
PRINCIPLES OF EFFECTIVE TEACHING & EXAMPLES OF DESCRIPTORS
I. Currency In The Curriculum
A. The teacher is up to date regarding curriculum content.
1. Demonstrates a working knowledge of the core curriculum of the teacher's
2. Frames curriculum around essential questions in the discipline that provide
opportunities for reasoning, logic, analysis and synthesis when planning
units, lessons, and assessments.
3. Keeps current in the field and applies knowledge to the instructional
4. Contributes to the ongoing evaluation of the curriculum.
II. Effective Planning and Assessment of Curriculum and Instruction
A. The teacher plans instruction effectively.
1. Has a personal vision of committed, confident learners and uses that vision to
guide learning goals, expectations, and standards for student work.
2. Sets short-term and year-long goals for curricular units which derive from
unifying themes of fundamental importance to students' present or future
3. Identifies individual and group needs and plans appropriate strategies,
including those that involve the use of up-to-date technologies, to meet those
4. Uses materials and resources, including technologies, that are appropriately
matched to curricular goals and to students' needs and learning styles.
5. Frames curriculum around students' own prior knowledge and experience and
identifies prerequisite skills, concepts, and vocabulary that are important for
students to know in order to be successful at a task.
6. Seeks out and collaborates with school-based specialists, resource personnel,
including technology specialists, and administrators to better design curricula
or instructional modifications to meet the special learning needs of students
and support all students to learn and apply a challenging core curriculum.
7. Plans engaging ways to introduce each unit of study.
8. Plans frequent instructional opportunities where students are interacting with
ideas, materials, teachers and one another.
9. Designs curriculum experiences in which students take increasing
responsibility for their own learning.
10. Integrates the teaching of reading, listening, writing, speaking, viewing and
the use of appropriate learning tools (e.g., calculators, computers, etc.) within
B. The teacher plans assessment of student learning effectively.
1. Determines specific and challenging standards for student learning.
2. Develops and uses authentic assessment which describes a student's learning
process as well as his/her learning achievements.
3. Incorporates time for individual and interactive reflection including response
journals, debriefings and group discussions.
C. The teacher monitors students' understanding of the curriculum effectively and
adjusts instruction, materials, or assessments when appropriate.
1. Regularly uses a variety of formal and informal authentic assessments of
students' achievement and progress for instructional revisions and decision-
2. Implements evaluation procedures which appropriately assess the objectives
3. Communicates student progress to parents, students and staff members in a
timely fashion using a range of information including portfolios, anecdotal
records and other artifacts.
4. Prepares and maintains accurate and efficient record-keeping systems of the
quality and quantity of student work.
5. Uses individual and group data appropriately; maintains confidentiality
concerning individual student data and achievement.
III. Effective Management of Classroom Environment
A. The teacher creates an environment that is positive for student learning and
1. Implements instructional opportunities where students are interacting with
ideas, materials, teachers and one another.
2. Implements curriculum experiences in which students take increasing
responsibility for their own learning.
3. Demonstrates an openness to student challenges about information and ideas.
4. Uses classroom time and classroom space to promote optimal learning.
5. Understands principles and patterns of child growth and development and
uses this knowledge in working with students.
6. Establishes classroom procedures that maintain a high level of students' time-
on-task and that ensure smooth transitions from one activity to another.
B. The teacher maintains appropriate standards of behavior, mutual respect and
1. Maintains systematic approach to discipline by establishing and
administering a consistent and fair set of rules supporting appropriate
2. Manages routines effectively.
3. Maintains appropriate professional boundaries with students.
4. Serves as a positive role model for students.
IV. Effective Instruction
A. The teacher makes learning goals clear to students.
1. Makes connections between concepts taught and students' prior knowledge
2. Regularly checks for students' understanding of content and concepts and
progress on skills.
3. Identifies confusions and misconceptions as indicated by student responses
and regular assessment strategies. Remediates, reteaches, or extends teaching
to meet individual and/or group need.
4. Communicates clearly in writing and speaking, using precise language.
5. Understands and shows students the relevance of the subject to life-long
B. The teacher uses appropriate instructional techniques.
1. Uses a variety of teaching strategies, including cooperative, peer and project-
based learning; audio-visual presentations, lecture, discussions and inquiry,
practice and application; and the teaching of others.
2. Provides options for students to demonstrate competency and mastery of new
material, including written work, plays, art work, oratory, visual
presentations, exhibitions and portfolios.
3. Uses a variety of appropriate materials in order to reinforce and extend skills,
accommodate learning styles and match instructional objectives.
4. Causes students to become cognitively active in summarizing important
learnings and integrating them with prior knowledge.
5. Demonstrates working knowledge of current research on optimum means for
learning a particular discipline.
C. The teacher uses appropriate questioning techniques.
1. Uses a variety of questioning techniques, including those which encourage
and guide critical and independent thinking and the development of ideas.
2. Presents information recognizing multiple points of view; encourages
students to assess the accuracy of information presented.
D. The teacher evaluates, tries innovative approaches, and refines instructional
strategies, including the effective use of technologies, to increase student
learning and confidence to learn.
1. Regularly tries innovative approaches to improve instructional practices.
2. Continually evaluates, tries innovative approaches and refines instructional
strategies, including the effective use of technologies, to increase student
learning and confidence about learning.
3. Assesses instructional strategies in authentic ways by comparing intended
and actual learning outcomes.
V. Promotion of High Standards and Expectations for Student Achievement
A. The teacher communicates learning goals and high standards and expectations
1. Regularly communicates objectives or learning outcomes to students.
2. Regularly provides feedback to students on their progress on goals and
3. Communicates standards, expectations and guidelines regarding quality and
quantity of students' work, work procedures and interpersonal behavior to
students and parents.
4. Responds to students' answers and work so as to keep students open,
thinking, and willing to take risks and to persevere with challenging tasks.
5. Models the skills, attitudes, values and processes central to the subject being
B. The teacher promotes confidence and perseverance in the student that stimulate
increased personal student responsibility for achieving the goals of the
1. Uses prompt feedback and student goal setting in order to increase student
motivation and ownership of learning.
2. Develops and supports students' awareness of themselves as learners and
their ability to overcome self-doubts associated with learning and take risks.
3. Nurtures students' eagerness to do challenging work and provides incentive,
interest and support for students to take responsibility to complete such tasks
4. Acts on the belief that all students can learn and that virtually all can master a
challenging core curriculum with appropriate modifications of instruction.
5. Encourages and supports students to believe that effort is a key to high
achievement and acknowledges and values student work, study and inquiry.
6. Regularly identifies students needing extra help and secures student
cooperation and participation in extra help sessions.
7. Identifies students who are not meeting expectations and develops a plan that
designates the teacher's and the student's responsibilities regarding learning.
8. Demonstrates attitudes of fairness, courtesy and respect that encourage
students' active participation and commitment to learning.
9. Builds positive relationships with students and parents to enhance students'
abilities to learn effectively.
10. Recognizes and responds appropriately when an individual student is having
social and/or emotional difficulties which interfere with learning and/or
participation in class.
VI. Promotion of Equity and Appreciation of Diversity
A. The teacher strives to ensure equitable opportunities for student learning.
1. Provides opportunities to include all students in the full range of academic
programs and activities and extra-curricular activities.
2. Addresses the needs of diverse student populations by applying and adapting
constitutional and statutory laws, state regulations and Board of Education
policies and guidelines.
B. The teacher demonstrates appreciation for and sensitivity to the diversity
1. Demonstrates sensitivity to differences in abilities, modes of contribution,
and social and cultural backgrounds.
2. Develops and implements educational and organizational strategies that are
effective in meeting the needs of a diverse student body.
3. Functions effectively in a multi-lingual, multi-cultural and economically
VII. Fulfillment of Professional Responsibilities
A. The teacher is constructive and cooperative in interactions with parents and
receptive to their contributions.
1. Keeps parents informed of student's progress and works with them, in
culturally appropriate ways, to aid in the total development of the student.
2. Maintains professional boundaries with parents.
B. The teacher shares responsibility for accomplishing the goals and priorities of
his/her grade/team/department, building and school district.
1. Maintains professional boundaries with colleagues.
2. Works constructively with others to identify school problems and suggest
3. Works collaboratively with other staff in planning and implementing
interdisciplinary curriculum, instruction and other school programs and
shares expertise and new ideas with colleagues.
4. Participates in student or school activities.
5. Cooperates with other teachers about students' overall work load.
C. The teacher is a reflective and continuous learner.
1. Reflects about and acts on what students need to know and be able to do and
about what the teacher can do to foster learning.
2. Uses available resources to analyze, expand, and refine professional
knowledge and skills; resources can include professional organizations,
academic course work, school-based staff, administrative and community
resources, and other colleagues.
3. Participates in activities that demonstrate a commitment to the teaching
4. Seeks out information in order to grow and improve as a professional.
5. Is receptive to suggestions for growth and improvement.
603 CMR 35.00: M.G.L. c.69, §1B; c.71, §38
STUDENT BEHAVIORAL GUIDELINES
Specific School Requirements
All instructors will review with students the regulations in effect at North Shore Technical
High School, as found in the Student Handbook, on the first day of school. They are
applicable to all students in attendance. All instructors will review with students their
classroom expectations on the 1st day of school.
It is expected that the instructor involved will handle most minor infractions of school
or class rules. Should a student habitually behave in a manner prejudicial to good order,
he/she should be sent or referred to the Assistant Principal for disciplinary action.
In dealing with students, we should try to be flexible and avoid rigidity unless a situation
develops where someone's safety is compromised. In view of this, the following
suggestions are made:
A. When it becomes necessary to discipline a student, it should be remembered that the
most effective method is a private discussion of the problem. A "dressing down"
before the entire class seldom is effective and usually breeds resentment or further
B. Many petty problems in this area can be avoided if a teacher can maintain a sense of
humor and perspective concerning the situation.
C. If special rules are needed for your situation, make sure that they are clear, posted,
and understood by all students.
D. If discipline is administered by the instructor, make sure that the action helps to
correct the situation, that it is fair and equal to the extent of the offense. Under no
conditions should the instructor threaten a student or promise discipline that cannot
be carried out.
E. Teachers should not presume the disciplinary action that the Assistant Principal or
Principal will take. Such presumptions can prove embarrassing to the instructor
F. In the rare event that a student should become abusive, violent or extremely angry, it
must be remembered that this may be an emotional display indicative of immaturity.
In a situation like this, it is best to remain calm and call the Office for assistance.
G. If a student is sent to the office for disciplinary action, the instructor MUST
submit a written Student Behavioral Referral to the Assistant Principal.
BE FAIR BE FIRM BE CONSISTENT
A. It is the responsibility of all staff members to help enforce the discipline policy and
established rules of the school at all times and in all locations on the school grounds.
B. Discipline is best maintained in a preventative manner in classrooms and shops
where students are interested, well directed, and where each student is encouraged
to participate to the best of his/her ability. It is the duty of each instructor to provide
the above-mentioned conditions to help each student perform to the best of his/her
C. Teacher Detention – Any instructor may require a student to stay beyond the
regular school day for disciplinary reasons related to classroom behavior. These
detention may be assigned any day and will be served from 2:35 P. M. until 3:15 P.
M. Twenty-four hours advance notice will be provided to the students requiring
transportation unless waived by mutual agreement between teacher and student.
With parental permission, students may be detained on days school-provided late
transportation is unavailable. Students are expected to serve any detention assigned
by North Shore Tech staff on the designated day.
1. If a student has a valid excuse for not attending an assigned detention (i.e.;
dental or medical appointment, court appointment, etc.) he/she must present a
note from his/her parents to the instructor documenting the reason for being
unable to attend on the day assigned. An alternate date will be agreed upon and
scheduled within two school days of the infraction that caused the penalty to be
assigned. Having to work will not be considered an acceptable or valid excuse.
2. Teachers assigning detention will give detention slips to students' homeroom
teachers to be distributed on the morning the detention is to be served.
3. Students who fail to report to teacher-assigned detention will be referred to the
administration for discipline.
Discipline / Student Misconduct
Category A: (handled by teacher)
• Tardiness to class
• Any violation of an individual teacher’s classroom rules or school-wide policy, such
as a minor class disruption, non-cooperation, failure to complete academic
assignments, cheating, dress code violation, (i.e., wearing head coverings, etc.) ID
violation, food or drink outside cafe, leaving class without permission, etc.
Consequence: Verbal warning, teacher detention, parental contact, office detention. For
chronic (3 or more) infractions, referral to administration.
Category B: (handled by Administration)
• Bus violation (see also School Bus Conduct.)
• Corridor/bathroom pass violation
• Excessive class cuts
• Failure to follow tardy procedures
• Failure to report to teacher detention
• ID violation (repeat offenders)
• Inappropriate language
• Misbehavior in the cafeteria
• Refusing to give name or ID to any staff member
Consequence: Office detention, in-school suspension, out-of-school suspension at the
discretion of the administrator, given the circumstances and the student’s prior conduct
Category C: (handled by Administration)
• Bullying (abusive remarks, name calling, teasing, spreading rumors)
• Chronic cheating, plagiarism (See plagiarism policy)
• Computer network violation
• Failure to report to office detention
• Forgery, lying
• In parking lot or outside the school building during school hours without permission
• Insolence/insubordination (refusal to follow a reasonable request)
• Intentional defacing of destruction of school property
• Obscene, profane, or vulgar language directed toward a peer
• Smoking or possession and/or use of tobacco products or smoking paraphernalia
• Encouraging escalation of a physical fight from the sidelines
Consequence: In-school suspension (ISS) up to five (5) days or out-of-school suspension
(OSS) at the discretion of the administrator, given the circumstances and the student’s
prior conduct history.
Category D: (handled by Administration)
• Any act that has the potential to cause or that results in the injury of student or staff.
• Any act which disrupts the educational climate of the school
• Any unlawful act taking place in school or on school property, which makes the
student subject to legal prosecution
• Assault and/or battery on a peer. Assault and/or battery on a staff member*
• Direct insubordination concerning penalties assigned by administration or refusing to
report to any administrator
• Engaging in a physical fight
• Failure to follow ISS rules or to report to In-school suspension when assigned
• Felony Charge*
• Flagrant disrespect
• Gambling/possession of gambling paraphernalia
• Harassing language or behavior directed toward another based upon gender, race,
religion, color, national origin, sexual orientation, or disability
• Inappropriate touching
• Leaving school without following proper dismissal procedures
• Obscene language/gesture directed toward a staff member
• Organizing or participating in hazing acts
• Possession, sale, and/or use of a controlled substance (alcohol/drugs) or
possession of drug paraphernalia on school property*
• Possession or use of a weapon (gun, stun gun, knife, etc.)*
• Possession and/or use of fireworks
• Present on school grounds or at school events while on out-of-school suspension.
• Tampering with or pulling a fire alarm or being a party to such an act
• Theft, possession of stolen property
• Threats, instigating, intimidation
• Vandalism (restitution required)
• Violation of another’s civil rights*
Consequence: Out-of-school suspension (OSS) up to ten (10) days at the discretion of
*These infractions are an automatic ten (10) days Out-of-School suspension.
* May be subject to a long term suspension from school by the Principal if the
student’s continued presence in the school would have a substantially detrimental
effect on the general welfare of the school.
Referrals of Students to the Student Support Team (S.S.T.)
If a student is having unusual or repeated academic, emotional, behavioral, or adjustment
issues in a class, the teacher should refer the student to the Student Support Team (SST).
The SST Referral forms are located in the main office and in the guidance office. The SST
will address all students referred and will make pre-SPED determinations (decisions about
initial evaluations) as well as determinations for outside assistance, CHINS filing, etc. The
SST will closely examine a student’s academic performance as well. In all cases, the
referring teacher(s) will be notified in a timely manner of the disposition of the case.
Referrals of Students to the Assistant Principal
If a student has misbehaved and the infraction needs to be brought to the attention of the
assistant principal, please fill out the proper Disciplinary Form in a timely manner so the
appropriate action can be taken by administration. In the event that a teacher removes a
disruptive student from class, the student should be sent to the discipline room in the main
office, and the assistant principal should be informed, as soon as is practicable, about why
the student was sent from the class. The teacher should telephone x222 to notify the office
that the student has been sent.
Students’ requests to withdraw from any course must be processed through the Guidance
STUDENT CONDUCT AND DISCIPLINARY PROCEDURES
Alcohol & Drugs
The use of these substances compromises the educational environment at this school and the
safety of the students enrolled here. The sale or distribution of such substances is an
extremely serious offense. Therefore, a policy for effectively dealing with these situations
Students are not permitted to possess or use alcohol or drugs, including over the counter
medication, on school property. All medications, which are to be taken during the school
day, must be given to the school nurse in a container clearly marked with the contents,
dosage and student name. A pass will be issued for the student to return to the Nurse's
Office to take the medication at the prescribed time.
The possession of alcohol and drugs, sale of alcohol and drugs, or being under the influence
of alcohol or drugs (with the exception of that prescribed for certain individuals) on school
property or at school functions is not permitted.
In order to coordinate school and community efforts toward finding more effective ways to
promote awareness of the dangers of drug and alcohol use and abuse and to develop sound
preventative measures to cope with the problems, North Shore Technical High School has
entered into a written understanding with the Middleton Police Dept. regarding the handling
and disposition of students involved with these substances. A component of this
understanding involves the possible referral of students to the Essex County Juvenile
The full text of this agreement may be found in the last section of this booklet.
In support of this philosophy, North Shore Technical High School prohibits the use or
possession of alcohol or other drugs, or any device or paraphernalia associated with these
substances, during the school day, on school property, or at any school-sponsored function.
Violations are considered Class III infractions and may result in school expulsion.
Please be aware of the following policies on Harassment, Bullying, Cyberbullying, and
Hazing that are in the Student Handbook. A student may report such incidents to you
and you should notify the Principal, Title IX Coordinator or Assistant Principal of
such incidents immediately.
Harassment on the basis of race, national origin, age, sex, sexual orientation or disability is
not only against school rules but also against state & federal laws and will not be tolerated.
By the law, sexual harassment is defined by the victim. What one person may consider
acceptable may be viewed as sexual harassment by another. If you feel that you are being
harassed you should report this to a teacher, a counselor, the nurse or an administrator
immediately. Action will be taken to correct the situation promptly with respect for the
confidentiality of the people involved. Sexual Harassment will be reported to the Title IX
Coordinator as outlined in the North Shore Regional School District Harassment Policy.
Title IX Coordinator Ellen Kline (extension 342.) A copy of the complete policy is
available in the Guidance and Main Offices.
Harassment offenses are cumulative from year to year. Harassment means any kind of
conduct, physical or verbal, that is derogatory to a person and designed to demean,
intimidate or interfere with a person’s school or work performance. Harassment may
include, but is not limited to:
• Name-calling, teasing, offensive noises, jokes, comments, demeaning or lewd
remarks and gestures that are unwanted and offensive.
• Display or circulation of written or pictorial material that is offensive, abusive or
• Pressure for dates, sex or information about personal sexual experiences.
• Unwanted verbal or physical sexual advances.
• Unwanted touching, patting, pinching, pulling or lifting of clothing, other than
necessary restraints to avoid physical harm.
Continued harassment will move the offense into Category D.
North Shore Technical High School will maintain an environment free of bullying.
Bullying, defined as: intimidation (either physical or psychological), threats of any
kind (stated or implied), assaults of students—(physical, verbal, psychological or
emotional), or attacks on student property, has no place in a school setting. Bullying is
a form of harassment.
A copy of the policy is available in the Main Office or the Student Services Office.
Guidelines to Stop Harassment
If you are uncomfortable about the words or actions of another person, tell them and ask
them to stop the behavior. If you need help doing this, ask an adult in the building to help
you. If the behavior stops, there may have been no intentional harassment.
However, if the behavior continues TELL your teacher or someone in authority and put
your complaint in writing. Be specific about the behavior, when & where it happened and
how you asked the person to stop. Give your complaint to Ms. Kline in Guidance. She will
take action regarding the offending student.
• If there is a misunderstanding of the nature of the behavior & the offender agrees to
stop, the written record will be placed on file.
• If the behavior continues or there is retaliation, the harassing student will be subject
to full disciplinary consequences including suspension.
Staff who witness any kind of harassment are required to report the conduct to the Title IX
Coordinator, even if the victim does not express disapproval or file a complaint.
Sexual Harassment may constitute child abuse under Massachusetts Law C119 §§ 51a.
North Shore Technical High School will comply with the Massachusetts Law in reporting
suspected cases of child abuse to the Department of Social Services.
Please refer to the “Laws Pertaining to Students” section of the Student Handbook for
Teachers, please also reference the Sexual Harassment Policy provided to you by the
Bullying and Cyber-bullying are prohibited and may result in disciplinary action by the
school administration. In the near future the North Shore Regional Vocational School
District will adapt its policy on bullying to support the information in this handbook and
Massachusetts Laws Chapter 92 of the Acts of 2010.
Bullying is the repeated use by one or more students of a written, verbal, or electronic
expression or a physical act or gesture or any combination thereof, directed at a victim that:
(i) causes physical or emotional harm to the victim or damage to the victim’s property; (ii)
places the victim in reasonable fear of harm to himself or of damage to his property; (iii)
creates a hostile environment at school for the victim; (iv) infringes on the rights of the
victim at school; or (v) materially and substantially disrupts the education process or the
orderly operation of a school. Bullying may include conduct such as physical intimidation
or assault, including intimidating an individual into taking an action against his/her will; oral
or written threats; teasing; putdowns; name-calling; stalking; threatening looks, gestures or
actions; cruel rumors; false accusations; and social isolation.
Cyber-bullying is bullying through the use of technology or any electronic communication,
which shall include, but not be limited to, any transfer of signs, signals, writing, images,
sounds, data or intelligence of any nature transmitted in whole or in part by a wire, radio,
electromagnetic, photoelectronic or photo optical system, including, but not limited to,
electronic mail, internet communications, instant messages or facsimile communications.
Cyber-bullying shall also include (i) the creation of a web page or blog in which the creator
assumes the identity of another person or (ii) the knowing impersonation of another person
as the author of posted content or messages, if the creation or impersonation creates any of
the conditions enumerated above in clauses (i) to (v), inclusive, of the definition of bullying.
Cyber-bullying shall also include the distribution by electronic means of communication to
more than one person or the posting of material on an electronic medium that may be
accessed by one or more persons, if the distribution or posting creates any of the conditions
enumerated above in clauses (i) to (v), inclusive, of the definition of bullying. Cyber-
bullying may include conduct such as sending derogatory, harassing or threatening email
messages, instant messages, or text messages; creating websites that ridicule, humiliate, or
intimidate others; and posting on websites or disseminating embarrassing or inappropriate
pictures or images of others.
A hostile environment is a situation in which bullying causes the school environment to be
permeated with intimidation, ridicule or insult that is sufficiently severe or pervasive to alter
the conditions of the student’s education.
Retaliation is any form of intimidation, reprisal, or harassment against a person who reports
bullying, provides information during an investigation of bullying, or witnesses or has
reliable information about bullying.
Authority of the School Administration
Bullying can occur in many places among and between students. Bullying which occurs
away from school can nevertheless have a serious impact on a student’s ability to engage in
the educational process. Therefore, students are prohibited from engaging in any bullying
• on school grounds or any space adjacent to school grounds;
• at the bus stop or on school buses or any other school vehicles;
• at any school-sponsored, or school-related activities, functions or programs;
• through use of any school-based technology including but not limited to school
computers or the school’s internet connection;
• at a location, activity, function or program, that is not school related, or through
student owned technology, including home computers and cell phones, if the
bullying creates a hostile environment at school for the victim, infringes on the rights
of the victim at school or materially and substantially disrupts the education process
or the orderly operation of a school.
Reporting Bullying: Students who are victims of bullying, who witness bullying activity,
or who are retaliated against for reporting bullying, should report the incident to the
principal. Students may also report to a teacher or guidance counselor, or other trusted adult
in the building, who will in turn report the incident to the principal.
A student who knowingly makes a false accusation of bullying or retaliation shall be subject
to disciplinary action.
Consequences for Bullying and Retaliation
Students who engage in bullying will be subject to discipline by the Principal or Assistant
Principal. Depending on the nature and severity of the bullying, students may face a range
of possible consequences, including but not limited to, one or more of the following:
• verbal warning;
• written warning;
• short-term or long-term suspension; or
• expulsion from school as determined by the school administration and/or school
committee, subject to applicable procedural requirements.
Nothing in this policy is intended to prevent the school administration and/or school
committee from taking disciplinary action against a student for conduct that does not meet
the definition of bullying, as defined above, but nevertheless is inappropriate for the school
In accordance with state and federal laws and regulations, the practice of “hazing,” in all its
forms, is prohibited at the school. The term “hazing’ shall mean any conduct or method of
initiation into any student organization, whether on public or private property, which
willfully or recklessly endangers the physical or mental health of any student or other
person. Such conduct shall include whipping, beating, branding, forced calisthenics,
exposure to the weather, forced consumption of any food, liquor beverage, drug or any other
substance, or any other brutal treatment or forced physical activity which is likely to
adversely affect the physical health or safety of any such student or any other person, or
which subjects such student or other person to extreme mental stress, including extended
deprivation of sleep or rest or extended isolation. Consent shall not be available as a defense
to any prosecution. Please refer to the “Laws Pertaining to Students” section of this
handbook for further clarification.
Habitual School Offenders
Chronic school offenders or a student who commits a serious offense, including, but not
limited to, those listed on Category D of the discipline code, may be referred to the School
Committee for permanent expulsion.
Any student who has accrued more than five (5) suspensions in a school year will be
considered a habitual offender. This includes in-school and out-of-school suspensions.
Habitual offenders may be subject to some or all of the following dispositions: Loss of
parking privilege, pass restriction, loss of privilege to participate in student activities,
hearing with the Principal. All subsequent violations suspensions will result in out-of-
Disciplining Students with Special Needs
All students are expected to meet the requirements for behavior as set forth in the student
handbook. Chapter 71B of the Massachusetts General Laws, know as Chapter 766, requires
that additional provisions be made for students who have been found by an evaluation
TEAM to have special needs and whose program is described in an Individualized
Education Plan (IEP). The following additional requirements apply to the discipline of
special needs students.
1. The IEP for every special needs student will indicate whether the student can be
expected to meet the regular discipline code or if the student’s handicapping
condition requires a modification. Any modification will be described in the IEP.
2. The Principal or designee will notify the Special Education Office if a special needs
student commits an offense that warrants suspension according to the discipline
code, and a record will be kept of such notice.
3. When it is known that the suspension(s) of a special needs student will accumulate
to ten days in a school year, a review of the IEP, as provided in Section 33 of the
Chapter 766 Regulations, will be held to determine the appropriateness of the
student’s placement or program. The TEAM will make a finding as to the
relationship between the student’s misconduct and his/her handicapping condition
• Design a modified program for the student, or
• Write an amendment to provide for the delivery of special education
services during the suspension and any needed modifications of the IEP
relative to discipline code expectations
4. All students who have been suspended more than five cumulative days will be
referred to the Student Support Team (SST). The SST will determine what
assessment may be needed to determine if the student is eligible to receive support
services and thus fall under the Chapter 766 disciplinary provisions.
SPECIAL EDUCATION MEETING PROTOCOL
The IEP TEAM Meeting Members’ Expectations in Relation to the Chairperson’s Role
The IEP TEAM determines the need to develop an IEP, which is a legal
document. The TEAM meeting is governed by established laws.
The role of the Chairperson, in part, is to run the TEAM meeting according
to Special Education Regulations and an established agenda. The Chairperson is responsible
for moving the meeting along to complete the
agenda in a timely and professional manner.
Teachers and all TEAM members need to follow the lead of the chairperson of the meeting.
Sometimes a Chairperson may need to intervene during a teacher or any other TEAM
member’s presentation or discussion to either clarify a point or call a point of order to
maintain a time line and follow correct procedures.
If this occurs, please do not take this personally, it is a necessary function and role of the
The Chairperson may request at a meeting that points being made be relevant to the
student’s current IEP so as to assist in the development of an IEP that will focus on the
current special education needs of the student.
Chairperson and Letter of Excusal
If an invited TEAM member has to leave the meeting before the end of the meeting , the
Chairperson is responsible for obtaining parental permission for excusal, provided that the
parent has had the opportunity to have questions answered by the TEAM member leaving
While the Chairperson is guiding parents or guardians through paper work required to be
signed during the meeting, it is important for the rest of the TEAM to remain quiet out of
respect for the parents’ rights to concentrate on the documents they are signing.
Purpose of IEP Meetings and the Teacher’s Role ~ Information and Talking Points
Type of Meeting:
A. Initial Evaluation:
a. The TEAM determines a student’s eligibility for special
i. The teacher role is to present the student’s
progress in the classroom
ii. Present observed and documented learning
concerns as well as accommodations and
teaching styles that have been effective
B. Annual Review Meeting
a. The TEAM reviews current progress toward IEP goals
and benchmarks and determines appropriate goals,
benchmarks, and accommodations for the IEP.
i. The teacher role is to present the student’s
progress in the curriculum content areas as
related to current IEP
ii. State appropriate and necessary accommodations
the teacher has found effective for the student
C. Three Year Re-Eval Meeting
a. TEAM reviews student progress and testing and
evaluation reports to re-determine eligibility for special
i. The role of the teacher is to present the student’s
progress in the curriculum content areas as
related to the current IEP
ii. Present observed and documented effective use
Teachers are encouraged to ask questions and speak with the students’ liaisons in regard to
All written records should be done in a professional manner
All written records about students, regardless of origin, can be made public
⇒ Individual teacher reports for IEP meetings
⇒ Teacher reports for Collective Responsibility Case Studies
⇒ Hand-written teacher notes
Write everything about a student anticipating that their parent/guardian will
⇒ Try to take negatives and phrase them positively
• Positive “Sandwich”
Return paperwork in the timeframe established
Individual Teacher Reports for Special Education Meetings
Team Chairs utilize forms for teacher reports
Things to consider when preparing an individual teacher report:
⇒ Try to be concise
⇒ Stick to the priority area(s) of concern
⇒ Focus on data or concrete information
⇒ Use parent-friendly language / avoid jargon
⇒ Avoid anecdotal evidence or story-telling
When asked to write about accommodations
⇒ Work off of the IEP you already have
• What is effective in your room?
• What is not currently necessary in your room for academic
Parent Perspective ~ Things To Be Aware Of At Team Meetings…
Parents are a member of the team.
Put yourself in the shoes of the parent.
Present positive verbal and nonverbal messages.
Know your audience’s cultural and family circumstances.
Any information brought up should be in relation to the student’s educational plan.
Confidentiality is very important.
Translation should be accurately conveyed for all members of the team.
Helpful Meetings Reminders
DO make frequent eye contact and maintain a friendly demeanor.
DON’T do other tasks during the meeting (i.e. grading papers, eating, etc.).
DO start with positive statements about the student.
DON’T discuss other students during the meeting.
DO ask questions to get clarification.
DON’T make promises or statements at the meeting that you may not be able to follow
DO respect timeframes and the meeting’s agenda.
DON’T get into arguments with other teachers or parents.
DO come prepared for the meeting.
STAFF ATTENDANCE AND RESPONSIBILITIES
Upon arrival each morning teachers are to sign in, check their mailboxes, and pick up
attendance packets, if necessary. Teachers are expected to be in their instructional (or other
assigned) areas by 7:45 a.m. and are requested to supervise the corridors surrounding their
areas (or supervise assigned areas) prior to the homeroom period, which begins at 7:55 a.m.
All morning assignments begin at 7:45. a.m. Teachers are also reminded to supervise the
corridors between classes. Physical presence is a major deterrent for student discipline.
The teachers' workday shall be from 7:45 a.m. to forty-five (45) minutes after the close of
school three days per week. The teachers’ workday shall be from 7:45 a.m. to fifteen (15)
minutes after the close of school on Fridays and on the remaining weekday. In the event that
classes are dismissed earlier than the customary time, whether for the Thanksgiving holiday, or
for inclement weather, or other cause or emergency, teachers may leave fifteen (15) minutes
after student dismissal. The foregoing does not apply on days when in-service workshops are
scheduled, or in the event that classes are dismissed due to an act of violence or other crisis
where it is essential for teachers to be present to plan for staff response to said event.
Teachers shall make themselves available in their teaching areas on three (3) days per week for
extra help and will encourage students to avail themselves of that opportunity. One of these
days shall be on a day designated for all teachers in each of the various departments to be
available. The Principal and the respective Department Coordinators shall determine these
designated days after consulting with the teachers in the departments supervised. The other
two days shall be of the teacher’s choosing. All teachers shall make their students aware of the
days on which they are available for extra help.
Teachers who do not have students back for extra help and/or individual discipline and who
have fulfilled all other obligations of their position which would require them to remain until
3:15 p.m. may leave (30) minutes after the close of school on the departmental day back and
fifteen (15) minutes after the close of school on the other two extra help days. Teachers are to
sign out when leaving the building. It is acknowledged that a specific professional or personal
obligation may, on occasion, require that a teacher schedule an extra help or individual
discipline session on a day other than those regularly scheduled. In this case, the teacher shall
notify the Principal with as much prior notice as possible.
Teachers will be required to stay until 3:15 p.m., not to exceed two (2) days per month, for
curriculum related work, common planning time, or professional development.
Any teacher leaving the building during the school day is asked to sign out in the main office.
If you will be absent from school, please call the Assistant Principal, at school,
(978)762-0001, ext. 222, before 6:30 a.m. You may leave a message on voice mail at any
time. We are more likely to get a substitute if teachers call in as early as possible before 6:30
Teachers who expect to be tardy are to call the school (978) 762-0001, Ext. 222 no later than
7:00 a.m. to notify the office.
Absences on the part of the teacher quite naturally, have an adverse effect on the progress of
the students in the class. Therefore, teachers should try to take care of medical or dental
appointments, legal commitments, and other personal problems after school hours so that the
number of class disruptions during the year can be minimized. Whenever a teacher is absent
for any reason, it is imperative that suitable lesson plans, class books and instructional
materials are available for the substitute teacher. All non-licensed substitute teachers are to
be supervised by an appropriately licensed vocational technical teacher while serving in a
vocational technical program. Said non-licensed substitutes may NOT supervise students
using hazardous equipment.
No School Announcements
School cancellations will be announced on Radio Station 104.9, WBZ and television stations
WBZ channel 4, WCVB channel 5, WHDH channel 7 and the Fox Network. The school
will also make notifications via our school’s ConnectED Program.
The use of tobacco is not allowed on school property.
Alcohol & Drugs
1. No liquor or any alcoholic beverage will be served or consumed on school property under
2. All teachers are prohibited from possessing, distributing, or using illicit drugs on school
premises and at school sponsored activities. Illicit drugs are defined as controlled
substances under M.G.L. c.94C and include narcotics, cannabis, stimulants, depressants,
and hallucinogens or “designer drugs” not authorized by prescription.
3. In order to avoid any misunderstanding, it is recommended that a teacher who is taking
prescribed medication(s) which might be construed as affecting his/her behavior or
performance at work notify the Principal, the school nurse, and/or an Association
representative of this fact in advance
4. Any teacher who by clear and convincing evidence violates this policy may be subject to
disciplinary action up to and including dismissal, subject to the procedural rights granted
under M.G.L. c. 71 s.42.
5. A teacher who is not in violation of this policy who voluntarily requests assistance from
a rehabilitation program in dealing with a personal drug or alcohol problem shall not
jeopardize his/her continued employment by the District in doing so.
Please refer to Sexual Harassment Policy provided to you by the Superintendent’s Office.
Possession of a Firearm
No one, other than law enforcement officers or those who have written authorization from the
School Committee or from the Superintendent-Director and proper license to carry firearms, is
authorized to have a firearm in his/her possession in any school building or on school property.
It is illegal to be in possession of such an instrument on school property and any person found
with a firearm in violation of the law will be prosecuted and be subject to the consequences
indicated in the tenets of this law.
Teacher & Professional Staff Role in School Discipline
Teachers and professional staff are responsible for discipline throughout the school building,
whether or not the particular offender happens to be a student in his/her class. Teachers are
expected to monitor corridors between classes, before and after school, and in all other areas of
Role of Others in School Discipline
Personnel other than teachers and administration (paraprofessionals, non-instructional,
supportive, and office personnel) are also responsible for monitoring student behavior. Such
persons have been directed to send an offending student to the Assistant Principal's Office
and/or report any infraction to a teacher.
Corridor supervision is necessary. No schedule is posted, but each teacher is responsible for
corridor supervision in the area of his/her classroom and as he or she sees a need anywhere.
Infractions should be handled by the instructors or referred to the Assistant Principal as needed.
Bus / Cafeteria Supervision
Proper bus and cafeteria supervision is important to the overall control of school discipline.
Schedules for supervision of these areas will be distributed and it is the teacher's responsibility
to maintain such established schedules.
Bus supervision will be necessary at both AM unloading and PM loading of buses. The
teacher(s) in charge should handle problems of a minor nature. Infractions of a serious nature
that cannot be handled by those in charge should be referred immediately to the Assistant
The supervision of the students during the lunch period consists of maintaining proper
behavior, helping to keep the students progressing through the lunch line, and giving assistance
to the students whenever needed.
1. Upon leaving school at the close of the day, each teacher will see that the following
procedures are adhered to:
2. All classroom doors should be closed and locked. All lights should be turned off.
3. Desk drawers, closets, file cabinets, and other furniture items will be left locked.
4. Keys for the above locked cabinets will be carried on the teacher's person. Teachers may
not use their own locks. All locks for tool cribs, cabin etc., will be issued through the
5. All outside doors and windows in a teacher's assigned shop and/or classroom must be
locked by the instructor in charge at the close of the day.
6. Teachers will report any missing, lost or stolen keys to the office immediately.
Teachers driving to school must fill out a form at the Principal's office listing descriptive
information about the vehicle or vehicles they will be operating and parking on school
property. Parking stickers will be issued by the office for these vehicles. Parking areas will be
designated for faculty use.
SCHEDULES, MEETINGS, & FORMS
Teachers should refer to the “Back to School” packet that they receive at the beginning of
each school year as well as the school’s website www.nsths.net and the school network’s
Curriculum folder for information and forms.
Items enclosed in the above-mentioned packet include, the Student Handbook, a Plan/Grade
book, schedules for opening days, School Calendar, A/B Week Schedules, Time/Bell Schedule,
Lunch Schedule, Parking Permit form, Duty Assignments, First Aid Supplies Request, Fire
Drill and Field Trip Procedures, Teacher/Employee Emergency Contact Information form, and
many pertinent forms. Forms used within the school may also be obtained in the main office
and in the Curriculum folder, subfolder Information and Forms on the school’s network.
Policies & Laws
WRITTEN SCHOOL-POLICE MEMORANDUM OF
UNDERSTANDING RELATIVE TO DRUGS & ALCOHOL
The North Shore Technical High School, the Middleton Police Department and the Essex
County District Attorney’s Office agree to coordinate their response to violent,
delinquent, or criminal acts by students and to alcohol and other drug use, which occur on
school premises, or at school-sponsored or school-related events. To ensure a safe
educational environment, this collaborative effort between school administration and law
enforcement supports a “zero tolerance” for drugs, alcohol, weapons and violence. Non-
students involved in such acts on school premises or at school events are to be reported as
It continues to remain the sole prerogative of school officials to impose discipline for
infractions of school rules and policies. In cases where the school has reported an
incident to the police, as described below, the school agrees to notify the police
department before suspending a student under the provisions of M.G.L. Chapter 71,
M.G.L. Chapter 71, Section 37H requires each school district to have a written Code of
Conduct reflected in student handbooks stating the standards and procedures to assure
building security and safety of students and school personnel, and the disciplinary
measures to be taken in cases involving the possession or use of force, vandalism, or civil
rights violations. Reference to this memorandum shall be made in these handbooks.
A. To develop and implement a process for school officials and local police to
coordinate a response to criminal/delinquent behavior and to refer appropriate first
time or early offenders, ages 7-17 to the Essex County District Attorney’s Juvenile
Diversion Program. This program is an alternative to the court system.
Participating youth are required to attend counseling/education programs, perform
community service and in some cases pay restitution. Youth who successfully
complete the Juvenile Diversion Program will have no court record.
B. To work with a Substance Abuse Advisory Committee, which should include
representatives for the school-age population, local police, clergy, parents, teachers,
school administrators, community agency representatives and the District
Attorney’s Juvenile Diversion Coordinator, and which should make
recommendations to the appropriate school officials and parent groups concerning
more effective ways to promote an awareness of the danger of drugs and alcohol
abuse and sound preventative measures.
While acknowledging that school officials are not agents of the police or Commonwealth
and the Commonwealth and police are not agents of the school, the school and police
should develop policies and protocols for coordinated efforts.
A. The Superintendent of Scholl and the School Principal are responsible for reporting
acts. The Police Chief shall designate an officer (or officers) to coordinate all
reported criminal acts.
A Mandatory reportable act shall include:
1.) Any serious incident of assaultive behavior, destruction of property, or
2.) Violation of a restraining order
3.) Possession of a dangerous weapon
4.) Finding any student who is in actual or constructive possession (which
means knowing that someone is in possession) of what is reasonably
believed to be a controlled substance as defined by state law, except that
possession of drugs pursuant to a valid prescription is a discretionary
5.) Having a reasonable belief that any student has sold or offered to seek or
otherwise distribute a drug which is believed to be a controlled substance
under the law.
A Discretionary reportable act shall include:
1.) Any student violation of a state or criminal statute that warrants reporting
but is not as serious as a mandatory reportable act
2.) Finding any student, regardless of age, who is reasonably believed to be
under the influence of alcohol or other drugs.
B. A teacher or other school employee who has reasonable grounds to believe that
student has committed a reportable act shall take (or cause to be taken) the student
to the Principal or Superintendent. The Principal or Superintendent shall ask the
reporting teacher/employee what happened and take custody of any physical
evidence. The Superintendent shall establish guidelines for teachers and employees
that define those violations of state criminal law which warrant reporting as a
discretionary reportable act.
C. The Principal/Superintendent shall inform the student and his/her parent or guardian
of the nature of the offense and inform them that certain offenses must be reported
to the police. The Principal/Superintendent may offer the student the opportunity to
respond to the teacher/employee’s report. The Principal/Superintendent shall in the
case of a mandatory reportable act, and may in the case of a discretionary reportable
act, notify the police of the incident and the existence of any physical evidence. All
contraband (drug, alcohol, firearms, and dangerous weapons) shall immediately be
surrendered to the police
In addition, the Principal/Superintendent will comply with M.G.L. Chapter 71,
Section 37L requiring that an incident involving a student’s possession or use of a
dangerous weapon on school premises at any time be reported in writing to the
Chief of Police. This report must be filed in any case involving a student’s
possession or use of a dangerous weapon on school premises, regardless of whether
it occurred during school hours and whether or not the student has been expelled.
D. School personnel are permitted to search a student’s clothing, personal possessions,
or locker at the direction of the Principal/Superintendent if there is a reasonable
basis for believing that the student is concealing material the possession of which is
prohibited by federal, state, or local law, or the provision of the School Discipline
Code. However, if the Principal/Superintendent believes, prior to the search, that
the student’s act should be
reported to the police, they should inform the police that the school intends to
conduct the search. The Principal/Superintendent shall inform students in writing at
the beginning of each school year of this practice. The Principal/Superintendent
should keep a record of such searches detailing time, place, reasons, and witnesses.
E. Upon notification from the Principal/Superintendent, police shall respond in cases
of mandatory reportable acts and may respond in other cases.
F. Juvenile offenders who meet eligibility criteria for the Essex County District
Attorney’s Juvenile Diversion Program may be admitted to that program in lieu of
prosecution. The Juvenile Diversion/Juvenile Justice Coordinator together with
police and the Assistant District Attorney will decide which candidates should be
offered the Juvenile Diversion Program. Cases that are not appropriate for the
Juvenile Diversion Program will be prosecuted through the Juvenile Justice System.
G. For those student offenders who have reached their seventeenth birthday, the police
and the assistant district attorney will decide which adult cases to prosecute in the
CHAPTER 150 OF THE ACTS OF 1987
Whoever not being a law enforcement officer, and notwithstanding any license obtained
by him under the provisions of chapter one hundred and forty, carries on his person a
firearm as hereinafter defined, loaded or unloaded, in any building or on the grounds of
any secondary school, college or university without the written authorization of the board
or officers in charge of such secondary school, college or university shall be punished by
a fine of not more than one thousand dollars or by imprisonment for not more than one
year, or both. For the purpose of this paragraph, "firearm" shall mean any pistol,
revolver, rifle or smoothbore arm from which a shot, bullet or pellet can be discharged by
PROHIBITING THE PRACTICE OF HAZING
Be it enacted by the Senate and House of Representatives in General Court assembled,
and by the authority of the same, as follows:
Chapter 269 of the General Laws is hereby amended by adding the following three
Section 17. Whoever is a principle organizer or participant in the crime of hazing as
defined herein shall be punished by a fine of not more than one thousand dollars or by
imprisonment in a house of correction for not more than one hundred days, or by both
such fine and imprisonment.
The term "hazing" as used in this section and in sections eighteen and nineteen, shall
mean any conduct or method of initiation into any student organization, whether on
public or private property, which willfully or recklessly endangers the physical or mental
health of any student or other person. Such conduct shall include whipping, beating,
branding, forced calisthenics, exposure to the weather, forced consumption of any food,
liquor, beverage, drug or other substance, or any other brutal treatment or forced physical
activity which is likely to adversely affect the physical health or safety of any such
student or other person, or which subjects such student or other person to extreme mental
stress, including extended deprivation of sleep or rest or extended isolation.
Section 18. Whoever knows that another person is the victim of hazing as defined in
section seventeen and is at the scene of such crime shall, to the extent that such person
can do so without danger or peril to himself or other, report such crime to an appropriate
law enforcement official as soon as reasonably practicable. Whoever fails to report such
crime shall be punished by a fine of not more than five hundred dollars.
Section 19. Each secondary school and each public and private school or college shall
issue to every group or organization under it authority or operating on or in conjunction
with its campus or school and to every member, plebe, pledge or applicant for
membership in such group or organization, a copy of this section and sections seventeen
and eighteen. An officer of each such group or organization, and each individual
receiving a copy of such sections seventeen and eighteen shall sign an acknowledgement
stating that such group, organization or individual has received a copy of said sections
seventeen and eighteen.
Each secondary school and each public or private school or college shall file, at least
annually, a report with the Regents of Higher Education and in the case of secondary
schools, the Board of Education, certifying that such institution has complied with the
provisions of this section and also certifying that said school has adopted a disciplinary
policy with regards to the organizers and participants of hazing. The Board of Regents
and in the case of secondary schools, the Board of Education shall promulgate regulations
governing the content and frequency of such reports, and shall forthwith report to the
attorney general any such institution which fails to make such report.
AN ACT PROHIBITING THE USE OF TOBACCO IN THE PUBLIC
It shall be unlawful for any student, enrolled in either primary or secondary public school in
the Commonwealth, to use tobacco products of any type on school grounds during school
Each school committee shall establish a policy dealing with students who violate this law.
This policy may include, but not be limited to, mandatory education classes on the hazards
of tobacco use.
Section 2. This act shall take effect September first, nineteen hundred and eighty-nine.
AN ACT REQUIRING SCHOOL COMMITTEES TO NOTIFY
SCHOOL PERSONNEL OF REPORTING REQUIREMENTS
REGARDING CHILD ABUSE AND NEGLECT
The School Committee of each city, town or regional school district shall inform
teachers, administrators, and other professional staff of reporting requirements for child
abuse and neglect as specified in sections fifty-one to fifty-one F, inclusive of chapter one
hundred and nineteen.
MASSACHUSETTS CHAPTER 622 OF THE ACTS OF 1971
No person shall be excluded from or discriminated against in admission to a public
school of any town, or in obtaining the advantage, privileges and course of study of such
a public school on account of race, color, sex, religion, or national origin.
M.G.L. Ch. 76, Section 5
Prohibits discrimination in all public schools on the basis of race, color, sex, national
origin, religion and sexual orientation.
TITLE VI OF THE CIVIL RIGHTS ACT OF 1964
Title VI of the national law that protects persons from discrimination based on their race,
color or national origin in programs and activities receiving federal funds. Inquiries
regarding this law may be directed to the Title VI coordinator, Vera Skinner, at North
Shore Technical High School, P.O. Box 806, 30 Log Bridge Road, Middleton, MA 01949,
(978) 762-0001 extension 263.
TITLE IX OF THE EDUCATIONAL AMENDMENTS OF 1972
No person in the United States shall, on the basis of sex, be excluded from participation
in, be denied the benefits of, or be subjected to discrimination under any education
program or activity receiving Federal financing assistance. Inquiries regarding
compliance with these laws can be directed to the Title IX Coordinator, Ellen Kline in
Student Services at extension 342.
It is the policy of the School Committee of the North Shore Regional Vocational
School District not to discriminate on the basis of sex, race, religion, color or
national origin in its educational programs, activities, or employment policies as
required by Title IX of the 1972 Education amendments and Chapter 622 of the
Acts of 1971.