Head Cook

Goffstown School Board Agreement

Starting date: August 25, 2026. Hours to be worked: 6.5 hrs/day, 32.50 hrs/week, 7:30AM - 2:00PM. 183 work days per year, 9 paid holidays. Range of pay: $19.82 - $24.64.

The Goffstown School Board (hereinafter referred to as the "Employer") and the Goffstown Educational Support Staff, NEA New Hampshire (hereinafter referred to as the "Union") hereby agree as follows:

Article I Recognition. The Employer hereby recognizes the Union as the exclusive bargaining representative pursuant to the provisions of New Hampshire RSA 273-A for all regular full-time and regular part-time employees of the Goffstown School District in the following job classifications: Administrative Assistants, Food Service Personnel, Custodians and Paraprofessionals, Emergency Medical Technicians (EMT). Excluded from recognition or coverage under this Agreement are the Director of Food Services, Head of Custodians, and all employees excluded pursuant to the provisions of New Hampshire RSA 273-A:1(IX) and all other employees of the Goffstown School District. It is specifically agreed by the parties hereto that the terms of this Agreement shall apply only to those employees in the job classifications set forth in the first sentence of this Article. This Article shall not prejudice either party's position in petitioning for modification of the bargaining unit before the New Hampshire Public Employee Labor Relations Board.

Article II Probationary Employees. All newly hired or newly appointed employees covered by this agreement must serve a probationary period of 12 months from the first day of coverage under this agreement. The parties agree that such probationary employees shall be covered by those provisions of this Agreement where applicable, except those provisions dealing with discipline and/or discharge set forth in Article VIII, EMPLOYEE RIGHTS, Sections B, and C.

Article III Negotiations Procedure. Negotiations shall be conducted pursuant to New Hampshire RSA 273-A as from time to time amended. The parties shall meet and exchange proposals no later than September 15th. The provisions of this Article shall not be subject to the Grievance Procedure set forth herein but shall be enforceable under RSA 273-A.

Article IV Management Clause. Except as limited or abridged by this Agreement, the management of the Goffstown School District in all its phases and details shall remain vested exclusively in the Employer and its designated agents in accordance with applicable laws. The Employer and its agents shall have jurisdiction over all matters concerning the management of the Goffstown School District, including, but not limited to the functions, programs and methods of the Employer, including the use of technology, the Employer's organizational structure and the selection, direction and number of personnel and the general control of all of the operations of the Goffstown School District in all its phases and details as well as all rights retained by virtue of, including, but not limited to, New Hampshire RSA Chapter 273-A and any other provision(s) of the Revised Statutes Annotated or other laws. It is specifically agreed that this Article and the exercise of any management rights shall not be subject to any grievances and/or arbitration proceeding as hereinafter set forth.

Article V Interference with School District Operations and Lockouts Prohibited. Section A. Under no circumstances will the Union cause, encourage or participate in any strike, any other form of job action, withholding of services or curtailment of work or any restriction that interferes with the operations of the Goffstown School District during the term of this Agreement. The Employer will not lock out any employees during the term of this Agreement. Section B. The Union agrees that if it becomes aware that any bargaining unit members are engaged in any activity prohibited by Section A., it will promptly investigate and, if substantiated, it shall take all reasonable means to induce such employees to terminate such activity forthwith.

Article VI Union Rights. Section A. The Employer agrees to provide one (1) bulletin board in each school building, which will be placed at a location approved in advance by the building Principal which is not ordinarily open to public or student view, for the posting of Union notices addressed to members of the bargaining unit. Subject to the above, the Union may purchase other bulletin boards to be placed in employee work areas, provided the number, size and location of any such additional bulletin boards shall be subject to the advance approval of the building Principal. Copies of all such notices will be given to the building Principal but his/her advance approval will not be required. The Union will exercise discretion with respect to the contents and number of such notices. Section B. The Employer agrees to provide a mailbox in each school building for Union notices and material for bargaining unit members. Section C. The Union will have the right to use buildings without cost in accordance with Policy KF and KFR. For this section, the Union will fall under "Category A" and thus incur no rental charges and require no additional liability insurance for the use of District facilities. The union will complete a Facility Use Form to reserve building use. The Principal of the building in question, or the Principal's designee, will be given advance notice in writing of the time and place of all such meetings and said Principal or Principal's designee shall have the right to approve the reasonableness of any such request, provided all of the following criteria are met: (1) the meetings occur during non-school hours; (2) the Union will be required to pay for any additional custodial costs; and (3) the meetings do not interfere with other planned activities. The Principal's response to the Union's request shall be in writing. Section D. The Employer agrees that the Union shall be entitled to a total of four (4) employee work days of paid Union leave per year for Union business.

Article VII Dues Deduction. The Employer agrees to deduct dues for the Goffstown Educational Support Staff, NEA-New Hampshire, from the wages of bargaining unit employees if said employees individually and voluntarily authorize such deductions in writing to the Employer. Deductions shall be made on a biweekly basis during the school year and sent monthly to the Treasurer of the Union. The Union will keep the Employer informed of the correct name and address of said Treasurer and will certify to the Employer in writing the current rate of its dues.

If an employee has voluntarily authorized the deduction of dues but has no check coming or if that employee's check is not large enough to satisfy the dues, then no deduction will be made for that pay period, provided, however, that there shall be an adjustment for any dues owing for that work year in January and June.

Each employee who, on the effective date of this Agreement, is a member of the Union, and each employee who becomes a member after that date shall continue his/her membership in the Union during the duration of this agreement; provided, however, that an employee may at his/her discretion and in writing, notifying both the Union and the Employer, withdraw his/her membership from the Union within ten (10) calendar days of each yearly anniversary date of the Master Agreement thereafter.

Should there be a dispute between an employee and the Union, or the employee and the Employer, over the matter of deductions, the Union agrees to defend, indemnify and hold the Goffstown School District, the Goffstown School Board and all of its agents harmless in any such dispute.

Article VIII Employee Rights. Section A. Nothing contained within this Agreement shall be construed to deny or restrict to any employee rights he/she may have under any applicable law or regulation, including, but not limited to, the right to organize, join and support the Association for the purpose of engaging in collective negotiations, or refrain therefrom, or the processing of grievances and other rights under RSA 273-A. The enforcement of the rights set forth in this Section A. shall not be subject to the Grievance Procedure Article in this Agreement. However, the Employer recognizes the right of the employee and/or the Union, on behalf of the bargaining unit, to enforce these rights through the appropriate legal forum as determined by applicable law. Section B. Normally, disciplinary action will be handled in the following order: (a) Verbal warning (b) Written warning (c) Suspension (d) Discharge Discipline shall be reasonably related to the nature of any proven offense. The Employer may determine advanced disciplinary action to be immediately necessary with just cause. Section C. A bargaining unit member shall have the right to request and shall be entitled to have another bargaining unit member present with that member at a meeting expected to result in disciplinary action. The Employer shall advise the bargaining unit member if disciplinary action is likely to occur. Section D. An employee shall have the right to review the contents of his/her personnel file in the presence of an administrator or the administrator's designee upon reasonable notice in advance and within a reasonable amount of time. The employee may have a representative of the Union accompany him/her in such review. Employees covered by the agreement shall be given a copy of any written report, letter, memorandum, evaluation or written complaint relating to the employee's job performance, which is placed in the employee's personnel file. No anonymous complaints shall be placed in the employee's file. The employee may comment or rebut the contents of any material in his/her personnel file. Said comments