draft CAPE ELIZABETH EDUCATIONAL ADMINISTRATORS' ASSOCIATION (2026-2029)
COLLECTIVE BARGAINING AGREEMENT
between the
CAPE ELIZABETH SCHOOL BOARD
and the
CAPE ELIZABETH EDUCATIONAL ADMINISTRATORS' ASSOCIATION
Cape Elizabeth, Maine
July 1, 2026 to June 30, 2029
PREAMBLE
This Agreement has been entered into by and between the Cape Elizabeth Administrators’ Association (hereinafter called the "Association") and the Cape Elizabeth School Board.
WITNESSETH
WHEREAS, the School Board and Association both recognize that providing a quality education for the children of the Cape Elizabeth Public Schools is a mutual aim, and
WHEREAS, it is the vested right and responsibility of the School Board to formulate educational policies and programs and that the members of the administrative staff are in many instances particularly qualified as consultants with respect to educational policies and programs designed to improve educational standards, and
WHEREAS, the parties have reached certain understandings which they desire to confirm in this Agreement:
NOW, THEREFORE, in consideration of the following mutual covenants, it is hereby agreed as follows:
ARTICLE I - RECOGNITION
The School Board hereby recognizes the Association for the purposes of collective bargaining for a unit consisting of Administrators as defined herein and employed by the Cape Elizabeth School Board pursuant to Title 26 M.R.S.A. § 962.
This contract constitutes a binding agreement between the Association and the Cape Elizabeth School Board.
ARTICLE II - DEFINITIONS
As used in this Agreement, the following terms shall have the meanings set forth below unless specifically otherwise provided:
"Administrator" - Principal, Assistant Principal, Athletic Director, and Dean of Students.
"Agreement" - the collective bargaining agreement between the Cape Elizabeth School Board and the Cape Elizabeth Educational Administrators’ Association for the period July 1, 2026 through June 30, 2029.
"Assistant Principal" - Assistant Principal of an elementary school, middle school or high school.
"Association" - the Cape Elizabeth Educational Administrators’ Association.
"Board" - the School Board of the Town of Cape Elizabeth, Maine.
"Principal" - Principal of an elementary school, middle school or senior high school.
"School" - any school administered by the Board.
"Retirement" - voluntary termination of employment absent disciplinary action, concurrent with payment of a retirement allowance granted under the Maine Public Employees Retirement System.
"Immediate Family" - father, mother, brother, sister, husband, wife, son, or daughter.
"Week" - a week is 1-5 days based on the school calendar of the week. In the summer, a week is five days unless a holiday falls within that week.
ARTICLE III - GRIEVANCE PROCEDURE
DEFINITIONS
A "grievance" means a dispute as to the meaning or application of any specific provisions of this Agreement.
"Days" as used in this Article means working school days, except that after the last day of school until the first day of school, "days" means days on which the School Department is open for business.
Any Administrator asserting a Grievance (the "grievant") shall first discuss the grievance informally with his or her immediate supervisor in an effort to resolve the Grievance.
LEVEL ONE - SUPERINTENDENT OF SCHOOLS
If the grievant is not satisfied with the outcome of the informal discussion of the grievance with his or her immediate supervisor, the grievant, in order to maintain the grievance, must submit the Grievance in writing to the Superintendent. The grievance shall state the nature of the grievance, the contract provision(s) alleged to have been violated, and the relief sought. A Grievance will be deemed waived if it is not submitted in writing to the Superintendent at this Level One within ten (10) days after the grievant or the Association knew or should have known of the event giving rise to the Grievance.
Within ten (10) days after receipt of the written Grievance at this Level One, the Superintendent will meet at a mutually satisfactory time and place with the grievant for the purpose of adjusting or resolving such grievance. A decision shall be rendered in writing within five (5) days following the meeting.
LEVEL TWO - SCHOOL BOARD
If the grievant is not satisfied with the disposition of the Grievance at Level One, or if no decision has been rendered within the prescribed time, the grievant, in order to maintain the grievance, must, within five (5) days after receipt of the Superintendent's decision, or, if no decision has been rendered within the prescribed time, within five (5) days thereafter, submit the grievance in writing to the Board.
The Board will consider the grievance in executive session within thirty (30) days after receipt of the Grievance at a regularly scheduled Board meeting.
Within twenty (20) days after such a meeting, the Board will render its decision in writing with a copy to the Association President.
LEVEL THREE - ARBITRATION
If the Association is not satisfied with the disposition of the Grievance at Level Two, the Association, in order to maintain the grievance, must, within five (5) days after receipt of the Board's decision at Level Two, or, if no decision has been rendered within the prescribed time, within five (5) days thereafter, submit the Grievance to arbitration by so notifying the Board in writing.
Within ten (10) days after receipt of such request, a representative of the Board and the Association President shall attempt to select a mutually agreeable arbitrator. If the parties are unable to agree upon an arbitrator within ten (10) days, the Association may within five (5) days after that ten (10) day period, request of the American Arbitration Association that an arbitrator be selected pursuant to the procedures of the American Arbitration Association.
The arbitrator shall have no power to add to, subtract from, or modify the provisions of this Agreement. The arbitrator shall be without power to make any decision which is contrary to law, which requires the commission of an act prohibited by law, or which is violative of the terms of this Agreement. The award of the arbitrator shall be final and binding on both parties, in matters related to the meaning or application of this Agreement. The arbitrator shall be without power or authority to make any decision that is in violation of the terms of this Agreement. The arbitrator's decision will be binding subject to judicial review as provided by law.
The costs for the services of the arbitrator shall be borne equally by the Board and the Association.
REPRESENTATION
At any level of the Grievance procedure, a grievant may be represented by his or her authorized Association representative.
ARTICLE IV - RIGHTS, BENEFITS AND PRIVILEGES
All rights, benefits, privileges and provisions accruing to the administrators are itemized in Appendix A of this Agreement.
ARTICLE V - SALARIES
Salaries for the duration of this Agreement are itemized in Appendix C of this Agreement.
For years of administrative service in the Cape Elizabeth School Department, each administrator shall receive an experience and longevity incentive as listed in Appendix B. The incentive amount shall be applied after the yearly salary increase and will not establish a new base salary for the next year. The longevity incentive will be disbursed in equal installments per pay period per contract year.
ARTICLE VI - ADMINISTRATOR EMPLOYMENT
I. EVALUATION INSTRUMENT
All Administrators shall be evaluated in accordance with the District's performance evaluation and professional growth system as per Chapter 508 of Title 20-A and Chapter 180 of the Department of Education Rules. The Association shall be notified of any changes to be made in said instruments and criteria prior to an evaluation.
II. PROBATIONARY STATUS
All Administrators shall be on probationary status for their first two full years of employment in a specified position within the bargaining unit. During this period of time, Administrators shall exhibit their fitness for their position to the Board prior to achieving their non-probationary status. A probationary administrator whose contract is not to be renewed 'shall receive notification thereof no later than April 1 of the year the contract expires.
III. NON-PROBATIONARY STATUS
Following the successful completion of the two (2) year probationary period, administrators will be issued an individual contract of no less than two (2) years. By March 1 in each subsequent year, if recommended by the Superintendent, the Board shall vote whether to extend the contract one (1) additional year (to give a total of two (2) (years employment). An Administrator, if not recommended by the Superintendent for an additional contract year, shall receive notification thereof no later than March 1 of his/her first contract year. This will leave the administrator with one remaining year of employment. Upon written request, the Board shall provide the Administrator a written statement of the reasons for nonrenewal.
IV. NONRENEWAL
Within 15 days of the receipt of notice of non-renewal of a contract by an Administrator who has been employed for more than two (2) years, the Administrator may request, in writing, a hearing with the Board on the decision not to renew the contract. The Board shall hold the hearing within thirty (30) days of receipt of the Administrator's request; either or both parties may be represented by counsel.
The right to eliminate an Administrator's position is governed by 20-A M.R.S.A. § 13305 and is not a grievable matter under this agreement.
ARTICLE VII - MANAGEMENT RIGHTS
Except as otherwise specifically provided in this Agreement, the determination of educational policy and the operation and management of the Schools are vested exclusively in the Board.
ARTICLE VIII - SAVINGS CLAUSE
If any provision of this Agreement or any application thereof to any Administrator or group of Administrators is found contrary to law, then such provision or application will be valid and subsisting only to the extent permitted by law, but all other provisions or applications will continue in full force and effect.
ARTICLE IX - COOPERATION
Administrators agree that, as administrative personnel responsible for the operation of their schools and the management of the school system, they shall at all times cooperate fully with the Superintendent or other representative(s) of the Board as requested. Administrators shall advise and consult with the Superintendent and Board regarding the evaluation of proposals under consideration or made during collective bargaining between the Board and the Cape Elizabeth Education Association; shall cooperate in the processing, investigation and hearing of grievances; shall maintain the confidentiality of sensitive information; and shall cooperate fully with the Board concerning all other activities involving the management of the Board's collective bargaining contract with the Cape Elizabeth Education Association.
ARTICLE X - NEGOTIATION OF SUCCESSOR AGREEMENT
The Association may submit to the Board in writing matters which the Association requests to be negotiated in a successor agreement. The Board may submit additional matters for negotiation.
Negotiations on a successor agreement shall begin no later than January 15, with the intent of both parties to have negotiations completed by May 1, except as modified by written agreement.
ARTICLE XI - DURATION OF AGREEMENT AND REOPENER
This Agreement shall become effective as of July 1, 2026 and shall continue in effect until June 30, 2029.
This contract may be reopened by mutual agreement. This agreement constitutes the entire agreement between the parties for the term thereof as to all matters subject to collective bargaining.
IN WITNESS WHEREOF, the parties have caused this Agreement to be executed by their duly authorized representatives.
| Cape Elizabeth Educational Administrators' Assn |
|
Cape Elizabeth School Board |
| <signature on file> |
|
<signature on file> |
| by Sarah Rubin |
|
by Cynthia Voltz |
| 5/19/2026 |
|
5/18/2026 |
APPENDIX A
The rights, benefits, and privileges of administrators are as follows:
A-1 LEAVES WITH PAY
All Administrators shall be entitled to the following leaves with pay upon the approval of the Superintendent of Schools.
SPECIAL LEAVE
Administrators shall be granted the following special leaves with pay during each school year upon written application to the Superintendent.
A) Five (5) days in each event of death in the Administrator's immediate family;
B) Three (3) days, cumulative, for death(s) of other family relations;
C) Five (5) days for the purpose of caring for ill member(s) of the Administrator's immediate family, provided that if an Administrator uses more than four (4) days of leave under this subsection, such additional days shall be deducted from sick leave.
D) Two (2) days for personal business requiring absence from school. Leaves requested under this section during the opening three (3) days (Orientation Day included) or closing three days of the school year, or the days immediately preceding or following a holiday, may be approved only at the discretion of the Superintendent. Leave for personal business shall not be used for business which can be conducted outside the normal school day. Up to two (2) days of unused personal leave may be carried over to the next year but may not result in any more than four (4) days in the aggregate.
E) The time necessary for appearances in any legal proceeding connected with the Administrator's employment or with the school system in any other legal proceedings if the Administrator is required by law to attend, including jury duty, and provided such proceeding does not involve an employment dispute between the Administrator and the District. Any payments received by an Administrator for attendance at any such proceeding shall be transmitted to the Board, except that an Administrator shall not be required to transmit to the Board any payments received for travel.
EXTENDED LEAVES OF ABSENCE
A) Emergency military leave as provided by Maine statutes will be granted, without pay, to any Administrator who is inducted or enlists in active military services in time of war or other emergency declared by the proper authority of the State or of the United States. Upon return from such leave, an Administrator will be placed on the salary schedule at the level which s/he would have achieved if s/he had not taken such leave. Military leave is for one (1) year at a time and the Administrator must renew his/her leave each year thereafter for the duration of the period of such war or other emergency;
B) Administrators who are members of the National Guard or other authorized state military or naval forces, and those Administrators who are members of the Army, Air Force, Marines, Coast Guard, or Naval Reserve shall be entitled to a leave of absence from their respective duties, without net loss of income during, the period of annual training, not to exceed seventeen (17) calendar days in any calendar year specified under the National Defense Act or Armed Forces Reserve Act of 1952, provided that such Administrators shall have made every reasonable effort to perform such annual training during the period when school is not in session.
