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Agreement
Between
The
Clinton Township
Board of Education
And
The
Clinton Township
Education Association
July 1, 2007 - June 30, 2010
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TABLE OF CONTENTS
ARTICLE PAGE
Preamble 3
I. Recognition 4
II. Scope of Agreement and Negotiation Procedure 4-5
III. Board Jurisdiction 5
IV. Association Rights 6-7
V. Teacher Work Day, Work Week, Work Year 7-9
VI. Employee Assignments 9-11
VII. Teacher Assistants 11-12
VIII. Secretaries 12-14
IX. Custodial/Maintenance 14-16
X. Evaluation 16-17
XI. Grievance Procedure 17-19
XII. Leaves and Absences 19-22
XIII. Ancillary Benefits 22-23
XIV. Compensation 24-26
XV. Employee Rights 27
XVI. Nondiscrimination 27
XVII. Separability 27
XVIII. Compliance 28
XIX. Signature Page 53
Appendices:
Schedule A. Teachers 29-33
Schedule B. Teacher Assistants 34-38
Schedule C. Secretaries/Clerks 39-43
Schedule D. Custodian/Maintenance 44-48
Schedule E. Activities 49-52
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PREAMBLE
This Agreement is entered into by and between the Board of Education of Clinton Township, Annandale, New
Jersey, hereinafter called the "Board", and the Clinton Township Education Association hereinafter called the
"Association" or “CTEA”.
This agreement shall be effective as of July 1, 2007 and shall continue in effect through June 30, 2010.
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ARTICLE I
RECOGNITION
1. The Board hereby recognizes the Clinton Township Education Association as the exclusive representative
for collective negotiation concerning terms and conditions of employment of all the personnel listed
below, whether under contract, on leave, on a per diem basis, employed or to be employed by the Board,
including full or part time:
Certified Teaching Staff Members
Teacher Assistants
Long Term Substitutes
School Guidance Counselors
Librarians
Nurses
School Psychologists
Learning Disabilities Teacher Consultant
School Social Worker
Occupational Therapist
Physical Therapist
Speech Therapist
Behavior Specialist
School Building Secretaries
Special Service Secretaries
Custodian and Maintenance Personnel
But excluding:
Supervisory Personnel
Per Diem Substitutes
Administrators
Summer Employees
District Office Secretaries
Business Office Staff
Technology Support Staff
2. Unless otherwise indicated the term "employee(s)", when used hereinafter in this Agreement will refer to
all employees in the above-mentioned bargaining unit.
3. The term "teacher(s)" will refer specifically to all certified professional employees employed as teaching
staff members only, not employed as teacher assistants.
ARTICLE II
SCOPE OF AGREEMENT AND NEGOTIATION PROCEDURE
1. The parties agree to enter into collective negotiations over a successor agreement in accordance with
Chapter 123, P.L. 1974. Such negotiations will begin in accordance with PERC rules in the calendar year
preceding the calendar year in which this Agreement expires unless mutually agreed upon by both parties.
2. This Agreement represents and incorporates the complete and final understanding and settlement by the
parties of all issues which were or could have been the subject of negotiations. During the term of this
Agreement, neither party will be required to negotiate with respect to any such matter, whether or not
covered by the Agreement, and whether or not within the knowledge or contemplation of either or both of
the parties at the time they negotiated or signed this Agreement, except that proposed new rules or
modifications of existing rules governing working conditions shall be negotiated with the Association as
may be required by N.J.S.A.34:13A-5.3
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3. This Agreement will not be modified in whole or in part by the parties except by an instrument in writing
duly executed by both parties.
4. Nothing in this Agreement which changes pre-existing Board policy, rules, or regulations will operate
retroactively unless expressly stated.
5. Any employee participating in negotiations, meetings, and conferences during normal school hours upon
mutual agreement of the parties will be released from their assigned duties without loss of pay.
6. The rights granted to employees herein will be in addition to those granted by New Jersey statues.
ARTICLE III
BOARD JURISDICTION
1. The Board hereby retains and reserves unto itself, without limitation, all power, rights, authority, duties,
and responsibilities conferred upon and vested in it prior to the signing of this Agreement by the Laws and
Constitution of the State of New Jersey and of the United States, including without limiting the generality
of the foregoing, the following rights:
a. to the executive management and administrative control of the Clinton Township School District and
its properties and facilities and the activities of its employees;
b. to hire all employees and subject to the provisions of law, to determine their qualifications and
conditions for continued employment or assignment and to promote and transfer employees;
c. to suspend, demote, discharge or take other disciplinary action for good and just cause according to
law;
d. to relieve employees from duties because of insufficient enrollment, or other reason deemed
appropriate by the Board;
e. to take whatever actions may be necessary to carry out the program and objectives of the Board in
situations of emergency;
f. to establish, modify, change, or abandon operating methods, to assure efficient and economical
operation, or to subcontract same, subject to applicable laws and regulations;
g. to determine work schedules and hours, duties, responsibilities, and assignments of employees.
2. The exercise of the foregoing powers, rights, authority, duties, and responsibilities of the Board, the
adopting of policies, rules and regulations, and practices in furtherance thereof, and the use of judgment
and discretion in connection therewith will be limited only by the specific and express terms of this
Agreement, and then only to the extent such specific and express terms hereof are in conformance with the
Constitution and Laws of New Jersey and of the United States.
3. Nothing contained herein will be construed to deny or restrict the Board with respect to its powers, rights,
authority, duties, and responsibilities under N.J.S.A. 18A-1, et seq., N.J.S.A. 40:-1 et seq. and N.J.S.A.
40A-1 et seq., or any other national, state, county ,district or local laws or regulations as they pertain to
education.
4. It is understood that all employees will continue to serve under the direction of the Superintendent of
Schools and in accordance with the Board and administrative policies, rules and regulations, provided
that the provisions of this Agreement will supersede and prevail over any conflicting provisions.
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ARTICLE IV
ASSOCIATION RIGHTS
A. Representation
1. The Association and its representative will have the right to use school buildings at reasonable hours
for meetings. Permission of the Superintendent or designee will be required. Such permission will not
be withheld unreasonably.
2. Posters or announcements pertaining to Association affairs will not be posted on bulletin boards in any
area accessible to the public or to the students unless such have first been approved by the
Superintendent.
3. The Association will have the privilege of using school facilities and equipment, when such
equipment is not otherwise in use, with permission of the administrator, provided this will not
interfere with or interrupt normal school operations. The Association will furnish all material and
supplies to be used.
4. The Association will have, in each building, the exclusive use of a bulletin board. The building
administrator will designate the location.
5. The Association will have the right to use the interschool mail facility and school mailboxes.
6. The President of the Association or the President's designee will be granted the time needed to attend
the Hunterdon County Education Association President's Luncheon, with the approval of the
Superintendent, represent members at legal hearings, and be relieved of one duty normally associated
with the daily teacher schedule. The duty will be agreed to by the building administrator and the
President.
7. The Association will be permitted to transact official Association business on school property at
reasonable times provided this would not interfere with or interrupt normal school operations or the
duties of the employees.
8. Upon Board action the President of the Association or their designee will be given a prospective
employee's years of credited experience by the business administrator and will agree to salary guide
column placement. Upon request, the Board will provide the Association any information including
but not limited to budgetary, financial, and personnel records that the Association has determined are
necessary to negotiate and enforce the collective bargaining agreement as required by law.
9. The Board will allow 5 school days per school year, for the Association as a whole, for officers or
representatives to conduct Association business, without loss of pay or time. The Association will
reimburse the Board, the cost of a substitute if needed.
B. Representation Fee
Representation Fee shall mean the fee established pursuant to the demand and return system adopted as
policy by the Association on March 23, 2003 and in accordance with and as permitted by P.L. 2002,
Chapter 46, which amends P.L. 1079 c. 477.
1. Purpose of Fee
If an employee, covered under the bargaining agreement, does not become a member of the
Association during any membership year (i.e. September 1 – August 31) which is covered in whole or
in part by this Agreement, said employee will be required to pay a Representation Fee to the
Association, for that membership year. The purpose of this fee will be to offset the employee’s per
capita cost of services rendered by the Association as majority representative.
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2. Amount of Fee
At the onset of each membership year, the Association will notify the Board in writing of the amount
of the regular membership dues and any other assessments charged by the Association to its own
members for that membership year. The Representation Fee may not exceed 85% of the regular
membership dues and assessments.
3. Notification
a. On or about January 1st of each year, the Association shall provide the Board with the names of
employees who are required to pay the Representation Fee.
b. Upon approval of Board minutes, a copy will be sent to the Association President and Membership
Chair.
4. Deduction Schedule
The Board will deduct from the salaries of the employees, covered under the bargaining agreement,
that have not joined Clinton Township Education Association the full amount of the yearly
Representation Fee, in equal installments, beginning with the first paycheck in February.
5. Objection to Amount of Association-Determined Representation Fee
If an employee does not accept the Association-Determined Representation Fee as a proper allocation
of chargeable activities, he or she may challenge the fee before an impartial decision-maker by
notifying NJEA by mail addressed to NJEA Representation Fee, 180 West State Street, P.O. Box
1211, Trenton, NJ, 08607-1211, or by delivering such a notice to NJEA at said address.
ARTICLE V
TEACHER WORK DAY, WORK WEEK, WORK YEAR
1. The in-school work year for teachers will not exceed one hundred eighty-four (184) days for this
contractual agreement.
2. As professionals, teachers are required to devote to their assignments the time necessary to meet their
responsibilities. These responsibilities include:
a. Careful preparation for the normal workday;
b. Participation in school activities shall include: attendance at one open house per year; field trips, and
one principal designated event per year not to exceed three hours.
c. For 8th grade teachers:
c.1 Participation in 8th grade graduation and 8th grade theme dance
c.2 8th grade teachers will be allowed to leave on graduation day when the 8th grade students are
dismissed.
However, nothing contained herein prohibits or limits the right of the Board from assigning the extra
duties normally associated with the teaching profession within the normal workday. Such assignments
shall be distributed equitably; be appropriated as to hours and number of assignments; and must be relative
to the school program.
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3. During the school year:
a. The normal in-school workday, not including normal and traditional extra curricular activities of the
teaching profession, shall consist of seven (7) hours.
b. 2007-2008: School holidays include: Columbus Day, NJEA Convention, Thanksgiving, Winter
Recess, Presidents Days, Spring Recess, and Memorial Day.
2008-2009, 2009-2010: School holidays include: Yom Kippur, NJEA Convention, Thanksgiving,
Winter Recess, Martin Luther King Jr. Day, Presidents Days, Spring Recess, and Memorial Day.
c. All teachers will indicate their presence in their building by signing in and signing out.
d. The normal workday hours of the teacher may be flexed whenever it is mutually agreeable to both the
principal and the staff members. Upon the approval of the Superintendent of Schools and the staff
member’s immediate supervisor, a teacher may flex a normal workday.
e. Teachers will be at their assigned stations as designated by the principal or designee at least 20
minutes before the opening of the pupil school day.
f. On Fridays and days preceding all school holidays and education days listed in Paragraph 3b the
departure time may be reduced to 10 minutes or after all scheduled buses have departed whichever is
the later. School holidays include NJEA Convention, Thanksgiving, Winter Recess, Presidents’ and
Spring Recess, Yom Kippur, Martin Luther King, Jr. Day, and Memorial Day.
g. When school is in session the day prior to December 24 the normal in-school workday for teachers
will be a minimum four-hour student day. On the days set forth herein, the departure time for teachers
and teacher assistants may be reduced to 10 minutes or after all scheduled buses have departed,
whichever is the later.
4. Teachers shall have a daily duty-free lunch period of thirty (30) minutes.
5. Teachers may leave their building during their duty-free lunch period without requesting permission
providing they sign out before leaving and sign-in upon returning. It is understood that teachers are to be
at their assigned stations promptly upon completion of their duty-free lunch period.
6. Teachers will be required to remain after the end of the normal workday without addition compensation
for the purpose of attending professional meetings as requested by the superintendent or administrator.
The duration of such faculty meetings shall not exceed four (4) hours per month. Notification of meeting
dates and duration will be given twenty-four (24) hours prior to meeting, except in an emergency. Where
possible an agenda will be given to teachers on the school day before any meetings. Teachers may have
the opportunity to suggest items for the agenda if submitted three (3) school days prior to the meeting.
Meetings which take place after the regular in-school workday, will not be called on Friday or any day
immediately preceding any holiday, except in an emergency.
7. In case of an emergency the designated person in charge of a building or district, may release a staff
member before the end of the normal in-school workday. There will be no loss of compensation to the
staff members provided that there are sufficient staff members available, in the judgment of the designated
person, to adequately staff the facility.
8. Teachers will have preparation periods included in the in-school day which shall total two-hundred
seventy minutes (270) per six (6) full length school days. The preparation time shall be a block of
consecutive minutes. Preparation periods on students’ half (1/2) days need to be grade level appropriate
a. Whenever possible, teacher planning time will be equal to the students’ class period of the half (1/2)
day.
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b. In no case will teacher-planning time be less than twenty (20) minutes per day.
9. On the last day of school for teachers, the workday will be a minimum four-hour student day providing
children are present. Specific starting and ending times will be determined by the building administrator
or designee. All close-out procedures must be completed prior to the dismissal of each employee. In any
contract year when all five (5) in-service days are used, the last two (2) days of school shall be a minimum
four-hour student day.
10. Any new assignments beyond the seven (7) hour workday shall be paid as per Schedule E.
ARTICLE VI
EMPLOYEE ASSIGNMENTS
A. Employment Assignments
1. The Superintendent has the right to assign all personnel to their specific positions as necessitated by
the requirements of the school system. The Superintendent will give notice of assignment to
employees by June 1st, except in cases of emergencies which will be defined for the employee.
2 a. The Superintendent, during the school year, will post a notice of any vacancy to be filled at least
seven (7) school days prior to the closing date for submitting applications for the position. An
interview will be extended to any staff member within the district who qualifies for and who applies
for said vacancy.
b. Qualifications as used in this Article shall include:
(1) Professional preparation
(2) Experience
(3) Performance evaluations
(4) Proper certification
The position may be filled on an interim basis during the school year if the hired staff member is
under contract for another position in the district.
3. Vacancies
a. A vacant position exists when a regular contract position becomes available because of the death,
retirement, transfer, or termination of an employee, or when a new position has been created.
b. A vacancy does not exist when the number of positions or assignments in a building, grade level
or department is being reduced, until all tenured staff affected by such a reduction is assigned or
reassigned to available positions.
c. A vacancy does not exist when an employee, on paid leave of absence, has a reasonable
expectation to return to the position. The Superintendent may fill the position on an interim basis
with per diem or long term substitute.
4. Other Vacancies
a. Any staff member desiring a change in grade, subject, or building assignment for the upcoming
year will file the written request by April 15th with the Superintendent.
b. During the summer a person designated by the Association will supply an address of record to
which notification of existing vacancies will be mailed.
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c. For positions becoming vacant during summer vacation, employees may file a letter requesting
consideration should a position open. This letter must contain the following information:
1. Position desired
2. Summer address
3. Summer telephone number
B. Transfers and Reassignments
1. A transfer is the voluntary or involuntary movement of an employee. A transfer, whether voluntary or
involuntary, only occurs after the procedures outlined in Sections C (voluntary transfers); and D
(involuntary transfers) have been followed. The right of determination to transfer an employee is
vested in the Board of Education.
2. The parties recognize that transfers may occur as an instrument for professional growth.
3. Teachers who are transferred to another building shall be given one day with pay for the purpose of
making the move. Teachers reassigned to another classroom in the same school shall not be entitled to
one day with pay for the move, so long as there is available coverage for that teacher’s classroom.
4. All materials, supplies, furniture or equipment to be moved with the transfer or reassignment, shall be
moved at the expense of the employer.
C. Voluntary Transfers
1. No later than five (5) working days following the official notification of a vacancy in the district all
members of the unit shall receive notice, by posting the same in a conspicuous place, regarding the
opening. Each notice will bear the date of the posting.
2. Employees who desire a change in assignment or who desire to transfer to another may file a written
statement of such preference at any time with the Superintendent of School. Such statement shall
include the present position and the assignment to which he/she desires to be transferred.
3. In the determination of requests for voluntary transfer, the wishes of the individual employee shall be
considered to the extent that the transfer does not conflict with the best interest of the school system.
4. If more than one employee request a voluntary transfer to an available position, seniority will be one
factor in considering the applicant.
D. Involuntary Transfers or Assignments
1. a. The building principal or supervisor will meet with the employee to discuss the professional
reasons for the transfer prior to public announcement.
b. Upon notification of an involuntary transfer, the employee may initiate a meeting with-in three (3)
days with his/her supervisor to discuss the professional reasons for the transfer.
2. Every effort will be made to give sixty (60) days notice for an involuntary transfer or reassignment in
order to allow the employee the time needed to professionally prepare for said transfer or
reassignment.
E. Mentoring
1. The Board and the Association agree to participate in the State Teacher Mentoring program. Any
teacher who wishes to participate in the State Mentoring Program as a mentor will apply to the
Superintendent of Schools before May 15th (see Preamble herein).
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2. In accordance with state law, all first-year novice teachers, including special education teacher and
alternate route teachers shall be mentored.
3. The Superintendent of Schools or his/her designee shall select mentors.
4. All vacancies for mentoring positions shall be posted as early as the district is aware of its need. The
postings shall include the qualification for the position.
5. An annual stipend will be paid to mentor teachers who provide mentoring services to a traditional
route novice teacher.
6. An annual stipend (for Phases II and III combined) will be paid to mentor teachers who provide
mentoring services to an alternate route novice teacher.
7. All mentor teacher stipends are payable on a per novice teacher basis.
8. If two or more mentor teachers provide mentoring services for the same novice teacher, the stipend
amounts listed below will be divided proportionately amongst all individuals involved.
9. If a mentor teacher performs mentoring services for less than the entire school year, the annual stipend
shall be divided proportionately amongst all mentors who provided mentoring services to the novice
teacher
10. The Board shall pay for the cost of the mentors at the rate established by the state. The cost to mentor
a novice teacher shall not exceed the State rate.
F. Guiding Teacher
A guiding teacher is a teacher who mentors an experienced teacher who is new to the school district.
When possible, the Guiding teacher shall be in a similar position. Guiding teachers shall receive 2 CEU
credits for each teacher guided.
G. New Initiatives
The parties acknowledge their understanding that new school and district initiatives necessitate increased
time and effort for staff members. The Board agrees to make every effort possible to provide to staff
members adequate time to work on any new initiatives.
ARTICLE VII
TEACHER ASSISTANTS
A. Teacher assistants shall be assigned duties in keeping with the job description. Other duties may be
assigned, excluding lead teacher responsibilities, including but not limited to:
1. Class/student coverage
2 Cafeteria duty
3 Recess supervision
4 Playground supervision
5 Bus duty:
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Teacher assistants assigned to bus duty will be compensated for each 1/2 hour spent on duty beyond
the normal seven hour work day. Compensation can take the form of prorated hourly pay, release
time, or flex time.
B. Work Year, Work Week, Work Day
1. The in-school work year for teacher assistants will not exceed one hundred eighty-four (184) days
2. When school is in session the day prior to December 24, the normal in-school workday for teacher
assistants will be a minimum 4-hour student day.
3. On the last day of school for teacher assistants, the workday will be a minimum 4-hour student day.
4. Teacher Assistants’ work day shall consist of seven (7) hours, beginning at least 20 minutes before the
opening of the pupil school day. Assistants shall indicate their presence in their signing in, and
signing out on the sheet provided by the building.
5. The normal work day hours of the teacher assistant may be flexed whenever it is
mutually agreeable to both the principal and the teacher assistant, including job sharing.
6. The departure time for teacher assistants not assigned to bus duty, may be reduced to ten (10) minutes
on Fridays, and days preceding school holidays.
7. Teacher assistants are invited, but not required, to attend faculty meetings held after a normal workday.
8. Teacher assistants are required to participate in in-service training and faculty meetings held within the
normal work day.
9. Teacher assistants, including those assigned to one student, shall have a daily duty-free lunch period of
thirty (30) minutes. Teacher assistants may leave the building during their duty-free lunch period
without requesting permission providing they sign out before leaving and sign in upon returning.
Teacher assistants are to be at their assigned stations promptly upon completion of their duty free
lunch period
10. If feasible, teacher assistants shall be provided planning opportunities with the lead teacher, or the
inclusion teacher.
11. If a substitute is hired for a teacher assistant, the teacher assistant will provide direction for the
substitute, including directions for all ancillary duties.
C. Compensation
1. Teacher assistants shall be compensated in accordance with the teacher assistant salary schedule.
2. One-on-one and one-on-two teacher assistants shall have a $100 yearly stipend, funded by the
settlement, which shall not change the total compensation paid to all teacher assistants.
ARTICLE VIII
SECRETARIES
1. Work Schedules
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a. The periods of work and hours required of the secretarial staff will be clearly specified by the building
administrator to ensure the smooth and regular operation of the school district.
b. Secretarial personnel will indicate their presence for duty by signing in and signing out whenever they
enter or leave the building.
c. Secretarial personnel will be permitted to leave the building during their duty-free lunch break.
d. From September 1 to June 30 full-time employment is seven and one-half (7 1/2) hours per day, five
(5) days per week, including one-half (1/2) hour for lunch.
e. From July 1 to August 31, full-time employment is seven (7) hours per day, five (5) days per week,
including one (1) hour for lunch.
f. Building office staff will not report to work when schools are closed for bad weather.
2. Call-in Pay and Overtime
a. Any secretary called to return to work outside of the regular scheduled working period will be paid a
minimum of two (2) hours at one and one-half (1 1/2) times their hourly rate.
b. For the purpose of determining overtime the following will count as days worked: holidays, paid sick
days, paid personal days, and paid vacation days.
3. Holidays
a. Secretarial personnel will be entitled to the following paid holidays provided the schools are closed on
these days. If the schools are open on any of the days listed below, alternate days will be designated
in the school calendar.
Labor Day
Yom Kippur
NJEA Recess - 2 days
Thanksgiving Day
Day following Thanksgiving
December 25
New Year's Day
Martin Luther King Jr. Day
President's Day - 2 days
Good Friday
Easter Monday
Friday after Easter
Memorial Day
Independence Day (12 month employees only)
5. a. On the day before Thanksgiving when school is in session and the day prior to December 24, the
normal work day for secretaries will consist of five and one-half (5 1/2) hours or until all school buses
assigned to their building have returned to the bus garage or completed the assigned route.
b. Secretaries shall not be required to work during winter and spring recesses.
6. Twelve (12) month secretaries’ vacation schedule
a. The following vacation schedule will apply to twelve (12) month secretaries only. Vacation eligibility
will be determined as of July 1 of each year. Ten (10) month secretaries will not be eligible for
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vacations. Vacation time will be scheduled to coordinate with the work schedule and will be subject
to approval of the immediate supervisor. Such approval will not be arbitrarily withheld.
b. Schedule below:
c. A maximum of two (2) weeks vacation may be taken when school is in session with the approval of
the immediate supervisor and the Superintendent. Approval may be withheld the first three (3) weeks
in September and the last three (3) weeks of school.
d. New twelve (12) month secretaries are entitled to vacation on a pro rata basis.
e. Secretarial personnel who transfer from ten (10) to twelve (12) month positions within the school
district will be credited for all years of service
f. New hires shall be placed on the guide according to their experience which shall be determined as
follows: (one for one) total years experience in a school setting and (one for two) in a corporate or
business setting.
ARTICLE IX
CUSTODIAL/MAINTENANCE
A. Work Hours
1. The Board reserves the right to specify the working hours for Custodial/Maintenance employees.
2. Custodial/Maintenance employees will indicate their presence for duty by signing and submitting a
weekly time sheet.
3. Custodial/Maintenance employees will work eight (8) hours per day, five (5) days per week, including
one-half (1/2) hour for lunch.
4. All Custodial/Maintenance employees must report to work on emergency closing days unless
otherwise notified.
Years of Service Weeks of vacation
1-11 months Pro-rated at .833 days per month worked
1 through 5 years 2 Weeks
6 through 11 years 3 Weeks
12 through 19 years of service
4 Weeks
20 years or more of service
5 Weeks
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5. A Custodial/Maintenance employee called in for an alarm call shall be paid double the hourly rate for
each hour on the job, but under no circumstances shall the employee be paid for less than one (1) hour.
B. Uniform, Shoes, and Safety Belt Allowance
1. By July 1 of each year, Custodial/Maintenance employees shall be, after the initial hire issuance,
entitled to receive three (3) new summer and three (3) new winter uniforms annually which they are
required to wear on all regularly scheduled work days.
2. Custodial/Maintenance employees shall also be entitled to safety shoes and a safety belt if requested
by employee. The safety shoes and safety belt will be worn/used by the Custodial/Maintenance
employees when necessary for work, as directed by the Supervisor of Buildings and Grounds.
3. The Board will make available at each school, rubber boots to be used by employees when working
with chemical floor cleaners or shoveling snow.
C. Holidays
Custodial/Maintenance employees shall be entitled to the following paid holidays provided the schools are
closed on these days. If the schools are open on any of the days listed, alternative days will be designated
in the school calendar.
New Year’s Day
President’s Day (1 day)
Good Friday
Memorial Day
Independence Day
Labor Day
NJEA Convention (1 day)
Thanksgiving (2 days)
Christmas Eve
Christmas Day
In addition to the days set forth, Custodial/Maintenance employees shall be entitled to two (2) floating
holidays to be taken on a day to be mutually agreed to by the Custodial/Maintenance employees and the
Supervisor of Buildings and Grounds.
D. Vacations/Personal Days
1. Custodial/Maintenance employees shall be entitled to paid vacation in accordance with their years of
service for the Clinton Township School District as set forth below.
Years of Service Vacation
6 months 1 week
1 year 1 week
2 through 5 years of service 2 weeks
6 through 11 years of service 3 weeks
12 through 19 years of service 4 weeks
20 years or more of service 5 weeks
Vacation will be scheduled in conjunction with work schedule and will be subject to approval of the
Supervisor of Buildings and Grounds.
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E. Salary and Experience
1. Custodial/Maintenance employees shall be paid according to Custodial/ Maintenance Salary Guide.
2. A $600 stipend will be paid to any employee who possesses a valid bus driver’s license, and who is
used in that position.
3. A $600 stipend will be paid to any employee who possesses a valid black seal boiler license.
4. Overtime
a. Overtime will be assigned on a rotating basis to and among the employees regularly assigned to
the building in question, except in order to comply with State Black Seal license requirement or
the skill required for the job. An employee who is skipped in rotation will have their name placed
at the top of the list unless they decline overtime option. In which event, overtime will be offered
to a licensed employee in that building or if necessary, to another licensed employee of the school
district.
b. Any employee not wishing to work overtime may so inform his/her supervisor in writing, and
thereafter will be eliminated from overtime assignment except as noted in Paragraph E-4.4 below.
c. Custodial/Maintenance employees may not refuse overtime in emergency situations or where the
school premises will be left unattended or understaffed.
d. An employee may not work overtime unless approved and assigned by the immediate supervisor.
e. Custodial/Maintenance employees shall be paid an overtime hourly rate of one and one-half (1
1/2) times their hourly rate as calculated by dividing 2080 hours (40 hours per week) into their
annual salary.
f. Custodial/Maintenance employees shall receive the said overtime rate for all hours worked
beyond 40 hours Monday through Saturday.
g. On Sunday, Custodial/Maintenance employees shall be paid an overtime hourly rate of two times
their hourly rate.
h. For the purpose of determining overtime, the following will be considered as days worked:
holidays, paid sick days, paid personal days, and paid vacation days.
ARTICLE X
EVALUATION
1. All monitoring and observation of the work performance of Employees, as related to the school program,
will be conducted openly.
2. It is understood that monitoring and observation of the work performance of Employees, as related to the
school program, is conducted continuously during the school year by the administration.
3. Required Observations
a. Tenured employees shall be observed by a member or members of the administrative staff at least
once per year.
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b. Non-tenured employees will be observed by a member or members of the administrative staff at least
three (3) times a year. At least one (1) observation will be completed between October 1 and
November 15. The second required observation will be completed between November 16 and January
31. The third required observation will be completed between February 1 and March 31.
c. A pre-observation conference will be held prior to two (2) of the three (3) required observations.
d. All observations should be long enough to enable the employee to demonstrate the full activity being
observed. An observation can be conducted for a shorter period of time if it is explicitly intended to
focus only on a particular element of the lesson.
e. All employees shall be given a copy of any observation report prepared by a member or members of
the administrative staff one day before a conference is held.
f. Response
Employees are required to sign observation and evaluation report forms which indicate
acknowledgment of the report. The employees shall have the right to submit an explanation or other
written statement regarding any evaluation for inclusion in their personnel file. The absence of
comments by the employee shall indicate agreement with the evaluation. The Employer shall sign and
reply acknowledging receipt of same. Employees will not be required to sign blank or incomplete
report forms.
g. All employees will receive a year-end evaluation.
h. The observation/evaluation reports will include references to the commendations and
recommendations of the employee being evaluated.
i. All observations and evaluation report forms will be placed in the central administrative office files.
ARTICLE XI
GRIEVANCE PROCEDURE
A. Non-Contractual Disputes
1. Issues arising outside the realm of the contractual language may be addressed by a committee of
voluntary personnel from the staff and administration.
2. An individual may initially discuss the dispute with a member of the committee in an effort to resolve
the dispute.
3. If the dispute persists, the other party will be notified and a mutually agreed member of the committee
will be selected to help facilitate a solution to the dispute.
4. Solutions may not violate the collective bargaining agreement, school policy, or the law.
5. All meetings, procedures, and actions shall remain confidential unless the parties involved
unanimously agree to waive confidentiality.
B. Definitions
1. A grievance shall mean a formal complaint instituted by an employee(s) or the Association based
upon the interpretation, application, or violation of this Agreement. Grievances filed under this
definition may be appealed through binding arbitration procedure.
2. A grievance may also mean a formal complaint by an employee(s) or the Association that there has
been a loss or injury as the result of administrative decisions which affect the terms of this contract or
the interpretation, application, or violation of the policy manual of the Clinton Township Board of
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Education. Grievances filed under this definition, which apply to written Board policy, may be
appealed only through the Board level of this procedure.
3. An aggrieved person is the employee(s) or the Association making a formal complaint. The name of
the aggrieved employee(s) will be included on the grievance form when the grievance is submitted.
C. Purpose
1. The purpose of the grievance procedure is to secure, at the lowest possible level, solutions to the
grievances, which may arise from time to time affecting terms and conditions of employment.
2. The number of days indicated at each level should be considered a maximum and every effort should
be made to expedite the process.
3. All days referred to in this procedure will be work days. Work days when used in this Article, refer to
days when school is in session, and during the summer, to days when the Central Office is open for
the transaction of business, whether or not students or employees are in attendance.
D. Representation:
1. The aggrieved person(s) may be represented at all levels of the grievance procedure in person, or may
opt to have a representative selected or approved by the Association. In grievances where the
aggrieved person opts to be their own representative, the Association shall be entitled to be present
and to state the views of the Association. The aggrieved person(s), Board, and school administration
shall have the right to have present consultants and/or advisors of their choice. The Board will not be
responsible for the salaries of the consultant and/or advisor of the aggrieved person.
2. While any grievance is pending, employees will continue to observe all assignments and applicable
rules and regulations of the Board until such grievance and any effect thereof will have been fully
determined.
E. Procedure:
1. Forms for filing grievances may be obtained from the faculty representative in each building.
2. Failure at any level of this procedure to communicate the decision on a grievance within the specified
time limits listed in the procedure, will allow the aggrieved person to proceed to the next level
permitted. Failure at any level of this procedure to appeal a grievance to the next level permitted,
within the specified time limit (in work days) will be deemed an acceptance of the decision rendered
at that level.
3. It shall be the general practice to process grievances during times that do not interfere with assigned
duties of the employees. In the event the Board and the arbitrator agree to hold the proceedings during
regular working hours, an aggrieved person and their Association representative, participating in any
level of the grievance procedure with any representative of the Board, will be released from their
assigned duties without loss of salary.
4. If the grievance arises from the action of an authority higher than the school principal, the grievance
may be initiated at the Superintendent level.
5. A grievance will be processed according to the established time lines unless the parties mutually
agree, in writing, to extend the time line.
6. The times, dates, and locations for the arbitration hearing and decision will be set by agreement of the
arbitrator, the Association, and the Board.
7. The decision of the arbitrator shall be submitted to the Board and the Association, and binding on both
parties.
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8. All documents, communications, and records dealing with the processing of a grievance will be filed
in a separate grievance folder and will not be kept in the personnel folder of any participant.
F. Levels in the Procedure:
1. Level One: Within 20 work days of its occurrence, an employee with a grievance will discuss it with
his/her principal or immediate supervisor, either directly or through the Association’s designated
representative, with the objective of resolving the matter informally.
2. Level Two: If as a result of the discussion, the matter is not resolved to the satisfaction of the
employee within five (5) work days, he or she may set forth the grievance in writing to the Principal
on the grievance forms provided. The Principal will communicate his decision to the grievant in
writing within five (5) workdays of receipt of the written grievance.
3. Level Three: The employee, no later than five (5) work days after receipt of the Principal’s decision,
may appeal the Principal’s decision to the Superintendent of Schools in writing and attach the original
grievance paperwork. The Superintendent shall attempt to resolve the matter quickly, but within a
period not to exceed ten (10) work days. The Superintendent shall communicate his or her decision in
writing to the employee and to the Principal, or to the Association on behalf of the employee.
4. Level Four: If the grievance is not resolved to the grievant’s satisfaction, he or she, no later than five
(5) work days after the receipt of the Superintendent’s decision, may request a review by a committee
of the Board of Education. The request will be submitted in writing through the Superintendent of
Schools who shall attach all related papers and forward the request within five (5) work days to the
Board of Education. The Board’s committee shall review the grievance and shall, at the option of the
Board, hold a hearing with the Association representative and render a decision in writing within
twenty-five (25) work days of the Board’s receipt of the grievance.
5. Level Five: If the Association is dissatisfied with the decision of the Board of Education and only if
the grievance pertains to an alleged violation of the Agreement, the Association may request the
appointment of a mutually agreed upon Arbitrator. This request must be made in writing within ten
(10) work days, and must be made to the Board of Education Secretary. A mutually agreed upon
arbitrator will be selected, and acceptance by both parties will be stated in writing, or the selection will
proceed in accordance with the rules and regulations of the Public Employment Relations
Commission.
6. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator
can add nothing to nor subtract anything from the Agreement between the parties. The arbitrator is
not precluded, however, from relying on past practice if needed to interpret ambiguous contractual
provisions.
ARTICLE XII
LEAVES AND ABSENCES
1. Sick Leave
a. Sick leave will be granted only as the result of personal disability due to illness or injury. Employees
hired after the opening of school will have sick days pro-rated at one (1) per month or partial month
worked. All full-time employees will be granted one (1) sick day per month or partial month worked
up to a maximum of ten (10) days per year for ten (10) month employees and twelve (12) days per
year for twelve (12) month employee. Sick leave will be cumulative with no maximum limit. Proof of
illness signed by a physician may be required by the Superintendent at any time. Part-time employees
will be granted sick leave on a pro-rated basis of hours worked.
b. Employees will be given a written accounting of accumulated sick leave, personal leave and vacation
days by the first day of school.
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2. Bereavement Leave
a. In case of death of a member of the immediate family. “Family” as herein used means parents, spouse,
brother, sister, children or adopted children, grandchildren grandparents, mother-in-law, father-in-law,
son-in-law, daughter-in-law, stepchild, stepparent, domestic partner of an employee or the death of a
relative who lived in the household of the employee. Such employee will be excused without loss of
pay or sick leave for a period not to exceed five (5) days. The Board may extend leave in the case of
the death of a child or spouse. The five days will begin the day the employee leaves. Such leave may
not be cumulative and will exclude Saturday, Sunday, and all legal holidays.
b. One day per year, other than listed in (a) above will be granted to attend a funeral. Such leave will not
be cumulative.
c. The Board of Education and Association acknowledge and agree that there may be extenuating
circumstances requiring bereavement leave in excess of the number of days set forth herein. In such a
case, the employee may request from the Superintendent of Schools permission to take additional
days, with or without pay, as determined by the Superintendent of Schools. The consent of the
Superintendent of Schools will not be unreasonably withheld.
d. Part-time employees will receive benefits in this paragraph without pay.
3. Jury Duty
If an employee is called to jury duty, or subpoenaed to appear as a witness in court, the employee will
receive full pay from the district for the duration of the required service.
4. Personal Leave
a. Two (2) personal days per academic year cumulative to five (5) days for ten (10) month employees
and three (3) personal days for twelve (12) month employees cumulative to seven and one half (7 1/2)
may be granted entirely at the discretion of the Superintendent, provided the employee requesting the
personal days states to the Superintendent the activity is such that it requires the employee's absence
during the scheduled workday and is of such a nature that it cannot be attended to at times other than
the employee's scheduled workday. Part-time employees will be granted personal leave on a pro-rated
basis of hours worked.
b. Application for a personal leave must be submitted in writing at least three (3) workdays in advance
(except in cases of emergencies as determined by the Superintendent).
c. Personal leave on days immediately preceding or following scheduled school holidays, and the first
and last days of the school year will be granted for extenuating circumstance at the discretion of the
Superintendent.
d. The Superintendent retains the right to deny a request for leave if insufficient employees are available
to adequately staff the school.
e. An employee with unused personal days may have the option of converting the days into family
illness days accruable to ten (10) or sick days.
5. Sick Leave Bank
A Sick Leave Bank has been established to provide compensable level coverage to bargain unit members
who are absent for an extended period due to catastrophic illness or injury. Benefits are only accessible to
members who participate.
The Bank shall operate in accordance with the following rules and regulations:
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a. A representative from each building - selected by building members - will serve on a committee with a
representative from administration.
b. A unit member may participate in the Sick Leave Bank by giving written notice to the Business Office
of the desire to donate one (1) or more Personal Days to the Bank.
c. Employees shall have the opportunity to contribute to the Sick Leave Bank from September 1 to
November 1 of the school year. The contributed day will be deducted from the employee's Personal
Days.
d. The Sick Leave Bank shall be available only to those members who have exhausted all earned and
accumulated leave time (e.g. vacation, sick, personal days) as recommended by the committee and
approved by the Board.
e. The participating member will be allowed to use up to 120 days of the accrued days.
f. When the Sick Leave Bank falls below 60 days, each member will again contribute one Personal Day.
g. By July 1 of each year of the contract, the Association will be given the total number of days in the
Sick Leave Bank, total days donated and total days used. Names of all members of the Sick Leave
Bank shall be given to the Association.
6. Leaves of Absences
Leaves of Absence may be granted to tenured employees having served ten (10) years in the district. Such
employees may request a leave of absence for one or two years. All requests for leaves must be made in
writing to the Superintendent by April 30th proceeding the academic year for the request.
Time spent on leave granted in paragraph 6 will not be considered in determining salary or benefits, except
as required by law or when, upon the opinion of the Superintendent and approval of the Board, the work or
study experience obtained while on leave is directly applicable to the teacher's teaching responsibilities
and is at least equivalent to the experience that would have been gained had the teacher remained in active
employment by the Board.
7. Emergency Leave of Absence
A request for an Emergency Leave of Absence will:
a. be made in writing to the Superintendent at least thirty (30) days prior to effective date of leave,
except in case of serious personal illness;
b. indicate reason for such leave;
c. indicate the approximate length of leave;
d. comply with the proper authorization as requested by the Board, such as a doctor's certificate.
The time of emergency leave granted to tenured employees will be from one month to the end of the
school year, with extension at the discretion of the Board.
8. Disability Leaves (Including Maternity)
a. An employee who anticipates a disability shall notify his/her immediate supervisor in writing of the
anticipated commencement of the disability as soon as the employee knows of it.
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b. In the case of pregnancy, the employee shall inform the supervisor of the anticipated delivery date.
c. No later than 90 days prior to the anticipated delivery date, the employee shall request a leave of
absence while she is disabled, for which accumulated sick leave may be utilized.
d. The Board reserves the right to regulate the commencement and termination dates of anticipated
disability leaves in order to preserve educational continuity (as permitted by the Federal Family Leave
Act and the New Jersey Family Leave Act). When this occurs, an employee who is placed on an
involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of
actual disability, according to this Agreement and the rules of the insurance carrier. However, time
spent on unpaid leave shall not be counted for accrual of any benefits.
e. The Board may require as a condition of the employee's return to service the production of a
certificate from the employee's physician certifying that the employee is medically able to resume
his/her duties. Any dispute requiring additional documentation is governed by the Federal Family
Leave Act and/or state law including the New Jersey Family Leave Act.
9. Child Care Leaves
a. Child care leave is available to eligible employees either through the Federal Leave Act, New Jersey
Family Leave Act, or through the provisions of this Article, except as provided in the Child Care
Leave.
b. Contractual child care leave shall begin immediately upon a) the termination of the disability leave
defined above, or b) on September 1 or February 1.
c. Contractual child care leave shall terminate at the end of the school year in which the leave was
granted. For tenured teachers only, an extension of child care leave beyond the semester in which the
leave is granted may be extended for one school year provided an application in writing is made prior
to April 1 of the academic year preceding the year in which the leave is to be taken. Extensions, or
other adjustments to the duration of the leave, shall be at the full discretion of the Board.
d. An employee desiring an unpaid leave shall apply no less that 90 calendar days before the anticipated
delivery date of the child. In the case of adoption, notice shall be given to the employee's supervisor
when the adoption is approved by the adoption agency. In cases of adoption, application shall be
made for a specific leave period as soon as the employee is informed of the custody date.
e. Contractual unpaid child care leave is available to employees who fulfill the requirements set out
above. Approval of leave is conditioned upon adequate staffing as determined by the Board. No
request will be disapproved arbitrarily, discriminatorily or capriciously.
f. To be eligible for a salary increment and credit toward longevity payments and sabbaticals, employees
must work at least 90 days in the school year that the leave commences or terminates.
g. An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue
benefits except as statutorily required. After which the employee may continue coverage at his own
expense, in accordance with the rules of the insurance carrier.
h. To be eligible for a new child care leave, an employee must have been actively employed in the
district for the full academic year or calendar year prior to the requested leave, or as required by law.
ARTICLE XIII
ANCILLARY BENEFITS
1. The Board will provide Health Care Insurance coverage to all full-time employees and their dependents
under the Horizon Blue Cross Blue Shield Plan. Those employees in the Traditional plan will pay a
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proportion of the dependent cost equal to the difference between the family DDP dependent cost and the
Traditional family dependent cost.
An employee must work a minimum of twenty (20) hours per week to qualify for this insurance coverage.
An employee may continue in the State Health Benefits Program after retirement in accordance with rules
of the State Division of Pensions.
CTEA members hired by the Board after ratification by the parties shall not be eligible for the Traditional
Plan. If a CTEA member opts out of a Traditional plan, said member will not be permitted to reenroll in
the Traditional plan.
2. The Board will provide full single dental coverage to all full-time employees under the Horizon Blue
Cross Blue Shield Dental Plan. The Board will make available dependent dental insurance coverage which
shall be paid for by the employee. Employees must work a minimum of twenty (20) hours per week to
qualify for dental coverage.
a. There will be a $5.00 co-pay charge per month for all employees electing single dental coverage.
b. The filing period for submitting claims will be six months.
c. Periodic exams and x-rays will be included in the dental insurance at 100% of the reasonable and
customary fee. Crowns will be included at 50% of the reasonable and customary fee.
3. The Board will provide $100 per family per year for optical exams or devices. The Board office will
provide forms for the submission of claims.
4. The Board will provide full funding for an Employee Assistance Program.
5. Employees shall have the option of participating in the Section 125 Flexible Spending Accounts Program.
The program is offered in conjunction with the health benefits buy back program discussed herein. If
during the term of the agreement the health care insurance program is underwritten by a company which
does not permit health benefits buy backs, the Board of Education shall have the right to discontinue the
flexible spending account program benefit.
a. The Section 125 Flexible Spending Accounts Program will be offered to the employees through the
Family Security Insurance Agency, Inc. in accordance with a certain proposal submitted to the Board
of Education.
6. Employees shall have the option of participating in the health benefits benefit buy-back program
(hereinafter "program"). The program provides to the employee an option to waive their entitlement to
participate in the health benefits program in exchange for a cash reimbursement in an amount as set forth
hereafter.
a. Employees shall communicate, in writing, their intention to participate in the program to the school
business administrator no later than June 15th for the forthcoming school year and no later than
December 15th for the last six (6) months of the school year.
b. Employees shall be reimbursed semi-annually on December 15th and June 15th of the school year.
Employees shall be reimbursed only for the months in which they participate.
c. Each teacher who would have selected single health benefits coverage will receive a cash
reimbursement of $1,200.00. Each teacher who would have selected parent/child or husband/wife or
family health benefits coverage will receive a cash reimbursement of $2,100.00.
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ARTICLE XIV
COMPENSATION
1. The salaries of all employees covered by this Agreement are set forth in attached schedules
2. All certified teachers will be initially placed on the guide according to their educational qualifications and
years of teaching experience. The Superintendent shall have sole discretion to place an incoming
employee on the salary guide that is lower than where the employee would otherwise be placed based on
the employee’s years of experience.
3. Child study team, teacher assistants and guidance personnel will initially be placed on the guide at a step
to be determined by the Superintendent and approved by the Board. However, no teacher assistant will be
placed at a higher step on the guide than an existing teacher assistant with similar previous experience.
4. After initial placement on the guide all personnel will move on the guide in yearly steps. Notification for
anticipated movement across the guide must be received by June 1 in the business office. Movement
across the guide will occur at two time periods - September 15 and February 15 contingent upon
presentation of documentation to the Board Secretary ten (10) work days prior to these dates.
5. Credit for up to four years of military service will be granted to teachers for placement on the salary guide
as per state law.
6. Compensation for after school and summer professional work is set forth in attached Activity Schedule E
of this Agreement. In lieu of compensation an employee may have the option of using compensatory time
approved by the employee's building principal. No other benefits will accrue for after school and summer
professional work.
7. Compensation for the use of an employee's automobile on school business, with the prior approval of the
building principal will be at the rate established annually by the Internal Revenue Service.
8. Any necessary expenses occurred by teachers and teacher assistants approved by the Superintendent will
be reimbursed by the Board upon submission of vouchers to the business office.
9. Employees will be paid in twenty (20) equal semi-monthly installments for ten (10) month personnel and
in twenty-four (24) equal semi-monthly installments for twelve (12) month personnel. Employees will be
paid on the fifteenth and last work day of each month. Ten (10) month employees as per state law may
have the option to authorize their payment choice by filing the form provided by the administration at the
beginning of the school year. Summer payments to ten (10) month employees will be paid in two (2) equal
installments July 15 and August 15.
Employees will have the option to have deductions from their salary deposited with the Hunterdon County
School Employees Federal Credit Union.
Employees will have the option to have deductions from their salary deposited into one of the approved
annuity funds.
10. a. The Board shall reimburse teachers, teacher assistants, secretaries, clerks, custodians, and
maintenance workers an amount of money, not to exceed the in-state tuition cost charged by Rutgers,
the State University for up to two graduate courses, for graduate and/or CEU courses, or
technical/craft courses taken in any school year under this agreement.
b. All graduate and CEU courses must be approved in advance by the Superintendent of Schools.
Applicants for course reimbursement shall be notified within 14 days from receipt of same by the
Superintendent of Schools whether approval has been granted.
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c. Application may be made to the Superintendent of Schools to substitute two certification courses for
two graduate courses.
d. Reimbursement will be made one month after submission of a transcript indicating the course has
been completed with a minimum grade of B and evidence of the tuition paid. The transcript shall be
submitted within 90 days of the course completion.
11. a. Teachers shall be granted credit on the salary guide for taking continuing education credit (CEU)
which shall be pre-approved by the Superintendent of Schools. Each 1.5 hours of approved CEU time
shall equal .1 of salary guide credit with a minimum number of 7.5 hours for each CEU course. In
order for a teacher to be eligible to receive credit for a CEU course, they shall attend all sessions of the
course unless the course meets more than ten times in which case they shall attend a minimum of 90%
of the course sessions.
b. Credit will not be given to a teacher for taking a "refresher" CEU course unless designated as such and
approved in advance by the Superintendent of Schools.
c. When a CEU course is designated for a particular area, participation in and receipt of credit by other
than area teachers will only be given when prior approval is received from the Superintendent of
Schools.
d. Teachers who teach CEU courses shall be entitled to receive a stipend in the amount of $500 or twice
the course credit, i.e. 2 credits for a 15 hour CEU course.
e. Successful completion of a CEU course shall be evidenced by the issuance of a certificate which shall
be kept on file in the Board of Education office.
12. Teachers will be afforded an opportunity to participate in the National Board for Professional Teaching
Standards Program. Upon successful completion of the program and receipt of certification the $2,000
assessment fee will be reimbursed and 9 credits will be granted on the salary guide.
13. Curriculum chairpersons working during the school year will be compensated with a stipend of $500.
Teachers employed during the period between the last day of school in June and the first day of school in
September to perform work directly related to the curriculum will be paid according to Schedule E. No
other benefits will accrue to teachers involved in school curriculum work.
Teachers employed during the period between the last day of school in June and the first day of school in
September to perform work directly related to the school program, other than that listed above, shall be
paid at the rate of one two hundredth (1/200) of their next year's salary for each seven (7) hour work day.
14. Anticipated summer work opportunities for ten (10) month secretarial personnel will be posted in each
building prior to June 30. Notice of summer work opportunities occurring after June 30 will be mailed to
each ten (10) month secretary. The pay rate for extra work during the summer will be paid at the rate of
one two hundredth (1/200) of their next year’s salary for each seven (7) hour work day.
15. Employees retiring and collecting pension in accordance with the provisions of the New Jersey Pension
and Annuity or public employees’ retirement system who submit to the Superintendent a written statement
of intention to retire at least six (6) months prior to the effective date of retirement will be eligible for a
retirement allowance. The notification schedule is as follows:
Effective Date of Retirement Last Day of Employment 6 Months Notice Due Date
July 1 June 30 January 1
August 1 June 30 January 1
September 1 June 30 January 1
October 1 September 30 April 1
November 1 October 31 May 1
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December 1 November 30 June 1
January 1 December 31 July 1
February 1 January 31 August 1
March 1 February 28 September 1
April 1 March 30 October 1
May 1 April 30 November 1
June 1 May 31 December 1
a. The retirement allowance will be computed at the rate of one day's pay (salary divided by 200 days) at
the employee's current salary rate for each four days of accumulated unused sick leave to the
employee’s credit at the time of the notice of intention to retire.
b. The retirement allowance will not exceed forty-six (46) days pay.
c. A promissory note for the total amount will be given to the retiring employee at the time of retirement.
The retirement allowance will be paid in a lump sum. The amount attributable to accumulated sick
days that are owed to an employee upon retirement shall be made as a non-elective employer
contribution to an eligible 403(b) of the employee’s choosing.
d. Unused accumulated sick leave converted to a retirement allowance will be deducted from the
employee's sick leave record at the time the notice of intention to retire is submitted.
e. An employee's retirement allowance will be paid to the estate if the employee dies while still
employed in the district.
16. Teachers and teaching assistants must work ninety (90) or more school days in a school year in order to
qualify for salary guide advancement. Ten (10) month secretarial personnel must work one hundred or
more days in a school year in order to qualify for salary guide advancement. Twelve (12) month
secretarial/clerical employees must work one hundred thirty (130) or more days in a calendar year in order
to qualify for increment advancement.
17. The Clinton Township Education Association shall have sole discretion to place the settlement on the
guide, including lateral movement for credits.
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ARTICLE XV
EMPLOYEE RIGHTS
1. Just Cause Provision
No employee shall be disciplined or reprimanded without just cause. Any such action asserted by the
Board or Administration will be subject to the grievance procedure herein set forth.
2. Required Meetings and Hearings
a. An employee shall be given notice as soon as practicable regarding any complaint, concern or any
matter which could adversely affect the continuation of that employee in their office, position or
employment; or the salary or any increments pertaining thereto.
b. Whenever any employee is required to appear before the Board or Administration or any committee of
the Board, concerning any matter which could adversely affect the continuation of that employee in
their office, position or employment or the salary or any increments pertaining thereto, they will be
given ten (10) days prior written notice of the reasons for such meeting or interview and will be
entitled to have a representative of the Association present to advise them and represent them during
such meeting or interview.
3. No employee will be prevented from wearing pins or other identification of membership in the
Association or its affiliates.
4. Student Grades
No grade will be changed without written notice and consultation with the awarding teacher.
5. Employees will be given copies of additions to their personnel files. They will sign a receipt for such
copies. The employee will have the opportunity to respond in writing to and/or rebut such material and
such response will be placed in their file. Pre-employment records and letters of recommendation are to be
excluded from this duplication process.
6. Pursuant to Chapter 123 Public Laws 1974, the Board hereby agrees that every employee of the Board will
have the right to freely organize, join and support the Association and its affiliates for the purpose of
engaging in collective negotiations and other legal activities for mutual aid and protection.
ARTICLE XVI
NONDISCRIMINATION
There will be no discrimination by the Board or the Association against any employee on the basis of race,
color, creed, sex, age, national origin, religion, political affiliation or sexual orientation.
ARTICLE XVII
SEPARABILITY
If any provision of this Agreement or any application of this Agreement to any employee or group of
employees is held to be contrary to law then such provision or application will not be deemed valid or
subsisting, except for the extent permitted by law, but all other provisions or applications will continue in full
force and effect.
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ARTICLE XVIII
COMPLIANCE
Any individual contract between the Board and the individual employee heretofore or hereafter executed will
be subject to and consistent with the terms and conditions of this Agreement. If any individual contract
contains language inconsistent with this Agreement, this Agreement, during its duration, will be controlling.
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Schedule A - Teachers
Teacher Salary Guide Movement Chart
2006-07 2007-08 2008-09 2009-10
Years of Salary Guide Years of Salary Guide Years of Salary Guide Years of Salary Guide
Experience Step Experience * Step Experience * Step Experience * Step
0 A
0 1 0-1 A 1-2 B
0-1 1-2 1-2 2-3 2-3 B 3-4 C
2,3 3-4 3-4 4-5 4-5 C 5-6 D
4,5 5 5-6 6 6-7 D 7-8 E
6,7 6 7-8 7 8-9 E 9-10 F
8,9 7 9-10 8 10-11 F 11-12 G
10,11 8 11-12 9 12-13 G 13-14 H
12 9 13 10 14 H 15 I
13 10 14 11 15 I 16 L
14 11 15 12 16 L 17 K
15 12 16 13 17 K 18 L
16 13 17 14 18 L 19 M
17,18 14 18-19 15 19-20 M 20-21 N
19 15 20 16 21 N 22+ O
20,23 16 21-24 17 22+ O O
24,26 17 25+ 18 O O
27+ 18 18 O O
30
Schedule A-1 Teacher Salaries
BASE YEAR 2006-07
950 1,900 2,850 3,800 4,750 5,700 6,650
Years of Salary Guide BA+45/MA+15 BA+60/MA+30 BA+75/MA+45 BA+90/MA+60
Experience Step BA BA+15 BA+30/MA MA IN F MA IN F+15 MA IN F+30 MA IN F+45 DOCTORATE
0-1 1-2 43,110 44,060 45,010 45,960 46,910 47,860 48,810 49,760
2,3 3-4 44,110 45,060 46,010 46,960 47,910 48,860 49,810 50,760
4,5 5 45,110 46,060 47,010 47,960 48,910 49,860 50,810 51,760
6,7 6 46,220 47,170 48,120 49,070 50,020 50,970 51,920 52,870
8,9 7 47,415 48,365 49,315 50,265 51,215 52,165 53,115 54,065
10,11 8 48,730 49,680 50,630 51,580 52,530 53,480 54,430 55,380
12 9 50,510 51,460 52,410 53,360 54,310 55,260 56,210 57,160
13 10 52,610 53,560 54,510 55,460 56,410 57,360 58,310 59,260
14 11 55,260 56,210 57,160 58,110 59,060 60,010 60,960 61,910
15 12 58,210 59,160 60,110 61,060 62,010 62,960 63,910 64,860
16 13 61,360 62,310 63,260 64,210 65,160 66,110 67,060 68,010
17,18 14 64,360 65,310 66,260 67,210 68,160 69,110 70,060 71,010
19 15 67,360 68,310 69,260 70,210 71,160 72,110 73,060 74,010
20,23 16 69,435 70,385 71,335 72,285 73,235 74,185 75,135 76,085
24,26 17 71,910 72,860 73,810 74,760 75,710 76,660 77,610 78,560
27+ 18 74,385 75,335 76,285 77,235 78,185 79,135 80,085 81,035
31
Schedule A-2 Teacher Salaries
YEAR 1 2007-08
Years of Salary Guide BA+30/ BA+45/MA+15 BA+60/MA+30 BA+75/MA+45 BA+90/MA+60
Experience Step BA BA+15 MA MA IN F MA IN F+15 MA IN F+30 MA IN F+45 DOCTORATE
0 1 44,485 45,435 46,485 47,485 49,485 50,485 51,485 51,985
1-2 2-3 44,985 45,935 46,985 47,985 49,985 50,985 51,985 52,485
3-4 4-5 45,985 46,935 47,985 48,985 50,985 51,985 52,985 53,485
5-6 6 47,095 48,045 49,095 50,095 52,095 53,095 54,095 54,595
7-8 7 48,280 49,230 50,280 51,280 53,280 54,280 55,280 55,780
9-10 8 49,580 50,530 51,580 52,580 54,580 55,580 56,580 57,080
11-12 9 51,360 52,310 53,360 54,360 56,360 57,360 58,360 58,860
13 10 53,460 54,410 55,460 56,460 58,460 59,460 60,460 60,960
14 11 56,110 57,060 58,110 59,110 61,110 62,110 63,110 63,610
15 12 59,035 59,985 61,035 62,035 64,035 65,035 66,035 66,535
16 13 61,985 62,935 63,985 64,985 66,985 67,985 68,985 69,485
17 14 64,960 65,910 66,960 67,960 69,960 70,960 71,960 72,460
18-19 15 67,960 68,910 69,960 70,960 72,960 73,960 74,960 75,460
20 16 70,435 71,385 72,435 73,435 75,435 76,435 77,435 77,935
21-24 17 72,910 73,860 74,910 75,910 77,910 78,910 79,910 80,410
25+ 18 75,385 76,335 77,385 78,385 80,385 81,385 82,385 82,885
32
Schedule A-3 Teachers Salaries
YEAR 2 2008-09
Years of Salary Guide BA+30/ BA+45/MA+15 BA+60/MA+30 BA+75/MA+45 BA+90/MA+60
Experience * Step BA BA+15 MA MA IN F MA IN F+15 MA IN F+30 MA IN F+45 DOCTORATE
0-1 A 46,195 47,145 48,395 49,495 51,695 52,795 53,895 54,395
2-3 B 46,695 47,645 48,895 49,995 52,195 53,295 54,395 54,895
4-5 C 47,805 48,755 50,005 51,105 53,305 54,405 55,505 56,005
6-7 D 48,990 49,940 51,190 52,290 54,490 55,590 56,690 57,190
8-9 E 50,290 51,240 52,490 53,590 55,790 56,890 57,990 58,490
10-11 F 52,045 52,995 54,245 55,345 57,545 58,645 59,745 60,245
12-13 G 54,145 55,095 56,345 57,445 59,645 60,745 61,845 62,345
14 H 56,795 57,745 58,995 60,095 62,295 63,395 64,495 64,995
15 I 59,705 60,655 61,905 63,005 65,205 66,305 67,405 67,905
16 L 62,640 63,590 64,840 65,940 68,140 69,240 70,340 70,840
17 K 65,600 66,550 67,800 68,900 71,100 72,200 73,300 73,800
18 L 68,585 69,535 70,785 71,885 74,085 75,185 76,285 76,785
19-20 M 71,085 72,035 73,285 74,385 76,585 77,685 78,785 79,285
21 N 73,685 74,635 75,885 76,985 79,185 80,285 81,385 81,885
22+ O 76,385 77,335 78,585 79,685 81,885 82,985 84,085 84,585
33
Schedule A-4 Teacher Salaries
YEAR 3 2009-10
Years of Salary Guide BA+30/ BA+45/MA+15 BA+60/MA+30 BA+75/MA+45 BA+90/MA+60
Experience * Step BA BA+15 MA MA IN F MA IN F+15 MA IN F+30 MA IN F+45 DOCTORATE
0 A 46,990 47,940 49,490 50,740 53,240 54,490 55,740 56,240
1-2 B 47,490 48,440 49,990 51,240 53,740 54,990 56,240 56,740
3-4 C 47,990 48,940 50,490 51,740 54,240 55,490 56,740 57,240
5-6 D 49,100 50,050 51,600 52,850 55,350 56,600 57,850 58,350
7-8 E 50,385 51,335 52,885 54,135 56,635 57,885 59,135 59,635
9-10 F 52,860 53,810 55,360 56,610 59,110 60,360 61,610 62,110
11-12 G 55,385 56,335 57,885 59,135 61,635 62,885 64,135 64,635
13-14 H 57,960 58,910 60,460 61,710 64,210 65,460 66,710 67,210
15 I 60,585 61,535 63,085 64,335 66,835 68,085 69,335 69,835
16 L 63,260 64,210 65,760 67,010 69,510 70,760 72,010 72,510
17 K 65,985 66,935 68,485 69,735 72,235 73,485 74,735 75,235
18 L 68,760 69,710 71,260 72,510 75,010 76,260 77,510 78,010
19 M 71,585 72,535 74,085 75,335 77,835 79,085 80,335 80,835
20-21 N 74,460 75,410 76,960 78,210 80,710 81,960 83,210 83,710
22+ O 77,385 78,335 79,885 81,135 83,635 84,885 86,135 86,635
34
Schedule B – Teacher Assistants
Teacher Assistant Salary Guide Movement Chart
2006-07 2007-08 2008-09 2009-10
Step Step Step Step
1
1 1-2 2-3
1-2 2-3 3-4 4-5
3-4 4-5 5-6 6-7
5 6 7 8
6 7 8 9
7 8 9 10
8 9 10 11
9 10 11 12
10 11 12 13
11 12 13 14
12 13 14 15
13 14 15 15
14 15 15 15
15 15 15 15
OG1 OG1 OG1 OG1
OG2 OG2 OG2 OG2
35
Schedule B-1 Teacher Assistant Salaries
BASE YEAR 2006-07
Salary Guide
Step AA BA
1-2 15,050 18,519
3-4 15,450 18,919
5 15,945 19,572
6 16,480 20,251
7 17,055 21,032
8 17,670 21,871
9 18,315 22,332
10 18,985 23,208
11 19,680 23,757
12 20,400 24,501
13 21,145 25,396
14 21,915 26,327
15 22,710 27,289
OG1 30,522
OG2 31,400
36
Schedule B-2 Teacher Assistant Salaries
YEAR 1 2007-08
Salary Guide
Step AA BA
1 15,360 19,365
2-3 15,760 19,765
4-5 16,159 20,164
6 16,578 20,583
7 17,218 21,223
8 17,873 21,879
9 18,528 22,533
10 19,183 23,216
11 19,958 23,963
12 20,743 24,748
13 21,573 25,578
14 22,448 26,453
15 23,368 27,373
OG1 31,180
OG2 32,058
37
Schedule B-3 Teacher Assistant Salaries
YEAR 2 2008-09
Salary Guide
Step AA BA
1-2 16,273 20,108
3-4 16,673 20,508
5-6 17,071 20,906
7 17,652 21,487
8 18,288 22,123
9 18,968 22,803
10 19,693 23,528
11 20,463 24,298
12 21,278 25,113
13 22,138 25,973
14 23,043 26,878
15 23,993 27,828
OG1 31,805
OG2 32,683
38
Schedule B-4 Teacher Assistant Salaries
YEAR 3 2009-10
Salary Guide
Step AA BA
1 16,693 20,593
2-3 17,093 20,993
4-5 17,493 21,393
6-7 17,893 21,793
8 18,293 22,193
9 19,033 22,933
10 19,838 23,738
11 20,693 24,593
12 21,598 25,498
13 22,553 26,453
14 23,558 27,458
15 24,608 28,508
OG1 32,420
OG2 33,298
39
Schedule C – Secretaries and Clerks
Secretary Salary Guide Movement Chart
2006-07 2007-08 2008-09 2009-10
Step Step Step Step
1
1 1-2 2-3
1-4 2-5 3-6 4-7
5 6 7 8
6 7 8 9
7 8 9 10
8 9 10 11
9 10 11 12
10 11 12 13
11 12 13 14
12 13 14 15
13 14 15 16
14 15 16 16
15 16 16 16
16 16 16 16
40
Schedule C-1 Secretaries and Clerks Salaries
BASE YEAR 2006-07
Salary Guide
Step 10 Month 12 Month
1-4 25,705 30,846
5 26,205 31,446
6 27,475 32,970
7 28,760 34,512
8 30,055 36,066
9 31,350 37,620
10 32,645 39,174
11 33,940 40,728
12 35,235 42,282
13 36,530 43,836
14 37,825 45,390
15 39,120 46,944
16 40,415 48,498
41
Schedule C-2 Secretaries and Clerks Salaries
YEAR 1 2007-08
Salary
Guide
Step 10 Month 12 Month
1 27,015 32,418
2-5 27,115 32,538
6 27,615 33,138
7 28,995 34,794
8 30,375 36,450
9 31,755 38,106
10 33,135 39,762
11 34,515 41,418
12 35,895 43,074
13 37,275 44,730
14 38,655 46,386
15 40,035 48,042
16 41,415 49,698
42
Schedule C-3 Secretaries and Clerks Salaries
YEAR 2 2008-09
Salary
Guide
Step 10 Month 12 Month
1-2 28,530 34,236
3-6 28,630 34,356
7 29,130 34,956
8 30,415 36,498
9 31,790 38,148
10 33,165 39,798
11 34,540 41,448
12 36,035 43,242
13 37,630 45,156
14 39,225 47,070
15 40,820 48,984
16 42,415 50,898
43
Schedule C-4 Secretaries and Clerks Salaries
YEAR 3 2009-10
Salary Guide
Step 10 Month 12 Month
1 29,215 35,058
1 29,715 35,658
2-3 29,815 35,778
4-7 29,915 35,898
8 30,415 36,498
9 31,790 38,148
10 33,165 39,798
11 34,665 41,598
12 36,415 43,698
13 38,165 45,798
14 39,915 47,898
15 41,665 49,998
16 43,415 52,098
44
Schedule D – Custodian/Maintenance
Custodian/Maintenance Salary Guide Movement Chart
2006-07 2007-08 2008-09 2009-10
Step Step Step Step
1
1 1-2 2-3
1-4 2-5 3-6 4-7
5 6 7 8
6 7 8 9
7 8 9 10
8 9 10 11
9 10 11 12
10 11 12 13
11 12 13 14
12 13 14 15
13 14 15 16
14 15 16 17
15 16 17 17
16 17 17 17
17 17 17 17
45
Schedule D-1 Custodian/Maintenance Salaries
BASE YEAR 2006-07
Salary Guide
Step Custodian Maintenance
1-4 32,555 37,955
5 33,185 38,585
6 33,845 39,245
7 34,530 39,930
8 35,240 40,640
9 35,975 41,375
10 36,735 42,135
11 37,520 42,920
12 38,330 43,730
13 39,165 44,565
14 40,025 45,425
15 40,910 46,310
16 41,820 47,220
17 42,755 48,155
OG 61,897
46
Schedule D-2 Custodian/Maintenance Salaries
YEAR 1 2007-08
Salary Guide
Step Custodian Maintenance
1 33,375 38,955
2-5 34,095 39,675
6 34,830 40,410
7 35,605 41,185
8 36,395 41,975
9 37,200 42,780
10 38,020 43,600
11 38,855 44,435
12 39,705 45,285
13 40,570 46,150
14 41,450 47,030
15 42,345 47,925
16 43,255 48,835
17 44,180 49,760
47
Schedule D-3 Custodian/Maintenance Salaries
YEAR 2 2008-09
Salary Guide
Step Custodian Maintenance
1 33,770 39,525
1-2 34,645 40,400
3-6 35,525 41,280
7 36,410 42,165
8 37,300 43,055
9 38,200 43,955
10 39,105 44,860
11 40,015 45,770
12 40,930 46,685
13 41,850 47,605
14 42,775 48,530
15 43,705 49,460
16 44,640 50,395
17 45,580 51,335
48
Schedule D-4 Custodian/Maintenance Salaries
YEAR 3 2009-10
Salary Guide
Step Custodian Maintenance
1 35,050 40,980
2-3 36,045 41,975
4-7 37,040 42,970
8 38,035 43,965
9 39,030 44,960
10 40,025 45,955
11 41,020 46,950
12 42,015 47,945
13 43,010 48,940
14 44,005 49,935
15 45,000 50,930
16 45,995 51,925
17 46,990 52,920
49
Rationale for Salary
The salaries listed herein for each club and intramural activity are calculated by multiplying the number of hours times an
hourly rate of $26.50. The number of hours for each activity are suggested and may be modified by the principal with
notice to and approval from the Chief School Administrator provided budgeted funds are available. Should, for whatever
reason, e.g. numbers of participants, etc., the activity hours be less than what is listed, a staff member will be paid the
hourly rate times the actual hours. Prior to undertaking supervision of an activity a staff member will be required to
acknowledge in writing their understanding of the activity they will be overseeing, the salary they will be paid, the
minimum number of hours the activity will require, and that a quality assessment (administrative and student) of the
activity will be performed upon its completion.
SCHEDULE E - ACTIVITIES
CLUBS (CO-CURRICULAR)
CLINTON TOWNSHIP MIDDLE SCHOOL
Activity Hours Stipend
Art 24 $636
Beautification 20 $530
Camerata Singers 45 $1,193
Chess 30 $795
Computer 30 $795
Drama 80 $2,120
Stage Band 30 $795
Family Math or Science 20 $530
Generation Brass 30 $795
Guitar 30 $795
Lab Band 30 $795
Life Skills 33 $875
Literary Magazine 20 $530
Newspaper 180 $4,770
Railroad Club 50 $1,325
Region II/State Bands 20 $530
Region II/State Choruses 20 $530
Robotics 40 $1,060
String Ensemble 30 $795
School Council 40 $1,060
Yearbook 128 $3,392
ROUND VALLEY SCHOOL
Activity Hours Stipend
McGaheran Singers 40 $1,060
Student Council 20 $530
SPRUCE RUN/PATRICK MCGAHERAN
Activity Hours Stipend
Family Math or Science * $26.50
Read. Rec. Parent Mtgs. * $26.50
Spruce Run Players * $26.50
Spruce Run Art Fest * $26.50
*To be determined based upon the recommendation of the Principal and approved by the Chief School Administrator.
50
OLYMPICS OF THE MIND/DESTINATION IMAGINATION (CO-CURRICULAR)
$795.00 (To include training for one team and parent support through the first level of
competition).
$238.50 For each additional team.
$31.80 Per hour not to exceed $300.00 for any further level of competition within
New Jersey.
$265.00 Per day for each day of competition requiring an overnight stay (excluding
travel).
INTRAMURALS (ATHLETICS)
CLINTON TOWNSHIP MIDDLE SCHOOL
Activity Hours Stipend
Basketball 30 $795
Field Hockey 18 $477
Fitness 45 $1,193
Flag Football 24 $636
Floor Hockey 24 $636
Volleyball 24 $636
ROUND VALLEY
Activity Hours Stipend
Basketball (Gr. 6) 36 $954
Cheerleading (Gr. 6) 24 $636
Cross County (Gr. 6) 24 $636
Field Games (Gr. 6) 24 $636
Indoor Games (Gr. 6) 24 $636
Soccer (Gr. 6) 24 $636
INTERSCHOLASTIC (ATHLETICS)
CLINTON TOWNSHIP MIDDLE SCHOOL
Activity Years Experience Stipend
Basketball - Boys 4-6+ $3,710
2-3 $3,154
0-1 $2,677
Basketball - Boys - Asst. 4-6+ $2,783
2-3 $2,359
0-1 $2,014
Basketball - Girls 4-6+ $3,710
2-3 $3,154
0-1 $2,677
51
Basketball - Girls - Asst. 4-6+ $2,783
2-3 $2,359
0-1 $2,014
Baseball - Boys 4-6+ $2,491
2-3 $2,120
0-1 $1,802
Cross-Country 4-6+ $2,491
2-3 $2,120
0-1 $1,802
Cross-Country - Asst. 4-6+ $1,882
2-3 $1,590
0-1 $1,352
Soccer - Boys 4-6+ $2,491
2-3 $2,120
0-1 $1,802
Soccer - Girls 4-6+ $2,491
2-3 $2,120
0-1 $1,802
Softball - Girls 4-6+ $2,491
2-3 $2,120
0-1 $1,802
Cheerleading 4-6+ $2,756
2-3 $2,332
0-1 $1,988
Cheerleading - Asst. 4-6+ $2,067
2-3 $1,749
0-1 $1,484
Volleyball 4-6+ $2,491
2-3 $2,120
0-1 $1,802
OTHER
Athletic Events Dance Chaperone or Science Fair Advisor $21.20 per hour not to exceed 3-hour limit.
Homework, Library or Lunchroom Monitor $21.20 per hour
Home Instruction $28.62 per hour
Overnight School Activities $21.20 per hour not to exceed 8 hours in any 24 hour period
Saturday Activities $31.80 per hour
Athletic Coordinator $5,300 Annual Stipend
52
Curriculum Work
Staff members who perform curriculum writing and staff development work shall be paid a flat fee to be
developed and agreed to by a representative from the Association and the Chief School Administrator and based
upon the following:
1. An hourly rate of $35.94 will be used to determine total fee.
2. The anticipated number of hours the project will require.
Activities Added During The Term of the Agreement
The Board and Association agree that should an activity be added during the term of the Agreement, the building
principal and a representative of the Association will meet to determine the maximum hours and salary for the
activity, set forth same in writing, and submit their joint recommendation to the Chief School Administrator and
the Board for approval.
53
ARTICLE XIX
AGREEMENT
IN WITNESS of the foregoing the parties hereto have caused this Agreement to be duly executed by their respective
Presidents and Secretaries on the date indicated below.
Clinton Township Board of Education Clinton Township Education Association
President President
Secretary Secretary
Date Date |