HYPERLINK \l "_Toc165257396" article i PAGEREF _Toc165257396 \h 2

HYPERLINK \l "_Toc165257397" recognition PAGEREF _Toc165257397 \h 2
HYPERLINK \l "_Toc165257398" A. Units Recognized PAGEREF _Toc165257398 \h 2
HYPERLINK \l "_Toc165257399" B. Excluded Units PAGEREF _Toc165257399 \h 2
HYPERLINK \l "_Toc165257400" C. Terms PAGEREF _Toc165257400 \h 2

HYPERLINK \l "_Toc165257402" negotiation of successor agreement PAGEREF _Toc165257402 \h 3
HYPERLINK \l "_Toc165257403" A. Deadline Date PAGEREF _Toc165257403 \h 3
HYPERLINK \l "_Toc165257404" B. Modification PAGEREF _Toc165257404 \h 3
HYPERLINK \l "_Toc165257405" C. Revisions PAGEREF _Toc165257405 \h 3
HYPERLINK \l "_Toc165257406" D. Negotiations PAGEREF _Toc165257406 \h 3
HYPERLINK \l "_Toc165257407" E. Negotiating Representatives PAGEREF _Toc165257407 \h 3
HYPERLINK \l "_Toc165257408" F. Resolving Problems PAGEREF _Toc165257408 \h 4
HYPERLINK \l "_Toc165257409" G. Entire Understanding PAGEREF _Toc165257409 \h 4

HYPERLINK \l "_Toc165257411" Grievance procedure PAGEREF _Toc165257411 \h 5
HYPERLINK \l "_Toc165257412" A. Definitions PAGEREF _Toc165257412 \h 5
HYPERLINK \l "_Toc165257413" B. Purpose PAGEREF _Toc165257413 \h 5
HYPERLINK \l "_Toc165257414" C. Procedure PAGEREF _Toc165257414 \h 5
HYPERLINK \l "_Toc165257415" D. Costs PAGEREF _Toc165257415 \h 8
HYPERLINK \l "_Toc165257416" E. Representation PAGEREF _Toc165257416 \h 8
HYPERLINK \l "_Toc165257417" F. Reprisals PAGEREF _Toc165257417 \h 8
HYPERLINK \l "_Toc165257418" G. Miscellaneous PAGEREF _Toc165257418 \h 9

HYPERLINK \l "_Toc165257420" employee rights and privileges PAGEREF _Toc165257420 \h 10
HYPERLINK \l "_Toc165257421" A. Right to Organize, Join and Support Association PAGEREF _Toc165257421 \h 10
HYPERLINK \l "_Toc165257422" B. Statutory Savings Clause PAGEREF _Toc165257422 \h 10
HYPERLINK \l "_Toc165257423" C. Just Cause PAGEREF _Toc165257423 \h 10
HYPERLINK \l "_Toc165257424" D. Grades and Evaluations of Students PAGEREF _Toc165257424 \h 10
HYPERLINK \l "_Toc165257425" E. Personnel Records PAGEREF _Toc165257425 \h 10
HYPERLINK \l "_Toc165257426" F. Complaint Procedure PAGEREF _Toc165257426 \h 11
HYPERLINK \l "_Toc165257427" G. Meetings/Conference PAGEREF _Toc165257427 \h 11
HYPERLINK \l "_Toc165257428" H. Prior Notice PAGEREF _Toc165257428 \h 11

HYPERLINK \l "_Toc165257430" association rights and responsibilities PAGEREF _Toc165257430 \h 12
HYPERLINK \l "_Toc165257431" A. Public Information PAGEREF _Toc165257431 \h 12
HYPERLINK \l "_Toc165257432" B. Exclusive Rights PAGEREF _Toc165257432 \h 12
HYPERLINK \l "_Toc165257433" C. Association Business on School Property PAGEREF _Toc165257433 \h 12
HYPERLINK \l "_Toc165257434" D. Right to Use Meeting Facilities PAGEREF _Toc165257434 \h 12
HYPERLINK \l "_Toc165257435" E. Right to Use Inter-school Mail Facilities PAGEREF _Toc165257435 \h 12
HYPERLINK \l "_Toc165257436" F. Right to Use School Equipment PAGEREF _Toc165257436 \h 13
HYPERLINK \l "_Toc165257437" G. Released Time for Meetings PAGEREF _Toc165257437 \h 13
HYPERLINK \l "_Toc165257438" H. Copies of Board Policy PAGEREF _Toc165257438 \h 13

HYPERLINK \l "_Toc165257440" employment procedures PAGEREF _Toc165257440 \h 14
HYPERLINK \l "_Toc165257441" A. Employment Duties PAGEREF _Toc165257441 \h 14
HYPERLINK \l "_Toc165257442" B. Placement on Salary Schedule PAGEREF _Toc165257442 \h 14
HYPERLINK \l "_Toc165257443" C. Previous Sick Leave Accumulation PAGEREF _Toc165257443 \h 15
HYPERLINK \l "_Toc165257444" D. Assigned Duties PAGEREF _Toc165257444 \h 15
HYPERLINK \l "_Toc165257445" E. Notification PAGEREF _Toc165257445 \h 15
HYPERLINK \l "_Toc165257446" F. Black Seal License PAGEREF _Toc165257446 \h 15
HYPERLINK \l "_Toc165257447" G. Transporting Students PAGEREF _Toc165257447 \h 16
HYPERLINK \l "_Toc165257448" H. Employee Travel PAGEREF _Toc165257448 \h 16
HYPERLINK \l "_Toc165257449" I. Uniforms PAGEREF _Toc165257449 \h 16
HYPERLINK \l "_Toc165257450" J. Steel Toe Boot/Shoe Allowances PAGEREF _Toc165257450 \h 16

HYPERLINK \l "_Toc165257452" salaries PAGEREF _Toc165257452 \h 17
HYPERLINK \l "_Toc165257453" A. Salary Schedules PAGEREF _Toc165257453 \h 17
HYPERLINK \l "_Toc165257454" B. Method of Payment PAGEREF _Toc165257454 \h 17
HYPERLINK \l "_Toc165257455" C. Procedure for Withholding Employment or Adjustment Increments PAGEREF _Toc165257455 \h 18
HYPERLINK \l "_Toc165257456" D. Substitute Coordinator – Stipend PAGEREF _Toc165257456 \h 18
HYPERLINK \l "_Toc165257457" E. Child Study Team Chairperson – Stipend PAGEREF _Toc165257457 \h 18

HYPERLINK \l "_Toc165257459" employee facilities PAGEREF _Toc165257459 \h 19

HYPERLINK \l "_Toc165257461" fair dismissal procedure PAGEREF _Toc165257461 \h 20
HYPERLINK \l "_Toc165257462" A. Notification of Status PAGEREF _Toc165257462 \h 20

HYPERLINK \l "_Toc165257464" employee work year PAGEREF _Toc165257464 \h 21
HYPERLINK \l "_Toc165257465" A. Certificated Staff PAGEREF _Toc165257465 \h 21
HYPERLINK \l "_Toc165257466" B. Supportive Staff PAGEREF _Toc165257466 \h 21
HYPERLINK \l "_Toc165257467" C. Staff Development Days PAGEREF _Toc165257467 \h 21
HYPERLINK \l "_Toc165257468" D. Holidays – Maintenance/custodial Employees PAGEREF _Toc165257468 \h 22
HYPERLINK \l "_Toc165257469" E. Vacation Schedule – 12 Month Employees PAGEREF _Toc165257469 \h 22

HYPERLINK \l "_Toc165257471" employee work day/hours PAGEREF _Toc165257471 \h 23
HYPERLINK \l "_Toc165257472" A. Teachers, Therapists, Therapist Assistants and Aides PAGEREF _Toc165257472 \h 23
HYPERLINK \l "_Toc165257473" B. Professional Employees PAGEREF _Toc165257473 \h 23
HYPERLINK \l "_Toc165257474" C. Cafeteria Employees, Custodial/Maintenance Staff and Secretaries PAGEREF _Toc165257474 \h 23
HYPERLINK \l "_Toc165257475" D. Overtime PAGEREF _Toc165257475 \h 23
HYPERLINK \l "_Toc165257476" E. Overtime Assignments – Maintenance/Custodial Employees PAGEREF _Toc165257476 \h 24
HYPERLINK \l "_Toc165257477" F. Call Back PAGEREF _Toc165257477 \h 24
HYPERLINK \l "_Toc165257478" G. Black Seal License-Holders PAGEREF _Toc165257478 \h 24
HYPERLINK \l "_Toc165257479" H. Meetings PAGEREF _Toc165257479 \h 24

HYPERLINK \l "_Toc165257480" article xii PAGEREF _Toc165257480 \h 25

HYPERLINK \l "_Toc165257481" leaves PAGEREF _Toc165257481 \h 25
HYPERLINK \l "_Toc165257482" A. Sick Leave Definition PAGEREF _Toc165257482 \h 25
HYPERLINK \l "_Toc165257483" B. Sick Leave Entitlement PAGEREF _Toc165257483 \h 25
HYPERLINK \l "_Toc165257484" C. Lump Sum Payment PAGEREF _Toc165257484 \h 25
HYPERLINK \l "_Toc165257485" D. Transfer of Sick Leave Credit PAGEREF _Toc165257485 \h 26
HYPERLINK \l "_Toc165257486" E. Differential Pay PAGEREF _Toc165257486 \h 26
HYPERLINK \l "_Toc165257487" F. Deposit of Lump Sum Payments PAGEREF _Toc165257487 \h 27

HYPERLINK \l "_Toc165257489" transfers, assignments, and reassignments PAGEREF _Toc165257489 \h 28
HYPERLINK \l "_Toc165257490" A. Posting of Vacancies PAGEREF _Toc165257490 \h 28
HYPERLINK \l "_Toc165257491" B. Summer Vacancies PAGEREF _Toc165257491 \h 28
HYPERLINK \l "_Toc165257492" C. Transfers, Assignments and Reassignments PAGEREF _Toc165257492 \h 28

HYPERLINK \l "_Toc165257494" employee evaluation PAGEREF _Toc165257494 \h 29
HYPERLINK \l "_Toc165257495" A. Evaluation PAGEREF _Toc165257495 \h 29
HYPERLINK \l "_Toc165257496" B. Evaluation Report PAGEREF _Toc165257496 \h 29
HYPERLINK \l "_Toc165257497" C. Observation of Non-tenured Teachers PAGEREF _Toc165257497 \h 29
HYPERLINK \l "_Toc165257498" D. Observation of Tenured Teachers PAGEREF _Toc165257498 \h 29
HYPERLINK \l "_Toc165257499" E. Evaluation of Other Employees PAGEREF _Toc165257499 \h 29
HYPERLINK \l "_Toc165257500" F. Material from Employee File PAGEREF _Toc165257500 \h 30
HYPERLINK \l "_Toc165257501" G. Evaluations Done By Administration PAGEREF _Toc165257501 \h 30

HYPERLINK \l "_Toc165257503" temporary leaves of absence PAGEREF _Toc165257503 \h 31
HYPERLINK \l "_Toc165257504" A. Types of Leave PAGEREF _Toc165257504 \h 31
HYPERLINK \l "_Toc165257505" B. Leaves in Addition to Sick Leave PAGEREF _Toc165257505 \h 32
HYPERLINK \l "_Toc165257506" C. Other Leaves PAGEREF _Toc165257506 \h 32

HYPERLINK \l "_Toc165257508" extended leaves PAGEREF _Toc165257508 \h 33
HYPERLINK \l "_Toc165257509" A. International and Federal Programs PAGEREF _Toc165257509 \h 33
HYPERLINK \l "_Toc165257510" B. Military PAGEREF _Toc165257510 \h 33
HYPERLINK \l "_Toc165257511" C. Child Rearing PAGEREF _Toc165257511 \h 33
HYPERLINK \l "_Toc165257512" D. Illness in Family PAGEREF _Toc165257512 \h 34
HYPERLINK \l "_Toc165257513" E. Restoration of Benefits PAGEREF _Toc165257513 \h 34
HYPERLINK \l "_Toc165257514" F. Requests in Writing PAGEREF _Toc165257514 \h 34
HYPERLINK \l "_Toc165257515" G. Extended Personal Leave for Employees PAGEREF _Toc165257515 \h 34

HYPERLINK \l "_Toc165257517" sabbatical leaves for teachers PAGEREF _Toc165257517 \h 36
HYPERLINK \l "_Toc165257518" A. Number of Leaves Granted PAGEREF _Toc165257518 \h 36
HYPERLINK \l "_Toc165257519" B. Requests for Sabbatical Leaves PAGEREF _Toc165257519 \h 36
HYPERLINK \l "_Toc165257520" C. Documentation PAGEREF _Toc165257520 \h 36
HYPERLINK \l "_Toc165257521" D. Superintendent’s Discretion PAGEREF _Toc165257521 \h 36
HYPERLINK \l "_Toc165257522" E. Report of Accomplishments PAGEREF _Toc165257522 \h 37
HYPERLINK \l "_Toc165257523" F. Salary During Sabbatical PAGEREF _Toc165257523 \h 37
HYPERLINK \l "_Toc165257524" G. Return from Sabbatical PAGEREF _Toc165257524 \h 37

HYPERLINK \l "_Toc165257526" protection of employees PAGEREF _Toc165257526 \h 38
HYPERLINK \l "_Toc165257527" A. Use of Force PAGEREF _Toc165257527 \h 38
HYPERLINK \l "_Toc165257528" B. Assault Upon an Employee PAGEREF _Toc165257528 \h 38
HYPERLINK \l "_Toc165257529" C. Report of Assault PAGEREF _Toc165257529 \h 38
HYPERLINK \l "_Toc165257530" D. Worker’s Compensation PAGEREF _Toc165257530 \h 39

HYPERLINK \l "_Toc165257532" insurance protection PAGEREF _Toc165257532 \h 40
HYPERLINK \l "_Toc165257533" A. Health Insurance PAGEREF _Toc165257533 \h 40
HYPERLINK \l "_Toc165257534" B. Dental Insurance PAGEREF _Toc165257534 \h 40
HYPERLINK \l "_Toc165257535" C. Prescription Drug Plan PAGEREF _Toc165257535 \h 40
HYPERLINK \l "_Toc165257536" D. Description PAGEREF _Toc165257536 \h 40
HYPERLINK \l "_Toc165257537" E. Opt-Out Provision PAGEREF _Toc165257537 \h 41

HYPERLINK \l "_Toc165257539" books and other instructional materials and supplies PAGEREF _Toc165257539 \h 43

HYPERLINK \l "_Toc165257541" deductions from salary PAGEREF _Toc165257541 \h 44
HYPERLINK \l "_Toc165257542" A. Membership Dues PAGEREF _Toc165257542 \h 44
HYPERLINK \l "_Toc165257543" B. Association Fees PAGEREF _Toc165257543 \h 44

HYPERLINK \l "_Toc165257545" seniority and job security PAGEREF _Toc165257545 \h 45
HYPERLINK \l "_Toc165257546" A. Seniority PAGEREF _Toc165257546 \h 45
HYPERLINK \l "_Toc165257547" B. Job Security PAGEREF _Toc165257547 \h 45

HYPERLINK \l "_Toc165257549" board’s rights PAGEREF _Toc165257549 \h 47

HYPERLINK \l "_Toc165257551" tuition reimbursement plan PAGEREF _Toc165257551 \h 48
HYPERLINK \l "_Toc165257552" A. Application for Reimbursement PAGEREF _Toc165257552 \h 48
HYPERLINK \l "_Toc165257553" B. Submission of Grades PAGEREF _Toc165257553 \h 48
HYPERLINK \l "_Toc165257554" C. Qualification for Reimbursement PAGEREF _Toc165257554 \h 48
HYPERLINK \l "_Toc165257555" D. Amount of Reimbursement PAGEREF _Toc165257555 \h 48
HYPERLINK \l "_Toc165257556" E. Ineligible Courses PAGEREF _Toc165257556 \h 49
HYPERLINK \l "_Toc165257557" F. Approved Seminars PAGEREF _Toc165257557 \h 49
HYPERLINK \l "_Toc165257558" G. Right of Approval PAGEREF _Toc165257558 \h 49
HYPERLINK \l "_Toc165257559" H. Professional Development Plan PAGEREF _Toc165257559 \h 49
HYPERLINK \l "_Toc165257560" I. Application Procedure PAGEREF _Toc165257560 \h 50

HYPERLINK \l "_Toc165257562" representation fee-agency shop PAGEREF _Toc165257562 \h 52
HYPERLINK \l "_Toc165257563" A. Purpose of Fee PAGEREF _Toc165257563 \h 52
HYPERLINK \l "_Toc165257564" B. Amount of Fee PAGEREF _Toc165257564 \h 52
HYPERLINK \l "_Toc165257565" C. Deduction and Transmission of Fee PAGEREF _Toc165257565 \h 52
HYPERLINK \l "_Toc165257566" D. Indemnification and Safe Harmless Provision PAGEREF _Toc165257566 \h 54

HYPERLINK \l "_Toc165257568" miscellaneous provisions PAGEREF _Toc165257568 \h 55
HYPERLINK \l "_Toc165257569" A. Board Policy PAGEREF _Toc165257569 \h 55
HYPERLINK \l "_Toc165257570" B. Savings Clause PAGEREF _Toc165257570 \h 55
HYPERLINK \l "_Toc165257571" C. Separability PAGEREF _Toc165257571 \h 55
HYPERLINK \l "_Toc165257572" D. Compliance Between Individual Contract and Master Agreement PAGEREF _Toc165257572 \h 55
HYPERLINK \l "_Toc165257573" E. No Discrimination PAGEREF _Toc165257573 \h 55
HYPERLINK \l "_Toc165257574" F. Copies of Agreement PAGEREF _Toc165257574 \h 55
HYPERLINK \l "_Toc165257575" G. Notice PAGEREF _Toc165257575 \h 56

HYPERLINK \l "_Toc165257577" duration of agreement PAGEREF _Toc165257577 \h 57

HYPERLINK \l "_Toc165257579" SALARY GUIDES PAGEREF _Toc165257579 \h A

The Board hereby recognizes the Atlantic County Special Services Education Association as the exclusive and sole representative for collective negotiation concerning grievances and the terms and conditions of employment for the following units of full and part-time personnel.
All non-supervisory certificated personnel
All non-supervisory aides
Secretaries and clerks
Food Service workers
Custodians
Custodians II
Maintenance Workers
Therapy Assistants

Specifically excluded are all supervisory employees and all transportation employees, confidential employees, and all others not expressly included in Paragraph A. above, which is in accordance with P.E.R.C. Docket No. R.O. 89-126.

Terms unless otherwise indicated:

Wherever the terms “employees” or “members” of the bargaining unit are used, they shall refer to all the personnel mentioned above.
Wherever the term “he” is used, it shall refer to both male and female employees.

The parties agree to enter into collective negotiations over a Successor Agreement in accordance with NJSA 34:13A et. seq. in a good faith effort to reach agreement on all matters concerning the terms and conditions of employees’ employment. Such negotiations shall begin on or about November 15 of the calendar year preceding the year in which the agreement expires. Any Agreement so negotiated shall apply to all employees, be reduced to writing, and be signed by the Board and the Association.

This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

Consistent with NJSA 34:13A et. seq., the Board shall negotiate with the Association prior to any changes in terms and conditions of employment included as part of the Agreement and contained herein.

During negotiation, the Board and the Association shall present relevant data, exchange points of view, and make proposals and counter-proposals.

E. Negotiating Representatives

Neither party in any negotiation shall have control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counter-proposals in the course of negotiations. Any disputes over this issue shall not be subject to the grievance procedure but should be processed through the appropriate forum.

Nothing herein precludes representatives of the Board and the Association meeting when necessary for the purpose of reviewing the administration of the agreement, and to resolve problems that may arise. These meetings are not intended to bypass the grievance procedure.

This Agreement incorporates the entire understanding of the parties on all matters which have been the subject of negotiation.

1. Grievance

A “Grievance” is a claim by an employee or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting an employee or a group of employees.

B. Purpose

1. The purpose of this procedure is to resolve differences at the lowest possible level. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with the appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided adjustment is not inconsistent with the terms of this Agreement.

C. Procedure

1. Time Limits

A grievance must be filed in writing within twenty (20) calendar days of the event, or the date on which the employee knew or could have reasonably known of the event. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein may be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

If an administrator is not empowered to resolve a grievance, then the grievance may be submitted at the next level appropriate for authorized disposition.

If the aggrieved person is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within seven (7) school days after the presentation of the grievance at Level One, the grievance may be filed in writing with the School Business Administrator within seven (7) school days of receipt or the latest date when response was due. The School Business Administrator shall render his decision in writing within seven (7) school days after receiving the written grievance.

If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within seven (7) school days after the presentation of the grievance at Level Two, the grievance may be filed in writing with the Superintendent within seven (7) school days of receipt or the earliest date when response was due. The Superintendent shall render his decision in writing within seven (7) school days after receiving the written grievance.

If the aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within seven (7) school days after the grievance was delivered to the Superintendent, he may within seven (7) school days after a decision by the Superintendent or ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, submit the grievance to the Board. The request shall be submitted in writing through the Superintendent who shall attach all related papers and forward the request. The Board shall review the grievance and shall, at the option of the Board, hold a hearing with the aggrieved person and render a decision in writing within thirty-five (35) calendar days of receipt of the grievance by the Board. No claim by a unit member shall constitute a grievable matter beyond Level Four, unless required by law, if it pertains to:

If the Association is dissatisfied with the decision of the Board of Education, and if the grievance pertains to a matter of the expressed formal agreement herein between the Board and the Association, the Association may request the appointment of an arbitrator. Such request shall be made known to the Superintendent in writing, within 30 calendar days of receipt of decision of the Board of Education. In order for a grievance to proceed beyond Level Four, such action must be initiated by the Association.

D. Costs

The Cost for services of the arbitrator and actual and necessary travel expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expense incurred shall be paid by the party incurring same.

Any individual employee who files a grievance may be represented at all formal stages of the grievance procedure by himself, or at his option, with a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all formal stages of the grievance procedure. Such procedure concerning representation shall not apply to the informal stage.

Neither party to this Agreement shall take punitive action against any individual because of participation in, or lack of participation in the grievance procedure.

1. All filings, responses and appeals shall be in writing and delivered to the aggrieved person(s) at formal Levels One, Two, Three and Four setting forth the decision and shall be transmitted promptly to the grievant and to the Association.
2. All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personal file of the participants.
3. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives heretofore referred to in this procedure.
4. Failure by the grievant to strictly follow the timelines at any step shall mean abandonment of the grievance. Failure by management to follow the timelines at any step shall allow the grievant to process the grievance to the next step. Nothing herein precludes mutual extension of grievance timelines in writing.

Pursuant to NJSA 34:13A et. seq., every employee shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations or to refrain from such actions. Neither party shall directly or indirectly discourage, deprive or coerce any employee in the enjoyment of any rights conferred by NJSA 34:13A et. seq. or other laws of New Jersey or the Constitutions of New Jersey and the United States, nor shall either party discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his membership, or lack of membership, in the Association and its affiliates, his participation in any activities of the Association and affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.

Nothing contained herein shall be construed to deny or restrict to either party such rights as they may have under New Jersey School Laws or other applicable laws and regulations.

No employee shall be disciplined, fined or suspended without compensation except for just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.

The teacher shall maintain the responsibility to determine grades of students within the policies of the school district. No grade or evaluation given by a professional staff member shall be changed without providing reasonable opportunity for consultation.

1. An employee shall have the right, with reasonable notice, to review the contents of his personnel file, at a mutually scheduled time. An employee shall be entitled to have a representative(s) of the Association accompany him during such review. Review of the documents shall be done in the presence of the Superintendent or his designee. Reasonable requests for copies of materials shall be honored.
2. No material derogatory to an employee’s conduct, service, character or personality shall be placed in his personnel file unless the employee has had an opportunity to review the material and the employee shall initial the document to note this acknowledgment. The unit member may file a response of reasonable length which shall also be retained in the file.
3. The Superintendent’s personnel file shall be the official file.

F. Complaint Procedure

An employee shall be advised of complaints from parents and other sources relative to his or her performance or activities when deemed necessary by the administrator or when such complaints will adversely affect the employee’s contract or employment status. The employee shall have an opportunity to respond thereto.

Any employee required to attend any meeting with parents, students, and/or administrators regarding problems, complaints, and/or concerns about an employee’s conduct, decision, action, etc., shall receive prior notice whenever possible, of such meeting and the reason(s) for such meeting. If requested, and if known, the employee will be advised of each person anticipated to be in attendance.

If any meeting could result in any type of disciplinary action against the employee, such employee shall be so advised prior to the meeting and have the right to have an Association representative accompany him to the meeting.

The Board agrees to make available to the Association in response to reasonable requests from time to time, information in the public domain and such other information that shall assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the employees together with information which may be necessary for the Association to process any grievance or complaint as per the mandates of the Public Right to Know Law currently in effect.

The rights and privileges of the Association and its representatives as set forth in the Agreement shall be granted only to the Association as the majority representative of the employees, and to no other organizations.

Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt school operations.

The Association and its representatives shall have the right to use meeting facilities at all reasonable hours. Requests shall be made to the principal of the building in question in advance of the time and place of all such meetings.

The Association shall have the right to use the inter-school mail facilities and school mail boxes for routine notices without the approval of the building principals or other members of the Administration.

The Association shall have the right to use school facilities and equipment i.e., typewriters, copy machines and overhead projectors at reasonable times when such equipment is not otherwise in use. The Association shall pay for the reasonable costs of all materials and supplies incident to such use. Application for permission shall be in writing from an Association authorized representative.

Whenever any representative of the Association or any employee is required or expressly permitted to participate during working hours in negotiations, grievance proceedings, conferences or meetings which relate to Association business with the Board or Administration, he shall suffer no loss in pay; however, it is agreed that such negotiations, grievance proceedings, conferences or meetings shall be subject to mutual scheduling by the Board or its representatives, and the Association.

The Board shall make available to all employees complete copies of the current Board Policy and shall incorporate any changes/additions as soon after adoption as possible.

Duties to be performed by all employees shall be within required certification and appropriate to each job classification. Teacher aides holding a substitute certificate may be utilized in a classroom as a substitute teacher at the discretion of the administration. Effective September 1, 2002, after the twelfth (12^th) occurrence, whenever a teacher’s aide is utilized as a substitute teacher, that aide will be paid at a rate of thirty-five ($35) per day in addition to their salary. After the twenty-fifth (25^th) occurrence, the rate will increase to forty five ($45) per day. Such assignments shall be in accordance with the rules and regulations of the NJ Department of Education.

1. Adjustment to Salary Schedule
Any ten- (10) month employee actively employed prior to February 1^st of any school year, or any twelve- (12) month employee actively employed prior to January 1^st, shall be given full credit for one (1) year of service toward the next increment step for the following year.
2. Credit for Experience

Effective with the signing of this Agreement, creditable experience for salary guide placement may be granted to a new employee upon initial hire up to a maximum of ten (10) years. In accordance with and to the extent required by law, additional credit shall be granted for all teachers not to exceed four (4) years for military experience or alternative civilian service required by the Selective Service System. Effective July 1, 1995, all other employees shall receive credit on the salary guide for up to two (2) years of prior military experience.

C. Previous Sick Leave Accumulation

Employees on approved leaves of absence shall have previously accumulated sick leave benefits restored upon their return to work.

Employees shall be assigned to duties within the purview of their position consistent with their general job description and certification.

Employees shall be notified of their contract and salary status for the following year in accordance with law.

The Board agrees to pay the full cost of the course and course materials for any custodial/maintenance employee to obtain a black Seal License. As of July 1, 2008, all maintenance employees shall obtain a Black Seal License. Consideration for an extension of the date required to have a Black Seal License can be granted at the discretion of the Facilities Manager and Superintendent for reasons such as, but not limited to, illness, difficulty in passing the test, etc., on a case by case basis. Any custodial/maintenance employee who holds a valid Black Seal License shall receive additional compensation each year as follows:

It is agreed that the stipend shall be discontinued when the need for Black Seal License is no longer required.

Employees shall not be required to drive students. An employee may do so voluntarily, however, with the advance approval of his Principal or immediate supervisor. He shall be compensated on an overtime rate (if over 40 hours) plus mileage at the current IRS rate as of July 1^st of each contract year for the use of his own automobile.

Employees required to travel from one site to another during the course of the work day shall be compensated at the current IRS rate as of July 1^st of each contract year for the use of his own automobile.

The Board will provide, in participation with the maintenance, custodial and food service employees, five (5) summer and five (5) winter uniforms. Maintenance, custodial and food service personnel will be required to wear provided uniforms.

Maintenance and Custodial employees shall be allotted an annual steel toe boot allowance with receipt of $100.00. Food service employees shall be allotted an annual shoe allowance with receipt of $100.00.

The salaries of all members of the unit covered by this Agreement are set forth in the Salary Schedules which are attached hereto and made a part hereof.

1. All employees will be paid twice a month in equal installments on the 15^th and 30^th of each month.
2. When the payday falls on a school holiday, checks will be distributed on the last work day prior to the holiday or weekend at the employee’s work place. When the payday falls on a Saturday or Sunday, employees will be paid on Friday.
3. All employees will participate in direct deposit of their paychecks in a bank account(s) as designated by the employee.
4. Voluntary Summer Work:
Rate Per Net Hour 2007-2008 2008-2009 2009-2010
Teachers $33.00 $34.00 $35.00
Aides $16.00 $16.50 $17.00
PT/OT Assts. $22.50 $23.25 $24.00
Cafeteria Worker $16.00 $16.50 $17.00
(+$1.00 for cook duties in 2007-2010)

The Board reserves the right to hire outside employees not covered by this bargaining unit at a rate of pay established by the Board of Education.
Rates not to exceed the negotiated rate.
5. Optional Saving for the Summer
Each employee may elect to have a specific amount of his gross salary deducted in equal installments from his paycheck, and placed in an interest-bearing account at a bank designated by the Board. The amount deducted from each paycheck shall be determined by the employee no later than the last working day in June of the prior work year. The amount deducted, plus the interest earned, shall be paid to the employee in one lump sum or by installments as determined by ABCO or whatever entity is responsible for the distribution. New employees shall be eligible to participate in this plan upon initial employment. All employees not enrolled in September may elect to enroll in the program by December 1^st, effective implementation January 1^st.

C. Procedure for Withholding Employment or Adjustment Increments

Disciplinary actions including withholding of increments, fines or suspensions without pay shall be subject to the grievance procedure herein except for those actions appropriate to alternate statutory procedures.

Any employee who is responsible for calling substitutes and is designated the Substitute Coordinator shall receive additional compensation each year as follows:

E. Child Study Team Chairperson – Stipend

Any employee assigned the position of child Study Team Chairperson shall receive additional compensation each year as follows:

1. Dates
In accordance with law each year, the Board shall give to each non-tenured employee,
(a) a written offer of re-employment but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association, or
(b) a written notice that such employment shall not be offered.
2. Informal Appearance
In accordance with and to the extent required by law, any non-tenured employee who has received such notice of non-employment shall be entitled to an appearance before the Board, provided a written request for such appearance is received in the office of the Secretary of the Board within five (5) calendar days after notification of non-employment. Such hearing shall be provided within thirty (30) calendar days and determination shall be provided within an additional three (3) calendar days after the hearing.

1. In-School Work Year

The In-School work year for ten-month employees shall be one hundred eighty-six (186) days.

Newly-hired employees, in addition to paragraph A.1 above, may be required, at the Superintendent’s discretion to attend up to five orientation days prior to the first day that other employees are required to report.

1. The work year for aides and cafeteria workers shall be one hundred eighty-six (186) work days.
2. The work year for twelve- (12) month secretaries, custodial and maintenance employees shall be July 1 through June 30.
3. The work schedule for twelve-month secretaries shall be the school calendar, plus July 4^th and Labor Day shall be holidays. Notwithstanding the reference to “school calendar,” twelve- (12) month secretaries shall work all regular work days in the week prior to Labor Day even though the school calendar may provide otherwise for teachers.

C. Staff Development Days

The work year for ten- (10) month employees will include three (3) four-hour staff development days. Four-hour days do not include lunch period.

The following holidays shall be provided to twelve-month maintenance and custodial employees:

In July of each year, three (3) additional holidays shall be mutually and individually determined. If an employee is required to work on a holiday, employees shall be paid at two (2) times their normal hourly rate.

All twelve- (12) month employees shall be credited with the following vacation days per year.

The in-school workday shall not exceed a total of six (6) hours and fifty (50) minutes per day including a duty-free lunch as per practice. The student instructional day shall be six (6) hours.

Professional employees (teachers, therapists) shall be provided one hundred and twenty (120) minutes of duty-free planning time per week for preparation and other professional duties during each full week of duty to be distributed during the normal student day, but shall be modified for “short” work weeks (i.e. holidays, etc.) and “short” work days (i.e. early dismissal, etc.) In the event that such entitled preparation/professional time is not provided, then commencing with the fourth (4^th) occasion, compensation of ten dollars ($10.00) per event shall be made after submission of voucher(s).

The workday for Cafeteria employees shall not exceed a total of eight (8) hours per day inclusive of a duty-free meal period as per practice. The workday for Custodial/Maintenance employees shall not exceed a total of eight (8) hours per day inclusive of a duty-free meal period of forty-five (45) minutes.
The workday for Secretarial employees shall not exceed a total of seven and one-half (7 ½) hours per day inclusive of a duty-free meal period as per practice. Summer work hours for secretarial employees shall not exceed six and one-half (6 ½) hours per day beginning July 1^st through August 20^th of each work year. Hours of work to be determined by individual Supervisor.

Any non-certificated employee working in excess of eight (8) net work hours per day shall be compensated overtime at one and one-half (1 ½) times their normal hourly rate. Compensatory time based on the same calculation (1 1/2 times) may be granted in lieu of overtime payment, if mutually agreed upon. All such overtime must be approved and directed in advance by the Administration.

Overtime assignments shall be equitably distributed among all maintenance and custodial employees on a voluntary and rotating basis based upon a district seniority list. In the event no employee volunteers, then such overtime will be assigned based upon reverse seniority. Nothing herein is to preclude the assignment of overtime to a specific employee if a special qualification or skill is needed.

Any custodian or maintenance worker who is called in to work at times outside his normally scheduled work hours shall be compensated at one and one-half ( 1 ½) times their normal hourly rate for a minimum of two (2) hours pay or the time actually worked, whichever is greater. It is understood that this call-back minimum guarantee is not for time worked contiguous to an employee’s normal work schedule.

In order to ensure the safe operation of the school facility, in the event that Maintenance staff who are Black Seal License-holders have been offered the opportunity and are unable to report to work or cannot be reached, the Superintendent shall seek other Black Seal License-holders to maintain the safety of the facility.

All secretarial, custodial and cafeteria staff meetings shall be held within the employees’ normal workday as described above.

In accordance with and as specified by statute, sick leave is defined to mean employee absence from his/her post of duty because of personal disability due to illness or injury, or exclusion from school by the school district’s medical inspector because of contagious disease in the immediate household.

In accordance with statute, all employees on a ten- (10) month contract shall be entitled to ten (10) sick leave days each school year. Unused sick leave days shall be accumulated from year to year with no maximum limit. Twelve- (12) month employees shall have twelve (12) sick leave days per year under the same conditions. Contracts issued for less than the term of ten (10) months will carry sick leave equivalent to one (1) day per month of employment.

Upon retirement from the Atlantic County Special Services School District, in accordance with New Jersey State retirement provisions, the employee shall receive upon retirement (or January 2^nd of the year thereafter, if selected by the employee), a lump-sum payment for each accumulated sick leave day. The amount of payment is subject to a cap of 190 days.

D. Transfer of Sick Leave Credit

An employee will be credited with a transfer of a maximum of thirty (30) days sick leave credit upon commencement of the fourth year of service in the District. Such credit shall only be prospective for employees hired after initiation of this Agreement. When an employee uses sick leave, any transferred leave will be charged only after all ACSSSD earned sick leave has been exhausted. Transferred sick leave is not eligible for retirement provisions referenced in Section C above.

Nothing herein precludes an employee from applying for differential pay in accordance with NJSA 18A:30-6, Prolonged Absence Beyond Sick Leave Period. When absence, under the circumstances described in NJSA 18A:30-1, exceeds the annual sick leave and the accumulated sick leave, the Board of Education may pay any such person each day’s salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board of Education in each individual case. Determination concerning this provision is understood to be the Board’s sole prerogative.

All lump sum payments for all employees shall be deposited in a “special Pay Deferral Plan” as defined by the Internal Revenue Service (IRS) for an approved 403(b) tax deferred and or Tax Sheltered Annuity. Deposits/contributions shall be in accordance with IRS regulations and the rules of the plan provider. Each employee shall have the choice of provider from those currently enrolled in the district.
Tax liabilities for both the employee and the district shall be in accordance with IRS regulations.
This plan shall remain in effect for the duration of the Agreement and will continue to be governed by the regulations of the IRS.

The Superintendent shall post a list of job vacancies in each District facility for at least five (5) work days prior to the closing date on the notice. Employees who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time limit specified in the notice. Nothing herein precludes interim appointments or withdrawal of filling such positions.

Employees who wish to receive notification of vacancies that occur in July and August shall make such request in writing to the Superintendent and supply a stamped, self-addressed envelope. Vacancy notices shall be sent to those employees.

1. Employees who desire to transfer to another building may file a written statement of such desire with the Superintendent. Such statement shall include the school or schools to which he desires to be transferred in order of preference. The Board retains sole authority concerning transfers.
2. If a permanent vacancy shall be filled by means of involuntary transfer of an employee, then such employee shall be entitled to a conference with the Superintendent prior to the transfer.
3. Notification – Every effort will be made to notify staff of their tentative transfer or reassignment for the upcoming year.

It is mutually understood that evaluation is the measure of the overall performance of an employee, and formal observation is but one portion.

All employees shall be formally and openly evaluated by their Supervisors as often as deemed necessary during each year. Within ten (10) school days following each observation, a conference shall take place between the employee and his/her immediate supervisor to identify deficiencies, if any, and to discuss means and methods for correction and improving job performance. Within five (5) school days following the conference(s), the Supervisor shall prepare a formal observation report, setting forth the observation and a summary of the matters discussed in the conference(s). The report shall be presented to the employee who shall sign a completed formal observation form as acknowledgment of its contents. No such report shall be submitted to the Central Office, placed in the employee’s file or otherwise acted upon without the conference(s) having taken place. The employee may request a second conference which, if requested, will be held within five (5) school days after the employee’s receipt of the formal observation report.

In accordance with statute, each non-tenured teacher shall receive at least three (3) formal observations per school year.

In accordance with statute, each tenured teacher shall receive at least one (1) formal observation per school year.

All other employees shall receive at least one (1) formal evaluation per school year.

F. Material from Employee File

If any written material from an employee’s file is to be used in a disciplinary hearing against an employee, then a copy of such material shall be made available to the employee concerned prior to the hearing.

All evaluations shall be done by a member of the Administration.

Employees shall be entitled to the following temporary non-accumulative leaves of absence with full pay each school year.

Three (3) days of leave of absence for personal, legal, business, household or family matters which require absence during school hours may be taken, subject to approval by the Superintendent. Such leave may not be contiguous to a holiday or recess. Application to the Principal or other immediate Supervisor for personal leave shall be made at least four (4) days before taking such leave (except in the case of emergencies) and the applicant for such leave shall not be required to state the reason for taking such leave other than that he is taking it under this Section. Unused personal leave shall be converted to sick leave at the end of each fiscal year (June 30).

Professional days to visit another school district or for professional conferences may be granted by the Superintendent at his sole discretion. Written requests must be submitted, in advance, and list any required costs. If granted, reasonable expenses will be paid.

If an employee is required to testify by the School District in connection with a legal action, then the time necessary for attendance will be provided to the employee.

Time as necessary to perform Jury Duty if required to do so. Any employee serving on Jury Duty shall receive their full salary less any Jury Duty pay, for the time served. Ten-month employees shall request that any such duty be performed during the summer months.

Time necessary as provided for in New Jersey Statutes for persons called into temporary active duty of any unit of the United States Reserves or the New Jersey State National Guard, provided such obligations cannot be fulfilled on days when work is not required.

B. Leaves in Addition to Sick Leave

Leaves taken pursuant to this Article shall be in addition to any sick leave to which the employee is entitled.

Nothing herein precludes the Board from granting other leaves with or without pay at its sole discretion.

A leave of absence without pay of a maximum of two years shall be granted to any teacher who joins the Peace Corps, VISTA, National Teacher Corps, or serves as an exchange teacher or overseas teacher, and is a full-time participant in either of such programs, or accepts a Fulbright Scholarship.

Military leave without pay shall be granted to any employee who is inducted or enlists in any branch of the armed forces of the United States for the period of said service and three (3) months thereafter, or three (3) months after recovery of any wound or sickness at time of discharge. A similar leave shall be granted to the spouse of any employee who is so inducted or enlists.

Upon request, and with written application at least thirty (30) calendar days in advance, the Board shall grant child rearing leave without pay for up to twelve (12) months to any employee with a child less than one year in age subject to the following stipulations and limitations:

D. Illness in Family

A leave of absence, without pay, may be granted for the purpose of caring for a sick member of an employee’s immediate family. The terms setting forth the beginning and termination of such leave shall be set forth in writing by the Board of Education.

Any employee on extended leaves of absence under any section of this Article shall have all benefits restored upon return to duty.

All extensions, renewals, approvals and denials of leaves shall be in writing.

G. Extended Personal Leave for Employees

1. An extended leave for personal reason, without pay, may be granted to a maximum of four (4) employees per year, provided application is made in writing at least ninety (90) days prior to the beginning of the academic year. Such leaves shall be for a period of one (1) school year (July 1 – June 30) for 12-month employees and (September 1 through June 30) for 10-month employees.

Extended personal leave for less than one (1) school year may be granted on a case-by-case basis at the discretion of the Board.

A. Number of Leaves Granted

If there are sufficient qualified applicants, sabbatical leaves may be granted to a maximum of four (4) employees at any one time.

Requests for sabbatical leaves must be received by the Superintendent in writing in such form as prescribed by the Board of Education to include reference to the status of the applicant’s TPAF or PERS Pension, group life insurance, social security and withholding tax. Such requests on the prescribed form must be submitted no later than December 1, and the action shall be taken on all such requests no later than March 1 of the school year preceding the school year for which the sabbatical leave is requested.

The applicant must have completed at least seven (7) full school years of service in the Atlantic County Special Services District (and/or Longport or Corbin City School District). Requests for sabbatical leave must include documentation that the applicant may reasonably be expected to complete the degree, or the area of specialization which has previously been approved by the Board of Education, with the credits being taken during the term of such leave.

In the event more than four (4) employees request such leave, sabbatical leave may be granted based upon the Superintendent’s discretion to determine the value of the leave request to the organization. When the value to the organization is determined to be equal, then the decision to grant the leave shall be based on total length of service.

For reasons other than obtaining a Master’s Degree or Doctorate, the leave applicant shall file with the Superintendent an interim and final report of accomplishments obtained pursuant to objectives for having taken a sabbatical.

An employee on sabbatical leave (either for one-half [1/2] of a school year or for a full school year) shall be paid by the Board at fifty percent (50%) of the entitled salary rate and shall be continued in the District’s Insurance Benefits program. No other benefits shall be granted while on leave and those previously earned shall be restored upon return from leave.

Upon return from sabbatical leave, an employee shall present reasonable certification of accomplishment of the purpose for such leave and be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence.

As specified and in accordance with 18A:6-1, an employee may, within the scope of his employment, use and apply such amount of force as is reasonable and necessary to quell a disturbance threatening physical injury to others; to obtain possession of weapons or other dangerous objects upon the person or within the control of the pupil; for the purpose of self-defense; and for the protection of persons or property.

1. The Board shall give full support including legal and other assistance for any assault upon an employee while acting in the legal discharge of his duties.
2. When absence arises out of assault or injury, and such need is verified by the school physician, the employee shall be entitled to full salary and other benefits for the period of such absence but shall not forfeit any sick leave or personal leave.
3. The Board shall reimburse employees for the reasonable repair or replacement of clothing or other personal property damaged or destroyed as a result of an assault suffered by an employee while the employee was acting in the legal discharge of his duties within the scope of his employment with proof submitted.

Reimbursement shall be with the prior written approval of the School Business Administrator upon submission by the employee of appropriate written documentation as required detailing the assault or incident and the property loss involved. Verification of the value of the items may be required. Reimbursement will not be allowed where recovery is available through insurance or other sources.

C. Report of Assault

1. Employees shall immediately report cases of assault suffered by them in connection with their employment to the Principal or other immediate supervisor.
2. Such notification shall be immediately forwarded to the Superintendent who shall act in appropriate ways as liaison between the employee, the police and the courts.

D. Worker’s Compensation

Benefits derived under this Article shall be in conformity with Worker’s compensation provisions and any other applicable Statutes.

The Board agrees to provide a full family hospitalization plan equal to or better than the State Health Benefits Plan for all employees and their dependents and who regularly work twenty (20) hours or more per week.

Effective with the signing of this Agreement, the Board agrees to provide a Dental Plan for each eligible employee, and where appropriate, coverage for dependents, who regularly work twenty (20) hours or more per week.
In accordance with and to the extent provided in the master policy, such coverage shall include:

Each employee enrolled in the dental plan shall, by payroll deduction, contribute an amount equal to 15% of the premium of said dental plan, subject to a cap of $150.00.

The Board shall provide to each employee and who regularly work twenty (20) or more hours per week, a Prescription Drug Plan including dependents where appropriate. The co-pay shall be equal to or better than that of the State Health Benefits Plan.

The Board shall request the carrier(s) to provide to each employee a description of the health care insurance provided under these benefits not later than the beginning of each school year which shall include a description of conditions and limits of coverage.

If the State Health Benefits system reinstates the provision to Opt-Out, the district will offer this provision.

It is not necessary for an employee to have alternative dental or prescription coverage to opt out of those two plans. Employees whose spouse has coverage with a Board of Education in the same Health Insurance Fund (HIF), including this Board, will not be eligible for the opt-out incentive.

Additional costs above the current cost incurred will be the responsibility of the employee. The employee will be re-enrolled in the district’s plan(s) at the first permissible date.

1. The Board agrees to deduct from the salaries of its employees, dues for the Atlantic County Special Services Education Association, the Atlantic County Council of Education Associations, the New Jersey Education Association, or any one or any combination of such associations, as said employee individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 NJSA 52:14-15, 9e, and under rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to the Treasurer of the Atlantic County Special Services Education Association or the NJEA as may be determined by the Association by the fifteenth (15^th) of each month following the monthly pay period in which deductions are made. The Association Treasurer shall disburse such monies to the appropriate association or associations. Employee authorization shall be in writing.
2. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.

B. Association Fees

The Board agrees to deduct from employee’s salaries money for local, state, and/or national Associations services and programs as said employees individually and voluntarily authorize the Board to deduct and to transmit the monies promptly to the Atlantic County Special Services Education Association, or the NJEA as may be determined by the Association. Any employee may have such deductions discontinued at any time upon sixty (60) days written notice to the Board and the appropriate Association.

1. School district seniority for purposes of a reduction in force is defined as service by appointed employees in the School District, inclusive of service in Longport and/or Corbin City, in the collective bargaining unit covered by this Agreement. An appointed employee shall lose all accumulated School District seniority only if he/she resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the School District.
2. In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the employees shall be laid off in the reverse order of district-wide seniority of all employees in the district in the same job classification (Secretary, Clerk/Typist, Cafeteria Employee, Aide, Custodian, Maintenance Employee and Therapy Assistant). Any employee laid off shall remain on a recall roster for a period of two (2) years from the date of lay-off. Recalls shall be based on seniority in the category.
3. In the event that, within two (2) years of an employee’s layoff, a vacancy occurs in the same classification from which the employee was laid off, and covered by this Agreement, a laid-off employee shall be entitled to a one-time recall thereto in order of seniority.
4. The provisions of A.2 and 3 above shall not apply to employees hired on or after July 1, 1995, until after the completion of three (3) years and one (1) day of consecutive employment. Prior to completion of said period, the Board may lay off such employees as it, in the exercise of its sound discretion, determines.

B. Job Security

After completion of three (3) years and one (1) day of consecutive employment, no employee shall be dismissed, fined or suspended without pay except for inefficiency, incapacity, conduct unbecoming an employee, violation of School District regulations or other just cause. Any such action may be appealed to the Board of Education for a hearing. Should the employee not be satisfied by the determination of the Board, at his request, the matter shall be subject to the grievance procedure.

To qualify for reimbursement, the course(s) must be directly related to the employee’s job. Approval must be secured in advance, in writing, from the Superintendent. Applications for Course Approval shall be submitted to the Superintendent a minimum of fourteen (14) calendar days prior to the commencement of the course. No approvals will be given for classes that have already begun.
Effective with the signing of this Agreement, all new hires shall not be eligible for tuition reimbursement until completion of three (3) years of consecutive employment. i.e. anniversary date.

Employees shall be reimbursed upon submitting an official transcript or proof of completion containing the titles of the course (s) and the grade(s) received, if applicable. Applications for reimbursement must be submitted with supporting documentation within sixty (60) calendar days from date of course completion to process and ensure reimbursement.

The employee must earn a grade of B or better in order to qualify for reimbursement, provided a grade is given.
Employees will not be reimbursed for the tuition costs if they voluntarily leave the district or are terminated for reasons other than a reduction in force or job elimination.
Employees seeking reimbursement must agree, in writing, to repay the Board in full if they leave the district voluntarily or are terminated for reasons other than a reduction in force within one year from the date of reimbursement.

An employee shall be reimbursed a maximum of $2,200 per year subject to a maximum cap of $35,000 per budget year for tuition paid to accredited institutions of higher learning for any approved courses taken, upon approval of the Superintendent. In no event shall the reimbursement exceed the actual cost of the course(s) taken.
Employees who receive reimbursement from any outside sources, such as the Department of Veteran’s Affairs or scholarship, may still receive reimbursement from the Board according to the Agreement. However, the total of the amounts reimbursed by the Board and those reimbursed or paid by other sources shall not exceed 100% of the employee’s reimbursable costs.

Courses required for certification in the current position held shall not be eligible for compensation.

Approved seminars and workshops shall be reimbursed for necessary costs.

G. Right of Approval

Approval or disapproval is the sole prerogative of the district’s Superintendent or designee(s).

Physical, Occupational, and Speech Therapists/Assistants – Procedure

A maximum of $600.00 per Therapist or Therapy Assistant will be allowed to participate in appropriate professional development activities. Part-time employees’ allocation will be prorated.
Therapists and Therapy Assistants who are eligible to participate in professional development activities are limited to one (1) day out of the district for professional development activities.
Each employee who participates is required to make a presentation to his/her colleagues on the course, seminar or workshop attended.

1. The employee completes the Professional Development Activities Application for Approval/Reimbursement form. The form must include the workshop name, affiliation(s), CEUs (including the name of the institution awarding the CEUs), cost breakdown – registration, lodging, travel), and an explanation of how this course, seminar or workshop directly applies to the employee’s assignment.
2. The completed form is submitted to the assigned Supervisor for his/her approval. Such approval is based on judgment of the value of the workshop as compared to the concomitant reduction of direct student service, i.e. the greater good.
3. The Supervisor shall forward the approved request to the Superintendent whose approval will be based on the value of the course, seminar, or workshop as compared to the concomitant reduction of direct student service, i.e. the greater good. Approval or disapproval is the sole prerogative of the district’s Superintendent or designee(s).
4. Upon return from the workshop, the employee shall submit to the School Business Administrator, a copy of the approval form and completed purchase order that includes proof of payment of course, seminar or workshop fee, and indication of successful completion for reimbursement.
5. Reimbursement shall be for the cost of the course, seminar, or workshop fees only. Excludes all other fees, materials, lodging, travel, etc.
6. Therapists and Therapy Assistants shall also be eligible for Tuition Reimbursement in accordance Article XXIV, but shall only be eligible for reimbursement for Professional Development and/or Tuition Reimbursement in an amount not to exceed a total of $2,200 per year subject to a maximum cap of $35,000 per budget year.
7. All newly-hired Therapists or Therapy Assistants shall not be eligible for Professional Development Approval/Reimbursement until completion of three (3) years of consecutive employment. i.e. anniversary date.
8. Therapists and Therapy Assistants will not be reimbursed for Professional Development costs if they voluntarily leave the district or are terminated for reasons other than a reduction in force or job elimination.
9. Therapists and Therapy Assistants seeking reimbursement must agree, in writing, to repay the Board in full if they leave voluntarily or are terminated for reasons other than a reduction in force within one year from the date of reimbursement.

If an employee does not become a member of the Association during any membership year (i.e. from September 1 to the following 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.

1. Notification – Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with law.
2. Legal Maximum – In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may set up to 85% of that amount as the maximum presently allowed by law.

C. Deduction and Transmission of Fee

1. Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with paragraph (b) below, the full amount of the representation fee and promptly will transmit the amount to the Association.
2. Payroll Deduction Schedule – the Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:
(a) Ten (10) days after receipt of the aforesaid list by the Board or
(b) Thirty (30) days after the employee begins his or her employment in a bargaining unit position unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later.
3. Termination of Employment – If an employee who is required to pay a representation fee terminates his/her employment with the Board before the Association has received the full prorated share of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid prorate portion of the fee from the last paycheck paid to said employee during the membership year in question.
4. Mechanics – Except as otherwise provided in this Article, the mechanics for the deduction of the representation fees and the transmittal of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association. Such shall be forwarded monthly.
5. The Association will notify the Board, in writing, of any changes in the list provided for in Paragraph One (1) above and/or the amount of the representation fees, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.
6. New Employees – On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles and dates of employment for all such employees.

D. Indemnification and Safe Harmless Provision

1. Liability

The Association agrees to indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that the Board gives the Association timely notice, in writing, of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph.

It is expressly understood that paragraph one (1) above will not apply to any claim, demand, suit, or other form of liability which may arise as a result of any type of willful misconduct by the Board or the Board’s imperfect execution of the obligations imposed upon it by this Article.

This Agreement constitutes mutual policy for the term of said Agreement, and both parties shall carry out the commitments contained herein and give them full force and effect.

In accordance with and to the extent required by law, changes in terms and conditions of employment shall first be negotiated with the Association as majority representative of employees in the bargaining unit.

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 shall not be deemed valid and subsisting, except to the extent permitted by law but all other provisions or applications shall continue in full force and effect.

Any individual contract between the Board and an individual teacher, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If any individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration shall be controlling.

Per the requirements of law, the Board and Association agree that there shall be no discrimination, and that all practices, procedures and policies shall clearly exemplify that there is no discrimination.

Copes of this Agreement shall be provided at the expense of the Board within thirty (30) days after the Agreement is signed. The Board agrees to provide fifteen (15) extra copies of the printed Agreement to the Association.

Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions of this Agreement, either party shall do so by certified mail at the following addresses:

APPENDIX A-1
TEACHER/THERAPISTS SALARY SCHEDULE
2007-2010
StepBAStepBA+15StepBA+30StepMA
1$46,8171$47,9411$49,1121$50,844
2$47,4172$48,5562$49,7412$51,495
3$48,0173$49,1703$50,3703$52,147
4$48,3284$49,4884$50,6964$52,484
5$50,0415$51,2425$52,4935$54,345
6$51,7536$52,9966$54,2896$56,204
7$53,4677$54,7507$56,0877$58,065
8$55,1808$56,5048$57,8848$59,926
9$56,8839$58,2499$59,6719$61,775
10$58,59610$60,00210$61,46710$63,635
11$60,15911$61,60311$63,10711$65,333
12$63,20712$64,72412$66,30412$68,643
13$67,34513$68,96213$70,64513$73,137
14$71,38414$73,09714$74,88114$77,523
StepMA+15StepMA+30StepMA+45StepMA+60
1$51,4991$52,3421$52,9041$53,700
2$52,1592$53,0132$53,5822$54,388
3$52,8193$53,6843$54,2603$55,076
4$53,1614$54,0314$54,6104$55,432
5$55,0455$55,9465$56,5475$57,397
6$56,9296$57,8606$58,4816$59,361
7$58,8137$59,7767$60,4177$61,326
8$60,6988$61,6918$62,3538$63,291
9$62,5729$63,5969$64,2789$65,245
10$64,45510$65,51010$66,21310$67,209
11$66,17511$67,25811$67,98011$69,002
12$69,52712$70,66512$71,42412$72,498
13$74,08013$75,29213$76,10013$77,245
14$78,52214$79,80714$80,66314$81,877
Longevity 2007-2008
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District$550
Beginning an employee's 20th year in the District an additional$1,350
Beginning an employee's 25th year in the District an additional$1,750
Total: $3,650
APPENDIX A-2
TEACHER/THERAPISTS SALARY SCHEDULE
2008-2009
StepBAStepBA+15StepBA+30StepMA
1$47,9001$49,0501$50,2471$52,019
2$48,6002$49,7662$50,9812$52,780
3$49,3003$50,4833$51,7163$53,540
4$50,0004$51,2004$52,4504$54,300
5$51,7735$53,0155$54,3095$56,225
6$53,8446$55,1366$56,4826$58,475
7$55,6177$56,9517$58,3427$60,400
8$57,3898$58,7678$60,2018$62,325
9$59,1519$60,5719$62,0509$64,239
10$60,82310$62,28310$63,80310$66,054
11$62,24011$63,73411$65,29011$67,593
12$65,39412$66,96312$68,59812$71,018
13$69,67513$71,34813$73,08913$75,667
14$73,75314$75,52414$77,36714$80,096
StepMA+15StepMA+30StepMA+45StepMA+60
1$52,6901$53,5521$54,1271$54,941
2$53,4602$54,3352$54,9182$55,744
3$54,2303$55,1173$55,7093$56,547
4$55,0004$55,9004$56,5004$57,350
5$56,9505$57,8825$58,5035$59,383
6$59,2296$60,1986$60,8446$61,759
7$61,1787$62,1797$62,8477$63,792
8$63,1288$64,1618$64,8508$65,825
9$65,0679$66,1319$66,8419$67,847
10$66,90510$68,00010$68,73010$69,764
11$68,46411$69,58511$70,33211$71,390
12$71,93312$73,11012$73,89512$75,007
13$76,64313$77,89713$78,73313$79,918
14$81,12914$82,45614$83,34114$84,595
Longevity 2008-2009
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District$600
Beginning an employee's 20th year in the District an additional$1,350
Beginning an employee's 25th year in the District an additional$1,800
Total: $3,750
APPENDIX A-3
TEACHER/THERAPISTS SALARY SCHEDULE
2009-2010
StepBAStepBA+15StepBA+30StepMA
1$48,8001$49,9711$51,1911$52,997
2$50,0002$51,2002$52,4502$54,300
3$51,2003$52,4293$53,7093$55,603
4$52,4004$53,6584$54,9684$56,906
5$53,6005$54,8865$56,2265$58,210
6$55,8966$57,2376$58,6356$60,703
7$57,7337$59,1187$60,5627$62,698
8$59,5708$60,9998$62,4898$64,693
9$61,3969$62,8699$64,4049$66,676
10$63,02810$64,54010$66,11610$68,448
11$64,49711$66,04511$67,65711$70,043
12$67,76412$69,39112$71,08512$73,592
13$72,20113$73,93413$75,73913$78,410
14$76,42714$78,26114$80,17214$83,000
StepMA+15StepMA+30StepMA+45StepMA+60
1$53,6801$54,5581$55,1441$55,974
2$55,0002$55,9002$56,5002$57,350
3$56,3203$57,2423$57,8563$58,726
4$57,6404$58,5834$59,2124$60,103
5$58,9605$59,9255$60,5685$61,479
6$61,4866$62,4926$63,1626$64,113
7$63,5067$64,5457$65,2387$66,220
8$65,5278$66,5998$67,3148$68,326
9$67,5359$68,6409$69,3779$70,421
10$69,33110$70,46510$71,22110$72,293
11$70,94611$72,10711$72,88111$73,978
12$74,54112$75,76012$76,57412$77,726
13$79,42113$80,72113$81,58713$82,815
14$84,07014$85,44514$86,36314$87,662
Longevity
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District$650
Beginning an employee's 20th year in the District an additional$1,400
Beginning an employee's 25th year in the District an additional$1,800
Total: $3,850
APPENDIX B-1
THERAPY ASSISTANTS SALARY SCHEDULE
2007-2008
StepAAStepAA +30StepBAStepBA +30
1$37,4441$38,1691$38,8941$39,619
2$37,6442$38,3692$39,0942$39,819
3$37,8443$38,5693$39,2943$40,019
4$38,1444$38,8694$39,5944$40,319
5$38,4445$39,1695$39,8945$40,619
6$38,7446$39,4696$40,1946$40,919
7$39,0447$39,7697$40,4947$41,219
8$39,3448$40,0698$40,7948$41,519
9$39,6719$40,3969$41,1219$41,846
10$41,50710$42,23210$42,95710$43,682
11$43,34311$44,06811$44,79311$45,518
12$45,17912$45,90412$46,62912$47,354
13$47,01713$47,74213$48,46713$49,192
Longevity 2007-2008
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 15th year in the District$450
Beginning an employee's 20th year in the District an additional$650
Beginning an employee's 25th year in the District an additional$1,100
Total: $2,200

APPENDIX B-2
THERAPY ASSISTANTS SALARY SCHEDULE
2008-2009
StepAAStepAA +30StepBAStepBA +30
1$39,1591$39,9091$40,6591$41,409
2$39,3592$40,1092$40,8592$41,609
3$39,5593$40,3093$41,0593$41,809
4$39,8594$40,6094$41,3594$42,109
5$40,1595$40,9095$41,6595$42,409
6$40,4596$41,2096$41,9596$42,709
7$40,7597$41,5097$42,2597$43,009
8$41,0598$41,8098$42,5598$43,309
9$41,3869$42,1369$42,8869$43,636
10$43,22210$43,97210$44,72210$45,472
11$45,05811$45,80811$46,55811$47,308
12$46,89412$47,64412$48,39412$49,144
13$48,73213$49,48213$50,23213$50,982
Longevity 2008-2009
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 15th year in the District$475
Beginning an employee's 20th year in the District an additional$650
Beginning an employee's 25th year in the District an additional$1,125
Total: $2,250

APPENDIX B-3
THERAPY ASSISTANTS SALARY SCHEDULE
2009-2010
StepAAStepAA +30StepBAStepBA +30
1$40,9691$41,7691$42,5691$43,369
2$41,1692$41,9692$42,7692$43,569
3$41,3693$42,1693$42,9693$43,769
4$41,6694$42,4694$43,2694$44,069
5$41,9695$42,7695$43,5695$44,369
6$42,2696$43,0696$43,8696$44,669
7$42,5697$43,3697$44,1697$44,969
8$42,8698$43,6698$44,4698$45,269
9$43,1969$43,9969$44,7969$45,596
10$45,03210$45,83210$46,63210$47,432
11$46,86811$47,66811$48,46811$49,268
12$48,70412$49,50412$50,30412$51,104
13$50,54213$51,34213$52,14213$52,942
Longevity 2009-2010
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 15th year in the District$475
Beginning an employee's 20th year in the District an additional$700
Beginning an employee's 25th year in the District an additional$1,125
Total: $2,300

APPENDIX C-1
AIDES SALARY SCHEDULE
2007-2008
Step	Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
1	$19,3661$20,0911$20,8161$21,541
2	$19,5662$20,2912$21,0162$21,741
3	$19,7663$20,4913$21,2163$21,941
4	$19,9664$20,6914$21,4164$22,141
5	$20,2265$20,9515$21,6765$22,401
6	$20,4866$21,2116$21,9366$22,661
7	$20,7467$21,4717$22,1967$22,921
8	$21,2288$21,9538$22,6788$23,403
9	$21,7099$22,4349$23,1599$23,884
10	$22,19210$22,91710$23,64210$24,367
11	$23,19711$23,92211$24,64711$25,372
12	$25,23712$25,96212$26,68712$27,412
13	$28,03713$28,76213$29,48713$30,212
14	$30,93714$31,66214$32,38714$33,112
Certified Itinerant Aides shall have their base salary increased by $2,060
Longevity 2007-2008
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District	$450
Beginning an employee's 20th year in the District an additional	$650
Beginning an employee's 25th year in the District an additional	$1,100
	Total:$2,200

APPENDIX C-2
AIDES SALARY SCHEDULE
Aides 2008-2009
Step	Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
1	$20,2361$20,9861$21,7361$22,486
2	$20,4362$21,1862$21,9362$22,686
3	$20,6363$21,3863$22,1363$22,886
4	$20,8364$21,5864$22,3364$23,086
5	$21,0965$21,8465$22,5965$23,346
6	$21,3566$22,1066$22,8566$23,606
7	$21,6167$22,3667$23,1167$23,866
8	$22,0988$22,8488$23,5988$24,348
9	$22,5799$23,3299$24,0799$24,829
10	$23,06210$23,81210$24,56210$25,312
11	$24,06711$24,81711$25,56711$26,317
12	$26,10712$26,85712$27,60712$28,357
13	$28,90713$29,65713$30,40713$31,157
14	$31,80714$32,55714$33,30714$34,057
Certified Itinerant Aides shall have their base salary increased by $2,060
Longevity 2008-2009
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District	$475
Beginning an employee's 20th year in the District an additional	$650
Beginning an employee's 25th year in the District an additional	$1,125
	Total:$2,250

APPENDIX C-3
AIDES SALARY SCHEDULE
2009-2010
Step	Less than 60 creditsStepMore than 60 creditsStepMore than 90 creditsStepBachelor's Degree
1	$21,0561$21,8561$22,6561$23,456
2	$21,2562$22,0562$22,8562$23,656
3	$21,4563$22,2563$23,0563$23,856
4	$21,6564$22,4564$23,2564$24,056
5	$21,9165$22,7165$23,5165$24,316
6	$22,1766$22,9766$23,7766$24,576
7	$22,4367$23,2367$24,0367$24,836
8	$22,9188$23,7188$24,5188$25,318
9	$23,3999$24,1999$24,9999$25,799
10	$23,88210$24,68210$25,48210$26,282
11	$24,88711$25,68711$26,48711$27,287
12	$26,92712$27,72712$28,52712$29,327
13	$29,72713$30,52713$31,32713$32,127
14	$32,62714$33,42714$34,22714$35,027
Certified Itinerant Aides shall have their base salary increased by $2,060
Longevity 2009-2010
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning an employee's 16th year in the District	$475
Beginning an employee's 20th year in the District an additional	$700
Beginning an employee's 25th year in the District an additional	$1,125
	Total:$2,300

APPENDIX D-1
SECRETARIES SALARY SCHEDULE
2007-2010
Step2007 - 20082008 - 20092009 - 2010
1$34,644$36,594$38,639
2$35,144$37,094$39,139
3$35,644$37,594$39,639
4$36,144$38,094$40,139
5$36,644$38,594$40,639
6$37,144$39,094$41,139
7$37,644$39,594$41,639
8$38,144$40,094$42,139
9$38,644$40,594$42,639
10$39,144$41,094$43,139
11$39,644$41,594$43,639
12$40,144$42,094$44,139
13$40,644$42,594$44,639
Longevity 2007-2008
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning the 15th year in the District$450
Beginning the 20th year in the District an additional$650
Beginning the 25th year in the District an additional$1,100
Total:$2,200
Longevity 2008-2009
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning the 15th year in the District$475
Beginning the 20th year in the District an additional$650
Beginning the 25th year in the District an additional$1,125
Total:$2,250
Longevity 2008-2009
Employees shall have their base salaries adjusted to include the following longevity payments:
Beginning the 15th year in the District$475
Beginning the 20th year in the District an additional$700
Beginning the 25th year in the District an additional$1,125
Total:$2,300

APPENDIX E-1

CUSTODIAN SALARY SCHEDULE

2007-2010

Step2007 - 20082008 - 20092009 - 2010

1$24,961$25,996$27,161

2$25,161$26,196$27,361

3$25,361$26,396$27,561

4$25,561$26,596$27,761

5$26,244$27,279$28,444

6$26,927$27,962$29,127

7$27,610$28,645$29,810

8$28,293$29,328$30,493

9$28,976$30,011$31,176

10$29,661$30,696$31,861

11$31,582$32,617$33,782

12$33,503$34,538$35,703

Longevity: 2007-2008

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$450

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,100

Total:$2,200

Longevity: 2008-2009

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,250

Longevity: 2009-2010

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$700

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,300

APPENDIX E-1A

CUSTODIAN II (Night) SALARY SCHEDULE

2007-2010

Step2007 - 20082008 - 20092009 - 2010

1$19,969$20,797$21,729

2$20,129$20,957$21,889

3$20,289$21,117$22,049

4$20,449$21,277$22,209

5$20,995$21,823$22,755

6$21,542$22,370$23,302

7$22,088$22,916$23,848

8$22,634$23,462$24,394

9$23,181$24,009$24,941

10$23,729$24,557$25,489

11$25,266$26,094$27,026

12$26,802$27,630$28,562

Longevity: 2007-2008

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$450

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,100

Total:$2,200

Longevity: 2008-2009

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,250

Longevity: 2009-2010

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$700

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,300

APPENDIX F-1

MAINTENANCE SALARY SCHEDULE

2007-2010

Step2007 - 20082008 - 20092009 - 2010

1$33,604$34,639$35,804

2$33,804$34,839$36,004

3$34,004$35,039$36,204

4$34,204$35,239$36,404

5$34,484$35,519$36,684

6$35,032$36,067$37,232

7$36,437$37,472$38,637

8$37,842$38,877$40,042

9$39,247$40,282$41,447

10$40,652$41,687$42,852

11$42,057$43,092$44,257

12$43,463$44,498$45,663

Longevity 2007-2008

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$450

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,100

Total:$2,200

Longevity 2008-2009

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,250

Longevity 2009-2010

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 14th year in the District$475

Beginning an employee's 19th year in the District an additional$700

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,300

APPENDIX G-1

FOOD SERVICE PERSONNEL SALARY SCHEDULE

2007-2010

YEAR RANGES2007-2008 Hourly Rate2087-2009 Hourly Rate2009-2010 Hourly Rate

1 – 4 Years$11.34$12.04$12.64

5 – 8 Years$11.84$12.54$13.65

9 – 14 Years$12.33$13.58$14.80

15 Years$19.73$20.34$20.94

Note: Each Cook shall receive an additional:

$1.00 per hour to their hourly rate 2007-2010

Note: J.T. – O.G. – Longevity grandfathered for 2007-2010

Longevity: 2007-2008

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 17th year in the District$450

Beginning an employee's 20th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,100

Total:$2,200

Longevity: 2008-2009

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 17th year in the District$475

Beginning an employee's 20th year in the District an additional$650

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,250

Longevity: 2009-2010

Employees shall have their base salaries adjusted to include the following longevity payments:

Beginning an employee's 17th year in the District$475

Beginning an employee's 20th year in the District an additional$700

Beginning an employee's 25th year in the District an additional$1,125

Total:$2,300