Contracts

	Contract Between

	Cape May Cty Spec Serv B/E-Cape May

	- and -

	Cape May Cty Spec Serv Staff Assn

			* * *
	07/01/2005 thru 06/30/2008


	Category	School District
	Unit	Other, Teaching/Professional Staff


	Contract Text Below	Printer Friendly Version (Requires Adobe Acrobat)

CONTRACTUAL AGREEMENT

between the

SPECIAL SERVICES SCHOOL DISTRICT
STAFF ASSOCIATION

and

THE CAPE MAY COUNTY
SPECIAL SERVICES SCHOOL DISTRICT
BOARD OF EDUCATION

July 1, 2005 - June 30, 2008

TABLE OF CONTENTS

Article I Recognition Page 1
Article II Negotiation of Successor Agreement Page 2
Article III Association Rights and Privileges Page 3
Article IV Employee Rights and Privileges Page 4
Article V Grievance Procedure Page 5
Article VI Vacancies, Transfers and Reassignments Page 10
Article VII Salaries Page 11
Article VIII Work Year Page 13
Article IX Work Day - Work Week - Overtime Page 15
Article X Evaluation Procedures Page 18
Article XI Health Benefits Page 21
Article XII Temporary Leaves Page 24
Article XIII Extended Leaves of Absence Page 27
Article XIV Professional Meetings, Workshops, Page 32
Conferences
Article XV Educational Improvement Page 35
Article XVI Teacher Employment Page 36
Article XVII Vacations Page 38
Article XVIII Miscellaneous Provisions Page 40
Article XIX Job Security Page 44
Article XX Extra Pay for Extra Duties Page 45
Article XXI Fully Bargained Provisions Page 46
Article XXII Representation Fee Page 47
Article XXIII Duration Page 49

Appendix A Organizational Chart
Appendix B Grievance Form
Appendix C Temporary Leave
Appendix D Extended Leave
Appendix E Request for Professional Meetings
Appendix F Request for Approved Mileage
Appendix G Suspended Contract Language
Appendix H Future Agreement Job Titles
Appendix I Salary Guides:
Al Certificated Staff 2005-06
A2 Certificated Staff 2006-07
A3 Certificated Staff 2007-08
B Teacher/School Aide
C Physical/Occupational Therapy Assistant/
Interpreter
D Administrative Secretary
E General Secretary
Bookkeeper/Secretary
F Custodial Worker

G Maintenance Mechanic

H Lead Mechanic-HVAC

I Food Service Worker

J Head Food Service Worker

ARTICLE I

RECOGNITION

A. The Board of Education of the Special Services School District
recognizes the Staff Association as the exclusive representative
pursuant to the provisions of "Chapter 123, Public Laws 1974", for
collective negotiations concerning the terms and conditions of
employment for all staff, certificated and non-certificated, but
excluding supervisory personnel having the power to evaluate
performance, hire, discharge, discipline, or to effectively
recommend the same. Also, excluded will be members of the Non-
Instructional Administrators, Program Managers and Confidential
Employees units, and Hourly as Needed Employees.

B. Unless otherwise indicated, the term "employee" when used hereafter
in this Agreement shall refer to all certificated and non-certificated
employees of the Board represented by the Association in the

negotiating unit as defined above.

C. Except as this Agreement shall hereinafter otherwise provide, all terms
and conditions of employment applicable on the effective date of this
Agreement to certificated and non-certificated employees shall continue
to be so applicable during the terms of the Agreement. Unless otherwise
provided in this Agreement, nothing herein shall be interpreted and/or
applied so as to eliminate, reduce or otherwise detract from any certificated
and non-certificated staff benefits existing prior to its effective date.

1

ARTICLE II

NEGOTIATION OF SUCCESSOR AGREEMENT

A. The Board and the Association agree to enter into collective
negotiations over a successor agreement in accordance with Chapter 123,
Public Law 1974, in a good faith effort to reach agreement on all matters

concerning the terms and conditions of employees' employment.

B. During negotiations, the Board and the Association and/or their
representatives shall present relevant data, exchange points of view,
and make proposals and counterproposals.

C. Neither party in any negotiations shall have any control over the
selection of the negotiating representatives of the other party.

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

2
ARTICLE III

ASSOCIATION RIGHTS AND PRIVILEGES

A. Representatives of the Association shall be permitted to transact official Association business on school property provided that this shall not interfere
with or interrupt normal school operations and is not during normal working
hours.

B. The Association and its representatives shall have the right to use the school
building at all reasonable non-instructional hours for meetings. Permission
must be obtained at least 24 hours in advance from the Superintendent for the
use of the building.

C. The Association shall have the right to use, with prior approval of the building
principal or administrator in charge, certain school equipment, including
typewriters, computers (other than those used by office personnel), duplicating equipment, and calculating machines, and the central office fax machine during

non-instructional hours when such equipment is not otherwise is use. The

Association shall pay for the reasonable cost of all materials and supplies

incidental to such use.

D. The Association shall have the right to use the inter-school mail facilities and
school mailboxes.

E. Whenever any representative of the Association or any employee is mutually
scheduled by the parties to participate during working hours in grievance
proceedings, conferences, or meetings, he/she shall suffer no loss of pay.

ARTICLE IV

EMPLOYEE RIGHTS AND PRIVILEGES

A. Nothing contained herein shall be construed to deny or restrict to any
employee such rights as he/she may have under New Jersey School Laws or
other applicable laws and regulations. The rights granted to employees
hereunder shall be deemed to be in addition to those provided elsewhere.

B. No employee shall be disciplined, reprimanded, reduced in rank or
compensation, or deprived of any professional advantage without just cause.

C. Whenever any employee is required to appear before any administrator or
supervisor, Board, or any committee or member thereof concerning any
matter which could adversely affect the continuation of that employee in
his/her position, employment, or the salary or any increments pertaining
thereto, then he/she shall be given twenty-four (24) hours prior written
notice of the reason for such meeting or interview and shall be entitled to
have (a) representative(s) of the Association present to advise him/her
during such meeting or interview.

D. No unit member shall be reprimanded or disciplined in the presence of students,

peers, parents, or the public.

ARTICLE V

GRIEVANCE PROCEDURE

A. Definition

A "grievance" shall mean a complaint by an employee or a group of employees
of the Special Services School System that there has been to him/her, a personal loss, injury or inconvenience because of a violation, misinterpretation or inequitable application of Board policies and agreements, or administrative decisions, except

that the term "grievance" shall not apply to (a) any matter for which a method of

review is prescribed by law or (b) any rule or regulation of the State Commissioner

of Education or (c) any matter which according to law is either beyond the scope of Board authority or limited to unilateral action by the Board alone or (d) a complaint

of a non-tenured teacher, secretary or non fixed term maintenance/custodian person which arises by reason of his/her not being re-employed, or (e) a complaint by any certified personnel occasioned by appointment to or lack of appointment to, retention

in or lack of retention in, any position for which tenure is either not possible or not required. A grievance to be considered under this procedure must be initiated by the employee or group of employees within fifteen (15) working days of its occurrence.

B. Year End Grievances (10 month employee)
In the event a grievance is filed by a 10-month employee at such times that it
cannot be processed through all the steps in this grievance procedure by the end of

the school year, and, if left unresolved until the beginning of the following school

year, could result in irreparable harm to the party in interest, the time limits set

forth herein shall 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.

C. Procedure

1. Any employee covered by this Grievance Procedure shall have the right
to present a complaint as specified herein.
2. Failure at any step of this procedure to communicate the decision on a
grievance within the specified time limits shall permit the aggrieved
employee to proceed to the next step. Failure at any step of this
procedure to appeal a grievance to the next step within specified time
limits shall mean the grievance has been dropped.
3. It is understood that employees shall, during and notwithstanding the pendency

of the resolution of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

4. All meetings and hearings under this procedure shall be conducted in private

session and shall include only such parties as are designated

by the Board or the aggrieved or heretofore referred to in this grievance procedure.

5. All documents, communications and records dealing with the processing of a grievance shall be kept in a separate grievance file while disposition of a

grievance is pending

6. Grievances shall be initiated at the lowest level of the procedure from which an administrative remedy or denial can be given. If the Administrator with whom the grievance is files states that said grievance can be resolved at a lower level, he/she shall put that determination in writing and give it to the Association president or grievance chairperson no later than five (5) working days after the grievance

was filed. The grievance shall then be processed at the level indicated. Group grievances shall list those people or category of people on whose behalf the grievance is filed.

7. Step 1 - Immediate Appropriate Supervisory Person, (verbally) -

_{Any employee who has a grievance shall discuss it first with his/her immediate appropriate supervisory person in an attempt to resolve the matter informally}

_{at that level.}

_{8. Step 2 - Appropriately Certified Administrative Person (in writing) -}

_{If, as a result of the informal discussion, the matter is not resolved to the}

_{satisfaction of the employee within five (5) working days, he/she shall set forth his/her grievance in writing and present it to the appropriately certified administrative person on the grievance form}

_specifying:

_{a. The specific nature of the grievance.}
_{b. The nature and extent of the injury, loss or inconvenience.}
_{c. The date and time of presentation.}
_{d. The results of previous discussions.}
_{e. The relief sought.}

_{The appropriately certified administrative person shall communicate his/her decision to the employee in writing within seven (7) working days of receipt}

_{of the written grievance.}

_{9. Step 3 - Superintendent of Schools - (in writing)}

_{The employee may request a review of the grievance by the Superintendent of Schools if the written reply from the appropriately certified administrative person}

_{is not to the employee's satisfaction. This must be done within five (5) working}

_{days after receipt of the appropriately certified administrative person's decision.}

_{10. Step 4 - Board of Education - (in writing)}
_{The employee may request a review of the grievance by the Board of}

_{Education if the written reply from the Superintendent of Schools is not to the employee's satisfaction. This must be done within five (5) working days after}

_{receipt of the Superintendent of School's decision. The Board shall conduct a}

_{hearing within thirty-five (35) calendar days of the Association's request for}

_{review. The Board shall render a decision, in writing, within ten (10) working}

_{days from the date of the hearing.}

₇

_{11. Step 5 -}
_{If the aggrieved is dissatisfied with the decision at the Board level, the}
_{aggrieved may petition the Association to file for arbitration. If the}

_{Association files for arbitration, such filing shall be simultaneously made known}

_{to the Superintendent. Said filing shall take place no later than ten (10) working days after the written decision of the Board of Education was made known. The following procedure will be used to secure the services of an arbitrator:}

_{a. A joint request will be made to the Public Employment Relations}

_{Commission (PERC) to submit a roster of persons qualified to function as an arbitrator in the dispute in question.}

_{b. If the parties are unable to determine a mutually satisfactory}
_{arbitrator from the submitted list, they will request that PERC}
_{submit a second list of names.}
_{c. If the parties are unable to determine, within ten (10) working}
_{days of the initial filing for arbitration, a mutually satisfactory}
_{arbitrator from the second submitted list, PERC may be requested}
_{by either party to designate an arbitrator.}
_{d. The arbitrator shall be limited to the issue(s) submitted and shall}

_{consider nothing else. The arbitrator can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the}

_{Board of Education. The recommendations of the arbitrator shall be}

_{binding. Only the Board, the aggrieved and representatives of the}

_{aggrieved shall be given copies of the arbitrator's report of findings and recommendations.}

D. Costs
_{1. Each party will bear the total costs incurred by themselves.}
_{2. Only the fees and} _{expenses of the arbitrator will be shared equally}
_{by the Board of Education and the Association.}
_{3. If time is lost by any employee due to arbitration proceedings}
_{necessitating the retention of a substitute, the Board will pay only the}
_{cost of the substitute. If the arbitrator rules favorably for the}
_{employee, the Board of Education will pay the salary for the time lost. If}
_{the ruling is against the employee, time lost must be without pay.}

₈

_{Note: (1) The district organizational chart is attached as Appendix A to show}
_{the flow of grievances for the various components of the Association.}
_{This chart is neither bargainable nor arbitrable.}
_{(2) Grievance form(s) is (are) attached to this Agreement, for}
_{informational purposes only, as Appendix B.}

₉

_{ARTICLE VI}

_{VACANCIES, TRANSFERS AND REASSIGNMENTS}

_{A. The Board of Education reserves the right to hire staff in accordance with the}
_{best professional screening practices known, by properly advertising and}
_{interviewing outstanding candidates in accordance with the latest Affirmative}
_{Action practices.}

_{B. The Superintendent of Schools shall notify, in writing, the Association}
_{President and post in all school buildings a list of the vacancies which shall}
_{occur during the school year.}

_{C. At the same time the Board of Education may reserve the right to assign a candidate}

_{to a position where the Board feels that the candidate is most qualified to perform in keeping with that candidate's background, experience and certification.}

_{D. If at any time during employment the staff member or the administration feels that}
_{a change or transfer to another class, age level, grade, position, school or building}
_{is in the best interest of the students, program, or the district, then a consultation}
_{will be held between the staff member and the administration to discuss the}

_{situation prior to the transfer. If at any time a staff member’s work site, equipment, furniture, etc. are to be moved or relocated, a notice of not less than 24 hours shall be given.}

_{E. Normally, all extra duties shall be posted on the bulletin boards of the main}
_{office in each school for a minimum of ten (10) working days, and a copy shall}
_{be transmitted to the Association president.}

₁₀

ARTICLE VII

SALARIES

A. Employee Salary Guides

1. The salaries of all employees covered by this Agreement are set
forth in the following salary schedules:
A. Certificated Staff
B. Teacher/School Aide
C. Physical Therapy/Occupational Therapy Assistant
Assistant to the Media Specialist

Interpreter

D. Administrative Secretary
E. General Secretary
Bookkeeper/Secretary
F. Custodial Worker
G. Maintenance Mechanic
H. Lead Mechanic - HVAC
I. Food Service Worker
J. Head Food Service Worker

(Note: For a certificated 12 month employee the standard upon
which any pro rata will be based will be 1.2 times the
appropriate step on the guide.)

2. Salaries will be paid every other Thursday in accordance with the
appropriate ten (10) and twelve (12) month contracts. Paychecks
shall be issued on the last working day prior to a holiday.

3. Each employee shall be placed on his/her proper step of the
appropriate salary schedule as of the beginning of each school
year. Any staff member employed prior to February 1 of any
school year shall be given full credit for one (1) year of service
toward the next increment step for the following year depending
upon a satisfactory annual written performance evaluation for the

year. Part-time employees shall have their salaries pro-rated off

of the appropriate step of the salary guide. Employees contracted

on a yearly basis shall be pro-rated according to the percent of

employment. Part-time employees contracted on a per diem basis

shall have their daily salary calculated on an hourly basis multiplied

by the number of working days.

4. Beginning July 1, 1988, the Board may grant up to eight years for
outside experience.
5. * "18A:29-14", Withholding increments; causes; notice of appeals.
"Any board of education may withhold for inefficiency or other
good cause, the employment increment, or the adjustment increment,
or both, of any member in any year by a recorded roll call majority
vote of the full membership of the board of education. It shall be the
duty of the board of education, within ten days, to give written
notice of such action, together with the reasons therefor, to the
member concerned. The member may appeal from such action to
the commissioner under rules prescribed by him. The
commissioner shall consider such appeal and shall either affirm the
actions of the board of education or direct that the increment or
increments be paid. The commissioner may designate an assistant
commissioner of education to act for him in his place and with his
powers on such appeals. It shall not be mandatory upon the board of
education to pay any such denied increment in any future year as an
adjustment increment."

"Amended by L.1968, c.295, � 13, eff. Sept. 9, 1968."

* This section is cited for informational purposes only.

12
ARTICLE VIII
WORK YEAR

A. Ten month contracts

1. a. A ten (10) month contract is from September 1 of a given year to June 30

of the next year. It must cover a period of 180 days that school must be

open for students, spread out over a period of ten (10) months, and 183 1/2

days for all ten (10) month employees except for general secretaries.

b. For General Secretaries who have a ten (10) month contract, the work year

is all week days, except those listed on the Board adopted calendar, from September 1 of a given year to June 30 of the next year inclusive.

B. Twelve month contracts

1. A twelve (12) month contract is from July 1st of a given year to June 30th of the

next year. Twelve (12) month contracts will consist of:

a. 240 days for maintenance/custodial/mechanic employees. All recalls shall

be guaranteed a minimum four (4) hours at time and a half. Two weeks notice

of required work days shall be provided to all maintenance/custodial/mechanic workers, except in cases of emergency.

b. 237 days for all other certificated and non-certificated 12-month employees.

2. Any modification of a twelve (12) month contract must be approved by the Superintendent of Schools and the Board of Education, with the benefits, holidays

and salary to be pro-rated accordingly.

3. Custodial/Maintenance/Mechanic staff will not be required to make up time when sent home due to weather or other emergencies..

C. Summer Contracts
1. Summer contracts are issued to specific categories and numbers of ten
(10) month employees who are needed during the summer months when
special programs are in operation.
2. Summer contracts that are issued to ten (10) month employees shall be
based on a student need and programmatic basis.
3. Summer contracts issued to bus drivers and aides shall be issued on a

seniority basis with salaries paid on a per diem or hourly rate of the salary

paid during the employee's 10 month contract for the current fiscal year.

4. The summer salary for a certificated position shall be $30.00 per hour.

The summer salary for a non-certificated position shall be $15.00 per hour. Employees shall be paid for the position they fill, not for the certificate they

hold. In cases where more than one employee applies for a position, the employee who previously held the position in the immediately preceding year shall have first right of refusal, if determined to be appropriately qualified within district job description.

5. Where no specific category and/or certification is required, seniority
shall prevail.
6. Summer employees who work the equivalent of 11-21 days inclusive
shall receive one (1) sick day and one-half (1/2) personal day. Those
who work the equivalent of 22 days and above shall receive two (2) sick
days and one (1) personal day. Any ten month full time contracted
employee working a summer contract shall receive the bereavement
leave defined in Article XII, D, page 25
7. Pay days for summer work shall be every other Thursday.

14

ARTICLE IX
WORK DAY - WORK WEEK - OVERTIME

A. The work day will be defined as follows:
1. 6.5 hours with an additional 30 minutes, non student contact time, two days

per week for certificated staff, teacher/school aides, physical/occupational

therapy assistants and interpreters. Normally, certificated staff, teacher/school

aides, physical/occupational therapy assistants and interpreters shall be guaranteed a duty free lunch at least as long as the time afforded students, but not to exceed

30 minutes. In cases where the special needs of the students preclude a

certificated staff member, teacher/school aide, physical/occupational therapy

assistant, or interpreter from having a duty free lunch, he/she may leave early or

arrive late as determined after consultation with the appropriate administrator, as

compensation for lost time. Part-time certificated staff who are working fifty percent (50%) or more of any work day or of the work year, shall receive preparation time as per the current practice, pro-rated at the appropriate percentage.

2. 7.5 hours for secretaries, to include a duty-free half hour unpaid lunch

period.

3. 8 hours for maintenance/custodial/mechanic workers to include a

duty-free paid half hour meal period.

4. 7 hours for cafeteria workers to include a one-half hour duty free lunch

period.

B. The work week will be defined as follows:

1. Certificated staff, teacher/school aides, physical/occupational therapy assistants and interpreters — five (5) consecutive work days comprised of thirty-three (33) hours per week.

2. Secretaries — five (5) consecutive work days comprised of thirty-five
(35) hours.

3. Maintenance/custodial/mechanic — five (5) consecutive work days

comprised of forty (40) hours.

4. Cafeteria worker — five (5) consecutive work days comprised of 35 hours.

C. There will be extra compensation for extra duties for certificated staff
and teacher/school aides beyond the work day and a job description will
be in place prior to negotiating stipends for such extra duties and the
assumption of those duties.

D. Overtime will be calculated at the end of the employee's regular work week
in the following manner:
1. Secretaries - after thirty-five (35) hours
2. Maintenance/custodial/mechanic personnel - after forty (40) hours

3. Cafeteria Worker - after thirty-five (35) hours

4. Scheduled overtime is to be paid in dollars unless, by mutual agreement,

compensatory time is used. Scheduled overtime on Sundays and holidays

shall be a minimum of two (2) hours at time and a half.

E. Employees will be required to attend staff meetings as designated by building
principals or appropriate supervisors. A written agenda will be posted prior
to all meetings and notification given to staff members who need to be in

attendance. Normally, meetings shall be scheduled within the employee's

work day.

F. All twelve month employees are entitled to two (2) ten minute breaks each day;
one in the morning and one in the afternoon, at a time convenient to work
routine, as approved by their immediate supervisor.

G. Secretaries' summer work hours shall be 6.5 consecutive hours per day
inclusive of a half-hour lunch, shall begin the first day after school
closes for staff for the year and shall continue until the last Friday before school
opens in the fall.

H. Overtime assignment/distribution for Black Seal and for Custodial Worker
shall be based upon a rotation system beginning with the employee with the
greatest seniority in job classification or specific skill required. An employee
who accepts or declines an overtime assignment shall have his/her name placed
at the bottom of the overtime rotation list.

17

ARTICLE X

EVALUATION PROCEDURES

A. General Provisions
1. Written evaluation policies, job descriptions and performance
objectives, where applicable, adopted by the Special Services Board of
Education will be distributed to all staff members prior to the opening of
school in September.
2. Following the distribution of the written evaluation policies, job
descriptions and performance objectives, where applicable, the
Superintendent of Schools shall review the aforementioned orally with
the staff members, prior to the opening of school in September.
3. Persons authorized to supervise staff members in the Special
Services School District will be listed and designated by the
Superintendent of Schools. Copies of this will be distributed to all
staff members annually.
4. All monitoring or observation of the work performance of an
employee shall be conducted openly and with the full knowledge
of the employee. The use of public address, audio systems, and
similar devices shall be with full knowledge of the employee
before such use.
5. The observations, evaluations, and conferences will serve to
identify strengths and deficiencies with a view to providing
assistance and improving the employee's competence.
6. The signed evaluation will also serve a basis for recommendations
regarding reemployment.
7. An employee shall be given a copy of any evaluation report
prepared by the evaluator and shall have a conference with that
evaluator within ten (10) days after such evaluation.

8. An employee's disclaimer of evaluation must be made in writing,
within 10 days of the conference, copies of which will be attached to
each party's copy, and submitted to the Board of Education at the
next Board meeting.
9. No evaluation report shall be submitted to the central office, placed in

the employee's file or otherwise acted upon without the employee having

prior knowledge of the contents of the report. An attached form shall be

available for employee response. No employee shall be required to sign a

blank or incomplete form.

B. Teachers
1, All non tenured teachers shall be evaluated not less than three times
each school year by appropriately certified members of the District
administration. These will be evenly spaced throughout the year.
2. All tenured teachers shall be evaluated not less than one time a school
year by appropriately certified members of the District administration.
3. Observations shall be made by appropriately certified members of the
District administration.
4. Observations shall cover at least one class period in the Alternative
School and Middle School, and at least one complete subject lesson in
Ocean Academy.
C. Personnel Files
1. An employee shall have the right, upon request, to review the contents
of his/her personnel file. The employee must give reasonable notice,
and no more than three (3) employees in any one (1) day shall avail
themselves of the right granted herein. Under no condition shall any
materials be removed by the employee from his/her personnel file.
An employee shall be permitted to have reproduced all materials in
his/her personnel file.
2. The Board shall not establish any separate personnel file which is not
available for the employee's inspection.
3. The Board agrees to protect the confidentiality of personal references,
credentials, and other similar documents.

4. With the exception of a continuing grievance or other such matter,
final evaluation of an employee upon termination of his/her
employment shall be concluded prior to severance, and no documents
and/or other material shall be placed in the personnel file of such
employee after severance or otherwise than in accordance with the
procedure set forth in the Article.

5. No material derogatory to an employee's conduct, service, character or
personality shall be placed in his/her personnel file unless the
employee has had an opportunity to review such material by affixing
his/her signature to the copy to be filed with the express understanding
that such signature in no way indicates agreement with the contents
thereof. The employee shall also have the right to submit a written
answer to such material and that answer shall be reviewed by the
Evaluator and attached to the file copy.

20

ARTICLE XI

HEALTH BENEFITS

A. New Jersey State Health Benefits Program
1. Health benefits are provided by the New Jersey State Health Benefits

Program (NJSHBP). The employee may select a provider upon initial

employment and then during prescribed open enrollment periods.

The NJSHBP currently offers the following provider choices:

a. Traditional Plan
b. Several HMOs
c. NJ Plus

Premiums are paid by the Board of Education.

2. In the event that the Board withdraws from New Jersey State Health
Benefits Program, single coverage only shall be provided by the Board
of Education for the first two full years of employment.
B. New Jersey Dental Service Plan
The Board shall continue to provide the New Jersey Dental Plan III-A for
the employee and dependents, designated as: one party, two party or three
party. The Board agrees to pay for the total yearly premiums for the
aforementioned plans.
1. All present and future employees will become eligible for dental
benefits on the first day of the month following two full months of
continuous full-time employment with a minimum of 28 hours per
week.
2. Orthodontic benefits shall be provided under the "Ortho I Rider/
Third Party Coverage".
3. Single coverage only shall be provided by the Board of Education for
the first two full years of employment.

C. Prescription Plan
The prescription plan with the New Jersey State Health Benefits Program is
currently administered by Horizon Blue Cross Blue Shield of New Jersey
(Horizon BCBSNJ) through Advance PCS and will continue to be in effect for
the life of this contract with the following provisions:
1. The co-pay for prescriptions will be as established by the New Jersey
State Health Benefits Program. The current co-pays are $1.00 for generic
Drugs and $5.00 for brand name drugs. Both plans include contraceptives.
2. The single employee, family or parent and child plan will be in effect.
3. Single coverage only shall be provided by the Board of Education for
the first two full years of employment.
D. Disability Insurance

The Board shall provide a premium payment to each eligible employee in the

amount of $225 for each year of this contract. Any additional premium costs

shall be borne by the employee and shall be deducted in equal bi-weekly

payroll deductions. Premium payments for new hires will be prorated

according to effective enrollment date. Employees may enroll through

Allen Associates, Franklin Life, or NJEA endorsed program. The Board shall

contribute to the premium costs of the disability insurance for part-time

employees an amount equal to the employee’s percentage of employment.

The base number to be used in the calculation shall be the amount indicated

in this sub-section.

E. The Board of Education at its option may change carriers providing health
insurance, providing there has been 90 day notification to the Staff
Association prior to a change in carrier or method of administration. This
notification will include specifications of benefit levels which shall be equal
to or better than those prior to any change.

F. The Board guarantees that the health insurance program delivered by any
new carrier shall be equal to or better than the plan provided to unit members
by the State Health Benefits Plan. The standard of reference for determining
delivery of "equal or better" program shall be the State Health Benefits Plan in
place on the first day of the month following ratification.

G. Beginning July 1, 2005, the number of hours required to work in order to
receive benefits will increase to 28 hours. All current contracted employees
will be grandfathered.

H. The partner of an employee in a Domestic Partnership as defined under New

Jersey law is eligible for any or all benefits. Proof of partnership must be

provided to establish eligibility.

23

ARTICLE XII

TEMPORARY LEAVES

It is recognized that while the following leaves are available when necessary,
the typical employee will not expect to take every possible leave day.

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

A. Sick Leave
1. Accumulative

All employees shall be entitled to ten (10) sick leave days each school year,

as of the first official day of the school year, whether or not they report

for duty on that day. All twelve (12) month contracts entitle an employee

to twelve (12) sick leave days. Ten month employees who are employed for

the Summer Session will receive sick leave days in accordance with Article

VIII, C-7. Unused sick leave days shall be accumulated from year to year

with no maximum limit.

2. Notification of Accumulation Annually, employees shall be given a written accounting of accumulated sick leave days by category. This information

will be included with the first paycheck in September.

3. Accumulated Sick Leave

All employees shall be reimbursed for unused sick leave upon retirement,

leaving the district, or death, after 13 years service to the district on the

following basis:

$55 per day with a $7,500 cap
4. Employees affected by a reduction in force shall be reimbursed
for unused sick leave at the agreed upon rate and cap for that year.

5. Temporary leaves of absence under this Article shall be granted on a

pro-rated basis according to the percent of employment for part-time

employees.

B. Personal Leave Days¹
Each employee shall receive up to three (3) days for 10 month employees, and
up to four (4) days for 12 month employees. Summer employees shall receive
personal leave in accordance with Article VIII, section C-7. Personal leave
shall be for the purpose of meeting a need which cannot otherwise be met
outside the regular school day. Personal days shall not be used to extend
holidays or vacations, but shall be used for business, legal, household or
family matters, or observance of religious days. When used for religious
holidays, personal days may be used before or following a holiday or
vacation. Notwithstanding anything hereinabove set forth, unused personal
days remaining at the conclusion of the school year shall be converted to sick

days. Temporary leaves of absence under this Article shall be granted on a

pro-rated basis according to the percent of employment for part-time employees.

C. Legal Proceedings
Time necessary for appearances in any legal proceeding connected with the

employee's employment or with the school system or in any other legal

proceeding if the employee is required by law to attend.

D. Funeral Leave

Up to five (5) days at any one time in the event of death of an employee's

Spouse/Domestic Partner, child, parent, brother, sister, in-law, grandparent, grandchild, or a member of an employee's immediate household. “Domestic Partner”

is equivalent to “Spouse” in all family relationships. Employees shall be granted up

to two (2) days in the event of a death of any employee's relative outside the immediate family defined above. An employee may request, via the Superintendent (or

designee), one day of leave for the death of a close friend, but said request is

subject to denial in accordance with the needs of the school system. Temporary

leaves of absence under this Article shall be granted on a pro-rated basis according

to the percent of employment for part-time employees.

E. Critical Leave

Up to five (5) days at any one time in the event of critical illness of an

employee's spouse/domestic partner, child, parent, brother, sister, in-law,

grandparent, grandchild, or a member of an employee's immediate household. “Domestic Partner” is equivalent to “Spouse” in all family relationships. Critical

illness is defined as "pertaining to a crisis in an acute illness leading to deterioration." Hospital placement on a critical list will be considered a critical illness.

F. Association Leave

Up to two (2) days per year for official representatives of the Association to

attend conferences, workshops, or conventions provided the Association pay

the Board the salaries of substitutes needed to cover absence of said

representatives. No more than two representatives at any one time shall be

granted leave. Temporary leaves of absence under this Article shall be

granted on a prorated basis according to the percent of employment

G. Miscellaneous

At no time shall building principals/directors approve temporary leaves of

absence for more than four (4) staff persons on any one day, or have different

staff members on temporary leaves of absence more than three (3) days in

succession except when used for religious holidays. The above refers to

four staff persons per Ocean Academy, and four staff persons per Cape May County

High School.

Footnote (1): The Personal Day/Temporary Leave Form is attached as

Appendix C for informational purposes only.

ARTICLE XIII

EXTENDED LEAVES OF ABSENCE¹

A. Medical Disability Leave

Due to a medical disability which is substantiated by a certificate from a

medical doctor, an employee shall be granted an extended leave of absence

without pay; however, the Board shall have the right to have the employee

examined by a physician of the Board's choosing, at the Board's expense, to

ascertain whether the employee is medically disabled. Following any

difference of medical opinion between the Board's physician and the

employee's physician, the Board may request expert consultation in which

case a medical society shall appoint an impartial third physician who shall

examine the employee and whose medical opinion shall be conclusive and

binding on the issue of medical capacity to continue in his or her job, which

opinion shall also be non-grievable. The expense of any examination by an

impartial third physician under this paragraph shall be shared equally by

the employee and the Board. During the period of the employee's personal

medical disability, accumulated sick leave benefits shall be paid until such

benefits are exhausted or the personal medical disability has terminated.

Upon exhaustion of all paid sick leave, medical benefits, as defined in

Article XI herein shall be terminated. However, the employee may elect to

retain said benefits by reimbursing the Board of Education on a monthly

basis provided such reimbursement is allowable under the Master Policy.

Employee reimbursement shall commence on the first day of the month

following the exhaustion of said paid sick leave benefits, to a maximum of one

year, so as to continue group rate premiums. If the employee does not elect to

retain said benefits, those medical benefits shall expire according to the

master policy(s) then in effect.

1. The Board retains the right to place an employee on medical disability leave

for any one of the following reasons:

a. Whenever the employee's physical condition adversely

affects his or her ability to continue to function effectively
in his or her job.
b. The physical condition or capacity is such that the employee's
health would be impaired if permitted to continue in his or her
job, and if:
(1) the employee fails to produce a certificate from a
medical doctor stating that he or she is medically
able to continue in his or her job, or
(2) the Board of Education's physician certifies that
said employee cannot continue in his or her job,
(3) following any difference of medical opinion between
the Board physician and the employee's physician, the

Board requests expert consultation in which case a

medical society shall appoint an impartial third
physician who shall examine the employee and whose
medical opinion shall be conclusive and binding on the
issue of medical capacity to continue in his or her job,
which opinion shall be non-grievable. The expense of
any examination by an impartial third physician under
this paragraph shall be shared equally by the employee
and the Board.
2. When the seeking of an extended leave of absence for medical disability
can be anticipated, an employee shall file a written request for such leave

with the Superintendent within thirty (30) days from the time the

employee knew of the necessity of taking the medical leave. Said request

shall indicate the anticipated date on which said leave is to commence and

the anticipated date on which the said leave is to terminate (if able to

ascertain with reason). Written request shall indicate the anticipated plans

of the employee upon termination of the medical disability leave as to his

or her returning to work, resigning, retiring, or applying for another

type of leave.

3. The board need not grant nor extend the leave of absence of any employee

beyond the end of the contract school year in which the leave is obtained.

An employee returning from a medical disability leave shall be entitled

to all benefits to which said employee was entitled at the time leave

commenced.

4. The date of requested return from medical disability leave may be
adjusted by the Board to commence in January or September or any
other natural break in time which the Board deems in keeping with the
educational needs of the school.

5. An employee may make application to the Board for a child rearing leave

of absence for a period of up to one year. Said application shall be made

to the Superintendent at least ninety calendar days prior to the

commencement of the child rearing leave. The date of requested return

may be adjusted by the Board to commence in January or September or

any other natural break time which the Board deems in keeping with the

educational needs of the system, and may preclude the one year time

period cited above. Said child rearing leave shall be without pay. The

School Business Administrator/Board of Education Secretary shall,

upon request, provide the employee with the necessary information in

order that the employee can take over the payments of insurance

premiums and notify the proper persons and agencies of said leave.

B. Family Sick Leave
A leave of absence of up to one (1) year without pay may, at the Board's

discretion, be granted for the purpose of caring for a sick member of the

employee's immediate family. Additional leaves may be granted at the

discretion of the Board.

C. Sabbatical Leaves
1. A sabbatical leave may be granted to a certificated employee or teacher/

school aide by the Board of Education for study, or for other reasons of

value to the school system. For purposes of this section the term

"certified" is as defined in Title 18A.

2. Sabbatical leave may be granted subject to the following conditions:
a. Applications for sabbaticals shall be submitted by the applicants
and acted upon by the Board of Education.
b. Requests for sabbaticals shall be submitted in writing to the
Superintendent no later than January 31; and acted upon no later
than March 15.
c. Applicants must be in the sixth consecutive year of service under
contract to the Board of Education in order to apply and must
apply within the time frame specified in letter b above.
d. The applicant receiving a sabbatical will agree in writing to
return to the service of the district for a period of two (2) years
following the completion of the sabbatical and will execute a
promissory note to return all money if the applicant does not
return to the district for the two year time period specified above.
e. An employee on sabbatical shall receive the following benefits:
1) Medical Benefits to be included:
(a) Health benefit coverage plan in which employee is enrolled
(b) Dental Program
(c) Prescription Plan

(d) Income protection plan in which employee is enrolled

2) One (1) year’s advancement on the negotiated salary guide

upon return from sabbatical leave

3) Addition of one (1) year upon return for the purpose of

seniority and longevity

In addition to the benefits listed above, an employee on sabbatical for

one (1) year shall receive fifty (50) percent of the entitled salary rate;
or shall receive one hundred (100) percent of the entitled salary rate
for one-half year sabbatical.

f. No more than two (2) sabbatical leaves may be granted per
year.

g. The main purpose of a sabbatical leave is to encourage the

professional growth of a staff member.
h. Decisions to grant sabbatical leaves will be made by the
Board of Education based upon each staff member's years
of experience in the district, the staff member's goal(s)
and objective(s) for using a sabbatical leave, and the
contribution that the staff member can make to the
district upon return from the sabbatical leave.

D. Nothing herein contained shall be construed to require the Board to grant

tenure to any non-tenured employee who would not have been granted

tenure in the absence of this provision or to offer a new contract for a new

school year to any non-tenured employee who would not have been offered

such a contract in the absence of this provision.

E. Leaves granted under the article shall count toward increment credit
provided an employee has worked at least one-half (1/2) his/her contracted
work year including orientation, professional and NJEA convention days
during that work year.

F. Other leaves of absence without pay may be granted by the Board at its sole
discretion.

G. All provisions of this Article shall be applicable to all part-time employees.

Footnote (1): The Extended Leave of Absence Form is attached as Appendix D
for informational purposes only

31
ARTICLE XIV

PROFESSIONAL MEETINGS, WORKSHOPS/CONFERENCES¹

(Both the Association and the Board agree that this article shall be

reopened 4 months prior to the implementation of the 100 hours

of Professional Development required of all certificated staff.)

A. Board Initiated
1. From time to time during the school year staff members may be
asked by the Board or any agent thereof, to attend an educational
workshop, meeting or conference that will be beneficial to the
staff members and the school district.

2. The Board of Education will reimburse the staff members for all
documented expenses decided upon by both parties prior to
attendance.

3. If college credits are given at the workshop, conference, or
professional meeting such credits may be utilized for
horizontal placement on the salary guide, provided, however, such
credits are recognized by The New Jersey State Board of Education.

B. Staff Initiated
1. Up to three (3) professional days shall be granted to each employee
for the purpose of professional/technical improvement that may
involve visiting other schools or attending meetings, workshops,
or conferences of an educational/technical nature with prior
approval of the employee's principal/director/coordinator, the
Superintendent, and the Board of Education. These days may be
used towards an employee's annual professional improvement
obligation, if applicable.

2. Employees who wish to attend professional/technical meetings,
workshops, or conferences designed towards professional/technical
improvement or the imparting of professional/technical knowledge
to those in attendance shall follow the steps listed below:
a. Complete the request form for Professional/Technical
Improvement Experience found in the office of the
employee's immediate supervisor or principal.
b. Return the form to the immediate supervisor or principal

in order to secure permission to attend. Permission shall be granted,

pending Board approval, if the dates to attend a professional/technical

meeting do not interfere with any school activities.

c. The request form shall then be forwarded to the Superintendent
of Schools no later than five (5) working days prior to the next
regularly scheduled Board meeting in order to be placed on the
agenda for approval by the Board of Education. Timelines may
be waived at the discretion of the Superintendent on a case by
case basis.
d. The staff member planning to attend a professional/technical
meeting, workshop or conference should make arrangements to
pay all expenses in advance.
e. Following approval by the Board of Education, and following
attendance at the professional/technical meeting, workshop or
conference, a voucher shall be submitted in accordance with
the Board of Education timetable for approval by the first
Tuesday of every month. Employee shall be reimbursed within
two (2) pay periods of Board approval of payment of vouchers.

f. The Board of Education shall reimburse a staff member 60%
for all costs incurred to attend a professional/technical
meeting, workshop or conference. Employee shall be
reimbursed within two (2) pay periods of Board approval of
payment of vouchers.
g. If college credits are given at workshops, conferences or
professional/technical meetings, such credits may be utilized
for horizontal advancement on the salary guide, providing,
however, such credits are recognized by the New Jersey State
Board of Education.
h. To receive credit for horizontal advancement, the employee may
only attend a workshop, conference or professional/technical
meeting in his/her assigned field of employment or a related
field, and the workshop, conference or professional/technical
meeting must be approved by the Superintendent before the

meeting is attended by the employee. At the close of the workshop,

conference or professional/technical meeting, proof of the credit

earned must be submitted to the Superintendent.

i. Prior approval by the Board of Education is required before any
staff member attends a professional/technical meeting,
workshop or conference. Immediate supervisors, principals and
the Superintendent are not authorized to approve
reimbursement.

Footnote (1): The request form is attached as Appendix E for informational
purposes only.

34
ARTICLE XV
EDUCATIONAL IMPROVEMENT

A. Tuition Reimbursement
1. The Board will reimburse each 10 or 12 month contracted employee
for tuition only up to the maximum charged for tuition as set by Rowan

College and not to exceed six credits for any school year. Tuition

reimbursement shall be available for all employees of the bargaining

unit after employment of one (1) year based on effective date of employment.

A year includes the time between July 1 and June 30. When the employee

submits the bill after the course or courses have been successfully completed,

the employee must be under contract and have full intention to continue in

the Special Services School District.

2. The course or courses must be in the field of the employee's assignment or

a related field and must be approved by the Superintendent on the

appropriate form before the course is taken by the employee. At the close

of the course, proof of the credit earned must be submitted to the

Superintendent.

3. New Jersey State Department of Education criteria on credits given for

college courses shall be used to determine horizontal advancement on the

salary guides and reimbursement for college credits when staff members

take courses under the provisions of the Article.

B. This action is intended to be an encouragement to employees to improve in
their field or to meet the requirement for proper certification but it is not
to be construed that the Board of Education sponsors the courses taken. This
matter is entirely an employee responsibility.

C. All provisions of this Article shall be applicable to all part-time employees
whose work day/year is fifty percent (50%) or more of the contractual work
day/year of full-time employees.
D. The contracted employee who is reimbursed for tuition agrees to work one full academic year, or repay 100% of the last most recent course. Exemptions are: major life change or other emergency, a non-renewal, or if employee applied for an in-house position and was turned down in lieu of an out-of-district hire.

ARTICLE XVI

TEACHER EMPLOYMENT

A. Qualifications
It shall be the policy of the Board of Education to employ on the instructional
staff, only those persons who hold at least a Bachelor's Degree with an
academic major in an appropriate subject, field and an acceptable State
Teacher's Certificate. Persons appointed to the administrative and supervisory
staff shall hold at least a Master's Degree with majors in the appropriate fields.

B. Certification
1. All instructional personnel shall have teaching certificates, duly
recorded with the Superintendent of Schools, that legally qualify
them for the work to which they are assigned.

2. All instructional personnel must have a Bachelor's Degree secured
in an institution of higher education approved for teacher training
by the State certification authority, or all instructional personnel
who do not have degrees shall carry on a reasonable program of
study toward the attainment of valid undergraduate degrees.

3. All instructional personnel are expected to keep themselves informed
of essential instructional improvement through professional study,

group discussions, school visitations and travel. (Refer to Article XIV

and XV.)

4. Mentor reimbursement procedures are subject to New Jersey State

Department of Education regulations.

C. Each teacher shall be placed on the appropriate step of the salary schedule in accordance with paragraph 1 below:
1. Credit up to the fifth (5th) step of any salary level on the Salary
Schedule shall be given, and beginning July 1, 1988, credit up to
the eighth (8th) step may be given for previous outside teaching

experience in a duly accredited school upon initial employment.

Additional credit may not exceed four (4) years for military

experience or alternative civilian service required by the Selective

Service System. Credit may not exceed two (2) years for Peace

Corps., VISTA or National Teacher Corps. Credit for work and time
spent on a Fulbright Scholarship shall be given upon initial
employment.

D. Teachers shall be notified in writing of their contracts and salary status for
the ensuing year no later than April 30.

E. Contracts given to teachers in each of their first three years shall be known
as probationary contracts. Either party may terminate the contract upon sixty
(60) days' written notice.

F. Teachers under contract with the Board, but without permanent certificates,
may be given contracts on a yearly basis until they meet the requirements
for a tenure contract.

G. Dismissal procedures of teachers under tenure shall be that prescribed by
the State.

H. The use of (a) classroom aide(s), other than as (a) supervised assistant(s),
shall not be accepted as (a) viable substitute(s) for certified teacher(s) in
the instructional situation(s) unless said aide(s) hold(s) (a) Cape May County
Substitute Certificate(s).

37
ARTICLE XVII

VACATIONS

Vacations shall be granted to 12 month employees only and shall be based
upon the following:

1. After the first full year of contractual employment, July 1st through
June 30th, five (5) working days
a. Vacation days for new hires beginning work after the start of
the contractual year shall be prorated:
Beginning of 1st month (or a major fraction of = 51%) to the end
of 2nd month worked = 0 days
Beginning of 3rd month to end of 4th month worked = 1 day total
= 1 day
Beginning of 5th month to end of 6th month worked = 1 day total
= 2 days
Beginning of 7th month to end of 8th month worked = 1 day total
= 3 days
Beginning of 9th month to end of 10th month worked = 1 day total
= 4 days
Beginning of 11th month to end of 12th month worked = 1 day total
= 5 days

b. Vacation days shall be pro-rated at the appropriate percentage of

employment for part-time employees. However, part-time employees

working fifty percent (50%) of the work day/year shall be given a

full year of credit for determining the number of vacation days to

which they are entitled.

2. From the completion of the second year of continuous employment to the
completion of the fourth year, ten (10) working days.
3. From the completion of the fifth (5th) year of continuous employment to

the completion of the ninth (9th) year, fifteen (15) working days.

4. From the completion of the tenth (10th) year of continuous employment
and every year thereafter, twenty (20) working days.
5. All vacation time is to be taken in agreement with the employee's

immediate supervisor and the Superintendent of Schools.

6. In the event that two or more employees request the same vacation time,

and all other factors are equal pursuant to section 5 above, seniority shall

prevail.

7. In the event that a 10 month employee moves to a 12 month position in

the same job category, all previous years experience as a 10 month

employee will be credited for the purpose of determining vacation

entitlement.

8. Where applicable, the last week of vacation for those secretaries entitled

to receive three or four weeks vacation may be taken during the winter

session when school is in progress with prior approval from their

immediate supervisor and authorization from the Superintendent of

Schools and Board of Education. This week of vacation may not be taken at

a time when grant proposals, state reports or monitoring by state officials

will be in effect.

39

ARTICLE XVIII

MISCELLANEOUS PROVISIONS

A. The Board reserves to itself sole jurisdiction and authority over matters

of policy and retains the right, subject only to the limitations imposed by the language of this Agreement, in accordance with applicable laws and regulations

1. to direct employees of the school district,
2. to hire, rehire, promote, transfer, assign, or retain
employees in positions in the school district, and for
just cause to suspend, demote, discharge or take any other
disciplinary action against employees,
3. to maintain efficiency of school district operations entrusted
to them,
4. take whatever actions that may be necessary to accomplish
the mission of the school district in situations of emergency.

B. It is understood by all parties, that under the courts of New Jersey and the
State Commissioner of Education, the Board of Education is forbidden to waive
any rights or power granted it by law.

C. Employees shall not be required to drive students to activities which take place away from the school building. An employee may do so voluntarily, however, with the advance approval of his/her principal or immediate supervisor. He/she shall be compensated at the established rate of reimbursement per mile for the use of his/her automobile if prior approval is granted by the administration under the following conditions:
1. Any staff member may transport a handicapped pupil in a private
vehicle on a temporary basis providing the County Superintendent

knows of the situation and the temporary transportation is mentioned in the student's I.E.P. The Bill A687 authorizes temporary transportation without the vehicle being equipped as a small school bus.

2. A staff member transporting a pupil on a temporary basis must first secure permission from the Superintendent of Schools to do so. All persons transporting students must have adequate liability insurance. In the event of an accident a

staff member's own insurance policy constitutes primary coverage and the

Special Services School District's insurance provides liability insurance

against bodily injury and property damage only. There is no coverage for the

staff member's vehicle.

3. The Board will compensate an employee required to use their car on a regular

basis for work purposes for unreimbursed deductibles up to a maximum of $500

as a result of an accident for which they were not at fault. Any accident must

be documented by a police report. The exception would be if the employee did

not report to their school building prior to their first visit and subsequent to

their last visit.

D. Aides Acting as Substitute Teachers
1. Any aide or assistant media specialist who holds a Cape May County
substitute teacher's certificate and is called upon to substitute for a
professional staff member shall be reimbursed, in addition to his/her
per diem rate, at $45 per day. The Association and the Board have a
conceptual agreement that is not the Board’s intention to use aides
as substitutes without compensating them. The parties agree to meet
and determine the best course of action to compensate aides or assistant
media specialists called upon to substitute for periods of time less than a
half day or full day.

E. 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.
F. Any individual contract between the Board and an individual employee,
heretofore or hereafter executed, shall be subject to and consistent with the terms

and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.

G. Copies of this Agreement shall be presented by the Superintendent to all employees
now employed or hereafter employed by the Board. The cost of printing and
distributing copies of this Agreement will be shared equally by the Board of
Education and the Staff Association.

H The Board agrees to deduct from the salary of each employee who joins, dues for the Special Services School Staff Association, the Cape May County Education Association,

the New Jersey Education Association, and the National Educational Association. Said monies shall be transmitted as directed by the employee.

I. Mileage Reimbursement

The Board of Education will reimburse staff members for using their automobiles

while conducting school business at the rate established currently by the IRS.

Tolls will also be reimbursed when a receipt is submitted. Prior approval from the administration is necessary for authorization to use private vehicles for school business. Employees shall be reimbursed within 2 (two) pay periods of Board

approval of payment of vouchers.

J. Licenses
Costs for maintaining state licensure or other fees shall be borne by the Board
as listed:
1. Black seal license fees for those designated by the
Superintendent
2. Certification fees for life saving
3. Fees for training in cardiopulmonary resuscitation (CPR)
and first aid as designated by the Superintendent

K. The Board and Administration agree there shall be no discrimination, and that all practices, procedures, and policies of the school system shall clearly exemplify

that there is no discrimination in the hiring, training, assignment, promotion,

transfer, or discipline of employees or in the application or administration of

the school on the basis of race, creed, color, religion, national origin, sex,

domicile, or marital status.

Footnote (1): The Request for Approved Mileage Form is attached as
Appendix F for informational purposes only

ARTICLE XIX

JOB SECURITY

A. In the event of a reduction in force, including reductions caused by
the discontinuance of a facility or its relocation, the employees
with ten (10) or more years of service shall be laid off in the
inverse order of seniority within a given job classification
consistent with Title 18A: 17-4.

B. In the event that within two years from the date of his/her layoff a
vacancy occurs in the classification of his/her last appointment from
which he/she was laid off, the laid-off employee shall be entitled to
recall thereto in the order of his/her same job classification seniority.

C. For the purposes of seniority, part-time employees shall be given yearly

service credit pro-rated at their percent of employment.

44

ARTICLE XX

EXTRA PAY FOR EXTRA DUTIES

2005-07

2007-2008

A. School Newsletter
Editor $1,500 $1,568

B. Translator/Signer $14.36/hour $15.00/hr

C. Community Aquatic
Planner $4,800 $5,016

D. School Yearbook Coordinator $1,500 $1,568

E. Student Team Advisor $750 $784

ARTICLE XXI

FULLY BARGAINED PROVISIONS

This Agreement represents and incorporates the complete and final

understanding and settlement by the parties on all bargainable 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 this 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.

ARTICLE XXII

REPRESENTATION FEE

A. Purpose of Fee

If an employee, all certificated and non-certificated employees of the Board represented by the Association in the negotiating unit (Article 1 – Recognition), 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.

B. Amount of Fee/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 nonmembers will be determined by the Association in accordance with the law.

C. Deduction and Transmission of Fee

• Notification – On or about the 15th of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1 of each year the Association shall notify the Board as to the names of those employees who are required to pay the representation fee.

• Payroll Deduction Schedule – The Board will deduct from the salaries of the employees referred to in Section C-1 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February.

• Termination of Employment – If an employee who is required to pay a

representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.

• Mechanics – Except as otherwise provided in this Article, the mechanics for the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.

• Changes – The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and or the amount of the representation fee, and such changes will be reflected in any deduction made more than 10 days after the Board receives said notice.

• 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 30 day period. The list will include names, social security numbers, job titles, dates of employment and places of assignment for all such employees. The Board will also notify the Association of any change in the status of an employee regarding transfer, leave of absence, return from leave, retirement, resignation, separation from employment, or death.

D. Indemnification

The Association shall indemnify and hold employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses

that may arise out of or by reason of and action taken or not taken by the employer in conformance with this provision.

ARTICLE XXIII

DURATION

The Articles set forth in this Agreement have been approved by the Special Services School District Board of Education and ratified by the Staff Association
of the Special Services School District. The signatures affixed confirm this agreement for the school years beginning July 1, 2005 and continuing
through June 30, 2008.

DATE: ________________________

Cape May County Special Services Cape May County Special Services
Staff Association Board of Education

______________________________ ________________________________
Margaret E. Krah Thomas C. Whittington
President President

______________________________ ________________________________
Member Diane G. Bitting
Staff Association Secretary

49

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

CERTIFICATED STAFF

SCHEDULE A-1

2005-2006

STEP BA BA+30 MA MA+30 DOC

1 44,206 45,206 46,331 47,456 48,581

2 44,506 45,506 46,631 47,756 48,881

3 44,806 45,806 46,931 48,056 49,181

4 45,106 46,106 47,231 48,356 49,481

5 46,281 47,281 48,406 49,531 50,656

6 47,456 48,456 49,581 50,706 51,831

7 48,731 49,731 50,856 51,981 53,106

8 50,006 51,006 52,131 53,256 54,381

9 51,581 52,581 53,706 54,831 55,956

10 54,357 55,357 56,482 57,607 58,732

11 57,333 58,333 59,458 60,583 61,708

12 60,189 61,189 62,314 63,439 64,564

You will move up one step each year of the contract.

Longevity: $1,600 after completion of 14 years; an additional $300 (total of $1,900) after completion of 18 years of service in the district
for employees hired after 7/1/97. Employees hired before
7/1/97 are grandfathered and will receive longevity defined as
years of experience granted at hire plus years of service in the
district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

CERTIFICATED STAFF

SCHEDULE A-2

2006-07

STEP BA BA+30 MA MA+30 DOC

1 46,358 47,358 48,483 49,608 50,733

2 46,658 47,658 48,783 49,908 51,033

3 46,958 47,958 49,083 50,208 51,333

4 47,258 48,258 49,383 50,508 51,633

5 48,433 49,433 50,558 51,683 52,808

6 49,608 50,608 51,733 52,858 53,983

7 50,883 51,883 53,008 54,133 55,258

8 52,158 53,158 54,283 55,408 56,533

9 53,733 54,733 55,858 56,983 58,108

10 56,509 57,509 58,634 59,759 60,884

11 59,485 60,485 61,610 62,735 63,860

12 62,341 63,341 64,466 65,591 66,716

You will move up one step each year of the contract.

Longevity: $1,600 after completion of 14 years; an additional $300
(total of $1,900) after completion of 18 years of service
in the district for employees hired after 7/1/97. Employees
hired before 7/1/97 are grandfathered and will receive
longevity defined as years of experience granted at hire
plus years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

CERTIFICATED STAFF

SCHEDULE A-3

2007-2008

STEP BA BA+30 MA MA+30 DOC

1 49,463 50,463 51,588 52,713 53,838

2 49,763 50,763 51,888 53,013 54,138

3 50,063 51,063 52,188 53,313 54,438

4 50,363 51,363 52,488 53,613 54,738

5 50,663 51,663 52,788 53,913 55,038

6 51,838 52,838 53,963 55,088 56,213

7 53,113 54,113 55,238 56,363 57,488

8 54,388 55,388 56,513 57,638 58,763

9 55,963 56,963 58,088 59,213 60,338

10 58,739 59,739 60,864 61,989 63,114

11 61,715 62,715 63,840 64,965 66,090

12 64,571 65,571 66,696 67,821 68,946

You will move up one step for each year of the contract.

Longevity: $1,600 after completion of 14 years; an additional $300 (total of $1,900) after completion of 18 years of service in the district
for employees hired after 7/1/97. Employees hired before
7/1/97 are grandfathered and will receive longevity defined as
years of experience granted at hire plus years of service in the
district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

TEACHER/SCHOOL AIDE

SCHEDULE B

(10 months)

STEP 2005-2006 2006-07 2007-08

1 16,778 17,648 18,778

2 17,105 17,975 19,105

3 17,436 18,306 19,436

4 17,692 18,562 19,692

5 17,948 18,818 19,948

6 18,268 19,138 20,268

7 18,716 19,586 20,716

8 19,450 20,320 21,450

9 19,778 22,058 23,188

10 21,594 23,796 24,926

11 23,665 25,534 26,714

12 25,840 27,346 28,501

13 27,911 29,099 30,274

14 29,984 30,924 32,039

You will move up one step for each year of the contract

Longevity: $1,100 after completion of 11 years; an additional $200
(total of $1,300) after completion of 15 years of service
in the district for employees hired after 7/1/97. Employees
hired before 7/1/97 are grandfathered and will receive
longevity defined as years of experience granted at hire plus
years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

ASSISTANT PHYSICAL/OCCUPATIONAL THERAPIST
INTERPRETER

SCHEDULE C

(10 months)

STEP 2005-2006 2006-07 2007-08

1 25,025 25,655 26,475

2 25,252 25,882 26,702

3 25,595 26,224 27,044

4 25,964 26,594 27,414

5 26,475 27,105 27,925

6 27,333 27,963 28,783

7 28,323 28,953 29,773

8 29,176 29,806 30,626

9 30,028 30,658 31,478

10 31,933 32,563 33,383

11 33,980 34,610 35,630

12 36,126 36,759 37,779

13 38,409 39,349 40,349

You will move up one step for each year of the contract

Longevity: $1,300 after completion of 11 years; an additional $200
(total of $1,500) after completion of 15 years of service
in the district for employees hired after 7/1/97.
Employees hired before 7/1/97 are grandfathered and
will receive longevity defined as years of experience
granted at hire plus years of service in the district.
Note: Adult Day Health Care Program Manager shall receive

pensionable income in the amount of $3,000.00 per contract

year in addition to step on the guide.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES

Ocean Academy/Cape May County High School/Cape Educational COMPACT

ADMINISTRATIVE SECRETARY

SCHEDULE D

(12 months)

STEP 2005-06 2006-07 2007-08

1 29,623 31,498 33,473

2 29,923 31,798 33,773

3 30,223 32,098 34,073

4 30,523 32,398 34,373

5 30,823 32,698 34,673

6 31,123 32,998 34,973

7 31,423 33,298 35,273

8 31,723 33,598 35,573

9 32,023 33,898 35,873

10 34,338 36,213 38,188

11 40,006 41,881 43,856

12 41,732 43,607 45,582

You will remain on the same step each year of the contract.

Longevity: $1,300 after completion of 12 years; an additional $200
(total of $1,500) after completion of 15 years of service
in the district for employees hired after 7/1/97.
Employees hired before 7/1/97 are grandfathered and
will receive longevity defined as years of experience
granted at hire plus years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES

Ocean Academy/Cape May County High School/Cape Educational COMPACT

GENERAL SECRETARY
BOOKKEEPER/SECRETARY
SCHEDULE E
(12 months)

STEP 2005-06 2006-07 2007-08

1 20,701 22,015 23,399

2 21,044 22,358 23,742

3 21,403 22,717 24,100

4 21,820 23,134 24,518

5 22,190 23,504 24,887

6 22,559 23,873 25,257

7 22,978 24,292 25,675

8 23,395 24,709 26,093

9 23,838 25,152 26,536

10 24,286 25,600 26,984

11 24,902 26,216 27,599

12 26,296 27,610 28,993

13 28,830 30,144 31,528

14 31,365 32,679 34,062

15 33,899 35,213 36,597

16 36,437 37,751 39,135

You will remain on the same step each year of the contract.

Note: 10 month secretaries will be pro-rated off the 12 month guide.

Longevity: $1,300 after completion of 12 years; an additional $200
(total of $1,500) after completion of 15 years of service
in the district for employees hired after 7/1/97.
Employees hired before 7/1/97 are grandfathered and
will receive longevity defined as years of experience
granted at hire plus years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

CUSTODIAL WORKER

SCHEDULE F

(12 months)

STEP 2005-06 With 2006-07 With 2007-08 With
Black Seal Black Seal Black Seal

1 21,885 24,885 22,923 25,923 24,000 27,000

2 22,185 25,185 23,223 26,223 24,300 27,300

3 22,485 25,485 23,523 26,523 24,600 27,600

4 22,785 25,785 23,823 26,823 24,900 27,900

5 23,069 26,069 24,107 27,107 25,200 28,200

6 23,350 26,350 24,388 27,388 25,484 28,484

7 23,623 26,623 24,661 27,661 25,765 28,765

8 23,878 26,878 24,916 27,916 26,038 29,038

9 24,263 27,263 25,301 28,301 26,292 29,292

10 24,815 27,815 25,853 28,853 26,678 29,678

11 25,662 28,662 26,700 29,700 27,229 30,229

12 28,077 31,077

You will move up one step each year of the contract.

Longevity: $950 after completion of 8 years; an additional $200 (total of $1,150) after completion of 11 years of service in the district for employees hired after 7/1/97. Employees hired before 9/1/97 are grandfathered and will receive longevity defined as years of experience granted at hire plus years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

MAINTENANCE MECHANIC

SCHEDULE G

(12 months)

STEP 2005-2006 2006-07 2007-08

1 38,873 40,373 41,873

2 39,173 40,673 42,173

3 39,473 40,973 42,473

4 39,773 41,273 42,773

5 40,073 41,573 43,073

6 40,373 41,873 43,373

7 40,673 42,173 43,673

8 40,973 42,473 43,973

9 41,273 42,773 44,273

10 41,573 43,073 44,573

11 41,873 43,373 44,873

You will move up one step each year of the contract.

Longevity: $1,100 after completion of 12 years; an additional $200
(total of $1,300) after completion of 15 years of service in the
district for employees hired after 7/1/97. Employees hired before
7/1/97 are grandfathered and will receive longevity defined as
years of experience granted at hire plus years of service in the
district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/George E. Bailey Middle School/Alternative High School

LEAD MECHANIC - HVAC

SCHEDULE H

(12 months)

STEP 2005-06 2006-07 2007-08

1 46,535 48,035 49,535

2 47,035 48,535 50,035

3 47,535 49,035 50,535

4 48,035 49,535 51,035

5 48,535 50,035 51,535

6 49,035 50,535 52,035

7 49,535 51,035 52,535

8 50,035 51,535 53,035

9 50,535 52,035 53,535

10 51,035 52,535 54,035

11 51,535 53,035 54,535

12 52,035 53,535 55,035

You will move up one step each year of the contract.

Longevity: $1,500 after completion of 12 years; an additional $200
(total of $1,700) after completion of 15 years of service in the
district for employees hired after 7/1/97. Employees hired before
7/1/97 are grandfathered and will receive longevity defined as
years of experience granted at hire plus years of service in the
district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

FOOD SERVICE WORKER

SCHEDULE I

(10 months)

STEP 2005-06 2006-07 2007-08

1 20,144 21,177 22,282

2 20,394 21,427 22,532

3 20,644 21,677 22,782

4 20,894 21,927 23,032

5 21,395 22,177 23,282

6 22,198 22,678 23,532

7 23,217 23,481 24,033

8 24,489 24,500 24,836

9 25,337 25,772 25,855

10 26,815 26,620 27,127

11 31,327 28,098 27,975

12 33,638 32,610 29,453

13 34,921 33,965

14 36,276

You will move up one step for each year of the contract

longevity defined as years of experience granted at hire

plus years of service in the district.

CAPE MAY COUNTY SCHOOLS FOR SPECIAL SERVICES
Ocean Academy/Cape May County High School/Cape Educational COMPACT

HEAD FOOD SERVICE WORKER

SCHEDULE J

(12 months)

STEP 2005-06 2006-07 2007-08

1 33,975 35,475 36,975

2 34,975 36,475 37,975

3 35,975 37,475 38,975

4 36,975 38,475 39,975

5 37,975 39,475 40,975

6 38,975 40,475 41,975

7 39,975 41,475 42,975

8 40,975 42,475 43,975

9 41,975 43,475 44,975

10 42,975 44,475 45,975

11 43,975 45,475 46,975

You will move up one step for each year of the contract

longevity defined as years of experience granted at hire

plus years of service in the district.


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