Article Number	Title	Page Number
	Preamble	1
1	Recognition	1
2	Negotiations Procedure	1
3	Grievance Procedure	2
4	Employee Rights	4
5	Liaison Committee	5
6	Salaries	5
7	Leaves of Absence	6
8	Vacation	10
9	Administrative Office Schedule	11
10	Administrative Vacancies	11
11	School Calendar	12
12	Transfer of Personnel	12
13	Professional Development	12
14	Insurance Protection	13
15	Miscellaneous Provisions	15
16	Duration of Agreement	16
Appendix A	Administrators’ Salary Schedule - 2011/12	17
Appendix B	Administrators’ Salary Schedule - 2012/13	18
Appendix C	Administrators’ Salary Schedule - 2013/14	19

E. The Board agrees not to negotiate concerning said Association employees in the
negotiating unit as defined in Article I of this Agreement, with any organization other
than the Association for the duration of this Agreement.


F. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this Agreement neither party shall 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 executed this Agreement.

G. 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.

A. Definition

A grievance shall be defined as a misinterpretation, misapplication or violation of policies, agreements and administrative decisions which adversely affect the employee except that the term "grievance" shall not apply to any matter for which a method of review is prescribed by law.

B. Procedure

1. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved Association employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limit shall be deemed to be acceptance of the decision rendered at that step.

2. In the event that 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 and if left unresolved until the beginning of the school year could result in harm to a 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 practical.

A grievance, to be instituted under the provisions of this Article, must be filed at Level One in writing within 15 school days after the grievant knew or should have reasonably known of the event which occasioned the grievance.

3. Level One - Superintendent

An employee or the Association shall first discuss the matter with the Superintendent. If such a discussion is unsatisfactory, the employees or the Association may file the grievance in writing within the terms of B. 2. above at the Superintendent's level. The Superintendent shall issue a written decision within ten (10) school days of the date when the grievance was filed in writing.

4. Level Two - Board of Education

If the grievance is not resolved to the grievant's satisfaction, he/she, no later than seven (7) calendar days after the receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent, who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and shall at the option of the Board, hold a hearing with the grievant and render a decision in writing within thirty-five (35) calendar days of receipt of the grievance by the Board.

If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, the Association may, within five (5) school days after such disposition, notify the Board through the Superintendent of its intention to arbitrate the grievance. Within ten (10) school days of such written notice to the Superintendent, the Association may file a demand for arbitration with PERC which shall be processed under PERC’s arbitration rules. The arbitrator shall limit himself/herself to the issues submitted to him/her and shall consider nothing else. He/She can add nothing to nor subtract anything from the Agreement between the parties or any policy of the Board of Education. As to those grievances which involve decision of the meaning or interpretation of the language of this Agreement, the arbitrator's decision shall be final and binding on the parties. As to all other grievances covered by this Article, the arbitrator’s decision shall be advisory only.

6. Rights to Representation

Each party will bear the total cost incurred by themselves. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.

When the parties mutually schedule an arbitration hearing during the work day, the grievant and his/her representative shall not lose any pay or personal days.

The Board shall establish only one official personnel file for each employee.

1. Accumulative

2. Retirement Or Termination of Employment

b. Sick leave days credited to an employee upon initial hire and earned in other school districts shall be deducted from the total accumulated sick leave days available for payment.

Payment shall be at the following rates:
Accumulated For the first 100 days $45.00
For days 101 through 200 $55.00
For days over 200 $65.00

In the event of the death of an administrator who at the time of death, could have retired under the provisions of A. 2., payment due for accumulated sick leave shall be made to the estate of the deceased administrator.
f. The maximum payment for accumulated sick leave shall not exceed $15,000.00
for any employee hired after May 21, 2010 as per Title 18A:30-3.6.

All Association employees shall be entitled to the following leaves of absence during the contractual years.

1. Death in the Immediate Family

With approval of the Superintendent, an employee may be granted days of absence, without loss of salary due to death in the staff member's immediate family.

The number of days’ absence granted shall be determined by individual circumstances, and shall not be deductible from the four (4) days of personal leave as defined in B.2. below. "Immediate Family" shall be defined as the employee's:

(1) Husband or wife
(2) Children
(3) Father and mother
(4) Brother or sister
(5) Father-in-law and mother-in-law

Grandparents
Grandchildren
Brother-in-law and Sister-in-law
Member of Household

2. Personal

Administrators shall be entitled to the following temporary non-accumulative/accumulative leave of absence with full pay each school year.

a. Two days leave of absence for personal, legal, business, household, religious or family matters which cannot be handled outside of the workday.

b. Each administrator shall also be entitled to two days of personal leave for which he/she need not state any reason other than that he/she is taking the personal day under this provision.

c. Application to the Superintendent for personal leave shall be made at least five (5) school days before taking such leave (except in the case of emergencies where direct notification to the administration is acceptable).

d. Approval for personal leave will not be granted on the days preceding or following a vacation period except with the approval of the Superintendent.

e. Any personal leave days under a. and b. above which are not taken by the administrator shall be added as additional accumulative sick leave days.

f. Any administrator who begins initial employment after Feb. 1 shall be entitled to one-half the personal leave specified in a. and b. above.

3. Jury Duty Pay

In case of required jury duty an Association employee shall be allowed time off for jury service. He/she shall be paid the difference between his/her regular pay and jury pay.

1. Child Rearing Leave

a. Pregnant unit members who are medically disabled are entitled to sick leave utilization in accordance with N.J.S.A. 18A:30-1 et seq.

b. A unit member with a child less than three (3) months old may apply for and will be granted Child Rearing Leave of Absence without pay provided application is made at least sixty (60) days prior to commencement of such leave.

c. A unit member who is granted Child Rearing Leave shall return to work at the start of the second semester or at the start of an academic year, provided written notice of such intent is given to the Board at least sixty (60) days prior to the beginning of the second semester, or by April 1 of the prior school year if return is to commence at the beginning of the subsequent school year.

d. Child Rearing Leave shall not exceed eighteen (18) calendar months, without the approval of the Board.

e. A non-tenured unit member shall be granted Child Rearing Leave in
accordance with the above except that such leave shall be granted only to
the end of the current work year in which the leave commences.
f. Any unit member granted a Child Rearing Leave, upon return, will be
afforded an administrative position equal to the one vacated at the time
of the Child Rearing Leave.

2. Adoption Leave

The Board shall grant adoption leave without pay to any unit member upon request, subject to the following stipulations and limitations:

a. Any unit member adopting an infant child shall receive leave similar to Child Rearing Leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.

b. No unit member shall be prevented from returning to work after adoption solely on the grounds that there has not been a time lapse between adoption and the desired date of return provided the superintendent has been notified in writing sixty (60) days in advance of return date.

c. Adoption Leave shall not exceed twenty-four (24) calendar months, without the approval of the Board.

3. Miscellaneous Provisions: Child Rearing and Adoption Leaves

a. Salary shall not be paid to the employee during leave under 1. or 2. above.

b. Leave time under 1. and 2. above shall not be considered as experience time for salary purposes and the employee shall return to the district's employ on the salary guide in effect at the time of return with unit members having the same number of experience and training.

4. Good Cause

5. Continuation of Benefits While on Leave

6. Return from Leave
a. Salary

Upon return from a paid leave granted by the Board, an employee shall be considered as if he/she were actively employed by the Board for salary purposes.

b. Benefits

Upon return from a Board-approved leave of absence, the employee shall be placed in a position consistent with his/her certification, tenure and seniority rights. Time spent on an unpaid or paid leave of absence does not act to break service for any contractual benefit dependent upon time worked in the District. Time spent on a paid leave of absence counts toward service time necessary for any contractual benefit dependent upon time worked in the District.

1. Vacations must be approved in advance in writing by the Superintendent.

2. Not more than five (5) vacation days may be transferred to the subsequent year unless approved by the Superintendent.

3. Vacation will be credited on the July 1st following the employee's anniversary date of employment.

4. This is the vacation entitlement:

For employees with less than one (1) year of administrative service in the District as of July 1		1 and 1/4 day per month worked since the last July I
For employees with at least one (1) year but no more than five (5) years of administrative service in the District as of July 1		15 days annually
For employees with more than five (5) years of administrative service in the District as of July 1		20 days annually

1. An Association employee who dies before his/her contract period is completed shall have payment for unused vacation earned given to his/her estate.

2. An Association employee who resigns or retires during the contract year shall receive cash payment for his/her vacation days as estimated by the following formula:

A notice of vacancy in an administrative position shall be posted and a copy sent to the Association ten (10) days before the final date when applications must be submitted. The notice of vacancy shall set forth the position, its qualifications, its duties, and the rate of compensation. The rate of compensation is a determination of the Board and shall be based upon an existing schedule or will be negotiable with the Board.

Any Association employee holding proper certification for such vacancies shall be extended the courtesy of an administrative interview.

Input to the school calendar shall be solicited from representatives of this Association prior to its being adopted by the Board of Education.

When transfer of Association employees is being considered by the Board, every effort shall be made to provide for a smooth transition and guarantee that all aspects of a thorough and efficient management procedure shall be safeguarded.

The Board shall pay membership dues for all Association members belonging to the New Jersey Principals and Supervisors Association and National Association of Secondary School Principals. The District shall directly pay these dues to the New Jersey Principals and Supervisors Association.

1. Each Association employee may request the opportunity to attend National and State professional conferences or meetings upon approval of the Superintendent. Expenses incurred by members as a result of their attendance and participation in these meetings shall be paid by the school district when recommended by the Superintendent and approved by the Board.

2. Each Association employee may request the opportunity to attend professional workshops upon approval of the Superintendent. The Board shall pay for expenses incurred. The Administrator will be reimbursed for incurred expenses at any such approved workshop.

1. Unit members approved to take graduate courses shall be reimbursed for tuition and fees for courses applicable toward a doctorate and for certain graduate courses as set forth in paragraph 2.b below.

2. In order to be eligible for reimbursement, the unit member must:

a. be matriculated in a doctoral degree-granting program at an accredited institution; or
b. be enrolled in a graduate course, which is directly related to the administration of the District and has received the prior written approval of the Superintendent. The Superintendent’s discretion in this regard is not challengeable through the grievance procedure.

c. must inform the Superintendent of his/her intention to enroll in a course(s) prior to that enrollment.

d. The course must be successfully completed. A transcript from the institution shall constitute proof of successful completion.

3. The parties agree to the following tuition cap of $14,700.00.

Reimbursement will be at the Rutgers rate for education graduate courses.

There will be no cap on the amount an association member can be reimbursed up to the agreed upon tuition cap for the unit.

Payment will be made in late June after proof of matriculation, receipt of transcript and of receipts showing tuition and fees. If claims exceed the unit cap, reimbursement will be prorated.

The Board shall provide to each Association employee at the beginning of each school year a description of the health care coverage provided under this Article. The description shall include an overview of the conditions and limits of coverage.

All administrators shall, by payroll deduction, contribute to the cost of the coverages referred to in paragraphs below at the levels of contribution set forth in Chapter 78, Laws of 2011, enacted June 28, 2011.

1. Health and Hospitalization Coverage

This coverage shall be pursuant to the New Jersey School Employees Health Benefits Plan (“NJSEHBP”). All plan options offered through the NJSEHBP as of the date of this agreement shall remain available to Unit Members, without limitation, throughout the duration of this agreement, provided that if the NJSEHBP is amended, and the offered plan options and/or the rules governing offered plan options change, the district will make available to Unit Members the maximum number of plan options permitted under the amended NJSEHBP.

2. Prescription Coverage

There shall be a prescription drug plan for a Unit Member and his/her dependents. The employee co-payments shall be $15.00 (name brand); $7.50 (generic) and $15.00 (mail-order). The dosage limits per co-payment shall be 1.) up to a 30 day supply at retail; and 2.) 90 days for mail order. (currently Bollinger Care Mark Plan).

3. Dental Coverage

The annual Board contribution for an administrator for dental coverage shall be the actual premium in effect for each year of this Agreement.

4. Health Plan Options at Retirement

Administrators retiring from the District under the Teachers' Pension and Annuity Fund shall be eligible to enroll in Items 2. and 3. above, (Prescription Coverage and/or Dental Coverage) in the District Sub-Group Retirees’ Plan. Enrollment in either plan shall be the responsibility of the retiree, payment of the cost of coverage elected shall be the responsibility of the retiree and shall be remitted directly to the appropriate carriers of the specific coverage.

5. Voluntary Health Incentive Waiver Plan

An employer other than the State participating in the NJSHBP of NJSEHBP may allow an employee who is covered as a dependent under a spouse’s or partner’s employer provided health benefits coverage, to waive NJSHBP or NJSEHBP health coverage and be reimbursed up to 25 percent of the amount saved by the employer or $5000.00,whichever is less. Coverage may be resumed (immediately) if the spouse’s or partner’s dependent coverage is no longer in effect. The decision of an employer to allow employees to waive coverage and the amount of consideration to be paid are not subject to collective bargaining.

a. In order, to protect all employees from Federal taxation of existing benefits when this plan is in effect, the District will comply with all Federal paperwork (a Section 125 account).

It is understood that the unit member's auto insurance policy is the primary insurance in the event of an accident. However, the Board’s liability policy will cover any costs that exceed the members' policy coverage. Unit members shall be reimbursed during the course of this agreement at thirty cents ($.30) per mile under Board Policy and Regulation.

The School District will, at its own expense, print sufficient copies of this Agreement for present and new Association employees.

APPENDIX A

$81,000.00

0 $83,000.00

$85,000.00