July 1, 2004 - June 30, 2006

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Department coordinators, full and part-time certificated contract classroom teachers (including teachers performing functions as reading specialists, speech instructors, coordinators of cooperative industrial education, permanent substitutes), head and assistant librarians, guidance counselors, learning disability teacher-consultant, school nurses, social workers and psychologists.

Assistant Superintendent, Principals and Assistant Principals, District Director of Student Personnel Services, District Supervisors, dieticians, secretarial and clerical workers, athletic trainers, instructional aides, custodial and maintenance personnel, bus drivers, transportation personnel, doctors, psychiatrist, part-time non-certificated personnel or personnel not under contract whether paid or volunteer workers including but not limited to substitute teachers, per diem personnel or any other employee of a similar nature.

C. Whenever any representative of the Association or any teacher participates during working hours in grievance proceedings, he shall suffer no loss in pay.
D. The Board shall provide up to five (5) regularly scheduled periods per week of released time to a faculty representative designated by the Association in each school to perform his functions as Association representative.
E. Pursuant to Chapter 303, Public Laws of 1968, the Board hereby agrees that every teacher shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other lawful concerted activities for mutual aid and protection. The Board undertakes and agrees that it shall not discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by Chapter 303, Public Laws of 1968, or other laws of New Jersey or the Constitutions of New Jersey and the United States; that it shall not discriminate against any teacher with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the Association and its affiliates, his participation in any lawful activities of the Association and, its affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.

F. REPRESENTATION FEE:

1. Any employee, represented by the Association, who chooses not to join the HPREA and its affiliates shall pay a representation fee in accordance with the provisions of N.J.S.A. 34:13A-5.5.

2. The Board agrees to implement payroll deduction as is currently operative in the District for dues and will include the collection and transmittal of this fee pursuant to the present procedure in accordance with N.JS.A. 52:14-15.9e.

3. The Association represents and agrees that membership in the Association is available to all eligible employees represented by it on an equal basis and that the Association has established and will maintain a demand and return system which complies with the requirements of law.

4. The Association agrees to notify the Board of the amount of the Representation Fee to be collected for each listed non-member of the Association. Said fee shall be no more than the maximum permitted by law.

5. The Association agrees to indemnify and save the Board harmless against any liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article provided that:

a. The Board gives to the Association timely notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph; and

b. If the Association so requests in writing, the Board will surrender to it full

Responsibility for the defense of such claim, demand, suit or other form of liability and will cooperate fully with the Association in gathering evidence, securing witnesses, and all other aspects of said defense.

I. The teacher shall maintain the initial right and responsibility to determine grades within the grading policy of the Hanover Park Regional High School District. No grade shall be changed without consultation with the teacher.

J. The Association shall have the right to use school buildings at all reasonable hours for meetings, provided that same are not held during the school day and do not interfere with the conduct of the school, school-connected activities, or other meetings already scheduled involving use of the school building. The Principal of the building in question shall be notified in advance of the time and place of all such meetings.

K. The Association shall have the right to reasonable use of the existing inter-school mail
facilities and school mailboxes for all lawful purposes and without liability on the part of the Board for any mis-delivery or non-delivery of any material forwarded through the said facilities or placed in the mailboxes.

L. The rights and privileges granted to the Association in this Agreement are granted only to the Association as the exclusive representative of the teachers and are not intended as a grant of any such rights and privileges to any other organization.

M. Subject to Board review, the Superintendent may provide in-service days as he deems necessary. The Association may submit suggested agenda items for such days and may request specific in-service days for specified reasons, which are of value to the total educational program of the district. The Superintendent's decision in granting or denying such requests for in-service days or the inclusion or denial of any agenda items for inclusion therein shall be final and shall not be subject to the grievance procedure.

N. The parties agree to follow all applicable procedures outlined in this Agreement for the resolution of any differences arising hereunder and to use no other channels to resolve any such difference until the procedures within this Agreement applicable for the resolution thereof are fully exhausted.

1. A "grievance" shall mean a complaint in writing by a teacher or group of teachers

(a) Matters wherein a specific method of review is prescribed by law or by any rule or regulation of the State Commissioner of Education or by the State Board of Education;

(c) Any matter the determination of which would require an act by the Board of Education, which it is without legal authority to do;

(d) A complaint of a non-tenure teacher which arises by reason of his not being re-employed;

(e) A complaint by any teacher 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.

3. An aggrieved party is the person or persons or the Association claiming the

grievance.

4. Since it is important that grievances be processed as rapidly as possible, every effort should be made to expedite the process. Any aggrieved party may be represented at all stages of the grievance procedure by himself, or, at his option, by a representative of his own choosing. Where an aggrieved party is not represented by the Association, the Association will be permitted to have one (1) of its members attend any formal hearing as an observer only and without participation in the hearing process.

5. If a common grievance affects both high schools it shall commence at Level Two.

C. Grievance Levels:
1. LEVEL ONE:
The aggrieved party shall set forth his grievance in writing to his Principal on the grievance forms provided within the time limits set forth in Paragraph A.1 above. Failure to do so shall be deemed to be a waiver of or an abandonment of the grievance. The Principal shall communicate his decision to the aggrieved party in writing within seven (7) school days of receipt of the written grievance.

2. LEVEL TWO:

4. LEVEL FOUR:

If the aggrieved party does not accept the disposition of his grievance at Level Three and

(b) The decision of the arbitrator shall be in writing and shall set forth his findings of fact,

3. Each teacher who has attained the requisite years of service shall receive, as an addition to his or her salary under the attached Salary Schedules "A", the longevity stipend specified on such Salary Schedule. Years of service for longevity stipend purposes is defined as the number of full years of service an individual has completed in the employ of the Hanover Park Regional High School District Board of Education as of June 30 preceding the commencement of the school year in which the longevity stipend is to be paid. Time spent on sabbatical or other leaves of absence shall not count towards service for the longevity stipend.

4. All degree levels included in the attached Salary Guides are based upon an official transcript, or letter to be followed by an official transcript, from an approved college or university and the date of award for degree.

5. In order to qualify for the Bachelor's Degree + 15 credits, Bachelor's Degree + 30 credits, Master's Degree + 15 credits, and Master's Degree + 30 credits category the candidate must have earned the 15 or 30 graduate level credits after completion of the Bachelor's and Master's Degree respectively. Credits earned prior to the award of a degree are not considered in evaluating the next degree level category. Graduate credits must be in the teacher's assigned certification field, or be earned as part of a matriculated degree program leading to a degree in the teacher's assigned certification field. Credits outside of the teacher's assigned certification field may qualify as graduate level credits for placement on the Salary Guide if so recommended by the Superintendent and with the approval of and in the discretion of the Board. Undergraduate credit courses are not acceptable. Only courses taken in attendance at an accredited college or university as recognized by the New Jersey Department of Education, or approved Internet courses meeting the conditions described in Article IX, A. 3. b., shall qualify for salary level placement. All credits to be honored for salary level placement are to be approved by the Superintendent, but a dispute as to whether credits qualify as being in the teacher's assigned certification field shall be subject to the grievance procedure.

The following provisions shall apply only to teachers currently employed as of the execution of this Agreement:

(a) Graduate credits meeting the above criteria shall qualify for salary level placement irrespective of the field in which earned, provided such graduate credits were earned prior to July 1, 1973.

(b) Graduate credits and a Master's Degree meeting the above criteria shall qualify for salary level placement irrespective of the field in which earned, if such credits are part of a Master's Degree Program in which the teacher was matriculated as of July 1, 1973.

6. For salary consideration in any given school year, the candidate must present an official transcript, or letter to be followed by an official transcript, with proper evidence to substantiate the degree level requested, before September 1st of the school year for consideration September 1st, and before February 1st of the school year for consideration February 1st.
7. Increments, or raises for teachers at maximum, may be withheld in whole or in part for just cause.

II. Extra-pay Contracts for Certificated Employees:

A. Those employees accepting assignments as Department Coordinators and Head Librarians shall receive separate annual contracts with stipend as indicated on Schedules "C", annexed hereto.

B. 1. Additional compensation shall be provided to any employee accepting assignments under the Student Activities Program in accordance with the schedule of fees annexed hereto as Schedules "B" or "C" and subject to the conditions of a separate contract for each specific assignment.

2. Compensation for teachers serving as Sports Photographer or athletic contest ticket takers shall be as set forth in Schedule "D" annexed hereto.

3. Teaching staff members who are approved by the Building Principal to chaperone student activities on school premises during evenings (after 5:00 p.m.) of school days, or on non-school days, or to chaperone Junior or Senior Proms, and who are not otherwise required to attend these activities as part of their extra-pay assignment, shall be compensated as set forth in Schedule "D" annexed hereto.
4. Any assignment not carried through to completion for any reason may receive a pro-rata share of the amount specified above.

5. The elimination or suspension of any activity or position is at the discretion of the Board, and such action by the Board relieves it from any responsibility for the appointment of a teacher to that activity or position.

III. Curriculum Work:
1. The Board will determine curriculum to be developed and will further determine the stipend to be paid for such curriculum development. Curriculum development proposals will be posted and teachers will be allowed to bid on the offering. The Board will select the individual(s) to be assigned the project.
2. Each project will be assigned an Administrator as the Project Supervisor, whose responsibility it will be to define the nature of the project, monitor progress and evaluate results. The Project Supervisor will meet with the teacher(s) to establish a pre-work agreement on expectations: what will be accomplished in terms of substance and form, what support will be provided, where and when the work will be done, how long the project will take, and how the work will be monitored and evaluated.

3. A mid-point set of expectations will be established which, if accomplished to the satisfaction of the Administrator, will result in payment of one-half the agreed upon amount to the teacher. The balance shall be paid only upon completion of the project to the satisfaction of the Administrator.

2. Any non-tenured teacher who receives a notice of non-employment may within five (5) working days thereafter request in writing a statement of reasons for such non-employment from the Superintendent, which statement shall be given to the teacher in writing within five (5) working days after receipt of such request.

4. Except in cases of emergency, requests for personal leave under paragraph 1(d) shall not be granted on days preceding or following school vacation periods or a holiday, nor shall such request be granted during the period from the first pupil final examination day in June through the last day of school. Personal days may not be used during the mid-term examinations period, except for absence caused by inclement weather consistent with the District's practice.

5. Extensions to any temporary leaves of absence referred to in Sections (a), (b), (c) or (d) as outlined above may be made in the sole discretion of the Superintendent.

C. Continuing Professional Development:

1. The building administrator shall have the discretion to grant professional day absences from school for attendance at professional training sessions (whether seminars, conferences or other format) which he or she considers to be of general benefit to the teacher or the District, whether or not such attendance by the teacher is related to or part of a State requirement for such teacher's continuing professional education. The building administrator's decision may be appealed to the Superintendent, but otherwise shall not be grievable. Expense reimbursement, if any, for attendance at such sessions shall be pursuant to and in accordance with District policy.

2. Except as provided above for allowed professional days and expense reimbursement, the District shall not be required to grant professional day absences or pay expenses of any nature for attendance at any sessions (whether seminars, conferences or other format) where such attendance is related to or is part of a requirement of the State for the teacher's continuing professional education or to remain in good standing. Some examples of non-reimbursable expenses are costs of travel, registration, tuition charges and other fees.

Maternity leave without pay shall be granted by the Board of Education in accordance with the following procedure:

(1) All initial applications for, and applications for extensions or reductions for maternity leave shall be made in writing to the Superintendent.


(2) All pregnant teachers may apply for pregnancy leave. As a condition to receiving such leave a pregnant teacher shall notify the Superintendent of Schools of the fact of her pregnancy as soon as practicable. She shall advise the Superintendent of the anticipated date of the delivery of the child and of any revisions in such date which may come to her knowledge.

No later than the fourth month of pregnancy the pregnant teacher shall specify the date when she wishes her leave to commence. The commencement date of the pregnancy leave shall be determined by taking into account the needs of the District and the physical ability of the teacher to continue teaching. It is expected that pregnancy leaves will commence no later than the start of the eighth month of pregnancy unless the teacher presents a statement from her physician stating that she is physically able to continue all of her duties beyond that time, in which event she shall be permitted to continue to the date certified by her physician; provided, however, that if such date is four (4) weeks or less before the scheduled birth the Board may require leave to commence any time prior to such date within such four (4) week pre-birth period irrespective of the physician's certification.

In the event of any question as to the condition of the pregnant teacher or as to the opinion of her physician the teacher may be required by the Board to submit to an examination by its designated physician and the teacher shall be required to submit to such examination. Any difference of opinion between the teacher's physician and the Board's designated physician as to the ability of the teacher to continue to perform her duties shall be resolved by a third physician appointed by the teacher and the Board, or by the Morris County Medical Society should the parties be unable to agree.

Nothing stated herein is intended to restrict the right of the Board to remove any pregnant teacher from her teaching duties if her teaching performance has substantially decreased from the time immediately prior to her pregnancy or for any other just cause.

(3) All pregnancy leaves shall be terminated no later than one (1) month following the date of the delivery of the child unless the teacher's physician shall certify that a further period of recuperation is required by the teacher, in which event said leave shall be continued for such additional period of time as shall be deemed necessary by the teacher's physician; subject, however, to the Board's right to question the condition of the pregnant teacher and the opinion of the teacher's physician and to have such question resolved in the same manner as provided for hereinabove in the case of a pregnant teacher seeking to continue working prior to commencing a pregnancy leave. In no event shall any teacher be permitted to return to duty following a pregnancy leave unless she produces a statement from her physician that she is physically able to return to duty, or the Board physician certifies she is able to do so. A teacher who has taken a pregnancy leave shall not return to duty during the last month of the academic school year unless permitted to do so by the Board in its discretion.

(4) Any pregnancy leave of absence granted to a non-tenured teacher shall not extend beyond the end of the academic school year in which the leave is applied for and obtained, unless the Board in its sole discretion agrees to grant such extension.

(5) Any teacher shall, in the case of a birth of a child or adoption of an infant pre-school child, have the right to apply for a leave for child rearing purposes, provided that:

(a) In cases where both husband and wife may be teachers in this School System only one of said persons shall receive such leave;

(b) In the case of a female teacher the application for child rearing leave shall be made to become effective immediately upon the termination of her pregnancy leave;

(c) All initial applications for, and applications for extensions or reductions for child rearing leave must be made in writing to the Superintendent and the initial application shall be filed at least three (3) months before the anticipated birth or adoption of the child, and in any event, if practicable, no later than March 1. In the event unforeseen circumstances occur within such application period, which necessitate a late application by a teacher for a child rearing leave, the specified application period shall be waived, provided the teacher makes the application for such leave immediately upon learning of the unforeseen occurrence.

(6) Child rearing leave shall be granted for a period of up to the end of the academic

(8) The Board may set reasonable conditions for the granting of the child rearing

a. By physical attendance at classes and completion of the prescribed work in the course or courses offered by the accredited college or university; or

b. By completion of the prescribed work for the course or courses offered by the accredited college or university over the Internet during an academic term. To be accepted for reimbursement, Internet courses must be offered by an accredited college or university that offers the same course to students in physical attendance at the institution, subject to sufficient students enrolling for the course; the institution must offer a graduate degree in the subject area of the proposed Internet course and accept the specific Internet course in meeting requirements for that degree; and the institution must conduct accredited "in attendance" degree programs rather than offer just Internet and/or correspondence courses.

(a) The basic rate is established at $50 per credit.

(b) Actual credit charges less than $50 per credit will be reimbursed at the actual credit charge.

(c) If the actual credit charge is less than $50, the applicant may also include for reimbursement related laboratory and/or registration fees, provided the total does not exceed $50 per credit. No consideration for related fees will be given when the actual credit charge exceeds $50 per credit. If total of actual credit charges and related fees is less than $50, then this total actual charge will be paid.

(d) If the total actual charge per credit exceeds $50, the applicant will be reimbursed at the rate of $50 per credit or 75% of the actual total charges, whichever is greater.

June 30th for Summer School Courses

1. Purpose:

2. Membership:

3. The Advisory Council may establish study committees for specific projects.

4. Rules of Procedure:

The Advisory Council shall meet at least once each month. Every effort shall be made to have meetings begin by 1:00 p.m., provided that the scheduling requirements of the schools permit the attendance of the Advisory Council members at such time.



B. Reports:

1. Advisory Council Actions:

The Superintendent shall study all reports submitted to him by the Advisory Council and shall submit a written reply to all Advisory Council proposals, together with plans for implementing those proposals accepted for action. If a program is not accepted for action by the Superintendent, he will forward same to the Board with his comments, if any. It is understood, however, the consideration of ideas, suggestions and program changes by the Superintendent and the Board is not limited to recommendations only from the Advisory Council.

C. Teacher Participation:

Members of the Council shall be relieved of specific activity assignments in order to perform Advisory Council duties but also may be called upon for such activity assignments according to the flexibility requirements of the school district.

1. The total in-school workday for classroom teachers covered by this Agreement shall consist of not more than seven (7) hours and thirty (30) minutes, which shall include a duty-free lunch period.

2. Teachers shall report for duty fifteen (15) minutes before the start of the student school day and shall remain in the building ten (10) minutes after the end of the student school day.


3. Teachers are expected to perform a reasonable amount of extra and co-curricular service as part of their contract. The foregoing time limits shall be subject to extension as may be reasonably necessary for the purpose of providing special help to pupils, assisting with extra-curricular activities, attending staff meetings, and performing other duties of a similar nature. Classroom teachers shall establish one day per week when they will be available in their classrooms to provide extra help to students either immediately after or before the regular school day. Each teacher shall post in his/her classroom the day and time designated for extra help, and shall so notify his/her supervisor.

4. Teachers may leave the school grounds during their scheduled duty-free periods upon notifying the central office.

5. Nothing herein contained is intended to restrict the right of the Board to schedule a longer work day for any teacher than provided in Paragraph A.1, if necessitated by special circumstances; provided, however, that in such case such teacher shall receive additional compensation in accordance with Board Policy, or as provided in Paragraph B.3 or B.4 of this Article XIV.

B. WORK LOAD:

1. The daily work load of teachers shall include:

Five (5) periods of regularly scheduled classes;

Two (2) duty periods.

2. Definitions:

a. Regularly Scheduled Class - A class of students assigned on a regular basis to a teacher for which credit is granted.

b. Preparation Period - A duty-free period for use by the teacher to prepare for his teaching assignments (commonly designated "teacher preparation hour" ["TPH"]).

c. Duty Period - An assignment that may include, but need not be limited to, cafeteria supervision, central detention, central office/teacher coverage, commons supervision, department duties for coordinators, HPREA Advisory Council meetings, Independent Study Program supervision; library supervision, study hall supervision, suspension room supervision, teacher travel time, Vo-Tech lunch supervision and tutorial.

(1) Tutorial - The objective of the tutorial or extra help period, is to provide students with an alternative to a study hall on any given day where they can receive extra teacher help with homework or class assignments.

(a) Teachers assigned to extra help period will be available at a designated location during the extra help period.

(b) Students scheduled for a study hall during a scheduled extra help period and desirous of extra help may elect to go to the tutorial room location rather than their study hall on any given day.

(c) In the tutorial room, students may seek assistance from available teachers on homework, class assignments, quiz and test preparation, and/or general review of subject material. Academic responsibilities of teachers assigned to the tutorial shall be within the foregoing categories.

(d) No student shall be regularly or permanently assigned to the tutorial help period.

(e) Extra help periods shall not be used for students assigned to independent
study, nor will credit be granted for time spent in extra help.

5. The following provisions shall apply to the interactive television program (ITV):

a. Teachers instructing an ITV class being sent to a remote site shall be released from one (1) duty assignment.

b. Curriculum directed by the administration to be developed specifically for ITV shall be handled as a regular curriculum project under Article IV., III. Curriculum Work.

c. Supervising a class being received through the ITV network will count as a duty period assignment.

d. Teachers assigned by the Board to instruct an ITV class being sent to remote sites may be observed in the performance of their duties. For the first year in which a teacher instructs an ITV class, observations of the teacher's ITV instructional performance shall be informal in nature and shall not be included in the teacher's formal written classroom performance evaluations. This restriction shall terminate after the completion of the teacher's first year of ITV instruction and, thereafter, the evaluation of the teacher's performance shall be in accordance with Article XIII and District procedures for evaluation of professional staff. The restriction with respect to evaluation of the teacher's first year of ITV instructional performance applies only to evaluations of performance and not to matters which are disciplinary in nature.

e. Wherever practicable, teachers will be assigned to instruct ITV courses on a voluntary basis.

f. If the number of students in an ITV course as of October 1 of the school year exceeds thirty (30), the teacher assigned to teach such course shall be relieved from supervising a second duty period. A stipend of $500 will be paid to any such teacher who is a coordinator, a building faculty representative, or who has been assigned to teach in more than one school per day, and who has been released from assignment to a second duty period in order to perform the functions of such position.

1. If by the Association, to the President of the Board at 75 Mt. Pleasant Avenue, East Hanover, New Jersey 07936.

Secretaries at the Whippany Park and Hanover Park High Schools and the Special Services Office
Athletic Trainers
Full and part-time Instructional Aides (Excluding all aides not specifically hired to assist with the classroom instruction of a pupil or pupils, such as, by way of description and not limitation, bus aides, cafeteria aides, library aides.)

(a) Matters where a specific method of review is prescribed by law or by any rule or regulation of the State Commissioner of Education or by the State Board of Education;

(b) Matters which according to law are beyond the scope of Board authority;

(c) Any matter the determination of which would require an act by the Board of Education which it is without legal authority to do;

(d) A complaint of a non-tenured employee which arises by reason of not being re-employed.

3. An aggrieved party is the person or persons or the Association claiming the

2. Failure at any step of this procedure to communicate the decision on a grievance

1. LEVEL ONE:

2. LEVEL TWO:

If the grievance is not resolved to the aggrieved party's satisfaction, then the grievant, no later than five (5) working days after 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 of Schools, who shall attach all related papers and forward the request, within five (5) working days, to the Board Committee. The grievant shall state on the appeal request the alleged dissatisfaction with the Superintendent's action. The Board may consider the appeal on the written record submitted to it, or the Board may, on its own election, conduct a hearing; and it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties, who shall have the right to reply thereto. If the Board conducts a hearing it shall be held within twenty-one (21) calendar days of the receipt of the grievance appeal by the Board. The Board shall make a determination within thirty-five (35) calendar days from receipt of the grievance appeal. Notwithstanding the foregoing, if so requested at the time the appeal is made, the Board shall conduct a hearing where the grievance is caused by the action of a Building Administrator.

Decisions of the Board in any matter excluded from the definition of a grievance heretofore shall not be submitted to arbitration without the Board's written prior consent. The parties expressly agree that consideration of such questions by the Board is not intended and shall not be construed to be a waiver of the fact that such matters are not deemed grievances, nor a waiver by the aggrieved party of any right to appeal a non-grievance matter to the Commissioner of Education or other applicable tribunal, according to law.

No claim by an aggrieved party shall be processed beyond Level Three if such claim pertains in whole or in part to alleged misinterpretation, misapplication or violation of Board policy or alleged misinterpretation, misapplication or violation of an administrative decision.

.

4. LEVEL FOUR:

1. Employees shall be permitted annual sick leave as follows:

a. All steadily employed twelve-month secretaries are permitted sick leave with full pay for twelve (12) days each school year. All steadily employed ten-month secretaries are permitted sick leave with full pay for ten (10) days each school year.

b. All steadily employed athletic trainers are permitted sick leave with full pay for ten (10) days each school year.

c. All steadily employed full-time instructional aides are permitted sick leave

d. Part-time instructional aides do not receive paid sick leave.

All unused sick leave days shall be accumulated. Sick leave is defined as absence from

1. Absences permitted for secretaries and athletic trainers under this Article XXII B. are for brief periods not chargeable to sick leave. The provisions for leave at full pay, stated below, shall be for one (1) school year and shall not be accumulative for use in another school year. The intent in providing personal leave days is to grant paid leave for substantial emergent matters. Where possible, every effort should be made by the secretary or athletic trainer to conduct personal affairs or business outside working hours.

(a) Death in the Immediate Family - An allowance for a reasonable length of time

(b) Death of other relatives - An allowance for a reasonable length of time not to

5. Extensions to any temporary leaves of absence outlined above may be made in the

6. The provisions for temporary leaves of absence contained in this Article XXII do

Definition:

Procedure:

5. Nothing stated herein is intended to restrict the right of the Board to discipline any

The Board will grant an unpaid child rearing leave of absence for a period of up to the end of the academic school year in which a secretary, athletic trainer or full-time instructional aide adopts an infant or pre-school age child. Such leave shall be granted to the same extent and by the same procedure provided for maternity leaves above, including extension of leave if adoption occurs after March 1, provided, however, that if both parents are employees of the Board, only one parent may apply for and receive adoption child rearing leave.

D. Non-applicability of Article:

The provisions of this Article XXIII do not apply to part-time instructional aides.

Athletic trainers shall be entitled to ten (10) vacation days each school year. During their

Instructional aides do not receive vacation leave.

1. Full-time instructional aides are regularly scheduled to perform their services during the ten (10) month academic school year. Part-time instructional aides work during the school year as their assignments require. Instructional aides work on days when school is in session, unless otherwise directed by the Assistant Superintendent.


2. Instructional aides are hourly employees. The daily work hours of instructional aides will be established by the Assistant Superintendent and will be modified as he may deem necessary.

3. As hourly employees, instructional aides shall report their time worked on a daily basis and shall submit the prescribed District payroll time-sheets for payment. Instructional aides will receive payment on the fifteenth (15th) day of each month for the approved hours submitted on their time sheets for the previous month.

D. Inclement weather:

In the event of inclement weather, every effort shall be made to notify employees by 6:00

June 30th for Summer School Courses

The Board shall continue to provide the tax-sheltered annuity program currently available to employees. The Board reserves the right to change the Annuity Program Administrator provided that in the Board's judgment the services and program provided by the new Administrator are equal to or better than those now being provided.

demand, suit or other form of liability in regard to which it will seek to implement this paragraph; and

b. If the Association so requests in writing, the Board will surrender to it full
responsibility for the defense of such claim, demand, suit or other form of liability and will cooperate folly with the Association in gathering evidence, securing witnesses, and all other aspects of said defense.

6. It is expressly understood that Paragraph S above will not apply to any claim,

B. Unless otherwise indicated, the term "employees" when used in Articles XXXI through XLII of this Agreement shall refer only to the personnel represented by the Association in the negotiating unit as above defined in this Article XXXI, and reference to male employees shall also include female employees where the text herein so requires.


C. Any employee who is not a member of the Association but eligible for membership in the Association shall pay a representation fee in lieu of dues for services rendered by the Association. Such representation fee shall be paid and administered pursuant to the requirements of New Jersey law and, in no event, shall such representation fee exceed eighty-five (85 %) percent of the regular annual membership dues, fees and assessments. Membership in the Association is available to all eligible employees on an equal basis and the Association has established and maintains a demand and return system, which complies with the requirements in Section 2(c) and 3 of the Act. The payroll deductions for such representation fees shall be made pursuant to the procedure applicable in the District to salary deductions.

The Association agrees to indemnify and save the Board harmless from any liability which may be incurred by the Board as a result of claims made by any employee relating to this Paragraph and any payroll deductions made hereunder, provided that:

(a) The Board gives the Association timely notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph; and

(b) If the Association so requests in writing, within fifteen (15) days of receipt of notice, the Board will surrender to it full responsibility for the defense of such claim, demand, suit or other form of liability and will cooperate fully with the Association in gathering evidence, securing witnesses, and in all other aspects of said defense.

1. A "grievance" shall mean a complaint in writing by an employee or group of employees that there has been to him or them a violation, misinterpretation, or inequitable application of Board policy affecting terms and conditions of employment, a violation, misinterpretation or inequitable application of this Agreement or a violation, misinterpretation or inequitable application of any administrative decision affecting terms and conditions-of employment. A grievance to be considered under this procedure must be initiated by the aggrieved party within fifteen (15) calendar days of the time that the aggrieved party knows or should have known of its occurrence, otherwise the same shall be deemed to have been abandoned. The term "grievance" shall not include the following:

(a) Matters which according to law are beyond the scope of Board authority or which are limited to unilateral action by the Board alone;

(b) Any matter the determination of which would require an act by the Board of Education which it is without legal authority to do.

2. As used in the above definition the term "group of employees" shall mean a group of employees having a common grievance.

B. Procedure:

1. It is agreed by both parties that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.

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 the specified time limits shall be deemed to be a waiver of the grievance.

3. It is understood that employees shall, during and notwithstanding the pendency 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. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. All time periods contained in this grievance procedure may be extended by mutual agreement of the parties in writing.

5. Any aggrieved party may be represented at all stages of the grievance procedure by himself and/or one representative.

C. 1. Any employee who has a grievance shall discuss it first with his/her immediate supervisor in an attempt to resolve the matter informally at that level, and if the discussion does not resolve the matter the employee shall initiate the grievance procedure by setting forth his/her grievance in writing to the Superintendent or his designee on the grievance forms provided. Failure to do so within the time limits set forth in Paragraph A(1) above shall be deemed to be a waiver of or an abandonment of the grievance. The Superintendent or his designee shall hold a hearing within ten (10) working days of the presentation of the written grievance and shall render his decision within seven (7) working days thereafter.

2. The aggrieved party, no later than five (5) school days after receipt of the decision of the Superintendent or his designee, may appeal the decision of the Superintendent or his designee to the Buildings, Grounds and Transportation Committee of the Board of Education or other standing committee designated by the Board. An appeal to the Board Committee must be made in writing and delivered to the Board Secretary within the time deadline specified above. Such a written appeal shall recite the matter submitted to the Superintendent or his designee and shall specify the party's reason for dissatisfaction with the rendered decision. Written copies of the appeal shall be furnished by the grievant to any other parties who may have a direct interest in the grievance.

The designated Board Committee shall, within twenty-one (21) calendar days from the receipt of the grievance appeal by the Board Secretary, conduct a hearing on the matter and may request the submission of additional written material. The Board Committee shall render its determination in the matter within thirty-five (35) calendar days from the receipt of the grievance appeal. The decision of the Board Committee shall be final and shall be adhered to by both parties unless pursued by either party to another appropriate forum.

3. In the event the grievance is an appeal from a discharge of the employee and the grievance is not resolved to the employee's satisfaction after review by the Superintendent or his designee, the employee, no later than five (5) working days after receipt of the decision, may request a review by the Board of Education. Appeals which arise from discharge as a ground must be initiated within three (3) working days from the notification of discharge. The Board in a discharge case shall conduct a hearing within fifteen (15) working days of the receipt of the grievance appeal by the Board and shall make a determination within seven (7) working days from the date of the final hearing. The foregoing provision for appeal from a discharge of the employee shall not apply to discharge of a new employee at any time during and including the first ninety (90) calendar days of employment in the District.

D. Disciplinary Grievances:

If the Association does not accept the disposition of the grievance by the Board or its committee and wishes review by a neutral third party, and if the claim pertains exclusively to a dispute concerning the imposition of a reprimand or discipline within the meaning of N.J.S.A. 34:13A-22, the Association, no later than ten (10) working days after receipt of the decision, shall notify the Board through the Superintendent that it desires to submit the dispute to binding arbitration. The right to initiate arbitration rests solely with the Association, and not the employee. The discharge of a new employee within the probationary period of the first ninety (90) calendar days of employment shall not be reviewable by an arbitrator.

The following procedure will be used to secure the services of an arbitrator:

(a) A request will be made to the Public Employment Relations Commission (PERC)

(c) Each party will bear the total cost incurred by itself. The fees and expenses of the

2. Fifteen (15) minutes for required vehicle check - engine warm-up, etc., and ten (10) minutes for required vehicle cleanup and check-out procedure, etc., shall be added to the time calculated in Paragraph B.1. above for regularly assigned morning and afternoon runs, not including regular or seasonal late runs.
3. In the event the total hours worked in the morning or afternoon (including time allowed for start-up and clean-up) or for regular and seasonal late runs does not exceed one and one-half (1-1/2) hours, the employee shall be paid a minimum of one and one-half (1-1/2) hours for any morning, afternoon or late runs worked. As the foregoing minimum is intended to be paid with respect to separate shifts, it shall not apply where an employee is carried over from an afternoon run in order to drive any late run.
4. Any driver whose regularly assigned run requires a lay over of less than one hour between routes shall be paid for the lay over time involved.
5. An employee's Time Sheet will not be altered or changed without first informing the employee.

C. LONGEVITY:

Upon completion of the years of service in the District set forth below as of June 30th of the preceding year, an employee shall receive in addition to his or her wage the annual payment specified herein. This payment shall be made on or before December 30th:


Upon completion of seven (7)
years of service as of June 30th
of the preceding school year: $100

Upon completion of twelve (12)
years of service as of June 30th
of the preceding school year: $300


Upon completion of eighteen (18)
years of service as of June 30th
of the preceding school year: $500

It is understood that the above amounts are not cumulative.

D. Employees shall receive a one (1) hour notice of cancellation prior to the reporting time of a scheduled field trip or athletic event, or, in lieu thereof, shall receive one and one-half (1-1/2) hours' pay at the herein rate.

E. Overtime shall be the number of hours an employee works beyond forty (40) hours in a given week. An employee performing overtime work shall be compensated for same at the rate of one and one-half (1-1/2) times the regular hourly wage applicable to such work when performed during non-overtime hours.

F. Each employee will receive his/her respective day's pay for his/her regularly assigned routes for any day that schools are closed due to emergency reasons.

G. 1. Upon retirement from employment in the District through the Public Employees Retirement System for age and service or disability, any driver having fifteen (15) or more years of service in the District and who has accumulated at least fifty (50) sick days shall receive a lump sum retirement bonus payment of Five Hundred ($500.00) Dollars. Any employee who elects a deferred retirement benefit shall not be eligible for the retirement payment.

(a) Notice of intention to claim the benefit provided hereunder must be made in writing to the Board on or before November 1st prior to the year in which the retirement becomes effective. In the event an employee fails to give notice by November 1st for the reason that such employee has not at that time determined to retire, but subsequently, due to some unforeseen reason such employee is compelled to retire, the employee shall give notice of the condition causing the retirement as soon as possible. In the event such employee demonstrates valid reason to waive the November 1st notice date, he or she will receive the benefit provided for. The Board, however, may defer payment of all or part of the benefit to the year following the retirement.

H. Effective September 1, 2002, Bus Drivers will be paid twice monthly, in accordance with and subject to the provisions and limitations of Appendix Three of this Agreement, and direct deposit of bus drivers' pay checks will no longer be available.

I. As early in the school year as is practicable, each driver shall receive an individual letter setting forth the number of school days, the number of hours per day in his/her regularly assigned runs and his/her hourly rate.

J. The Board of Education and the individual bus driver employee shall each be obligated to provide the other with a minimum of ten (10) working days notice of termination of employment.

(a) Death in the Immediate Family - An allowance for a reasonable length of time not to exceed three (3) days shall be granted upon request. Immediate family shall be construed to mean the employee's parent, current spouse, sibling, child or spouse's parent. Also included shall be any other relative of the employee who resided as a member of the employee's immediate household at the time of death. These days are provided for the sole purpose of arranging for and attending funeral services and providing for a reasonable mourning period in close proximity therewith.

(b) Personal day – For July 1, 2004-June 30, 2005 an allowance of one (1) day and effective July 1, 2005, an allowance of two (2) days shall be granted upon request for personal business which cannot be attended to outside of regular working hours. No reason need be stated for such personal day. Employees shall provide the Transportation Coordinator with at least twenty-four (24) hours' advance oral notice of the use of a personal day, except in cases of emergency, in which event notice shall be provided as soon as possible after the employee learns of the need for the day.

C. Unauthorized Absences:

Drivers absent without authorization shall forfeit two (2) days of their regular assignments for every one (1) day of unauthorized absence. Employees may obtain authorization for short-term absences due to personal illness or legitimate family emergency upon notification to the Transportation Coordinator or designee prior to the absence. Employees desiring long-term absence (in excess of five (5) days) may apply to the Board for such leave.

B. During the school year, available seasonal late run assignments shall be posted and assigned as per the method specified in Appendix Two. "Seasonal late runs" are defined for this Agreement as those late runs that operate only during a specific athletic or activity season. Appendix Two does not apply to "regular late runs", which are defined for this Agreement as late runs that are scheduled to operate on a regular daily basis when school is in session.

1. Any driver who is regularly assigned more than six (6) hours of daily work shall be ineligible to bid on and receive a seasonal late run assignment. He/she may, however, assume a position on the seasonal late run substitute list.
2. In order to bid on and receive a seasonal late run assignment, a driver must be available for both A.M. and P.M. regular assignment.

1. If the dispatcher or coordinator is unable to obtain a substitute after trying the first two eligible persons on the list, he/she shall fill the route as he/she sees best.

The Transportation Coordinator will revise the seniority list annually and post the list at the start of each year.


B. Seniority Status:
All substitute drivers who are hired as regular drivers effective January 1, 1991 and thereafter shall receive one (1) year's seniority credit as a regular driver for each seven (7) years of service as a substitute driver.

C. Use of Seniority in Route Assignment:

Seniority will be utilized by the Board as one of the factors to be considered in assigning runs at the start of the school year. It is expressly understood, however, that selection of driver and assignment of runs remains in the sole discretion of the Board. Further, it is expressly understood that the Board may assign runs in such a manner as to maximize, to the extent practicable, the number of members of the unit eligible to qualify for health benefits.

D. Limitation on Regular Assignments:

Every effort shall be made in the scheduling of regularly assigned runs so that no individual receives more than six and one-quarter (6.25) hours of regular daily assignment during the 2002-03 school year and no more than six (6) hours of regular daily assignment commencing with the 2003-04 school year. The terms "regularly assigned runs", "regularly assigned", "regular daily assignment", "regular route assignment" and similar terms are defined for this Agreement as including "regular late runs" and other runs scheduled to operate on a daily basis when school is in session and currently considered "regular runs", such as (by way of description and not limitation) morning and afternoon home-to-school runs, vocational runs, and shuttles.

E. Newly Created Regularly Assigned Routes and Other Vacancies Arising During the School Year in Regularly Assigned Routes:

Assignments to regularly assigned routes which are created or which become vacant after the start of school will be made by the Board in its sole discretion and will not be posted or bid.

F. Regular Route Assignment - Preferential Order:

1. Using availability and seniority as two of the factors in the assignment of runs at the start of the year, drivers will be assigned according to the following preferential order:

(a) Drivers with unlimited availability, by seniority;

(b) Drivers available for a.m./p.m. runs, by seniority;

(c) Drivers available for p.m. only, by seniority;

(d) Drivers available for a.m. only, by seniority.

2. It is expressly understood that a driver's regular route assignment is a full year commitment. If, for reasons of a change in availability or other such situation, a driver is unable to continue with any part of or the entire regular route assignment, the driver shall forfeit his/her entire original regular assignment and shall be assigned by the Board to the next available regular work route.

A. The Board of Education, subject only to the express provisions of this Agreement,

1. To direct the employees of the School District;

2. To hire, assign, promote, transfer and retain employees covered by this
Agreement within the School District, or to suspend, and to demote,
discharge, or take other disciplinary action against employees;

3. To relieve employees from duties because of lack of work or other
legitimate reasons;

4. To maintain the thoroughness and efficiency of the School District
operations entrusted to it;

5. To determine the methods, means, and personnel by which such operations
are to be conducted and to subcontract for goods and services;

6. To take whatever other actions may be necessary to accomplish the
mission of the School District in any situation.


ARTICLE XLI

ASSOCIATION RIGHTS

Custodians
Maintenance Employees
Groundsmen

(a) Matters which according to law are beyond the scope of Board authority or which are limited to unilateral action by the Board alone;

(b) Any matter the determination of which would require an act by the Board of Education which it is without legal authority to do.

(a) A 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. The parties shall then be bound by the Rules and Procedures of the Public Employment Relations Commission in the selection of an arbitrator.

(b) The decision of the arbitrator shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by or violative of any law, or which is violative of the terms of this Agreement; and he shall have no power to add to or subtract from or modify any of the terms of this Agreement, nor shall he in any case have power to rule on any issue or dispute which is not an arbitrable disciplinary dispute pursuant to N.J.S.A. 34:13A-22 et seq. The decision of the arbitrator shall be final and binding and shall be issued within thirty (30) days of the completion of the arbitrator’s hearings.

(c) Each party will bear the total cost incurred by itself. The fees and expenses of the arbitrator are the only costs which shall be shared by the two parties and they shall be shared equally.

Upon completion of twenty (20) years of

After Completing Full Number of
Years of Service Weeks

5 – 11 3
12 + 4

G. Routine Building Checks and Emergency Call-Ins

1. The District will maintain a rotation roster for each school of employees eligible and wishing to perform routine weekend/holiday building checks and emergency call-ins. The list will be in effect for a period of six (6) months from date of preparation, at which time a new list will be prepared.

2. To be eligible to be placed on the rotation roster for routine checks/emergency calls, an employee must:

(a) Hold a valid boiler license
(b) Make himself available to both conduct routine building checks and respond to emergency calls during the period he is assigned.
(c) Report to the building in question within forty-five (45) minutes after receiving an emergency call or page.

3. Employees originally placed on the rotation roster but who fail to be available or to respond within the required time limit on two or more occasions will be removed from the roster for the balance of the six-month roster list period.

4. Routine weekend/holiday building check and emergency call-in duty shall be assigned on a monthly basis to the next employee on the rotation roster for the respective building. After serving for the month, the employee will move to the bottom of the roster to wait his/her next turn in the rotation.

5. If during his assigned duty month an employee is temporarily unable to perform the routine check or respond to emergency call-ins, it shall be the responsibility of that employee to obtain another individual on the rotation roster to cover his duty for the period in question. Failure to find coverage will result in the originally assigned employee forfeiting his/her next turn in the rotation.

6. Employees scheduled to perform routine building/holiday checks shall receive a minimum of two (2) hours’ pay at the applicable rate for such checks.

7. Employees called in for emergency call-ins after their regular work shift hours shall receive a minimum of one (1) hour’s pay at the applicable rate for such emergency call-ins.

1. If by the Association to the Board:

75 Mt. Pleasant Avenue
East Hanover, New Jersey 07936

2. If by the Board to the Association:

To the President of the Association.
(The Association shall annually provide the Board
with the name and address of its President.)

1. such meetings shall only take place during periods when the District’s schools are closed for vacation;

2. only one meeting shall be held during any one vacation period;

3. such meetings shall not interfere with the performance of unit members’ work, nor shall such meeting result in or cause a need for overtime to complete work which would have been accomplished during regular working hours but for the meeting;

4. each such meeting shall be no longer than one (1) hour in duration; and

5. the Association shall provide the Administration with at least forty-eight (48) hours’ notice of the meeting, and the Administration shall permit all members to attend, so long as the Association shall have complied with all provisions of this Section “G”.

PRESIDENT PRESIDENT

By:_______________________________ By: ________________________________
William F. Albert, Secretary

DATED:___________________________ DATED: ____________________________

APPENDIX ONE

The Coordinator shall also establish a Rotating Assignment List consisting of the names of drivers requesting trip assignments in order of their seniority identical to the Field and Athletic Trip Seniority List. All rules applicable to the Field and Athletic Trip Seniority List shall apply to the Rotating Assignment List.

3. Trip Postings:
Field and athletic trips will be assigned to drivers on a rotating basis with more senior drivers getting their preference of available trips. Seniority prevails in all phases of choices and "bumping" except in situations of double appearances of seniority numbers on any week's Eligible Drivers List where the procedures in f. below will be followed.

The following "bid" system shall be utilized:

i. In these instances, drivers shall indicate their bid preferences as above and

iii. On Friday, the open trips will be posted and the same procedure as noted

g. The Coordinator or Dispatcher will assign driver(s) using the Rotating

All trips received after 6:00 a.m. on Friday will be covered using the Rotating Assignment List up to one hour before the scheduled departure of the trip if time permits. If time does not permit, the first available driver will be assigned by the dispatcher on an emergency basis. All trips assigned from the Rotating Assignment List will count as a trip on the Rotating List, but will not be charged against the driver as a pick on the F & A Seniority List. Emergency basis assignments will not be charged against the driver on either list.

5. Canceled or Postponed Trips:

If a trip is canceled or postponed the assigned driver will lose the trip and his turn on the respective list. If the trip should be re-scheduled within one day before or after its original date, the original driver will be afforded the trip. If the original driver cannot drive the re-scheduled trip, the trip will be covered by the next eligible driver on the Rotating Assignment List and the original driver forfeits his turn on the respective list.



6. Driver Inability to Fulfill Commitment:

Any driver assigned a trip who cannot fulfill his commitment due to illness or other emergency must notify the Coordinator or Dispatcher no later than 6:00 a.m. on the day of the trip.
Repeated failures to meet obligations will result in removal from F & A Trip Seniority List.

7. Late Cancellation of Trip:

The Coordinator or Dispatcher will notify the assigned driver of a canceled trip as soon as possible after confirmation of cancellation.

8. Qualifications:

The Coordinator or Dispatcher has the right to reassign drivers to trips where road or climate conditions may pose a problem. The Coordinator's decision is final in driver assignment to all trips.

2. Drivers desiring a seasonal late run assignment shall place their seniority number on the listing next to the route they would like. Drivers shall indicate first and second choices with the understanding that each driver will receive one and only one seasonal late run assignment.

3. The Coordinator will then assign the routes by seniority numbers and preference. That is, the most senior driver will receive his first preference, the second most senior driver will receive his first preference provided it is not taken by the first driver in which case the second driver will get his second preference, etc.

4. Drivers bidding on but not receiving a seasonal late run assignment will be placed on the seasonal late run substitute list in order of their seniority. The Coordinator will use the seasonal late run substitute list and the availability listings to find substitutes for absent seasonal late run drivers on any particular day. Should he be unable to find a substitute from the list, the situation will be deemed an emergency and any driver assigned to cover the absence.

Drivers receiving a seasonal late run assignment must understand that they are making a five day a week, full year commitment for the period or periods during which the run is in effect. The only excuses for being absent from an assigned run are illness or emergency at home. Repeated failure of a driver to meet his seasonal late run responsibilities over a two week period of time may result in the driver being removed from the assignment, the run declared open and the driver disqualified from any further seasonal late run assignments for the remainder of the school year. Drivers will not be permitted to trade runs amongst themselves.

B. Assignments to Runs that Become Open During the Year:

Any time after the initial assignment of seasonal late runs in the fall a seasonal late run vacancy may occur due to the creation of a new seasonal late run, the resignation or promotion of an employee, the disciplinary removal of a driver from a seasonal late run, etc. Any vacancies in the seasonal late runs shall be filled as follows:

1. Within five days of the opening the Coordinator will post the vacancy and allow eligible drivers to bid on the assignment as outlined in A-2 above. To be eligible a driver's current availability sheet must indicate he is available to take the assignment.

2. After five days the posting will be removed and the Coordinator shall make the assignment to the most senior driver bidding as outlined in A-3 above.

3. Senior drivers who have a seasonal late run already assigned may bid on the vacancy and, if awarded the assignment, leave their original assignment for the new route. Their original route will then be declared open and the posting process repeated.

4. This process shall repeat itself as necessary until all open runs are filled.

In the event a seasonal late run is canceled during the school year:

l. The driver involved shall go on call for reassignment to the run should the run be reinstated.

2. The driver involved shall assume the top position on the current seasonal late run substitute list and serve as a substitute until the canceled route is reinstated.

The Board of Education may collapse and/or combine seasonal late runs from one athletic season to the next during the course of the school year. In the event a seasonal late run is collapsed or combined into a "remaining" seasonal late run:

1. The driver who was assigned to the collapsed or combined run shall not have any "bumping" rights to any other seasonal late run.

2. The driver who was assigned to the collapsed or combined seasonal late run shall have first opportunity for reassignment to that run should it be reinstated later during the school year.

3. The driver who was assigned to the collapsed or combined run shall have first opportunity to substitute for the driver of the "remaining" seasonal late run when a substitute driver is required.

4. If the driver who was assigned to the collapsed or combined run is unavailable to substitute for the driver of the "remaining" seasonal late run on any given day, a substitute driver will be obtained following the established seasonal late run substitute list.

1. Should the time schedule of a seasonal late run be changed the original driver shall be given the opportunity to adjust his time and stay with the route.

2. If the original driver is unable to stay with the route, the route shall be declared open and filled by posting as outlined in B. above.

Hours = number of hours in assigned h/s daily work package
Rate = drivers hourly rate of pay
Assume 180 school days equally divided into ten months of 18 days each

A. Calculate driver's monthly gross draw (Remains constant for year unless assignment is changed) 75% of (hours) *(rate) * 18
B. In September, calculate gross draw less taxes, pension etc. to get net draw
Net draw is amount of payment to be made

Payment made 1/2 on Sept. 15; ½ on Sept 30

Plus adjustment on draw from previous month

Example:

The maximum amount payable by Delta for the above dental services in any calendar year is $1,000.00 per patient.

The above services are subject to a $25.00 deductible per patient per calendar-year with a $75.00 family maximum aggregate which is not applicable to Preventive and Diagnostic services.

Delta will pay 50% of the participating dentist's Usual, Customary and Reasonable fee or the fee actually charged for covered Orthodontic Benefits with a lifetime maximum of $1,000.00 which is separate from the $1,000.00 maximum mentioned above applicable to Basic and Prosthodontic Benefits.

The amount payable to a non-participating dentist will not exceed the applicable percentage of the Prevailing Fees in New Jersey. The amounts payable by Delta to a dentist outside of New Jersey will not exceed the applicable percentage of the customary fees in New Jersey.

SCHEDULE "F-1"

2
3
4
5
6
7
8
9
10
11

2
3
4
5
6
7
8
9
10
11

* Stipends are not cumulative.


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