B. The term "employee" shall include all teachers, nurses, guidance counselors, school psychologists, or full-time employees of the Board, librarians, reading teachers, learning disability specialists, athletic trainer, instructional aides, and all other professional staff under contract, and secretaries, cafeteria workers, hall monitors, attendance officers, custodians, matrons, bus drivers, and bus aides; but excluding confidential employees, supervisory employees, and managerial executives within the meaning of the Act.

C. Non-teaching personnel who shall be charged with the specific responsibility to supervise and evaluate teachers, however, shall be excluded from the unit.

D. The term "teacher" as herein used shall include all certified professional educators. The term "support personnel" as herein used shall include all secretaries, clerks, administrative secretaries, attendance officers, cafeteria workers, custodians, matrons, instructional aides, hall monitors, bus drivers and bus aides.

E. The term "employee(s)" as herein used shall include all teachers and support personnel.










ARTICLE II - NEGOTIATIONS PROCEDURE


A. By October 1, or one hundred and twenty (120) school days prior to the budget submission date of the Board, the Association will submit to the Board of Education, a copy of its proposal. Thirty (30) days after receipt of the Associations' proposal, the Board of Education will submit its counterproposal to the Association. Meetings shall be scheduled for negotiations as soon thereafter as possible at mutually agreed to times and places.

B. All meetings shall terminate at 11:00 p.m. unless otherwise extended by mutual agreement.

C. Provisions agreed upon by the negotiating representatives of the Association and the Board may be submitted individually to the parent bodies for approval. They shall not be formally adopted, however, nor become effective until such a time as they are ratified as a total agreement by the parent bodies.

D. The Board and the Association shall, upon request of the other party, freely exchange any pertinent information, data, or surveys which shall not constitute a breach of statutes or rules and regulations of the State Board of Education, the local Board policy, or Statutes of the State of New Jersey. Association representatives shall have access to the minutes of the Board, as well as the annual audit report and copies of the current year's budget.









ARTICLE III - SABBATICAL LEAVE POLICY

A. The Board, in seeking to enhance the general welfare and competency of the professional staff, and to stimulate enrichment of the education environment, shall grant sabbatical leave to full-time professional employees, not to exceed one (1) in any one (1) academic year, in accordance with the following provisions.
1. Eligible professional staff members shall have served a minimum of seven (7) consecutive years in the Clearview District immediately prior to the year of requested leave.
2. Such leave shall be restricted to post baccalaureate study within the scope of the candidate's area of certification or teaching assignment, and shall be granted for a period of not less than one half ( ½ ) academic year, five (5) months, nor more than one (1) full contractual year.
3. Reimbursement shall be at the rate of one half ( ½ ) of the salary for which the employee would be eligible during the term of leave, as determined by his/her appropriate placement on the prevailing salary schedule. The year of sabbatical leave shall be included for purposes of determination.
4. Requests for sabbatical leave shall be submitted to the Superintendent by January 10th of the year prior to the requested sabbatical. Such a request shall include a detailed outline of the applicants proposed program for the sabbatical period. In the event the number of applications shall exceed the number of leaves which may be awarded in a given year, a recommendation shall be made, by the Superintendent, based on which proposals would seem to be potentially most beneficial to the educational program of the district. An applicant shall be notified of the disposition of this request within two (2) months following submission.
5. A recipient, during leave, shall be eligible for such "fringe benefits" as any other full-time employee, excepting that they shall not be eligible for reim- bursement for tuition under the "Professional Improvement Policy" if tuition is otherwise paid for, such as by a fellowship or grant.
6. Recipients shall agree to return to duties within the district for a period of not less than two (2) full contractual years following such leave. In default of such agreement, the recipient shall reimburse the Board the full amount if he/she returns for less than one (1) year, or one half ( ½ ) the awarded amount if for more than one (1), but less than two (2) years.
7. Recipients, following such leave, shall be assigned to a position and duties essentially comparable to those engaged in prior to such leave.
8. Credit for salary guide purposes shall be granted for the sabbatical period.
9. The recipient of a leave shall be eligible for subsequent leave after having completed seven (7) additional years following resumption of his/her duties.

ARTICLE IV - GRIEVANCE PROCEDURE

A. Definitions:

1. Non-Arbitrable Grievance

A "non-abitable grievance" is an allegation by an employee covered by this Agreement, or the Association, that there has been a violation of Board policies, or that an Administrative decision violates the rights of the employee. The Board shall be the last step in this procedure on this type of grievance. These non-contract grievances may not be submitted to binding arbitration.

An "arbitrable grievance" is an allegation that there has been a violation of a provision of this Agreement. Such grievances may be submitted through the entire grievance procedure, up to and including binding arbitration, as the final step in that procedure. Only grievances that deal with the
violations of the provisions of this Agreement may be submitted to binding arbitration.

A "grievant" is an employee who files the grievance or the Association.

4. Representative:

A "representative" is an employee who files the grievance or the Association.

"Day" means a day when district schools are open for business.

"Party in Interest" is a person, agent, or agency with an interest in the grievance.

5. There shall be no additional evidence submitted during the grievance process by either party once a grievance has been submitted to the Board.

6. Failure by the grievant to process a grievance within the specified time shall render the grievance null and void.

7. Failure by the Board to issue a decision within the specified time limits shall render the relief sought by the grievant.

8. Grievances shall be adjudicated according to the terms of this procedure and the filing, pendency, or hearing of any grievance shall not impede the normal management of the work force or operations of any of the activities or functions of the Board.

9. Forms for grievance processing shall be developed between the parties, and shall be mutually agreed by the parties, and distributed on an as needed basis by either party.

10. The parties in interest will cooperate in investigating and providing pertinent information concerning a grievance being processed.

11. Notice of hearings shall be given to the grievant at least five (5) days in advance, and such hearing shall be held on mutually agreeable premises.

C. Processing:

1. Step One - A grievance, to be considered under this procedure, must be initiated by the grievant within fifteen (15)days from the time of its occurrence, or the time when the aggrieved became aware, or should have become aware, of the alleged grievance. Any employee covered by this Agreement who has a grievance shall discuss it first with his/her Principal, or immediate supervisor, in an attempt to resolve the matter informally at that level of supervision.

2. Step Two - If, as a result of the above discussion, the matter is not resolved satisfactorily within five (5) school days, the grievant shall set forth his/her grievance in writing to the Principal or Director of Pupil Personnel Services, as applicable, or in the case of non-teaching personnel, to the next level of supervision, on the form provided. The Principal, Director of Pupil Personnel, or appropriate supervisor, shall communicate his/her decision to the grievant in writing within ten (10) school days after receipt of the written grievance.

3. Step Three - The grievant, no later than five (5) days after receipt of the decision in the foregoing step, may appeal the decision to the Superintendent of Schools. The appeal to the Superintendent must be made on the form provided, reciting the matter as specified above, and his/her dissatisfaction with decisions previously rendered. The Superintendent shall attempt to resolve the matter as promptly as possible, but within a period not to exceed fifteen (15) days. The Superintendent shall communicate his/her decision in writing to the grievant, and all related papers and evidence shall be attached.

4. Step Four - If the grievance is not resolved to the grievant's satisfaction, he/she may request, not later than five (5) days after receipt of the Superintendent's decision, a review by the Board. The request shall be submitted in writing to the Superintendent of Schools, and all related papers and evidence shall be attached. 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 twenty (20) days of receipt of the grievance by the Board.

5. Step Five -

a. If a decision of the Board does not resolve the grievance to the satisfaction of the grievant, and the Association wishes review by a third party, the grievance may be submitted to binding arbitration, as long as the grievance concerns a matter that is an allegation that a provision of the contract has been violated. If arbitration is requested, the Association shall notify the Board of Education within ten (10) days of receipt of the Board's decision in Step Four. The notification to the Board of Education shall be submitted by certified mail to the Office of the Superintendent of Schools.

b. Grievances concerning (1) any matter for which a specified method of review is prescribed, either by law or in any regulation of the State Commissioner of Education, or any matter which, according to law, is either beyond the scope of the Board authority, or limited to action by the Board alone; (2) a complaint of a non-tenure teacher which arises by reason of his/her not being re-employed; (3) a complaint by any teacher occasioned by an appointment to or lack of appointment to, retention or lack of retention in these positions, in which tenure is either not possible or not required; (4) any matter not part of this Agreement; and (5) any Board policy shall not be deemed to be arbitrable.







D. Services of an Arbitrator:

The following procedures shall be used to secure the services of an arbitrator.

1. Once the Board of Education has received the notification within the time limits stated in C-5, Paragraph A above, the Association may request the Public Employment Relations Commission arbitration selection procedures be invoked. It will be the responsibility of the parties to follow those selection procedures in determining who shall serve as arbitrator in each instance.

2. The following rules will be binding on any arbitrator and the parties.

a. The arbitrator must first rule on the arbitrability of the grievance, if so requested by either party.

If a grievance occurs at the end of the school year, and if an insufficient number of school days exist before the last day of school in which the grievance can be processed fully, the time limits may be reduced or extended by mutual agreement.

he/she may do so on the evaluation sheet he/she signs and returns. Additional sheets may be appended to the original evaluation, but each must be signed and dated by the person originating same.

a review of all files of each professional employee assigned to his/her building at least every three (3) years. Teachers wishing an interim review may initiate a request through the Association representative, or directly with the building principal. During such review, the principal shall remove from the file such data and/or reports which would seem to have
become irrelevant. Within ten (10) days of the review, the teacher concerned will receive a list of the documents contained therein.

1. Evaluations of employee performance will be conducted by an appropriate supervisor or administrator on at least two (2) occasions during the contract year. An employee will receive a written evaluation sheet after completion of the necessary evaluation activities. If the employee wishes to discuss the supervisory comments on the evaluation sheet, the

employee should contact the immediate supervisor and make an appointment for said discussion. Any disagreements the employee has with the evaluation should be made known to the immediate supervisor during the conference.

2. All conferences held in connection with this Article will be held in strict confidence, and not in the presence of other members of the bargaining unit, or other employees of the district.

reviewed without an administrator present, and no material may be removed from the file.

9. If the intent of the supervisor is to take disciplinary action based on the evaluation, the employee shall be entitled to a representative at the conference to review said evaluation.

shall include the nature of the vacancy, time to submit, requirements for the position, and data pertaining to salary.

a. Teachers shall signify their availability for duty by properly indicating their availability on the "check-in" board at the time designated for him/her by the building principal. Such designated time shall not be earlier than 7:20 a.m., nor later than 8:30 a.m. Teachers may leave by properly noting their departures on the "sign-out" board four hundred and thirty minutes (430) minutes after his/her designated "check-in time," except as set forth in Paragraph b. below. Teachers will be notified of their "sign-in time" when they are notified of their classroom assignments. The "sign-in time" will not be modified unless required by the needs of this district.

b. For the purpose of general faculty or departmental meetings or other meetings of a similar nature, teachers may be required to "check-in" earlier or "sign-out" later than as specified above, provided that (1) they shall be notified at least forty-eight (48) hours in advance (except in cases of emergency), (2) such earlier or later scheduling shall not exceed thirty (30) minutes, (3) such earlier or later scheduling shall not exceed four (4) in one (1) calendar month or twenty (20) in one (1) school year.

c. The weekly teaching load for all teachers shall not exceed twenty-five (25) teaching periods and five (5) coverage periods, or thirty (30) teaching periods or an eight (8) period day. All teachers shall receive two (2) planning periods per day, while departmental chairpersons shall receive two (2) planning periods per day, and one (1) department chairperson period per day.

e. The teacher work day shall not exceed four hundred and thirty (430) minutes, and shall end no later than 3:15 p.m., except as is otherwise provided for in this Article, and in accordance with established practice regarding evening meetings, i.e. Back-to-School Night, Achievement Night, etc.

f. All teachers may be assigned an additional supervisory duty period per day, with a stipend of $1,700.00 per duty, for such an additional assignment, for the 2002-2003 school year, and $1,700.00 for the 2003-2004 school year, and $1,700.00 for the 2004-2005 school year. If this supervisory duty is necessary, those teachers available during such a time who have fulfilled contractual assignments will be offered the opportunity for such an assignment. The assignment, time, and stipend shall be divided

equally among those who agree to accept. If no one agrees, the assignment will be made to all those who are eligible, with the stipend to be equally divided. Department Chairpersons cannot volunteer for such an assignment, though they may be eligible, but can be required to fulfill this position with the
aforementioned stipend.

Sidebar 8A.1: Six (6) persons (3 middle school, 3 high school) will be hired to supervise afternoon bus duty at a stipend of $ 1,700 each. Should no one apply, the duty will be assigned to and distributed evenly among all eligible teachers.

g. No teacher having six (6) teaching assignments can be assigned an extra duty.

h. No teacher shall be assigned more than four (4) consecutive teaching periods.

i. Work before or after the normal work day of four hundred and thirty (430) minutes shall be scheduled only by the appropriate administrator. In such cases, compensatory time equal to the time worked shall be granted. That time shall be taken within forty (40) working days thereafter at a time mutually agreed to by the administrator and the employee. The administrator shall not unreasonably deny the scheduling of the compensatory time. Nothing in this provision shall be construed to diminish the obligations set forth in Paragraphs b. and e. above.

j. Teachers, upon the completion of their assigned duties, shall be excused following the dismissal of pupils on Fridays and days preceding a holiday, unless otherwise directed by the principal on the preceding day.
k. Teachers who travel between the two buildings will not be given an assignment which forces them to travel during their scheduled duty-free lunch period.

l. Any teacher assigned four (4) instructional classes per day for five (5) days per week will be considered a full time teacher.

l. Part time teachers (those assigned one (1) to three (3) instructional classes

per day for five (5) days per week) will receive one (1) planning period per day. Part time teachers cannot be assigned or volunteer for an extra duty assignment.

a. The secretarial work day will not exceed four hundred and eighty (480) consecutive minutes, and

b. will include a sixty (60) minute duty-free lunch, and two (2) fifteen (15) minute work breaks, one (1) each morning and afternoon.

c. Secretaries will be dismissed after four hundred and fifty (450) consecutive minutes on the work days prior to Thanksgiving, Christmas, and Good Friday.

d. During an eight (8) week period occurring during the summer recess, the secretarial work day will consist of four hundred and fifty (450) consecutive minutes, including a sixty (60) minute duty-free lunch. Lunch schedules will be at the discretion of the building administrators.

3. Custodians and Matrons:

a. Custodians will not work more than four hundred and eighty (480) consecutive minutes, plus a thirty (30) minute duty-free lunch. No custodian will be required to work more than four hundred and eighty (480) consecutive minutes within a twenty-four (24) hour period without receiving overtime pay, and

b. will be granted a fifteen (15) minute work break each morning and afternoon.

c. Whenever a change in hours occurs due to emergency (i.e.: snow days), it is the responsibility of the supervisor to directly contact the custodian and provide specific instructions.

4. Food Service Employees:

a. No food service employee will work more than four hundred and eighty (480) consecutive minutes, including
b. a thirty (30) minute duty-free lunch,
c. but only those employees who are scheduled to work three hundred and sixty (360) minutes or more will be entitled to the thirty (30) minute duty-free lunch.

d. Employees who work three hundred (300) minutes will receive a fifteen (15) minute break, as scheduled by their supervisor.




5. Attendance Officer:

a. The attendance officer's work day will not exceed four hundred and eighty (480) consecutive minutes, including


b. a sixty (60) minute duty-free lunch, and two (2) fifteen (15) minute work breaks, one (1) each morning and afternoon.

c. The attendance officer will be dismissed after four hundred and fifty (450) consecutive minutes on days prior to Thanksgiving, Christmas, and Good Friday.

6. Bus Drivers and Transportation Aides:

a. Bus drivers hired prior to June 30, 2000 will be guaranteed a minimum of seven hundred and twenty (720) hours per school year, which will typically equate to twenty (20) hours weekly.

b. In addition to the minimum hours allocation as set forth in paragraph one, each bus driver will accept up to an additional twenty (20) hours of work per week, as assigned by their supervisor; without receiving overtime pay treatment. Said additional assignments will consist of any type of route or trips, as is determined by the supervisor.

c. Bus drivers will not be required to work more than forty (40) hours per week.

l. Prior to the start of the school year, all routes will be posted for inspection no sooner than August 15, with a meeting being held no sooner than three working days later to allow drivers to request routes by seniority. These requests will be considered by the Transportation Coordinator based on seniority, with every attempt being made to honor these requests. However, the final decision as to the assignment of all routes will be made by the Transportation Coordinator.

payroll department, indicating the number of hours the employee did not work.

longevity) to determine the amount to be reduced from the employee's contracted pay.

considered.

The regular work day shall not exceed seven (7) hours.

The regular work day shall not exceed seven (7) hours.

10. Security Personnel

The regular work day will equal two hundred forty (240) consecutive minutes, twenty (20) hours per week

The work week of all employees will be from Monday to Friday, inclusive. However, the parties recognize that bus transportation of students, at times, occurs on other days, and bus drivers and aides are required to work, as necessary, to
provide that transportation. The work week of all custodians, initially, hired prior to July 1, 1996, will be from Monday to Friday, inclusive. For those hired on or after July 1, 1996, the work week will be from Monday to Sunday.

b. including two (2) days for the New Jersey Education Association (NJEA) Convention.

c. Make-up days for inclement weather or other emergencies will be scheduled at the Board's discretion.

Ordinarily, bus transportation needs do not exceed one hundred eighty (180) days per school year. The scheduling and assigning of bus drivers shall depend upon those needs, as determined by the Board.

The regular work year shall not exceed one hundred eighty-three (183) days.

The regular work year shall not exceed one hundred eighty (180) days.

The regular work year shall not exceed on hundred eighty (186) days, August 25th through June 25th. An additional stipend of $ 5,000 will compensate up to 25 work days and necessary overtime hours.

10. Security Personnel

The regular work year will equal 180 days, coinciding with the student calendar.

work additional time.

E. VACATIONS AND HOLIDAYS:

1. Vacations:

a. All twelve (12) month employees are granted two (2) weeks' paid vacation after one (1) year of employment. An additional one (1) day per year will be added each year after the fifth (5) consecutive contract year, continuing to a maximum of four (4) weeks.

b. All eleven (11) month employees are granted one (1) weeks' vacation pay at the end of their contract year, but no vacation time during their eleven (11) months under contract.

c. Ten (10) month employees are granted no vacation time and no vacation pay.





d. Vacations will normally be taken during the summer closing of school, excluding the week after school closes and the week before it reopens, and will be granted on the basis of seniority. Provisions for taking a vacation at other times of the year shall be approved by the Superintendent.

a. The employee must have had at least ten (10) years of service in the school district prior to retirement.

b. Accumulated sick days will be subject to the buy back provision based upon the following rates and conditions:

Teachers: Minimum to qualify = 50 days Maximum buy back = 150 days
Rate (2002-2003) = $50.00 per day

Other Employees: Minimum to qualify = 50 days

Rate (2002-2003) = $45.00 per day
Rate (2003-2004) = $45.00 per day
Rate (2004-2005) = $45.00 per day

c. The employee will receive the reimbursement no later than sixty (60) days following retirement, providing he/she has officially notified the Board of the intent to retire by December 31st of the year preceding his/her retirement. If not, payment will be made no later than eighteen (18) months after retirement.

d. In case of death, the reimbursement will be paid to the appointed beneficiary or estate.

4. Employees shall be given a written accounting of their accumulated sick days no later than the first teacher pay day of each school year.

5. When absence arises out of or from a school related injury, the employee shall be entitled to full salary and other benefits for the period of such absence, and shall not forfeit any sick leave days.

B. EXTENDED LEAVE:

The Board may grant extended leaves of absence without remuneration for employees. The Board of Education may grant leaves for no longer than two (2) years. Such leaves shall be in accordance with the following procedures.

Three (3) personal days per year shall be granted for personal business which cannot be conducted outside the regular work day, for example, house closing, court appearance, doctor's visit, graduation, etc. Notification of such day shall be communicated to the appropriate administrator by filling out the personal day form at least forty-eight (48) hours in advance, whenever possible, and noting the reason on the list
provided. In the case of an emergency, the appropriate administrator should be contacted by telephone. Unused personal days will be accumulated as sick leave, and shall be subject to the buy-back provision (Article XI - A.3).




Any personal days taken before or after the Winter break, Spring break, President's weekend, or on the first day or last day of the school year, shall be charged as two (2) personal days.

If a unit member takes a personal day on the days mentioned above, and has only one (1) personal day to his/her credit, said unit member shall be docked a day's pay, plus the personal day.

The Superintendent has the authority to grant approval for emergency reasons on the days mentioned above (not subject to paragraph 3) if a day is available.

Employees shall be granted five (5) days in any one instance in the event of death of employee's spouse, child, parent, sibling, grandparent, grandchild, or partner in longstanding.

Employee shall be granted three (3) days in any one (1) instance in the event of death of son-in-law, daughter-in-law, father-in-law, mother-in-law, brother-in-law, sister-in-law, and any other member of the immediate household.

An additional two (2) days can be granted by the Superintendent for special circumstances, however, no more than five (5) days will be granted at any one time.

3. Disability leave related to pregnancy leave shall be paid to the extent that the employee has sufficient sick leave days available.

4. The Board reserves the right to require that the employee be examined by a physician of its choice and its expense.


E. CHILD REARING LEAVE:

1. A child rearing leave without pay shall, upon written request, be granted to the parent of a newly born child, or newly adopted pre-school child, said leave to commence upon the conclusion of maternal disability as medically verified.

2. Usually, the request for child rearing leave shall be submitted at the same time as the notice and request referred to in Paragraph E.1.above.

4. Upon the conclusion of the child rearing leave, the teacher shall return to work either on the first work day in September, or the beginning of the third marking period. The return date shall be included in the original leave request.

5. Child care leave for support staff and non-tenure teachers may be granted without pay for the remainder of the school year in which the leave is requested, and such leave shall not extend beyond the end of the employee's contract for the school year in which the leave is granted. No employee will be granted less than the twelve (12) weeks provided by Federal law.

6. Upon the conclusion of the child rearing leave, the teacher shall return to work on the first teacher work day thereafter.

7. In the event of the loss of the child, the employee shall submit a request for reinstatement thirty (30) days in advance of the intended return date.

8. Benefits for which the employee would otherwise be eligible shall continue for a maximum of nine (9) months. After that time, the employee may continue participation in group plans at his/her own expense.

9. Upon reinstatement, employees will be assigned to a substantially equivalent position. The time on leave, however, will not be counted as time on guide for salary advancement.





















ARTICLE XII - MANAGEMENT'S RIGHTS

A. The Board reserves to itself sole jurisdiction and authority over matters of policy and, according to provision of State law, retains the right, subject only to the limitations imposed by the language of this Agreement, in accordance with
applicable laws and regulations:

1. to hire, promote, transfer, assign, and retain employees in positions within the school district, and for just cause, to suspend, demote, discharge, or take other disciplinary action against employees.

2. to abolish any such position for reasons of economy, or because of reduction in the number of pupils, or of change in the reorganization of the district, or for other good cause.

3. to maintain the efficiency of the school district operations entrusted them.

4. to determine the means by which such operations are to be conducted.

5. to take whatever actions may be necessary to carry out the mission of the school district in situations of emergency. The rights of the Board shall include, but not be limited to, provisions set forth in this paragraph.

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

C. This Agreement incorporates the entire understanding of the parties on all negotiable matters, and shall not be added to or deleted from until the subsequent reopening of negotiations, in adherence with the dates set forth in this
Agreement.






ARTICLE XIII - RULES

A. Proposed new rules, or modifications of existing rules governing working conditions, shall be negotiated with the majority representative before they are established.

B. This does not in any way change existing Board rules as of the date of this Agreement.




































ARTICLE XIV - SEPARABILITY

If any provisions of this Agreement or any applications 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 in effect.









































ARTICLE XV - ASSOCIATION RIGHTS

A. Upon written request to the Principal, the Association may be permitted to use school facilities for Association business, at the discretion of the Principal.

B. The Association may use school equipment, provided such use does not disrupt the educational process or program of the district, and provided that all supplies are paid for, along with any damage that occurs through Association use of
equipment.

C. The Association may have a bulletin board for its own use and of its own purchase in each building.

D. The mail boxes of the school district may be used for Association notices, provided they are so identified that they pertain only to Clearview Education Association business.

E. The Association may purchase and keep in a school building a file cabinet; however, the Board is not responsible for its safety, protection, or maintenance.

F. The Association will be invited to send a representative as a speaker on the day or time designated as orientation for new teachers.












ARTICLE XVI - INSURANCE BENEFITS

A. Each member of the unit employed and determined by the Board of Education to be eligible for health benefits, as of September 1 , shall be entitled to a Board contribution as follows: 7/1/2002 through 12/31/2002 (6 months) = $ 6,176 and 1/1/2003 through 12/31/2003 (12 months) = $6,701.
For the period 1/1/2004 through 6/30/2004 (6 months), the contribution will increase/decrease proportionately to the increase/decrease of the actual cost of the NJ State Health Benefits Program. In the event that the result is an increase which exceeds $ 7,036 per employee, the amount in excess of $ 7,036 will be split 60% employee and 40% Board of Education. All monies described above will be applicable to the programs listed below.
1. New Jersey State Health Benefits Program.

2. Prudential (previous Washington National Income Protection Plan).

3. Franklin Life Insurance Company.

B. Each member shall be provided with an individual prescription plan, with a contribution to be paid 100% by the Board of Education. Co-Pay will be determined by the NJ State Health Benefits Plan.

1. Each member will be provided the opportunity to select dependent coverage.

2. Those employees selecting dependent coverage shall receive the dollar allotment equal to an individual prescription plan, and will be responsible for the difference.

3. The employee will be permitted to apply any monies available from the Board contribution listed in the above Paragraph A to the cost of dependent prescription coverage (i.e.: parent/child, husband/wife, family).


C. The Board shall continue to provide a full employee dental plan. Any change in coverage or carrier is negotiable.
D. In no event, however, shall duplicate membership, which results in a premium rebate to a subscriber, be permitted, nor shall members be eligible for a cash payment in lieu of coverage.

Sidebar 16.1: For the duration of this contract:

Any employee working in the district prior to July 1, 2002, for 20 or more hours per week, will be a full time employee.

Any employee hired after July 1, 2002, working 25 or more hours per week, will be a full time employee.

If an employee does not become a member of the Association during any membership year (i.e. from September 1st to the following August 31st), 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.

Prior to the beginning of each membership year, the Association will notify the Board, in writing, of the amount of the regular membership dues, initiation fees, and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association, in accordance

In order to adequately offset the per capita costs of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees, and assessments charged by the Association to its own members, and the
representation fee may be set up to eighty-five percent (85%) of that amount as the maximum presently allowed by law. If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Association membership year immediately following the effective date of the change.

Once during each membership year, covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with Paragraph 2. below, the full amount of the representation fee, and promptly will transmit the amount so deducted to the Association.

The Board will deduct the representation fee in equal installments, as nearly as possible, from the pay checks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deduction will begin with the first pay check paid:

b. thirty (30) days after the employee begins his/her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position, and continued in the employee of the Board in a non-bargaining unit position, or was on layoff, in which event, the deductions will begin with the first pay check paid ten (10) days after the resumption of the employee's employment in a bargaining unit position, whichever is later.

3. Termination of Employment:

If an employee, who is required to pay a representation fee, terminates his/her employment with the Board before the Association has received the full 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 pay check paid to said employee during the membership year in question.

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

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 ten (10) days after the Board receives said notice.

On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job title, and dates of employment for all such employees.

ATHLETICS:
51 – Football Head Coach 206 7,045 7,383 7,746 1 206
52 – Football Asst. Coach 123 4,207 4,408 4,625 5 615
53 – Basketball Head Coach 183 6,259 6,559 6,881 1 183
(Boys)
54 – Basketball Asst. Coach 110 3,762 3,942 4,136 1 110
(Boys)
55 – Basketball Asst. Coach 110 3,762 3,942 4,136 1 110
(Grade 9, Boys)
56 – Basketball Asst. Coach 41 1,402 1,469 1,542 1 41
(Grade 7/8, Boys)
57 – Baseball Head Coach 145 4,959 5,197 5,452 1 145
58 – Baseball Asst. Coach 87 2,975 3,118 3,271 3 261
59 – Track Head Coach 140 4,788 5,018 5,264 1 140
(Boys)
60 – Track Asst. Coach 84 2,873 3,011 3,158 2 168
(Boys)
61 – Cross Country Coach 110 3,762 3,942 4,136 1 110
62 – Cross Country Assistant 32 1,094 1,147 1,203 1 32
(7/8th grade)
63 – Soccer Head Coach 142 4,856 5,089 5,339 1 142
(Boys)
64 – Soccer Asst. Coach 85 2,907 3,046 3,196 2 170
(Boys)
65 – Soccer Head Coach 142 4,856 5,089 5,339 1 142
(Girls)
66 – Soccer Asst. Coach 85 2,907 3,046 3,196 2 170
(Girls)
67 – Swimming Head Coach 162 5,540 5,806 6,091 1 162


2002-2003 2003-2004 2004-2005 NUMBER                   STIPEND STIPEND STIPEND OF TOTAL
ACTIVITY POINTS $ 34.20 $ 35.84 $ 37.60 POSITIONS POINTS
68 – Swimming Asst. Coach 102 3,488 3,656 3,835 1 102
69 - Swim Asst./Diving Coach 102 3,488 3,656 3,835 1 102
70 – Wrestling Head Coach 163 5,575 5,842 6,129 1 163
71 – Wrestling Asst. Coach 103 3,523 3,692 3,873 2 206
72 – Wrestling Asst. Coach 41 1,607 1,684 1,767 1 41
(7/8th Grade)
73 – Tennis Head Coach 123 4,207 4,408 4,625 1 123
(Boys)
74 – Tennis Asst. Coach 74 2,531 2,652 2,782 1 74
(Boys)
75 – Tennis Head Coach 123 4,207 4,408 4,625 1 123
(Girls)
76 – Tennis Asst. Coach 74 2,531 2,652 2,782 1 74
(Girls)
77 – Golf Coach 103 3,523 3,692 3,873 1 103
78 – Cheerleader Coach, HS 103 3,523 3,692 3,873 1 103
(Winter)
79 – Cheerleader Coach, HS 103 3,523 3,692 3,873 1 103
(Fall)
80 - Cheerleader Coach, JV 43 1,471 1,541 1,617 1 43
(Fall)
81 - Cheerleader Coach, JV 43 1,471 1,541 1,617 1 43
(Winter)
82 – Cheerleader Coach, MS 43 1,471 1,541 1,617 1 43
(Fall)
83 – Cheerleader Coach, MS 43 1,471 1,541 1,617 1 43
(Winter)
84 – Field Hockey 142 4,856 5,089 5,339 1 142
Head Coach
85 – Field Hockey 85 2,907 3,046 3,196 1 85
Asst. Coach
86 – Field Hockey Asst. 85 2,907 3,046 3,196 1 85
(9th Grade)
87 – Field Hockey Coach 41 1,402 1,469 1,542 2 82
(Grades 7/8)

2002-2003 2003-2004 2004-2005 NUMBER                   STIPEND STIPEND STIPEND OF TOTAL
ACTIVITY POINTS $ 34.20 $ 35.84 $ 37.60 POSITIONS POINTS
88 – Basketball Head Coach 183 6,259 6,559 6,881 1 183
(Girls)
89 – Basketball Asst. Coach 110 3,762 3,942 4,136 1 110
(Girls)
90 – Basketball Asst. Coach 110 3,762 3,942 4,136 1 110
(Grade 9, Girls)
91 – Basketball Asst. Coach 41 1,402 1,469 1,542 1 41
(Grade 7/8, Girls)
92 – Softball Head Coach 145 4.959 5,197 5,452 1 145
93 – Softball Asst. Coach 87 2,975 3,118 3,271 3 261
94 – Track Head Coach 140 4,788 5,018 5,264 1 140
(Girls)
95 – Track Asst. Coach 84 2,873 3,011 3,158 2 168
(Girls)
96 – Indoor Track 92 3,146 3,297 3,459 1 92
Head Coach
97 – Indoor Track 55 1,881 1,971 2,068 1 55
Asst. Coach
98 – Weight Room Director 124 4,241 4,444 4,662 1 124
===========================================================================


Mileage Reimbursement Rate: 2002-2003 $ .28 per mile
2003-2004 $ .29 per mile
2004-2005 $ .30 per mile

Home Instruction/Summer School Hourly Rate: 2002-2003 $ 29.76
2003-2004 $ 31.19
2004-2005 $ 32.72

12 Month 10 Month

37,564 (AS) 30,470 (1)

39,320 (1) (AS) 31,933 (1)

41,199 (1) (AS) 33,499 (1)

1 $ 17,500 1 $ 18,000 1 $ 18,500

2 18,000 2 18,500 2 19,000

3 18,635 3 19,000 3 19,500

4 19,000 4 19,530 4 20,000

5 19,500 5 20,000 5 20,487

6 20,000 6 20,500 6 21,000

7 20,500 7 21,000 7 21,500

8 21,000 8 21,500 8 22,000

9 21,500 9 22,000 9 22,500

10 22,000 10 22,500 10 23,000

$ 22,894 $ 23,993 $ 25,169

1 $13.16 1 $ 13.79 1 $ 14.47

$ 25,327 $ 26,543 $ 27,844