3. Informal Attempt to Resolve

a. Any grievant may be represented at all stages of the grievance procedure by himself/herself, or at his/her option, by a representative(s) of his/her choice.

b. The Association shall have the right to be present and present its position in writing at all hearing sessions held concerning the grievance, and shall receive a copy of all decisions rendered.

c. The Board and the Association shall assure the individual freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his/her appeal with respect to his/her personal grievances.

9. Separate Grievance File

2. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.

3. Time lost by any grievant due to the arbitration proceedings shall be charged to personal time or shall be without pay unless the grievant prevails in such proceedings.

1. The termination of or nonrenewal of the contract of a non-tenured administrator.

2. In matters where a method of review is prescribed by law, or by any rule or regulation of the State Commissioner of Education or the State Board of Education.

3. In matters where the Board is without authority to act.

4. In matters where the discretion of the Board may not be unlimited but where, after the exercise of such discretion, a further review of the Board's action is available to administrators under provisions of State Law.

B. Released Time for Meetings

Whenever any member of the Association is mutually scheduled by the parties to participate during working hours in negotiations, he shall suffer no loss in pay and/or benefits.

C. Use of School Buildings

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

D. Use of School Equipment

The Association shall have the right to use school facilities and equipment, including typewriters, mimeographing machines, other duplicating equipment, calculating machines, and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials, supplies, and equipment repair incident to such use.

E. Exclusive Rights

The rights and privileges of the Association and its members as set forth in this Agreement shall be granted only to the Association as exclusive representative of the administrators, as defined in the unit, and to no other organization.

1. All administrators shall be allowed twelve (12) days’ absence as of July 1 in any school year for personal illness, without deduction of pay, with the exception of ten (10) month employees, who shall be allowed ten (10) days. For employees in their first year who join the District on other than a July 1^st, one day of sick leave shall be credited upon hire for each full calendar month left in the year. “Year” is defined as July 1 through June 30. The number of unused days in any year shall accumulate from year to year, as long as the employment is continuous.

2. When an administrator retires from the Cherry Hill School District pursuant to the provisions of the State Pension Annuity Fund, such administrator shall be paid $60.00 per day for each day of accumulated unused sick leave days that have accumulated as a result of employment in the Cherry Hill School District. In the event of the death of an administrator while under contract on sabbatical leave or on leave of absence, the money for the accumulated unused sick leave will be given to his or her estate.

1. In the event of a death in the immediate family, an allowance of up to five (5) days' leave shall be granted. “Immediate family” shall be husband, wife, child, stepchild, father, mother, brother, sister, father-in-law, mother-in-law, or any member of the administrator’s immediate household.

2. An allowance of one (1) day shall be granted to attend the funeral of other relatives of the administrator. This leave may be extended by the use of personal leave provided for in Section B-3.

3. Absence of three (3) days per year may be granted to an administrator for personal business which cannot be performed other than during employment hours. A maximum of two (2) unused personal days per school year shall accumulate for the purpose of sick leave from year to year, and the third personal day shall be non-accumulative; provided, however, that the two accumulative days shall be utilized first in any school year, and administrators may not use the third personal leave day in any school year until the two accumulative days have been exhausted.

4. In case of required jury duty, an administrator shall be allowed time off for jury service. He shall be paid the difference between his regular pay and jury pay.

5. In the event of required appearance in a court of law involving no moral turpitude on the part of the administrator.

6. Administrators may make application to the Board for leave to attend professional conventions, conferences and meeting. The Board may, in its discretion, approve such applications which may include reimbursable expenses.

7. On religious holidays when schools are closed, administrators are entitled to take the religious holiday without being charged a personal day or vacation day.

1. The parties recognize that the impact of the statutory prescription against discrimination based on sex remains to be developed judicially. This section, accordingly, is entered subject to the possibility that a judicial construction may require other terms.

2. Until, however, there is a contrary declaration made by a court or tribunal of competent jurisdiction, the provision here specified shall remain in effect.

3. Pregnancy alone shall not be grounds for suspension or termination of service.

4. However, pregnancy shall be a valid ground for such suspension or termination if any one of the additional conditions specified also exists:

b. The failure of the woman involved to produce a certification from her obstetrician that she is medically able to continue to work;

c. The agreement of the Board’s physician and the administrator’s physician that she cannot continue to work without detriment to her own health or the health of the prospective child;

d. Disagreement between the Board’s physician and the administrator’s obstetrician on such ability or inability and reference of the question to an obstetrician engaged at the joint expense of the administrator and Board for final and binding resolution.

5. By reason of her pregnancy, an administrator shall be granted, at her request, without pay, a leave of absence. Application may be made at any time prior to the expected date of birth and continue to a reasonable requested date after the birth. Following the grant of such a leave to any administrator, the date of return of that administrator shall be further extended in the discretion of the Board of Education for an additional reasonable period of time at the administrator's request for reasons associated with the pregnancy or birth or for other proper cause. However, the Board of Education need not grant or extend the leave of absence of any non-tenured administrator beyond the end of the contract school year in which that leave is obtained. No tenured or non-tenured administrator shall be barred from returning to work after the birth of her child solely on the ground that there has not been a time lapse between that birth and her desired date of return or that a new school year has not begun, except as provided above. This shall not be construed to require the Board to grant tenure to any non-tenured administrator who would not have been granted tenure in the absence of this provision or to offer a contract for a new school year to any non-tenured administrator who would not have otherwise been offered such a contract.

The parties agree to freeze sabbaticals and to suspend the application of this Article 9 for the period of this Agreement and for any succeeding period during which the professional development plan (“PDP”) described in Article 12, B is in effect, it being understood that the provisions of Article 9 and Article 12, B. are mutually exclusive and will not at any time coexist. In the event there is no continuation of the PDP at the conclusion of the term of this Agreement, then the provisions of Article 9 shall become effective immediately at such time.

1. All twelve month administrators are entitled to twenty (20) vacation days per contract year, to accrue during the year, to be taken during the subsequent contract year and to be non-cumulative. In the case of an employee who join the District on other than a July 1^st, two (2) vacation days employment for each full calendar month left in the year shall be credited on the July 1^st following commencement of employment up to a maximum of 20 days. “Year” is defined as July 1 through June 30.” Scheduling must be approved by the immediate supervisor. All vacations shall be credited on July 1^st.

2. In the event an unanticipated workload prevents an administrator from taking his duly accrued vacation days within the requirements set forth in this agreement, he may petition the Superintendent for permission to carry over a maximum of five (5) vacation days into the subsequent school year or petition to be reimbursed for a maximum of five (5) vacation days at the rate of 1/250th per day. Carry-over days, if granted, shall be in addition to the usual vacation time accrued in accordance with Subsection B.1 of this Article, and shall be utilized no later than July 31st of the year in which they are carried over.

1. An administrator who is entitled to vacation days and who dies while on sabbatical leave, on leave of absence or before his contract period is completed shall have payment for his prorated vacation days given to his estate.

2. An administrator who is entitled to vacation days and who resigns or retires during the contract year shall receive severance pay equal to his prorated vacation days.

1. All administrative professional development shall be directly related to the District Goals and Job Accountabilities established pursuant to the performance compensation plan (“PCP”) established in Article 13. Attendance at or participation in activities such as courses, conferences, workshops, seminars and similar functions shall be conditioned upon the administrator submitting to his or her supervisor written request to attend the function and obtaining the supervisor’s approval. The written request shall be made on the appropriate District form, shall be submitted prior to attendance at the event or activity, and shall demonstrate how and why such attendance or participation will advance District Goals and relevant Job Accountabilities. Approval of any such request shall be made in the sole discretion of the administrator’s supervisor. When in the supervisor’s judgment an administrator’s performance indicates a need for attendance at courses, conferences, workshops, seminars or similar events, the supervisor may require the administrator to attend or participate in such functions.

2. All unit members, irrespective of their tier performance rating established pursuant to the PCP, shall be eligible for reimbursement of up to $1,500 per school year for attendance at activities or events intended to improve their professional development and their performance as administrators in the District, such as courses, conferences, workshops, seminars and similar functions, or for attendance at or participation in such functions as may be directed by the administrator’s supervisor. In the sole discretion of the unit member’s supervisor, the $1,500 annual reimbursement may instead be applied towards the purchase of a notebook computer for the unit member. The following will apply to any such purchase:

a. Only one such purchase per unit member may be made during the term of this Agreement;

b. The order will be placed by the District through its purchasing department. A unit member may contribute to the purchase price of a notebook computer costing in excess of $1,500 by tendering payment to the District for the excess amount prior to the order being placed;

c. The computer purchase shall be subject to such other procedural purchasing rules as may be promulgated by the District’s Assistant Superintendent-Business.

3. Administrators rated Proficient or Satisfactory pursuant to the evaluation procedures described in Article 13, may be granted additional reimbursement in such amounts and for such purposes as the Superintendent in his sole non-reviewable discretion may determine, for items directly related to the administrator’s professional duties, such as, by way of description only, enrollment in an additional academic course.

4. Sunset provision: Unless otherwise agreed to by the parties, the provisions of this Article 12, B. shall expire at the conclusion of the term of this Agreement. It is understood that should the parties agree to continue the compensation plan referenced in Article 13, A. 4. beyond the expiration of the current Agreement’s term, then the provisions of Article 12, B. shall also be continued for the same duration.

1. Minimum salary
An administrator’s salary in any year of this Agreement shall be at least the minimum salary specified above for his/her title.
2. Maximum salary
An administrator’s salary in any year of this Agreement shall be not exceed the maximum salary specified above for his/her title. However, the parties agree that, for the term of the 2006-2009 Agreement, those unit members whose agreed-upon salaries (see 3. below) exceed the maximum for a year shall be “grandfathered” for that year and they shall not be subject to the maximum.

2006-2007: $4,576
2007-2008: $4,759
2008-2009: $4,949

Increases are retroactive to July 1, 2006.

Unit members who did not appear on the agreed-upon scattergram for the 2006-2009 negotiations shall receive the above negotiated amounts in the year following their initial date of hire. In order to do so, the new unit member must have qualified forfor an increment according to practice.

1. The Board agrees to deduct from the salaries of its administrators, dues for any one or combination of associations as said administrators individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233, New Jersey Public Laws of 1969, (N.J.S.A. 52:14-159e) and under rules established by the State Department of Education. The person designated shall distribute such monies to the appropriate association or associations.

2. Each of the associations shall certify to the Board in writing the current rate of its membership dues. Any association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.

1. Excluding orthodontia, the maximum benefit level per year per patient will be $3,000.

F. Unit members will be permitted to participate voluntarily in the Section 125 FSA Plan established within the district.

G. Since all medical plans are limited in duration, the parties hereto shall participate jointly in selecting any replacement health benefit carriers, with replacement coverage to be substantially equivalent to that currently provided unless otherwise agreed.

H. Effective on July 1, 2003, there is an Employee Assistance Plan for all employees. The maximum Board contribution to such a plan shall be $35.00 per eligible employee.

I. Effective July 1, 2003, there shall be an employee contribution to the insurance premiums under A., B., C. and D. above. Effective July 1, 2005, this employee premium share shall be 6.0%. The employee premium share shall remain at 6% unless and until the parties reach a different agreement on the topic. Employee premium share shall be made by way of regular payroll deduction throughout the year.

1. Administrator must submit official purchase requisition form to appropriate central office supervisor for written approval and verification that funding is available.

2. Said purchase requisition must clearly reflect the manufacturer and model number as well as any special features required. In addition, the total cost must be shown. Any amount above $1,500 must be reflected as employee contribution.

3. A check for the employee’s contribution, if any, must be attached to the purchase requisition.

4. Laptop orders will be processed two times per year (July and January) in order to achieve economics of scale and pricing. It is advisable to contact the supervisor of purchasing in advance for the latest pricing information.

5. If issued a laptop prior to 6/30/01 and purchased with School District funds other than the $1500 stipend, said laptop must be returned to the District.

6. For tax reporting, the District will reflect on the employee’s year-end W-2 statement an amount of Board of Education contribution up to $1,500 as imputed income upon which tax must be paid.

Note: If the CHASA member wishes to research and purchase the laptop on their own and then seek reimbursement, the following must be observed:

• Must obtain in advance supervisor’s written permission to purchase a laptop

• Must provide proof of receipt of laptop and subsequent payment for same (i.e., cancelled check, credit card statement, etc.)

• Must submit request for reimbursement via form BA-23, Employee Expense Voucher (see attached) with proofs listed above. All requests for reimbursement must be approved by the Board of Education at their monthly public meeting. Please plan ahead.

If the CHASA members choose to purchase on their own, they may do so at any time throughout the year providing all approvals are obtained in advance.