COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
BOARD OF EDUCATION
AND THE
FREEHOLD REGIONAL HIGH SCHOOL EDUCATION
ASSOCIATION
July 1, 2005 through June 30, 2008
TABLE OF CONTENTS
ARTICLE
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
XV
XVI
XVII
XVIII
ARTICLE
XIX
XX
XXI
XXII
XXIII
XXIV
XXV
XXVI
XXVII
XXVIII
Schedule A-1
Schedule A-2
Schedule A-3
Schedule A-4
Schedule A-5
Schedule A-6
Schedule A-7
Schedule A-8
Schedule A-9
Schedule A-10
Schedule A-11
ARTICLE
Schedule A-12
Schedule A-13
Schedule A-14
Schedule A-15
Schedule A-16
Schedule A-17
Schedule A-18
Schedule A-19
Schedule A-20
Schedule A-21
Schedule A-22
Schedule A-23
| TITLE
PREAMBLE
RECOGNITION
NEGOTIATION PROCEDURES
GRIEVANCE PROCEDURE
A. Definition
B. Procedures
C. Rights of the Grievant
D. Costs
EMPLOYEE RIGHTS
ASSOCIATION RIGHTS, PRIVILEGES AND RESPONSIBILITIES
MANAGEMENT RIGHTS
CALENDAR
TEACHER SCHEDULE AND DUTIES
CLASS SIZE
MILEAGE REIMBURSEMENT
STAFF EMPLOYMENT
SALARIES AND TUITION REIMBURSEMENT
EMPLOYEE ASSIGNMENT
VOLUNTARY TRANSFERS
INVOLUNTARY TRANSFERS
VACANCIES, PROMOTIONS AND NEW POSITIONS
EMPLOYEE EVALUATION
FAIR DISMISSAL PROCEDURES
i TITLE
SICK LEAVE
TEMPORARY LEAVE OF ABSENCE
EXTENDED LEAVE OF ABSENCE
PROTECTION OF EMPLOYEES AND
STUDENT DISCIPLINE
INSURANCE PROTECTION
PROFESSIONAL RELATIONS COMMITTEE
CONTINUITY OF OPERATION
REPRESENTATION FEE
MISCELLANEOUS PROVISIONS
DURATION OF AGREEMENT
TEACHERS' SALARY GUIDE, 2005-2006
TEACHERS’ SALARY GUIDE, 2006-2007
TEACHERS’ SALARY GUIDE, 2007-2008
ATTENDANCE OFFICERS AND SECURITY
PERSONNEL GUIDE, 2005-2006
ATTENDANCE OFFICERS AND SECURITY
PERSONNEL GUIDE, 2006-2007
ATTENDANCE OFFICERS AND SECURITY
PERSONNEL GUIDE, 2007-2008
SECRETARIAL SALARY GUIDE
12 MONTHS, 2005-2006
SECRETARIAL SALARY GUIDE
12 MONTHS, 2006-2007
SECRETARIAL SALARY GUIDE
12 MONTHS, 2007-2008
SECRETARIAL SALARY GUIDE
10 MONTHS, 2005-2006
SECRETARIAL SALARY GUIDE
10 MONTHS, 2006-2007 ii TITLE
SECRETARIAL SALARY GUIDE
10 MONTHS, 2007-2008
TEACHER AIDES 2005-2008
TRANSPORTATION AIDES 2005-2008
CO-CURRICULAR HONORARIA
SALARY GUIDE, 2005-2006
CO-CURRICULAR HONORARIA
SALARY GUIDE, 2006-2007
CO-CURRICULAR HONORARIA
SALARY GUIDE, 2007-2008
INTERSCHOLASTIC ATHLETIC
HONORARIA SALARY GUIDE, 2005-2006
INTERSCHOLASTIC ATHLETIC
HONORARIA SALARY GUIDE, 2006-2007
INTERSCHOLASTIC ATHLETIC
HONORARIA SALARY GUIDE, 2007-2008
LONG-TERM SUBSTITUTE TEACHER SALARY
EXTRA-INSTRUCTIONAL STIPENDS 2005-2008
INTERPRETERS
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PREAMBLE
This Agreement is entered into this 1st day of July, 2005 by the Board of Education of the Freehold Regional High School District, Monmouth County, New Jersey, hereinafter called the "Board", and the Freehold Regional High School Education Association, hereinafter called the "Association".
Except as this Agreement otherwise specifically modifies the contract currently in existence between the parties, such contract and all provisions shall continue in full force and effect.
Both parties acknowledge the Board of Education's obligation under State and Federal law that "all persons, regardless of race, color, age, creed, religion, sex or national origin shall be provided equal access to all categories of employment in the Freehold Regional High School District."
ARTICLE I
RECOGNITION
The Freehold Regional High School Education Association is recognized by the Board of Education as the exclusive representative for collective negotiations concerning terms and conditions of employment and collective agreements and any questions arising thereunder.
This Association is deemed to be the exclusive representative of employees of the Freehold Regional Board of Education hereinafter designated collectively as "employees" specifically including the following positions:
Aides – Teacher and Transportation
Athletic Trainers
Attendance Officers
Guidance Counselors
Interpreters
Media Specialists (including one (1) 11 month position)
Nurses
Secretaries
(but excluding the Secretary to the Superintendent of Schools, Secretary to the Assistant Superintendent for Business Administration/Board Secretary, Secretary to the Assistant Superintendents, Insurance Analyst, Payroll Operation Secretary, Information Technology Staff and those employees designated as supervisory personnel);
Security Officers
Special Services Personnel
Student Assistant Counselors
(Excluding Substance Awareness Coordinator)
Teachers (Part-time and Long-term Substitute Teachers)
A supervisory employee is defined as any employee who may have the power to hire, evaluate, discharge, discipline, or effectively recommend the same.
The exclusion or inclusion in the negotiations unit of any new position which may be created hereinafter, failing agreement of the parties, shall be determined through petition to the Public Employment Relations Commission.
1
ARTICLE II
NEGOTIATION PROCEDURES
A. In accordance with provisions of Chapter 303, Public Laws of 1968 as amended by Chapter 123, Public Laws of 1974, the parties agree to commence collective negotiations on a successor agreement according to a timetable established under the rules and regulations of the Public Employment Relations Commission. Any agreements so negotiated shall apply to all personnel units described in Article I and shall be reduced in writing and signed by the Board and the Association. Requests from the Association will be made through the Superintendent or his/her designee. Requests from the Superintendent or the Board or their representatives will be made to the President of the Association or his/her designee.
B. If the parties are unable to reach an agreement on a successor contract, the request for a mediator shall be made in accordance with the rules and regulations of the Public Employment Relations Commission. If the mediator is not successful in assisting the parties in reaching an agreement, the selection of a Fact-finder shall be in accordance with the rules and regulations of the Public Employment Relations Commission.
C. This agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.ARTICLE III
GRIEVANCE PROCEDURE A. Definition
"Grievance" shall mean a complaint by an employee or group of employees of the Freehold Regional High School District that there has been a personal loss, injury, or inconvenience because of an interpretation, application, or violation of policies, agreements, and administrative decisions affecting him/her or them. Grievances to be presented to impartial arbitration shall be limited to the application or interpretation of this written agreement. A grievance to be considered under this procedure must be initiated by the employees within thirty (30) calendar days from the time when the employees knew or should have known of its occurrence. A grievant is hereby specifically defined to mean either an employee covered by this bargaining agreement or the Association.2 B. Procedures
1. (a) 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 acceptance of the decision rendered at that step.
(b) It is understood that employees shall continue to observe all assignments and applicable rules and regulations of the Board until such grievance has been fully determined.
(c) At all stages of this procedure, copies of responses will be forwarded simultaneously to the Association.
2. Any employee or group and its representative who has a grievance shall discuss it first with his/her principal (or immediate supervisor or department head, if applicable) in an attempt to resolve the matter informally at that level. If the subject matter of the grievance involves an act of a Central Administrator, then such grievance shall commence with that Central Administrator and thence to the Superintendent of Schools and/or the Assistant Superintendent of Human Resources and not the Building Principal.
3. If the grievance is not settled satisfactorily in five (5) school days, it shall be reduced to writing specifying:
a. nature of the grievance
b. nature and extent of injury, loss or inconvenience
c. result of previous discussions, and
d. dissatisfaction with decisions previously rendered
The written grievance shall be discussed by the Association Building Representative and the Principal. The Principal shall communicate his/her decision to the employee in writing within five (5) school days of receipt of the written grievance.
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4. (a) The employee, no later than five (5) school days after receipt of the Principal's decision, may appeal the Principal's decision to the Superintendent or the Assistant Superintendent of Human Resources, as the Superintendent's designee, in writing by reciting the matter submitted to the principal as specified above and the dissatisfaction with the decisions previously rendered. The Superintendent or the Assistant Superintendent of Human Resources, as the Superintendent's designee, and the Association President shall attempt to resolve the matter as quickly as possible but within the period not to exceed ten (10) school days. The Superintendent or the Assistant Superintendent of Human Resources shall communicate his/her decision in writing to the employee, Association, and the Principal.
(b) If the grievance is not resolved to the grievant's or Association's satisfaction, the grievant or the Association, no later than five (5) school days after receipt of the decision of the Superintendent or Assistant Superintendent of Human Resources, may request a review by the Board of Education. The Board of Education in its sole and absolute discretion may request that the grievance be jointly considered by the Association's Grievance Committee and the Board or such subcommittees as either shall designate. The Board may, at its option, hold a hearing with the employee or employees and the Association and shall answer such grievance in writing no later than five (5) school days following the Board of Education's next Regular Meeting after receipt of such grievance at its previous Regular Meeting; if the Board elects not to review the grievance under this provision, it shall notify the Association in writing not later than one (1) day after the decision has been made and the Association shall be permitted to immediately proceed, if it so desires, to arbitration.
5. Grievances which involve the application or interpretation of this Agreement and which have not been settled to the satisfaction of the initiating party, either the Board of Education or the Association, shall be submitted to binding arbitration. Such grievances shall be submitted to arbitration within five (5) days after completion of the Board step. The parties agree to adhere to the rules and regulations of the New Jersey Public Employment Relation Commission in the selection and designation of an arbitrator. The arbitrator shall set a hearing at the earliest date possible between the parties and shall have thirty (30) days from the completion of the hearing to render a final and binding award.4 6. The arbitrator shall limit himself/herself to the issues submitted to him/her and shall consider nothing else. He/she can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the Board of Education. Only the Board and the aggrieved and his/her representatives shall be given copies of the arbitrator's report of findings and recommendations.
7. It is understood that the Association and the Board may settle or compromise any grievance reduced to writing at any step so long as such settlement does not discriminate against the employees involved nor deprive them of any right available to other members of the unit.
C. Rights of the Grievant
The Board of Education and the Association shall assure the grievant freedom from restraint, interference, coercion, discrimination and reprisal in presenting his/her appeal with respect to his/her personal grievances.
D. Costs
1. Each party will bear the total cost incurred by itself.
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.
ARTICLE IV
EMPLOYEE RIGHTS
A. Nothing contained herein shall be construed to deny or restrict to any employee or to
the Board such rights as they may have under New Jersey school laws or other applicable laws
and regulations. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
B. No employee shall be disciplined, reprimanded, reduced in rank or annual basic contractual salary or deprived of any advantage set forth in the Board policy or by established prior practice without just cause. Any such action exerted by the Board or any agent or representative thereof shall not be made public before final action by the Board and shall be subject to the grievance procedure herein set forth.
5 C. Whenever any employee is required to appear before the Superintendent on formal charges concerning any matter which could adversely affect the continuation of that employee in his/her office, position, or employment or the salary or any increment pertaining thereto, he/she shall be given prior written notice with the reason for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. Any suspension of any employee pending charges shall be with pay prior to a formal Board hearing.
D. No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates.
E. Except as this Agreement shall otherwise provide, all terms and conditions of employment applicable, on the effective date of this Agreement, to the employees covered by this Agreement established by the rules, regulations and/or policy of the Board in force on said date shall continue to be so applicable during the term of this Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any employee benefit existing prior to its effective date.
F. 1. Each teacher shall be encouraged to utilize the results of tests and other evaluative criteria to improve the effectiveness of his/her instruction.
2. Each teacher shall be encouraged to use the counseling and special services of the district to improve his/her instructional efforts.ARTICLE V
ASSOCIATION RIGHTS, PRIVILEGES AND RESPONSIBILITIES A. The Association recognizes that the basic employer-employee relationship which exists between itself and the Board is not an absolute one but, rather, is a relationship affected by responsibilities and obligations which both parties, in separate and mutual ways, owe to citizens, parents and student.
B. Whenever any representative of the Association or any employee is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, he/she shall suffer no loss in pay.6
C. 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. In the event that allegations are brought against the Association for involving students in matters relating to this contract, which interfere with normal school operations, the matter may be brought before an impartial arbitrator who may impose a fine of up to $1,000, if on the basis of the evidence, he/she sustains the charge. The losing party shall pay the full cost of the arbitrator's fees in said case.
D. Subject to Board of Education policy and the approval of the Building Principal, the Association may use appropriate rooms for meetings, in a school building after school hours and until 5:00 p.m. Rooms may be used for evening meetings after prior approval of the Building Principal.
E. The Association may use no school equipment unless approval of the Principal is first obtained. The Association will bear the full cost of equipment repairs associated with its use of school equipment.
F. The Association will use no Board of Education supplies or materials without prior approval of the Building Principal. The Association will pay the reasonable cost of all such supplies and materials used.
G. The Association shall have, in each school building, the exclusive use of a bulletin board in the area of the Association's choice.
H. The Association may use the school mailboxes for distribution of Association related materials, provided such use does not impede normal Board of Education procedures. Copies of materials to be distributed by the Association shall be given to building administrative personnel.
I. The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted to the Association as the exclusive representative of the employees designated in Article I.
J. The Board agrees to furnish to the Association in response to reasonable requests from time to time available public information concerning annual financial reports and audits, agenda and minutes of all public Board meetings at the same time available to the public, and names and addresses of all employees.
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K. The Board agrees to make available to the Association ten (10) minutes at the new teacher orientation meeting in the fall.
L. The Board agrees to provide to all new employees a current contract and comprehensive medical benefit package which will be distributed at the new staff orientation or at the signing of their agreement.
M. The Board agrees to assign to the Association President a program of one less teaching period than normally required for a total of three (3) free periods (including one for preparation) daily. The Association President shall have no homeroom assignment.
The grievance chairperson shall have on three (3) days a week, one (1) non-teaching period per day for Association business.
N. A telephone shall be available in each building for personnel covered by this bargaining agreement. This telephone may well be a telephone in central administration of a given building and not necessarily for the exclusive use of personnel in this bargaining unit. The Superintendent shall issue all necessary directives in connection with the use of such telephone including, but not limited to, the locations that might be called as well as the specific methods by which teachers would pay for long distance calls.
ARTICLE VI
MANAGEMENT RIGHTS
The Board reserves to itself sole jurisdiction and right, in compliance with the laws of the State of New Jersey and the rulings of the State Commissioner of Education, including:
a. to direct employees of the school district;
b. to hire, promote, transfer, assign and retain employees for just cause;
c. to relieve employees from duty because of lack of work or other legitimate reasons;
d. to efficiently direct school and district operations;
e. to direct the methods, means, and personnel by which such operations are to be
conducted; and
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f. to take whatever actions may be necessary to accomplish the mission of the school
district. This section shall not be read to repeal or modify any provision of this contract or Title 18A or the laws of the State of New Jersey.
ARTICLE VII
CALENDAR A. The in-school work year of teachers employed on a ten (10) month basis (other than new personnel who may be required to attend an additional two (2) days of orientation) shall not exceed one hundred eighty-seven (187) days, and the in-school work year of teachers employed on an eleven (11) month basis shall not exceed two hundred six (206) days, and the in-school work year of teachers employed on a twelve (12) month basis shall not exceed two hundred twenty-five (225) days. The in-school work year shall include days when pupils are in attendance, orientation days, or any other days on which teacher attendance is required.
B. The school calendar is to be drawn by the Superintendent in consultation with the Association and not with the employees involved. The school calendar for the next school year shall be approved by the Board of Education no later than the Regular April Meeting of the Board in the previous year.
C. The twelve (12) month secretarial staff shall be entitled to the Winter recess in accordance with such recesses as received by the teaching staff and shall work during the Spring recess. Secretarial staff may apply for vacation days during the spring recess and this must be worked out on a rotating basis in each building with the Building Principal/s and/or Central Administrator’s approval. Initial placement in the rotation shall be according to district seniority. These days shall not be unreasonably denied and when granted shall not be in lieu of section F. (3) days “when school is in session.”
D. Secretarial staff will have two (2) days off for NJEA convention in accordance with such dates as received by the teaching staff with no documentation of attendance.
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E. Secretarial staff will work a half hour less per day during summer at no salary reduction.
F. The secretarial staff will receive vacation benefits as follows:
(1) two (2) weeks vacation after one year;
(2) three (3) weeks after seven years;
(3) four (4) weeks after fifteen years.
(Secretaries who have completed fifteen (15) years of service may use up to 1 week (5 days)
of vacation time when school is in session. Scheduling is subject to the Principal's approval).
G. The personnel employed on a ten (10) month basis shall work the teacher calendar plus ten (10) working days in lieu of other holidays and vacation.
ARTICLE VIII
TEACHER SCHEDULE AND DUTIES A. (1) Teachers shall indicate their presence for duty by writing their initials in the appropriate column of the faculty "sign-in" roster. The same procedure shall be followed when leaving the building at the close of the school day.
(2) Teachers shall be required to report for duty at least fifteen (15) minutes before the opening of the pupils' school day and be permitted to leave fifteen (15) minutes after the close of the pupils' school day, except as designated under Section D of this Article. The total in-school work day shall be six hours and thirty minutes, but shall not exceed seven hours without additional compensation at the teacher's pro rata annual salary commencing after the seventh hour, except as is otherwise provided in this Article. The total in-school work day shall not include the two fifteen minute periods specified in the first section of this paragraph.
(3) In addition to the above schedule and requirements, teachers and other professional personnel may be required to attend parent consultation schedules at reasonable hours, one back-to-school night, and outside the school day help for students.
(4) Three (3) parent-teacher conferences may be held during the course of the school year for the
purpose of discussing individual pupil progress. The dates and structure of said conferences shall be
10 established prior to the beginning of each school year by the Superintendent in consultation with the Association. On days when parent-teacher conferences and back to school night are held, half-day sessions shall be scheduled for both students and teaching staff.
(5) Teachers may meet with students before or after school for extra help.
(6) The Superintendent of Schools shall have the authority to assign media specialists to staggered work schedules in order to keep libraries open after the close of the school day. The staggered schedule shall not result in a work day ending more than one hour later than that for the work day on any scheduled school day for regular classroom teachers and shall not result in any increase in the overall length of work day for media specialists. The staggered work day shall not exceed three times per week.
B. (1) The normal daily teaching load shall be five (5) teaching periods and one (1) duty period. Teachers assigned to less than five (5) teaching periods may be assigned an additional duty period in place of the assigned teaching period. The assigned duty in lieu of the fifth teaching period shall be selected by the teacher from those available.
(2) Teachers shall not be required to teach more than two (2) separate academic areas at any one time, nor be required to undertake more than three (3) different preparations - - unless enrollment dictates otherwise.
(3) The Board agrees that a stipend of $520 (05-06), $540 (06-07), $561 (07-08) shall be paid annually per teacher to supervise students in the cafeteria. Designation of cafeteria assistants shall be on a voluntary basis. In the absence of sufficient volunteers, the administration may assign teachers to duty. The duration of the supervision shall be one student lunch period.
C. (1) Teachers shall have a daily duty-free lunch period of at least the same length as the
students.
(2) A teacher shall be permitted to leave the building during his/her assigned lunch period and/or his/her preparation period upon notification to the Principal or his/her designee. The fifteen minute time span prior to and following the instructional day shall not be considered part of the preparation period.
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D. (1) Building based teachers may be required to remain after the end of the regular work day, for the purpose of attending faculty or other professional meetings two (2) days each month. Building faculty and building departmental meetings shall begin no later than fifteen (15) minutes after the student dismissal time. Any teachers who wish may be excused sixty (60) minutes after the start of said meeting if the meeting is still in progress. Other professional personnel employed by the Board of Education may also be required to attend meetings. All first year professional employees may be required to attend meetings. All first year professional employees may be required to attend up to six (6) orientation meetings in addition to the two (2) pre-school orientation days as provided in Article VII. First year professional employees will accept delays of not more than 45 minutes for not more than two orientation periods. In addition to the provisions concerning schedules and professional responsibilities, professional employees of the Board shall also be required to perform those duties as necessary in connection with evaluations of the school district (i.e., Middle States and New Jersey State evaluations) without additional compensation.
(2) An Association representative may speak to the teachers at a school's monthly faculty meeting for at least ten (10) minutes on the request of the representative to the Building Principal. The Association's time shall be granted within seventy (70) minutes of the start of the meeting.
(3) The notice of agenda and tentative agenda for any meetings shall be given to the teachers involved at least three (3) days prior to the meetings, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.
(4) Teachers may be required to attend no more than three (3) district-wide departmental meetings per year. These meetings shall be without compensation for travel.
E. Classroom teachers shall, in addition to their lunch periods, have one (1) full daily preparation period, during which they shall not be assigned to any other duties.
F. (1) Exceptions to the provisions of Sections A, B, C, D, and E above may be made only in cases of emergency. The Association shall be notified in each such instance, in advance, if possible.
12 (2) The term "emergency" as it applies to the assignment of class periods over normal teaching load shall mean those situations in which the Board of Education has been unable to procure the service of a part-time teacher, or in the case where there are four (4) or five (5) overage classes in a department at any school, (a full-time teacher) or a volunteer possessing certification and experienced in teaching the subject. In the event of any such emergency the following procedures shall be observed:
a. The availability of overage assignments shall be posted for a minimum of seven (7) calendar days and no volunteer shall be assigned until the conclusion of the seven day period unless the overage situation develops after the start of the school year when the assignment may be made immediately after posting.
b. All potential overage assignments shall, if known to the Administration, be set forth in tentative class assignments issued to teaching staff members in June.
c. The Association shall be notified of all overage assignments immediately.
d. No teaching staff member shall be involuntarily assigned to an overage assignment which would require the extension of the normal working day as defined in Article VIII, Section A. (2).
e. No more than 7% of the teaching staff shall receive such overage assignment in any school year. (This shall apply to voluntary and involuntary.)
f. Grievances concerning the application of this section shall be submitted directly to the Superintendent of Schools and if not resolved at that level shall be submitted to Binding Arbitration on an expedited basis with the intention of having such disputes resolved prior to the beginning of the school year. Arbitration awards rendered after the start of the school year which invalidate overage assignments shall be implemented at the beginning of the next semester.
g. In the event that any provisions of this section are invalidated as a result of a Scope of Negotiations or other legal proceeding initiated by the Board of Education, the entire section shall immediately be reopened for negotiations and shall become null and void at the expiration of this agreement.
h. Such assignments, whether voluntary or involuntary, shall be in lieu of a duty period and be compensated at the rate of twenty percent (20%) of the daily salary for each additional period assignment.13 G. Regular teachers who are required to substitute during their preparation period in cases where substitute teachers are not available shall be paid the following rate per period:
YEAR RATE
2005-2006 $22.90
2006-2007 $23.80
2007-2008 $24.75
H. Any teacher who is approved by the Board and provides in-district professional development training experiences for colleagues outside the school day for the duration of at least one hour will be compensated for one hour of workshop preparation (once per topic) and every hour of presentation at the current Board specialized committee/workshop rate. It is understood and agreed by both parties that “once per topic” preparation is for an identical workshop presentation.
I. The Superintendent shall specifically review the number and structure of all meetings that teachers are required to attend including, but not limited to, district-wide department meetings, building meetings, and other such professional activities.
J. Teachers who perform detention proctoring shall be compensated at the hourly rate of $27.55 (05-06), $28.65 (06-07), $29.80 (07-08). This amount shall be paid at a pro rata hourly basis if the detention period is less than one hour.
ARTICLE IX
CLASS SIZE A. The number of students to be taught in a particular class is determined in part by the adequacy of the physical facilities and the nature of the course offered. It is realized that class size as specified by the New Jersey State Department of Education represents desirable goals.
B. No more students will be assigned to a lab or vocational/technical class than there are work places in the classroom.
C. By October 15, the Board or the Superintendent will supply the Association with a class size matrix.
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ARTICLE X
MILEAGE REIMBURSEMENT A. Teachers cannot be required to drive students to activities which take place away from the school building. A teacher may do so voluntarily, however, with the advance approval of his/her Principal. He/she shall be compensated at the rate of twenty-four (24) cents per miles for the use of his/her own automobile.
B. Employees required to use their own automobile in the performance of their duties shall be reimbursed for all such travel at the rate of twenty-four (24) cents per mile. Employees who are assigned to more than one (1) school per day shall be reimbursed for all driving done between schools.
C. The Board of Education shall investigate availability of liability insurance coverage for social workers, attendance officers, distributive education coordinators and work study teacher coordinators who, of necessity, must utilize their automobiles in the performance of their duties. If the Board of Education does not obtain such liability insurance, the Board agrees to pay the sum of fifty-five dollars ($55) annually, in lieu of such insurance, to the above named personnel classification who, of necessity, must utilize their automobile in the performance of their duties.
ARTICLE XI
STAFF EMPLOYMENT A. (1) Any contract or engagement between the Board of Education and teacher shall cease and be of no effect against the Board whenever the Board shall ascertain by written notice from the County Superintendent, that the teacher is not in possession of proper teacher’s certification in full force and effect, even if the term or engagement for which the contract was made, may not then have expired.
(2) Each member of the unit shall bear sole responsibility for his/her proper New Jersey State teaching certificates or application forms for said certificate. The Superintendent’s Office will render assistance upon request of the teacher. Employment may be rescinded if proper certificate or forms are not filed by September 30, each school year.15
B. (1) Each teacher shall be placed at his/her proper step of the salary schedule as of the beginning of each school year, except where increments have or may be withheld.
(2) Credit may be given on the teachers’ salary guide for previous public school teaching experience and military service. No more than four (4) years credit will be allowed for military experience. Such credit determined at the time of employment shall be the basis for computing “step on guide” in ensuing years.
C. Sick days, previously accumulated in the Freehold Regional High School District, will be restored to all employees returning from a Board granted leave.
D. Employees shall be notified of their contract or salary status one (1) week following the Board of Education’s Regular April Meeting, but not later than April 30, unless the employee has been employed after the start of the school year. Employees employed after January 1, will be notified of their contract or salary status by June 1.
E. For ten (10) month employees, eligibility for increment shall consist of beginning employment in the Freehold Regional High School District on or before February 1st in the prior school year. Twelve (12) month personnel, must start by January 3rd of the prior year to be eligible for increment.
F. At the discretion of the Superintendent, a member of the unit, prior to the issuance of tenure contract, may be given a physical examination by a district physician.
G. Any returning employee, offered and desiring reemployment of the coming school year, shall notify the Board of such acceptance through the Superintendent or his/her designee, in writing, or by return of Contract or letter of intent, on or before June 1, in which event such employment shall continue as provided for herein. In default of such notice the Board shall not be required to reemploy the staff member for the coming year. However, breach of the time deadline shall not cause forfeiture of tenure rights.
16 ARTICLE XII
SALARIES AND TUITION REIMBURSEMENT A. The salaries of all personnel covered by this Agreement are set forth in Schedule "A" which is attached hereto and made a part hereof. Beginning on the effective date of this Agreement, employees shall become eligible for advancement of salary guide A-1 from the "B.A." to the "B.A.+30" to the "M.A." to the "M.A.+30" to the "Doctoral" training levels if the following conditions are met:
(1) Courses credited for advancement in the training level must be on the graduate level.
(2) Courses within a subject matter field as well as any other graduate level course must be approved by the Superintendent of Schools and reported on appropriate forms. The Superintendent, as discussed under (1) and (2), shall consider whether the applicant has previously received approval for the obtainment of any of the other courses he/she may have achieved credits in and will also consider the nature of any and all credits obtained and the nature of the applicant's undergraduate field of study all in determining whether the approval shall be given to vary the requirements of paragraph (1) and (2) above.
(3) Courses credited must have been earned following the date of award of the B.A. or M.A. degree.
(4) Courses credited toward advancement from the "B.A." to the "B.A.+30" training level shall not be accepted for advancement from the "M.A." to the "M.A.+30" training level.
(5) Courses required for the renewal of a sub-standard certificate or the upgrading of a sub-standard certificate to a standard certificate may not be credited toward advancement in training level.
B. (1) When a pay day falls on or during a school holiday, vacation or weekend, employees shall receive their pay checks on the last previous working day.
(2) Employees shall receive their final checks on the last working day of the month.
17
C. (1) Teachers entitled under the conditions set forth herein to reimbursement of tuition shall receive reimbursement for tuition for a maximum of nine (9) credits per year during the life of this contract, at a rate not to exceed one hundred and fifty dollars ($150) per credit, if the following conditions are met:
(a) A transcript and a receipt of the amount paid must be shown to the Superintendent.
(b) Only teachers who have been employed by the Board for more than one (1) year and who possess a standard New Jersey certificate may participate in the program.
(c) All courses must have been submitted to the Superintendent for approval on the appropriate reporting form no later than one week after enrollment in said course.
(d) In addition to the reimbursement for graduate credits provided for in Section C., above employees may obtain reimbursement subject to advance approval by the Superintendent of Schools, for tuition reimbursement for undergraduate courses and/or reimbursement for the cost of enrolling in workshop programs when the Superintendent in his/her sole discretion, determines that the course or workshop for which reimbursement is sought will benefit the school district. Decisions of the Superintendent as to whether or not reimbursement should be granted for tuition for undergraduate courses or for the cost of enrolling in workshop programs shall not be subject to grievance arbitration.
(e) The condition precedent to reimbursement for all courses covered by this program is an achievement of a grade of “B” or better. All applications for approval and reimbursement pursuant to Section C and Section D, above, shall be made at least twenty (20) days prior to the close of registration for the course or workshop. Notification of approval or disapproval of an application for reimbursement shall be made at least five (5) days prior to the close of registration for the course or workshop. The time limits set forth in this section may be waived by the Superintendent of Schools in case of emergency.
18
(2) The Board agrees to provide reimbursement for courses in secretarial studies programs or related fields of studies. Approval procedures shall coincide with professional staff as outlined on page 18 Article XII, paragraph C1.
(3) An employee who voluntarily terminates employment before submitting a transcript evidencing completion of the course shall not be reimbursed.
ARTICLE XIII
EMPLOYEE ASSIGNMENT All teachers shall be given written notice of their salary schedules, and notice of their tentative class and/or subject, and building assignment not later than June 15.
ARTICLE XIV
VOLUNTARY TRANSFERS A. (1) The superintendent shall post in all school buildings a list of the known vacancies which shall be available for the following school year. The Superintendent shall post such vacancies as soon as practicable so that employees desiring to be considered for reassignment and transfer shall have knowledge of the vacancies which are anticipated for the next school year.
(2) Employees who desire a change in assignment or who desire to transfer to another building may file a written statement of such desire with the Superintendent no later than February 1. Such statement shall include the grade and/or subject to which a teacher desires to be assigned and the school or schools to which he/she desires to be transferred, in order of preference.
B. In the consideration of requests for voluntary reassignment and/or transfer, the wishes of the individual employee shall be honored to the extent that the transfer does not conflict with the instructional requirements and best interests of the school system as determined by the Board of Education or its Superintendent.
19
ARTICLE XV
INVOLUNTARY TRANSFERS A. Notice of tentative building reassignment shall be given to employees as soon as practicable, and except in cases of emergency, not later than May 1.
B. Reassignment shall be made only after a meeting between the employee involved and his/her immediate supervisor(s), at which time the employee shall be notified of the reason thereof. In the event that an employee objects to the transfer or reassignment at this meeting, upon the request of the employee, the Superintendent or his/her delegate shall meet with him/her. The employee may, at his/her option, have an Association representative present at such meeting.
C. No reassignment will be capriciously or arbitrarily made.
ARTICLE XVI
VACANCIES, PROMOTIONS AND NEW POSITIONS The Board agrees to post a list of new positions, promotions and vacancies in each school in two locations as soon as possible during the entire year. Such openings shall include the positions specified in the Recognition Clause, Article I, of this Agreement, as well as positions which command salaries in excess of those specified in salary guides included in this Agreement. During the summer vacation period, such
posting will be provided to the President of the Association or his/her designee.
ARTICLE XVII
EMPLOYEE EVALUATION A. An employee, except as designated in D. (2) of this Article shall be given a written copy of any class visit or evaluation within five (5) school days of such visit and shall be given an oral report and conference on such within three (3) school days of such visit. No such report shall be submitted to the Central office, placed in the employee’s file or otherwise acted upon without prior conference with the teacher, who shall not be required to sign a blank or incomplete evaluation form. An employee is required to
20 sign a written evaluation within five (5) days of receipt, such signature to reflect receipt only and not necessarily agreement with its terms. Not less than one (1) evaluation shall be performed by a supervisor or administrator.
B. Except for letters of recommendation and promotion papers which shall be sealed, employees shall have the right at reasonable times to review in the presence of the Superintendent or his/her delegate his/her personnel file and to attach as part of the permanent record his/her comments to any item with which he/she disagrees.
C. Any complaints regarding an employee made to any member of the Administration by any parent, student, or other person which are used in any manner in evaluating an employee shall be promptly investigated and called to the attention of the employee. The employee shall be given the opportunity to respond to and/or rebut such complaint and shall have the right to be represented by the Association at any meetings or conferences regarding such complaint.
D. (1) An administrator or supervisor shall evaluate each non-tenured employee (except as designated in D. (2) of this Article) at least four (4) times each year and the report of that evaluation shall state strengths and weaknesses observed, together with specific suggestions for improvement in areas which weaknesses were observed. Whenever possible, the Principal or Assistant Principal shall make one of the above evaluations.
(2) Other employees (attendance officers and secretarial personnel, etc.) shall be evaluated by the Building Administrator at least once a year prior to March 15.
ARTICLE XVIII
FAIR DISMISSAL PROCEDURES A. Employees shall be notified of their contract or salary status one week following the Board of Education regular April Meeting, but no later than April 30, unless the employee has been employed after September 30.
21 B. A non-tenured employee who is not offered a contract renewal may request in writing, within thirty (30) calendar days of notice of non-renewal, a statement of reasons for non-reemployment. The statement of reasons shall be provided to the employee within fifteen (15) calendar days of receipt by the Superintendent of this request.
C. A non-tenured employee in the district, who is not recommended by the Superintendent for renewal, and having requested and received a statement of reasons, may request an informal appearance before the Board of Education. The employee may at his/her option have an Association representative present at such hearing. Such request shall be in writing and shall be filed within ten (10) calendar days after receipt of the statement of reasons. The informal appearance shall be scheduled within thirty (30) calendar days from the receipt of the request for such informal appearance. The appearance shall be conducted in accordance with present and future guidelines of the Commissioner of Education. The decision of the Board shall be final.
D. In lieu of paragraph C, an employee in his/her third year of employment not recommended by the Superintendent may request review by an arbitrator who shall issue an advisory opinion to the Board of Education. The Board shall within ten (10) days of receipt of the advisory opinions make a decision regarding non-renewal and its decision shall be final.
ARTICLE XIX
SICK LEAVE A. As of September 1, all employees shall be entitled to ten (10) sick leave days each school year, with the exception of twelve month secretaries who shall receive twelve (12) sick leave days per year, as of the first official day of said school year whether or not they report for duty on that day. Aides shall be entitled to one day of sick leave for each month worked. Unused sick leave days shall be accumulated from year to year with no maximum limit.
22 B. When consecutive absence because of illness exceeds the annual leave and the accumulated leave, the employee may appeal to the Board of Education, which may, on a case-by-case basis, determine to allow sick leave beyond that specified above.
C. Employees whose record of absenteeism reflects chronic health or personal problems shall, at administrative discretion, be examined by district physicians and/or other professional consultants.
D. The Association may review sick leave data with the Superintendent three (3) times annually.
E. Teachers and other employees retiring from the school district after a minimum of fifteen (15) years of service in the district, and are either retiring in accordance with the requirements of the appropriate State Pension Fund or who have completed 25 years of total teaching service, and who have accumulated at least 75 days of sick/personal leave, shall be paid for their unused accumulated sick/personal leave, contingent upon retiring effective July 1st and in accordance with the contract, sick/personal day reimbursement will continue at forty dollars ($40.00) per day to a maximum cost of four thousand dollars ($4,000) per employee. However, if you retire before July 1st, it will be twenty seven dollars and fifty cents ($27.50) per day.
ARTICLE XX
TEMPORARY LEAVE OF ABSENCE A. Full-time employees shall be entitled to the following temporary leaves of absence with full pay each school year.
(1) Up to three (3) days for personal leave of absence shall be granted for any reason. Unused personal business days shall accumulate to sick leave the following year. Personal business days, before and
after vacation periods and holidays only, shall be applied for in advance and shall be granted at the discretion
of the Building Principal. For all other personal business leave days, application in advance is not required. The employee may give advance notice to his/her principal as a courtesy to assist with the smooth operation of the building. In all cases of absence, the employee is required to call the Human Resources
23
Office/tape in advance to schedule a substitute and register his/her absence as part of the official District attendance record. The Building Principal upon the approval of the Superintendent may grant approval for professional days, where such approval is granted, the professional days will not be counted against personal business days granted by this section.
(2) When an employee requires an early decision on an application for professional leave in order to confirm travel arrangements, the employee shall submit the application at least fifteen (15) school days, whenever possible, prior to the selected leave date(s) and shall be notified of a decision on the application not later than ten (10) school days, whenever possible after submission.
(3) Time necessary by reason of subpoena by a court appearance in legal proceeding connected with the employee’s employment or with the school system.
(4) Death or illness in family – in case of absence because of the critical illness and/or death of a member of the immediate family or household, each employee shall be allowed not more than five (5) days absence with full pay. Immediate family is defined as spouse, child, parent (this shall include both natural parent as well as adoptive parent), brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent or grandchild. Critical illness is defined as one requiring hospitalization and placement by hospital or medical authorities on the critical illness list, as ascertained and determined by the Superintendent or his/her designee.
(5) Time necessary for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session. An affected employee shall be compensated at the rate of full salary for the first month of his or her military leave, and at a differential rate consisting of the difference between the district salary and military pay, for six months. Military leave after this six month period shall be granted at the discretion of the Board of Education.
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(6) Other leaves of absence may be granted by the Board of Education for good reason, upon the recommendation of the Superintendent.
B. Leaves taken pursuant to Section A above shall be in addition to any sick leave to which the employee is entitled.
C. The Association may review personal business day data with the Superintendent three (3) times annually.
D. Recognizing that absence and leave policies are provided for the protection and interest of employees for special needs, the Freehold Regional High School Education Association will encourage all employees to abide by the intent and purposes of such policies.
ARTICLE XXI
EXTENDED LEAVES OF ABSENCE A. Military leave without pay shall be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States for the period of said induction or initial enlistment. Additionally, any teacher whose spouse is so inducted or enlists and who wishes to join him/her for the period of special training in preparation for duty overseas in combat zones shall be granted a leave of absence if requested.
B. (1) The Board of Education shall grant leaves of absence from medical reasons associated with pregnancy and birth to pregnant teachers without pay, on the same terms and conditions governing leaves of absence for other illness or medical disabilities, as set forth in N.J.S.A. 18A:30-1 et seq.
(2) It is recognized that a teacher’s maternity leave application involves both a disability and child-care phase. The disability phase is that period of time, both pre-natal and post-natal, during which a physician certifies inability to work. The child-chare phase is that period of time selected by the teacher, in accordance with B. (2) (b) below, which follows the disability phase during which time the teacher voluntarily suspends her teaching career to care for the newborn child.
25 (a) Disability phase. Any tenured or non-tenured teacher seeking a leave of absence on the basis of medical reasons associated with pregnancy or birth shall apply to the Board of Education. At the time of the application, which shall be made upon sixty (60) days notice to the Board, the teacher shall specify in writing the date on which she wishes to commence leave and the date on which she wishes to return to work after the birth except in cases of stillbirth, in which case, the employee may elect to return to work at an earlier date. The Board shall require any teacher to produce a certificate from a physician in support of the requested leave dates. Where medical opinion is supportive of the leave dates requested, such request shall be granted by the Board. The physician’s certification is subject to agreement by the Board’s physician.
(b) Child-care phase. Where the requested leave dates are beyond the period of disability associated with pregnancy and is for child-care purposes, as defined above, the tenured teacher shall be granted, at her discretion, a leave for (a) the balance of the school year in which the birth occurred, or (b) the balance of the school year in which the birth occurred and the entire following school year. Teachers on maternity leave desiring to switch from option (2) (a) to option (2) (b) shall notify the Superintendent by March 15 of the year in which the maternity leave was taken. Any further extensions of child-care leave shall be discretionary with the Board of Education.
The Board need not grant or extend the leave of absence of any non-tenured teacher beyond the end of the contract school year in which leave is obtained.
(3) No tenured or non-tenured teacher shall be barred from returning to work after the birth of her child solely on the ground that there has not been a stated or prescribed lapse of time between that birth and her desired date of return, provided sixty (60) days notice is given except as is provided herein. Nothing contained in this Article shall be construed to preclude the Board from requiring any teacher after birth of her child to produce a certificate from her physician showing that she is physically capable of resuming her duties. The physician’s certification is subject to agreement by the Board physician.
26 (4) A teacher returning from pregnancy leave of absence shall be entitled to all benefits to which teachers returning from other types of sick or disability leave would be entitled. Nothing contained herein shall be construed to require the Board to grant tenure or to offer a new contract for a new school year to any non-tenured employee who would not have been otherwise offered such a contract.
(5) Paragraphs B. (1) – B. (4) shall also apply to all other tenured employees represented by the Association under the terms and conditions of this contract of employment.
(6) Any tenured employee adopting an infant child may receive similar leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.
(7) No employee on maternity leave shall, on the basis of said leave, be denied the opportunity to substitute in the Freehold Regional High School District in the area of certification or competence.
C. A leave of absence without pay of up to one (1) year may be granted for the purpose of caring for a sick member of a tenured employee’s immediate family. Additional leave may be granted at the discretion of the Board.
D. Other leaves of absence with pay may be granted by the Board for good reason.
E. Upon return from military service, a teacher who has been on active duty shall be considered as if he/she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he/she would have achieved it he/she has not been absent. A teacher shall not receive tenure or increment credit for the time spent on leave granted pursuant to Section B, C, or D of this Article.
F. All benefits to which an employee was entitled at the time his/her leave of absence commenced, including unused accumulated sick/personal leave, shall be restored to him/her upon his/her return and he/she shall be assigned to the same position which he/she held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.
G. All extensions or renewals of leaves shall be applied for in writing.
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ARTICLE XXII
PROTECTION OF EMPLOYEES AND STUDENT DISCIPLINE A. The Board will provide safe working conditions.
(1) Whenever any civil action has been brought against any employee of the Board including any
student teacher, for any act or omission arising out of the performance of his/her duties, the Board must defray all costs of defending such action including reasonable counsel fees and expenses, together with the cost of appeal, if any, and must save harmless and protect the employee from any financial loss resulting therefrom. Boards of Education may maintain appropriate insurance to cover all damages, losses and expenses. N.J.S.A. 18A 16-6.
(2) Should any criminal action be instituted against any employee for any such act or omission and should the action or proceeding be dismissed or result in a final disposition in favor of the employee, the Board must reimburse him/her for the cost of defending the suit, including reasonable counsel fees and expenses for the original hearing or trial and all appeals. N.J.S.A. 18A:16-6.1.
(3) Any employee may, within the scope of his/her duties, use such force as is reasonable and necessary (a) to quell a disturbance, (b) to obtain possession of weapons or other dangerous objects, (c) for the purpose of self-defense, and (d) for the protection of persons and property. Such acts are not considered corporal punishment. N.J.S.A. 18A:6-1.
(4) As the statute is modified by the legislature, the contract will be so modified.
B. The parties shall establish a joint Association/Board Plant Facilities Committee.
C. (1) A Student Discipline Committee consisting of two staff members appointed by the Superintendent and two staff members appointed by the Association may formulate the problem as it relates to student discipline and make recommendations to the Superintendent.
(2) The Superintendent shall review the recommendations of the Committee and if in agreement, shall forward such recommendations to the Board of Education within sixty (60) days for policy consideration. 28
(3) If the Board of Education adopts such policy, the necessary procedure to implement such policy shall be promulgated by the Superintendent and his/her staff as soon as possible.
D. All suspensions and expulsions of students shall be in accordance with N.J.S.A. 18A, Rules and Regulations and the State Department and Commissioner of Education decisions. Recommendations from Principals to Superintendent and Superintendent to Board of Education shall be given serious weight.
ARTICLE XXIII
INSURANCE PROTECTION A. The Board of Education will pay the full individual or full family coverage of BCBS, Major Medical coverage insurance, Comprehensive Rider J365-30, C.O.B. children to 23 in household and prevailing fee. Upon the one-year anniversary of employment teacher aides and transportation aides will receive full individual or full family coverage. Medical insurance coverage shall also include provision for optional second opinions on elective surgery. The Board of Education shall have the right to change insurance carriers provided the benefits provided will not be diminished by such a change. Before the Board of Education can exercise this right, the proposed new insurance program shall be submitted to the Association. If the Association rejects the proposed change on the grounds that the new insurance program results in diminished benefits, then the matter shall be submitted directly to binding arbitration in accordance with the grievance procedure of this contract.
B. The Board shall provide to each employee a description of the health-care insurance coverage provided under this Article no later than the beginning of the school year.
C. The Board will allow retired employees to remain part of the Group Plan, if such employees pay the premiums.
D. Commencing on July 1, 2005 and continuing to June 30, 2008, the Board of Education during the terms of this contract shall continue to furnish, a New Jersey Dental Insurance coverage; usual and customary dental plan containing the same benefits as previously provided without any cost consideration by the employee. These rates shall be fixed for the life of the Agreement pursuant to the rate guarantee 29 provided by the carrier; therefore, no cost shall be incurred by the employees. Any change of carrier shall result only through the mutual consent of the Board of Education and the Association.
E. Where both wife and husband are employed in the district, duplicate coverage on health and dental insurance shall not be provided; however, the Board of Education shall provide coordination of benefits coverage in those instances.
F. Family coverage will be provided for vision/eye care as part of health care provided by the Board.
G. An employee has the right to waive the insurance protection coverage provision and appropriate Section 125 Plan which will provide that upon any employee waiving insurance coverage, the premium savings will be split – 75% Board, 25% employee.
H. The employee may choose between the current Traditional Insurance Protection Plan or the Direct Access PPO health coverage option, at no premium cost to the employee. The choice of plan coverage shall be at the sole discretion of the employee.
ARTICLE XXIV
PROFESSIONAL RELATIONS COMMITTEE A Professional Relations Committee shall be established which shall consist of the President of the Association plus six (6) members which the Association President shall appoint, and the Superintendent and six (6) members which the Superintendent shall appoint. This Committee may meet at mutually agreeable times once per month to discuss all matters of professional relations and teaching interests which are not covered by this Agreement. Topics which this Committee may discuss include but are not limited to: teacher facilities, teacher administrative liaison, teaching techniques, curriculum, testing, etc.; determination of textbooks and the discussion of other materials and supplies, sabbatical leave policy and recruitment. Minutes of each meeting may be taken by a member of the Committee and transmitted to the Board of Education. Any jointly agreed upon recommendations will be transmitted by the Committee to the Board and the Board will give serious consideration to such recommendations.
30 In addition, at each school a Professional Relations Subcommittee shall be established to consist of the Principal and such staff as he/she may wish to add, plus four (4) delegates designated by the Association. Individual school committees shall discuss any matter of professional interest pertaining only to that school and may make recommendations to the Superintendent and the District Professional Relations Committee where appropriate.
ATRTICLE XXV
CONTINUITY OF OPERATION A. Both parties recognize the desirability of continuous and uninterrupted operation of the instructional program during the normal school year and the avoidance of disputes which threaten to interfere with such operation. Since the parties are establishing a comprehensive grievance procedure under which unresolved disputes may be settled, the parties have removed the basic cause of work interruptions during the period of this Agreement. The Association accordingly agrees, during the period of this Agreement, that it will not, nor will any person acting in its behalf, cause, authorize, or support, nor will any of its members take part in any strike, (i.e. the concerted failure to report for duty, or willful absence of any employee of the Freehold Regional High School Board of Education from his/her position, or stoppage of work for abstinence in whole or in part, from the full, faithful and proper performance of the employee’s duties of employment) for any purpose whatsoever.
(1) The above is interpreted that: The Association may be held liable in damages for “wild-cat” strikes, unless the Association in writing immediately disavows the strike and notifies the strikers to return to work.
(2) In the case of a strike the Board may apply for an injunction against the Association.
(3) The Association agrees not to take part in “sanctions” against the Board.
(4) The Association agrees that any strike is a breach of contract and that such removes all impediment from and permits the Board to dismiss or otherwise discipline employees taking part in that breach of contract.31
ARTICLE XXVI
REPRESENTATION FEE A. Any employee upon being hired and does not become a member of the Association, said employee will be required to pay a Representation Fee to the Association. The purpose of this fee will be to offset the employees’ per capita cost of services rendered by the Association as majority representative.
B. Prior to the beginning of each membership year the amount of said Representation Fee shall be certified to the Board by the Association, which amount shall not exceed eighty-five percent (85%) of the regular membership dues, fees and assessments charged by the Association to its own members.
C. 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 the representation fee in equal installments, as nearly as possible from the paycheck paid to each employee on the aforesaid list during the remainder of the membership year in question.
D. The employer shall remit the amount deducted to the Association monthly, on or before the 15th of the month following the month in which such deductions were made.
E. These deductions shall commence thirty (30) days after the beginning of employment in the unit or ten (10) days after re-entry into employment in the unit.
F. The Association shall establish and maintain at all times a demand and return system as provided by N.J.S.A. 34:13A-5.5 (c) and 5.6, and membership in the Association shall be available to all employees in the unit on an equal basis at all times. In the event the Association fails to maintain such a system or if membership is not so available, the employer shall immediately cease making such deductions.
G. The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that shall arise out of, or by reason of any action taken or not taken by the Board for the purpose of complying with any of the provisions of this Article. The Association shall intervene in, and defend, any administrative or court litigation concerning this provision. In any such
32 litigation, the Board shall have no obligation to defend actions arising under this Article but, once compelled to do so, the Association shall reimburse the Board for all reasonable costs incurred in defending or participating in such litigation, provided, however, that this subsection does not apply to litigation concerning the Agreement to limit representation fees to after the first year of employment.
ARTICLE XXVII
MISCELLANEOUS PROVISIONS A. This Agreement constitutes that part of the Board policy covered by its provisions for the term of said Agreement, and the Board shall carry out commitments contained herein and give them full force and affect as Board policy.
B. If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provisions or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
C. Any individual contract between the Board and an individual teacher, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.
D. Copies of this Agreement shall be printed with the expense shared equally between the Board of Education and the Freehold Regional High School Education Association with the printer mutually agreed upon within a reasonable time after the Agreement is signed and presented to all employees now employed or hereafter employed by the Board.
33 E. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either party shall do so by telegram or registered letter at the following addresses:
(1) If by Association, to the Board of Education at:
11 Pine Street
Englishtown, New Jersey 07726
If by Board to Association at:
P.O. Box 662
Freehold, New Jersey 07728
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ARTICLE XXVIII
DURATION OF AGREEMENT This Agreement shall be effective as of July 1, 2005 and shall continue until June 30, 2008.
In Witness Whereof, the parties hereto have caused to be signed by their respective presidents and secretaries, all on the day and year first above written.
FREEHOLD REGIONAL HIGH FREEHOLD REGIONAL HIGH SCHOOL
SCHOOL EDUCATION ASSOCIATION DISTRICT BOARD OF EDUCATION
__________________________________ ___________________________________
President President
__________________________________ ___________________________________
Negotiation Chairperson Secretary
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FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-1
TEACHERS’ SALARY GUIDE
2005-2006
SALARY GUIDE 1 GUIDE 2 GUIDE 3 GUIDE 4 GUIDE 5
LEVEL B.A. B.A.+30 M.A. M.A.+30 DOCTORATE
1 41,000 42,370 42,900 44,320 45,410
2 41,750 43,120 43,650 45,070 46,160
3 42,000 43,370 43,900 45,320 46,410
4 42,500 43,870 44,400 45,820 46,910
5 43,000 44,370 44,900 46,320 47,410
6 46,100 47,470 48,000 49,420 50,510
7 49,500 50,870 51,400 52,820 53,910
8 54,000 55,370 55,900 57,320 58,410
9 61,700 63,070 63,600 65,020 66,110
10 67,110 68,480 69,010 70,430 71,520
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
In the above schedule, level should not be interpreted as years of experience within or without the District.
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FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-2
TEACHERS’ SALARY GUIDE
2006-2007
SALARY GUIDE 1 GUIDE 2 GUIDE 3 GUIDE 4 GUIDE 5
LEVEL B.A. B.A.+30 M.A. M.A.+30 DOCTORATE
1 45,000 46,370 46,900 48,320 49,410
2 45,250 46,620 47,150 48,570 49,660
3 45,500 46,870 47,400 48,820 49,910
4 45,750 47,120 47,650 49,070 50,160
5 46,000 47,370 47,900 49,320 50,410
6 46,200 47,570 48,100 49,520 50,610
7 49,500 50,870 51,400 52,820 53,910
8 54,000 55,370 55,900 57,320 58,410
9 61,700 63,070 63,600 65,020 66,110
10 67,115 68,485 69,015 70,435 71,525
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
In the above schedule, level should not be interpreted as years of experience within or without the District.
37
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-3
TEACHERS’ SALARY GUIDE
2007-2008
SALARY GUIDE 1 GUIDE 2 GUIDE 3 GUIDE 4 GUIDE 5
LEVEL B.A. B.A.+30 M.A. M.A.+30 DOCTORATE
1 47,750 49,120 49,650 51,070 52,160
2 49,000 50,370 50,900 52,320 53,410
3 50,250 51,620 52,150 53,570 54,660
4 51,500 52,870 53,400 54,820 55,910
5 51,975 53,345 53,875 55,295 56,385
6 54,175 55,545 56,075 57,495 58,585
7 56,375 57,745 58,275 59,695 60,785
8 58,575 59,945 60,475 61,895 62,985
9 62,120 63,490 64,020 65,440 66,530
10 67,120 68,490 69,020 70,440 71,530
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
In the above schedule, level should not be interpreted as years of experience within or without the District.
38 FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-4
ATTENDANCE OFFICERS AND SECURITY PERSONNEL
2005-2006
SALARY LEVEL GUIDE
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
In the above schedule, level should not be interpreted as years of experience within or without the District.
39
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-5
ATTENDANCE OFFICERS AND SECURITY PERSONNEL
2006-2007
SALARY LEVEL GUIDE
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
In the above schedule, level should not be interpreted as years of experience within or without the District.
40
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-6
ATTENDANCE OFFICERS AND SECURITY PERSONNEL
2007-2008
SALARY LEVEL GUIDE
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
In the above schedule, level should not be interpreted as years of experience within or without the District.
41
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-7
SECRETARIAL SALARY GUIDE – 12 MONTHS
2005-2006
SALARY
LEVEL (A-B) (C-D) (E)
3 33,347 35,022 36,697
4 33,997 35,672 37,347
5 34,647 36,322 37,997
6 35,297 36,972 38,647
7 35,947 37,622 39,297
8 36,597 38,272 39,947
9 37,247 38,922 40,597
10 37,897 39,572 41,247
11 38,893 40,568 42,243
12 39,796 41,471 43,146
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
In the above schedule, level should not be interpreted as years of experience within or without the District.
42
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-8
SECRETARIAL SALARY GUIDE – 12 MONTHS
2006-2007
SALARY
LEVEL (A-B) (C-D) (E)
3 34,687 36,362 38,037
4 35,337 37,012 38,687
5 35,987 37,662 39,337
6 36,637 38,312 39,987
7 37,287 38,962 40,637
8 37,937 39,612 41,287
9 38,587 40,262 41,937
10 39,237 40,912 42,587
11 39,887 41,562 43,237
12 40,537 42,212 43,887
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
In the above schedule, level should not be interpreted as years of experience within or without the District.
43
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-9
SECRETARIAL SALARY GUIDE – 12 MONTHS
2007-2008
SALARY
LEVEL (A-B) (C-D) (E)
3 37,232 38,907 40,582
4 37,882 39,557 41,232
5 38,532 40,207 41,882
6 39,182 40,857 42,532
7 39,832 41,507 43,182
8 40,482 42,157 43,832
9 41,132 42,807 44,482
10 41,782 43,457 45,132
11 42,432 44,107 45,782
12 43,082 44,757 46,432
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
In the above schedule, level should not be interpreted as years of experience within or without the District.
44 FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-10
SECRETARIAL SALARY GUIDE – 10 MONTHS
2005-2006
SALARY
LEVEL (B)
3 27,789
4 28,331
5 28,873
6 29,414
7 29,956
8 30,498
9 31,039
10 31,581
11 32,411
12 33,163
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
In the above schedule, level should not be interpreted as years of experience within or without the District.
45
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-11
SECRETARIAL SALARY GUIDE – 10 MONTHS
2006-2007
SALARY
LEVEL (B)
3 28,906
4 29,448
5 29,989
6 30,531
7 31,073
8 31,614
9 32,156
10 32,698
11 33,239
12 33,781
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
In the above schedule, level should not be interpreted as years of experience within or without the District.
46
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-12
SECRETARIAL SALARY GUIDE – 10 MONTHS
2007-2008
SALARY
LEVEL (B)
3 31,027
4 31,568
5 32,110
6 32,652
7 33,193
8 33,735
9 34,277
10 34,818
11 35,360
12 35,902
The following longevity will be awarded after the completion years indicated.
YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
In the above schedule, level should not be interpreted as years of experience within or without the District.
47
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-13
TEACHERS AIDES
2005 - 2008
SALARY
LEVEL 2005-2006 2006-2007 2007-2008
4 22,244 23,356 24,524
5 24,680 25,914 27,210
6 29,465 30,938 32,485
v Guide 4 – minimum state requirement
v Guide 5 – Associates Degree or 60 college credits
v Guide 6 – Bachelors + (with grandfather clause)
All teacher aides will work the regular school day.
In the above schedule, level should not be interpreted as years of experience within or without the District.
The following longevity will be awarded after the completion years indicated.
2005-2006 YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
2006-2007 YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
2007-2008 YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
48
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEUDLE A-14
TRANSPORTATION AIDES
2005 - 2008
SALARY PER HOUR PER HOUR PER HOUR
LEVEL 2005-2006 2006-2007 2007-2008
1 12.46 13.08 13.73
2 12.83 13.47 14.14
The following longevity will be awarded after the completion years indicated.
2005-2006 YEARS AMOUNT TOTAL
Five (5) $1,000 $1,000
Ten (10) 1,000 2,000
Fifteen (15) 1,075 3,075
Twenty (20) 1,100 4,175
Twenty-five (25) 1,175 5,350
Thirty (30) 3,500 8,850
2006-2007
YEARS AMOUNT TOTAL
Five (5) $1,700 $ 1,700
Ten (10) 1,700 3,400
Fifteen (15) 2,575 5,975
Twenty (20) 2,875 8,850
Twenty-five (25) 3,000 11,850
Thirty (30) 3,500 15,350
2007-2008
YEARS AMOUNT TOTAL
Five (5) $2,000 $ 2,000
Ten (10) 2,000 4,000
Fifteen (15) 3,500 7,500
Twenty (20) 3,500 11,000
Twenty-five (25) 3,500 14,500
Thirty (30) 3,500 18,000
In the above schedule, level should not be interpreted as years of experience within or without the District.
49
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
CO-CURRICULAR HONORARIA
SCHEDULE A-15
SALARY GUIDE
2005-2006
GOVERNMENT Step 1 Step 2 Step 3 Step 4
Student Council 2,464 2,572 2,680 2,933
Senior Class 2,173 2,281 2,389 2,637
Junior Class 1,930 2,038 2,146 2,388
Sophomore Class 1,625 1,733 1,841 2,078
Freshman Class 1,625 1,733 1,841 2,078
PUBLICATIONS
Yearbook 3,600 3,708 3,816 4,089
Newspaper 2,464 2,572 2,680 2,933
Literary Magazine 2,200 2,308 2,416 2,664
FINE ARTS
Music Director 4,284 4,392 4,500 5,792
Asst. Music/Vocal Director 3,318 3,426 3,534 3,802
Vocal Director 3,318 3,426 3,534 3,802
Drama Director 3,672 3,780 3,888 4,163
Technical Director 2,774 2,882 2,990 3,248
Choreographer 1,850 1,958 2,066 2,308
Forensics 2,511 2,619 2,727 2,980
AUXILIARY ACTIVITIES
Cheerleaders-Varsity 3,699 3,807 3,915 4,190
Cheerleaders-Jr. Varsity 3,368 3,476 3,584 3,854
Majorettes & Color Guard 2,642 2,750 2,858 3,114
Drill Team & Flag Twirlers 2,642 2,750 2,858 3,114
Winterguard 2,642 2,750 2,858 3,114
OTHER
Chess Team 2,021 2,129 2,237 2,482
Computer Science League 1,731 ------- ------- -------
Math League 1,731 1,839 1,947 2,187
Science League 1,731 1,839 1,947 2,187
Future Nurses (Health Careers) 1,659 1,767 1,875 2,112
National Honor Society 1,850 1,958 2,066 2,308
TEACHER COORDINATORS
Distributive Education 1,955 2,063 2,171 2,414
Cooperative Office 1,955 2,063 2,171 2,414
Home Economics Coop. Educ. 1,955 2,063 2,171 2,414
Industrial Arts Coop. Educ. 1,955 2,063 2,171 2,414
Special Education Job Coach 1,955 2,063 2,171 2,414
Special Education Co-Curricular Coach 1,955 2,063 2,171 2,414
Child Study Team Leader 2,946 3,054 3,162 3,423
50
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
CO-CURRICULAR HONORARIA
SCHEDULE A-16
SALARY GUIDE
2006-2007
GOVERNMENT Step 1 Step 2 Step 3 Step 4
Student Council 2,683 2,791 2,899 3,007
Senior Class 2,380 2,488 2,596 2,704
Junior Class 2,125 2,233 2,341 2,449
Sophomore Class 1,807 1,915 2,023 2,131
Freshman Class 1,807 1,915 2,023 2,131
PUBLICATIONS
Yearbook 3,869 3,977 4,085 4,193
Newspaper 2,683 2,791 2,899 3,007
Literary Magazine 2,407 2,515 2,623 2,731
FINE ARTS
Music Director 5,614 5,722 5,830 5,938
Asst. Music/Vocal Director 3,574 3,682 3,790 3,898
Vocal Director 3,574 3,682 3,790 3,898
Drama Director 3,944 4,052 4,160 4,268
Technical Director 3,006 3,114 3,222 3,330
Choreographer 2,042 2,150 2,258 2,366
Forensics 2,731 2,839 2,947 3,055
AUXILIARY ACTIVITIES
Cheerleaders-Varsity 3,972 4,080 4,188 4,296
Cheerleaders-Jr. Varsity 3,627 3,735 3,843 3,951
Majorettes & Color Guard 2,869 2,977 3,085 3,193
Drill Team & Flag Twirlers 2,869 2,977 3,085 3,193
Winterguard 2,869 2,977 3,085 3,193
OTHER
Chess Team 2,220 2,328 2,436 2,544
Computer Science League 1,918 2,026 ------- -------
JSA-Jr. Statesman 1,918 ------- ------- -------
Math League 1,918 2,026 2,134 2,242
Science League 1,918 2,026 2,134 2,242
Future Nurses (Health Careers) 1,842 1,950 2,058 2,166
National Honor Society 2,042 2,150 2,258 2,366
TSA-Technology Student Assoc. 1,918 ------- ------- -------
TEACHER COORDINATORS
Distributive Education 2,151 2,259 2,367 2,475
Cooperative Office 2,151 2,259 2,367 2,475
Home Economics Coop. Educ. 2,151 2,259 2,367 2,475
Industrial Arts Coop. Educ. 2,151 2,259 2,367 2,475
Special Education Job Coach 2,151 2,259 2,367 2,475
Special Education Co-Curricular Coach 2,151 2,259 2,367 2,475
Child Study Team Leader 3,186 3,294 3,402 3,510
51
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
CO-CURRICULAR HONORARIA
SCHEDULE A-17
SALARY GUIDE
2007-2008
GOVERNMENT Step 1 Step 2 Step 3 Step 4
Student Council 2,806 2,913 3,020 3,127
Senior Class 2,491 2,598 2,705 2,812
Junior Class 2,226 2,333 2,440 2,547
Sophomore Class 1,895 2,002 2,109 2,216
Freshman Class 1,895 2,002 2,109 2,216
PUBLICATIONS
Yearbook 4,039 4,146 4,253 4,360
Newspaper 2,806 2,913 3,020 3,127
Literary Magazine 2,519 2,626 2,733 2,840
FINE ARTS
Music Director 5,855 5,962 6,069 6,176
Asst. Music/Vocal Director 3,733 3,840 3,947 4,054
Vocal Director 3,733 3,840 3,947 4,054
Drama Director 4,118 4,225 4,332 4,439
Technical Director 3,142 3,249 3,356 3,463
Choreographer 2,140 2,247 2,354 2,461
Forensics 2,856 2,963 3,070 3,177
AUXILIARY ACTIVITIES
Cheerleaders-Varsity 4,147 4,254 4,361 4,468
Cheerleaders-Jr. Varsity 3,788 3,895 4,002 4,109
Majorettes & Color Guard 2,999 3,106 3,213 3,320
Drill Team & Flag Twirlers 2,999 3,106 3,213 3,320
Winterguard 2,999 3,106 3,213 3,320
OTHER
Chess Team 2,325 2,432 2,539 2,646
Computer Science League 2,011 2,118 2,225 2,332
DECA-Distributive Ed. Club of America 2,253 ------- ------- -------
FFA-Future Farmers of America 1,931 ------- ------- -------
JSA-Jr. Statesman 2,011 2,118 ------- -------
Math League 2,011 2,118 2,225 2,332
Science League 2,011 2,118 2,225 2,332
Future Nurses (Health Careers) 1,931 2,038 2,145 2,252
National Honor Society 2,140 2,247 2,354 2,461
TSA-Tech. Student Assoc. 2,011 2,118 ------- -------
TEACHER COORDINATORS
Distributive Education 2,253 2,360 2,467 2,574
Cooperative Office 2,253 2,360 2,467 2,574
Home Economics Coop. Educ. 2,253 2,360 2,467 2,574
Industrial Arts Coop. Educ. 2,253 2,360 2,467 2,574
Special Education Job Coach 2,253 2,360 2,467 2,574
Special Education Co-Curricular Coach 2,253 2,360 2,467 2,574
Child Study Team Leader 3,329 3,436 3,543 3,650
52
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
INTERSCHOLASTIC ATHLETIC HONORARIA
SCHEDULE A-18
SALARY GUIDE
2005-2006
Step 1 Step 2 Step 3 Step 4
Baseball(B)/Softball(G)–Head 4,788 4,894 5,000 5,749
Baseball(B)/Softball(G)-Asst. 3,988 4,094 4,200 4,903
Basketball – (B&G)-Head 5,288 5,394 5,500 6,466
Basketball – (B&G)-Asst. 3,988 4,094 4,200 4,972
Bowling – (B&G)-Head 3,713 3,819 3,925 4,661
Bowling – (B&G)-Asst. 3,213 3,319 3,425 4,152
Cross Country – (B&G)-Head 4,088 4,194 4,300 5,033
Cross Country – (B&G)-Asst. 3,188 3,294 3,400 4,036
Field Hockey – (G)-Head 4,788 4,894 5,000 5,749
Field Hockey – (G)-Asst. 3,988 4,094 4,200 4,903
Football – (B)-Head 5,388 5,494 5,600 6,614
Football – (B)-Asst. 4,188 4,294 4,400 5,148
Golf (B&G) 3,688 3,794 3,900 4,660
Gymnastics – (G)-Head 4,788 4,894 5,000 5,749
Gymnastics – (G)-Asst. 3,688 3,794 3,900 4,627
Lacrosse – (B&G)-Head 4,788 4,894 5,000 5,749
Lacrosse – (B&G)-Asst. 3,988 4,094 4,200 4,903
Soccer – (B&G)-Head 4,788 4,894 5,000 5,749
Soccer – (B&G)-Asst. 3,988 4,094 4,200 4,903
Swimming Team – (B&G)-Head 4,788 4,894 5,000 5,749
Swimming Team – (B&G)-Asst. 3,988 4,094 4,200 4,903
Tennis (B&G) 3,688 3,794 3,900 4,660
Track, Spring – (B&G)-Head 4,788 4,894 5,000 5,749
Track, Spring – (B&G)-Asst. 3,688 3,794 3,900 4,627
Track, Winter – (B&G)-Head 4,588 4,694 4,800 5,576
Track, Winter – (B&G)-Asst. 3,738 3,844 3,950 4,677
Volleyball – Head 4,788 4,894 5,000 5,749
Volleyball – Asst. 3,988 4,094 4,200 4,903
Wrestling – (B)-Head 5,288 5,394 5,500 6,466
Wrestling – (B)-Asst. 3,988 4,094 4,200 4,972
Equipment Manager 4,288 4,394 4,500 5,249
Financial Manager 3,488 3,594 3,700 4,322
Weight Room Attendant (per season) 1,000 ------- ------ ------
53
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
INTERSCHOLASTIC ATHLETIC HONORARIA
SCHEDULE A-19
SALARY GUIDE
2006-2007
Step 1 Step 2 Step 3 Step 4
Baseball(B)/Softball(G)–Head 5,572 5,678 5,784 5,890
Baseball(B)/Softball(G)-Asst. 4,706 4,812 4,918 5,024
Basketball – (B&G)-Head 6,306 6,412 6,518 6,624
Basketball – (B&G)-Asst. 4,775 4,881 4,987 5,093
Bowling – (B&G)-Head 4,457 4,563 4,669 4,775
Bowling – (B&G)-Asst. 3,936 4,042 4,148 4,254
Cross Country – (B&G)-Head 4,838 4,944 5,050 5,156
Cross Country – (B&G)-Asst. 3,817 3,923 4,029 4,135
Field Hockey – (G)-Head 5,572 5,678 5,784 5,890
Field Hockey – (G)-Asst. 4,706 4,812 4,918 5,024
Football – (B)-Head 6,458 6,564 6,670 6,776
Football – (B)-Asst. 4,956 5,062 5,168 5,274
Golf (B&G) 4,456 4,562 4,668 4,774
Gymnastics – (G)-Head 5,572 5,678 5,784 5,890
Gymnastics – (G)-Asst. 4,422 4,528 4,634 4,740
Lacrosse – (B&G)-Head 5,572 5,678 5,784 5,890
Lacrosse – (B&G)-Asst. 4,706 4,812 4,918 5,024
Soccer – (B&G)-Head 5,572 5,678 5,784 5,890
Soccer – (B&G)-Asst. 4,706 4,812 4,918 5,024
Swimming Team – (B&G)-Head 5,572 5,678 5,784 5,890
Swimming Team – (B&G)-Asst. 4,706 4,812 4,918 5,024
Tennis (B&G) 4,456 4,562 4,668 4,774
Track, Spring – (B&G)-Head 5,572 5,678 5,784 5,890
Track, Spring – (B&G)-Asst. 4,422 4,528 4,634 4,740
Track, Winter – (B&G)-Head 5,395 5,501 5,607 5,713
Track, Winter – (B&G)-Asst. 4,474 4,580 4,686 4,792
Volleyball – Head 5,572 5,678 5,784 5,890
Volleyball – Asst. 4,706 4,812 4,918 5,024
Wrestling – (B)-Head 6,306 6,412 6,518 6,624
Wrestling – (B)-Asst. 4,775 4,881 4,987 5,093
Equipment Manager 5,059 5,165 5,271 5,377
Financial Manager 4,110 4,216 4,322 4,428
Weight Room Attendant (per season) 1,040 1,248 ------ ------
54
FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
INTERSCHOLASTIC ATHLETIC HONORARIA
SCHEDULE A-20
SALARY GUIDE
2007-2008
Step 1 Step 2 Step 3 Step 4
Baseball(B)/Softball(G)–Head 5,808 5,914 6,020 6,126
Baseball(B)/Softball(G)-Asst. 4,907 5,013 5,119 5,225
Basketball – (B&G)-Head 6,571 6,677 6,783 6,889
Basketball – (B&G)-Asst. 4,979 5,085 5,191 5,297
Bowling – (B&G)-Head 4,648 4,754 4,860 4,966
Bowling – (B&G)-Asst. 4,106 4,212 4,318 4,424
Cross Country – (B&G)-Head 5,044 5,150 5,256 5,362
Cross Country – (B&G)-Asst. 3,982 4,088 4,194 4,300
Field Hockey – (G)-Head 5,808 5,914 6,020 6,126
Field Hockey – (G)-Asst. 4,907 5,013 5,119 5,225
Football – (B)-Head 6,729 6,835 6,941 7,047
Football – (B)-Asst. 5,167 5,273 5,379 5,485
Golf (B&G) 4,647 4,753 4,859 4,965
Gymnastics – (G)-Head 5,808 5,914 6,020 6,126
Gymnastics – (G)-Asst. 4,612 4,718 4,824 4,930
Lacrosse – (B&G)-Head 5,808 5,914 6,020 6,126
Lacrosse – (B&G)-Asst. 4,907 5,013 5,119 5,225
Soccer – (B&G)-Head 5,808 5,914 6,020 6,126
Soccer – (B&G)-Asst. 4,907 5,013 5,119 5,225
Swimming Team – (B&G)-Head 5,808 5,914 6,020 6,126
Swimming Team – (B&G)-Asst. 4,907 5,013 5,119 5,225
Tennis (B&G) 4,647 4,753 4,859 4,965
Track, Spring – (B&G)-Head 5,808 5,914 6,020 6,126
Track, Spring – (B&G)-Asst. 4,612 4,718 4,824 4,930
Track, Winter – (B&G)-Head 5,623 5,729 5,835 5,941
Track, Winter – (B&G)-Asst. 4,666 4,772 4,878 4,984
Volleyball – Head 5,808 5,914 6,020 6,126
Volleyball – Asst. 4,907 5,013 5,119 5,225
Wrestling – (B)-Head 6,571 6,677 6,783 6,889
Wrestling – (B)-Asst. 4,979 5,085 5,191 5,297
Equipment Manager 5,274 5,380 5,486 5,592
Financial Manager 4,287 4,393 4,499 4,605
Weight Room Attendant (per season) 1,082 1,298 1,514 1,731
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FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-21
LONG-TERM SUBSTITUTE TEACHER SALARY
A. Substitutes with B.A. degree or higher and certified in the appropriate academic area employed for a period of one month or longer for regular teachers on extended illness will be paid a per diem rate of the first step on the B.A. approved salary scale.
B. Substitutes with a B.A. degree or higher and certified in the appropriate academic area, employed for regular teachers on extended leaves of absence for a period of one year approved by the Board of Education, will be paid the rate equal to the first step of the B.A. approved salary scale with fringe benefits granted to full-time teachers.
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FREEHOLD REGIONAL HIGH SCHOOL DISTRICT
SCHEDULE A-22
EXTRA-INSTRUCTIONAL STIPENDS
2005-2008
SUMMER SCHOOL 2005-2006 2006-2007 2007-2008
Three-week/30 hour course $1,135.30 $1,180.70 $1,227.95
Six-week/60 hour course $2,271.80 $2,362.70 $2,457.20
CURRICULUM WORKSHOP 2005-2006 2006-2007 2007-2008
PER HOUR $37.93 $39.45 $41.03
SUPPLEMENTAL INSTRUCTION 2005-2006 2006-2007 2007-2008
PER HOUR $26.06 $27.10 $28.18
HOME INSTRUCTION AND ADULT SCHOOL
The Board of Education shall have the discretion, during the life of this agreement to increase the hourly rates for home instruction and adult school (including accredited evening high school) as it may deem proper. In the event that the Board directs increases in those hourly rates, the Association shall be given notice of the action.
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FREEHOLD REGIONAL HIGH SCHOOL DISTICT
SCHEDULE A-23
INTERPRETERS
The interpreters salary will remain at the lowest step, Guide 1, B.A. of the teachers’ salary guide.
Interpreters that are certified will move in conjunction with salary guide.
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Certification
I declare to the best of my knowledge and belief that the attached document(s) are true electronic copies of the executed collective negotiations agreement(s).
Name Frank J. Tanzini
Title Assistant Superintendent/Human Resources
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