Contract Between
Gloucester Cty V/T Sch Dist B/E-Gloucester
- and -
Gloucester Cty V/T EA
* * *
07/01/2006 thru 06/30/2009

CategorySchool District
UnitAides, Clerical, Custodians, Other, Teaching/Professional Staff
Contract Text Below
i










AGREEMENT

BETWEEN

BOARD OF EDUCATION OF
GLOUCESTER COUNTY
VOCATIONAL-TECHNICAL
SCHOOL DISTRICT


AND


GLOUCESTER COUNTY VOCATIONAL-
TECHNICAL EDUCATION ASSOCIATION



JULY 1, 2006 - JUNE 30, 2009
3




February 21, 2007
TABLE OF CONTENTS

HYPERLINK \l "_Toc159134310" PREAMBLE PAGEREF _Toc159134310 \h 1

HYPERLINK \l "_Toc159134311" ARTICLE I PAGEREF _Toc159134311 \h 1
      HYPERLINK \l "_Toc159134312" RECOGNITION PAGEREF _Toc159134312 \h 1

HYPERLINK \l "_Toc159134313" ARTICLE II PAGEREF _Toc159134313 \h 1
      HYPERLINK \l "_Toc159134314" NEGOTIATION PROCEDURE PAGEREF _Toc159134314 \h 1

HYPERLINK \l "_Toc159134315" ARTICLE III PAGEREF _Toc159134315 \h 2
      HYPERLINK \l "_Toc159134316" BOARD RIGHTS PAGEREF _Toc159134316 \h 2

HYPERLINK \l "_Toc159134317" ARTICLE IV PAGEREF _Toc159134317 \h 2
      HYPERLINK \l "_Toc159134318" ASSOCIATION RIGHTS, PRIVILEGES AND RESPONSIBILITIES PAGEREF _Toc159134318 \h 2
      HYPERLINK \l "_Toc159134320" A. Release Time PAGEREF _Toc159134320 \h 2
      HYPERLINK \l "_Toc159134321" B. Use of Building PAGEREF _Toc159134321 \h 2
      HYPERLINK \l "_Toc159134322" C. Use of Equipment PAGEREF _Toc159134322 \h 2
      HYPERLINK \l "_Toc159134323" D. Bulletin Boards PAGEREF _Toc159134323 \h 3
      HYPERLINK \l "_Toc159134324" E. Use of School Mail PAGEREF _Toc159134324 \h 3
      HYPERLINK \l "_Toc159134325" F. Association Office PAGEREF _Toc159134325 \h 3
      HYPERLINK \l "_Toc159134326" G. Association President PAGEREF _Toc159134326 \h 3

HYPERLINK \l "_Toc159134327" ARTICLE V PAGEREF _Toc159134327 \h 3
      HYPERLINK \l "_Toc159134328" EMPLOYEE RIGHTS PAGEREF _Toc159134328 \h 3
      HYPERLINK \l "_Toc159134329" A. Rights Protection in Representation PAGEREF _Toc159134329 \h 3
      HYPERLINK \l "_Toc159134330" B. Statutory Savings Clause PAGEREF _Toc159134330 \h 3
      HYPERLINK \l "_Toc159134331" C. Just Cause PAGEREF _Toc159134331 \h 4
      HYPERLINK \l "_Toc159134332" D. Association Identification PAGEREF _Toc159134332 \h 4
      HYPERLINK \l "_Toc159134333" E. Required Meetings or Hearings PAGEREF _Toc159134333 \h 4
      HYPERLINK \l "_Toc159134334" F. Code of Ethics PAGEREF _Toc159134334 \h 4
      HYPERLINK \l "_Toc159134335" G. Full Rights of Citizenship PAGEREF _Toc159134335 \h 4

HYPERLINK \l "_Toc159134336" ARTICLE VI PAGEREF _Toc159134336 \h 4
      HYPERLINK \l "_Toc159134337" GRIEVANCE PROCEDURE PAGEREF _Toc159134337 \h 4
      HYPERLINK \l "_Toc159134338" A. Definition PAGEREF _Toc159134338 \h 4
      HYPERLINK \l "_Toc159134339" B. Procedure PAGEREF _Toc159134339 \h 4
      HYPERLINK \l "_Toc159134340" C. Time Limits PAGEREF _Toc159134340 \h 6
      HYPERLINK \l "_Toc159134341" D. Flow Chart of Grievance Procedure PAGEREF _Toc159134341 \h 6

HYPERLINK \l "_Toc159134342" ARTICLE VII PAGEREF _Toc159134342 \h 7
      HYPERLINK \l "_Toc159134343" EMPLOYMENT PAGEREF _Toc159134343 \h 7
      HYPERLINK \l "_Toc159134344" A. Certification PAGEREF _Toc159134344 \h 7
      HYPERLINK \l "_Toc159134345" B. Notification PAGEREF _Toc159134345 \h 7
      HYPERLINK \l "_Toc159134346" C. Retirement PAGEREF _Toc159134346 \h 7
      HYPERLINK \l "_Toc159134347" D. Pre-R.I.F. Conference PAGEREF _Toc159134347 \h 7
      HYPERLINK \l "_Toc159134348" E. Custodial Seniority, Lay Off and Recall PAGEREF _Toc159134348 \h 7
      HYPERLINK \l "_Toc159134349" F. Work Location - Reduction In Force PAGEREF _Toc159134349 \h 7
      HYPERLINK \l "_Toc159134350" G. Vacancy for Employment Recall PAGEREF _Toc159134350 \h 8
      HYPERLINK \l "_Toc159134351" H. Notice of Employment Recall PAGEREF _Toc159134351 \h 8
      HYPERLINK \l "_Toc159134352" I. Seniority on Employment Recall PAGEREF _Toc159134352 \h 8

HYPERLINK \l "_Toc159134353" ARTICLE VIII PAGEREF _Toc159134353 \h 8
      HYPERLINK \l "_Toc159134354" TEACHER ASSIGNMENT PAGEREF _Toc159134354 \h 8
      HYPERLINK \l "_Toc159134355" Notification PAGEREF _Toc159134355 \h 8
      HYPERLINK \l "_Toc159134356" A. Date for Presently Employed Teachers PAGEREF _Toc159134356 \h 8
      HYPERLINK \l "_Toc159134357" B. New Teachers PAGEREF _Toc159134357 \h 8
      HYPERLINK \l "_Toc159134358" C. Revisions PAGEREF _Toc159134358 \h 8

HYPERLINK \l "_Toc159134359" ARTICLE IX PAGEREF _Toc159134359 \h 9
      HYPERLINK \l "_Toc159134360" TRANSFERS PAGEREF _Toc159134360 \h 9
      HYPERLINK \l "_Toc159134361" A. Date of Posting PAGEREF _Toc159134361 \h 9

HYPERLINK \l "_Toc159134362" ARTICLE X PAGEREF _Toc159134362 \h 9
      HYPERLINK \l "_Toc159134363" NEW POSITIONS - TEACHERS PAGEREF _Toc159134363 \h 9
      HYPERLINK \l "_Toc159134364" A. Positions Included PAGEREF _Toc159134364 \h 9
      HYPERLINK \l "_Toc159134365" 1. Date of Posting PAGEREF _Toc159134365 \h 9
      HYPERLINK \l "_Toc159134366" 2. Application Procedure PAGEREF _Toc159134366 \h 9
      HYPERLINK \l "_Toc159134367" B. Criteria for Notice PAGEREF _Toc159134367 \h 9
      HYPERLINK \l "_Toc159134368" C. Applications PAGEREF _Toc159134368 \h 10
      HYPERLINK \l "_Toc159134369" D. Promotions - All Other Staff PAGEREF _Toc159134369 \h 10

HYPERLINK \l "_Toc159134370" ARTICLE XI PAGEREF _Toc159134370 \h 10
      HYPERLINK \l "_Toc159134371" PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT - TEACHERS PAGEREF _Toc159134371 \h 10
      HYPERLINK \l "_Toc159134373" A. Professional Development PAGEREF _Toc159134373 \h 10
      HYPERLINK \l "_Toc159134374" B. Professional Development Committee PAGEREF _Toc159134374 \h 10
      HYPERLINK \l "_Toc159134375" C. In-service Programs PAGEREF _Toc159134375 \h 11
      HYPERLINK \l "_Toc159134376" D. Provisional Certificate PAGEREF _Toc159134376 \h 11
      HYPERLINK \l "_Toc159134377" E. Educational Reimbursement PAGEREF _Toc159134377 \h 11
      HYPERLINK \l "_Toc159134378" F. Professional Development PAGEREF _Toc159134378 \h 12

HYPERLINK \l "_Toc159134379" ARTICLE XII PAGEREF _Toc159134379 \h 12
      HYPERLINK \l "_Toc159134380" INSTRUCTOR EVALUATION PAGEREF _Toc159134380 \h 12
      HYPERLINK \l "_Toc159134381" A. Performance Appraisals PAGEREF _Toc159134381 \h 12
      HYPERLINK \l "_Toc159134382" B. General Criteria PAGEREF _Toc159134382 \h 12
      HYPERLINK \l "_Toc159134383" 1. Open Evaluation PAGEREF _Toc159134383 \h 12
      HYPERLINK \l "_Toc159134384" C. Evaluation Procedure PAGEREF _Toc159134384 \h 13
      HYPERLINK \l "_Toc159134385" 1. Reports PAGEREF _Toc159134385 \h 13
      HYPERLINK \l "_Toc159134386" D. Personnel Records PAGEREF _Toc159134386 \h 13
      HYPERLINK \l "_Toc159134387" E. Tenured Teachers PAGEREF _Toc159134387 \h 13
      HYPERLINK \l "_Toc159134388" F. Evaluations PAGEREF _Toc159134388 \h 13

HYPERLINK \l "_Toc159134379" ARTICLE XIII PAGEREF _Toc159134379 \h 12
      HYPERLINK \l "_Toc159134389" WORK SCHEDULES PAGEREF _Toc159134389 \h 13
      HYPERLINK \l "_Toc159134390" A. Teachers' Day PAGEREF _Toc159134390 \h 13
      HYPERLINK \l "_Toc159134391" 1. Check-In Procedure PAGEREF _Toc159134391 \h 13
      HYPERLINK \l "_Toc159134392" 2. Length of Day PAGEREF _Toc159134392 \h 14
      HYPERLINK \l "_Toc159134393" 3. Attendance PAGEREF _Toc159134393 \h 14
      HYPERLINK \l "_Toc159134394" 4. Lunch Periods PAGEREF _Toc159134394 \h 14
      HYPERLINK \l "_Toc159134395" B. Custodians PAGEREF _Toc159134395 \h 14
      HYPERLINK \l "_Toc159134396" C. Teacher Aides PAGEREF _Toc159134396 \h 16
      HYPERLINK \l "_Toc159134397" D. Support Staff PAGEREF _Toc159134397 \h 16
      HYPERLINK \l "_Toc159134398" E. Technicians PAGEREF _Toc159134398 \h 16

HYPERLINK \l "_Toc159134399" ARTICLE XIV PAGEREF _Toc159134399 \h 16
      HYPERLINK \l "_Toc159134400" WORK YEAR PAGEREF _Toc159134400 \h 16
      HYPERLINK \l "_Toc159134401" A. In-School Work Year PAGEREF _Toc159134401 \h 16
      HYPERLINK \l "_Toc159134402" B. Vacation Policy for Twelve (12) Month Employees PAGEREF _Toc159134402 \h 17

HYPERLINK \l "_Toc159134403" ARTICLE XV PAGEREF _Toc159134403 \h 18
      HYPERLINK \l "_Toc159134404" PROTECTION OF ALL EMPLOYEES, STUDENTS AND PROPERTY PAGEREF _Toc159134404 \h 18
      HYPERLINK \l "_Toc159134406" A. Right to Know PAGEREF _Toc159134406 \h 18
      HYPERLINK \l "_Toc159134407" B. Assault to Employee PAGEREF _Toc159134407 \h 18

HYPERLINK \l "_Toc159134408" ARTICLE XVI PAGEREF _Toc159134408 \h 19
      HYPERLINK \l "_Toc159134409" SICK LEAVE PAGEREF _Toc159134409 \h 19


HYPERLINK \l "_Toc159134410" ARTICLE XVII PAGEREF _Toc159134410 \h 19
      HYPERLINK \l "_Toc159134411" UNPAID LEAVE OF ABSENCE PAGEREF _Toc159134411 \h 19

HYPERLINK \l "_Toc159134412" ARTICLE XVIII PAGEREF _Toc159134412 \h 20
      HYPERLINK \l "_Toc159134413" TEMPORARY LEAVES OF ABSENCE PAGEREF _Toc159134413 \h 20
      HYPERLINK \l "_Toc159134414" A. Bereavement Leave PAGEREF _Toc159134414 \h 20
      HYPERLINK \l "_Toc159134415" B. Personal Leave PAGEREF _Toc159134415 \h 20

HYPERLINK \l "_Toc159134416" ARTICLE XIX PAGEREF _Toc159134416 \h 21
      HYPERLINK \l "_Toc159134417" PAY AND SALARY GUIDES PAGEREF _Toc159134417 \h 21
      HYPERLINK \l "_Toc159134418" A. Salary PAGEREF _Toc159134418 \h 21
      B. Increments 21
      HYPERLINK \l "_Toc159134419" C. Salary Deductions PAGEREF _Toc159134419 \h 22
      HYPERLINK \l "_Toc159134420" D. Association Payroll Dues Deductions PAGEREF _Toc159134420 \h 22
      HYPERLINK \l "_Toc159134421" E. Longevity PAGEREF _Toc159134421 \h 23
      HYPERLINK \l "_Toc159134422" F. All Other Staff PAGEREF _Toc159134422 \h 23
      HYPERLINK \l "_Toc159134423" G. Coordinators PAGEREF _Toc159134423 \h 23
      HYPERLINK \l "_Toc159134424" H. Advisors PAGEREF _Toc159134424 \h 23
      HYPERLINK \l "_Toc159134425" I. Coaches PAGEREF _Toc159134425 \h 23
      HYPERLINK \l "_Toc159134426" Coaches Driving to Practice/Matches/Meets/Games PAGEREF _Toc159134426 \h 24
      HYPERLINK \l "_Toc159134427" J. Black Seal/Shift Differentials PAGEREF _Toc159134427 \h 24
      HYPERLINK \l "_Toc159134428" K. Uniforms PAGEREF _Toc159134428 \h 24
      HYPERLINK \l "_Toc159134429" PLACEMENT ON GUIDE PAGEREF _Toc159134429 \h 24

HYPERLINK \l "_Toc159134430" ARTICLE XX PAGEREF _Toc159134430 \h 25
      HYPERLINK \l "_Toc159134431" FRINGE BENEFITS PAGEREF _Toc159134431 \h 25
      HYPERLINK \l "_Toc159134432" A. Health Benefits Program PAGEREF _Toc159134432 \h 25
      HYPERLINK \l "_Toc159134433" B. Prescription Program PAGEREF _Toc159134433 \h 26
      HYPERLINK \l "_Toc159134434" C. Contributory Insurance PAGEREF _Toc159134434 \h 26
      HYPERLINK \l "_Toc159134435" D. Pension Plan PAGEREF _Toc159134435 \h 26
      HYPERLINK \l "_Toc159134436" E. Severance Pay PAGEREF _Toc159134436 \h 26
      HYPERLINK \l "_Toc159134437" F. Dental Plan PAGEREF _Toc159134437 \h 27
      HYPERLINK \l "_Toc159134438" G. Buy Back of Medical, Prescription and/or Dental Benefits PAGEREF _Toc159134438 \h 27

HYPERLINK \l "_Toc159134439" ARTICLE XXI PAGEREF _Toc159134439 \h 28
      HYPERLINK \l "_Toc159134440" EMPLOYMENT NOTIFICATION, RETURN NOTICE PAGEREF _Toc159134440 \h 28

HYPERLINK \l "_Toc159134441" ARTICLE XXII PAGEREF _Toc159134441 \h 28
      HYPERLINK \l "_Toc159134442" MISCELLANEOUS PROVISIONS PAGEREF _Toc159134442 \h 28

HYPERLINK \l "_Toc159134443" ARTICLE XXIII PAGEREF _Toc159134443 \h 28
      HYPERLINK \l "_Toc159134444" REPRESENTATION FEE PAGEREF _Toc159134444 \h 28
      HYPERLINK \l "_Toc159134445" A. Purpose of Fee PAGEREF _Toc159134445 \h 28
      HYPERLINK \l "_Toc159134446" B. Amount of Fee PAGEREF _Toc159134446 \h 28
      HYPERLINK \l "_Toc159134447" 1. Notification PAGEREF _Toc159134447 \h 28
      HYPERLINK \l "_Toc159134448" 2. Legal Maximum PAGEREF _Toc159134448 \h 29
      HYPERLINK \l "_Toc159134449" C. Deduction and Transmission of Fee PAGEREF _Toc159134449 \h 29
      HYPERLINK \l "_Toc159134450" 1. Notification PAGEREF _Toc159134450 \h 29
      HYPERLINK \l "_Toc159134451" 2. Payroll Deduction Schedule PAGEREF _Toc159134451 \h 29
      HYPERLINK \l "_Toc159134452" 3. Termination of Employment PAGEREF _Toc159134452 \h 29
      HYPERLINK \l "_Toc159134453" 4. Mechanics PAGEREF _Toc159134453 \h 29
      HYPERLINK \l "_Toc159134454" 5. Changes PAGEREF _Toc159134454 \h 30
      HYPERLINK \l "_Toc159134455" 6. New Employees PAGEREF _Toc159134455 \h 30
      HYPERLINK \l "_Toc159134456" D. Indemnification PAGEREF _Toc159134456 \h 30

HYPERLINK \l "_Toc159134457" ARTICLE XXIV PAGEREF _Toc159134457 \h 30
      HYPERLINK \l "_Toc159134458" DURATION OF AGREEMENT PAGEREF _Toc159134458 \h 30
      HYPERLINK \l "_Toc159134459" A. Duration Period PAGEREF _Toc159134459 \h 30
      HYPERLINK \l "_Toc159134460" B. Status of Incorporation PAGEREF _Toc159134460 \h 30

HYPERLINK \l "_Toc159134461" EXHIBIT A PAGEREF _Toc159134461 \h 32
HYPERLINK \l "_Toc159134465" EXHIBIT B PAGEREF _Toc159134465 \h 33
HYPERLINK \l "_Toc159134467" EXHIBIT C PAGEREF _Toc159134467 \h 34
HYPERLINK \l "_Toc159134469" EXHIBIT D PAGEREF _Toc159134469 \h 36
HYPERLINK \l "_Toc159134472" EXHIBIT E PAGEREF _Toc159134472 \h 37
HYPERLINK \l "_Toc159134475" EXHIBIT F PAGEREF _Toc159134475 \h 38
HYPERLINK \l "_Toc159134479" EXHIBIT G PAGEREF _Toc159134479 \h 39
HYPERLINK \l "_Toc159134484" EXHIBIT H PAGEREF _Toc159134484 \h 40
HYPERLINK \l "_Toc159134486" EXHIBIT I PAGEREF _Toc159134486 \h 41
PREAMBLE
This Agreement is entered into this 1st day of July, 2006 by and between the Board of Education of Gloucester County Vocational-Technical School, hereinafter called the "Board" and Gloucester County Vocational- Technical Education Association, hereinafter called the "Association."
ARTICLE I
RECOGNITION
WHEREAS, a majority of the employees in the positions designated in the unit described below in the Gloucester County School District has designated the Gloucester County Vocational-Technical Education Association as its representative for the purpose of collective negotiations regarding terms and conditions of employment, and WHEREAS, such employees constitute an appropriate unit for collective negotiations; the Board of Education of Gloucester County Vocational-Technical School, Deptford Township, New Jersey recognizes the Gloucester County Vocational-Technical Education Association as the sole and exclusive representative for collective negotiations concerning the terms and conditions of employment of the employees in the unit, i.e., those who hold a Bachelor's or higher degree, or hold a regular or emergency vocational or technical certificate, and designated faculty, school nurses, coordinators, guidance counselors, child study team members, vocational evaluators, support staff, maintenance staff, technicians, custodians, educational assistants (instructional and noninstructional) and teacher aides, and providing that the above mentioned agree to abide by the code of ethics of the Education Profession.
ARTICLE II
NEGOTIATION PROCEDURE
On or before December 3 or as scheduled by P.E.R.C. (Public Employment Relations Commission) prior to the expiration date of this Agreement, the parties agree to enter collective negotiations over a successor Agreement in good faith and mutual respect to reach agreement on all mutually agreed upon negotiable matters concerning the terms and conditions of employment. Any agreement so negotiated shall apply to all personnel for whom the Association is authorized to negotiate, shall be reduced to writing and shall be subject to the respective ratification procedures of the Board and the Association. Such ratification shall take place within 28 days of the date of the Agreement.

During this first meeting of negotiations, a calendar of negotiation meetings shall be established, a mutually acceptable place or places for the meetings shall be determined, as well as all details relative to negotiation procedures shall be settled by mutual consent.

Before and during negotiations, the Board shall make available, after proper advance request by the Association for inspection and use, all pertinent public records, data and information concerning the Gloucester County Vocational-Technical School.

During the term of this Agreement, neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in ARTICLE I of this Agreement with any organization other than the Association for the duration of this Agreement.
Modification
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
BOARD RIGHTS
The Gloucester County Vocational-Technical School Board on its own behalf hereby retains and reserves unto itself all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the law and the Constitution of the State of New Jersey and of the United States including the foregoing, without limiting the generality of: the determination and administration of educational policy; the operation of the school; the management and control of school properties, facilities, courses of instruction, methods of instruction, materials used for instruction; and the selection, direction, transfer, promotion, discipline or dismissal of all personnel. The exercise of these powers, rights, authority, duties, and responsibilities by the Board and the adoption of such rules, regulations and policies expressed in this Agreement shall be limited only to the specific terms of this Agreement.
ARTICLE IV
ASSOCIATION RIGHTS, PRIVILEGES AND
RESPONSIBILITIES

A. Release Time
      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.
B. Use of Building
      1. The Association or its designees shall have the right to use the school building at all reasonable hours for meetings. The Principal of the building wing in which the meeting will take place will be notified in advance (48 hours) of the time and date of every meeting.
      2. 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 or instructional assignments.
C. Use of Equipment
      The Association shall have the privilege of using school equipment with the written permission of the Principal for each occasion for use at the close of the regular school day when it is not being used for school purposes. The Principal shall respond to such requests within 24 hours. Permission shall not be unreasonably withheld. Such use shall occur under the supervision of those who are responsible for said equipment. The Association agrees that only experienced operators will use the equipment and that the Association will pay the cost of all materials and supplies incident to such use and for any repairs necessitated as a result thereof. It is further understood that the use of school equipment shall be limited to that which is necessary for the preparation or reproduction of official Association communications or notices.
D. Bulletin Boards
      The Association shall have a bulletin board in the 100-wing Media Center, the 400-wing staff dining area, and Custodial area. The Association will also be assigned, by the Principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices. Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.
E. Use of School Mail
      The Association shall have the right to distribute material through the intra-school mail system, provided that such material is limited to routine Association business and the distribution does not involve school employees during those employees' working hours. The lunch period is not considered to be part of the working hours.
F. Association Office
      The Association shall be provided with an office space to include a telephone. The Association shall reimburse the Board for the costs of the telephone.
G. Association President
The President of the Association shall have two duty free days per week.
ARTICLE V
EMPLOYEE RIGHTS
A. Rights Protection in Representation
      The Board and the Association hereby agree that every employee, as defined in Article I Recognition, of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection or to refrain from such activities. As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by Chapter 303, Public Laws 1968 or other laws of New Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his/her membership in the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance, complaint or proceedings under this Agreement or otherwise with respect to any terms or conditions of employment.
B. Statutory Savings Clause
      Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she 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.
41
      Should any portion of this Agreement be deemed contrary to the law by a court of proper jurisdiction, only that portion of the Agreement so judged shall be affected and the remainder of the Agreement shall remain in force.
C. Just Cause
      No employee shall be disciplined, reprimanded, reduced in rank or compensation without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
D. Association Identification
      No employee shall be prevented from wearing lapel pins or other similar identification of membership in the Association or its affiliates.
E. Required Meetings or Hearings
      Whenever any employee is required to appear before any administration or supervisor, board of any committee, member, representative, or agent thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then he/she shall be given 24 hours prior notice, unless deemed an emergency. This notice shall be in writing and shall state the reason for such meeting or interview. The employee shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.
F. Code of Ethics
      The personal life of an employee is not an appropriate concern or attention of the Board except as it may directly prevent the employee from performing properly his/her assigned functions during the workday or for the breach of the code of ethics.
G. Full Rights of Citizenship
      Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the professional employment of such employee, and providing said activities do not interfere with the orderly operation of the school.
ARTICLE VI
GRIEVANCE PROCEDURE
A. Definition
      1. An alleged violation of this Agreement shall be subject to appeal through all levels of this procedure.
      2. An allegation of unfair treatment by interpretation or application of a Board Policy or administrative decision may not be appealed beyond Level Four of this procedure.
B. Procedure
      1. A grievance should be presented for consideration as promptly as possible, and in no event later than ten (10) school days after the employee has become aware of the alleged occurrence. If not filed in writing within this period, then the grievance shall be considered as waived.
      2. Level One - Discussion
          a. Any employee who believes he/she has a grievance shall discuss the alleged grievance with his/her immediate Supervisor/Administrator in an attempt to resolve the matter informally at that level.
          b. If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, he/she shall set forth his/her complaint in writing within an additional five (5) school days to his/her Supervisor/Administrator. The Supervisor/Administrator shall communicate his/her decision to the employee in writing within three (3) school days of receipt of the written complaint.
3. Level Two - Written Appeal
          a. The employee may appeal in writing within seven (7) school days the Supervisor/Administrator's decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing and must set forth the grounds upon which the grievance is based. The Superintendent shall request a report on the grievance from the Supervisor/Administrator in writing. The Superintendent shall then confer with the concerned parties. He/she shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days. The Superintendent shall communicate his/her decision in writing, along with supporting reasons, to the employee and the Supervisor/Administrator within that time period.
4. Level Three - Association Evaluation
          a. If the grievance is not settled after reaching the Superintendent of Schools, the matter may be referred to a Committee representing the employee and designated by the Association. The Committee shall make a determination as to the merits of the grievance as soon as possible, but within a period not to exceed ten (10) school days, notifying the parties concerned in writing of that determination.
              (1) If the Committee determines that the grievance has merit, it shall recommend that the grievance be heard by the Board.
              (2) If the Committee determines that the grievance is without merit, it will so advise the employee, and a copy of its findings shall be sent to the Supervisor/Administrator, Superintendent of Schools, and the Board.
              (3) An employee whose grievance has been determined to be without merit by the Committee shall retain the right to appeal in writing to the Board, within ten (10) school days of the determination by the Committee.
      5. Level Four - Review by the Board of Education
          a. If the grievance has merit as determined by the Committee, the Committee may request a review by the Board. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board. The Board shall review the grievance, hold a hearing with the employee, if requested, and render a decision in writing within thirty (30) calendar days.
6. Level Five - Impasse
          a. Any grievance supported by the Committee representing the employee and not resolved to the satisfaction of the employee after review by the Board shall, at the request of this Committee, be referred by either party to arbitration by written notice to the other party. Arbitration procedure shall be conducted under Rules and Regulations of P.E.R.C. The decision of arbitration shall be final and binding on the Association and the Board for the full term of this Agreement.
          b. All costs for the services of the arbitrator shall be shared equally by the Board and the Association representing the employee.
          c. Only allegations of a violation of the Agreement may be considered at this level.
C. Time Limits
      1. The last decision on any grievance at any step shall be considered a satisfactory adjustment unless, within the time periods provided after the decision has been given, the procedure is carried forward to the next level by the aggrieved.
      2. In the event the grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year.
      3. The procedure shall be followed above unless any step or steps thereof are waived, combined, or extended by mutual consent so stated in writing.
D. Flow Chart of Grievance Procedure
Alleged OccurrencePresented no later than 10 school days
Level OneDiscussion - 5 school days
Filed in writing - 5 school days
Administrator Answer in writing - 3 school days
Level TwoAppeal in writing to Superintendent - 7 school days
SuperintendentAttempts to resolve within 10 days
Level ThreeAssociation to consider appeal - 10 school days
If Association Committee determines meritCommittee recommends hearing by Board
If Association Committee denies meritMember has 10 school days to appeal in writing to Board
Level FourIf merited, Board has 30 calendar days to decide
Level FiveIf not resolved, referred to Arbitration under Rules and Regulation of PERC
ArbitrationFinal and binding decision

ARTICLE VII
EMPLOYMENT
A. Certification
      The Board agrees to hire only certificated teachers or those qualified to obtain certificates issued by the New Jersey State Board of Examiners for every teaching assignment.
B. Notification
      1. All certificated association members (10, 11, and 12 months) shall be notified of their contract and salary status for the ensuing year no later than May 15.
      2. All teacher aides, custodians, maintenance staff, technicians and support staff shall be notified of their contract and salary status for the ensuing year no later than May 31.
C. Retirement
      All personnel who desire to leave the employment of the Board through retirement must apply in writing to the Superintendent as prescribed by State Law. (N.J.S.A. 18A:28-8)
D. Pre-R.I.F. Conference
      Subject to N.J.S.A. 18A:28-9, the Superintendent shall notify the Association of any pending reduction in the teaching work force within a reasonable period of at least 60 days time prior to such action. Upon request the Superintendent and/or Board shall meet to discuss the situation. The Board's determination shall not be subject to the grievance procedure.
E. Custodial Seniority, Lay Off and Recall
      School District seniority is defined as service by appointed employees in the School District in the collective bargaining unit covered by this Agreement. An appointed employee shall lose all accumulated School District seniority only if he/she:
      (1) resigns or is discharged for cause or terminated with pay as provided herein, irrespective of whether he/she is subsequently rehired by the School District.
F. Work Location - Reduction In Force
      In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the employees shall be laid off in the inverse order of seniority of the employees in the department and group involved at the work location, consistent with Title 18A:17-4.
G. Vacancy for Employment Recall
      In the event that within 1 year from the date of his/her lay off a vacancy occurs in the classification of his/her last appointment in the department from which he/she was laid off, or in a lesser classification in the same line of work in the department, a laid-off employee shall be entitled to recall thereto in the order of his/her departmental seniority.
H. Notice of Employment Recall
      Notice of recall to work shall be addressed to the employee's last address appearing on the records of the School District, by certified mail, return receipt requested. Within 30 days from the receipt of such notice of recall, the employee shall notify the Supervisor/Administrator of the department involved, in writing, whether or not he/she desires to return to the work involved in the recall. If he/she fails to reply or if he/she indicates that he/she does not desire to return to such work, he/she shall forfeit all of his/her seniority and all rights to recall. If he/she indicates that he/she desires to return to the work involved in the recall notice, then he/she shall report for such work within 30 days from the date he/she receives the recall notice or within such period of time as is set forth in a written extension of time signed by the Supervisor/Administrator of the department or his/her designee. In the event he/she shall fail to report to work, he/she shall forfeit all of his/her seniority and all rights to recall.
I. Seniority on Employment Recall
      Seniority shall not be accumulated during the period of lay off. Upon recall the appointed employee shall have his/her accumulated seniority to the date of lay off.

ARTICLE VIII
TEACHER ASSIGNMENT

Notification
A. Date for Presently Employed Teachers
      All teachers shall be given written notice of their salary schedules, class and/or subject assignments, and building assignments for the forthcoming year not later than June 1. The Board will send a list of schedules and assignments of all unit members to the Association.
B. New Teachers
      The Superintendent shall assign all newly appointed personnel to their specific positions within that subject area and/or grade level for which the Board has appointed them. The Superintendent shall give notice of assignments to new teachers as soon as practicable, and except in cases of emergency, not later than August 1.
C. Revisions
      In the event that changes in such schedules, class, and/or subject assignments are proposed after August 1, the teacher affected shall be notified promptly in writing, and said affected teacher shall be given the opportunity for one day (6.5 hours) preparation time to be paid at the additional compensation rate. This preparation time must take place prior to the first day of the semester and must take place within the district. Teachers must make arrangements for this preparation time with their supervisor in advance.
ARTICLE IX
TRANSFERS
A. Date of Posting
No later than May 15 of each school year, the Superintendent shall deliver to the Association, post in all school buildings and include in the "Superintendent's Message" a list of the known vacancies which shall occur during the following school year. Timely notice of position openings will be made by the Superintendent. Teachers who desire a change in assignment are urged to transmit such request to the Superintendent.
ARTICLE X
NEW POSITIONS - TEACHERS
A. Positions Included
Promotional positions are defined as follows:
      Positions paying a salary differential and/or positions on the administrator supervisory levels of responsibility.
1. Date of Posting
          When school is in session, a notice shall be posted in the school as far in advance as practicable, ordinarily at least ten (10) school days before the final date when applications must be submitted. This period may be shortened if by mutual consent. A copy of said notice shall be given to the Association at the time of posting. Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent or his/her designee within the time limit specified in the notice, and the Superintendent or designee shall acknowledge promptly in writing the receipt of all such applications.
2. Application Procedure
          Teachers who desire to apply for a promotional position which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer. The Superintendent or designee shall notify all teachers who are certified in the area of the vacancy and those teachers who will be certified by the date of the commencement of the vacancy or possible promotion. Such notice shall be sent at least ten (10) calendar days before the final date when applications must be submitted. In addition, the Superintendent or designee shall, within the same time period, post a list of promotional positions to be filled during the summer period at the administration office.
B. Criteria for Notice
      In both situations set forth in Section A above, the qualifications for the position, its duties, and the rate of compensation, shall be clearly set forth. The qualifications set forth for a particular position shall be in compliance with standards established for certification by the New Jersey Department of Education.
C. Applications
      All qualified teachers shall be given adequate opportunity to make application and no position shall be filled until all properly submitted applications have been considered. The Superintendent agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. Positions shall be posted in the school, listed in the Superintendents Message, or given to interested teachers. Announcements of appointments shall be made by posting a list in the office of the central administration. A copy of the "Superintendent's Message" will be forwarded to the Association President. If it is discontinued, said list shall be forwarded to the Association President indicating which positions have been filled and by whom. If postings are rescinded, notification will be placed wherever postings are ordinarily displayed.
D. Promotions - All Other Staff
Vacancies in promotional and other positions shall be posted in areas of access to unit employees and a copy of such postings forwarded to the Association President.
      The Association shall have a bulletin board in the 100-wing Media Center, the 400-wing staff dining area, and Custodial area. The Association will also be assigned, by the Principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices. Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.
Posting notices shall include the title of the position, salary range, shift and work week, clear abstract of job responsibilities and application deadline.
ARTICLE XI
PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT - TEACHERS

A. Professional Development
      The Association recognizes that it shares with its professional staff responsibility for the upgrading and updating of teacher performance and attitudes. The Board and the Association support the principle of continuing training of teachers and the improvement of instruction.
B. Professional Development Committee
      1. The Association agrees to cooperate with the Superintendent in arranging in-service courses, workshops, conferences, and programs designed to improve the quality of instruction. Such activities shall be coordinated through establishing a Professional Development Committee. The Committee shall consist of representatives of the teachers association and the administration.
      2. Whenever the Board of Education requests an in-service course to be offered for the benefit of the system, all related charges approved by the Superintendent shall be paid by the Board.
C. In-service Programs
      In-service programs shall be conducted during the in-school teacher workday, if teacher attendance is required.
D. Provisional Certificate
      The Gloucester County Vocational-Technical School Board is permitted to employ teachers to work under a "Provisional Certificate" pending completion of teacher training to qualify for a regular teaching certificate.
      The provisional teacher will forward a certified check or money order made payable to the Commissioner of Education to the address provided in the provisional teacher program packet. This cost is for the State provided training program. Does not apply to Provisional Teachers with Advanced Standing.
      NOTE: Initial fee required for participation may be reimbursed by the District, upon successful completion of the training program, and upon the recommendation of the Superintendent.
      The provisional teacher will pay a fee to the mentor who supports the provisional teacher for the initial 20-day practical experience. (Phase I). The district will pay a fee to the mentor who serves as the experienced mentor over the 30-week duration of the program (proportionately longer for part-time.) Does not apply to Provisional Teachers with Advanced Standing.
      Applies to all Provisional Teachers.
      The Principal is responsible for evaluating the provisional teacher and will determine whether the new teacher is recommended for certification at the end of the first year of instruction.
      NOTE: No college credits are awarded for this provisional certification route.
      The Principal will provide the provisional teacher with the support of a mentor teacher for 20 days prior to or during the provisional teacher's first 20 days of employment, and provide the Superintendent or designee with the name of the mentor.
      All teachers who achieve full certification will be paid in accordance with the new salary rate commencing the payroll period following the Superintendent's review of documentation and recommendation for advancement on the salary guide.
E. Educational Reimbursement
      The Board shall not reimburse for any courses taken that are subject to reimbursement by other agencies.
      All certificated staff members shall be entitled to tuition reimbursement as follows:
      The Board of Education will pay the amount equivalent to costs (tuition and fees) associated with taking six (6) graduate credits at Rowan University for in-state resident rates. Reimbursement will occur only if a grade of B or better is attained through an accredited institution. In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.
      All other staff shall be entitled to tuition reimbursement as follows:
      The Board of Education will pay the amount equivalent to costs (tuition and fees) associated with taking nine (9) credits at Gloucester County College for in-county rates. Reimbursement will occur only if a grade of B or better is attained through an accredited institution. In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.
      NOTE: The reimbursement shall be deemed eligible only after prior approval by the Superintendent before courses are taken.
      All other staff shall have the opportunity to enroll, at no charge, to any evening school course. Charges for books and materials shall be borne by the employee. Courses taken shall relate to the employee's job description or upgrading a position in the district. In the case of a night shift worker, such courses may be taken during the day.
      NOTE: The reimbursement shall be made only after prior approval by the Superintendent before courses are taken.
      Reimbursement shall be made in October and March of each year provided verification of credits earned and payment receipts are received a minimum of 30 days prior to October 1 and March 1 respectively.
F. Professional Development
      1. All applications for attendance must be submitted to the Superintendent at least two (2) weeks before date of participation, for approval.
      2. Board to pay full costs of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions or other such sessions, which have been approved. Said association member shall also be compensated for all time spent in actual attendance at said session beyond his/her regular working day and year at his/her regular rate.
      3. Within ten days of completion of participation, a written evaluation of the experience shall be submitted to the Superintendent or as required by federal or state funding guidelines.
      4. It is understood that professional development is to be defined as skill and/or trade development, not what is considered as traditional education courses for which credits are awarded.
ARTICLE XII
INSTRUCTOR EVALUATION
A. Performance Appraisals
      Performance appraisals of all personnel will be conducted at times as determined by the Principal and as requested by the Superintendent. All appraisals will be made out in triplicate; one copy for the Superintendent, one copy for the teacher, and one copy to be maintained in the Administrator's Office.
B. General Criteria
1. Open Evaluation
          All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address, and similar surveillance devices shall be strictly prohibited.
C. Evaluation Procedure
1. Reports
          Evaluation reports shall be presented to each teacher based on a compilation of reports and observations by any or all supervisory personnel who come into contact with the teacher in a supervisory capacity.
          a. Such reports shall be written in narrative form and shall include, when pertinent:
(1) Strengths of the teacher as evidenced.
(2) Weaknesses of the teacher as evidenced.
              (3) Specific suggestions as to measures which the teacher might take to improve his/her performance in each of the areas wherein weaknesses have been indicated.
              (4) Increment in jeopardy. When a teacher's increment is in jeopardy, the narrative section will clearly set forth the improvements necessary for the increment to be maintained.
D. Personnel Records
      Any Association member shall have the right, upon twenty-four (24) hours advance notice, to review, in the presence of an assigned individual, the contents of his/her personnel file (excluding pre-employment information). During such review nothing will be removed, mutilated, or defaced. The Association member, at his/her own expense of $.10 per sheet may receive one copy of any documents contained therein with a limit of one copy of each document per year. If an Association member inventories the contents of the file, the assigned individual will validate such inventory in writing.
E. Tenured Teachers
      Tenured teachers shall be evaluated by their immediate supervisors a minimum of one (1) time in each school year.
F. Evaluations
      Observations and evaluations shall be conducted in full compliance with the provisions of the NJSA 18A:27-3.1 et seq; NJAC 6:3-1.9 et seq; and NJAC 6:3-1.21.

ARTICLE XIII
WORK SCHEDULES
A. Teachers' Day
1. Check-In Procedure
          As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities. Teachers shall indicate their presence for duty by placing a check mark and their initials in the appropriate column of the faculty "sign-in/sign-out" roster. In the event that a teacher arrives late or leaves early, he/she shall set forth the time and write his/her initials next thereto.
2. Length of Day
      a. The scheduled teacher work day will be:
8:00 a.m.-3:00 p.m. (Monday through Friday)
          b. Teachers will have a maximum of 5 hours per day of pupil contact time with a minimum of 150 minutes of preparation time per week.
          c. Notwithstanding the provisions of paragraph a and b above, the Board may at the time of hire, employ new teachers or certificated staff members covered by this Agreement for a starting time and ending time different than that set forth in a and b above. The Board may also hire said teacher or certificated staff member for a scheduled work day/week which exceeds the length of the work day/week set forth in a and b above, in which event the longer day will be compensated at the individuals salary level and calculated into salary if the responsibilities in the extended day involve the performance of the certified staff members normal duties. New teachers or certificated staff members will be provided with their schedules at the time of hire. Notice will be given in advance, normally one week, unless there is an emergency. Normal posting procedures will be used to notify presently employed personnel of opportunities that may become available.
          d. Academic teachers will teach three (3) 80-minute block classes per semester. In the rare event that it becomes necessary for the administration to schedule a fourth class to an academic teacher, the teacher will receive a stipend of $1,000.00 per semester class for a 40-minute assignment and $2,000.00 per semester class for an 80-minute assignment class. These classes will be offered through the individual academic departments. An academic teacher who teaches four (4) classes will have only two (2) preparations, if assigned by administration, three (3) preparations if accepted by the staff member.
          e. Teachers leaving the facility before the closing of the school day must first obtain permission from the Principal and shall log their time of departure and return and when leaving for lunch, notice thereof shall be given to the office.
      3. Attendance
          Teachers will be notified when their attendance shall not be required due to inclement weather.
4. Lunch Periods
          a. Teachers shall have a daily unpaid duty-free lunch period of at least forty (40) minutes.
B. Custodians
1. The custodians' work schedules shall be as follows:
a. Eight (8) hours per day, five (5) days per week.
      2. The scheduled work day shall not include the unpaid forty (40) minute meal break but shall include the two fifteen (15) minute breaks per day.
          a. When leaving the premises during a meal break, sign-in and sign-out.
      3. Work schedules showing each employees work day, breaks, lunch, shift and hours shall be posted on the custodial bulletin board.
      4. Beginning July 1, 1997, the district may hire new custodians or accept the voluntary transfer of an existing custodian for a workweek that begins on a day other than Monday.
      5. The work rules and overtime provisions enunciated herein shall apply to said custodians. However, for the purpose of overtime, the 6th consecutive workday shall be deemed a Saturday and the 7th consecutive workday shall be deemed to be a Sunday.
          All custodians will be subject to a 40 hour per week flexible work schedule. For example, Tuesday through Saturday/Wednesday through Sunday or other combinations with any change in work week subject to advance notice of 10 work days.
      6. Employees will normally be given at least five (5) days notice of any shift change, with a maximum of four (4) shift changes per year. A shift change without such notice would only be made under extraordinary circumstances. In the event such change is made without five (5) days notice, written reasons for such change shall be provided to the employee. This provision for notice shall not apply in circumstances when employees are called in for snow removal. The Board will provide to the custodians and the Association the custodial shift schedule for the following year in June.
      7. Overtime in the rate of 1 times regular rate shall be paid for all time worked in excess of forty (40) hours in any work week or in excess of eight (8) hours in any work day except that any work on Sunday or a Holiday will be paid at 2 times regular rate.
      8. Whenever schools are closed due to an emergency declared by the Superintendent, staff are not obligated to report for duty. Administrators will be required to report on an as-needed basis determined by the Superintendent.
          However, the nature of the maintenance/custodial position would require staff as-needed to report as part of a job specific requirement to help prepare the schools to open as soon as possible.
          Therefore, facility managers or authorized designees will be obligated to report and technicians/custodians will be called on a seniority voluntary pattern until sufficient numbers are employed. In the event sufficient numbers cannot be secured, the Board may require the least senior qualified employee to perform. In the event the least senior qualified employee has worked eight (8) overtime hours in that week, then the next least senior qualified employee may be required to perform.
          Also, this day shall be considered an "Emergency Closing Day" and the following conditions shall govern employment:
          Employment shall be on an hourly basis.
              Total compensation shall be paid on a two times (2x) the regular rate for the emergency event.
          Timesheets shall be prepared and approved by the appropriate administrator.
          When required to perform the duty and the employee is unavailable, appropriate documentation will be requested by the administration. If necessary, disciplinary action will be implemented.
      9. Available overtime work shall be offered to qualified employees by seniority on a rotating basis. In the event that an insufficient number of such employees accept the overtime, the Board may require the least senior qualified employee to perform. In the event that the least senior qualified employee has worked eight overtime hours in a week, then the next least senior qualified employee may be required to perform.
C. Teacher Aides
      1. Teacher aides will work the teacher calendar and schedule. They will be required to sign in and out actual times and initial. Teacher aides will have two (2) fifteen (15) minute breaks and an unpaid forty (40) minute lunch period daily. The extra assignment rate for teacher aides is as follows:
2006-07 $13.25/hour
2007-08 $14.25/hour
2008-09 $15.00/hour
      2. The work day is 8:00 a.m. - 2:30 p.m. for the term of the Agreement.
D. Support Staff
      1. Effective July 1, 2006, support staff shall work a forty (40) hour work week with two (2) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
      2. Current support staff working less than a forty hour schedule shall be grandfathered under the Board of Education resolution to their current assignment.
E. Technicians
      1. Effective July 1, 2006, technicians will work a forty (40) hour work week, with two (2) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
ARTICLE XIV
WORK YEAR
A. In-School Work Year
      1. Ten (10) month employees - The in-school work year for ten (10) month employees covered by this Agreement, except new employees, shall work one hundred and eighty-four & one half (184½) work days. These days will be utilized for classroom instruction, in-service training and other educational purposes at the discretion of the Board of Education.
      2. New teachers will be required to report for two (2) additional days that will be utilized for orientation of the new teachers to the practices and procedures of the district.
      3. Eleven (11) month employees shall work the regular in-school work year for ten (10) month employees plus twenty (20) cumulative days during the months of July and August and as designated by the Board of Education.
      4. Twelve (12) month employees shall be employed from July 1 through June 30 and will follow the staff calendar as adopted by the Board of Education.
          Twelve (12) month employees shall be granted 2 days to attend the N.J.E.A. Convention.
      5. Teachers are subject to the assignment to attend, for a period not to exceed 3 hours beyond the scheduled work day, for each of the following since these are part of the 184.5 day work year:
      a. one open house - 6:00 - 8:00 p.m.
b. two back-to-school programs (1.5 hours maximum each) or one (3 hour maximum)
      6. Any and all additional assignments before or after the work day for posted positions such as WIA, career exploration, customized training, evening school and similar positions, shall be compensated at:
      2006-07 $31.00/hour
      2007-08 $32.00/hour
      2008-09 $33.00/hour
      for New Jersey Department of Education professional license, and $30.00 per hour for non-license, for the term of the Agreement.
      7. Any and all additional assignments of a non-teaching nature that involves student supervision outside the normal work hours of certified staff shall be compensated at $20.00 per hour for the term of the Agreement.
          Notwithstanding the provisions of paragraph 6 and 7 above, the rates of some positions will be dictated by grant guidelines.
      8. Requests for flex time may not be granted unless mutually agreed in writing by the Superintendent and the Association.
B. Vacation Policy for Twelve (12) Month Employees
      The Board of Education believes that it is beneficial to the District that personnel employed to work 12 months per year be given periodic relief from the responsibilities of their job without loss of compensation. The Board reserves the right to specify the conditions under which vacation time may be taken, when not otherwise covered by the terms of any negotiated Agreement.
Vacation shall be in addition to all holidays identified in the District calendar for 12-month employees as indicated below:
POSITION
ANNUAL ENTITLEMENT
CARRY-CAP
Maintenance/Systems Technician, Custodian, Secretary10 days 1-2 years prorated
15 days 3+ years		5 days

The annual entitlement must be taken within one year of the time earned.

As of June 30, 2001, vacation days were placed in frozen status for staff. No days may be added to this bank of days; however, days may be used as needed thereby decreasing that frozen status.
The vacation entitlement will be issued as of July 1 annually and must be taken within one year of the time earned. Exceptions will be made to allow employees to carry a capped amount. Any vacation days in excess of the designated cap will be eliminated annually after due notice to employees.
Payment of vacation days for separation from service shall be made as follows:
A. An employee who resigns or retires during the contract year shall receive cash payment for his/her unused vacation days at his/her per diem rate.
B. An employee who dies before his/her contract period is completed shall have payment for his/her unused vacation days given to his/her estate.
C. Payment for unused vacation days shall be combined with unused sick leave (after 10 years of service at severance rate). Payment will be made:
      1. In one (1) lump sum if less than $20,000.00;
      2. In equal installments over a period not exceeding three (3) years if more than $20,000.00, but not more than $70,000.00; or
      3. In a mutually agreed upon lump sum or sums over a period not exceeding five (5) years.
      In no event will the total amount of unused sick leave and vacation day sell-back exceed stipulations of the negotiated Agreement (association and non-association).
Payment for unused earned vacation days will be prorated if separation occurs before contract year is completed. Days taken in excess before separation shall be deducted from the final payout.
    ARTICLE XV
    PROTECTION OF ALL
    EMPLOYEES, STUDENTS AND PROPERTY

    A. Right to Know
    1. It is the intent of the Board of Education that employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well-being. Worker and Community Right to Know Act NJSA 34:5A-1 and Public Employee and Occupational Safety and Health Act NJSA 34:6A-25 are hereby noted and available on request to any staff members.
        2. In the event of any disorder or disruption in the regular school program, the Association shall have the right to meet with the Administration to discuss the safety of students, employees, and property.
    B. Assault to Employee
        1. Employees shall immediately report cases of assault suffered by them in connection with their employment to their Principal or other immediate supervisor.
        2. Such notifications shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the employee for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the employee, the police, and the courts.
    ARTICLE XVI
    SICK LEAVE
    Employees shall not be absent from work without first obtaining permission from the Superintendent unless the absence is caused by personal illness which is covered by sick leave.

    Sick leave is hereby defined to mean the absence from employee's post of duty because of personal disability due to illness or injury or because employee has been excluded from school by the school's medical authorities on account of a contagious disease, or of being quarantined for such a disease in his or her immediate household.

    In case of personal illness, an allowance of full pay will be made for ten (10) days in any school year for ten-month employees and twelve (12) working days in any school year for twelve-month employees. Those hired after the start of the school year will be allowed one (1) sick day per month remaining in the school year. If any such person requires in a school year less than this specified number of days of sick leave with pay allowed, all days of such leave not utilized that year shall be accumulative to be used for additional sick leave with full pay in subsequent years.

    A doctor's certificate may be required by the Superintendent stating the illness and the inability of the employee to report for work, in case of absence on account of personal illness for more than five (5) consecutive days.
    ARTICLE XVII
    UNPAID LEAVE OF ABSENCE
    Any employee of the school district shall be entitled to request, and the Board of Education may grant, an unpaid leave of absence.

    The request for such leave must be submitted at least four months prior to the requested beginning of the leave and such leave must terminate at the beginning of the school year or at a time which is agreed to by the Board and the employee prior to the start of the leave. No such leave shall exceed one year unless special permission is granted by the Board.

    Upon returning from an unpaid leave of absence, the school shall offer the employee a contract as stipulated in Article XXI.

    The salary decision for the employee returning from the unpaid leave will be based upon the criteria of Article XIX in the respective salary guides of this Agreement.

    Neither salary nor benefits under this Agreement shall be provided an employee on an unpaid leave of absence. The employee has the option of maintaining group coverage payments at the employee's own expense.

    ARTICLE XVIII
    TEMPORARY LEAVES OF ABSENCE
    All employees may be granted temporary leaves without loss of pay provided that they comply with the regulations below:
    A. Bereavement Leave
        1. An allowance of up to five (5) consecutive days including the date of the funeral service will be granted for death in the immediate family. If there is no funeral service, an allowance of up to five (5) consecutive days from the date of death will be granted for death in the immediate family. In computing the five (5) days, Saturdays, Sundays, and holidays will be excluded. The immediate family is defined as: father, mother, spouse, child, brother, sister, mother/father-in-law, grandparent, or partner of long standing.
        2. An allowance of up to three (3) consecutive days including the date of the funeral service will be granted for the following family members: stepfather, stepmother, stepchildren, son/daughter-in-law, brother/sister-in-law, or grandchild.
        3. An allowance of one (1) day shall be granted to attend the funeral service of the following family members: aunt, uncle, niece, nephew, cousin, or any person who is legally domiciled in the immediate household.
        4. The Superintendent, in his/her role discretion, may grant additional bereavement leave in exceptional circumstances.
    B. Personal Leave
        1. A full-time employee may request up to three (3) days personal leave per year.
        2. Personal leave may be requested for personal business or legal matters, which cannot be completed other than during school time. Verification of the reason for the personal day may be required at the discretion of the Superintendent.
        3. Personal days may be utilized for emergencies or other urgent reasons not enumerated above if the employee has received the approval of the Superintendent or his/her designee and the employee has completed the required form issued by the Human Resources Department
        4. The following regulations shall apply to the granting of personal days:
            a. Any unused personal days shall accumulate in the sick leave account for use as additional sick days. These days are reimbursable as accumulated sick leave upon retirement.
            b. The request for personal leave shall be submitted to the supervisor on the proper form at least three (3) days before the commencement of the leave, except in cases of emergency.
            c. Any absence which is for a purpose not enumerated above and not covered by sick leave shall result in the deduction of one (1) day's pay for each day of absence.
    ARTICLE XIX
    PAY AND SALARY GUIDES
    A. Salary
        1. Salary will be paid by check on the 15th and the 30th day of every month, or the nearest working day if these dates fall during holidays or weekends for all employees covered by this Agreement.
            New hires will receive salary in accordance with the preceding paragraph. Direct deposit is available and all employees are encouraged to participate. Applicable banking information must be provided to the payroll department at the time of hire.
        2. Under no circumstances will the Board of Education of the Gloucester County Vocational-Technical School make payroll advances other than for vacation periods for all employees covered by this Agreement.
        3. Salary Guides for all full-time regular teachers covered by this Agreement are set forth on Exhibits A, B and C. Guides for custodians and teacher aides are listed separately on Exhibits D and E, respectively. In addition, salary guides for all support staff (working 37.5 hours per week or 40 hours per week), maintenance technicians and other technicians covered by this Agreement are set forth on Exhibits F, G, H and I, respectively.
        4. Salary increases will be:
                5%
            2007-08 5%
            2008-09 4.8%
            of base salary per year.
            Support Staff
            Salary will be 5% of the total support staff allocation divided by the number of staff equals the staff increment.
    B. Increments
        1. An increment is a monetary increase, which allows for the placement of an employee on the next step within a specific salary schedule. When an increment is not granted, the employee will remain at the same step within a salary schedule.
        2. An increment is not automatic. Increments can be granted annually only upon the recommendation of the Superintendent and the approval of the Gloucester County Vocational-

        Technical School Board. Increments can be given until the top step of the employee's classification has been reached.
        3. An increment may be withheld by the Board of Education on the recommendation of the Superintendent if service is unsatisfactory. Unsatisfactory performance can be attributed to "evaluation of job performance," "insubordination," "failure to comply with Gloucester County School Board policies, or "lack of professional ethics. The aggrieved employee has the right to appeal to the Board of Education of the Gloucester County Vocational-Technical School after receipt of reasons.
        4. An increment will not be granted to those who do not have the following minimum days of service for the preceding year:
    10 month contract 90 days*
    11 month contract 99 days*
    12 month contract 108 days*
            *Exclusive of sick, personal, and unpaid leave.
    C. Salary Deductions
        1. The Board of Education of the Gloucester County Vocational-Technical School offers many benefits to employees through payroll deductions. The only compulsory deductions are Federal Income Tax, F.I.C.A. (Social Security), and the New Jersey Public Employees' Retirement System, and/or Teachers Pension and Annuity Fund and of affiliated associates.
        2. Contributory insurance is compulsory for one (1) year. After the first year contributory insurance may be discontinued, however, it may not be reinstated once discontinued.
        3. Other possible optional deductions from salary or wages are Blue Cross, Blue Shield, etc., American Vocational Association, Vocational Education Association of New Jersey as approved by the Board, Bonds, and ABCO Public Employee Federal Credit Union.
    D. Association Payroll Dues Deductions
        1. The Board agrees to deduct from the salaries of its employees dues for the Gloucester County Vocational-Technical Education Association, the New Jersey Education Association, the National Education Association as each employee individually and voluntarily authorizes the Board to deduct. Such deductions shall be made in compliance with Chapter 233 New Jersey Public Laws of 1969 (NJSA 52:1415.9e) and under rules established by the State Department of Education. Said monies together with current records of any corrections shall be transmitted to such person as may from time to time be designated by the Gloucester County Vocational- Technical Education Association by the 15th of each month following the monthly pay period in which deductions were made. The person designated shall disburse such monies to the appropriate association or associations.
        2. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.
    E. Longevity
    Through the life of the Agreement the salary guide provides for longevity increments for teachers as follows:
    Teachers Hired Prior to July 1, 2006:
    After 3 Years
    (4th Year)
    +300
    After 5 Years
    (6th Year)
    +350
    After 10 Years
    (11th Year)
    +400
    After 15 Years
    (16th Year)
    +450
    $300
    $650
    $1,050
    $1,500


    Teachers Hired After July 1, 2006:
    After 5 Years
    (6th Year)
    +350
    After 10 Years
    (11th Year)
    +400
    After 15 Years
    (16th Year)
    +450
    $350
    $750
    $1,200

    F. All Other Staff

    After 5 Years
    (6th Year)
    +300
    After 10 Years
    (11th Year)
    +300
    After 15 Years
    (16th Year)
    +300
    $300
    $600
    $900

    G. Coordinators
        Coordinators shall be paid an additional stipend of $1,200.00 through the life of the Agreement. This amount will be prorated for mid year assignments.
        All coordinator stipends shall be at the rate of $1,200.00 per year and to include but not be limited to the following: Cosmetology, Commercial Foods, Culinary Arts, Baking, Project House, VSO Financial, School-to-Careers, Yearbook, Academy Staff, Construction/Transportation, Culinary Arts/Cosmetology, English/World Languages, Science/Math, and Social Studies/Special Education.
    H. Advisors
        All advisor stipends shall be at the rate of $750.00 per year and to include but not be limited to the following: DECA, FBLA, FFA, FCCLA, NV-THS-two advisors, HOSA, SkillsUSA-four advisors, Key Club, Newspaper, Student Council, NHS, Thespian Society and Renaissance.
        In lieu of a stipend, these advisor positions may become part of a teacher's assignment in the event a teacher does not have a full work schedule.
    I. Coaches
        All varsity coach stipends for the term of the Agreement shall be at the rate of $3,000.00 per sport. All assistant coach stipends for the term of the Agreement shall be at the rate of $1,800.00. Further, the following amounts will be added annually to the initial stipends, as indicated:
        2006-07 $500.00/year
        2007-08 $250.00/year
    2008-09 $250.00/year
    Coaches Driving to Practice/Matches/Meets/Games
        A stipend of $30.00 per trip will be compensated for coaches with CDL driving to/from one (1) such practice, match, meet and/or game. There will be no minimum or maximum drives depending of the scheduling and availability of the vehicles and a fair coordination of same by Athletic Director.
    J. Black Seal/Shift Differentials
    1. Those custodians holding a valid black seal license as of July 1, 1994, shall be grandfathered
            and shall continue to receive the current stipend of $750.00 per year; their duties will include boiler maintenance and on-call responsibilities.
        Allowances for special licenses and shift differentials:
        Black Seal $ 750.00/year
        Bus Driver License (C.D.L.) 550.00/year
        2nd Shift Differential 1,000.00/year
        3rd Shift Differential 1,200.00/year
      Uniforms
    The Gloucester County Vocational-Technical School District Board of Education, for the terms of this Agreement, will provide custodial staff with uniforms that must be worn during working hours. The uniforms will have their name on them and must not be worn off duty. The district will maintain and provide 11 shirts, 11 pants, 2 summer and 2 winter jackets. The custodial staff will maintain the following items that will be issued yearly:
    2 pair of safety work shoes per year which are OSHA approved; 1 pair of foul weather boots; pants and jacket; 2 pair of gloves, 1 heavy work, 1 light work style; 1 wool pull over hat; and 3 sweatshirts with GCIT logo on the front.
    PLACEMENT ON GUIDE
    A. In determining the proper salary step and schedule classification for a new teacher the following procedure shall be used, except that in no case shall the teacher be paid a salary less than provided under the New Jersey Statutes:
        1. The Superintendent shall determine the classification of the employee and the proper salary step in accordance with the Salary Guide in effect at the time of entrance into employment.
        2. A new teacher may be allowed one (1) full step credit for each full year of continuous full-time military service, up to a maximum of four (4) steps as defined in Title 18A:29-11 of New Jersey School Law.
        3. Salary step credit for experience or military service shall be granted only when satisfactory evidence of such experience is provided as required by the Superintendent.
        4. In order to receive credit for advanced professional preparation, official transcripts and records must be presented to the Superintendent for approval and evaluation.
    B. Whenever necessary to calculate a daily rate for employees the following procedure shall be followed:
        1. For employees serving on a ten-month basis the daily rate shall be 1/200 of the annual base salary.
        2. For employees serving on a twelve-month basis the daily rate shall be 1/250 of the annual base salary.
    ARTICLE XX
    FRINGE BENEFITS
    A. Health Benefits Program
        1. The Board of Education of the Gloucester County Vocational-Technical School has elected to participate in the New Jersey State Health Benefits Program or equivalent program and will cover all eligible full-time employees covered by this Agreement and their dependents in accordance with the statutes/regulations adopted by the State Health Benefits Division.
        2. The Board of Education of the Gloucester County Vocational-Technical School will pay the premium for the full coverage for full-time employees covered by this Agreement and 100% for dependents coverage under the State Employees' Health Benefits Program or equivalent program.
            Effective July 1, 2000, new hires may select health coverage under the Patriot V or Premier (subject to title changes) plans Aetna Health, Inc. only. Employees who wish to select health coverage under the Patriot X (subject to title change) plan will reimburse the Board the difference between the Patriot X plan and the Premier plan.
            New Jersey School Patriot V
            2006-07 No change
            2007-08 Specialist co-pay - $10.00 (Diagnosis, outpatient testing, PT/OT/ST and mammography)
            $10.00 co-pay/30 visits for outpatient Mental Health
            $50.00 co-pay for Emergency Room visits
            2008-09 Specialist co-pay - $15.00 (Diagnosis, outpatient testing, PT/OT/ST and mammography)
            $25.00 co-pay/30 visits for outpatient Mental Health
            $50.00 co-pay for Emergency Room visits
            New Jersey School Patriot X
            2006-07 No change
            2007-08 Specialist co-pay - $20.00 (Diagnosis, outpatient testing, PT/OT/ST and mammography)
            $50.00 co-pay for Emergency Room visits
            2008-09 Specialist co-pay - $25.00 (Diagnosis, outpatient testing, PT/OT/ST and mammography)
            $50.00 co-pay for Emergency Room visits
        3. The Board shall provide to each employee a description of the health-care insurance coverage provided under this ARTICLE, which shall include a clear description of conditions and limits of coverage as listed above.
        4. The Superintendent shall permit representatives of the NJEA Prudential Protection Plan to meet with employees for the purpose of enrolling new members and permitting present members to adjust their coverage at an employee meeting on a district or building level at the request of the Association. Requests for such meetings shall be made no more than once a year. It is agreed that the Prudential representative shall be permitted a minimum of twenty (20) minutes for the meeting.
        5. Each September, each employee shall complete a form entitled Staff Health Coverage Questionnaire.
    B. Prescription Program
        The Board shall provide a "family prescription plan" comparable in cost and benefits to the umbrella contract between the N.J.E.A. and the New Jersey Blue Cross.
        1. Effective July 1, 2006, the prescription plan co-pay shall be as follows for the term of the Agreement:
                2006-07 2007-08 2008-09
                $0 $0 $0 Mail Order
                $10.00 $20.00 $20.00 Generic
                $20.00 $25.00 $25.00 Brand Name
    C. Contributory Insurance
        Full-time employees covered by this Agreement must join the Group Life Insurance Plan for at least the first year of employment and he/she will pay the premium for this insurance as a payroll deduction. At his/her option, the full-time employee covered by this Agreement may discontinue this coverage any time after one year of service upon written notification of one month to the Payroll Department. However, once it has been discontinued, the insurance may not be reinstated.
    D. Pension Plan
        Full-time employees covered by this Agreement are required to enroll in the Teachers' Pension and Annuity Fund or Public Employee Retirement System as applicable. Upon written notification of induction into the plan by the Pension Division, the required periodic contribution will be made as a payroll deduction on a regular basis by the Payroll Department. Should any back payments be required due to the delay in the notification of enrollment in the plan, such back payments will also be deducted automatically during the prescribed period.
    E. Severance Pay
    All Employees
        All employees leaving the district after 10 years of employment and upon registration with the Teachers Pension Annuity Fund (TPAF)/Public Employees Retirement System (PERS) for retirement will receive severance pay per accumulated sick days as follows:
        TPAF Effective 7/1/06 2006-09 $50.00 per day
            Days are capped at 250
        PERS Effective 7/1/06 2006-09 $30.00 per day
            Days are capped at 250
    F. Dental Plan
        The Board shall provide a dental plan for the employee and his/her dependents at Board expense. The plan shall include $1,200.00 maximum coverage annually per patient, plus $1,200.00 lifetime maximum coverage for eligible dependent children. In addition, there is an annual co-pay of $25.00 per individual or $75.00 per family.
    G. Buy Back of Medical, Prescription and/or Dental Benefits
    1. Effective July 1, 2006, any Association member eligible for the medical, prescription or dental program may elect to take no such coverage in any of the three programs for one year, subject to required documentation provided to the Board. The Association member shall receive a payment in lieu of coverage as follows:
    Health SY06-09
    Family Coverage
    $3,000.00
    Single Coverage
    1,250.00
    Parent/Child Coverage
    2,500.00
    Husband/Wife Coverage
    2,500.00
    Prescription
    650.00
    Dental
    325.00

            Payment shall be made 50% after having not had coverage for six months, and the other 50% after 12 months. Typically these dates would be on or before July 15 and January 15.
        2. The Association member makes the election by completing an Application for Waiver of Insurance Coverage form, available in the payroll department and due March 30 of current school year for implementation of the next school year.
        3. An Association member who elects not to take such coverage in any of the three programs may re-enroll during the open enrollment period (March; effective July 1). Association members may, in certain circumstances, be allowed to re-enter the program(s) at other times subject to carrier determination. These circumstances may include marriage, divorce, death of an Association members spouse or child, birth or adoption of an Association members child, the termination of employment of the Association members spouse, a change in employment status from full time to part time (or vice versa) by the Association member or the Association members spouse, the taking of an unpaid leave of absence by either the Association member or the Association members spouse, or a significant change in the Association members health benefits coverage or the coverage related to the spouses employment.
        4. If an Association member has elected to take no such coverage(s) and dies during the year, a payment shall be made to his/her estate on a prorated amount based upon the time elapsed in the coverage period.
    ARTICLE XXI
    EMPLOYMENT NOTIFICATION, RETURN NOTICE
    Each school year each teacher covered by this Agreement shall receive a statement as to their contracted salary or wage rate which indicates the Gloucester County Vocational-Technical School Board's approval of same. In addition, a "Return Notice" form will be included which indicates to the Board of Education of the Gloucester County Vocational-Technical School the teacher's intent to accept the contracted salary offered, or provide the teacher's option to resign or be considered for another position. In general, resignation shall be given at least sixty (60) days before termination of employment. Resignation notice for custodians and teacher aides will be thirty (30) days before termination of employment.
    ARTICLE XXII
    MISCELLANEOUS PROVISIONS
    The Board hereby agrees to support its employees in the performance of their duties subject to accepted standards of professional, ethical and statutory educational responsibility.
    Copies of this Agreement shall be printed at the expense of the Board after agreement with the Association on format within thirty (30) days after the Agreement is signed. The Agreement shall be presented to all employees now employed, or hereafter employed.
    ARTICLE XXIII
    REPRESENTATION FEE
    A. Purpose of Fee
        If an employee does not become a member of the Association during any membership year (i.e., from September 1st to the following August 31st) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.
    B. Amount of Fee
    1. Notification
            Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with the law.
    2. Legal Maximum
            In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may be set up to eighty-five (85%) per cent of that amount as the maximum presently allowed by law. If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Association membership year immediately following the effective date of the change.
    C. Deduction and Transmission of Fee
    1. Notification
            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 by November 1st. The Board will deduct from the salaries of such employees, in accordance with paragraph 2 below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association.
    2. Payroll Deduction Schedule
            The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on a list provided by NJEA during the remainder of the membership year in question. The deductions will begin with the first pay check paid.
            a. Ten (10) days after receipt of the aforesaid list by the Board; or
            b. Thirty (30) days after the employee begins his or her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first pay check paid ten (10) days after the resumption of the employee's employment in a bargaining unit position, whichever is later.
    3. Termination of Employment
        If an employee who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last pay check paid to said employee during the membership year in question.
    4. Mechanics
        Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

    5. Changes
        The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.
    6. New Employees
        On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. This list will include names, job titles, and dates of employment for all such employees.
    D. D. Indemnification
        The Association shall indemnify and hold harmless the Board for all claims and/or liability, including counsel fees and court costs, arising out of or related to the withholding of monies under this Article and/or the application thereof. In the event that such a claim is presented to the Board, it shall promptly advise the Association and the Association shall forthwith take over the defense of the matter.

        ARTICLE XXIV
        DURATION OF AGREEMENT
    A. Duration Period
        This Agreement shall be effective as of July 1, 2006 and shall continue in effect until June 30, 2009 , subject to the Association's right to negotiate over a successor Agreement as provided in ARTICLE II. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.
        An Extension shall be signed by the "Board" and the "Association" on or before June 30th and it shall be mutually understood that both parties shall continue to negotiate in good faith.
        During the term of this extension, the Association will not call, sanction, or support any strike, slow down, or stoppage of work by any teacher or teachers employed by the Board of Education.
    B. Status of Incorporation
        In witness whereof, the Association has caused this Agreement to be signed, in quadruple, by its president and secretary, and the Board has caused this Agreement to be signed by its president, attested by its secretary and both corporate seals to be placed hereon, all on the day and year first above written.

    ASSOCIATION BOARD OF EDUCATION

    Gloucester County Vocational-Technical Gloucester County Vocational-Technical
    Education Association School District


    By ___________________________ By ________________________________
    President President


    By ___________________________ By ________________________________
    Secretary Secretary
    EXHIBIT A
    Gloucester County Vocational-Technical
    Teacher
    2006-2007
    Step
    A
    BCDEF
    1
    39,789
    40,289 40,789 42,289 43,289 44,289
    2
    40,335
    40,835 41,335 42,835 43,835 44,835
    3
    40,901
    41,401 41,901 43,401 44,401 45,401
    4
    41,550
    42,050 42,550 44,050 45,050 46,050
    5
    42,914
    43,414 43,914 45,414 46,414 47,414
    6
    44,236
    44,736 45,236 46,736 47,736 48,736
    7
    45,638
    46,138 46,638 48,138 49,138 50,138
    8
    47,048
    47,548 48,048 49,548 50,548 51,548
    9
    48,506
    49,006 49,506 51,006 52,006 53,006
    10
    49,973
    50,473 50,973 52,473 53,473 54,473
    11
    51,318
    51,818 52,318 53,818 54,818 55,818
    12
    52,767
    53,267 53,767 55,267 56,267 57,267
    13
    54,281
    54,781 55,281 56,781 57,781 58,781
    14
    56,924
    57,424 57,924 59,424 60,424 61,424
    15
    59,752
    60,252 60,752 62,252 63,252 64,252
    16
    62,284
    62,784 63,284 64,784 65,784 66,784
    17
    64,884
    65,384 65,884 67,384 68,384 69,384
    18
    70,448
    70,958 71,468 72,998 74,018 75,038
    EXHIBIT B
    Gloucester County Vocational-Technical
    Teacher
    2007-2008
    Step
    A
    BCDEF
    1
    41,561
    42,061 42,561 44,061 45,061 46,061
    2
    42,070
    42,570 43,070 44,570 45,570 46,570
    3
    42,624
    43,124 43,624 45,124 46,124 47,124
    4
    43,214
    43,714 44,214 45,714 46,714 47,714
    5
    43,896
    44,396 44,896 46,396 47,396 48,396
    6
    45,274
    45,774 46,274 47,774 48,774 49,774
    7
    46,650
    47,150 47,650 49,150 50,150 51,150
    8
    48,114
    48,614 49,114 50,614 51,614 52,614
    9
    49,607
    50,107 50,607 52,107 53,107 54,107
    10
    51,189
    51,689 52,189 53,689 54,689 55,689
    11
    52,804
    53,304 53,804 55,304 56,304 57,304
    12
    54,169
    54,669 55,169 56,669 57,669 58,669
    13
    55,694
    56,194 56,694 58,194 59,194 60,194
    14
    57,334
    57,834 58,334 59,834 60,834 61,834
    15
    60,000
    60,500 61,000 62,500 63,500 64,500
    16
    63,087
    63,587 64,087 65,587 66,587 67,587
    17
    66,128
    66,628 67,128 68,628 69,628 70,628
    18
    71,951
    72,461 72,971 74,501 75,521 76,541
    EXHIBIT C
    Gloucester County Vocational-Technical
    Teacher
    2008-2009
    Step
    A
    BCDEF
    1
    43,426
    43,926 44,426 45,926 46,926 47,926
    2
    43,897
    44,397 44,897 46,397 47,397 48,397
    3
    44,514
    45,014 45,514 47,014 48,014 49,014
    4
    45,104
    45,604 46,104 47,604 48,604 49,604
    5
    45,811
    46,311 46,811 48,311 49,311 50,311
    6
    47,221
    47,721 48,221 49,721 50,721 51,721
    7
    48,208
    48,708 49,208 50,708 51,708 52,708
    8
    49,480
    49,980 50,480 51,980 52,980 53,980
    9
    50,965
    51,465 51,965 53,465 54,465 55,465
    10
    52,651
    53,151 53,651 55,151 56,151 57,151
    11
    54,154
    54,654 55,154 56,654 57,654 58,654
    12
    55,545
    56,045 56,545 58,045 59,045 60,045
    13
    57,111
    57,611 58,111 59,611 60,611 61,611
    14
    58,664
    59,164 59,664 61,164 62,164 63,164
    15
    60,841
    61,341 61,841 63,341 64,341 65,341
    16
    63,599
    64,099 64,599 66,099 67,099 68,099
    17
    66,801
    67,301 67,801 69,301 70,301 71,301
    18
    73,418
    73,928 74,438 75,968 76,988 78,008

    When teachers reach maximum step 18, teachers stay on step 18.
    SCHEDULE A
    1. Shop Teacher Provisional Vocational Certificate

    SCHEDULE B
    Shop Teacher Vocational Certificate – No Degree
    Coordinator Vocational Certificate – No Degree
    3. School Nurse - Certificate


    SCHEDULE C
    Shop Teacher – Vocational Certificate – Bachelor’s degree
    2. Coordinator Vocational Certificate – Bachelor’s degree
    3. Academic Teacher Certificate – Bachelor’s degree
    4. School Nurse – Bachelor’s degree

    SCHEDULE D
    Shop Teacher Vocational Certificate – Bachelor’s degree + 30 credits
    Coordinator Vocational Certificate – Bachelor’s degree + 30 credits
    3. Academic Teacher Certificate – Bachelor’s degree + 30 credits
    4. School Nurse – Bachelor’s degree + 30 credits

    SCHEDULE E
    Shop Teacher Vocational Certificate – Master’s degree
    Coordinator Vocational Certificate – Master’s degree
    3. Academic Teacher Certificate – Master’s degree
    4. School Nurse – Master’s degree

    SCHEDULE F
    1. Master’s degree + 30 graduate credits – Approved by Superintendent
    EXHIBIT D
    Gloucester County Vocational-Technical
    Custodian
    Step
    2006-20072007-20082008-2009
    1
    24,571 25,372 25,909
    2
    24,823 25,745 26,405
    3
    25,120 26,122 26,874
    4
    25,260 26,466 27,334
    5
    25,562 26,643 27,779
    6
    26,751 26,946 28,002
    7
    27,933 28,191 28,334
    8
    28,708 29,377 29,656
    9
    29,769 30,189 30,902
    10
    30,835 31,241 31,757
    11
    32,530 32,481 32,788
    12
    34,170 34,253 34,156
    13
    35,799 35,975 36,016
    14
    37,438 37,787 37,824
    15
    39,853 40,660 41,479

    When custodians reach maximum step 15, custodians stay on step 15.
    EXHIBIT E
    Gloucester County Vocational-Technical
    Teacher Aides
    Step
    2006-20072007-20082008-2009
    1
    14,498 14,905 15,264
    2
    14,699 15,113 15,494
    3
    14,879 15,455 15,800
    4
    15,082 15,651 16,192
    5
    15,285 15,851 16,434
    6
    15,469 16,064 16,678
    7
    16,098 16,249 16,938
    8
    16,689 16,907 17,065
    9
    18,060 17,422 17,421
    10
    19,233 18,602 18,328
    11
    20,406 19,802 19,700
    12
    21,582 21,002 20,952
    13
    22,752 22,202 22,199
    14
    23,929 23,933 23,934

    When teacher aides reach maximum step 14, teacher aides stay on step 14.
    EXHIBIT F
    Gloucester County Vocational-Technical
    Support Staff
    37.5 Hours/Week
    Step
    2006-072007-082008-09
    1
    23,702 24,855 25,823
    2
    24,075 25,171 26,171
    3
    24,391 25,553 26,641
    4
    25,464 25,945 27,141
    5
    26,537 26,824 27,656
    6
    27,610 27,953 28,256
    7
    28,683 29,082 29,418
    8
    29,756 30,211 30,601
    9
    30,829 31,340 31,784
    10
    31,903 32,468 32,967
    11
    32,976 33,598 34,150
    12
    34,049 34,727 35,334
    13
    35,123 35,856 36,517
    14
    36,196 36,985 37,700
    15
    37,269 38,114 38,883
    16
    38,342 39,243 40,066
    17
    39,415 40,371 41,249
    18
    40,488 41,500 42,433
    19
    41,561 42,629 43,616
    20
    42,635 43,758 44,799
    21
    43,708 44,888 45,982
    22
    44,781 46,017 47,166
    23
    45,854 47,146 48,349
    24
    46,927 48,274 49,532
    25
    47,908 49,403 50,715
    EXHIBIT G
    Gloucester County Vocational-Technical
    Support Staff
    40 Hours/Week
    Step
    2006-072007-082008-09
    1
    25,282 26,512 27,545
    2
    25,681 26,849 27,916
    3
    26,017 27,257 28,417
    4
    27,162 27,675 28,950
    5
    28,306 28,613 29,500
    6
    29,451 29,817 30,140
    7
    30,595 31,021 31,379
    8
    31,740 32,225 32,641
    9
    32,885 33,429 33,903
    10
    34,030 34,633 35,165
    11
    35,175 35,838 36,427
    12
    36,319 37,042 37,690
    13
    37,464 38,246 38,952
    14
    38,609 39,451 40,214
    15
    39,753 40,655 41,476
    16
    40,898 41,859 42,738
    17
    42,042 43,063 43,999
    18
    43,187 44,267 45,261
    19
    44,331 45,471 46,523
    20
    45,477 46,675 47,785
    21
    46,622 47,880 49,047
    22
    47,766 49,084 50,310
    23
    48,911 50,289 51,572
    24
    50,055 51,493 52,834
    25
    51,102 52,697 54,096
    When support staff reach maximum step 25, support staff stay on step 25.
    EXHIBIT H
    Gloucester County Vocational-Technical
    BOE
    Maintenance Technicians
    Step
    2006-20072007-20082008-2009
    1
    23,745 24,280 25,082
    2
    24,048 24,739 25,651
    3
    24,452 25,249 26,273
    4
    24,954 25,510 26,639
    5
    26,206 26,509 27,515
    6
    27,533 27,834 28,669
    7
    28,941 29,216 30,001
    8
    30,338 30,637 31,179
    9
    31,835 32,110 32,684
    10
    33,358 33,659 34,267
    11
    34,920 35,248 35,891
    12
    36,547 36,853 37,502
    13
    38,125 38,532 39,205
    14
    39,672 40,106 40,857
    15
    41,219 41,705 42,491
    16
    42,767 43,329 44,150
    17
    44,314 44,948 45,805
    18
    45,861 46,522 47,414
    19
    47,409 48,051 48,976
    20
    48,956 49,675 50,561
    21
    51,145 52,168 53,239

    When maintenance technicians reach maximum step 21, maintenance technicians stay on step 21.
    EXHIBIT I
    Gloucester County Vocational-Technical
    BOE
    Other Technicians
    Step
    Former Step
    2005-2006
    2006-20072007-20082008-2009
    (modified for new guide)
    1
    (3)
    22,460
    24,452 25,249 26,273
    2
    (4)
    23,981
    24,954 25,510 26,639
    3
    (5)
    25,502
    26,206 26,509 27,515
    4
    (6)
    27,023
    27,533 27,834 28,669
    5
    (7)
    28,544
    28,941 29,216 30,001
    6
    (8)
    30,065
    30,338 30,637 31,179
    7
    (9)
    31,586
    31,835 32,110 32,684
    8
    (10)
    33,107
    33,358 33,659 34,267
    9
    (11)
    34,628
    34,920 35,248 35,891
    10
    (12)
    36,149
    36,547 36,853 37,502
    11
    (13)
    37,670
    38,125 38,532 39,205
    12
    (14)
    39,191
    39,672 40,106 40,857
    13
    (15)
    40,712
    41,219 41,705 42,491
    14
    (16)
    42,233
    42,767 43,329 44,150
    15
    (17)
    43,754
    44,314 44,948 45,805
    16
    (18)
    45,275
    45,861 46,522 47,414
    17
    (19)
    46,796
    47,409 48,051 48,976
    18
    (20)
    48,317
    48,956 49,675 50,561
    19
    (21)
    50,133
    51,145 52,168 53,239
    20
    (21)
    50,133
    51,845 52,893 53,964
    21
    (21)
    50,133
    52,545 53,618 54,689

    When technicians reach maximum step 21, technicians stay on step 21.

    Glouc Cty VT BE and Glouc Cty VT EA 2006.pdf