TABLE OF CONTENTS
Page
PREAMBLE 1
ARTICLE I
RECOGNITION
Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE II
NEGOTIATION OF SUCCESSOR AGREEMENT
Procedure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Modification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Pendency of a Successor Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE III
ASSOCIATION RIGHTS AND PRIVILEGES
Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Use of School Buildings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Use of School Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Mail Facilities and Mail Boxes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Exclusive Rights . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Mutually Scheduled Proceedings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE IV
BOARD RIGHTS
Rights, Powers, and Duties . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Limitations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Professional Relationships . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Resolution of Disputes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
- ARTICLE V
EMPLOYMENT PROCEDURES
Placement on Salary Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Notice of Contract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Notice of Assignment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Tenure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
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ARTICLE VI
PROMOTION AND VACANCIES
Vacancies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE VII
EVALUATION
General Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Personnel Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
File . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Derogatory Material . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
No Separate File . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Termination of Employment . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE VII
SABBATICAL LEAVE
Sabbatical Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE IX
DEDUCTION FROM SALARY
Association Payroll Dues Deduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Certification of Dues . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Additional Authorizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Procedure for Withdrawal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Representative Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Purpose of Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Amount of Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Deduction and Transmission of Fee . . . . . . . . . . . . . . . . . . . . 12
-ARTICLE X
HEALTH CARE
Health Care Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
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Pharmaceutical Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Dental Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Optical Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Medical Reimbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Retirees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XI
EXTENDED LEAVES OF ABSENCE
Illness in Immediate Family . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Return from Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Return to Former Position . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Other Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Extensions and Renewals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE XI
PROFESSIONAL DEVELOPMENT
Graduate Assistance Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Professional Conferences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE XIII
GRIEVANCE PROCEDURE
Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Level 1 - Level 5 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Authority of Arbitrator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Arbitrability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Rights of Employees to Representation . . . . . . . . . . . . . . . . . . . . . . . 22
- Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Group Grievances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Meetings and Hearings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
-iii-ARTICLE XIV TEMPORARY LEAVES OF ABSENCE/BENEFITS
Personal Illness/Injury Days and Retirement Benefits. . . . . . . . . . . . . . . . 23
Occupational Injury . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Illness in Immediate Family . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Notice of Accumulated Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Funeral Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Legal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Good Cause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Personal Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Marriage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE XV
SALARIES
Salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
ARTICLE XVI
MISCELLANEOUS PROVISIONS
Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Board Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Separability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Compliance Between Individual Contract and Master Agreement . . . . . . 29
Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE XVII
SCHOOL CALENDAR
School Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
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ARTICLE XVIII
DURATION OF AGREEMENT
Duration Period. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
-iv- SCHEDULES
SCHEDULE "A" - Administrative Salary Guides . . . . . . . . . . . . . . . . . . . . . 32
SCHEDULE "B" - Health Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
SCHEDULE "C" - Pharmaceutical Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
SCHEDULE "D" - Dental Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
SCHEDULE ‘E’ - Optical Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
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PREAMBLE
This Agreement is entered into this 1st day of July, 2002, by and between the Board of Education of the Borough of Carteret, hereinafter referred to as the "Board", and the Carteret Administrators' Association, hereinafter referred to as the "Association".
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ARTICLE I
Recognition
A. UNIT
The Board hereby recognizes the Association as the exclusive and sole representative for all matters for the following full time administrative personnel:
Principals
Vice Principals
Director of Athletics
Director of Guidance
Director of Special Services
District Supervisors
Library Supervisor
Supervisor of Basic Skills
Manager of Buildings/Grounds
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ARTICLE II
NEGOTIATION OF SUCCESSOR AGREEMENT
A. PROCEDURE
The parties agree to enter into collective negotiations over a successor an agreement in a good-faith effort to reach agreement on all matters concerning the terms and conditions of employment of all supervisory employees.
B. 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.
C. PENDENCY OF A SUCCESSOR AGREEMENT
This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated in ARTICLE XVIII, unless a successor Agreement is incomplete or otherwise not agreed upon, in which case this Agreement shall be extended and controlling.
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ARTICLE III
ASSOCIATION RIGHTS AND PRIVILEGES
A. INFORMATION
The Board agrees to make available for inspection and examination to the Association, in response to reasonable requests from time to time, all available public information concerning the educational programs and financial resources of the district. ,
B. USE OF SCHOOL BUILDINGS
The Association and its representatives shall have the right to use school buildings at reasonable hours for meetings with written Superintendent approval.
C. USE OF SCHOOL EQUIPMENT
The Association shall have the right to use school-owned facilities and equipment with written Superintendent approval.
D. MAIL FACILITIES AND MAIL BOXES
The Association shall have the right to use the school mail boxes in each building. The materials placed in such boxes shall be clearly identified as Association material.
E. EXCLUSIVE RIGHTS
The rights and privileges of the Association and its representatives, as set forth in this agreement, shall be granted only to the Association as the exclusive representative of the administrative employees, and to no other representative organizations.
F. MUTUALLY SCHEDULED PROCEEDINGS
Whenever an administrative representative of the Association and the Board mutually schedule participation during working hours in negotiations or other matters, the Association representative shall suffer no loss of pay.
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ARTICLE IV
BOARD RIGHTS
A. RIGHTS, POWERS, AND DUTIES
The Board may not, by agreement or through arbitration, delegate powers and responsibilities which, bylaw, are imposed upon and lodged with the Board. Any contract must include and therefore be subject to the New Jersey school laws and all other applicable laws and regulations.
The Board, on its own behalf and on behalf of the electors of the district, hereby retains and reserves unto itself, all powers, rights, and authority, duties and responsibilities conferred upon and vested in it by the laws and the Constitution of the State of New Jersey, and of the United States, including, but without limiting the generality of the foregoing, the right:
1. To the executive management and administrative control of the school system and its properties and facilities, and the activities of its employees;
2. To hire all employees and, subject to the provisions of law, to determine their continued employment, or their dismissal or demotion, and to promote, and transfer all such employees;
3. To establish grades and courses of instruction, including special programs, and to provide for athletic, recreational and social events for students, all as deemed necessary or advisable by the Board;
4. To determine the duties, responsibilities, and assignments of administrators with respect thereto and the terms and conditions of employment.
B. LIMITATIONS
The exercise of the foregoing powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this Agreement and then only to the extent such specific and express terms hereof are in conformance with the Constitution and laws of the State of New Jersey and the Constitution and laws of the United States.
Nothing contained herein shall be considered to deny or restrict the Board of its rights, responsibilities and authority under the New Jersey school laws or any other national, state, county, district, or local laws or regulations as these pertain to education.
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ARTICLE IV Continued
C. PROFESSIONAL RELATIONSHIPS
The parties further acknowledge that this Agreement has been negotiated with the objective of setting forth mutual rights, obligations and responsibilities. The parties further agree that in all aspects of their relationships they shall comply with all appropriate laws and recognized standards of profes-sional conduct and professional relationships. There shall be no discrimination by the Board against any officer of the Association for any legal activity in carrying out that office.
D. RESOLUTION OF DISPUTES
The Board acknowledges that it shall fully comply with all the obligations and responsibilities imposed upon it by this Agreement and shall take no action nor conduct any activities which shall impair the operation of this Agreement.
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ARTICLE V
EMPLOYMENT PROCEDURES
A. PLACEMENT ON SALARY SCHEDULE
Each administrator shall be placed on the proper step of the salary schedule. Any administrator employed prior to January 1 of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year.
B. NOTICE OF CONTRACT
All administrators shall be notified of their contract and salary status, if available for the ensuing year, no later than April 30.
C. NOTICE OF ASSIGNMENT
The Board shall, to the extent possible, prior to the close of school in June, notify an administrative staff member of his/her building(s) assignment for the next school year. Such notification shall confer no vested interest in such assignment nor shall it any way restrict or limit the Board from exercising managerial prerogatives relative to transfers.
D. TENURE
Tenure rights shall be acquired for all administrators shall follow State Statue NJ 18A:28-5 and 18A:28-6.
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ARTICLE VI
PROMOTION AND VACANCIES
A. VACANCIES
The Superintendent shall provide written notice of vacancies (or all administrative positions to the President of the Association or designees.
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ARTICLE VII
EVALUATION
A. GENERAL CRITERIA
The primary purpose of an evaluation process for school administrators is to improve the instructional program in the district and to foster professional growth of the individual administrator. If successful this program improvement can be translated into increased learning opportunities for the children enrolled in the Carteret Public Schools.
B. PROCEDURE
Evaluation is an on-going process. At the beginning of the school year (no later than October 1 for ten-month employees and September 1 for eleven or twelve-month employees). A conference between the administrator and his or her evaluator will be conducted, the purpose being to establish specific short-term goals for the year in terms of performance expected. Progress and achievement of goals will be monitored.
In March the administrator will conduct a self-evaluation of his or her achievements and performance for the evaluation period.
Evaluation reports shall, where weaknesses are noted, include suggestions for measures the administrator may take to improve his or her performance.
At the conclusion of the school year, a conference between the administrator and his/her evaluator will be conducted for the purpose of the final evaluation and the establishment of professional goals/building goals.
Upon completion of the evaluation, a copy of the report will be given to the administrator and a second copy forwarded to the Superintendent for review and inclusion in the administrators personnel file.
C. PERSONNEL RECORDS
Administrators shall have the right, upon request, to review the contents of their personnel file and to receive copies at their own expense of any documents contained therein, and shall be entitled to have a representative of the Association accompany them during the review.
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ARTICLE VII continued
No material derogatory to an administrator's conduct, service, character or personality shall be placed in the administrator's personnel file unless the administrator has had an opportunity to review the material. Administrators shall acknowledge that they have had the opportunity to review such material by affixing their signature to the copy ,to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. Administrators shall also have the right to submit a written answer to such material and the answer shall be reviewed by the Superintendent or his designee and attached to the file copy.
3. No Separate File
Although the Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents, it shall not establish any separate personnel file which is not available for the administrator's inspection.
4 Termination of Employment
Final evaluation of an administrator upon termination of employment shall be concluded prior to severance and no documents and/or materials shall be placed in the personnel file of such administrator after severance or otherwise than in accordance with the procedure set forth in this ARTICLE.
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ARTICLE VIII
SABBATICAL LEAVE
A. SABBATICAL LEAVE
On the recommendation of the Superintendent, the Board may permit members of the administrative staff to take a Sabbatical Leave for the purpose of self-improvement and benefit to the school system through full-time study in the field of administration.
Such leaves shall be based on the semester calendar of the Carteret School System and may not exceed two (2) successive semesters.
Request for Sabbatical Leave must be received by the Superintendent no later than December 1, and action shall be taken on such request no later than April 1 of the school year preceding the school year for which the Sabbatical Leave is requested.
To be eligible for such leave the administrator must have completed at least seven (7) full consecutive school years of service in the Carteret School District. An administrator may receive only one (1) Sabbatical Leave (either one semester or two successive semesters) during the administrator's employment.
An administrator on Sabbatical Leave shall be paid fifty (50%) percent of the salary rate which the administrator would have received if the administrator remained on active duty. However, such salary shall be reduced by any figure which, when added to any stipend, grant, earnings or other remuneration that may be received from any source would exceed the administrator's regular salary during such period of absence.
Upon return from Sabbatical Leave, an administrator shall be placed on the salary schedule at the level which the administrator would have achieved had the administrator remained actively employed in the system during the period of absence.
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ARTICLE IX
A. ASSOCIATION PAYROLL DUES DEDUCTION
The Board agrees to deduct, from the salaries of its administrators, association dues.
B. CERTIFICATION OF DUES
The administrative associations shall certify to the Board, in writing, by September 1 of each year, the current rate of its membership dues.
C. ADDITIONAL AUTHORIZATIONS
Additional authorizations for dues deduction may be received after August 1 under rules established by the State Department of Educa-tion.
D. PROCEDURE FOR WITHDRAWAL
The filing of notice of an administrator's withdrawal shall be prior to July 1 or January 1 and becomes effective to halt deduc-tions as of the respective July 1 or January 1 next succeeding the date on which notice of withdrawal is filed.
E. REPRESENTATIVE FEE
1. Purpose of Fee
If any employee identified in ARTICLE I, Section A. of this Agreement is not a member of the Association during the term of this Agreement, said employee will be required to pay a representation fee to the Association pursuant to the provisions of Chapter 477, P.L. 1979. The Board will deduct said fee from the salaries of such employees in accordance with provisions set forth below.
2. Amount of Fee
Prior to the deduction of any representation fee here under, 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 members for said year. The representation fee to be paid by non-members will be equal to eighty-five (85%) percent of that amount.
3. Deduction and Transmission of Fee.
The Association will submit to the Board a list of those employees who are not members of the Association for the above period. The Board will deduct the representation fee from the salaries of such employees and transmit such fee to the Association in the same manner used for the deduction and transmission of regular membership dues to the Association.
-12- ARTICLE X
HEALTH CARE
A. HEALTH CARE INSURANCE
1. The Board shall contribute one hundred percent (100%) towards the costs of the health care insurance for all administrative employees hired prior to January 1, 2003.
2. The Board shall contribute towards the cost of the health care insurance for all administrative employees hired after January 1, 2003 in accordance with the following formulas:
(a) Individual employed by the District for the first year: board to pay 99%.
(b) Individual employed by the District for the second year: board to pay 98%.
(c) Individual employed by the District for the third year and thereafter: board to pay 97%.
3. The coverage shall be in accordance with the terms of the Master Policy and shall include major medical coverage of one million ($1,000,000.00) dollars and a medical deductible of two hundred ($200.00) dollars.
B. PHARMACEUTICAL INSURANCE
The Board, during the term of this Agreement, shall obtain and pay for a pharmaceutical insurance plan in accordance with the terms and provisions of the plan issued by the contracted insurance carrier. All employees shall pay a five dollar ($5.00) co-pay per person per prescription for generic and twelve dollar ($12.00) co-pay per person per prescription for brand name.
C. DENTAL INSURANCE
The Board shall during the term of the within Agreement obtain and pay for a dental insurance plan as issued by contracted insurance carrier.
D. OPTICAL PLAN
The Board shall, during the term of this Agreement, obtain and pay an optical plan as issued by contracted insurance carrier.
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ARTICLE X Continued
E. MEDICAL REIMBURSEMENT
The Board will provide the necessary forms for medical reimbursement as well as an instruction sheet. Administrators shall then submit such forms directly to the medical insurance carrier. All requirements re-lating to the completeness and/or correctness of the forms shall be the sole responsibility of the employee. The Board Business Office will not become involved in any manner at any stage of the processing of such forms.
F. RETIREES
1. The Board will pay full pharmaceutical and dental insurance according to Schedule C and Schedule D of the C.A.A. contract. This is available for all employees employed before January 1, 2003.
1a. In the event of the death of the employee, coverage in section F (1) will be provided to his/her spouse. This is available for all employees employed before July 1, 2000.
G. LIFE INSURANCE
The Board of Education shall provide a term life insurance policy (John Hancock) in the amount of $10,000 for each member of the Administrators Association. Upon retirement, said policy to be paid by the Board of Education until age 72.
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Article XI
EXTENDED LEAVES OF ABSENCE
A. ILLNESS IN IMMEDIATE FAMILY
An extended leave of absence without pay of up to one (1) year may be granted to an administrator for the purpose of caring for a sick member of the administrator's immediate family. For the purpose of this Section, immediate family shall be defined as spouse, child, or parent.
B. MILITARY LEAVE
Military leave without pay shall be granted to any administrative employee who is inducted into or enlists in any branch of the armed forces of the United States for the period of said induction or initial enlistment.
C. RETURN FROM LEAVE
1. Salary
Upon return from leave granted pursuant to Section B of this ARTICLE, an employee shall be considered as if the employee were actively employed by the Board during the leave and shall be placed on the salary schedule at the level the employee would have achieved if the employee had not been absent.
2. Benefits
All benefits which an employee had accrued at the time the leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored upon the employee's return and the employee shall be assigned to a position which the employee held at the time said leave commenced.
3. Return to Former Position
All extended leaves of absence (including sabbatical and military) are made from the Carteret Public School System and not from a specific position therein, except by permission of the Board. No salary increments are earned on leave other than military or sabbatical.
-15-
ARTICLE XI Continued
4. Other Employment
No leave of absence shall be granted for employment in another business or occupation. Any administrative employee on leave of absence, who engages in their employment or self-employment, whether full-time or part-time, without written consent of the Board, shall be deemed to have voluntarily terminated their employment.
D. EXTENSIONS AND RENEWALS
All extensions and renewals of leaves shall be applied for in writing and may be granted by the Board pursuant to statute.
-16-
ARTICLE XII
PROFESSIONAL DEVELOPMENT
A. GRADUATE ASSISTANCE PROGRAM
A Graduate Assistance Program will be available for administrators who are full-time staff members and who have been employed by the Carteret Public Schools for more than one (1) year.
The administrator must complete two (2) copies of the application form and submit them to the designated office for review and approval by the Superintendent.
Applications must be made by October 15 for the fall semester, by March 1 for the spring semester, and by June 30 for the summer semester.
To be approved, the course must benefit both the administrator and the Carteret School System.
A grade of "C" or better must be achieved for reimbursement purposes and the courses must be taken in an accredited college or university. Courses cannot be repeated at the expense of the Carteret Board of Education.
The administrator will submit to the appropriate office evidence of successful completion of the course and the grade achieved within one (1) month after completion of the course.
Checks will be distributed after a record of the grades has been received.
B. PROFESSIONAL CONFERENCES
The Carteret Board of Education recognizes the necessity for continual professional growth especially for principals, directors, vice principals, and supervisors as the educational leaders of our schools. To that end, the Board authorizes the Superintendent to approve administrators’ attendance at national conferences. It shall be the policy of the board of education to approve reimbursement for registration fees, transportation, meals and lodging up to a maximum of $1500 per year for up to four administrators annually. Preference will be given to administrators who did not attend a conference in the previous year. A report of the conference will be filed with the Superintendent of Schools.
-17-
ARTICLE XIII
GRIEVANCE PROCEDURE
A. DEFINITIONS
For the purposes of this Agreement the term "grievance" for levels one through four, hereinafter referred to as a Category 1 grievance, and shall be defined as follows:
A "grievance" is a claim by an employee of the Association based upon the interpretation or application of polices and practices affecting an employee or a group of employees.
With respect to the level of binding arbitration, hereinafter referred to as a Category II grievance, the definition shall be strictly limited as follows:
The term "grievance" is defined as a complaint by any of the covered employees based upon an alleged violation of or violation from the provisions of this Agreement, or the interpretation or application thereof.
In both Category I and Category II the term "grievance” shall not be deemed applicable in the following instances:
1. The failure or refusal of the Board to renew a contract of a non-tenure employee;
2. In matters where a method of review is prescribed by law, or by any rule, regulation, or by law of the State Commissioner of Education or the State Board of Education;
3. In matters where the Board is without authority to act;
4. In matters involving the sole and unlimited discretion of the Board;
5. In matters where the discretion of the Board may not be unlimited but where, after the exercise of such discretion, a further review of the Board's action is prescribed under provisions of State Law.
The term "representative" shall mean the person authorized or designated by the Association or by the Board to act on its or their behalf and to represent its or them. The term "aggrieved employee" or "aggrieved" shall mean any employee, group of employees or the Association.
The term "immediate superior" shall mean the person to whom the aggrieved employee is directly responsible to under the Table of Organization prevailing in this School District.
-18-
ARTICLE XIII Continued
The term "party" means an aggrieved; the aggrieved's immediate superior, or any staff member below the Superintendent who may be affected by the determination of the Superintendent in connection with the procedure herein established.
B. PROCEDURE
1. An aggrieved employee shall institute action under the provisions hereof within thirty (30) calendar days of the occurrence complained of, or within thirty (30) calendar days after the aggrieved would reasonably be expected to know of its occurrence. Failure to act within said thirty (30) day period shall be deemed to constitute an abandonment of the grievance.
An employee processing a grievance shall be assured freedom from restraint, interference, coercion, discrimination or reprisal.
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be con-sidered as a maximum, and every effort should be made to expedite the process. The time limit specified may, however, be extended
by mutual agreement.
It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
Level 1
An employee with a grievance shall first discuss it with the immediate superior with the objective of resolving the matter informally. The immediate superior shall render an informal decision within ten (10) school days after the initial discussion. If the complainant is the Association, initial discussion shall be at the level of the Superintendent.
If, as a result of the informal discussion, the aggrieved is not satisfied with the disposition of the grievance, the aggrieved may formally file the grievance in writing with the superior within twenty (20) school days after the discussion at Level 1. The grievance in writing to the superior shall specify (a) the nature of the grievance, (b) whether it is claimed to be a Category 1 or Category 11 grievance, (c) the nature and extent of the injury, loss or inconvenience, and (d) the result of the previous discus-sions. The superior may, within ten (10) school days after re-ceipt of the grievance, hold a hearing with the aggrieved and a representative of the Association. The written decision of the superior shall be delivered within ten (10) school days after the hearing, or if no hearing is held within twenty (20) school days after receipt of the grievance.
-19-
ARTICLE XIII Continued
Level 3
If the aggrieved person is not satisfied with the disposition of the grievance at Level 2, or if no decision has been rendered within twenty (20) school days after the grievance was delivered to the superior, the aggrieved may submit the grievance to the Association's Grievance Committee within five (5) school days after the written decision at Level 2, or twenty-five (2) school days after the grievance was delivered to the superior. Should the Association's Grievance Committee deem the grievance to be valid and meritorious, the chairperson of the said committee shall, within five (5) school days after receiving the grievance, submit it to the Superintendent or the Superintendent's designee?
Within ten (10) school days after receipt of the grievance, the Superintendent or the Superintendent's designee may confer jointly or severally with the parties involved and shall within ten (10) school days after such conferences, submit the written decision to the aggrieved and the Association's Grievance Committee, or if no conference is held, the Superintendent or Superintendent's designee shall issue a written decision within twenty (20) school days after receipt of the grievance.
Level 4
In the event the aggrieved is not satisfied with the determination of the grievance by the Superintendent, the aggrieved may request the Association's Grievance Committee to submit the grievance to the Board or to a committee designated by the Board. The grievance shall be submitted to the Board by the committee within fifteen (15) days after receipt of the decision of the Superintendent. The grievance shall set forth the elements contained in Level 2 together with all other prior decisions. If the aggrieved does not request a hearing, the Board may consider the appeal of the written record submitted to it, or the Board may on its own conduct a hearing, or it may request the submission of additional material. Where the aggrieved requests a hearing in writing, a hearing shall be held in a public session.
The Board shall make a determination within thirty (30) school days of the receipt of the .grievance and shall, in writing, notify the aggrieved and the Association's Grievance Committee and the superior and Superintendent of its determination. This time period may be extended be mutual agreement of the parties.
-20-
ARTICLE XIII Continued
Level 5
In the event an aggrieved is dissatisfied with the determination of the Board, the aggrieved may request the Association's Grievance Committee, provided the grievance is a Category II grievance, to submit a formal demand for binding arbitration in accordance with the procedure hereinafter set forth. A request for such binding arbitration shall be made no later than fifteen (15) days following the determination of the Board. Failure to file within the said time shall constitute a bar to such arbitration unless the parties have extended the time by mutual agreement. In the event that the matter of whether the grievance is a Category II grievance so as to proceed to binding arbitration is at issue between the parties, jurisdiction to resolve the issue rests solely with the arbitrator (to be designated and agreed upon by the Board and by the Association).
The arbitrator so selected shall confer with representatives of the Board and the Association and hold hearings promptly. The arbitrator shall issue the decision not later than twenty (20) days from the date of the closing of the hearing unless the time shall be extended by mutual consent. The arbitrator's decision shall be in writing. The arbitrator shall be without power or authority to make any decision which requires the commission of an act which is prohibited by the New Jersey Constitution or State Law or which is volatile of the terms of this Agreement. The decision of the arbitrator shall be submitted to the Board, the aggrieved, and the Association, and shall be binding upon the parties. The cost of the services of the arbitrator, including per diem expenses, if any, shall be borne equally by the Board and the Association.
5. Authority of Arbitrator
The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from the agreement between the parties. The arbitrator shall not be governed by legal rules of evidence, but may receive any logical evidence which the arbitrator may deem to have probative value. The decision of the arbitrator shall be final and binding upon the Board and the Association.
In the event the question of arbitrability of the grievance is raised between the parties, the matter shall be prompts determined by the arbitrator.
-21-
ARTICLE XII Continued
7. Right of Employees to Representation
(a) Employees Represented by the Association
Any aggrieved employee or employees may be represented at all stages of the grievance procedure individually or by a representative selected or approved by the Association.
(b) Employees Not Represented by the Association
When an employee or employees are not represented by the Association in the processing of a grievance, the Association shall at the time of submission of the grievance at Level 2 be notified that the Grievance is in process, has the right to be present and state its position in writing at all meetings held with the employee and shall receive a copy of all decisions.
8. Forms
Forms for filing grievances, serving notices, making reports and recommendations and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.
9. Group Grievances
If in the judgment of the Association's Grievance Committee a grievance is collective, and the Superintendent agrees that it is collective, the Association's Grievance Committee may submit such grievance in writing to the Superintendent directly, and the processing of such grievance shall be commenced at Level 3. At least one employee's signature shall be affixed to a collective grievance.
10. Meetings and Hearings
All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article.
-22-
ARTICLE XIV
TEMPORARY LEAVES OF ABSENCE/BENEFITS
The Association and the Board agree that optimum conditions require regular attendance and that effective and efficient performance of all the functions involved in school operation likewise depend upon regular attendance of all employees. The following provisions are provided as safeguards against certain of the vicissitudes of life, and hence are a measure of security contributing to the peace of mind of all concerned. The Association agrees to cooperate with the Board in encouraging all employees to recognize and utilize these provisions only for this purpose, and also to assist the Board in discouraging any abuses of these benefits.
A. PERSONAL ILLNESS OR INJURY
Personal illness or injury is defined as absence because of personal disability due to illness or injury, or because of exclusion from school by the medical authorities on account of a contagious disease or quarantine for such disease in the immediate household.
1. Each eleven (11) month employee of the Board shall be entitled to ten (11) days absence each year for personal illness. Such sick days not utilized in a particular year shall be accumulated without limit.
2. Each ten and one-half (10 1/2) month employee of the Board shall be entitled to eleven (11) days absence each year for personal illness. Such sick days not utilized in a particular year shall be accumulated without limit.
3. In the event an employee has exhausted the annual sick leave, or if in addition to annual sick leave, accumulated sick leave has also been exhausted, extended sick leave may be granted. Such additional leave may be immediately granted in the event it is consecutive with an absence which has been paid under the provisions of the preceding paragraph 1. In the event it is not consecutive with such an ab-sence, it may be granted beginning after ten (10) consecutive sche-duled work days of absence.
Requests for such extended sick leave shall be considered only when submitted with a physician's certificate documenting the illness or injury.
-23-
ARTICLE XIV Continued
4. When absence for personal illness exceeds four (4) consecutive days, a physician's statement shall, upon request, be filed with the Secretary of the Board, through the Superintendent. Such statement shall certify the period of disability, and include the dates of treatment, the diagnosis and the prognosis involved. In case of frequent or intermittent illness, the Board of Education or the Superintendent may require the em-ployee to submit to an examination by a school physician as well as require the employee to submit a statement from the attending physician.
5. All administrators shall upon TPA&F retirement receive a Net Personal Value of accrued sick day at 1 day's pay for every 3 sick days accumulated, plus 10% of their 1994-1995 salary to be paid as follows:
1/3 or 1/5 (at employees’ option) within 30 days after retirement
1/3 or 1/5 (at employees option) 1 year anniversary of retirement
1/3 at the 2 year anniversary of retirement or 1/5 at next 3, 4 year anniversaries (at employees’ option).
The daily rate of pay shall be determined by utilizing the following rate:
10½ month employee 1/210
11 month employee 1/220
All new hired personnel, after 7/1/95 will not receive the above.
4. As of 7/1/95 all administrators will receive credit for accumulated sick days at the following rates and at the employee’s option, be paid 1/5 over 5 years:
$85.00 for VP/Directors/Supervisors
$100.00 for Principals
7. In the event of the death of said retiree, all monies will be payable to the legal beneficiary (ies) as per schedule unless financial hardship exists. Upon request of the estate, payment will be made in full within 30 days.
8. No employee shall be paid for accumulated sick leave if said employee elects to have their accumulated sick leave trans-ferred to their new employment. Each employee, upon receipt of the aforementioned payments and/or credits, shall sign a receipt thereof, a copy of which shall be retained by the Board.
B. OCCUPATIONAL INJURY
Any employee injured in the performance of their duties shall within twenty-four (24) hours report such injury to their immediate supervisor. The report shall be in writing on a form supplied by the Board. An employee so injured shall be paid the full salary or wages for the period of such absence for up to one (1) calendar year without having such absence charged to the annual or accumulated sick leave. Any amount of salary or wages paid to the employee for the work-connected injury shall be reduced by the amount of any workmen's compensation award made for temporary disability.
-24-
ARTICLE XIV Continued
ILLNESS IN IMMEDIATE FAMILY
In case of illness of parent, brother, sister, husband, wife, child or any other relative living at home within the immediate family, paid leave will be permitted up to a maximum of five (5) days in the fiscal year. This time will be charged against the sick leave provided in A. 1. Above.
NOTICE OF ACCUMULATED SICK LEAVE
Employees shall, upon request, be given a written accounting of ac-cumulated sick leave no later than September 30 of each school year.
FUNERAL LEAVE
1. Leave of absence of five (5) consecutive work days without loss of salary shall be allowed an employee in case of death in the immediate family. Immediate family shall be defined as spouse, parent, step-parent, grandparent, parent-in-law, grandparent-in--law, child, step-child, sibling, brother, sister or any other relative who is a resident in the employee's household.
2. Leave of absence on the day of the funeral without loss of salary shall be allowed an employee in case of death of an employee's nephew, niece, uncle, aunt, cousin, brother or sister-in-law,
Who is not a member of the employee's immediate family as defined in paragraph 1 above?
3. In cases not covered by paragraph 1 or 2 above in which attendance at a funeral is expected of or incumbent upon an employee, the employee may be permitted to attend without loss of salary.
F. LEGAL
Time necessary for appearance in any legal proceeding to the employment of any employee or in any other legal proceeding in which the employee is subpoenaed by law to attend, whether or not an employee is a party to the case. Employees shall promptly submit a copy of the subpoena to the Superintendent. If the employee is required to appear in a municipal court proceeding, such appearance shall, whenever possible, be scheduled in the evening. If no evening court session is available, such required attendance shall be charged to personal leave if the employee has personal leave days remaining. If no such days are avail-able, the absence shall be charged as an excused absence without compensation.
-25-
ARTICLE XIV Continued
GOOD CAUSE
Other temporary leaves may be granted by the Board pursuant to NJSA 18A:30-7.
PERSONAL BUSINESS
1. Personal Business days may be taken anytime and consecutively with the approval of the Superintendent.
2. All personal business days not used shall accumulate to employee’s sick leave at the end of each school year.
L. MARRIAGE
Employees are not expected to request time off during the school year for purposes of marriage or wedding trips, in view of the possibility of scheduling these in conformity with vacation and holiday periods. However, if unusual circumstances require special consideration, a leave-of-absence without pay may be granted by the Board.
-26-
Left Blank Intentionally
-27-
ARTICLE XV
SALARIES
A. SALARIES
A salary guide for all administrators is set forth in ATTACHMENT A. The following conditions apply to the salary schedules presented.
1. Administrators may be assigned additional work days during the summer if, in the judgment of the Superintendent, the additional days are essential to the effective opening and operation of the school district. Notification for such additional work days will be mutually agreed upon prior to May 1st of the scholastic year.
2. Daily rate of pay for administrators will be determined by multiplying the following rate times the annual salary:
10 ½ month employees - 1/210
11 month employees - 1/220
3. Ten and one-half (10 ½) employees will work a total of eleven (11) days during July 1st and August 31st.
5. The following 11 month employees will work an additional 21 days between July 1st and August 31st: Principals, Vice Principals, Director of Guidance, Director of Athletics Supervisor of Special Services and Supervisor of Basic Skills. Any additional days worked beyond these 21 days shall be used during the next school year, subject to Superintendent approval, which approval shall not be unreasonably denied.
All administrators shall schedule the last week in August as part of their additional work days.
Manager of Buildings and Grounds is a 12 month employee with 4 weeks vacation with an additional day for every year over 25 years up to 5 weeks.
This is available only for Manager Employed prior to July 1, 2002. For Manager of Buildings/Grounds employed after July 1, 2002, the Manger is a twelve month employee with three weeks vacations with an additional day for every year over twenty five years up to four weeks.
-28-
ARTICLE XVI
MISCELLANEOUS PROVISIONS
A. NONDISCRIMINATION
The Board and the Association agree that there shall be no discrimination, and that all practices, procedures, and polices of the school system shall clearly exemplify that there is no discrimination in the hiring, training, assignment, reappointment, promotion, transfer, or discipline of employees or in the application or administration of this Agreement on the basis of race, creed, color, religion, age, national origin, sex, domicile, or marital status.
B. BOARD POLICY
This Agreement constitutes Board policy for the term of said Agreement, and the Board shall carry out the commitments contained herein and give them full force and effect as Board policy. If any other policy contains any language inconsistent with the Agreement, this Agreement shall be controlling.
C. SEPARABILITY
If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
D. COMPLIANCE BETWEEN INDIVIDUAL CONTRACT AND MASTER AGREEMENT
Whether or not reduced to writing, any individual agreement between the Board and an individual administrator, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If any individual agreement implies any understanding inconsistent with the Agreement, this Agreement, during its duration, shall be controlling.
E. NOTICE
Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either party shall do so by telegram or certified mail at the following addresses:
1. If by Association, to Board at the BOE Office.
2. If by Board, to Association at the school or home of the President, whichever is appropriate?
-29-
ARTICLE XVII
SCHOOL CALENDAR
The Superintendent SHALL advise the President of the Association of the next year's school calendar prior to making a recommendation to the Board for adoption.
-30-
ARTICLE XVIII DURATION OF AGREEMENT
A. DURATION PERIOD
1. This Agreement shall be effective as of July 1, 2002, and shall continue in effect until June 30, 2005.
2. In Witness Whereof, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested by their respective Secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.
CARTERET ADMINISTRATORS' BOARD OF EDUCATION OF ASSOCIATION THE BOROUGH OF CARTERET
By: By: President Board President
By: By: Secretary Board Secretary
-31-
 | | | | | | | | | | | | | | | | | | | Schedule | |
| 2001-02 | | | | | | | | | | | | | | | | | | | "A1" | |
Steps | HSPrin | Number | MSPrin | No | ElemPrin | No | VP | No | SpSer Dir | No | Guid Dir | No | Ath Dir | No | BS Sup | No | Supervisor | No | G/B Sup | No |
5 | 102,359 | 0 | 99,093 | 1 | 97,093 | 3 | 93,934 | 4 | 92,934 | | 92,880 | 1 | 92,880 | 1 | 90,774 | | 88,274 | 2 | 63,800 | 1 |
4 | 98,859 | 1 | 95,593 | | 93,593 | | 90,434 | | 89,434 | | 89,380 | | 89,380 | | 87,274 | | 84,774 | | | |
3 | 95,359 | | 92,093 | | 90,093 | | 86,934 | 1 | 85,934 | | 85,880 | | 85,880 | | 83,774 | | 81,274 | | | |
2 | 92,359 | | 89,093 | | 87,093 | | 83,934 | | 82,934 | | 82,880 | | 82,880 | | 80,774 | | 78,274 | | | |
1 | 89,359 | | 86,093 | | 84,093 | | 80,934 | 2 | 79,934 | | 79,880 | | 79,880 | | 77,774 | | 75,274 | | | |
| | | | | | | | | | | | | | | | | | | | |
| | | | | | | | | | | | | | | | | | | | |
| 2002-03 | | | | | | | | | | | | | | | | | | | | |
Steps | HSPrin | Number | MSPrin | No | ElemPrin | No | VP | No | SpSer Dir | No | Guid Dir | No | Ath Dir | No | BS Sup | No | Supervisor | No | G/B Sup | No |
5 | 105,127 | | 101,861 | 1 | 99,861 | 3 | 96,702 | 4 | 95,702 | | 95,648 | 1 | 95,648 | 1 | 93,542 | | 91,042 | 2 | 65,714 | 1 |
4 | 101,627 | 1 | 98,361 | | 96,361 | | 93,202 | | 92,202 | | 92,148 | | 92,148 | | 90,042 | | 87,542 | | | |
3 | 98,127 | | 94,861 | | 92,861 | | 89,702 | 1 | 88,702 | | 88,648 | | 88,648 | | 86,542 | | 84,042 | | | |
2 | 95,127 | | 91,861 | | 89,861 | | 86,702 | | 85,702 | | 85,648 | | 85,648 | | 83,542 | | 81,042 | | | |
1 | 92,127 | | 88,861 | | 86,861 | | 83,702 | 2 | 82,702 | | 82,648 | | 82,648 | | 80,542 | | 78,042 | | | |
| | | | | | | | | | | | | | | | | | | | |
| 2003-04 | | | | | | | | | | | | | | | | | | | | |
Steps | HSPrin | Number | MSPrin | No | ElemPrin | No | VP | No | SpSer Dir | No | Guid Dir | No | Ath Dir | No | BS Sup | No | Supervisor | No | G/B Sup | No |
5 | 107,660 | 1 | 104,394 | 1 | 102,394 | 3 | 99,235 | 4 | 98,235 | | 98,181 | 1 | 98,181 | 1 | 96,075 | | 93,575 | 2 | 67,685 | 1 |
4 | 104,160 | | 100,894 | | 98,894 | | 95,735 | 1 | 94,735 | | 94,681 | | 94,681 | | 92,575 | | 90,075 | | | |
3 | 100,660 | | 97,394 | | 95,394 | | 92,235 | | 91,235 | | 91,181 | | 91,181 | | 89,075 | | 86,575 | | | |
2 | 97,660 | | 94,394 | | 92,394 | | 89,235 | 2 | 88,235 | | 88,181 | | 88,181 | | 86,075 | | 83,575 | | | |
1 | 94,660 | | 91,394 | | 89,394 | | 86,235 | | 85,235 | | 85,181 | | 85,181 | | 83,075 | | 80,575 | | | |
| | | | | | | | | | | | | | | | | | | | |
| 2004-05 | | | | | | | | | | | | | | | | | | | | |
Steps | HSPrin | Number | MSPrin | No | ElemPrin | No | VP | No | SpSer Dir | No | Guid Dir | No | Ath Dir | No | BS Sup | No | Supervisor | No | G/B Sup | No |
5 | 110,531 | 1 | 107,265 | 1 | 105,265 | 3 | 102,106 | 5 | 101,106 | | 101,052 | | 101,052 | 1 | 98,946 | | 96,446 | 2 | 69,716 | 1 |
4 | 107,031 | | 103,765 | | 101,765 | | 98,606 | | 97,606 | | 97,552 | | 97,552 | | 95,446 | | 92,946 | | | |
3 | 103,531 | | 100,265 | | 98,265 | | 95,106 | 2 | 94,106 | | 94,052 | | 94,052 | | 91,946 | | 89,446 | | | |
2 | 100,531 | | 97,265 | | 95,265 | | 92,106 | | 91,106 | | 91,052 | 1 | 91,052 | | 88,946 | | 86,446 | | | |
1 | 97,531 | | 94,265 | | 92,265 | | 89,106 | | 88,106 | | 88,052 | | 88,052 | | 85,946 | | 83,446 | | | |
| | | | | | | | | | | | | | | | | | | | |
-32- SCHEDULE "B" - HEALTH PLAN
A. The master policy between the Board and Horizon Healthcare shall continue including the following benefits:
1. The maternity benefits under the present policy including the U.C.R. program.
2. The surgical expenses benefit under the present policy including the U.C.R. program.
DEDUCTIBLE: $200.00
SCHEDULE "C" - PHARMACEUTICAL PLAN
A. The Board pharmaceutical charge plate plan for all employees covered by the Board's medical plan shall continue.
DEDUCTIBLE: $5.00 per person per prescription.
SCHEDULE "D" - DENTAL PLAN
A. The Reasonable and Customary (unscheduled) Dental Plan obtained by the Board shall continue in effect. The plan includes a $750.00 per individual per lifetime orthodontic maximum benefit and a $1,000.00 per individual per year maximum benefit for all services.
DEDUCTIBLE: There is a $50.00 per person deductible per calendar year with no more than $150.00 accumulative per family per year.
SCHEDULE “E” OPTICAL PLAN
A. The optical plan shall be provided at Board expense to provide a sum of $350 per year for eye examination and provision of prescription glasses for employees and their family.
-33-
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