| AGREEMENT BETWEEN THE
ALEXANDRIA TOWNSHIP EDUCATION ASSOCIATION
AND THE
ALEXANDRIA TOWNSHIP BOARD OF EDUCATION
JULY 1, 2011 TO JUNE 30, 2014
TABLE OF CONTENTS
GENERAL INFORMATION
PREAMBLE
ARTICLE I - RECOGNITION 1
UNIT 1
DEFINITION OF EMPLOYEE 2
DEFINITION OF TEACHER 2
ARTICLE II - NEGOTIATION OF SUCCESSOR AGREEMENT 3
DEADLINE DATE 3
MODIFICATION 3
NEW POSITIONS 3
ARTICLE III - GRIEVANCE PROCEDURE 4
DEFINITIONS 4
GRIEVANCE 4
AGGRIEVED PERSON 4
PARTY IN INTEREST 4
PURPOSE 4
PROCEDURE 5
TIME LIMITS 5
YEAR END GRIEVANCES 5
LEVEL ONE - PRINCIPAL OR IMMEDIATE SUPERVISOR 5
LEVEL TWO - SUPERINTENDENT 5
LEVEL THREE - BOARD OF EDUCATION 6
LEVEL FOUR - ARBITRATION 6
RIGHTS OF EMPLOYEE REPRESENTATION 7
EMPLOYEE AND ASSOCIATON 7
REPRISALS 7
MISCELLANEOUS 7
WRITTEN DECISIONS 7
SEPARATE GRIEVANCE FILE 7
FORMS 7
MEETINGS AND HEARINGS 8
ARTICLE IV - EMPLOYEE RIGHTS 9
STATUTORY SAVINGS CLAUSE 9
JUST CAUSE PROVISION 9
PROGRESSIVE DISCIPLINE 9
REQUIRED MEETINGS OR HEARINGS 10
ARTICLE V - ASSOCIATION RIGHTS AND PRIVILEGES 11
USE OF SCHOOL BUILDINGS 11
ATTENDANCE AT ASSOCIATION MEETINGS 11
CONFERENCE OF AFFILIATES 11
ARTICLE VI - WORK YEAR AND WORK SCHEDULE 12
INCLEMENT WEATHER AND OTHER EMERGENCIES 12
PROFESSIONAL STAFF 12
SECRETARIAL STAFF 12
PARAPROFESSIONAL STAFF 12
CUSTODIAL STAFF 12
ARTICLE VII - COMPENSATION SCHEDULE B 13
ACTIVITY SALARY SCHEDULE 13
ARTICLE VIII - COMPENSATION (See Individual Sections) 14
ARTICLE IX - PAYROLL DUES AND SUMMER DEDUCTIONS 15
ASSOCIATION PAYROLL DUES DEDUCTIONS 15
CREDIT UNION DEDUCTIONS 15
PAYROLL SUMMER DEDUCTIONS 15
INSURANCE DEDUCTIONS 15
ARTICLE X - EMPLOYEE WORK STATIONS 16
TRAVEL 16
INVOLUNTARY REASSIGNMENTS 16
PROFESSIONAL SUMMER EMPLOYMENT 16
ARTICLE XI - EMPLOYEE OBSERVATION (Refer To Individual Sections) 17
ARTICLE XII - SICK LEAVE 18
ACCUMULATIVE 18
TEN (10) MONTH EMPLOYEES 18
TWELVE (12) MONTH EMPLOYEES 18
ATTENDANCE INCENTIVE 18
NOTIFICATION OF ACCUMULATION 19
ARTICLE XIII - TEMPORARY LEAVES OF ABSENCE 20
TYPES OF LEAVE 20
PERSONAL 20
PROFESSIONAL 20
CONFERENCE OF AFFILIATES 20
LEGAL 20
EMPLOYMENT 20
PERSONAL 21
BEREAVEMENT LEAVE 21
ILLNESS IN THE IMMEDIATE FAMILY 21
DAYS WITHOUT PAY 21
IN-ADDITION TO SICK LEAVE 22
PERSONAL LEAVE "BANK" 22
ARTICLE XIV - EXTENDED LEAVES OF ABSENCES 23
MEDICAL DISABILITY 23
CHILD REARING LEAVE 23
ILLNESS IN FAMILY 24
GENERAL UNPAID LEAVE PROVISIONS 24
ARTICLE XV - PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT 26
REIMBURSED EXPENSES 26
COURSE REIMBURSEMENT FOR COACHES AND EXTRA
CURRICULAR ACTIVITY SUPERVISORS 26
ARTICLE XVI - INSURANCE PROTECTION 27
COVERAGE 27
DEPENDENT COVERAGE 27
PERSONNEL EMPLOYED AFTER SEPTEMBER 27
INSURANCE WAIVER 27
FLEX SPENDING ACCOUNT 28
ARTICLE XVII - MISCELLANEOUS PROVISIONS 29
RETIREMENT CLAUSE 29
SAVINGS CLAUSE 31
PRINTING AGREEMENT AND DURATION OF AGREEMENT 72
ARTICLE XVIII - PRINTING AGREEMENT 72 ARTICLE XIX - DURATION OF AGREEMENT 72
CUSTODIAL STAFF SECTION
Article VI Work Year and Work Schedule 32
Twelve (12) Month Personnel 32
Work Schedule 32
Inclement Weather and Other
Emergencies 32
Overtime 32
Vacation Schedule 33
Holiday Schedule 33
Salary Schedule 34
PARAPROFESSIONAL STAFF SECTION
Article VI Ten (10) Month Personnel 35
Article VII Teaching Hours and Teaching Load 36
Lunch Period 36
Working Hours 36
Salary Schedule 36
Article XI Employee Evaluation 37 Representation at Evaluation
Conferences 37
Article XVI Professional Development and
Educational Improvement 39
Tuition Aid 39
Course Scheduling 39
Tuition Reimbursement 40
Reimbursed Expenses 40
PROFESSIONAL STAFF SECTION
Article VI Work Year and Work Schedule 41
Ten (10) Month Personnel 41
New Teacher Orientation 41
Child Study Team and Related Services 41
Teacher Technology Facilitator 41
Inclement Weather and Other
Emergencies 42
Article VII Teaching Hours and Teaching Load 43
Lunch Period 43
Working Hours 43
Teaching Load 43
Preparation time 43
Voluntary Schedule Adjustment 44
Back to School Night 44
Parent/Teacher Conferences 44
Early Dismissal Days 45
Article VIII Compensation 46
Salary Schedule 52
Professional Rate 53
Article IX Payroll Dues and Summer Deductions 53
Association Payroll Dues Deductions 53
Summer Payroll Deductions 53
Credit Union Deductions 53
Insurance Deductions 53
Article X Employee Work Stations 53
Procedure for Voluntary Change in
Teacher Work Stations 54
Professional Summer Employment 54
Mentoring 54
Article XI Employee Evaluations 55
Frequency 55
Open Evaluation 55
Copies of Evaluation 55
Conferences 56
Representation At Evaluation Conferences 56
Article XII Teacher Facilities 57
Article XIII Sick Leave 58
Accumulative 58
Article XIV Temporary Leaves of Absence 59
Professional 59
Conference of Affiliates 59
Article XV Extended Leaves of Absences 60
Child Rearing Leave 60
Other 60
Article XVI Professional Development and
Educational Improvement 61
Tuition Aid 61
Course Scheduling 62
Tuition Reimbursement 62
Reimbursed Expenses 63
In-Service Workshops, Conferences,
Programs 63
Professional Development Meetings 63
Summer Professional Development
Meetings 63
Master Teacher Institute 64
SECRETARIAL STAFF SECTION
Article VI Work Year and Work Schedule 68
Ten (10) Month Personnel 68
Twelve (12) Month Personnel 68
Inclement Weather and Other
Emergencies 68
Vacation Schedule 69
Holiday Schedule 69
Salary Schedule 69
Article XI Employee Evaluations 71
Procedures for Evaluation Non-Tenure Personnel 71
Representation at Evaluation Conferences 71
GENERAL INFORMATION SECTION
PREAMBLE
This Agreement entered into this 30th day of the September, 2011, by and between the Board of Education of Alexandria Township, New Jersey, hereinafter called the "Board", and the Alexandria Township Education Association, hereinafter called the "Association".
WITNESSETH:
WHEREAS, the Board has an obligation, pursuant to Chapter 303, Public Laws of 1968 to negotiate with the Association as the representative of employees hereinafter designated with respect to the terms and conditions of employment, and
WHEREAS, the parties have reached certain understandings, which they desire to confirm in the Agreement, be it
RESOLVED, in consideration of the following mutual covenants, it is hereby agreed as follows:
ARTICLE I
RECOGNITION
A. UNIT
The Board hereby recognizes the Association as the exclusive and sole
representative for collective negotiations concerning grievances and
terms and conditions of employment for all personnel under contract or
on leave, employed by the Board, with the exception of administrators,
supervisors, and confidential employees (including the Superintendent's
secretary and School Business Administrator/Board Secretary's secretary and assistant.)
The terms and conditions of this contract shall be in effect on the initial
date of employment.
The Board/Administration will notify the President of the Association, in
writing, of any new positions created or title changes. The following articles and sections of this agreement shall not apply to
part-time employees scheduled to work less than twenty (20) hours per
full student week, except as specified below:
Article VI, Section F Vacation
Article VI, Section G Holidays
Article VII Teaching Hours and Teaching Load (except when the part-time teacher works a full student day)
Article XIII Sick Leave (except statutory requirements shall
apply)
Article XIV Temporary Leaves of Absence (except as listed
below)
Article XV Extended Leaves of Absence
Article XVI Professional Development and Educational
Improvement
Article XVII Insurance Protection
Article XVIII, Section A Retirement Clause
Part-time employees shall receive bereavement leave, attendance bonus,
approved professional days, and black seal license compensation on a
pro-rata basis.
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B. DEFINITION OF EMPLOYEE
Unless otherwise indicated, the term "employee", when used hereinafter
in this Agreement, shall refer to all employees represented by the
Association in the negotiating unit as above defined.
C. DEFINITION OF TEACHER
Unless otherwise indicated, the term "teacher", when used hereinafter
in this Agreement, shall refer to all professional employees represented by the Association in the negotiating unit as above defined.
2
ARTICLE II
NEGOTIATION OF SUCCESSOR AGREEMENT
A. DEADLINE DATE
The parties agree to enter into collective negotiation over a successor
Agreement in accordance with Chapter 123, Public Laws 1975, in a good-
faith effort to reach agreement on all matters concerning the terms and
conditions of employment.
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. NEW POSITIONS
The Association shall have fifteen (15) school days following notification
by the Board of the creation of new positions to request negotiations
regarding the terms and conditions of employment for those new
positions. The Board has the right to fill a new position at any time after
creating the position; final terms and conditions of employment that are
negotiated by the parties shall be applied retroactively to the new
position.
3
ARTICLE III
GRIEVANCE PROCEDURE
A. DEFINITIONS
1. Grievance
a. Tract I
A grievance is a problem affecting terms and conditions of
employment and changes in Board Policy and Administrative
decisions which affect the interpretation, application and
violations of the contract.
b. Tract II
An informal problem shall be defined as any problem that
shall be determined non-grievable by standards set by PERC,
or agreed to be discussed by both parties on an informal
basis. Tract II grievances shall terminate at the
Superintendent level.
2. Aggrieved Person
An "aggrieved person" is the person or persons or the Association
presenting the grievance.
3. Party In Interest
A "party of interest" is the person or persons presenting the
grievance and any person, including the Association or the Board,
who might be required to take action or against whom action might
be taken in order to resolve the problem.B. PURPOSE
The purpose of this procedure is to resolve, at the lowest possible level,
the problems, which may from time to time arise affecting employees
represented under this contract. Both parties agree that these
proceedings will be kept as informal and confidential as may be
appropriate at any level of the procedure.
4 C. PROCEDURE
1. Time Limits
The number of days indicated at each level is a maximum and every
effort should be made to expedite the process. The time limits
specified may, however, be extended by mutual agreement in
writing.
2. Year-End Grievances
In the event a 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
grievance procedure may be exhausted prior to the end of the
school year or as soon thereafter as is practicable.
3. Level One - Principal Or Immediate Supervisor
A grievance must be filed within thirty (30) calendar days of knowledge of the incident, or, as with a newly created position, as
soon as the President of the Association has knowledge of the
position. An employee of the Association with a problem shall first
discuss it with his principal or immediate supervisor, either directly or through the Association's designated representative as prescribed by law, with the objective of resolving the matter informally. Written notice will be given to the immediate supervisor of the intent to proceed to Level Two.
4. Level Two - Superintendent
If the aggrieved person is not satisfied with the disposition of his/her
grievance at Level One, or if no decision has been rendered within
five (5) school days after the presentation of the grievance, he/she
may file the grievance in writing with the Superintendent within ten
(10) school days after the decision at Level One or fifteen (15) days
after the grievance was presented, whichever is sooner. The
President of the Association and the Grievance Chairperson shall
have the right to verbally present a grievance to the
Superintendent. The aggrieved person(s) may be present at the
discretion of the Association.
5
5. Level Three - Board of Education
a. If the aggrieved person is not satisfied with the disposition of
his/her grievance at Level Two, or if no decision has been
rendered within ten (10) school days after the grievance was
delivered to the Superintendent, he/she may file the grievance in writing with the Board or its' designated representative where appropriate, within ten (10) school days after a decision by the Superintendent or twenty (20) school days after the grievance was delivered to the Superintendent, whichever is sooner. An employee shall have the right to verbally present the grievance to the Board or its designee.
b. If the aggrieved person is not satisfied with the disposition of
his/her grievance at Level Three, or if no decision has been
rendered within twenty-five (25) school days after the grievance has been delivered to the Board, he/she may, within five (5) school days after a decision by the Board or thirty (30) school days after the grievance was delivered to the Board, whichever is sooner, request in writing that the Association submit its' grievance to arbitration.
c. All Track II grievances shall terminate at the Superintendent level.
6. Level Four - Arbitration
a. Within ten (10) school days after such written notice of
submission to arbitration, the Board and the Association shall
attempt to agree upon a mutually acceptable arbitrator and
shall obtain a commitment from said arbitrator to serve. The
parties shall then be bound by the rules and procedures of
PERC.
b. 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's decision shall be in writing and shall
be submitted to the Board and the Association and shall be
final and binding on the parties.
c. The costs for the services of the arbitrator, including per
diem expenses, if any, and actual and necessary travel,
subsistence expenses and the cost of the hearing room, shall
be borne equally by the Board and the Association or the
Board and the aggrieved person. Any other expense incurred
shall be paid by the party incurring same.
6 D. RIGHTS OF EMPLOYEE REPRESENTATION
1. Employee and Association
Any aggrieved person may be represented at all stages of the
grievance procedure by himself/herself, or at his/her option,
by representative (s) selected or approved by the
Association. When the employee is not represented by the
Association, the Association shall not have the right to be
present and to state its views at all written stages of the
grievance procedure.
2. Reprisals
No reprisals of any kind shall be taken by the Board or by any
member of the Administration against any party in interest,
any representative, any member of the Association, or any
other participant in the grievance procedure by reason of
such participation.
E. MISCELLANEOUS
1. Written Decisions
Decisions rendered at Level One are to be oral. All decisions
rendered at Level Two and Three of the grievance procedure
shall be in writing setting forth the decision and reasons
therefore and shall be transmitted promptly to all parties in
interest and to the Association.
2. Separate Grievance File
All documents, communications and records dealing with the
processing of grievance shall be filed in a separate grievance
file and shall not be kept in the personnel file of any of the
participants.
3. Forms
Forms for filing grievances shall be available in the office of
each building so as to facilitate operation of the grievance
procedure. The form used to file a grievance in writing at
Level Two shall be mutually agreed upon by the Association
and the Board or its designee.
7 4. 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.
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ARTICLE IV
EMPLOYEE RIGHTS
A. STATUTORY SAVINGS CLAUSE
Nothing contained herein shall be constructed to deny or restrict
to any employee such rights as he/she may have under New Jersey
Laws or other applicable laws and regulations.
B. JUST CAUSE PROVISION
No employee shall be discharged, 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. This clause shall not apply to the non-renewal of non-tenured
employees, which remains a prerogative of the Board.
C. PROGRESSIVE DISCIPLINE
1. Employees shall not be disciplined in writing, reduced in
rank, or have an increment withheld for disciplinary reasons
without just cause. Any such action asserted by the Board, or
any agent or representative thereof, shall not be shared with
others until formal actions need to be taken by the Board
and shall be subject to the Grievance Procedure herein set
forth.
2. At any meeting or interview where the primary purpose is to
charge in writing or discipline in writing an employee and
where more than one (1) Board member or administrative
representative or interested party is to be present, the
employee shall be given twenty-four (24) hours notice,
advised of the reason for the meeting and entitled to be
accompanied by a chosen representative. The exception
to this would be any issue requiring immediate suspension.
3. No employee shall be formally disciplined without a written
formal explanation. At the time such formal explanation is
given, the employee shall be provided with the opportunity to
explain or defend his or her actions.
9 4. Any criticism of an employee's job performance by a
supervisor, an administrator, or a Board of Education
member shall be made in confidence and not in the presence
of students, parents, other employees, or at a public meeting.
The exception to this shall be when an employee has been
offered the opportunity for a private meeting and has
declined this offer.
5. Disciplinary action will not be taken against any Alexandria
Township School employee unless the identity of the
complainant and the specific issue are identified. The
exception being a situation in which confidentiality is
required by law.
D. REQUIRED MEETINGS OR HEARING
Whenever any employee is required to appear before any
administrator or supervisor, Board, or 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 prior
written notice of the reasons for such meetings or interview and
shall be entitled to have representative(s) of the Association
present to advise him/her and represent him/her during such
meeting or interview. This would not include any normal routine
evaluation as prescribed by law.
10
ARTICLE V
ASSOCIATION RIGHTS AND PRIVILEGES
A. USE OF SCHOOL BUILDINGS
The Association and its representatives shall have the right to use school
buildings at all reasonable hours for meetings. The principal of the
building shall be notified in advance of the time and place of all such
meetings. Approval shall be given by the principal unless scheduling
conflicts arise.
B. ATTENDANCE AT ASSOCIATION MEETINGS
One secretary, on a rotating basis, shall be released to attend
Association meetings during work hours. One custodian, on a
rotating basis, shall be released for one hour to attend Association
meetings during work hours.
C. CONFERENCE OF AFFILIATES
One (1) day for one (1) representative of the Association to attend
conferences and conventions of state and national affiliated
organizations will be granted each year.
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ARTICLE VI
WORK YEAR AND WORK SCHEDULE
A. INCLEMENT WEATHER AND OTHER EMERGENCIES
1. Professional Staff
Attendance shall not be required whenever student attendance
is not required due to inclement weather or other emergencies.
2. Secretarial Staff
Attendance shall not be required whenever student attendance
is not required due to inclement weather or other emergencies.
3. Paraprofessional Staff
Attendance shall not be required whenever student attendance
is not required due to inclement weather or other emergencies.
4. Custodial Staff
The length of the work day shall be at the discretion of the
Superintendent.
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ARTICLE VII
COMPENSATION SCHEDULE B
A. ACTIVITY SALARY SCHEDULE
| ACTIVITY | AMOUNT
2011-12 | AMOUNT
2012-13 | AMOUNT
2013-14 |
| Student council Advisor | 2,617 | 2,617 | 2,617 |
| Yearbook Advisor | 2,617 | 2,617 | 2,617 |
| Drama Club Advisor | 1,818 | 1,818 | 1,818 |
Assistant Drama Club Advisor
(2/3 of Head Advisor) | 1,165 | 1,165 | 1,165 |
| Newspaper Advisor | 1,819 | 1,819 | 1,819 |
| Science Club Advisor | 1,271 | 1,271 | 1,271 |
| Girls' Basketball Coach | 3,138 | 3,138 | 3,138 |
| Boys' Basketball Coach | 3,138 | 3,138 | 3,138 |
| Girls' Soccer Coach | 2,617 | 2,617 | 2,617 |
| Boys' Soccer Coach | 2,617 | 2,617 | 2,617 |
| Softball Coach | 2,617 | 2,617 | 2,617 |
| Baseball Coach | 2,617 | 2,617 | 2,617 |
| Volleyball Coach | 2,617 | 2,617 | 2,617 |
| Sports Director | 3,747 | 3,747 | 3,747 |
| Ski Club Advisor | 625 | 625 | 625 |
| Cheerleading Advisor | 1,818 | 1,818 | 1,818 |
| Detention Mentor | 1,552 | 1,552 | 1,552 |
Chaperone for School Dances and
Concerts (per event) | 81 | 81 | 81 |
Chaperone for School Games
(per game) | 56 | 56 | 56 |
| Jazz Band Director | 1,270 | 1,270 | 1,270 |
| Boys and Girls Cross Country | 2,541 | 2,541 | 2,541 |
| Peer Club Advisor for up to one Main Advisor and three grade level advisors | 2,546 | 2,546 | 2,546 |
Chaperone for Overnight Trips
(per night) | 132 | 132 | 132 |
| Assistant coaches shall be paid at two-thirds (2/3) of the rate established for the head coach. |  | | |
| Any changes in time involvement in an activity program or any additional activities over and above the previous year will automatically open that item to further negotiations of salary. | | | |
| The Sports Director shall attend all home games and shall be ineligible to coach any athletic teams. | | | |
| Known Schedule B positions shall be posted at least five (5) days prior to the end of each school year. | | | |
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ARTICLE VIII
COMPENSATION
REFER TO INDIVIDUAL SECTIONS
14
ARTICLE IX
PAYROLL DUES AND SUMMER DEDUCTIONS
A. ASSOCIATION PAYROLL DUES DEDUCTIONS
The Board agrees to deduct from the salaries of its employees dues for
the Alexandria Township Education Association, the Hunterdon County
Education Association, the New Jersey Education Association, or the
National Education Association, as said employees individually and
voluntarily authorize the Board to deduct. All other voluntary deductions
shall be approved by the Board. Such deductions shall be made in
compliance with Chapter 233 N.J. Public Laws of 1969 (N.J.S.A.) rules
established by the State Department of Education, Chapter 477 PL 1979.
B. CREDIT UNION DEDUCTIONS
The Board agrees to withhold, from the salaries of its employees who so
indicate in writing, monies to be deposited in a credit union or the
appropriate tax-sheltered annuities. The Board will offer two (2) credit
unions to choose from, and will not change such credit unions without
prior consultation with the Association. All contributions shall be
forwarded within five (5) business days of each payroll.
C. PAYROLL SUMMER DEDUCTIONS
The Board agrees to withhold from the salaries of its employees, who so
indicate in writing, monies for a summer payment according to Title
18A:29-3 of the statutes of New Jersey.
D. INSURANCE DEDUCTIONS
Whenever any employee contribution is required toward the cost of any
insurance, the Business Administrator shall calculate the annualized
amount of the contribution and shall make deductions from employee
paychecks in equal amounts during the course of the school year,
regardless of the length of a particular employee's regular work year. The
deduction shall be verified by the Association prior to the start of said
deduction taking place.
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ARTICLE X
EMPLOYEE WORK STATIONS
A. TRAVEL
1. Employees who may be required to use their own vehicles in the
performance of their duties and/or employees who are assigned to
more than one (1) school per day shall be reimbursed at the
prevailing federal IRS deduction rate for all driving done between
buildings following their arrival at the first location at the beginning
of their workday.
2. School van may be used for school related travel when available.
Use of the van will be coordinated by the Superintendent or his
designee.
B. INVOLUNTARY REASSIGNMENTS
A meeting will be held between the employee involved and the supervisor,
at which time the employee shall be notified of the reason for the
involuntary reassignment.
C. PROFESSIONAL SUMMER EMPLOYMENT
The Superintendent shall mail to the Association, and post in both
buildings a list of know positions, which will be available for professional
projects during the summer. Nothing shall be construed, however, to
require the appointment of a staff member, or to preclude the Board from
hiring from outside the District for such projects.
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ARTICLE XI
EMPLOYEE OBSERVATION
REFER TO INDIVIDUAL SECTIONS
17
ARTICLE XII
SICK LEAVE
Refer to Article I, A. Unit for a definition of District employees covered by this
Article.
A. ACCUMULATIVE
1. Ten (10) Month Employees
All employees shall be entitled to ten (10) sick leave days each
school year, as of the first official day of said school year, whether
or not they report for duty on that day. Unused sick leave days shall
be accumulated from year to year with no maximum limit.
2. Twelve (12) Month Employees
All employees shall be entitled to twelve (12) sick leave days each
school year, as of the first official day of said school year, whether
or not they report for duty on that day. Unused sick leave days shall
be accumulated from year to year with no maximum limit.
B. ATTENDANCE
1. The Board agrees to compensate Professional Staff for good
attendance in accordance with the following:
Number of Days
Absent in any Year | Compensation |
| 0 | 250 |
| 1 | 200 |
| 2 | 150 |
| 3 | 100 |
| 4 or more | -0- |
2. The Board agrees to compensate Support Staff employees for
good attendance in accordance with the following:
Number of Days
Absent in any Year | Compensation |
| 0 | 150 |
| 1 | 125 |
| 2 | 100 |
| 3 | 75 |
| 4 or more | -0- |
18 3. If the total number of days an employee is absent in any year
(excluding bereavement leave for a spouse, parent or child)
is not a whole day, compensation shall be based on the next whole
number of days: e.g., 1.5 days total absence = 2.0 days for
determining compensation due.
4. Compensation shall be prorated for a part-time employee.
5. Days absent on bereavement leave following the death of an
employee's parent, child, spouse, or member of the immediate
household shall not be considered in determining compensation.
6. Compensation shall be made on or about December 1 of each year
in reference to attendance in the preceding school year.
7. Compensation shall not be available to any employee who is absent
on unpaid leave for a portion of the year or who is employed for less
than the full year.
B. NOTIFICATION OF ACCUMULATION
Employees shall be given a written accounting of accumulated sick leave
days no later than September 15 of each school year.
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ARTICLE XIII
TEMPORARY LEAVES OF ABSENCE
Refer to Article I.A. Unit for a definition of District employees covered by this
Article.
A. TYPES OF LEAVE
Employees shall be entitled to the following temporary non-cumulative
leaves of absence with full pay each school year:
1. Personal
Two (2) days leave of absence for personal, business, household or
family matters which require absence during school hours.
Application to the employee's principal or other immediate superior
for personal leave shall be made at least twenty-four (24) hours
before taking such leave (except in the case of emergencies) and
the applicant for such leave shall not be required to state the reason
for taking such leave other than that he is taking it under this
section.
2. Professional
A teacher who requests a day for professional reasons shall notify
the Administrator in writing at least two (2) days in advance when
possible. A professional day shall be defined as a day voluntarily
used for improving job performance, that has been approved by the
Superintendent.
3. Conference of Affiliates
Up to one (1) day for one (1) representative of the Association to
attend conferences and conventions of state and national affiliated
organization.
4. Legal
a. Employment
Time necessary for appearance in any legal proceeding connected with the employee's employment, or with the school system, shall be granted if the employee is required
by law to attend, excluding any situation wherein the
employee and Board are adversaries or as prescribed by
law.
20 b. Personal
Up to two (2) personal legal days may be taken for any legal
matter which requires a court appearance. This excludes
traffic court.
5. Bereavement Leave
In the event of the death of an employee's relative, such employee
may be granted time off up to the number of workdays indicated
below for bereavement and funeral related purposes. Except in the
event of very extenuating circumstances, bereavement leave shall
only be granted during the period immediately following the
relative's death.
a. Five (5) Work Days:
Parent
Child
Spouse or member of the immediate household
b. Three (3) Work Days:
Parent-In-Law
Sibling
Sibling-In-Law
Grandparent
Any other member of the employee's household
c. One (1) Work Day:
Spouse's Grandparent
Other blood relative
Close Friend
6. Illness In The Immediate Family
An employee may be granted up to three (3) workdays in any year
as may be required due to the serious illness of an employee's
parent, child, spouse, or any other member of the employee's
household.
7. Days Without Pay
Days without pay may be granted by the Superintendent, on an
individual basis, to an employee in exceptional need or who is
faced with life altering circumstances. Unpaid leaves shall not be
granted to extend vacations or holidays.
21 B. IN-ADDITION TO SICK LEAVE
Leave taken pursuant to Section A. above, or to any sick leave to which
the employee is entitled shall be in addition.C. PERSONAL LEAVE "BANK"
1. A personal leave "bank" is hereby created whereby unused
personal days (under paragraph A.1. of this Article) may be
donated by individual employees.
2. The personal leave "bank" may be utilized by members of the
bargaining unit who have utilized all of their allotted accumulated
sick leave and partially compensated leave, on an emergency basis
or in case of exceptional need.
3. Permission to use such days shall be considered by the Board after
receipt of a recommendation by a committee of an equal number of
representatives of the Board and the Association.
4. It is understood that the Board shall not add days to the "Bank" and
that the "bank" shall be started with unused personal days leftover
from the 1985-86 school year.
5. An accounting of the personal leave "bank" for the prior school year
shall be forwarded to the ATEA by the Business Office by
November 1 of each contract year.
22
ARTICLE XIV
EXTENDED LEAVES OF ABSENCES
Refer to Article I.A. Unit for a definition of District employees covered by this Article.
A. MEDICAL DISABILITY LEAVE
1. An employee may be granted an unpaid leave of absence for up to
one year for medical disability substantiated by a certificate from a
physician. Said leave shall commence upon the exhaustion of paid
sick leave, or at such other date as may be requested by the
employee and approved by the Board.
2. Requests for disability leave shall be submitted by the employee at
least ninety (90) calendar days in advance. However, in the event
that ninety (90) days advance notification is not possible, the
employee shall request the leave as soon as the need is known.
3. All requests for leave shall include the period of time requested and
the specific date on which the leave will terminate and the employee
expects to return to active employment.
4. In considering a request for a leave to commence at a time other
than upon the exhaustion of sick leave, and in considering the
termination date for any requested leave, the Board may adjust the
actual commencement date or termination date after consideration
of the employee's medical need, students' needs, and
administrative factors.
5. To the extent possible, with due consideration of the employee's
medical needs, leaves should not commence nor end during the
school year, except at the end of the second marking period.
B. CHILD REARING LEAVE
1. In accordance with Federal and State Law, any employee shall be
entitled to an unpaid child rearing leave of absence.
2. Only one employee may request and be approved for a child rearing
leave for the same child.
23 C. ILLNESS IN FAMILY
1. An employee shall be entitled to an unpaid leave of absence for
up to two (2) full school years for the purpose of caring for an
ill member of the employee's immediate family. Requests shall be
made to the Board at least ninety (90) calendar days in advance.
However, in the event that ninety (90) days advance notification is
not possible, the employee shall request the leave as soon as the
need is known.
2. All requests shall include the period of time requested and the date
on which the leave will terminate and the employee expects to
return to active employment.
3. Return to active employment may only be at the start of a student
school year or at the midpoint of the year (the end of the second
trimester beginning of the third trimester).
D. GENERAL UNPAID LEAVE PROVISIONS
1. The Board is under no compulsion to continue the employment of a
non-tenured employee beyond the contracted period.
2. While on leave, the employee shall not be considered to be in active
service and shall not be entitled to any compensation and/or
benefits granted to active employees. Accumulated and unused
sick leave shall, however, be restored to the employee upon return
to active employment.
3. Time absent on unpaid leave shall not be considered in determining
eligibility for tenure, eligibility for salary increment, nor any other
purpose.
4. An employee who has had a leave of absence shall not be entitled to
request a subsequent leave of absence until he/she has returned to
active employment for a period of time at least equal to the period of
time absent on such prior leave.
5. An early return from an unpaid leave shall be permitted in the event
of extenuating circumstances. Requests to return early starting
with the beginning of the school year must be submitted by
April 15. Requests to return early starting with the beginning of the
third (3rd) trimester must be submitted by September 30th.
Extenuating circumstances shall include situations such as:
If on "Child Rearing Leave" - termination of pregnancy or
death of child.
If on "Illness In Family Leave" - significant change in the ill
family member's condition.24 6. In the event that an employee's request requires a modification
due to extenuating circumstances, the Board may modify or waive
any of the requirements stated within this Article. Any such
modification or waiver shall be at the sole discretion of the Board.
25
ARTICLE XV
PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT
A. REIMBURSED EXPENSES
1. The cost of transportation and other reasonable expenses incurred
in connection with any workshops, seminars, conferences, and in-
service training sessions approved by the Superintendent will be
paid in full by the Board.
2. All mileage shall be reimbursed at the current IRS deduction rate.
All mileage must be submitted for approval at the time that the
request to attend all workshops, seminars, conferences and in-
service training sessions is submitted to the Superintendent.
B. COURSE REIMBURSEMENT FOR COACHES AND
EXTRA CURRICULAR ACTIVITY SUPERVISORS
See Article XV, A.2 for mileage reimbursement requirements.
Coaches and Extra Curricular Activity Supervisors shall be reimbursed for
course/workshops with prior approval of the Board.
26
ARTICLE XVI
INSURANCE PROTECTION
Refer to Article I.A. Unit for definition of District employees covered by this
Article.
A. COVERAGE
1. The Board shall purchase dental insurance for eligible employees
and health insurance for individuals or families. The health
insurance will include:
Hospitalization
Outpatient Care
Major Medical
2. The coverage will commence September 1 and end August 31
providing coverage for twelve (12) months for every eligible
employee employed in September for that year.
B. DEPENDENT COVERAGE
1. For any dependent insurance coverage chosen by an eligible
employee, the Board shall pay eighty-five percent (85%) of the
cost, and the employee shall pay fifteen percent (15%). Direct
Access copay shall be $10.
C. PERSONNEL EMPLOYED AFTER SEPTEMBER
1. Personnel employed after September on a regular basis shall be
covered as soon as possible and in compliance with the law. Board
payments of insurance premiums will cease with termination.
D. INSURANCE WAIVER
1. Upon providing proof of existing insurance coverage, the Board will
compensate any employee who elects to waive Board provided
insurance benefits at the following rate each contract year:
Single coverage - $1,300
2 Adults - $2,950
Family - $3,450
Parent and Child - $1,950
2. Said compensation will automatically be forwarded to the employee
in June of each contract year.27
3. If an employee should terminate employment with the Alexandria
Township School District, compensation will be prorated in
accordance with the length of active employment.
E. FLEX SPENDING ACCOUNT
1. All employees shall be offered the option of participating in a Flex
Spending Account to be administered by a third party.
28
ARTICLE XVII
MISCELLANEOUS PROVISIONS
A. RETIREMENT CLAUSE 2011-12 SCHOOL YEAR
Refer to Article I.A. Unit for a definition of District Employees covered by
this Article.
1. Subject to the following, an employee shall be paid upon retirement
for accumulated unused sick leave at the rate of:
$40 for each accumulated unused day up to 100 days.
$45 for each accumulated unused day between 101 and 200
days.
$50 for each accumulated unused day above 200 days.
2. To qualify for accumulated sick leave reimbursement an employee
must:
Terminate employment with the District and be eligible to
actually retire and immediately receive pension payments
pursuant to the rules and regulations of the retirement
system.
Submit an irrevocable written notice of resignation/retirement
to the Board by March 1, 2012, immediately preceding the effective date of resignation/retirement.
Terminate employment with an effective date during the
students' summer recess period.
3. Payment shall be made within forty-five (45) days after the effective
date of resignation/retirement.
*Employees who are not eligible to retire and to start receiving a monthly
pension payment immediately following their terminating employment with
the District shall not be eligible for payment for accumulated unused sick
leave.
B. RETIREMENT CLAUSE 2012-13 SCHOOL YEAR
Refer to Article I.A. Unit for a definition of District Employees covered by
this Article.
1. Subject to the following, an employee shall be paid upon retirement
for accumulated unused sick leave at the rate of:
$30 for each accumulated unused day up to 100 days.
29 $40 for each accumulated unused day between 101 and 200
days.
$50 for each accumulated unused day above 200 days.
2. To qualify for accumulated sick leave reimbursement an employee
must:
Terminate employment with the District and be eligible to
actually retire and immediately receive pension payments
pursuant to the rules and regulations of the retirement
system.
Submit an irrevocable written notice of resignation/retirement
to the Board by January 1, 2013, immediately preceding the
effective date of resignation/retirement.
Terminate employment with an effective date during the
students’ summer recess period.
3. Payment shall be made within forty-five (45) days after the effective
date of resignation/retirement.
*Employees who are not eligible to retire and to start receiving a monthly
pension payment immediately following their terminating employment with
the District shall not be eligible for payment for accumulated unused sick
leave.
C. RETIREMENT CLAUSE 2013-14 SCHOOL YEAR
Refer to Article I.A. Unit for a definition of District Employees covered by
this Article.
1. Subject to the following, an employee shall be paid upon retirement
for accumulated unused sick leave at the rate of:
$20 for each accumulated unused day up to 100 days.
$30 for each accumulated unused day between 101 and 200
days.
$50 for each accumulated unused day above 200 days.
2. To qualify for accumulated sick leave reimbursement an employee
must:
Terminate employment with the District and be eligible to
actually retire and immediately receive pension payments
pursuant to the rules and regulations of the retirement
system.
Submit an irrevocable written notice of resignation/retirement
to the Board by January 1, 2014, immediately preceding the
effective date of resignation/retirement.
Terminate employment with an effective date during the
students’ summer recess period.30 3. Payment shall be made within forty-five (45) days after the effective
date of resignation/retirement.
*Employees who are not eligible to retire and to start receiving a monthly
pension payment immediately following their terminating employment with
the District shall not be eligible for payment for accumulated unused sick
leave.
C. SAVINGS CLAUSE
1. Except as this Agreement shall otherwise provide all terms and
conditions of employment applicable on the effective date of this
Agreement to employees covered by the Agreement as established
by the administrative procedures and practices in force on said
date, shall continue to be so applicable during the terms of this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from any employee benefit existing prior to its effective date.
31
CUSTODIAL STAFF SECTION
ARTICLE VI
WORK YEAR AND WORK SCHEDULE
A. TWELVE (12) MONTH PERSONNEL
1. The work year for twelve (12) month employees shall begin on
July 1 of each calendar year and end on June 30 of the following
year.
2. All salary increases for twelve (12) month employees will be
effective July 1 of each year.
B. WORK SCHEDULE
1. Eight (8) hours of work shall constitute a work shift. All employees
shall be scheduled to work on a regular shift and shall be advised of
a regular starting and quitting time. Changes to an employee's
working hours shall be by mutual agreement whenever possible.
2. During the school year, the workday shall commence at 7:30 AM
and end at 3:30 PM, unless otherwise indicated by the immediate
supervisor.
3. During the school year, the night custodian shall commence work
at 3:00 PM and end at 11:00 PM, unless otherwise indicated by the
immediate supervisor.
4. Summer hours shall commence at 7:00 AM and end at 3:00 PM,
unless otherwise indicated by the immediate supervisor.
C. INCLEMENT WEATHER AND OTHER EMERGENCIES
1. The length of the workday shall be at the discretion of the
Superintendent.
D. OVERTIME
1. Overtime shall be paid in compensatory time at the rate of one and
one-half (1 ½) times the employee's regular hourly rate of pay for all
time worked in excess of forty (40) hours in any work week. For the
purpose of determining forty (40) hours, the following shall count as
a regular workday:
32 Holidays
Paid vacation days
Other approved paid leaves (exclusive of sick days and
personal days)
2 Any custodial employee called to return to work outside his/her
regularly scheduled shift shall be guaranteed a minimum of two (2)
hours of overtime pay, at one and one-half (1 ½) his/her regular
hourly rate, provided that such return to work is not immediately
prior to or after his/her regularly scheduled shift.
E. VACATION SCHEDULE
1. Vacation eligibility shall be determined as of the anniversary date of
employment.
2. Vacation times shall be scheduled to coordinate with the work
schedule and shall be subject to approval of the immediate
supervisor. Such approval shall not be arbitrarily withheld.
3. Custodial staff shall be eligible for vacations on the basis of the
following years experience in the Alexandria Township School
District:
1 year - 1 week
2-7 years - 2 weeks
8-14 years - 3 weeks
15+ years - 4 weeks
4. Vacations must be taken before the next anniversary date and may
not be taken back-to-back with the previous year's vacation.
5. Custodians shall submit their summer vacation requests for
approval prior to June 1 of each fiscal year. They shall submit all
other requests for three (3) days or more not less than fourteen (14)
calendar days prior to the requested dates, and not less than
twenty-four (24) hours prior to any request of less than three (3)
days.
F. HOLIDAY SCHEDULE
Refer to Article I.A. Unit for definition of District employee covered by this
Article.
33 1. Scheduled Holidays - Custodial Staff
a. Labor Day
b. Thanksgiving Day and Thanksgiving Friday
c. Christmas Day
d. New Year's Day
e. President's Day
f. Good Friday
g. Easter Monday
h. Memorial Day
i. Independence Day
j. Three (3) Floating Days*
*A floating day is another holiday said employee would normally work.
Employee is to use the floating day when school is not in session.
Example of days school is not in session would be during Christmas
Break, Easter Break, June (after last day for students), July and August.
floating days are not cumulative and must be taken before the next
contract year. Permission for floating days must be approved.
2. The custodial staff will be given additional Friday or Monday
holidays when Christmas and New Year's fall on a Saturday or
Sunday. The half-day on Christmas Eve Day and New Year's Eve
Day shall be granted at the discretion of the Superintendent. The
Superintendent will give one week's notice regarding these two (2)
half days.
3. Any holiday for the custodial staff which falls on a Saturday or
Sunday shall be celebrated on the Friday before or the Monday
after, respectively.
G. CUSTODIAL SALARY SCHEDULE
Each custodian who has served for six (6) or more months in the prior
school year and who has been rated "satisfactory" shall receive a salary
increase by the same percentage as calculated on the Professional Salary
Guide:
MINIMUM AND MAXIMUM SALARY RATES FOR CUSTODIANS
| Year | Percent | Full Time
Custodian | Full Time
Custodian
Black Seal | Full Time
Custodian/Maintenance
Black Seal In Charge |
| Minimum | 17,765 | 19,855 | 21,945 |
| | Maximum | Maximum | Maximum |
| 2011-12 | 2.50% | 54,718 | 62,364 | 65,901 |
| 2012-13 | 2.75% | 56,223 | 64,079 | 67,713 |
| 2013-14 | 2.75% | 57,769 | 65,841 | 69,575 |
34
PARAPROFESSIONAL STAFF SECTION
ACTICLE VI
A. TEN (10) MONTH PERSONNEL
1. The Paraprofessional school year shall consist of the first staff day
and one hundred eighty-one (181) student days.
If a Paraprofessional is directed to attend an evening conference by
his/her supervisor, compensation shall be at his/her per diem rate.
2. A Paraprofessional may consider his/her work year ended after the
students have been dismissed for Summer Vacation and end of the
year check list requirement has been met.
3. Paraprofessional attendance shall not be required whenever
student attendance is not required due to inclement weather.
35
ARTICLE VII
TEACHING HOURS AND TEACHING LOAD
Refer to Article I.A. Unit for a definition of District employees covered by this Article.
A. LUNCH PERIOD
1. All paraprofessionals shall have a daily duty-free lunch period of at
least thirty (30) minutes.
B. WORKING HOURS
1. A paraprofessional's school day shall be defined as having an
arrival time of 8:10 AM and a departure of 3:40 PM.
2. Permission for earlier departure may be granted at the discretion of
the Administration.
3. The Board shall retain the option to adjust starting and ending times
by up to fifteen (15) minutes sooner or later in the event that the
Delaware Valley Regional transportation routes make such
adjustments necessary.
4. In the event a change is made, three (3) months advance notice will
be provided to the staff; however, the normal paraprofessional's
workday shall not exceed seven and one-half ( 7 ½) hours; there will
be no change in the normal student contact time as a result of such
change, and the Board agrees that it or its designee will not initiate
such changes at the Regional. If such a change takes place, full-
time paraprofessionals shall have the same start and end to their
regular workday as teachers. FULL-TIME PARAPROFESSIONALS
| YEAR | PERCENT | MINIMUM | MAXIMUM |
| 2011-12 | 2.50% | 16,416 | 30,473 |
| 2012-13 | 2.75% | 16,867 | 31,311 |
| 2013-14 | 2.75% | 17,331 | 32,172 |
In addition to the above percentages, paraprofessionals shall
receive an additional three hundred dollars ($300) per person in
2011-12.
36
ARTICLE XI
EMPLOYEE EVALUATION
A. PROCEDURES FOR EVALUATION NON-TEACHING PERSONNEL
All employees shall be evaluated in accordance with State statute and
Board policy.
1. Frequency
Each non-teaching employee shall be evaluated by his/her
immediate supervisor at least one (1) time in each contract year.
Said evaluation shall be followed by a written evaluation report
and a conference between the employee and his/her immediate
supervisor for the purpose of identifying areas of strength, areas
in need of correction, and planning for the remediation of
identified deficiencies. Additional observations may be made
upon the request of the employee or at the discretion of the
employee's direct supervisor.
2. Open Evaluation
All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the
employee. The use of eavesdropping, public address, cameras, audio systems, and similar surveillance devices shall be strictly
prohibited.
3. Copies of Evaluations
An employee shall be given a copy of any observation/evaluation
report prepared by his/her supervisor/evaluator at least one (1)
day prior to the evaluation conference. If mutually agreed upon by
employee and evaluator, this one-day requirement may be waived.
4. Conferences
Evaluation conferences shall occur within fifteen (15) workdays of
the observation/evaluation. The conference shall be held during the
workday and at a time not conflicting with lunch or daily break times. Said meeting shall be scheduled without loss of benefit to the employee.
37 B. REPRESENTATION AT EVALUATION CONFERENCES
An employee reserves the right to representation in an evaluation
conference if said employee feels such a conference could jeopardize his/
her employment status and if said employee requests such representation.
38
ARTICLE XVI
PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT
A. TUITION AID - PARAPROFESSIONAL
1. Any paraprofessional employed by the Alexandria Township
Board of Education shall be reimbursed upon acceptable
completion of graduate level courses. Said reimbursement shall
include tuition, books, and any other required material necessary
for course completion.
2. The course or courses shall be approved in writing in advance of
matriculation by the Superintendent and must pertain to the
paraprofessional's current assignment.
3. Upon completion of the course or courses the paraprofessional
will submit receipts for the amount or amounts paid. In addition, a
transcript shall be provided as evidence of successful completion of
course or courses.
4. A minimum grade of 3.0 on a 4.0 scale or equivalent, or a pass in a
pass/fail course shall be attained to qualify for reimbursement.
5. In the event that a course is canceled or dropped, the Business
Office shall be notified as soon as possible.
6. In the event that an approved course is filled when the applicant
registers, another course in prescribed curriculum may be
substituted without prior approval. The Superintendent must be
notified in writing one (1) week of the forced change.
7. All documentation is the responsibility of the staff member.
C. COURSE SCHEDULING
1. Approved courses taken by a paraprofessional shall not be
discriminated against because of date or time given. However, the
paraprofessional shall choose a time not conflicting with the
regular working day. Following students dismissal, a para-
professional may be granted an early departure at the discretion
of the Superintendent.
39 D. TUITION REIMBURSEMENT
1. Everyone meeting the definition shall be entitled to the following:
Minimum per school year for course reimbursement until the
maximum ($850) authorized for tuition reimbursement is reached.
2. All tuition reimbursement participants shall be eligible for additional
course reimbursement over these minimums ($850) if, by June 30 of the contract year, the allocated maximum has not been depleted. This maximum shall be $20,000.
3. The remaining money due to a particular paraprofessional shall be
reimbursed automatically.
4. If more than one (1) person is eligible for additional tuition
reimbursement, the remaining money shall be divided equally. A
check will automatically be forwarded to them by the Business
Office.
5. The amount received shall not exceed the amount paid by the
employee.
6. The amount of reimbursement shall be prorated for part-time
employees.
7. Reimbursement shall be made in the fiscal year of the year the
course grade is submitted as proof of acceptable course completion, (refer to A.4 Article XVI); the course is considered completed when the grade is submitted. All documentation is the responsibility of the employee. An accounting of the distribution of tuition funds for the prior school year shall be forwarded to the ATEA by October 1 of each contract year.
E. REIMBURSED EXPENSES
1. The cost of transportation and other reasonable expenses incurred
in connection with any workshops, seminars, conferences, and in-
service training sessions approved by the Superintendent will be
paid in full by the Board.
2. All mileage shall be reimbursed at the current IRS deduction rate.
3. All mileage must be submitted for approval at the time that the
request to attend all workshops, seminars, conferences and in-
service training sessions is submitted to the Superintendent to
qualify for reimbursement.
40
PROFESSIONAL STAFF SECTION
ARTICLE VI
WORK YEAR AND WORK SCHEDULE
A. TEN (10) MONTH PERSONNEL
1. The first day of the in-school work year shall commence no earlier
than September 1, and the last day shall be no later than June 30
of each school year. The school year shall consist of one hundred
eight-one (181) student days and four (4) non-student days. The
Board may convert a student day to a non-student day.
2. A teacher may consider his/her work year ended after students
have been dismissed for summer vacations and end of the year
checklist requirements have been met.
B. NEW TEACHER ORIENTATION
1. Teachers new to the Alexandria Township School System shall be
required to attend three (3) days of orientation during the summer.
There will be no additional compensation for these days.
2. Teachers entering the Alexandria Township School System in years
two and three shall attend two (2) days of Staff Development during
the summer. There will be no additional compensation for these
days.
C. CHILD STUDY TEAM AND RELATED SERVICES
1. At the discretion of the Superintendent, to remain in compliance
under the law, each Child Study Team member may be required
to work up to ten (10) additional days between July 1 and
September 1. Compensation shall be at their per diem rate.
2. In the event that speech and related services are required for
summer therapy in an Extended Year Program, staff members will
be compensated at the following rate:
2011-12 2012-13 2013-14
$85/hr. $85/hr. $85/hr.
D. TEACHER TECHNOLOGY FACILITATOR
1. The Teacher Technology Facilitator will be paid at his/her per
diem rate if assigned by the Superintendent to work during the
month of July or August.41 2. If the Teacher Technology Facilitator is required by the
Superintendent to attend evening meetings, he/she shall be paid
the Professional Rate.
E. INCLEMENT WEATHER AND OTHER EMERGENCIES
1. Teacher attendance shall not be required whenever student
attendance is not required due to inclement weather.
42
ARTICLE VII
TEACHING HOURS AND TEACHING LOAD
Refer to Article I.A. Unit for a definition of District employees covered by this
Article.
A. LUNCH PERIOD
1. All teachers shall have a daily duty-free lunch period of at least
thirty (30) minutes.
2. All teachers shall have a duty-free lunch period of at least sixty (60)
minutes in lieu of a prep period during in-service days.
B. WORKING HOURS
1. A regular teachers' school day shall be defined as having an arrival
time of 8:10 AM and departure time of 3:40 PM. Permission for
earlier departure may be granted at the discretion of the
Administration.
2. The Board shall retain the option to adjust starting and ending times
by up to fifteen (15) minutes sooner or later in the event that the
Delaware Valley Regional transportation routes make such
adjustments necessary. In the event a change is made, three (3)
month advance notice will be provided to the staff; however, the
normal teachers' workday shall not exceed seven and one-half (7 ½) hours. There will be no change in the normal student contact
time as a result of such a change, and the Board agrees that it or its
designees will not initiate such changes at the Regional.
C. TEACHING LOAD
1. Every effort will be made to balance teaching loads in individual
buildings.
D. PREPARATION TIME
1. Every full-time teacher shall have at least five (5) preparation
periods a week (adjusted during holiday weeks), which shall be
scheduled on a daily basis and shall not be less than thirty (30)
continuous minutes during which he/she will not be assigned to any
other duties.
2. Every part-time teacher shall have a daily preparation period in
proportion to his/her workday.
43 E. VOLUNTARY SCHEDULE ADJUSTMENT
1. Administration may request a staff member to work a mutually
agreed upon schedule by voluntarily adjusting their work hours by
forty-five (45) minutes either at the beginning or at the end of the
school day. The total amount of time will not exceed the total time
expected of any other staff member.
F. BACK TO SCHOOL NIGHT
1. All professional staff members shall participate in one (1) "Back
To School" night each year from 6:30 PM – 9:00 PM.
2. At the request of the administration, any staff member whose
assignment involves interaction with multiple grade levels or
multiple buildings shall be required to attend more than one (1)
“Back To School Night”.
3. Any staff member required to attend more than one (1) “Back To
School Night” shall be compensated for each additional night(s)
at his/her per diem hourly rate.
G. PARENT/TEACHER CONFERENCES
1. Parent/Teacher conferences shall be scheduled on a Tuesday,
Wednesday, and Thursday on or about the week of the 60th and
120th day of the school year.
2. Each set of conferences shall consist of two afternoons and one
evening with the evening conference being scheduled for either
Tuesday or Wednesday night.
3. All three(3) conference days shall be early dismissal days for
students.
4. The evening conference day shall be an early dismissal day for
Teachers and paraprofessionals with Teachers returning in time
for evening conferences.
5. Afternoon conferences shall begin after the teaching staff has had
a thirty (30) minute duty free lunch.
6. The first evening conference shall be scheduled at 6:00 PM with
the last evening conference being scheduled no later than 8:40 PM.
7. The Administration and the President(s) of the Association will
meet to discuss the implementation of the evening conference
schedules.
44 H. EARLY DISMISSAL DAYS
1. The Wednesday before Thanksgiving shall be an early dismissal
day.
2. The last student day of the year shall be an early dismissal day.
3. Conference days shall be early dismissal days for students.
Evening conference days shall be early dismissal days for
teachers and students.
45
ARTICLE VIII
COMPENSATION
YEAR 1 – 2011-12
| This salary schedule applies to any teacher hired prior to July 1, 2008. |
STEP
BA
BA+15BA+30
MABA+45
MA+15BA+60
MA+30
PHD |
1
50,418
52,018
53,618
55,218
56,818
58,418 |
2
50,918
52,518
54,118
55,718
57,318
58,918 |
3
51,418
53,018
54,618
56,218
57,818
59,418 |
4
53,293
54,893
56,493
58,093
59,693
61,293 |
5
55,178
56,778
58,378
59,978
61,578
63,178 |
6
57,063
58,663
60,263
61,863
63,463
65,063 |
7
58,948
60,548
62,148
63,748
65,348
66,948 |
8
60,833
62,433
64,033
65,633
67,233
68,833 |
9
62,718
65,318
65,918
67,518
69,118
70,718 |
10
64,603
66,203
67,803
69,403
71,003
72,603 |
11
66,488
68,088
69,688
71,288
72,888
74,488 |
12
68,373
69,973
71,573
73,173
74,773
76,373 |
13
70,258
71,858
73,458
75,058
76,658
78,258 |
14
72,143
73,743
75,343
76,943
78,543
80,143 |
15
74,028
75,628
77,228
78,828
80,428
82,028 |
16
75,913
77,513
79,113
80,713
82,313
83,913 |
46
YEAR 1 – 2011-12
| This salary schedule applies to any teacher hired after July 1, 2008. |
STEP
BA
BA+15
MA
MA+15
MA+30
PHD |
1
50,418
52,018
53,618
55,218
56,818
58,418 |
2
50,918
52,518
54,118
55,718
57,318
58,918 |
3
51,418
53,018
54,618
56,218
57,818
59,418 |
4
53,293
54,893
56,493
58,093
59,693
61,293 |
5
55,178
56,778
58,378
59,978
61,578
63,178 |
6
57,063
58,663
60,263
61,863
63,463
65,063 |
7
58,948
60,548
62,148
63,748
65,348
66,948 |
8
60,833
62,433
64,033
65,633
67,233
68,833 |
9
62,718
65,318
65,918
67,518
69,118
70,718 |
10
64,603
66,203
67,803
69,403
71,003
72,603 |
11
66,488
68,088
69,688
71,288
72,888
74,488 |
12
68,373
69,973
71,573
73,173
74,773
76,373 |
13
70,258
71,858
73,458
75,058
76,658
78,258 |
14
72,143
73,743
75,343
76,943
78,543
80,143 |
15
74,028
75,628
77,228
78,828
80,428
82,028 |
16
75,913
77,513
79,113
80,713
82,313
83,913 |
47
YEAR 2 – 2012-13
| This salary schedule applies to any teacher hired prior to July 1, 2008. |
STEP
BA
BA+15BA+30
MABA+45
MA+15BA+60
MA+30
PHD |
1
51,194
52,794
54,394
55,994
57,594
59,194 |
2
51,694
53,294
54,894
56,494
58,094
59,694 |
3
52,194
53,794
55,394
56,994
58,594
60,194 |
4
54,069
55,669
57,269
58,869
60,469
62,069 |
5
55,954
57,554
59,154
60,754
62,354
63,954 |
6
57,839
59,439
61,039
62,639
64,239
65,839 |
7
59,724
61,324
62,924
64,524
66,124
67,724 |
8
61,609
63,209
64,809
66,409
68,009
69,609 |
9
63,494
65,094
66,694
68,294
69,894
71,494 |
10
65,379
66,979
68,579
70,179
71,779
73,379 |
11
67,264
68,864
70,464
72,064
73,664
75,264 |
12
69,149
70,749
72,349
73,949
75,549
77,149 |
13
71,034
72,634
74,234
75,834
77,434
79,034 |
14
72,919
74,519
76,119
77,719
79,319
80,919 |
15
74,804
76,404
78,004
79,604
81,204
82,804 |
16
76,689
78,289
79,889
81,489
83,089
84,689 |
48
YEAR 2 – 2012-13
| This salary schedule applies to any teacher hired after July 1, 2008. |
STEP
BA
BA+15
MA
MA+15
MA+30
PHD |
1
51,194
52,794
54,394
55,994
57,594
59,194 |
2
51,694
53,294
54,894
56,494
58,094
59,694 |
3
52,194
53,794
55,394
56,994
58,594
60,194 |
4
54,069
55,669
57,269
58,869
60,469
62,069 |
5
55,954
57,554
59,154
60,754
62,354
63,954 |
6
57,839
59,439
61,039
62,639
64,239
65,839 |
7
59,724
61,324
62,924
64,524
66,124
67,724 |
8
61,609
63,209
64,809
66,409
68,009
69,609 |
9
63,494
65,094
66,094
68,294
69,894
71,494 |
10
65,379
66,979
68,579
70,179
71,779
73,379 |
11
67,264
68,864
70,464
72,064
73,664
75,264 |
12
69,149
70,749
72,349
73,949
75,549
77,149 |
13
71,034
72,634
74,234
75,834
77,434
79,034 |
14
72,919
74,519
76,119
77,719
79,319
80,919 |
15
74,804
76,404
78,004
79,604
81,204
82,804 |
16
76,689
78,289
79,889
81,489
83,089
84,689 |
49
YEAR 3 – 2013-14
| This salary schedule applies to any teacher hired prior to July 1, 2008. |
STEP
BA
BA+15BA+30
MABA+45
MA+15BA+60
MA+30
PHD |
1
51,947
53,547
55,147
56,747
58,347
59,947 |
2
52,447
54,047
55,647
57,247
58,847
60,447 |
3
52,947
54,547
56,147
57,747
59,347
60,947 |
4
54,822
56,422
58,022
59,622
61,222
62,822 |
5
56,707
58,307
59,907
61,507
63,107
64,707 |
6
58,592
60,192
61,792
63,392
64,992
66,592 |
7
60,477
62,077
63,677
65,277
66,877
68,477 |
8
62,362
63,962
65,562
67,162
68,762
70,362 |
9
64,247
65,847
67,447
69,047
70,647
72,247 |
10
66,132
67,732
69,332
70,932
72,532
74,132 |
11
68,017
69,617
71,217
72,817
74,417
76,017 |
12
69,902
71,502
73,102
74,702
76,302
77,902 |
13
71,787
73,387
74,987
76,587
78,187
79,787 |
14
73,672
75,272
76,872
78,472
80,072
81,672 |
15
75,557
77,157
78,757
80,357
81,957
83,557 |
16
77,442
79,042
80,642
82,242
83,842
85,442 |
50
YEAR 3 – 2013-14
| This salary schedule applies to any teacher hired after July 1, 2008. |
STEP
BA
BA+15
MA
MA+15
MA+30
PHD |
1
51,947
53,547
55,147
56,747
58,347
59,947 |
2
52,447
54,047
55,647
57,247
58,847
60,447 |
3
52,947
54,547
56,147
57,747
59,347
60,947 |
4
54,822
56,422
58,022
59,622
61,222
62,822 |
5
56,707
58,307
59,907
61,507
63,107
64,707 |
6
58,592
60,192
61,792
63,392
64,992
66,592 |
7
60,477
62,077
63,677
65,277
66,877
68,477 |
8
62,362
63,962
65,562
67,162
68,762
70,362 |
9
64,247
65,847
67,447
69,047
70,647
72,247 |
10
66,132
67,732
69,332
70,932
72,532
74,132 |
11
68,017
69,617
71,217
72,817
74,417
76,017 |
12
69,902
71,502
73,102
74,702
76,302
77,902 |
13
71,787
73,387
74,987
76,587
78,187
79,787 |
14
73,672
75,272
76,872
78,472
80,072
81,672 |
15
75,557
77,157
78,757
80,357
81,957
83,557 |
16
77,442
79,042
80,642
82,242
83,842
85,442 |
51
I. PROFESSIONAL RATE
1. Teachers employed in a professional capacity during the summer
shall be compensated at the hourly rate of $33 during the 2011-14
school years.
2. Teachers employed in a professional capacity for homebound
instruction shall be compensated at the Professional Rate.
3. The Board shall pay workshop presenters 1.66 times the
Professional Rate as compensation for preparation and delivery
of a Board approved workshop outside of the regular workday or
work year.
52
ARTICLE IX
PAYROLL DUES AND SUMMER DEDUCTIONS
A. ASSOCIATION PAYROLL DUES DEDUCTIONS
1. The Board agrees to deduct from the salaries of its employees dues
for the Alexandria Township Education Association, the Hunterdon
County Education Association, the New Jersey Education
Association, or the National Education Association, as said
employees individually and voluntarily authorize the Board to
deduct. All other voluntary deductions shall be approved by the
Board. Such deductions shall be made in compliance with Chapter
233 N.J. Public Laws of 1969 (N.J.S.A.) rules established by the
State Department of Education, Chapter 477 PL 1979.
B. SUMMER PAYROLL DEDUCTIONS
1. The Board agrees to withhold from the salaries of its teachers,
who so indicate in writing, moneys for a summer payment according
to Title 18A:29-3 of the Statutes of New Jersey.
C. CREDIT UNION DEDUCTIONS
1. The Board agrees to withhold, from the salaries of its employees
who so indicate in writing, moneys to be deposited in a credit
union or the appropriate tax-sheltered annuities. The Board will
offer two (2) credit unions to choose from, and will not change such
credit unions without prior consultation with the Association. All
contributions shall be forwarded within five (5) business days of
each payroll.
D. INSURANCE DEDUCTIONS
1. Whenever any employee contribution is required toward the cost of
any insurance, the Business Administrator shall calculate the
annualized amount of the contribution and shall make deductions
from employee paychecks in equal amounts during the course of
the school year, regardless of the length of a particular employee's
regular work year. The deduction shall be verified by the
Association prior to the start of said deduction taking place.
53
ARTICLE X
EMPLOYEE WORK STATIONS
A. PROCEDURE FOR VOLUNTARY CHANGE IN TEACHER WORK STATIONS
1. The Superintendent shall deliver to the Association and post in all
school buildings a list of the known vacancies as they occur.
2. Teachers who desire a change in grade and/or subject assignments
for the following year may file a written statement of such desire
with the principal not later than April 30. Such statements shall
include grade and/or subject to which the teacher desires to be
assigned in order of preference.
3. Every effort should be made to give primary consideration to a
present teacher's request when a vacancy occurs.
B. PROFESSIONAL SUMMER EMPLOYMENT
1. The Superintendent shall mail to the Association, and post in both
buildings, a list of known positions which will be available for
professional projects during the summer. Nothing shall be
construed, however, to require the appointment of a staff member,
or to preclude the Board from hiring from outside the District for
such projects.
C. MENTORING
1. The Board will provide to the mentor a copy of New Jersey
Administrative Code and appropriate Board policy concerning
mentoring for the mentor's information.
2. Payment for mentoring will be through the Board Business Office,
with deductions being made from the mentoree's salary.
3. The Board retains the right to assign mentorships to the staff. The
mentor shall not have the right to refuse a mentoring assignment.
54
ARTICLE XI
EMPLOYEE EVALUATIONS
A. PROCEDURE FOR EVALUATING PROFESSIONAL PERSONNEL
1. Frequency
a. Each teacher shall be observed through classroom visitation
by a certified supervisor at least once (tenured) or three (3)
times (non-tenured) in each school year, to be followed in
each instance by a written evaluation report and by
conference between the teacher and the evaluator for the
purpose of identifying any deficiencies, extending assistance
for their correction and improving instruction. Each
observation shall consist of at least a full period.
b. More than one (1) classroom visitation/observation shall not
occur on the same day, nor shall any observation occur
prior to the previous evaluation conference. All visitation/
observations shall occur in the same work year.
c. An additional observation may be made upon the request of
the teacher.
d. No observation/evaluation shall occur on the day before or
the day of Halloween. No observation/evaluation shall occur
on the day before Christmas vacation and the day before
Easter vacation or after the close of the final marking period.
2. Open Evaluation
a. All monitoring or observation of the work performance of a
teacher shall be conducted openly and with the full
knowledge of the teacher. The use of eavesdropping, public
address, cameras, audio systems and similar surveillance
devices shall be strictly prohibited.
3. Copies of Evaluation
a. A teacher shall be given a copy of any observation/evaluation
at least one (1) day prior to the evaluation conference. If
mutually agreed upon by the teacher and evaluator, this
one (1) day requirement may be waived.
55 4. Conferences
a. Evaluation conferences shall occur within fifteen (15) work
days of the observation/evaluation. The conference shall be
held during the school day. The teacher shall have a choice
of using a planning period or meeting after student dismissal.
Said meeting shall be scheduled without loss of benefit to the
teacher.
5. Representation At Evaluation Conferences
a. An employee reserves the right to representation in an
evaluation conference if said employee feels such a
conference could jeopardize his/her employment status and
if said employee requests such representation.
56
ARTICLE XII
TEACHER FACILITIES
A. LISTING OF FACILITIES
Each school shall have the following facilities:
1. An adequately furnished room which shall be reserved for the use
of teachers as a faculty lounge.
2. Properly lighted and clean restrooms for the use of the teachers,
separate from the students' restrooms.
57
ARTICLE XIII
SICK LEAVE
Refer to Article I.A. Unit for definition of District employees covered by this Article.
A. ACCUMULATIVE
1. Ten (10) Month Employees
All employees shall be entitled to ten (10) sick leave days each
school year, as of the first official day of said school year, whether
or not they report for duty on that day. Unused sick leave days
shall be accumulated from year to year with no maximum limit.
2. Twelve (12) Month Employees
All employees shall be entitled to twelve (12) sick leave days each
school year, as of the first official day of said school year, whether
or not they report for duty on that day. Unused sick leave days shall
be accumulated from year to year with no maximum limit.
58
ARTICLE XIV
TEMPORARY LEAVES OF ABSENCE
A. PROFESSIONAL
1. A teacher who requests a day for professional reasons shall notify
the Administrator in writing at least two (2) days in advance when
possible. A professional day shall be defined as a day voluntarily
used for improving job performance, that has been approved by
the Superintendent.
B. CONFERENCE OF AFFILIATES
1. Up to one (1) representative of the Association to attend
conferences and conventions of state and national affiliated
organizations.
59
ARTICLE XV
EXTENDED LEAVES OF ABSENCES
A. CHILD REARING LEAVE
1. A teacher shall be entitled to an unpaid leave of absence for
one (1) full school year and that portion of the prior school year
which follows the adoption of a pre-school child or birth of an
infant. Requests shall be made to the Board at least ninety (90)
calendar days in advance and all requests shall include the
period of time requested and the date on which the leave will
terminate and the employee expects to return to active
employment (the start of the first or second school year
immediately following the start of the leave or the start of the
school year immediately following the child's second birthday).
2. Only one employee may request and be approved for a child
rearing leave for the same child.
B. OTHER LEAVES
1. Tenured teachers may request and be approved for unpaid leaves
of absence for other purposes, such as for Association Business,
International and Federal Programs, military services, and
education. Such leaves must be requested at least ninety (90)
days in advance. Such leaves may commence at the start of the
student school year and be for the entire school year, or may
commence at the midpoint of the student school year (at the end
of the second/beginning of the third marking periods) and
before the second half of the school year. such other leaves shall
terminate at the start of the next student school year.
60
ARTICLE XVI
PROFESSIONAL DEVELOPMENT AND
EDUCATIONAL IMPROVEMENT
Refer to Article I.A. Unit for a definition of District employees covered by this
Article.
A. TUITION AID - PROFESSIONAL STAFF
1. Any teacher holding permanent certification in the employ of the
Alexandria Township Board of Education shall be reimbursed upon
acceptable completion of graduate level courses. Said
reimbursement shall include tuition, books, and any other required
material necessary for course completion.
2. The course or courses shall be approved in writing in advance of
matriculation by the Superintendent.
3. Upon completion of the course or courses, the teacher will submit
receipts for the amount or amounts paid. In addition, a transcript
shall be provided as evidence of successful completion of course or
courses.
4. A minimum grade of 3.0 on a 4.0 scale or equivalent, or a pass in a
pass/fail course shall be attained to qualify for reimbursement.
5. In the event that a course is canceled or dropped, the Business
Office shall be notified as soon as possible.
6. In the event that an approved course is filled when the applicant
registers, another course in the prescribed curriculum for that
degree program may be substituted without prior approval. The
Superintendent must be notified within one (1) week of the forced
change.
7. Any teacher who intends to take courses in the next contract year
which will entitle him/her to increased compensation shall advise
the Superintendent in writing by November 30 of the preceding
contract year.
8. All documentation is the responsibility of the staff member.
61
B. COURSE SCHEDULING
1. Approved courses taken by teachers shall not be discriminated
against because of date or time given. However, the teacher shall
choose a time not conflicting with the regular working day.
Following student dismissal a teacher may be granted an early
departure at the discretion of the Superintendent.
C. TUITION REIMBURSEMENT
1. Everyone meeting the definition shall be entitled to the following
minimums per school year for course reimbursement until the
maximum ($850) authorized for tuition reimbursement is reached.
2. All tuition reimbursement participants shall be eligible for additional
course reimbursement ($850) over these minimums if , by June 30 of the contract year, the allocated maximum has not been depleted.
This maximum shall be $20,000.
3. The remaining money due to a particular teacher shall be
reimbursed automatically.
4. If more than one (1) person is eligible for additional tuition
reimbursement, the remaining money shall be divided equally and a
check will automatically be forwarded to them by the Business
Office.
5. The amount received shall not exceed the amount paid by the
employee.
6. The amount of reimbursement shall be prorated for part-time
employees.
7. Reimbursement shall be made in the fiscal year of the year the
course grade is submitted as proof of acceptable course
completion (reference Article XVI, Article A.4); the course is
considered completed when the grade is submitted.
8. An accounting of the distribution of tuition for the prior school
year shall be forwarded to the ATEA by October 1 of each year.
D. REIMBURSED EXPENSES
1. The cost of transportation and other reasonable expenses incurred
in connection with any workshops, seminars, conferences and in-
service training session approved by the Superintendent will be
paid in full by the Board.
62 2. All mileage shall be reimbursed at the current IRS deduction rate.
All mileage must be submitted for approval at the time that the
request to attend said workshop, seminar, conference, or in-
service training sessions is submitted to the Superintendent.
E. IN-SERVICE WORKSHOPS, CONFERENCES, PROGRAMS
1. In-service programs shall be conducted during the in-school
teacher workday if teacher attendance is required.
F. PROFESSIONAL DEVELOPMENT MEETINGS
1. A Professional Development Meeting shall be held on the first and
third Mondays of October through May. The sole purpose of these
meetings shall be professional development. Said meetings may
last for 60 minutes. All full time teachers, CST members who
work in District on those days, guidance counselors, and nurses
are required to attend both meetings. Paraprofessionals are not
required to attend these meetings.
2. The scheduling of Professional Development Meetings on the first
and third Mondays during the months of September and June shall
be at the discretion of the Superintendent.
3. In the event that a Professional Development Meeting is canceled
due to inclement weather or a holiday, it will be automatically
rescheduled for the following Monday or another day that has been
mutually agreed upon by the Administration and the Association.
4. Unpaid Professional Development Hours – All professional staff
members will be required to perform 4 hours of District approved
professional development during each year of the contract. In lieu
of compensation, only one Staff/Professional Development meeting
will be held by the administration on the first Monday that school is
in session during the months of September, December, April and
June.
G. SUMMER PROFESSIONAL DEVELOPMENT MEETINGS
1. Any teacher who attends professional development training during
the summer shall be compensated at the rate of $22.50 per hour to a maximum of four (4) hours per day. All attendance during
summer professional development training shall be on a voluntary
basis for tenured staff.
(See Article VI, New Teacher Orientation for non-tenured summer requirements.)
63 H. THE ALEXANDRIA PUBLIC SCHOOLS-MASTER TEACHER INSTITUTE
1. Program Objectives
a. To encourage tenured teachers to voluntarily direct their
careers along a coherent path of staff development
activities. These activities shall lead to refined skills in
research-based strategies.
b. To encourage application of research-based strategies to
instructional and classroom practice.
c. To provide the majority to staff development activities for
tenured teachers during after school hours, thus:
1. decreased the difficulties associated with obtaining
substitute teachers
2. increase the continuity of classroom instruction
2. Program Overview
Tenured staff members in good standing will voluntarily select to
attend specific "courses" offered by the school district. These
courses will be taught by members of the Alexandria Township
Public Schools' administration and faculty. Courses will be offered
after school and during the summer.
Teachers attending these courses will receive compensation if they
attend all of the sessions and complete the requirements associated
with that course. If a teacher completes all of the required courses
and meets the additional criteria outlined in this document, then
he/she will earn the designation of a Master Teacher. Master
Teachers will be recognized with additional financial compensation
as well as recognition at a formal ceremony.
COURSES - *Topics subject to change, but not to exceed the
amount of time described below.
3. Learning Differences
This course will consist of eight (8) two (2) hour after-school
sessions. The emphasis in this course will be on understanding the
nature and needs of students eligible for English as a Second
Language, special education, and gifted and talented programs. In
addition, participants will learn basic modification strategies to
address the needs of each of these populations. Specific topics to
be addressed include:
64 Nature and needs of students eligible for special
education
Basic instructional modifications for students eligible for
special education
Nature and needs for gifted and talented students
Basic instructional modifications for gifted and talented
students
Working effectively with paraprofessional support staff
members
This course will require submission of a project demonstrating the
application of skills learned during the course.
TEXTS - Teaching Gifted Kids in the Regular Classroom and
Teaching Students with Learning Disabilities in the
Regular Classroom
Compensation for completing requirements - 1 credit on salary
guide or $500
4. Teacher Action Research
This course will consist of four (4) two (2) hour after-school
sessions. The emphasis in this course will be designing and
conducting action research in the teaching setting. Participants
will design, conduct, analyze and report upon an action research
project designed to address a classroom, school, or District
topic. Specific objectives for this course include:
The definition and value of teacher action research
Selecting a research topic
Conducting a literature review
Collecting and analyzing data
Reporting/sharing results
This course will require submission of a project demonstrating the
application of skills learned during the course.
TEXT - To be determined
Compensation for completing requirements - 1/2 credit on salary
guide or $250
65 5. Mentoring and Peer Coaching
This course will consist of four (4) two (2) hour after-school
sessions. The emphasis in this course will be designing and
conducting action research in the teaching setting. Participants
will design, conduct, analyze and report upon an action research
project designed to address a classroom, school, or District topic.
Specific objectives for this course include:
The definition and value of teacher action research
Selecting a research topic
Conducting a literature review
Collecting and analyzing data
Reporting/sharing results
This course will require submission of a project demonstrating the
application of skills learned during the course.
TEXT: To be determined
Compensation for completing requirements - ½ credit on salary guide or $250
6. Advanced Technology Skills
This course will consist of eight (8) two (2) hour after-school
sessions. The emphasis in this course will be on learning
advanced applications of technology in the classroom. Participants
will be required to complete one (1) technology infused instructional
unit. Specific objectives for this course include:
Microsoft Powerpoint
Inspiration/Kidspiration
Other applications to be determined based on participants'
needs
TEXT: To be determined
Compensation for completing requirements - 1 credit on the salary guide or $500
66 7. Reading and Writing Across the Curriculum
This course will consist of eight (8) two (2) hour after-school
sessions. The emphasis in this course will be on learning
strategies for teaching reading and writing in all subject areas.
Participants will be required to complete a culminating project that
demonstrates evidence of the infusion of strategies taught in the
course. Specific objectives for this course include:
TEXT: To be determined
Compensation for completing requirements - 1 credit on the salary
guide or $500
8. Master Teacher Designation
Qualifications/Requirements
Completion of all courses
Repeated demonstration of high levels of professionalism and
collegiality.
Compensation - $500 or 2 credits on the salary guide and
recognition presented at a formal awards ceremony.
67
SECRETARIAL STAFF SECTION
ARTICLE VI
WORK YEAR AND WORK SCHEDULE
A. TEN (10) MONTH PERSONNEL
1. The first day of the in-school work year shall commence no earlier
than September 1, and the last day shall be no later than June 30
of each school year. The school year shall consist of one hundred
eighty-one (181) student days and four (4) non-student days.
2. Ten-month secretaries are to report to work on all days when
teachers are in attendance. Ten-month secretaries employed in a
secretarial capacity during the summer months shall be
compensated at their per diem rate.
B. TWELVE (12) MONTH PERSONNEL
1. The work year for twelve (12) month employees shall begin on
July 1 of each calendar year and end June 30 of the following year.
2. All salary increases for twelve (12) month employees will be
effective on July 1 of each year.
3. During the teacher year the workday for secretaries shall
commence at 8:00 AM and end at 4:00 PM unless otherwise
indicated by the immediate supervisor.
4. Summer hours shall commence at 9:00 AM and end at 3:00 PM,
unless otherwise indicated by the immediate supervisor.
C. INCLEMENT WEATHER AND OTHER EMERGENCIES
1. Attendance shall not be required whenever the student attendance
is not required.
2. Any secretary required to remain with a student for more than fifteen (15) minutes beyond the end of their regularly scheduled workday, shall be compensated at one and one-half (1 ½) their
regular hourly rate from the end of the regular workday to the time
the student departs. The "regular rate of pay" shall equal one-
fortieth (1/40) of the regular weekly pay.
68 D. VACATION SCHEDULE
Refer to Article I.A. Unit for a definition of District employees
covered by this Article.
1. Vacation eligibility shall be determined as of the anniversary date
of employment.
2. Vacation times shall be scheduled to coordinate with the work
schedule and shall be subject to the approval of the immediate
supervisor. Such approval shall not be arbitrarily withheld.
3. Secretarial staff shall be eligible for vacations on the basis of the
following years of experience in the Alexandria Township School
District:
a. 1 year - 1 week
b. 2-7 years - 2 weeks
c. 8-14 years - 3 weeks
d. 15+ years - 4 weeks
Vacation must be taken before the next anniversary date and may
not be taken back-to-back.
E. HOLIDAY SCHEDULE
1. Scheduled Holidays - Secretarial Staff
a. Labor Day
b. N.J.E.A. Convention - 1 day
c. Thanksgiving Day and the following Friday
d. New Year's Day and 2 workdays
e. Good Friday, Easter Monday and the following Friday
f. Christmas Day and 2 workdays
g. Independence Day
h. President's Holiday - Friday and Monday
i. Memorial Day
2. Any holiday for the custodial and the secretarial staff which falls on
a Saturday or Sunday shall be celebrated on the Friday before or
the Monday after respectively.
SECRETARIES' SALARY SCHEDULE
YEAR | PERCENT | MINIMUM | MAXIMUM |
| 2011-12 | 2.50% | 17,938 | 45,514 |
| 2012-13 | 2.75% | 18,431 | 46,766 |
| 2013-14 | 2.75% | 18,938 | 48,052 |
69
In addition to the above percentages, secretaries shall receive an additional three hundred ($300) per person in 2011-12.
70
ARTICLE XI
EMPLOYEE EVALUATIONS
A. PROCEDURES FOR EVALUATING NON-TENURE PERSONNEL
All employees shall be evaluated in accordance with State statute and
Board policy.
1. Frequency
Each non-teaching employee shall be evaluated by his/her
immediate supervisor at least one (1) time in each contract year.
Said evaluation shall be followed by a written evaluation report and
a conference between the employee and his/her immediate
supervisor for the purpose of identifying deficiencies. Additional
observations may be made upon the request of the employee or at
the discretion of the employee's direct supervisor.
2. Open Evaluations
All monitoring or observation of the work performance of an
employee shall be conducted openly and with full knowledge of the
employee. The use of eavesdropping, public address, cameras,
audio systems, and similar surveillance devices shall be strictly
prohibited.
3. Copies of Evaluations
An employee shall be given a copy of any observation/evaluation
report prepared by his/her supervisor/evaluator at least one (1) day
prior to the evaluation conference. If mutually agreed upon by the
employee and evaluator, this one-day requirement may be waived.
4. Conferences
Evaluation conferences shall occur within fifteen (15) workdays of
the observation/evaluation. The conference shall be held during the
workday and at a time not conflicting with lunch or daily break
times. Said meeting shall be scheduled without loss of benefit to the
employee.
B. REPRESENTATION AT EVALUATION CONFERENCES
An employee reserves the right to representation in an evaluation
conference if said employee feels such a conference could
jeopardize his/her employment status and if said employee requests
such representation.
71
PRINTING AGREEMENT AND DURATION OF AGREEMENT
ARTICLE XVIII
PRINTING AGREEMENT
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 personnel now employed, hereafter employed, or considered for employment by the Board. One (1) copy shall be given to the Association President, to be filed with the UniService Office in Flemington, New Jersey.
ARTICLE XIX
DURATION OF AGREEMENT
This Agreement shall be effective as of July 1, 2011 and shall continue in effect until June 30, 2014, 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.
IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested by their respective secretaries, on the day and year first above given.
ALEXANDRIA TOWNSHIP ALEXANDRIA TOWNSHIP
EDUCATION ASSOCIATION BOARD OF EDUCATION
By: By:
President President
Attest: Attest:
By: By:
Secretary Secretary
Date: Date:
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