ARTICLE

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One Lincoln Avenue
Haddonfield, NJ 08033

1. In accordance with the N.J.S.A. 52:14-15 9e, an employee may authorize, in writing to the Board, the deduction of Association dues from his/her pay. Upon receiving such authorization, the Board will make the deduction from the first monthly pay and transmit the sum deducted directly to NJEA within ten (10) days thereafter.
2. The employee may withdraw the above authorization by filing notice of withdrawal with the Board, which filing will be effective to halt deductions as of January 1 or
July 1, whichever comes first after the filing.

4. On or about the last day of each month, the Board will submit to the Association a list of all employees who began their employment during the preceding thirty (30) day period. This list will include names, job titles, and date of employment for all such employees.

1. Employees may choose from the Board Approved list of tax sheltered annuity programs.

4. Money withheld for TSA funds will be deposited twice a month.

Part-time employees are eligible to receive two uniforms, but no jacket; unless the part-time person’s regular assignment is to the grounds crew, in which case a jacket will be provided.

2. Level Two:
a. A grievance submitted to Level Two will be discussed within seven (7) calendar days of receipt of the grievance form by the Chairman of the Association’s Professional Rights and Responsibilities Committee, and the Superintendent of Schools, or his designee.
b. If the grievance is not settled within fourteen (14) calendar days after it is discussed with the Superintendent or his designee, the Association may appeal it to Level Three within fourteen (14) calendar days after the decision at Level Two, or twenty-eight (28) calendar days after the grievance was presented in discussion at this step, whichever is sooner.

a. A grievance submitted to Level Three will be discussed within fourteen (14) calendar days of receipt of the grievance form by a committee appointed by the President of the Association and a committee appointed by the President of the Board. The respective committees will include the Chairman of the Association’s Professional Rights and Responsibilities Committee and the Superintendent of Schools.
b. A decision will be made by the Board within fourteen (14) calendar days after the grievance was discussed at this step.
4. Level Four:

b. If, in the opinion of either party, the grievance submitted is not arbitrable under the terms of this Agreement, then the arbitrator will first rule if the grievance is arbitrable, and if it is not, will dismiss it.

c. The arbitrator will not have the jurisdiction or authority to add to, detract from, or alter in any way the provisions of the Agreement.

d. In the event of arbitration, the costs of the arbitrator’s services will be equally shared by each of the parties.

1. Matters where a method of review is prescribed by law, or by any rules or regulations of the State Commissioner of Education or the State Board of Education.
2. Matters where the Board is without authority to act.

1. No employee will be disciplined, reprimanded, or reduced in compensation without just cause.
2. All documents, communications, and records dealing with the grievance will be filed in a separate grievance file, and will not be kept in the personnel file of any of the participants.

3. No reprisals of any kind will be taken by the Board, or by any member of the administration, against any party of interest, any representative, any member or the Association, or any other participant in the grievance procedure by reason of such participation.

1. Except in unusual circumstances requiring later assignment, notice of assignment to teachers whose employment has continued from the prior year normally will be given by the second week in August. Such notice will include class and/or subject, building and room. Such notice will not preclude a change in assignment of a teacher.
2. Non-tenure Employee Offer of Assignment

a. The state code will determine the date the Board is required to notify employees of the offer of a contract for employment. At that time, the Board will give to each non-tenured employee continuously employed by it since the preceding September 30 either:

(1) A written offer of a contract for employment for the next school year, providing for at least the same terms and conditions of employment, but with such increases in salary as may be required by law, or policies of the Board; or
(2) Notice that the employee will not be offered a contract for employment for the next school year.

b. Should the Board fail to give to any non-tenured employee either an offer of contract for employment for the next year, or a notice that such employment will not be offered, all within the time and in the manner provided by statute, then the Board will be deemed to have offered to that employee continued employment for the next school year based upon the same terms and conditions, but with such increases in salary as may be required by law or policies of the Board.
c. If the employee desires to accept such employment he/she will notify the Board of such acceptance, in writing, on or before June 1, in which event such employment will continue as provided for herein. In the absence of such notice of acceptance, the provisions of this article will no longer be applicable.

1. The state code will determine the date the Board is required to notify employees of the offer of a contract for employment.

2. Upon receiving a notice of nonrenewal, the employee may request a meeting with his/her immediate supervisor to discuss nonrenewal. Said meeting will be held within a reasonable period of time.

1. Bus Driver Route Assignments

a. The district shall maintain seniority; one list for bus drivers who work academic/special education runs and one seniority list for bus drivers who work athletic and field trip runs.
i. Academic/special education run assignments: Prior to the beginning of each school year, administration shall provide a list of available runs to drivers who will choose their preferred runs based on seniority, within the limits of their work schedule. If a student in need of transportation has special needs, documented in an IEP, which affect assignments of bus routes, administration may use this need to assign runs in an order other than seniority.
ii. Athletic and filed trip assignments: Each month, administration shall provide a list of available runs to drivers. Drivers will inform administration of their availability during the available dates and times and their preferred runs. The Athletic Director will use this information to assign runs based on the seniority list, within the limits of their work schedule. After athletic/field trip drivers have been assigned routes according to this process, any remaining unassigned routes may be offered to academic/special education drivers in seniority order.
iii. When rescheduling on short notice is necessary, the Athletic Director may use discretion in finding a replacement for a bus driver’s route.
b. Drivers asked to take buses for inspections or repairs will be paid at the same rate and under the same conditions as a regular route assignment.
c. If a run is cancelled within 45 minutes of the two hour block’s assigned start time, a driver will be paid for the full two hour block.

2. Work Day

a. During the work day, drivers may be assigned to work multiple blocks of time, and multiple assigned runs may occur within each block of time.

i. The first block of the day will include a 30 minute pre-trip safety check.
ii. Drivers will be paid for a minimum of two hours for each block of time. Additional time beyond two hours will be paid on a pro-rata basis at the driver’s hourly rate rounded up to the nearest fifteen-minute increment.
b. If a driver is unable to work an assigned route for illness or for personal reasons, the driver will contract the administration immediately.
c. Drivers will submit timesheets every two weeks that reflect the two hour blocks described in Section 2 above.
d. The district shall provide at least three (3) hours of paid training to all new drivers upon their hiring (including, but not limited to training on safety, bullying, harassment, school discipline procedures, special education, etc.)

2. The Superintendent will furnish notice of vacancies to the Association President within five (5) calendar days of the position becoming available.

1. Within the thirty (30) day period prior to October 1, and again within the thirty (30) day period prior to April 1, a teacher may file with the Superintendent up to two requests for promotion, transfer or reassignment. These requests will be in accordance with rules established by the Superintendent.

2. A teacher may file with the Superintendent a request for transfer, reassignment or promotion for openings which may occur during the summer recess. The Superintendent will review any requests, which are in his/her files prior to recommending a promotion or reassignment to the Board to fill an opening during the summer recess. Nothing herein will limit the Superintendent in his recommendations to the Board.

3. Normally, in cases of transfer or reassignment, the teacher’s agreement will be obtained, but the Board will not be limited in its right to promote or reassign teachers in the school system.

4. In the unusual circumstances when the teacher’s consent cannot be obtained, any involuntary transfer or reassignment may be reviewed and considered through Level Three of the grievance procedure. Teachers will be given a minimum of one week’s notice prior to reassignment.

5. For the purpose of this Agreement, “transfer” means a move to a new building; “Reassignment” means a change in job title, change in grade level within the same building or a change in subject area taught; “Promotion” will refer to positions outside the bargaining unit.

6. In the event of a transfer to a new building, teachers will be paid for two (2) seven-hour days so that they can complete their classroom relocation. Payment will be at the current hourly curriculum rate.

1. When a job vacancy occurs, employees in that category, or employees in a higher category, may desire a transfer to another school, or in the case of custodial and maintenance, to another work shift. Those who have filed a written request for a transfer with the Superintendent will be given first consideration for transfer, provided that the employee who makes the request has the requisite qualifications and ability to perform the job satisfactorily. In the event the requested transfer is not approved, a written explanation will be given within fourteen (14) calendar days.
2. Requests, where honored, will be on the basis of senior employee being given preference. However, the Board may select an individual with less seniority if in the good faith judgment of the Superintendent, the less senior person is better qualified. Transfers will not be arbitrarily or capriciously made.

3. A teacher that involuntarily transfers to a different classroom within the same or a new building or has to pack up and unpack the content of a classroom will be entitled to compensation at the curriculum rate for time outside of the contractual day that is reasonably expended by the teacher on any such transfer. All requests for such payment must receive prior approval from the building principal. An elementary school principal has initial authority to approve requests for up to 10 hours, per relocation and other principals have authority to approve requests of up to 3 hours. All requests that are expected to exceed these amounts must be approved in advance by the Superintendent. Additional compensation is not provided for any work done during the contractual day.

1. No job vacancy will be filled by involuntary transfer or reassignment if there is a qualified volunteer available to fill the position, providing that the Board’s work force requirements permit said volunteer to be transferred or reassigned.

2. In the event there is no qualified volunteer to accept the reassignment, then the Board will fill the position by transferring or reassigning the most junior qualified employee. However, the Board may transfer an individual with more seniority if in good faith judgment of the Superintendent, such transfer will better serve the needs of the School District.

3. Written notice of an involuntary transfer or reassignment will be given to employees at least seven (7) calendar days prior thereto.

4. Custodial/Maintenance/Grounds:

a. In the event there is a temporary requirement, as determined by a supervisor or the
Superintendent, for a reassignment to a lead person, the qualified senior volunteer will be given the temporary assignment.

b. In the event there is no qualified senior volunteer available, the most qualified employee will be assigned to the temporary lead position.

c. The employee shall be compensated for the reassignment with a stipend of four (4) dollars per day.

A. Subject to Article 18 entitled “Involuntary Transfers,” a permanent job opening in the bargaining unit will be posted on appropriate bulletin boards for a period of ten (10) calendar days, and emailed to eligible employees with the Board having the right to temporarily fill the job until the permanent employee is hired, or reassigned. Permanent employees may apply for such job openings. A copy of the opening will be furnished to the Co-Presidents of the Association.

B. In filling permanent job vacancies within the bargaining unit, the Board will first consider filling vacancies by promoting the senior employee from the next lower-rated job title who has the requisite qualifications and ability to perform the work. Where two (2) or more employees possess the requisite qualifications and ability to perform the work, the employee with seniority in the bargaining unit will be promoted. However, the Board may select an individual with less seniority if in the good faith judgment of the Superintendent, the less senior person is better qualified.

1. Open Evaluation: All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, tape recorders, cameras, and other electronic devices will not be used in observation of the teacher’s performance without the permission of the teacher. This in no way prohibits the Board from using such devices for security purposes.

3. Copies of Evaluations: A teacher will be given a copy of any class visit or evaluation report prepared by his/her evaluators. No report will be submitted to the Superintendent, placed in the teacher’s file, or otherwise acted upon without prior conference with the teacher.

a. No teacher will be required to sign a blank or incomplete evaluation form.

b. A teacher’s signature on an evaluation form will show that he/she has received a copy of it, but does not necessarily show that he/she is in agreement with it.

a. If a teacher is dissatisfied with an interim evaluation (i.e. classroom observation and/or anecdotal record), the teacher, within fourteen (14) calendar days after receiving the report, may request a review of the evaluation by the supervisor’s immediate superior.
b. If a teacher is dissatisfied with his/her final evaluation, the teacher will, upon submitting a request within fourteen (14) calendar days after receiving a copy of the final evaluation, be granted a conference with the supervisor’s immediate superior.

5. Final Evaluation: Each teacher will receive a written summary of his/her performance for the year in June, prior to the close of school. This evaluation will be a summary of previous evaluations, and will evaluate the teacher’s performance in relation to his/her teaching duties both in and outside of the classroom. In general, no information should appear in the end of year evaluation that has not appeared in some previously written evaluation or in a conference between the teacher and his/her supervisors. Final summative evaluations will be made in accordance with law.

1. Written reports will be prepared by the teacher’s supervisor for all announced evaluative observations.

4. Supervisors will schedule observations and attempt to coordinate so that back-to-back observations of a teacher’s performance are avoided.

5. Teacher evaluations will conform to the requirements of current state and federal statutes.

1. An employee will have the right, upon request, to review the contents of his/her personnel file during normal business hours. An employee will be entitled to have a representative of the Association accompany him/her.
2. Derogatory Material:
a. An employee will be notified of derogatory material.

b. An employee will acknowledge having seen the derogatory material by initialing it before it is placed in his/her personnel file. If the employee refuses to initial the derogatory material, the time and date of the refusal will be noted on the material by the supervisor before it is placed in the employee’s personnel file. Before derogatory material may be placed in an employee’s file, it must be investigated by his/her supervisor or principal.
c. An employee may within twenty-one (21) calendar days prepare a written response and have it attached to the derogatory material.

1. Open Evaluation: All monitoring or observation of the work performance of an employee will be conducted openly and with full knowledge of the employee. The use of eavesdropping, tape recorders, cameras, and other electronic devices will not be used in observation of an employee’s performance without the permission of the employee. This in no way prohibits the Board from using such devices for security purposes.

2. Copies of Evaluation: Support personnel will be given a copy of his/her evaluation report prepared by his/her evaluators at least one (1) day before any conference to discuss it. No such report will be submitted to the central office, placed in the employee’s file, or otherwise, acted upon without prior conference with the employee. No employee will be required to sign a blank or incomplete evaluation form.
3. Evaluation Format: Evaluation reports will be presented to each employee in accordance with the following procedures:
a. Reports will be addressed to the employee.

b. Reports will include a narrative summary listing the strengths, commendations, areas recommended for continued growth, and specific suggestions for improving areas where a weakness has been identified.

4. The employee will review the evaluation report. The employee’s signature indicates receipt of the report and does not necessarily indicate agreement or disagreement with the report.

2. Derogatory Material:
a. An employee will be notified of derogatory material.

b. An employee will acknowledge having seen the derogatory material by initialing it before it is placed in his/her personnel file. If the employee refuses to initial the derogatory material, the time and date of the refusal will be noted on the material by the supervisor before it is placed in the employee’s personnel file. Before derogatory material may be placed in an employee’s file, it must be investigated by his/her supervisor or principal.

c. An employee may within twenty-one (21) calendar days prepare a written response and have it attached to the derogatory material.

An employee with a regular assignment will be eligible for tuition expenses in accordance with the following provisions:

1. Courses for which tuition refund is requested by an applicant must be in his/her area of responsibility or closely related to his/her work as determined and recommended by his/her supervisor or coordinator, principal and Superintendent.
2. Each course reimbursement proposal will have written approval by the Superintendent prior to registration.
3. Courses must be offered for credit by an accredited post-secondary educational institution.
4. During the regular school year, a maximum of three (3) college credits per semester are eligible for approval; during the summer, a maximum of nine (9) college credits are eligible for approval.
5. An employee under contract to the Board is eligible to apply under these provisions provided he/she has completed at least one (1) semester of service in the Haddonfield School System immediately prior to registration.
6. Approved tuition expense will be reimbursed up to the following maximum amounts per fiscal year.
a. $700 for undergraduate
b. $1,500 for graduate
c. $2,500 for graduate work in connection with an approved matriculated graduate degree program; i.e., Masters or Doctorate.
d. The total reimbursement for all members of the bargaining unit is limited to $35,000 per fiscal year. A maximum of 50% of the total reimbursement funds may be used by the end of August, 25% of the total funds may be used by the end of December, and the remaining 25% may be used by the end of June. If the annual cap on reimbursement is reached and an employee would otherwise be eligible to receive tuition reimbursement that fiscal year, the applicant will be given priority at the beginning of the subsequent fiscal year.
e. To the extent any course from an accredited educational institution is sponsored by the Board, tuition for this course will be charged towards the total tuition benefits available under 6(b), but costs for each such course will not be deducted from the individual tuition allowance as listed in a, b, c.
f. All tuition reimbursements shall be consistent with applicable statutory and regulatory requirements.
7. To receive reimbursement for successful completion of the approved course work, an official transcript verifying a grade of “B” or better and a receipt or copy of the cancelled check will be submitted to the Superintendent of Schools. Payment of tuition reimbursements will be made within forty (40) days, upon submission by the employee to the Central Office of the appropriate billing and grade information.
8. The beneficiary of tuition reimbursement agrees to return to the Haddonfield Public Schools for one full year. If the beneficiary of the tuition reimbursement leaves before completion of one full school year following the year in which the course was taken after receiving approval for tuition reimbursement, he/she will be obligated to reimburse the Board for the tuition reimbursement received during that year.
9. The decision of the Superintendent will be final with respect to the approval of courses for which reimbursement is requested, and for the number of credits eligible for approval.
10. Part-time staff will receive a prorated tuition reimbursement corresponding to the amount of time worked in relation to a full-time employee.
11. In the event that the State mandates continuing and/or additional course work to maintain certification, both parties agree to reopen language in Article 23 A.6.c.
12. The Business Office will provide an accounting of unused tuition reimbursement for the prior fiscal year by December 1^st of the next fiscal year.

comprised of up to six (6) members from the Association and up to six (6) members of the BOE/administration. All Association members will be selected by the Co-Presidents of the Association. Participants will be concerned with the development, interpretation, and the implementation of policy. It is recognized that the Board has the ultimate responsibility for the adoption of policy, and the Liaison Committee is advisory in nature. The Liaison Committee is also a sounding board for issues and concerns of both the Association and the Board.

The Liaison Committee will maintain a written record of all supplemental agreements reached by the Board and the Association. A copy of agreements reached in Liaison Committee that are of general application will be distributed to the Board and Association.

1. Definition of “Immediate Family”: “Immediate Family” will include spouse, partner, child, grandchild, father, mother, father-in-law, mother-in-law, stepfather, stepmother, daughter-in-law, son-in-law, brother, sister, brother-in-law, sister-in-law, grandparent of employee or spouse, or any member of the employee’s immediate household.

1. An employee who becomes disabled due to injury, illness, childbirth, or pregnancy will notify the Superintendent as soon as possible after the reason for the disability becomes known, and report the period of time it is estimated that the employee will be unable to perform his/her duties due to the disability.
2. The Board may request that an employee on disability leave provide the Board with medical certification from the employee’s treating physician. Also, if the Board elects, it may ask the employee to be examined by a physician of his/her choosing.
3. Whenever possible, the Board will be notified at least six (6) weeks prior to the commencement of the leave and will be informed of the date of return to active status.
4. All leaves of absence due to disability (injury, illness, pregnancy, childbirth) will conform to the requirements of current state and federal statutes.

1. The employee will make written application for leave, stating the date on which the leave is to begin and the estimated date on which leave is to terminate.
2. Unpaid leaves of absence will conform to the requirements of current state and federal statutes and regulations.
3. When a leave has been granted, the Board cannot guarantee upon return to work that the employee will be assigned to the same building, class, room, or grade the employee was assigned before the leave.
4. Unused accumulated sick leave and personal days will be restored to the employee upon return from leave of absence. Sick/personal days, continuous service credit for tenure, and other purposes will not accrue during leave of absence.
5. The Board will not be required to continue the leave of absence of the non-tenured employee beyond the school year for which he/she was hired, or to offer tenure, or a new contract to a non-tenured employee.
6. Return from an unpaid leave of absence will typically occur at the beginning of a marking period. The Board may at its discretion grant requests for alternate return dates.

1. The Board will make available a maximum of one (1) sabbatical leave, district-wide, no more frequently than every other year, to eligible certified staff subject to these conditions:

2. If more than one teacher applies for sabbatical leave in a given year, sabbaticals will be granted based on seniority in the district.

3. Requests for sabbatical leave must be received by the Superintendent in writing, in such form as may be required by him/her. Requests must be received by the Superintendent by October 31 of the fiscal year preceding the school year for which the sabbatical leave is requested.

4. Notification of applicant selected will be given to applicants by March 15^th of the fiscal year preceding the school year in which the sabbatical leave is requested.
5. The applicant must have completed at least nine (9) consecutive contract years of service in the Haddonfield Public Schools.

6. Payment for sabbatical leave of half the annual contracted salary will be granted for a full year’s leave approved graduate study.

7. The beneficiary will agree to return to the Haddonfield Public Schools for two (2) full years of employment on appropriate salary scale following the leave. If the benefactor of the sabbatical leave does not fulfill his/her return agreement to the Haddonfield Public Schools, he/she is obligated to reimburse the Board for the salary received during the sabbatical leave. Employees who leave the district before completing the two years of service will reimburse 50% of the amount they received while on sabbatical. To the extent permitted by law, the employee will not lose service credit for pension purposes.

8. The teacher on sabbatical leave will receive pension benefits based on the salary received during the sabbatical leave.

10. Before any teacher becomes entitled to a second sabbatical leave, eligible teachers who have never received sabbatical leave will be given preference.

11. Approval by the Board will be contingent upon securing a certified employee qualified to assume the applicant’s duties while on leave.

12. A teacher on an approved sabbatical leave will not engage in any form of work, other than the work in which he/she is engaged at the time of his/her request for sabbatical, or except in extenuating circumstances as approved by the Superintendent.

13. A full-time teacher on sabbatical leave is entitled to full medical and insurance coverage, but will remain responsible for their share of the premium.

14. Upon return from sabbatical leave a teacher will be placed on the salary schedule at the level which he/she would have achieved if he/she remained actively employed in the system.

1. To the extent required by law, military leave without pay will be granted to any employee who is inducted or enlists in any branch of the armed forces of the U.S.A. for the period of said induction or initial enlistment. All rights and benefits accrued will be protected under the N.J. Statutes 18A:6-33 and 18A:29-11. These laws are titled “Tenure, Pension and Other Employment Rights in Military and Naval Services.” (N.J.S.A. 18A:29-11)

2. To the extent required by law, any employee who is a member of the organized State Militia will be entitled to a leave of absence not to exceed ninety (90) days per year. An employee will not suffer loss of pay or seniority during the time in which he/she is engaged in militia duty ordered by the Governor of the State of New Jersey.

2. An employee with more than three (3) years of consecutive experience in the Haddonfield School District will be granted a child-rearing leave, without pay, for the remainder of the current school year in which the child is born or adopted, and may request up to one (1) additional school year immediately thereafter. Commencing in September 2018 and continuing thereafter, child-rearing leave will be available to employees with more than four (4) years of consecutive experience in the Haddonfield School District. The employee must indicate the length of leave when the initial request is made. A teacher’s return to work will be decided in accordance to the parameters of the Family Medical Leave Act and the New Jersey Family Leave Act. An earlier return will be allowed at the discretion of the Superintendent.
3. Nothing in the above language, Section I-2, will prevent an employee with more than four (4) years of consecutive experience, and the Board agreeing that the employee may return on other than the beginning of the school year.
4. In order to receive such a leave under Sections I-1 or I-2 above, the employee must apply in writing at least ninety (90) days before its commencement. In the case of adoption, since the date of custody cannot be predicted in all cases, notice will be given in writing at least ninety (90) days prior to the anticipated date of custody, if possible, and if not, as soon as practicable.

5. No teacher on childrearing leave will, on the basis of the leave, be denied the opportunity to substitute in the Haddonfield School District in his or her area of certification or competence.

6. Leave under the N.J. Family Leave Act and the federal Family Medical Leave Act will be deemed to be included within the contractual childrearing leave of up to the statutory limit of twelve (12) weeks.

1. Teachers who complete degree requirements or credits which change their salary status during the spring or summer will be placed on the appropriate level of the salary guide in September. Teachers who complete degree requirements or credits which change their salary status during the fall semester will be placed on the appropriate level of the salary guide in February of that year.

a. No change in salary status will be granted unless the credits claimed by the teacher are credits for graduate or approved courses confirmed by a properly credited college or university, or approved by the Superintendent.
b. All new employees will be hired at a full step on the appropriate salary guide. The Superintendent will consult with the Association before selecting the initial place on the salary guide for new bargaining unit job titles, and will accord due consideration to the Association’s comments, but the final decision will be made by the Board.
2. Employees will be paid in equal installments twice a month, on the 15^th of the month and the last day of the month. The final paycheck in June for 10 month employees will be paid on the last scheduled workday.
3. When a payday falls on or during a school holiday, vacation or weekend, employees will receive their paychecks on the last previous working day.

1. An employee who performs an assignment on Schedule “B” will receive an extra payment based on the level established for the position as listed on Schedule “B.”

2. The stipends for activities will be paid in two (2) equal payments made on the payday closest to December 15, June 15, or the second payday immediately following the conclusion of the activity.

3. Employees who are authorized and perform chaperoning duties for a school sponsored event occurring outside of their regular workday will receive forty ($40) dollars.

1. Approval by the Athletic Director is necessary prior to payment.
2. Interscholastic coaches will be paid per Schedule “C.”
3. Interscholastic coaches pay schedule: Coaches will be paid in two equal installments on the payday closest to the following dates:

4. Intramural coaches will be paid on the second payday immediately following the conclusion of the activity.

1. Payment for unused sick days will be made within 60 days of the date of retirement according to the following schedule:

2. Retirement is defined as terminating employment and applying for monthly pension payments from T.P.A.F. or P.E.R.S. when applicable.

3. Upon death of the employee, all accumulated sick and personal day revenue will go the estate of the deceased.
4. Payment for unused sick leave will be capped at $15,000 with the following exception: employees whose accumulated sick leave exceeds $15,000 as of the signing date of the contract (February 2015) will be grandfathered at that higher rate.

2. In the event that a maintenance/custodial/grounds employee works on an observed holiday as listed in the Article 32, entitled “Work Year,” and schools are closed, he/she will receive pay at one and one half (1 ½ ) times the straight time rate in addition to his/her regular pay.

3. In order to be eligible for holiday pay, a twelve (12) month maintenance/custodial/grounds employee must work the last regularly scheduled work day before the holiday, and the first regularly scheduled work day after the holiday, unless absent for a justifiable reason.

1. Teachers:

2. Educational Assistants:

1. Longevity service credit begins at initial date of employment in the Haddonfield School District in a regular assignment. Total years of service are counted towards longevity credit. Continuous service in the district is not required.

5. Regular part-time employees are eligible for longevity pay. Longevity pay will be prorated based on the employee’s contract.

Mentor teachers are to be provided for each new teacher in the district. Teachers interested in serving as a mentor should complete an application and submit to their building principal by May 1 in order to be considered as a mentor for the following school year. Employees will not be assigned as a mentor if there are qualified applicants. If an employee is involuntarily assigned to a mentoring position, he or she will not be involuntarily assigned again until all other qualified employees have been assigned.

A teacher will serve as a mentor to only one provisional teacher at a time. The building principal should normally schedule the provisional teacher and the mentor with similar planning periods to facilitate communication between the mentor and provisional teacher. The Board will provide training for all teachers who serve as mentors, and training will normally be scheduled during the regular teacher workday. If training is required outside of the normal workday, the teacher will be compensated at the hourly curriculum rate, and normal reimbursement for travel costs, if training is provided out of the district.

Employees covered by this contract and not living in Haddonfield may enroll their children as tuition students at 25% of the regular tuition rate if the receiving principal determines that an appropriate program and classroom space are available, and the student’s academic and conduct records are acceptable. The student must also meet the district’s admission criteria and be approved by the Superintendent.

Retiring members will receive payment for unused sick leave no later than 60 days after their effective date of retirement.

The employee’s contribution will be deducted from his/her monthly salary. The above coverage will be provided for each employee and his/her dependents for whom the employee will apply, and who are eligible for such coverage. The Board reserves the right to seek comparable coverage at a reduced cost that is mutually acceptable to the Board and the Association.

Pursuant to the School Employees Health Benefit Plan (“Plan”) and N.J.A.C. 17:9-3.5, if an employee has a spouse or other family member who is also eligible for coverage under the Plan, the prohibition against double coverage under the Plan shall apply. Further, the waiver incentive provisions of Paragraph E in this Article are not available to any employee who is covered as a dependent under another eligible Plan member’s coverage.

1. The district’s annual contribution will be six hundred (600) dollars per employee to be used in accordance with the terms of Section 125 Cafeteria Plan. The Board will pay all administrative costs associated with setting up and managing the plan and each employee’s FSA.
2. Any moneys in the district’s flexible spending account which remain at the end of the plan year will revert in their entirety to the district.
3. The parties agree that if a statute or regulation prohibits the Board from contributing more than $500 to eligible employees’ flexible spending accounts, then the contractual amount for the FSA will be $500 and the Board will pay each eligible employee a $100 off-guide payment.

1. Benefits will be given to Child Study Team members who work 30 hours per week, which is 80% of full-time.
2. Benefits will be given to elementary teachers who work 28.7 hours, including a prorated lunch, in a five-day week.
3. Benefits will be given to Middle School and High School staff who have 3.75 hours of student contact time per day and accept a contract for 30 hours or more per five-day week.
4. Benefits will be given to Middle School and High School staff if they have a contract for 30 hours or more per five-day week.

2. Employees who have a change in status described by the plan as a qualifying life event (e.g., marriage or divorce of a covered employee, birth or adoption of a covered employee’s child, death of a spouse or child of a covered employee, or loss of group insurance by a covered employee’s spouse) will be entitled to reenroll in the health plan during the plan year, provided the employee gives the Board notice of change in status within 30 days of the change. Otherwise, all elections for the cash option will be in effect for the entire twelve (12) month benefit period. A return to the benefits plan for reasons other than one of the detailed status changes is subject to the terms and conditions of the plan’s carrier.

The parties will create a mutually agreed upon meeting schedule commencing within 90 days of the ratification of this agreement. The parties further agree that the committee shall make written recommendations to the BOE and the HEA regarding possible future health benefit changes.

Any employee who elects to change his/her health plan status as indicated herein will be paid as follows:

CURRENT		CHANGE	INCENTIVE
Husband/Wife	to	Single	$1,000
Family	to	Parent/Child	$1,200
Family	to	Husband/Wife	$1,000
Family	to	Single	$2,000
Parent/Child	to	Single	$1,000
Husband/Wife	to	None	$2,000
Parent/Child	to	None	$1,800
Family Single	to to	None None	$2,500 $1000

2. Non-tenured teachers will be laid off before tenured teachers to the extent required by law.

1. If a tenured teacher is dismissed as a result of a reduction in staff, the teacher will be placed on a preferred eligibility list for reemployment in order of seniority. The Board, in filling teacher vacancies, will comply with the provisions of N.J.S.A. 18A:28-12.
2. Any non-tenured teacher dismissed by reason of a reduction in staff will be placed on a list kept by the Superintendent, and will be considered in filling future vacancies in which the teacher is properly certified.

1. Seniority for the purpose of this Article will be based upon an employee’s continuous length of service with the Board.

5. An employee’s seniority will cease, and his/her employee status will terminate, for any of the following reasons:

a. Resignation or retirement

d. Failure of laid off employee to report for work

(1) On the date specified in written notice of recall mailed seven (7) or more calendar days prior to date; or
(2) Within three (3) working days after date specified in written notice of recall mailed fewer than seven (7) calendar days prior to date, unless the employee has a justifiable excuse for his/her failure to return to work. The Board will give careful consideration to an employee’s reasons which may have caused a delay in his/her return to work. Written notice of recall to work will be sent by the Board by certified mail, return receipt requested, to the employee’s last known address as shown on the Board’s personnel records.

f. Failure to report back to work immediately upon expiration of vacation, leave of absence, or any renewal thereof unless return to work is excused by the Board.

In making decisions about assignments for Support Staff, including recall and changes in hours, factors that will be considered include length of service of the available personnel qualifications for the particular assignment, and the ability to perform the work. The Board may select an individual with less seniority if in the good faith judgment of the Superintendent, the less senior person is better qualified.

2. Time worked beyond the normal work day assignment will be compensated at the educational assistant’s regular rate up to thirty-six and one-quarter (36¼) hours per week, and at one and one-half (1½) times the educational assistant’s regular rate for the time worked beyond thirty-six and one-quarter (36¼) hours. The educational assistant may request equal compensatory time in place of the hourly wage rate. The method of compensation will be determined by the educational assistant filling out the appropriate time sheet and having it signed by the educational assistant’s immediate supervisor.
3. The full-time workday will consist of seven (7) hours per day exclusive of a one half-hour duty-free lunch period. All EAs will be scheduled by their respective supervisor. On Fridays and workdays preceding a holiday, staff may leave at the end of the student day.

a. General overtime will be scheduled and distributed in descending order from most senior employee to least senior employee in accordance with a posted general seniority list that includes the names of all full-time employees of the Maintenance/Custodial/Grounds Department. (“General Overtime” refers to overtime that does not require specific license/ certification to perform the overtime task including, but not limited to electrical, plumbing, asbestos, pesticide application, HVAC, etc.) If an employee declines, cannot be reached, or is otherwise not available for a specific overtime assignment, the assignment and subsequent assignments will be offered to the next employee on the list, and so on in descending order, until an assignment has been offered to every employee on the list, at which time the list will start again with the most senior employee.
b. Qualified overtime will be scheduled and distributed in descending order from most senior employee to least senior employee in accordance with a posted qualified seniority list that includes the names of only those full-time employees who hold specific licenses/certifications to perform an overtime task including, but not limited to electrical, plumbing, asbestos, pesticide application, HVAC, etc. If an employee declines, cannot be reached, or is otherwise not available for a specific overtime assignment, the assignment and subsequent assignments will be offered to the next employee on the list, and so on in descending order, until an assignment has been offered to every employee on the list, at which time the list will start again with the most senior employee.
c. If an employee is available on-site to perform an overtime assignment (either qualified or general), and the employee who is next on the list is not on-site, then the District may utilize the employee who is on site to perform the assignment, and this assignment will be charged against his or her turn on the list.
d. If an emergency situation arises that requires overtime, and in the good faith judgment of the Supervisor requires an immediate response and the employee who is next on the list cannot be reached, then the District may utilize another qualified employee who is immediately available, and this assignment will be charged against his or her turn on the list.
e. In the event that any employee is not offered his or her turn on the list as the result of an error or oversight, the employee will be offered an additional turn on the list as compensation for such error.
f. The Supervisor will administer and coordinate the overtime schedule and distribution. The Supervisor will maintain an up-to-date Overtime Log that will reflect a listing of overtime worked by all department employees and a listing of overtime declined by all department employees. Any full-time maintenance/custodial/ grounds employee or Association Officer may review the Overtime Log, upon request to the Supervisor.

a. The exception to the above is when an employee is called in to work within four (4) hours before, and worked through to the assigned shift. Such an employee is to be paid for the time worked at one and one-half (1½) times the regular rate.

1. Each support staff employee, whose scheduled work week consists of thirty-six and one-quarter (36¼) hours or more, will have two (2) break periods per day of fifteen (15) minutes each, one to be taken in the first half of the work day and the other in the second half. The time for taking said breaks will be scheduled by the employee’s respective supervisor. The supervisor will endeavor to consider the employee’s preferences in scheduling breaks.

2. The Board will retain the sole jurisdiction and authority over matters of policy and will retain the right in accordance with applicable laws and regulations to create new shift times and/or days as may be required to meet the needs of the District. Forty-eight hours’ notice will be given for shift changes.
3. All staff who have a lunch period scheduled will have an uninterrupted, duty-free lunch period. However, the Association recognizes that some issues of an emergency nature may need to be addressed during lunch period.

4. Every effort will be made to provide teachers with a daily preparation period during which the teachers will not be assigned to any other regular duties or responsibilities. This will not be construed to require the employment of additional staff.

5. Preparation time: Elementary Teachers – Preparation time for full-time elementary school teachers shall include the following specials when these programs are offered: library, art, music, choir, gym, health, and foreign language.

For high school and middle school certificated staff, the full workday will consist of 7 hours and 30 minutes per day inclusive of a duty-free lunch time. For elementary school certificated staff, the workday will consist of 7 hours and 10 minutes inclusive of a duty-free lunch period. On Fridays and the workdays preceding a holiday, staff may leave at the end of the student day. A teacher who is at least 0.5 FTE will be scheduled for one daily prep period of at least 30 consecutive minutes during the student day.

*In the event maintenance work must be done on either of the convention days, employees who are required to work will be given a floating holiday to be taken at a date that is mutually agreed upon with his/her supervisor.

1. Monday through Saturday, beginning the first day of football practice to one week after the last day of spring sports (regardless of the last day for teachers). Hours of availability will vary week to week depending on scheduled games and/or scrimmages.

The certified Athletic Trainer will be available for all home games and scrimmages, as well as all varsity football games (home and away) and most practices. They will attend tournament competitions, unless a conflict arises (Athletic Director to be consulted).
If the Athletic Trainer is required to work on a Sunday, he/she will be given a floating holiday to be taken on a date mutually agreed upon by the Athletic Trainer and Supervisor.

2. Sick/Personal Leave: The Athletic Trainer will be granted 13 sick days and 5 personal days each school year.

ASSOCIATION

Other stipends
Affirmative Action							$257.56
Master Schedule Design Assistant (HS)							$3,090.68
Reading Recovery Teacher-Leader in training							$3,090.68
Student Information Specialist							$10,302.25

EXTRA PAY FOR NONATHLETIC ACTIVITIES

LEVEL

	Step 1	Step 2	Step 3	Step 4
GROUP I
Football
Head Coach	$5,527	$6,445	$7,368	$8,384
Asst. Coach	$3,317	$3,867	$4,421	$5,031
GROUP II
Basketball/Wrestling
Head Coach	$4,912	$5,837	$6,754	$7,737
Asst Coach	$2,946	$3,502	$4,053	$4,641
GROUP III
Baseball/Hockey/Softball/Soccer/Track/Swimming (Head Combined)
Head Coach	$3,686	$4,606	$5,599	$6,410
Asst Coach	$2,212	$2,764	$3,361	$3,773
GROUP IV
XCountry/Tennis/Winter Track/Golf/Diving/Swimming (Boys & Girls Assistants)
Head Coach	$3,075	$3,690	$4,460	$5,001
Asst Coach	$1,846	$2,215	$2,675	$3,001
OTHER
Cheerleading
Fall Head Coach	$972	$1,295	$1,621	$2,052
Fall Asst Coach	$630	$843	$1,052	$1,338
Winter Head Coach	$1,457	$1,780	$2,104	$2,560
Winter Asst Coach	$948	$1,158	$1,368	$1,670
Intramural	$1,229	$1,321
MIDDLE SCHOOL SPORTS
All Head Coaches	$2,480	$2,623	$2,762	$3,127
All Asst. Coaches	$1,489	$1,573	$1,657	$1,876
STRENGTH & CONDITIONING COACH
Fall	$3,007	$3,502	$4,053	$4,641
Winter	$1,805	$2,101	$2,431	$2,786
Spring	$3,007	$3,502	$4,053	$4,641

	2020-2021
GROUP I
Football
Head Coach	$9,243
Asst. Coach	$5,546
GROUP II
Basketball/Wrestling
Head Coach	$8,529
Asst. Coach	$5,117
GROUP III
Basketball/Hockey/Softball/Soccer/Track/Swimming (Head Combined)
Head Coach	$7,067
Asst. Coach	$4,160
GROUP IV
XCountry/Tennis/Winter Track/Golf/Diving/Swimming (Boys & Girls Assistants)
Head Coach	$5,515
Asst. Coach	$3,309
OTHER
Cheerleading
Fall Head Coach	$2,262
Fall Asst. Coach	$1,474
Winter Head Coach	$2,822
Intramural
MIDDLE SCHOOL SPORTS
All Head Coaches	$3,447
All Asst. Coaches	$2,067
STRENGTH & CONDITIONING COACH
Fall	$5,117
Winter	$3,071
Spring	$5,117

Extended Season Playoff Game Pay: Payment will be $254.80 per week and/or $50.95 per day for partial weeks of extended season play for teams where six or more players are involved in playoff games. Coaches need to consult with the Athletic Director prior to playoffs concerning the rules for payment eligibility.

2020-2021
Salary Guide
Step	BA	BA+15	BA+30	BA+45	MA	MA+15	MA+30	MA+45	MA+60	DOCT
1	54,422	55,230	56,038	56,846	57,654	58,462	59,270	60,078	60,886	61,694
2	55,022	55,830	56,638	57,446	58,254	59,062	59,870	60,678	61,486	62,294
3	55,622	56,430	57,238	58,046	58,854	59,662	60,470	612,278	62,086	62,894
4	56,222	57,030	57,838	58,646	59,454	60,262	61,070	61,878	62,686	63,494
5	56,777	57,585	58,393	59,201	60,009	60,817	61,625	62,433	63,241	64,049
6	57,422	58,230	59,038	59,846	60,654	61,462	62,270	63,078	63,886	64,694
7	58,372	59,180	59,988	60,796	61,604	62,412	63,220	64,028	64,836	65,644
8	59,473	60,281	61,089	61,897	62,705	63,513	64,321	65,129	65,937	66,745
9	61,282	62,090	62,898	63,706	64,514	65,322	66,130	66,938	67,746	68,554
10	64,299	65,107	65,915	66,723	67,531	68,339	69,147	69,955	70,763	71,571
11	68,305	69,113	69,921	70,729	71,537	72,345	73,153	73,961	74,769	75,577
12	72,568	73,376	74,184	74,992	75,800	76,608	77,416	78,225	79,032	79,840
13	77,257	78,065	78,873	79,681	80,489	81,297	82,105	82,913	83,721	84,529
14	82,552	83,360	84,168	84,976	85,784	86,592	87,400	88,208	89,016	89,824
15	88,217	89,025	89,833	90,641	91,449	92,257	93,065	93,873	94,681	95,489

YEAR 1 2020-2021
Salary Guide
Step	Salary	Elem/CST	HS/MS
1	53,309	54,159	54,359
2	53,941	54,791	54,991
3	54,841	55,691	55,891
4	56,041	56,891	57,091
5	56,841	57,691	57,891
6	57,966	58,816	59,016
7	58,916	59,766	59,966
8	60,637	61,487	61,687
9	62,057	62,907	63,107

Employees with less than six (6) months in the district shall remain at the same step on the salary guide.

When a clerk-typist is promoted to a secretarial position, the employee shall be placed no higher than one (1) step below their current standing on the Clerk-Typist Scale on the Secretarial Scale. (i.e., If they are on step 7 of the Clerk-Typist Scale, they could not be any higher than step 6 on the Secretarial Scale.)

Full-time support staff earning college credits after July 1, 1993 shall have their annual salary increased by the following amounts:

15 credits - $100

30 credits - $200

Employees with less than six (6) months in the district shall remain at the same step on the salary guide.

When a clerk-typist is promoted to a secretarial position, the employee shall be placed no higher than one (1) step below their current standing on the Clerk-Typist Scale on the Secretarial Scale. (i.e., if they are on step 7 of the Clerk-Typist Scale, they could not be any higher than step 6 on the Secretarial Scale.)

Full-time support staff earning college credits after July 1, 1993 shall have their annual salary increased by the following amounts:

15 credits - $100

30 credits - $200

2020-21
Salary Guide
Step	EA	EAA
1	13,628	14,128
2	13,778	14,278
3	13,937	14,437
4	14,137	14,637
5	14,440	14,940
6	14,847	15,347
7	15,105	15,605
8	16,266	16,766
9	17,428	17,928
10	18,742	19,242
10A	19,777	20,277
11	20,712	21,212
11A	21,988	22,488
11B	23,265	23,765
12	26,151	26,651

* Computer Lab *Library *Special Education with IEP responsibilities, assigned by the principal

Certified Substitute Additional Annual Salary: $800

· Seven years service with the district = $300 Fifteen years service with the district = $575 Twenty years service with the district = $850
Prorata Calculations: The annual salary and stipends will be prorated for the number of hours per day and the number of days per year for each position. The full annual salary is based on 7 hours per day for 181 days.

2020-21
Salary Guide
Step	Salary	1 License	2 Licenses	3 Licenses
1	61,313	62,013	62,713	63,413
2	61,812	62,512	63,212	63,912
3	62,313	63,013	63,713	64,413
4	62,814	63,514	64,214	64,914
5	63,313	64,013	64,713	65,413
6	63,813	64,513	65,213	65,913
7	64,813	65,513	66,213	66,913
8	65,813	66,513	67,213	67,913
9	66,813	67,513	68,213	68,913
10	67,813	68,513	69,213	69,913
11	68,813	69,513	70,213	70,913
12	70,313	71,013	71,713	72,413

2020-21
Salary Guide
Step	Cust	Grounds	Lead
1	36,319	42,943	45,973
2	36,819	43,443	46,473
3	37,319	43,943	46,973
4	37,819	44,653	47,473
5	38,319	45,443	47,973
6	38,896	46,193	48,587
7	39,614	46,943	49,200
8	41,212	47,743	49,814
9	42,810	49,243	50,620
10	44,408	51,243	51,427
11	46,006	53,243	52,234
12	47,604	55,243	53,041

Custodians, maintenance employees are eligible for black seal boiler and other licenses as listed below. Computer technicians are also eligible for an addition to base pay for up to three (3) licenses per employee.

Each license will be paid at $700 each with a limit of up to three (3) licenses per employee. This limit includes a boiler license and up to two (2) others. Other licenses include the following:

Freon - up to 5 employees

Pesticide - up to 5 employees

Asbestos Removal - up to 5 employees

Electrician - up to 2 employees

Boiler - no limit on the number of employees who qualify.

Full-time support staff earning college credits after July 1, 1993 shall have their annual salary increased by the following amounts:

15 credits - $100

30 credits - $200