19
TEACHER'S CONTRACT
Between
THE BOARD OF EDUCATION
ALPHA, NEW JERSEY
-and-
THE ALPHA EDUCATION ASSOCIATION
For the Period
September 1,2008 - August 31,2011
TABLE OF CONTENTS
| Article Article Description Page |
Preamble 3
Article 1. Recognition 3
Article 2. Negotiations over Successor Agreement 3
Article 3. Grievance Procedure 4
Article 4. Teacher Evaluation 7
Article 5. Salaries 7
Article 6* Temporary Leaves of Absence 8
Article 7. Professional Development and Educational Improvement 10
Article 8. Insurance Protection 11
Article 9. Association Rights & Privileges 12
Article 10. Teaching Hours and Teaching Load 13
Article 11. Non-Teaching Duties 13
Article 12. Sick Leave 14
Article 13. Promotion and Vacancies 14
Article 14. School Calendar 14
Article 15. Work Year 15
Article 16. Agency Fee 15
Article 17. Duration 16
Article 18. Board Rights 16
Schedule A 2008-2009 Salary Guide _
Schedule B 2009-20010 Salary Guide _
Schedule C 2010-2011 Salary Guide _
PREAMBLE
A. The Board of Education of Alpha, New Jersey (hereinafter referred to as the
“Board”) and the Alpha Education Association (hereinafter referred to as the
“Association”) recognize their common goal to be the provision of the finest
educational opportunities for the boys and girls of the Alpha Public School.
B, To work toward the attainment of this goal, it is also recognized that the joint
efforts of the Alpha Board of Education and the Alpha Education Association are
required and that it is essential to the fulfillment that they, through their respective
representatives, engage in good faith negotiations on matters pertaining to salaries
and conditions of employment.
C. Therefore, this contract is made and entered into as of September 1,2008, by and
between the Alpha Board of Education and the Alpha Education Association.
I. ARTICLE 1 : RECOGNITION
A. The Board hereby recognizes the Association as the exclusive and sole
representative for collective negotiations concerning the terms and conditions for
all certified personnel whether under contract, on leave, on a per diem basis;
employed or to be employed by the Board including:
Elementary Teachers and contracted certified employees, but excluding:
Substitute Teachers, Teaching-Principal, Administrative Principal,
Superintendent and School Business Administrator/Board Secretary,
B. Unless otherwise indicated, the term “teachers” when used hereinafter in this
Agreement, shall refer to all the professional employees represented by the
Association in the negotiating unit as above defined and references to male
teachers shall include female teachers.
II. ARTICLE 2: NEGOTIATIONS OVER SUCCESSOR AGREEMENT
A, It is recognized by the Board and the Association that negotiations over a
successor Agreement is imperative and essential to the maintaining of proper
employer-employee relations.
B. To effect the development of a Successor Agreement, the Board and the
Association agree to meet on or about November 15th of each negotiating year in
a negotiating session, to establish ground rules for meetings to be held on later
dates including place, time and length of meeting, composition of negotiating
teams as well as the number thereof and agenda presentations.
C. During negotiations, the Board and the Association shall present relevant data,
exchange points of view, and make proposals and counter-proposals.
D. Neither party in any negotiations shall have any control over the selection of the
negotiation representatives of the other party. The parties mutually pledge that
their representatives shall be clothed with all necessary power and authority to
make proposals, consider proposals and make counter-proposals in the course of
negotiations. Any tentative agreement shall be subject to ratification by a
majority vote of the full Board and the Association.
E. Except as this Agreement shall hereinafter otherwise provide, all terms and
conditions of employment applicable on the effective date of this Agreement to
employees covered by this Agreement as established by the rules, regulations
and/or policies of the Board in force on said date, shall continue to be so
applicable during the term of this Agreement. Unless otherwise provided in the
Agreement, nothing contained herein shall be interpreted and/or applied so as to
eliminate, reduce nor otherwise detract from any teacher benefit existing prior to
its effective date.
F. The Board will provide the Association with information relevant to negotiations
such as unit member’s salary, step placement and degree. The Board will also
provide a copy of the School Board budget, the annual audit, and minutes from all
regular and special School Board meetings.
G. Should the parties negotiate a mutually acceptable amendment of this Agreement,
it shall be reduced to writing, and duly executed by both parties.
III. ARTICLE 3: GRIEVANCE PROCEDURE
A. Definitions
1. A grievance is a claim by a teacher or the Association over the
interpretation, application or alleged violation of negotiated agreement,
board policies, and administrative decisions affecting employee’s terms
and conditions of employment.
3, A “Party-in-interest” is the person or persons making the claim and any
person who might be required to take action or against whom action may
be taken in order to resolve the claim.
B. Purpose
1, The purpose of this procedure is to secure, at the lowest possible level,
equitable solutions to the problems which may from time to time arise
affecting the welfare or terms and conditions of employment of teachers.
Both parties agree that these proceedings will he kept informal and
confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any
teacher having a grievance to discuss the matter informally with any
appropriate member of the administration, and having the grievance
adjusted without intervention of the Association provided the adjustment
is not inconsistent with terms of the Agreement and that the Association
has been given the opportunity to discuss the matter with the teacher first.
C. Procedure
1. Since it is important that grievances be processed as rapidly as possible,
the number of days indicated at each level shall be considered as a
maximum and every effort should be made to expedite the process. The
time limits specified may, however, be extended by mutual agreement.
2. 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, the limits set forth shall be reduced so that
the grievance procedure may be exhausted by the end of the school year or as
soon thereafter as is practicable.
3. In the event no decision is forthcoming within the prescribed time limits at
any step, the aggrieved may, upon notice, proceed to the next step. It is
understood that the aggrieved person(s) shall, during and notwithstanding
the pendency of any grievance, continue to observe all assignments and
applicable rules and regulations of the Board until such grievance and any
effect thereof shall have been fully determined.
4. Level 1 : A teacher with a grievance shall within ten (10) school days,
first discuss it with the Superintendent with the objective of resolving the
matter informally. Within seven (7) school days after the date of the
discussion, the Superintendent shall orally make known their decision to
the employee.
5. Level 2: If the aggrieved person is not satisfied with the disposition at
Level 1, he may file the grievance in writing with the Chairman of the
Association’s Committee on Professional Rights and Responsibilities
(hereinafter referred to as the “PR&R Committee”) within seven (7)
days. Within seven (7) school days after receiving the written grievance the
PR&R Committee shall present a written statement of its position on the
matter to the Superintendent and to the aggrieved. The grievance shall
specify what provision, policy or decision is being grieved and what
remedy is being requested. If further discussion is necessary, the
Superintendent shall hold a meeting upon request of the PR&R Committee
and render a written decision within seven (7) school days of the receipt of
the written statement from the PR&R Committee. The decision shall be
prepared in duplicate; one copy to the aggrieved person and one copy to
the PR&R Committee.
6. Level 3: If the aggrieved person is not satisfied with the disposition of this
grievance at Level 2, he may request a review by the Board of Education.
This request shall be made in writing through the Superintendent who
shall attach all related documents and forward the request to the Board of
Education. The Board shall review the case, shall hold a hearing with the
employee if requested by the employee, and shall render a decision in
writing within thirty (30) days of receipt of the grievance. Copies of the
decision shall be sent to the aggrieved, to the Superintendent and to the
PR&R Committee.
7. Level 4:
a. A grievance which remains unresolved to the satisfaction of the
aggrieved after a decision has been rendered by the Board may be
submitted to arbitration within ten (1 0) calendar days following
receipt of the Board’s decision by the PR&R Committee upon the
written request of the aggrieved, provided the PR&R Committee
determines that the grievance is meritorious.
b. Within fifteen (1 5) school days after such written notice of
submission to arbitration, the Board and the PR&R Committee
shall attempt to agree upon a mutually acceptable arbitrator and
shall obtain a commitment from said arbitrator to serve. If no
agreement is reached or a commitment to act as such cannot be
obtained, a request shall be made to the Public Employment
Relations Commission (PERC) for a list of arbitrators. The rules
and procedures shall then bind the parties of the PERC in the
selection of an arbitrator.
c. The arbitrator so selected shall confer with the representatives of
the Board and the PR&R Committee and hold hearings promptly
and shall issue a decision not later than thirty (30) days from the
date of the close of the hearings or, if oral hearings have been
waived, then from the date on which the final statements and
proofs on the issues are submitted to him. The arbitrator’s decision
shall be in writing and shall set forth his findings of fact, reasoning
and conclusions on the issues submitted, The arbitrator shall be
without power or authority to make any decision which requires
the commission of an act prohibited by law or which is in violation
of the terms of this Agreement. The decision of the arbitrator shall
be submitted to the Board and the Association and shall be final
and binding on the parties.
d. The cost of the arbitration shall be borne equally by the Board and
the Association.
D. Rights of Teachers to Representation
1. Any party-in-interest may be represented at all stages of the grievance
procedure by himself or, at his option, by a representative selected or
approved by the Association. When a teacher is not represented by the
Association, the Association shall have the right to be present and to state
its views at all stages of the grievance procedure.
2. No reprisals of any kind shall be taken by the Board or by any members of
the administration against any party-in-interest, any building
representative, any member of the PR&R Committee or any other
participant in the grievance procedure by reason of such participation.
E. Miscellaneous
1 If, in the judgment of the PR&R Committee, a grievance affects a group or
class of teachers, the PR&R Committee may submit such grievance in
writing to the Superintendent (or immediate superior) directly and the
processing of such grievance shall commence at Level 2, The PR&R
Committee may process such a grievance through all levels of the
grievance procedure even though aggrieved person does not wish to do so.
2. All documents, communications and records dealing with the processing
of a 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 for filing grievances, serving notices, taking appeals, making
reports and recommendations, and other necessary documents shall be
prepared jointly by the Superintendent and the Association and given
appropriate distribution so as to facilitate operation of the grievance
procedure,
4. The function of these procedures is to assure equitable and proper
treatment under existing rules, policies, procedures and contractual
agreements which relate to or affect the employee. They are not used for
changing existing rules, policies, procedures and contractual agreements
or for establishing new ones.
5. All meetings and hearings under this procedure shall not be conducted in
public and shall include only parties-in-interest and their designated or
selected representatives.
IV. ARTICLE 4: TEACHER EVALUATION
A.
1. All monitoring or observation of the work performance of a teacher shall
be conducted openly and with full knowledge of the teacher.
2. A teacher shall be given a copy of any class-visit or evaluation report
prepared by his evaluators within ten (10) school days of the class-visit
and at least one (1) day before any conference to discuss it. No such
report shall be placed in the teacher’s file or otherwise acted upon without
prior conference with the teacher who thereupon shall affix his signature
and the date thereof. The teacher’s signature shall only be as
acknowledgment of the evaluation.
The observation form shall have a specific section available for written
comments by the teacher being evaluated.
B. Any complaints regarding a teacher made to any member of the administration by
any parent, student or such person which are used in any manner in evaluating a
teacher shall be promptly investigated and called to the attention of the teacher.
The teacher shall be given an opportunity to respond to and/or rebut such
complaint, and shall have the right to be represented by the Association at any
meetings or conferences regarding such complaint.
C. Non-tenured teachers will be notified of their contract status consistent with law.
V. ARTICLE 5: SALARIES
A. The salaries of all teachers covered by this agreement are set forth in Guides
which are attached hereto and made a part hereof, All teachers who are offered
contracts shall indicate acceptance or rejection, in writing, within twenty (20)
calendar days of receipt of offer.
B, Teachers with military experience up to and including four (4) years shall be
placed on the corresponding pay scale in accordance with applicable state and
federal statutes.
C. All teachers are to be placed on their proper place on this guide, or higher. In
order to more equitably arrive at each teacher’s proper place on the above guide,
it shall be incumbent upon each teacher to notify the Board in writing of his/her
satisfactory completion of any graduate courses with appropriate documentation
as requested. Teachers will be placed on the appropriate level effective either
October 1 or February 1 following receipt of letter and documentation. Payment shall be retroactive to the date the paperwork is received in the office of the Board of Education.
The District will send a letter to each teacher by January 15 of each year, requesting
that the teacher notify the District how many courses and credits they anticipate
taking during the following year. Teachers shall respond by February 1. Any
teacher newly employed after January 31 will remain on the appropriate step of
the guide for the remainder of that year and the following year.
D. Teachers supervising extra-curricular activities will be compensated according to
the following schedule, Compensation payments may be given to a single
employee or shared among a group of employees. This applies to intramural
activities.
8th Grade Advisor(s) $300.00 per year
I&RS Chairperson $300.00 per year
ESL Coordinator $500.00 per year
504/Affimative Action Officer $750 per year for combined position
Curriculum Coordinator $500 per year
Test Coordinators $500 per year per position or $750 if both
positions are held by one employee
Basic Skills Coordinator Compensation to be that amount received
through the Grant,
VI. ARTICLE 6: TEMPORARY LEAVES OF ABSENCE
A. Teachers shall be entitled to the following temporary non-accumulative leaves of
absence with pay:
1. Three (3) days leave of absence for personal, legal, business, household or
family matters which require absence during school hours. Applications
to the Superintendent shall be made for authorization:
... at least five (5) days before or after a holiday or scheduled vacation
period (no exceptions).
... at least two (2) days before such leave (except in case of emergencies).
The number of teachers on leave shall not exceed three (3) on any given
day. 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. A
personal day may be taken the day before a holiday only when application is
made to the Superintendent for such leave. The following days are classified as
holidays or scheduled vacation periods with reference to personal days:
1. Labor Day
2. NJEA Convention
3. Thanksgiving Recess
4. Winter Recess
5. Presidents’ Birthday Observance
6. Spring Recess
7. Memorial Day
8. Summer Recess
Three (3) personal days not utilized may be added to sick days and
accumulated yearly with no maximum limit.
2, Up to one (1) day per school year for the purpose of visiting other schools.
A written report of this visitation will be submitted to the Superintendent.
Such requests shall be subject to approval by the Board.
3. “Bereavement Days – as per occurrence:
Up to five (5) days shall be granted in the event of the death of immediate
Family (i.e. spouse, children, parents, siblings, in-laws, grandparents
Grandchildren, and any person living in the home of the teacher}
Up to one (1) day for the extended family of the teacher.(i.e. aunt, uncle, cousin, niece, nephew)
In the event of the death of an employee or student in the district,
An appropriate number of teachers (not to exceed 10%) shall be granted sufficient release time to attend the funeral.
Additional days not to exceed one (1) may be granted by the CSA in the
case of the death of a niece, nephew, aunt, uncle, brother-in-law, or
sister-in-law.
4, Other leaves of absence with or without pay may be granted by the Board
for good reason.
B. Leaves taken pursuant to Section A above shall be in addition to any sick leave to
which the teacher is entitled.
C. Child care
1. Natural Birth: The Board shall grant child care leaves without pay to any
teacher upon request subject to the following stipulations and limitations:
a. Childcare leave shall commence on the date requested by the
teacher.
b. No teacher shall be prevented from returning to work after
childbirth solely on the ground that there has been a time lapse
between childbirth and the desired date of return.
c. The Board shall not remove any teacher from her duties during
pregnancy unless the teacher cannot produce a certificate from her
physician that she is medically able to continue teaching.
d. The Board shall not discriminate against any person in violation of
N.J.S.A. 10:5-1 et seq,, The Law Against Discrimination, nor in
violation of the Constitutions of the State of New Jersey and of the
United States.
e, Any teacher granted child care leave must return no later than the
start of the school year first following the second birthday of the
child, to continue at the status held at the commencement of the
leave.
f. Teachers on childcare leave wishing to return after the start of a
school year will be dealt with individually at the discretion of the
School Board.
g. Any teacher on child care leave must notify the Board by April
15th of the year preceding the start of the school year in which
they intend to return. The Board has the prerogative to extend this
date.
h. In no event shall the Board be required to grant a childcare leave to
both spouses who work in the district.
i. these provisions will not be applicable to non-tenured teachers to
the extent that leave would be granted beyond the current school
year for which they have an employment contract.
2. Adoption: The Board shall grant child care leave without pay, to any
teacher upon request for the purpose of adoption according to the same
stipulations and limitation cited in Article 6, Section C-1 (Natural
Childbirth) with the fallowing exceptions:
a. Any teacher granted a child care leave for the purpose of adoption
shall return no later than the start of the school year subsequent to
the first annual celebration of the date of commencement of legal
guardianship. In no case shall this period be less than one year.
b. Because of the unpredictability of adoption procedures, where
practicable, the teacher shall attempt to notify the Board sixty (60)
days prior to the commencement of said leave.
c. The Board agrees that should arrangements for adoption be
protracted, the teacher may continue employment beyond the
stated commencement date of said leave.
VII. ARTICLE 7: PROFESSIONAL DEVELOPMENT AND EDUCATIONAL
IMPROVEMENT
A. The Board and the Association, recognizing that in our rapidly changing society
teachers must constantly review teaching methods and materials and other topics
related to education, support the principle of continuing training of teachers and
the improvement of instruction.
B. To work toward the end stated above, the Board agrees:
1. To pay the current College of New Jersey rate for residents per credit hour
to a degree teacher upon satisfactory completion of graduate courses
which shall be approved by the Superintendent in advance of registration.
The course shall be related to the subject matter being taught. The limit
for paid credits shall be 18 per year. Effective the 2006-07 school year, the
limit for paid credits shall be 12 per year; non-tenured teachers are limited
to one paid course in the Fall, Winter, and Spring but may take courses over
the summer for a total of 12 paid credits per year. Additional summer
courses may be submitted to the Board of Education for approval.
2. Payment for all courses shall be made upon substantiation of credits
received by submission of transcript of grades not less than B.
3. The number of paid credits for a teacher employed part time shall be
proportionate to the amount of time employed for that school year.
C. Mentoring
1. All mentoring positions shall be posted and volunteers will be considered
first. The Superintendent will make the final decision.
2. Teachers will not be evaluated in their function as a mentor.
3. Mentoring teachers will be paid the amount provided by the Department
of Education and the mentored teacher is responsible for paying any
difference between the mentoring fee and the State’s contribution thereto.
VIII. ARTICLE 8: INSURANCE PROTECTION
A. As of the beginning of the 2000-2002 school year, the Board shall provide the
health-care insurance protection designated below. The Board shall pay the full
premium for each teacher.
1. The health-care program shall be provided by the Board. Effective as
soon as practicable following the full execution of this Agreement, all
employees will shift to the School Employees Health Benefits Program with a
prescription card. Any change in carriers which would alter the level of benefits
would be mutually agreed upon by both the Board and the Association.
Any employee who works a minimum of twenty-six (26) hours per week will be considered as a full-time employee and entitle to all the benefits all other full-time employees receive pursuant to Article VIII.
2, For each teacher who remains in the employ of the Board for the full
school year, the Board shall make payment of insurance premiums
commencing September 1st and ending August 3 1st.
3: Teachers who work a full schedule teaching between Alpha and another
district(s) shall be compensated by the District for health insurance
premiums proportionate to the time employed in Alpha.
4. Part-time employees shall be compensated according to the following
schedule:
a. 2/5 time employee $300.00
1/2 time employee $350.00
3/5 time employee $400,00
Said payment will be made in June
B. The Board shall provide for continuance of health-care insurance after retirement
in accordance with said plan in effect at that time. The retired teacher shall pay
the premiums.
C. The Health-care Insurance carrier will provide each teacher with a description of
the health-care insurance coverage provided under this article including
conditions and limits of coverage listed,
D. The Board shall pay the full premium in cases where appropriate for family-plan
insurance coverage.
E. A dental program shall be provided by the Board. Any change in carriers which
would alter the level of benefits would be mutually agreed upon by both the
Board and the Association.
F. The district shall implement a full family prescription insurance plan covering its teachers through the School Employees Health Benefits Program. All co-pays and/or deductibles shall be in accordance with those required by the applicable State Plan.
The plan shall be mutually agreed upon by both the Board and the Association.
IX, ARTICLE 9: ASSOCIATION RIGHTS AND PRIVILEGES
A. The Association and its representatives shall have the right to use the school
building at all reasonable hours for meetings. The Superintendent shall be
notified in advance of the time and place of all such meetings to avoid conflicts.
B. The Association shall have the exclusive use of a bulletin board in the faculty
lounge. The Association shall also be assigned adequate space on the bulletin
board in the office for Association notices. Copies of all materials to be posted on
such bulletin boards shall be given to the Superintendent, but no approval shall be
required.
C. The rights and privileges of the Association and its representatives as set forth in
this Agreement, shall be granted only to the Association and the exclusive
representative of the teachers, and to no other organization.
X. ARTICLE 10: TEACHING HOURS AND TEACHING LOAD
A.
1. As professionals, teachers are expected to devote to their assignments the
time necessary to meet their responsibilities, but they shall not be required
to “clock in” or “clock out” by hours and minutes. Teachers shall indicate
their presence for duty by placing a check mark in the appropriate column
of the faculty “sign-in” roster.
2. The total in-school work day shall consist of not more than six (6) hours
and forty five (45) minutes which shall include a duty-free lunch period as
guaranteed to teachers under Section B of this article.
3. Teachers shall be required to report for duty not earlier than 7:45 (with the
pupils’ school day remaining from 8:10 a.m. to 2:15 p.m.) and shall be permitted to leave fifteen (15) minutes after the close of the pupils’ school day.
B.
1. Teachers shall have a duty-free lunch period of at least thirty (30) minutes.
2. Teachers may leave the building during their scheduled duty-free lunch
period providing they notify the Superintendent,
C. Teachers may be required to remain after the end of the regular workday, without
additional compensation for the purpose of attending faculty or other professional
meetings that are absolutely necessary. Such meetings should begin no later than
ten (1 0) minutes after the student dismissal time and shall run no more than sixty
(60) minutes. The frequency of meetings shall be limited to two (2) per month.
Emergency meetings may be called by the CSA as needed.
D. Teachers assigned to curriculum development work that extends beyond the
normal work day shall be compensated at an hourly rate of $35 All work is to
be done in school; special circumstances to be considered by the Superintendent
and the Board.
E. The Board agrees to guarantee minimum daily preparation time of at least thirty (30) minutes during full-day school sessions to all instructional employees represented by the Association.
XI. ARTICLE 11: NON-TEACHING DUTIES
A. The Board and the Association acknowledge that a teacher’s primary
responsibility is to teach and that his energies should, to the extent possible, be
utilized to this end. Therefore, they agree as follows:
1. Teachers shall not be required to perform the following duties:
a. Nonprofessional assignments including milk distribution,
supervision of cafeterias, bus loading or unloading, storing books,
delivering books to classrooms, keeping registers, and/or custodial
functions.
b. Correcting standardized tests used at the direction of the Board or
the Superintendent.
XII. ARTICLE 12: SICK LEAVE
A. All teachers employed shall be entitled to twelve (12) sick leave days each as of
the first official day of said school year whether or not they report for duty on that
day. Unused sick days shall be accumulated from year to year with no maximum
limit.
B.. Teachers shall be given a written accounting of accumulated sick leave days no
later than September 30th of each school year.
C Salary entitlement for teachers who experience pro-longed absence beyond their
sick leave entitlements shall be evaluated by the Board on a case-by-case basis in
accordance with N.J.S,A. 18A:30-6. Such requests shall not be arbitrarily denied.
D. Teachers with a minimum of fifteen (1 5) years of service within the Alpha School
District shall, upon retirement (pursuant to T.P.A.F. rules) from the District, be
paid (for up to 200 days) sixty five dollars ($65.00) per day for 2008-2009, seventy dollars ($70) per day for 2009-2010, and seventy five dollars ($75) per day for 20010-2011. Teachers intending to retire shall notify the District of their intention
by February 15 of the intended effective date of their retirement. Failure to do so
will not act as a penalty so that the teacher will not receive the amount otherwise
payable.
E. Unexcused absence will be deducted at a rate of 1/200 of the annual salary per
day.
XIII: ARTICLE 13: PROMOTION AND VACANCIES
A. Whenever a vacancy occurs or a new position is created, a notice shall be posted
during the school year.
B. All qualified teachers shall be given adequate opportunity to make application for
such positions and no position shall be filled until all properly submitted
applications have been considered. The Board agrees to give due weight to the
professional background and attainments of all applicants and other relevant
factors.
XIV. ARTICLE 14: SCHOOL CALENDAR
A. Teachers will have representation only in the formulation of the school calendar
with final decision by the Board.
B. The Board agrees to hold minimum session days on the last school day immediately preceding the Thanksgiving Break and on the last school day immediately preceding the Winter (December) break.
XV. WORK YEAR
A. The in-school work year for full-time teachers employed on a ten (1 0) month
basis shall not exceed one hundred eighty-three (183) days, including one hundred
and eighty (18O) student days. Effective 2004-07, a minimum school day will be
scheduled on “Back to School Night,”
XVI. ARTICLE 16: AGENCY FEE
A. If an employee does not become a member of the Association during any
membership year which is covered in whole or in part by this Agreement, said
employee will be required to pay an agency fee to the Association for that
membership year. The purpose of this fee will be to offset the employee’s per
capita cost of services rendered by the Association as majority representative.
B. Prior to the beginning of each membership year, the amount of said agency fee
shall be certified to the Board by the Association, which amount shall not exceed
eighty-five percent (85%) of the regular membership dues, fees and assessments
charged by the Association to its own members.
C. Once during each membership year covered in whole or in part by this
Agreement, the Association will submit to the Board a list of those employees
who have not become members of the Association for the then current
membership year. The Board will deduct the agency fee in equal installments, as
nearly as possible, for the paycheck paid to each employee of the aforesaid list
during the remainder of the membership year in question.
D. The employer shall remit the amount deducted to the Association monthly, on or
before the 15th of the month following the month in which such deductions were
made
E. These deductions will commence on the next month following the new
employee’s successful completion of the required probationary period.
F. The Association shall establish and maintain at all times a demand and return
system as provided by NJ.S.A. 34:13A-5.5(c) and 5.6, and membership in the
Association shall be available to all employees in the unit on an equal basis at all
times. In the event the Association fails to maintain such a system or if
membership i s not so available, the employer shall immediately cease making
said deductions.
G. The Association shall indemnify and hold the Board harmless against any and all
claims, demands, suits, fees, costs, reasonable attorneys’ fees and other forms of
liability that shall arise out of, or by reason of any action taken or not taken by the
Board for the purpose of complying with any provisions of this Article. The
Association shall intervene in and defend any administrative or court litigation,
XVII. ARTICLE 17: DURATION
A. The provisions of this Agreement shall be effective as of September 1, 2008 and shall remain in full force and effective until August 31,2011 subject to the rights
of the Board and the Association for a modification of this Agreement as provided
in Article 2 of this Agreement. If any provision of this agreement or any
application of this to any employee or group of employees is held to be contrary
to law, then such provision or application shall not be deemed valid and subsisting
except to the extent permitted by law, but all other provisions or applications shall
continue in full force and effective during the term of this contract.
XVIII. ARTICLE 18: BOARD RIGHTS
The Board reserves to itself sole jurisdiction and authority over matters of policy and
retains the right, subject only to the limitations imposed by the language of this
agreement, in accordance with applicable laws and regulations:
A To direct employees of the school district;
B. To hire, promote, transfer, assign and retain employees in positions in the school
district and to suspend, discharge or take other disciplinary action against
employees
To relieve employees from duty in accordance with the law;
To maintain efficiency of the school district operations entrusted to them
E. To determine the method, means and personnel by which such operations are to
` be conducted;
F. To take whatever actions may be necessary to carry out the mission of the school
district in situations of emergency,
IN WITNESS WHEREOF, the parties have hereunto set their hands and seals this ___ day of __________, 2008
For the For the
ALPHA BOARD OF EDUCATION ALPHA EDUCATION ASSOCIATION
_______________________________ ________________________________
Vice President President
_______________________________ ________________________________
Secretary Chairperson, Teachers Committee
_______________________________ ________________________________
Chairperson, Negotiation Committee Committee Member
______________________________
Committee Member
ALPHA BOARD OF EDUCATION/ALPHA EDUCATION ASSOCIATION
Schedule A
2008-2009 Salary Guide
Step | BA | BA15 | BA30 | MA | MA15 | MA30 |
D | 41,260 | 42,760 | 44,260 | 46,260 | 47,260 | 48,760 |
E | 41,760 | 43,260 | 44,760 | 46,760 | 47,760 | 49,260 |
F | 42,260 | 43,760 | 45,260 | 47,260 | 48,260 | 49,760 |
G | 42,760 | 44,260 | 45,760 | 47,760 | 48,760 | 50,260 |
H | 43,550 | 45,050 | 46,550 | 48,550 | 49,550 | 51,050 |
I | 44,950 | 46,450 | 47,950 | 49,950 | 50,950 | 52,450 |
J | 46,350 | 47,850 | 49,350 | 51,350 | 52,350 | 53,850 |
K | 47,750 | 49,250 | 50,750 | 52,750 | 53,750 | 55,250 |
L | 49,150 | 50,650 | 52,150 | 54,150 | 55,150 | 56,650 |
M | 50,550 | 52,050 | 53,550 | 55,550 | 56,550 | 58,050 |
N | 51,950 | 53,450 | 54,950 | 56,950 | 57,950 | 59,450 |
O | 53,350 | 54,850 | 56,350 | 58,350 | 59,350 | 60,850 |
P | 54,750 | 56,250 | 57,750 | 59,750 | 60,750 | 62,250 |
Q | 56,250 | 57,750 | 59,250 | 61,250 | 62,250 | 63,750 |
R | 58,500 | 60,000 | 61,500 | 63,500 | 64,500 | 66,000 |
S | 61,500 | 63,000 | 64,500 | 66,500 | 67,500 | 69,000 |
T | 64,600 | 66,100 | 67,600 | 69,600 | 70,600 | 72,100 |
U | 67,800 | 69,300 | 70,800 | 72,800 | 73,800 | 75,300 |
V | 71,100 | 72,600 | 74,100 | 76,100 | 77,100 | 78,600 |
W | 74,500 | 76,000 | 77,500 | 79,500 | 80,500 | 82,000 |
ALPHA BOARD OF EDUCATION/ALPHA EDUCATION ASSOCIATION
Schedule A
2009-2010 Salary Guide
Step | BA | BA15 | BA30 | MA | MA15 | MA30 |
D | 42,060 | 43,660 | 45,760 | 47,160 | 48,460 | 50,060 |
E | 42,560 | 44,160 | 45,760 | 47,660 | 48,960 | 50,560 |
F | 43,060 | 44,660 | 46,260 | 48,160 | 49,460 | 51,060 |
G | 43,560 | 45,160 | 46,760 | 48,660 | 49,960 | 51,560 |
H | 44,075 | 45,675 | 47,275 | 49,175 | 50,475 | 52,075 |
I | 45,670 | 47,270 | 48,870 | 50,770 | 52,070 | 53,670 |
J | 47,265 | 48,865 | 50,465 | 52,365 | 53,665 | 55,265 |
K | 48,860 | 50,460 | 52,060 | 53,960 | 55,260 | 56,860 |
L | 50,455 | 52,055 | 53,655 | 55,555 | 56,855 | 58,455 |
M | 52,050 | 53,650 | 55,250 | 57,150 | 58,450 | 60,050 |
N | 53,645 | 55,245 | 56,845 | 58,745 | 60,045 | 61,645 |
O | 55,240 | 56,840 | 58,440 | 60,340 | 61,640 | 63,240 |
P | 56,835 | 58,435 | 60,035 | 61,935 | 63,235 | 64,835 |
Q | 59,230 | 60,830 | 62,430 | 64,330 | 65,630 | 67,230 |
R | 61,725 | 63,325 | 64,925 | 66,825 | 68,125 | 69,725 |
S | 64,320 | 65,920 | 67,520 | 69,420 | 70,720 | 72,320 |
T | 67,015 | 68,615 | 70,215 | 72,115 | 73,415 | 75,015 |
U | 69,810 | 71,410 | 73,010 | 74,910 | 76,210 | 77,810 |
V | 72,705 | 74,305 | 75,905 | 77,805 | 79,105 | 80,705 |
W | 75,700 | 77,300 | 78,900 | 80,800 | 82,100 | 83,700 |
ALPHA BOARD OF EDUCATION/ALPHA EDUCATION ASSOCIATION
Schedule A
2010-2011 Salary Guide
Step | BA | BA15 | BA30 | MA | MA15 | MA30 |
D | 43,180 | 44,930 | 46,680 | 48,430 | 50,180 | 51,930 |
E | 43. 680 | 45,430 | 47,180 | 48,930 | 50,680 | 52,430 |
F | 44,180 | 45,930 | 47,680 | 49,430 | 51,180 | 52,930 |
G | 44,680 | 46,430 | 48,180 | 49,930 | 51,680 | 53,430 |
H | 45,180 | 46,930 | 48,680 | 50,430 | 52,180 | 53,930 |
I | 45,770 | 47,520 | 49,270 | 51,020 | 52,770 | 54,520 |
J | 47,365 | 49,115 | 50,85 | 52,615 | 54,365 | 56,115 |
K | 49,110 | 50,860 | 52,610 | 54,360 | 56,110 | 57,860 |
L | 51,155 | 52,905 | 54,655 | 56,405 | 58,155 | 59,905 |
M | 53,250 | 55,000 | 56,750 | 58,500 | 60,250 | 62,000 |
N | 55,395 | 57,145 | 58,895 | 60,645 | 62,395 | 64,145 |
O | 57,590 | 59,340 | 61,090 | 62,840 | 64,590 | 66,340 |
P | 59,835 | 61,585 | 63,335 | 65,085 | 66,835 | 68,585 |
Q | 62,130 | 63,880 | 65,630 | 67,380 | 69,130 | 70,880 |
R | 64,475 | 66,225 | 67,975 | 69,725 | 71,475 | 73,225 |
S | 66,870 | 68,620 | 70,370 | 72,120 | 73,870 | 75,620 |
T | 69,315 | 71,065 | 72,815 | 74,565 | 76,315 | 78,065 |
U | 71,810 | 73,560 | 75,310 | 77,060 | 78,810 | 80,560 |
V | 74,355 | 76,105 | 77,855 | 79,605 | 81,355 | 83,105 |
W | 76,950 | 78,700 | 80,450 | 82,200 | 83,950 | 85,700 |
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