SUPERVISORS’ ASSOCIATION

HYPERLINK \l "_ebyoq3ts7sr2" \h PREAMBLE PAGEREF _ebyoq3ts7sr2 \h 3

HYPERLINK \l "_cr3y1i8qzixs" \h ARTICLE I PAGEREF _cr3y1i8qzixs \h 3

HYPERLINK \l "_26zq1jfaxth0" \h RECOGNITION PAGEREF _26zq1jfaxth0 \h 3

HYPERLINK \l "_6pf3v4oziptd" \h GRIEVANCE PROCEDURE PAGEREF _6pf3v4oziptd \h 4

HYPERLINK \l "_cc4i4i4s5exs" \h ADMINISTRATIVE RIGHTS PAGEREF _cc4i4i4s5exs \h 7

HYPERLINK \l "_4bdx3qyqgvry" \h BENEFITS PAGEREF _4bdx3qyqgvry \h 8

HYPERLINK \l "_li757nc4q6nv" \h PROFESSIONAL DEVELOPMENT PAGEREF _li757nc4q6nv \h 10

HYPERLINK \l "_1bjv877lthh2" \h TRANSFER, REASSIGNMENT, AND PROMOTION PAGEREF _1bjv877lthh2 \h 11

HYPERLINK \l "_1tg0pnqip070" \h MISCELLANEOUS PAGEREF _1tg0pnqip070 \h 12

HYPERLINK \l "_3y80ebouveo6" \h EMPLOYMENT PAGEREF _3y80ebouveo6 \h 12

HYPERLINK \l "_84aeyx8q25ga" \h EXTENDED LEAVES OF ABSENCE PAGEREF _84aeyx8q25ga \h 14

HYPERLINK \l "_jrg8r0yfc9wx" \h ASSOCIATION RIGHTS AND PRIVILEGES PAGEREF _jrg8r0yfc9wx \h 16

HYPERLINK \l "_9wafgtze5bo" \h ARTICLE XII PAGEREF _9wafgtze5bo \h 18

HYPERLINK \l "_xvmvqbhhcjo5" \h DURATION OF AGREEMENT PAGEREF _xvmvqbhhcjo5 \h 18

1. The term “days” when used in this Article shall mean working days.

2. The term “grievance” means a complaint or claim that there has been improper application, interpretation or alleged violation of this Agreement, BOARD policies or administrative decisions affecting the terms and conditions of employment of an administrator or group of administrators.

3. An ADMINISTRATOR shall not have the right to refuse to follow an administrative directive or a BOARD policy on the grounds that he has instituted a grievance.

The purpose of the procedure is to resolve, at the lowest possible level, differences concerning the rights of the parties regarding the terms and conditions of employment of the administrators covered by this agreement.

Both parties agree that these proceedings will be kept as informal and confidential
as may be appropriate at every level of the procedure.

a. A grievance may be filed by any individual member, a group of
members, or by the ASSOCIATION, either in its name or as the
representative of a group or class whose individual signatures shall not
be necessary.

b. The number of days indicated at each level is considered as a
maximum and every effort shall be made to expedite the process. The
time limits specified may, however, be extended by mutual agreement.

c. All grievances must be initiated at Level One within 15 school days after the administrator knows or should have known of the alleged basis of the grievance.

d. Upon failure at any step to communicate the decision on a grievance within the specified time limits, the grievance shall proceed to the next level of the grievance procedure. Failure to appeal an answer, which is unsatisfactory within the specified time limits, shall be deemed to constitute an acceptance of such response as resolving the grievance.

e. A grievance may be withdrawn at any point during the grievance procedure. The withdrawal of the grievance must be in writing to the superintendent and the grievance shall be deemed resolved.

a. The administrator with a grievance shall discuss it with his immediate supervisor or principal in an attempt to resolve the grievance informally. If the grievant is a principal, the discussion should be with the superintendent.

b. If, as a result of the discussion, the grievance is not resolved to the
satisfaction of the administrator within two days, he shall set forth
his grievance in writing to his supervisor. The principal shall
communicate his decision to the administrator in writing within two
days of receipt of the written grievance.

c. In the case of a principal being the grievant if, as a result of the
discussion, the grievance is not resolved to the satisfaction of the
principal within two days, he shall set forth his grievance in
writing to the superintendent. The superintendent shall communicate his decision to the principal in writing within two days of receipt of the written grievance.

3. Level Two

a. In the case of a principal Level Two will be eliminated and the grievant will proceed to Level Three.

b. If the grievance is not resolved at Level One to the satisfaction of the administrator, he may appeal the decision to the superintendent of schools within five school days. The appeal to the superintendent
must be made in writing and must set forth the grounds upon which the grievance is based.

c. The superintendent shall request a report on the complaint from the principal, shall confer with the concerned parties and, upon request, with the administrator or principal separately. He shall attempt to resolve the matter within a period not to exceed five days from the receipt of the appeal. The superintendent shall communicate his decision, in writing, along with supporting reasons to the administrator and the principal.
4. Level Three

a. If after the superintendent has communicated his written decision, the grievance is not resolved to the satisfaction of the administrator, he may appeal the superintendent’s decision to the BOARD within ten days.

b. The appeal to the BOARD must be submitted in writing through the superintendent who shall attach all related papers and forward the appeal to the BOARD.

c. The BOARD shall review the grievance and hold a hearing with the administrator if requested by either party.

d. If no hearing is requested, the BOARD shall render a decision within five days of the next scheduled BOARD meeting after having received the appeal. If a hearing has been requested, the BOARD shall render a decision within five days of the date of the hearing.

a. Only a grievance arising from an alleged violation of the express
written terms of the agreement which remains unresolved to the
satisfaction of the administrator after a decision has been rendered by the BOARD may be submitted to arbitration within six days following the BOARD’S decision.

b. Within five days after such written notice of submission to arbitration, the BOARD and the ASSOCIATION shall attempt to
agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the PERC by either party. The parties shall then be bound by the rules and procedures of the PERC

c. The arbitrator so selected shall confer with the representatives of the
BOARD and the ASSOCIATION and hold hearings promptly and
shall issue his decision no later than twenty days from the date of
the close of the hearings, or if oral hearings have been waived, then
from the date 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 issue 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 a violation of the terms of this Agreement. The decision of the arbitrator shall be advisory and shall be submitted to the BOARD and the ASSOCIATION.

d. The cost for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board of Education and the Association.

Any aggrieved administrator 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 an employee is not represented by the Association, the Association shall have the right to be present as an observer.

1. Group Grievance –

If, in the judgment of the ASSOCIATION, a grievance affects a group or class of administrators working in separate buildings, the administrators must advise their individual principals of the grievance, but may submit the grievance in writing directly to the superintendent. If the group of administrators work in one building, they will start the grievance procedure at level one.

2. Forms - Forms for filing grievances, serving notices, making 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.

Nothing shall be placed in such personnel file without the administrator’s knowledge and he shall have the right to appeal the inclusion of any item through the superintendent to the BOARD.

1a. Effective 7/1/08, unit members who opt out of medical benefit coverage for a full school year shall receive 25% of current cost of medical, dental, and prescription plans for reimbursement at the end of the fiscal year. Members may opt out of their medical, dental, or prescription plans individually or in any combination of the three, and will receive 25% of whichever portion they opt out of.

1b. Effective July 1, 2017, any reimbursement paid to employees pursuant to Article IV.1a shall be capped at $8,500 per year; waiver amount to $5,000 for all individuals hired or moved into the unit after July 1, 2020.

2a. Removed July 1, 2014

3. Removed July 1, 2014

4. Removed July 1, 2014

5. Each administrator shall be entitled to the UNUM Insurance Plan, of which $625.00 per year will be paid by the BOARD.

a. Receive twenty days vacation per fiscal year. All vacation days shall have prior approval of the superintendent and all earned vacation days shall be taken within the fiscal year. Not more than five vacation days may be taken during the school year unless approved by the superintendent. On June 30^th of each year, unused vacation days may be carried over to the next fiscal year; however, at the start of any fiscal year the total cumulative carried over vacation days is limited to a maximum of ten days.

b. Receive three personal days per fiscal year. All unused personal days will be transferred to sick days on June 30^th of each year.
c. Receive twelve sick days per fiscal year. All unused sick days as of June 30^th of each year shall be accumulated from year to year.
d. Any ten-month administrator going to a twelve-month position will receive vacation, based upon the months worked, on a pro-rated basis.

7. Ten-month administrators shall:

a. Receive two personal days per school year. All unused personal days will be transferred to sick days on June 30^th of each year.

b. Receive ten sick days per school year. All unused sick days as of June 30^th of
each year shall be accumulated from year to year.

8. Effective July 1, 2020, Administrators shall be permitted to convert up to five (5) sick leave days per year to Family Illness Days.

A. Definitions

1. DISTANT conventions, or workshops, shall be ones which are at such
a distance that it requires air travel to attend.

2. STATE, REGIONAL, State Department of Education and local workshops organized by either professional associations or private
companies may attend by using automobiles.

3. Conventions or workshops may be single or multiple days in length.

B. Procedures

1. Prior to the administrator making financial commitments, administrators shall apply, in writing, to the superintendent for
permission to attend a convention/workshop. A carefully worked out estimated cost should be included.

2. Distant conventions/workshops - A maximum of six administrators
per fiscal year may attend these conventions. The maximum expenses from the $20,000 shall not exceed $2,500 per person, or $15,000.

3. State and Regional Workshops - An unlimited number of
administrators may attend workshops with cost not to exceed the
money remaining from the $20,000.

4. The principal and vice principal of the same building will not be
permitted to leave simultaneously unless approved or requested by the superintendent.

5. The BOARD shall pay expenses only for the administrator and not for his spouse or dependents.

6. Upon returning from an overnight conference, a written report shall be submitted to the superintendent.

1. Adjustment to salary schedule - Credit for previous educational
experience/industrial experience shall be determined by the superintendent
and the prospective employee.

2. Any ten month employee employed prior to February 1 of any school year
shall be given credit for one year of service. Any twelve month
employee employed prior to January 1 of any school year shall be given full credit for one year of service.

3. The superintendent shall have the discretion of hiring a new employee at any salary he selects provided that the new employee’s salary is not more than any other member of the unit in the same position with the same number of years experience, inside or outside the district, with the same level of education.

Attendance Bonus $ 300.00

More than one day up to and including two days $ 200.00

between schools during the work day shall be reimbursed at the rate allowable under NJ OMB.

1. Death

a. Up to five days at any one time in the event of the death of an
employee’s parent, spouse, child, legal guardian, brother, sister,
grandparent, grandchild, father-in-law, mother-in-law-, or any other member of the immediate household. In case of a bereavement leave the administrator shall be granted a non-consecutive leave within 30 days as granted by the Superintendent.

b. Two days will be granted for brother-in-law, sister-in-law, son-in-
law, or daughter-in-law. In case of a bereavement leave, the administrator shall be granted a non-consecutive leave within 30 days as granted by the Superintendent.

2. Subpoena - An employee subpoenaed by an official or department of government or by court clerk (not an attorney) as a witness, will be granted the day’s leave necessary to serve as a witness (not an observer), and the differential payment will be made between the employee’s regular contracted salary and the court’s per diem stipend. Except no differential payment shall be made in those cases when the employee and the BOARD are legal adversaries. All subpoenaed employees must submit a copy of the subpoena prior to the approval of the leave.

1. After the pregnancy is medically confirmed, the employee shall submit a statement from her personal physician to the superintendent setting forth the anticipated date of delivery and certification by the physician that the condition of the employee will not interfere with the full performance of her duties.

2. The Board shall grant disability due to pregnancy leave and child rearing leave upon written request of the employee. The combined leaves may not exceed one (1) year. A full school year leave will run from September 1 to June 30 for 10-month employees; and July 1 to June 30 for 12-month employees. The leaves must be consecutive and contiguous to the birth or adoption of a child 5 years or less in age.

3. Planned work beyond the first day of the 9^th month of pregnancy will again require doctor’s certification that it is physically possible for the employee to continue. Work into the 9^th month may require possible consultation with the school board physician.

4. The employee must provide two months advance written notice as to the exact date the leave is to begin. In the same letter, the employee must identify the request date of return to work.

5. An employee who has been granted disability leave may request, in writing to the superintendent, to use her sick leave for a period not to exceed 40 sick days. These days must be consecutive and may be scheduled in any combination of days either before or after delivery or in any combination of days before and after delivery. A statement from the employee’s personal physician certifying the exact date of the employee’s disability must accompany this written request. The provisions of this paragraph will be governed by federal and state law.

6. Any employee may request an adoption leave without pay for a period of up to one year. The employee will consult with his or her supervisor during the planning stages for the adoption. In order to meet the BOARD requirements for educational continuity, employees are expected to give two months advance written notice of the intended leave, except in cases where the adoption agency cannot provide notice of two months lead time. In the latter case, the employee may begin leave with less than two months notice.

1. Employees on leave for the remainder of the school year must notify the superintendent in writing:

a) By April 1^st of their intention to work the following July 1.

2. Upon return from leave granted pursuant to Section B or D of this Article, an employee shall be considered as if he were actively employed by the BOARD during the leave and shall be placed on Schedule A at the level he would have achieved if he had not been absent.

a) A ten-month employee returning on a subsequent year from an official leave and who has worked 90 school days or more will be placed on Schedule A at the level he would have achieved if he had not been absent. One who has worked less than 90 days will be placed on Schedule A at the same level as when he had left.

b) A twelve-month employee returning on a subsequent year from an official leave and who has worked 110 workdays or more will be placed on Schedule A at the level he would have achieved if he had not been absent. One who has worked less than 110 days will be placed on Schedule A at the same level as when he had left.

3. All benefits other than salary to which an employee was entitled at the time his approved leave of absence commenced, including unused accumulated sick leave shall be restored to him upon his return and he shall be assigned to the same position which he held at the time said leave commenced if available, or to a position similar to which the employee held at the time the leave of absence was granted.

when such facilities are not otherwise in use. Such use shall require approval by the superintendent.

A. Salary Schedules

1. The salaries of all administrators covered by this agreement are set forth in Schedule A which is attached hereto and made a part hereof. Compensation is inclusive of evening responsibilities.

2. Administrator minimum salary will be set at $86,000 per year, prorated when appropriate.

3. Deleted July 1, 2020

4. Longevity: At the start of the employee’s fifteenth (15^th) year of service in Burlington Township (not including any experience credited at initial hire), the employee shall receive an additional one thousand seven hundred fifty dollars (1,750) in longevity. At the start of the employee’s twentieth (20^th) year of service in Burlington Township (not including any experience credited at initial hire), the employee shall receive an additional one thousand seven hundred fifty dollars ($1,750) in longevity, for a total of three thousand five hundred dollars ($3,500) in longevity.

5. During the duration of this agreement, movement across the salary guide shall be as follows:
Masters + 15 $1,200.00 (+)
Masters + 30 $1,200.00 (+ +)
Masters + 45 $1,200.00 (+ + +)
Masters + 60 $1,200.00 (+ + + +)
Ph.D/Ed.D. $2,700.00 (+ + + + + )
Administrators hired as of July 1, 2020 shall move across the salary guide as follows:
Masters +15 $900 (*)
Masters +30 $900 (**) (1,800 total)
Masters +45 $900 (***) (2,700 total)
Masters +60 $1,200 (****) (3,900 total)
PhD/EdD $1,500 (*****) (5,400 total)

6. As per negotiations between the BOE and BTPSA, the yearly increases are as follows:

	Yearly Increase (per member)
2020-2021	$3,700
2021-2022	$3,700
2022-2023	$3,700

**The dollar amount increase, calculated and distributed equally to each member, was determined at the time of negotiations.

Additionally, each Administrator shall be eligible for Merit Pay as follows:

The Association and the Board agree that if mutually beneficial, the Superintendent and Association will agree to increase the number of goals for an individual year for all members of the Association. This increase will not exceed 4 goals per Administrator per year and will not be less than 3 goals per Administrator per year. These refer to goals tied to merit.

The flat amount per goal shall be:
2020-2021 - $450 per goal per person ($1,350 per person the first year)
2021-2022 - $450 per goal per person
2022-2023 - $450 per goal per person

Merit Pay shall not be part of the Base Salary effective July 1, 2020. Academic credits will remain as part of the base. Protocol for developing goals will be collaboratively agreed upon and revised within the previously established 'Merit Pay Guidelines.'

7. Protocol for developing goals and means to determine the allocation of merit to be awarded will be collaboratively agreed upon between the BTPSA and the Superintendent.

8. Effect July 1, 2014, any Administrator required to work overnight trips be paid the overnight rate of $151 per night.
B. In cases where the BOARD hires a ten-month administrator for a period of time when he is not required to be at work, the administrator is to be paid 1/200^th of his salary per diem. In cases of employment in July and August, the salary will be based on the previous year’s contractual salary.

C. Other Remuneration
1. During the life of this contract and upon retirement, or severance from the Burlington Township Schools for reasons other than dismissal, administrators shall be eligible to redeem their unused sick leave according to the following schedule:
Less than 15 years of service to this district $50.00 per day
15 or more years of service to this district $100.00 per day

2. There will be a cap of 325 days for twelve-month employees and 275 days for ten-month employees. In case of illness, sick days will be allowed to accumulate beyond the cap.

3. In case of death, the administrator’s estate will receive the unused sick and vacation day benefits as stated in Article XI, Section C, 1 & 2.

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