Contract Between
Hoboken B/E-Hudson
- and -
Hoboken Sch Ees Assn
* * *
07/01/2002 thru 06/30/2005


CategorySchool District
UnitCustodians

Contract Text Below
AGREEMENT BETWEEN HOBOKEN BOARD OF EDUCATION

AND

THE HOBOKEN SCHOOL EMPLOYEES ASSOCIATION



1.0 PREAMBLE


1.1 This agreement entered into by and between the Board of Education of

the City of Hoboken, New Jersey, hereinafter referred to as the “Board” and the

Hoboken School Employees Association, hereinafter referred to as the “Association” has

as its purposes:

1.1.1 the promotion of harmonious relations between the Board and the

Association;

1.1.2 the establishment of an equitable and peaceful procedure for the

resolution of differences;

1.1.3 the establishment of rates of pay, hours of work, and other conditions of

employment.


1.2 The Board will neither change nor modify any provision of this agreement

without first successfully negotiating same with the Association.

1.3 This agreement shall be in effect from July 1, 2002, until June 30, 2005.


1.4 Except as herein set forth, all terms and conditions now in effect as regular

employer/employee practices shall continue to be in effect for the duration of this

contract.
2.0 RECOGNITION


2.1 The Board recognizes the Association as the sole exclusive bargaining agent

for the purpose of establishing salaries, wages, hours and other conditions of employment

for all its full time and regular part time custodial and maintenance employees. The

Hoboken School Employees Association is granted permission to use a school building

for meetings of the Association.


2.2 For the purpose of this contract, “full time and regular part time employee”

shall mean a person employed directly by the Board for more than three consecutive

months and who is regularly employed at least 20 hours per week.


2.3 For the purpose of this contract an employee who is regularly employed less

than 20 hours per week shall be considered a part time employee. Their salaries, wages,

hours, and other conditions of employment are outside the scope of this agreement.



3.0 UNION SECURITY


3.1 The Board agrees to deduct the Association dues twice each month from the

pay of those employees who individually request in writing that such deductions be made.

The amounts to be deducted shall be certified to the Board by the Treasurer of the

Association and the aggregate deductions of all employees shall be remitted, together

with an itemized statement to the Treasurer, by the tenth day of the month following the

month in which the deductions are made. The authorization shall be irrevocable during

the term of this agreement except as provided by the New Jersey Statutes.
3.2 Representatives of the Association not employed by the Board shall be

permitted to visit with the employees during work hours at their work stations after

obtaining permission from the Superintendent or his/her designee for the purpose of

discussing Association matters, provided that the operations of the District are not

affected. Permission for such visits shall not be unreasonably withheld.


3.3 Only representatives duly certified by the Association shall be recognized by

the Board as authorized spokesmen or spokeswomen for the Association.


3.4 The Hoboken School Employees Association President shall receive four (4)

hours weekly to attend to matters of Association business with Association members.

These matters will be conducted within the confines of the school system.

3.5 Bulletin Boards will be allowed at each work location for use by the

Association for purposes of posting notices and information of a non-controversial

nature. The Board or its designee shall determine the location and size of said board,

but the entire cost of the board shall be borne by the Association.



4.0 SALARIES AND OTHER PAYMENTS


4.1 Effective July 1, 1991, Schedule A shall be the only salary guide. In addition,

employees shall be paid the differentials indicated by this section. In the event that the

new salary per Schedule A plus all applicable differentials except for the differential in

paragraph 4.2 below, is less than their scheduled salary under the prior contract, they will

be continued to be paid at the prior rate for as long as this condition exists.
4.2 All employees assigned to the regular night shift shall receive a differential of

$1,000 per year over and above their regular salaries. This differential shall be pro rata

for days actually worked. For regular shifts extending after 4:00 p.m., there will be a

differential of $125 per hour after 4:00 p.m. per year pro rated for days actually worked.


4.3 One employee in each building shall be designated as the Head Custodian.

This employee shall receive the appropriate annual differential from Schedule A over

and above all other compensation. There shall be a minimum of one (1) head custodian

assigned per building.

4.4 Employees may be designated as Skilled Laborers. Any employee so

designated shall be paid from the Skilled Laborer salary guide of Schedule A.


4.5 All employees possessing a Black Seal, but not qualifying for designation

under Sections 4.3 or 4.4 above shall be paid from the Engineer Guide.


4.6 Employees with perfect attendance from July 1 to December 31 shall receive

a perfect attendance bonus of $250.00 payable in January. Employees with perfect

attendance from January 1 to June 30 shall receive a perfect attendance bonus of

$250.00 payable in July. Employees with perfect attendance for the full work year (July 1 through June 30) shall receive an additional bonus of $100.00 payable in July. Absences due to a job related injury that are approved by a physician designated by the Board shall not be considered to be absences for the purposes of this paragraph.



4.7 Employees working out of job title requiring higher pay shall receive the

greater sum for the period temporarily assigned.


5.0 WORK SHIFTS


5.1 There shall be four (4) regular work shifts and three special work shifts for

Engineers. Initially the hours of these shifts shall be as follows:

7:00 a.m. to 4:00 p.m. (Morning Shift)
9:00 a.m. to 6:00 p.m. (Day Shift)
3:00 p.m. to 12:00 a.m. (Night Shift)
11:00 a.m. to 8:00 p.m. or Noon to 9:00 p.m. (Mid-day Shift) *
6:00 a.m. to 3:00 p.m. (Engineer Shift)
7:00 a.m. to 4:00 p.m. (Engineer Shift)
3:00 p.m. to 12:00 a.m. (Engineer Shift)
* Employees assigned to a mid-day shift shall receive a shift differential in
accordance with Article 4.2 effective upon their attainment of a Black
Seal license. Only employees hired after July 1, 2002, and volunteers may
be assigned to a mid-day shift.


5.1.1 One employee in each building who possesses a valid Black Seal shall

be designated as the Engineer. Only the Engineer may be assigned to the Engineer Shift

in each building at any time.


5.1.2 All employees hired after July 1, 1989, must obtain a Black Seal

within one year of hire. The Board shall provide classes for Black Seal for all newly

hired employees or employees lacking this certification at no cost to the employee.




5.1.3 In the event that the Engineer is absent, any other employee with a

Black Seal may be assigned as the Engineer for the duration of the absence.

5.2 Food Workers shall work 181 days.


5.3 In the event that the Superintendent deems changes in shift assignments to be

necessary, volunteers for the changes will be solicited and honored. If there are

insufficient volunteers for the changes, involuntary assignments will be made in reverse

order of seniority of those possessing the qualifications to perform the work.


5.4 The Superintendent may change the hours of these shifts or implement new

shifts with 90 days notice to the Association subject to the following limitations:


5.4.1 A work shift shall consist of the same nine continuous hours for five

consecutive days and will include one hour for lunch.


5.4.2 Shifts shall not start before 6:00 A.M. nor end after midnight.


5.4.3 Shift changes must be approved by a majority vote of a Shift

Committee. This committee shall consist of two (2) members appointed by the Association

and three (3) members appointed by the Board President. This committee shall evaluate the

need for a change in the hours of a shift or for new shifts and approve or disapprove the

request.

5.5 Only employees hired on or after July 1, 1991, may be assigned to work

Saturdays or Sundays as part of their regular work shift.

5.6 No unit member may be scheduled to work alone with the exception

of a building Engineer. No unit member may work on weekends without the

prior approval of the Superintendent or his designee.


5.7

5.7.1 On days when school is closed due to inclement weather (snow,

hurricane, etc.) the work schedule will be as follows:
          7:00 a.m. to 11:00 a.m. (Morning and Day Shift)
          11:00 a.m. to 3:00 p.m. (Night Shift)

5.7.2 On summer Fridays all shifts will end at 2:00 p.m.

5.7.3 On workdays preceding holidays, when students are dismissed at

1:00 p.m., unit personnel will be dismissed at 2:00 p.m. When no students are in

attendance on workdays preceding holidays, unit personnel will work an abbreviated

(four hour) workday.


5.8 In every event those employees except as otherwise provided shall enjoy a one

hour lunch period, to be scheduled as closely to mid-shift as can be arranged. In the

event that an employee cannot enjoy his/her lunch hour, he/she shall be compensated at

the rate of time and one half for the lunch hour worked. An employee must have the

approval of the Superintendent or his/her designee to work through the lunch hour.


5.9 The Board shall have discretion to make promotions, demotions, school

transfers of more than three (3) months and duty changes, provided that this discretion

shall not be exercised in an arbitrary or unreasonable manner and that seniority,

qualifications, ability to perform and past performances shall be factors to be considered

by the Board in the exercise of its discretion.


5.10 All unit personnel assigned to a particular building shall report to the head

Custodian for that building. The head Custodian for a building shall report to the principal

of that building. For this purpose, the head Custodian of the Kennedy Stadium shall report to

the Hoboken High School principal. Employees assigned district wide shall report to an

individual as directed by the Superintendent.



6.0 INSURANCE


6.1 Coverage under the New Jersey State Health Benefits Plan, including but not

limited to the hospitalization program, major medical, and Rider “J”, shall remain in

effect for the life of this agreement for the employees and their dependents at no cost to

the employees.


6.2 The Board shall continue to provide full family optical, prescription, dental

and prescription plans ($1.00 co-pay for prescription) with the premiums paid by the

Board. In the event employees are not eligible for family coverage, individual coverage will be

provided. This coverage will be provided on exactly the same basis as to the instructional staff

as of July 1, 1991, unless agreed to in writing by the Association and the Board.






7.0 OVERTIME AND HOLIDAYS


7.1 Overtime shall be distributed as equally as possible among employees with the

same classification and within the same school. Overtime will commence after forty

hours worked in one week.


7.2 Two-thousand eighty (2080) hours shall be the hourly factor when computing

overtime and shall be divided into the annual base salary to get the hourly regular rate.


7.3 Seventeen holidays are defined in Schedule B. An employee assigned to

work on one of the days defined in Schedule B shall receive three times their regular

hourly rate of pay. As per past practice, when a paid holiday falls on a day when school

is in session, unit employees eligible for the holiday will be given an alternate day off.


7.4 Employees working scheduled shifts on municipal election days shall not

thereby receive any supplement to their salaries. If the public schools are closed on said

day, employees will work abbreviated 5 hour shifts as determined by the Superintendent

in consultation with the Association in a manner that ensures full coverage of all polling

places located within the public schools.


7.5 Overtime will not be paid for stipended duties.


7.6 Any employee who is requested to and returns to work after his/her regularly

scheduled shift during the same day shall be guaranteed a minimum of three hours at the

overtime rate. This article shall be construed to protect the employee who completes


his/her regular shift and has gone home and is directed to return to work for an

emergency or other reason.



8.0 LEAVES OF ABSENCE


8.1 Employees with less than five (5) years of service shall receive ten (10) days

per year of sick leave. Employees with five (5) years and one day of service shall receive

fifteen (15) days per year of sick leave.


8.2 All unused sick leave shall be cumulative from year to year.

8.3 A doctor’s certificate may be required by the Board in the following cases:


8.3.1 Personal illness of five (5) or more consecutive days.


8.3.2 Sicknesses over extended periods of time. In such cases the date the

employee is anticipated to return to work should be furnished.


      8.3.3 Frequent or patterned absences.


8.4 Sick Leave necessitated because of an accident or illness related to work shall

be as set forth under New Jersey Statutes.


8.5 Employees shall be entitled to three (3) personal days per year. Personal

days must be taken during the school year and are not cumulative from year to year. No

personal days may be taken before or after a holiday without the advance permission

of the building principal.

8.6 Bereavement leave shall be seven (7) calendar days, which shall commence

with the first absence. This first absence shall be either the day of death of the

employee’s immediate family member, or the day immediately following the death of the

employee’s immediate family member. An immediate family member is defined as the

sister-in-law, mother-in-law, father-in-law, son-in-law, or daughter-in-law, or other

member of the immediate household.


8.7 Any employee who is absent and has no accumulated sick leave shall be

docked one full day’s pay for each day of absence.


8.8 A record of sick time shall be given to all employees by the Board in January

and July.


8.9 An employee who elects to retire under one of the plans for the P.E.R.S./

N.J.T.P.A.F. shall be granted the cash value for 50% of all unused accumulated personal

illness days. Payments shall be made in one lump-sum payment in the final salary check

issued in the retirement year. The maximum sick bank pay-out for employees hired after

January 1, 1999, shall be $15,000.

8.10 In the event of death before retirement, but after ten (10) years of service,

the deceased’s estate shall receive a lump sum payment specified in paragraph 8.9 above.


8.11 A procedure regarding call-in to the building principals for employee

absences will be developed by the parties and made a part of this Agreement.

9.0 SENIORITY


9.1 Seniority is defined as the employee’s total length of service with the Board,

beginning with his/her original date of hire including per diem time, provided such per

diem time was immediately followed by appointment. In the event that two or more

employees are hired by the Board on the same day, their seniority shall be based on the

order that their names appear in the resolution of appointment.


9.2 Any employee who voluntarily leaves the service of the District for one (1)

calendar year or more shall forfeit any and all seniority rights that he/she has accrued

prior to the date of their being rehired by the Board.


9.3 All vacancies in permanent promotional positions shall be publicized by the

Board or its designee who shall set forth the description of and the qualifications for the

vacant position including salary where possible. These shall be publicized by posting a

notice in each school as far in advance as practical. This will ordinarily be at least fifteen

(15) school days before the final date when applications must be submitted and in no

case less than ten (10) school days before such date. A copy of said notice shall be given

to the Association President at the time of the posting. Employees who desire to apply

for such vacancies shall submit their application in writing to the Business Office within

the time limit specified in the notice.


9.4 In all cases of layoffs, recalls, shift assignments, and vacation schedules,

employees with the greatest amount of seniority to their credit shall be given preference,

provided the employee has the ability to do the work assignment involved.
10.0 GRIEVANCE PROCEDURE


10.1 Any grievance or dispute which may arise between the parties pertaining to

the application, meaning, or interpretation of this Agreement shall be settled as specified

in this section of this Agreement.


10.2 A grievance shall be presented by an employee to the Board Secretary/Business

Administrator or the person designated by the Board Secretary/Business Administrator at an

informal hearing to be held within ten (10) working days of the occurrence of said grievance or

condition or conditions giving rise thereto. A representative of the Association shall be

present. A written answer to the grievance shall be made by the Board Secretary/Business

Administrator or other person designated by the Board Secretary/Business Administrator

within five (5) working days of the hearing’s conclusion to the grievant and copies of said

answer shall be filed with the Board Secretary’s office and delivered to the Association.


10.3 If the grievance is not settled by the above, the Association shall have the

right to submit said grievance to the Board within ten (10) calendar days of the decision

at the lower level. After the grievance has been submitted to the Board, the Board shall

prepare a written answer to said grievance which must be served upon the grievant and

the Association no later than seven (7) working days following the submission of said

grievance to the Board.


10.4 If the disposition of the matter by the Board is not satisfactory to the

grievant, then the Association shall have five (5) working days to proceed to the next step.


10.5 If the grievance is not settled by the procedures specified above, then the

Association shall have the right to submit such grievance to arbitration, pursuant to the

rules and regulations of the New Jersey Public Employment Relations Commission.

The cost of the arbitrator shall be shared equally.


10.6 The Association President, or his/her authorized representative, may report

an impending grievance to the Board in an effort to forestall its occurrence, provided

however, that the grievance shall be processed if not resolved, pursuant to the various

steps of the grievance procedure.


10.7 It is agreed that employees shall, during and not withstanding the

dependency of any grievance, continue to observe all assignments and applicable rules

and regulations of the Board.



11.0 VACATIONS


11.1 Vacation with pay shall be granted to employees hired by the Board as

specified in Schedule C. Vacations shall be taken at times mutually agreed upon by the

employee and the Board.


11.2 Two weeks notice must be given in order to receive vacation pay before

leaving for vacation. Two (2) weeks notice must be given to the Superintendent or

his/her designee in writing in order to leave for vacation.




11.3 Any employee covered by this Agreement and as part of the vacation

allowance specified in Schedule C, may choose to take a winter vacation not to exceed

ten (10) work days per year.



12.0 SAFETY AND HEALTH


12.1 The Board shall at all times maintain safe and healthful working conditions

and shall provide all tools, devices, and other such things needed in the performance of

the employees’ duties.


12.2 The employees shall at all times observe and exercise the highest degree of

care for their own safety and the safety of all persons in the school system.


12.3

12.3.1 All custodial employees covered by this Agreement shall receive a Clothing Allowance of $600.00 per year, payable in two installments of $300.00 each, due July 15 and January 15 of the school year.

12.3.2 Uniforms must be worn every day. A proper uniform consists of a light blue shirt with dark blue slacks and work shoes. Lack of proper uniform will result in the offending individual being sent home with loss of one day’s pay. Head Custodians and district administrative staff will be responsible for uniform inspections.

12.3.3 Cafeteria personnel shall receive a clothing allowance of $300.00, payable in two $150.00 installments on July 15 and January 15 of the school year.
13.0 GENERAL PROVISION


13.1 Should any portion of this Agreement be held unlawful and unenforceable

by any Court of competent jurisdiction, the decision of such Court shall apply only to the

specified portion of the Agreement affected by such decision, whereupon the parties

agree to negotiate a substitute for the individual portion thereof.



14.0 DURATION


14.1 This agreement shall cover the period July 1, 2002, through and until June 30,

2005.

SCHEDULE A

ENGINEER
01/0202/0303/0404/05
1
17879190821969920456
2
18222192821989920656
3
18649194822009920856
4
18925196822029921056
5
19711204992049921256
6
20631214562145621456
7
21719225882258822588
8
23055239772397723977
9
24474254532545325453
10
25981270202702027020
11
27583286862868628686
12
30334315473154731547
13
31092323363280932809
14
32692340003400034122
15
34145355113551135511
16
35452368703693136931
17
36630380953834538408
18
37689391973961939879
19
38641401874076441204
20
39607411914179442395
21
40486421054283943466
22
41279429304379044552
23
41991436714464745541
24
42631443364541746433
25
44616464014825750187


HEAD CUSTODIAN
01/0202/0303/0404/05
1
21021227832355724587
2
21378229832375724787
3
21762231832395724987
4
22484233832415725187
5
23420243572435725387
6
24603255872558725587
7
25858268922689226892
8
27194282822828228282
9
28614297592975929759
10
30120313253132531325
11
31722329913299132991
12
33424347613476134761
13
35218366273662736627
14
36831378363809238092
15
38285398163981639816
16
39592411764140941409
17
40769424004282343065
18
41827435004409644536
19
42874445894524045860
20
43850456044637347050
21
44729465184742848227
22
45522473434837949325
23
46234480834923750314
24
47971498905000751206
25
48860508145284754961






CUSTODIAN
01/0202/0303/0404/05
1
16418178521939220149
2
16653180521959220349
3
17330182521979220549
4
17742184521999220749
5
19415201922019220949
6
20336211492114921149
7
20844216782199521995
8
22702236102361023610
9
24119250842508425084
10
25625266502665026650
11
27227283162831628316
12
28929300863008630086
13
30723319523195231952
14
32337336303363033630
15
33790351423514235142
16
35098365023654736547
17
36274377253796238009
18
37333388263923439480
19
38286398174037940803
20
39244408144141041995
21
40124417294244643067
22
40916425534339844144
23
41627432924425545134
24
42268439594502446025
25
44252460224786349777






MAINTENANCE
01/0202/0303/0404/05
1
20864224302318724218
2
21194226302338724418
3
21762228302358724618
4
22144230302378724818
5
23064239872398725018
6
24248252182521825218
7
25504265242652426524
8
26839279132791327913
9
28259293892938929389
10
29766309573095730957
11
31367326223262232622
12
33069343923439234392
13
34863362583625836258
14
36938384163841638416
15
37931394483995239952
16
39237408064102641550
17
40414420314243942667
18
41472431314371244136
19
42509442094485645460
20
43487452264597846650
21
44366461414703647817
22
45158469644798648917
23
45870477054884349906
24
47088489724961350797
25
48495504355245254550
SECURITY
01/0202/0303/0404/05
1
16236172101800018800
2
16778177851824319080
3
17319183581885219337
4
17860189321946019983
5
18401195052006720627
6
18943200802067521272
7
19484206532128421916
8
20296215142189222561
9
21324226032280523206
10
22460238082396024173
11
23543249562523625397
12
24625261032766929329
TEACHER AIDE
01/0202/0303/0404/05
1
89869525980010175
2
931098691009710388
3
9635102131046110702
4
9960105581082611088
5
10284109011119111475
6
10717113601204212764






MATRONS
01/0202/0303/0404/05
1
13530143421500015500
2
14396152601550015900
3
14829157191617516430
4
15262161781666217146
5
15695166371763518693
CAFETERIA MANAGER
01/0202/0303/0404/05
1
23814252432580026400
2
24896263902675727348
3
25978275372797328363
4
26844284553016231972
COOK
01/0202/0303/0404/05
1
16886178991840019000
2
17535185871897319504
3
18185192761970220111
4
18618197352091922174





HANDY MAN
01/0202/0303/0404/05
1
8876940996009850
2
93099868997310176
3
9742103321046010571
4
10175107861143312119
5 HR GENERAL WORKER
01/0202/0303/0404/05
1
90929638985010100
2
9525100971021610441
3
9958105551070210829
4
10391110141167512376
4 HR GENERAL WORKER
01/0202/0303/0404/05
1
5953631065006700
2
6224659766896890
3
6495688569937090
4
6765717176018057
LONGEVITY


2001-02 2002-03 2003-04 2004-05

10th Year $ 250 $ 250 $ 250 $ 250
15th Year 1100 1100 1100 1100
20th Year 1500 1500 2500 2500
25th Year 1550 1550 1550 1550































SCHEDULE B

Holidays are defined as follows:

New Year’s Eve

New Year’s Day

Martin Luther King Day

Lincoln’s Birthday

Washington’s Birthday

Good Friday

Memorial Day

Independence Day

Labor Day

Columbus Day

Election Day (November Only)

Veteran’s Day

Thanksgiving Day

Day after Thanksgiving

Christmas Eve

Christmas Day

One day during NJEA Convention


Note: The above days are those as observed by the District, which may or may not coincide with the legal
holiday.




SCHEDULE C


The following allowances of vacation shall apply to employees hired prior to July 1, 1992:


Length of Service Allowance

Less than six months 1 week

Six months to four years 3 weeks

Five years to nine years 4 weeks

Ten years or more 5 weeks


The following allowances of vacation shall apply to employees hired after July 1, 1992:


Length of Service Allowance

Less than six months 1 week

Six months to four years 2 weeks

Five years to nine years 3 weeks

Ten years or more 4 weeks














Table of Contents


Article Page

1 Preamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

3 Union Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

4 Salaries and Other Payments . . . . . . . . . . . . . . . . . . 3

5 Work Shifts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

6 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

7 Overtime and Holidays . . . . . . . . . . . . . . . . . . . . . . 9

8 Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . 10

9 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

10 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . 13

11 Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

12 Safety and Health . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

13 General Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . 16

14 Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Schedule A (Salaries) . . . . . . . . .. . . . . . . . . . . . . . . 17

Schedule B (Holidays) . . . . . . . . . . . . . . . . . . . . . . . 25

Schedule C (Vacations) . . . . . . . . . . . . . . . . . . . . . . 26









AGREEMENT

between

The Hoboken Board of Education

and

The Hoboken School Employees Association

July 1, 2002 through June 30, 2005











HOBOKEN SCHOOL EMPLOYEES ASSOCIATION


HSEA – HCEA – NJEA - NEA












President Dennis Doneman
Vice-President Gary White
Treasurer John Gullo
Secretary Joe Vitale









Hoboken BE and Hoboken Sch Ees Assn 2002.pdf