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2007-2010 ARTICLE I
RECOGNITION
A. The Board hereby recognizes the Runnemede Education Association Negotiations committee as the exclusive and sole representative for collective negotiation concerning the terms and conditions of employment for all certified and non-certified personnel whether under contract, implied or stated.
INCLUDING
1. Teachers
2. Nurses
3. Librarians
4. Social Worker - CST
5. Speech Correstionists
6. Learning Disabilities Teacher / Consultant
7. Aides
Certified (holder of a substitute teacher certificate as a minimum requirement)
Non-Certified and Library Aides
8. Psychologist - CST
EXCLUDING
1. Superintendent
2. Board Secretary / Business Administrator
3. Principals
4. Coordinator of Special Services
5. Secretaries
6. Custodians
7. Janitors
B. Unless otherwise indicated, the term “teacher,” when hereinafter used in this Agreement, shall refer to all professional and non-professional employees represented by the Association Committee in the negotiating unit as above defined; and reference to employees shall be deemed to include both the male and female, except when the context clearly limits the intent to one sex, and words used in the singular shall include words in the plural as the text so requires.
C. Full Time Employees
✔A “full-time” employee shall be defined as those school employees who receive compensation for an average of 30 hours per week.
✔Employee hired prior to the 1996-97 school year who currently work an average of 20 hours per week and are receiving our full health benefits package will continue to be covered in the program
✔Employees hired after July 1, 1996 must work an average of 30 hours per week to be eligible for coverage in our full health benefits program.
✔Employees hired after July 1, 1996 who work between 20 and 30 hours per week will be eligible for coverage in our prescription and dental insurance programs
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ARTICLE II NEGOTIATION PROCEDURE
A. The parties agree to enter collective negotiations over successor agreement in accordance with Chapter 123 Public Laws 1974 in a good-fath effort to reach agreement on all matters concerning the terms and conditions of teacher’s employment. Such negotiations shall begin not later than October 1 of the calendar year preceding the calendar year in which this Agreement expires. Any Agreement so negotiated shall apply to all teachers, be reduced to writing, be ratified by the general membership of the Association, be signed by the Board and Association and be adopted by the Board.
B. During negotiations, the Board Negotiations Committee and the Association Committee shall present relevant data, exchange points of view and make proposals and counter- proposals.
◆ The Board Committee shall make available to the Association Committee for Inspection the following records, data and information of the Runnemede School District:
1. An audit report
2. Complete list of members’ names, salaries and step on guide
C. Neither party in any negotiations shall have any control over the selection of the negotiating representative of the other party. The parties mutually pledge that their representatives shall be clothes with all necessary power and authority to make proposals and make counter-proposals in the course of negotiations.
D. Representative of the Board and the Association’s negotiating committee shall meet upon request of either party for the purpose of reviewing the administration of the Agreement and to resolve problems that may arise. These meetings are not intended to bypass the grievance procedure.
Each party shall submit to the other, at least three (3) days prior to the meeting an agenda covering matters they wish to discuss.
All meetings between the parties shall be regularly scheduled, whenever possible to take place when the teachers involved are free from instructional responsibilities, unless otherwise agreed
Should a mutually acceptable amendment to this Agreement be negotiated by the parties, it shall be reduced to writing, be signed by the Board and the Association, and be adopted by the Board.
E. The Board agrees not to negotiate concerning said employees in the majority negotiating unit as defined in Article I of this Agreement with any organization other than the Association for the duration of the Agreement.
F. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subjects of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.
G. 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 applicable during the term of this Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from any recognized employee benefit existing prior to its effective date.
H. This Agreement shall not be modified in whole in part by the parties except by an instrument in writing duly executed by both parties.
ARTICLE III A BOARD RIGHTS
A. The Board reserves to itself sole jurisdiction, responsibility and authority over matters of policy and retains all rights, subject to terms of this Agreement and Chapter 123 PL 1977 and other applicable laws to:
1. Direct employees of the School District
2. Hire, promote, transfer, assign and retain employees in positions in the School District and to suspend, demote, discharge or take other disciplinary action against employees.
3. Relieve employees from duty because lack of work or for other legitimate reason.
4. Maintain efficiency of the School District operations entrusted to them.
5. Determine the methods, means and personnel by which such operations are to be conducted, and;
6. Take whatever actions may be necessary to carry out the mission of the School District in situations of emergency.
ARTICLE III B ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to make available to the Association in response to reasonable requests from time to time all available information concerning the financial resources of the district as required by law, or in public domain including but not limited to annual personnel, tentative budgetary allocations and requirements, agendas, minutes of all Board meetings and names and addresses of all teachers that shall assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students.
B. Whenever any representative of the Association or any teacher is mutually scheduled by the parties to participate during working hours in negotiations grievance proceedings, conferences or meetings, he shall suffer no loss in pay.
C. Representatives of the Association and the New Jersey Education Association, shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations, provided permission has been obtained from the Superintendent or his representative.
D. The Association and it’s representatives may have the privilege to use school buildings at all reasonable hours for meetings, provided permission has been obtained from the Superintendent or his representative. The principal of the building in question shall be notified in advance of the time and place of all such meetings.
E. The Association may have the privilege to use school facilities and equipment, including typewriters, mimeographing machines, other duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use, providing permission has been obtained from the Superintendent or his representative.
F. Orientation programs for new teachers shall be encouraged by the Board and the Association.
G. The rights an privileges of the Association and its representatives as set forth in this Agreement shall be granted to this Association as the exclusive representative of the members and to no other members’ organizations.
ARTICLE IV TEACHER RIGHTS
A. Pursuant to Chapter 123, Public Law of 1974, the Board hereby agrees that every employee of the Board shall have the right to freely organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection. As duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by Chapter 123, Public Law 1974 or other laws of New Jersey of the Constitution of New Jersey and the United State; that it shall not discriminate against any member with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the Association and its affiliates, collective negotiations with the Board or his institution of any grievance, complaints or proceedings under the Agreement or otherwise with respect to any terms or conditions of employment.
B. Nothing contained herein shall be construed to deny or restrict to any member such rights as he may have under New Jersey School Laws or state and federal regulations.
C. No member shall be reduced in rank or compensation or deprived of any professional advantage without just cause. Any such action asserted by the Board, or any agent or representative thereof shall be subject to the grievance procedure herein set forth.
D. Whenever any member is required to appear before the Superintendent, Board or any committee concerning termination of employment or salary, then he shall be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative of the Association or its affiliates to advice him and represent him during such meeting or interview. Any suspension of a member pending charges shall be with pay until the Board renders its final decision.
ARTICLE V MISCELLANEOUS PROVISIONS
A. The Board and the Association agree that there shall be no discrimination, and that all practices, procedures and policies of the school system shall clearly exemplify that there is no discrimination on the hiring, training, assignment, promotion, transfer or discipline of employees or in the application or administration of this Agreement on the basis of race, creed, color, religion, national origin, sex domicile, or marital status.
B. This Agreement constitutes Board policy for the term of said Agreement, and the Board shall carry out the commitments contained herein and give them full force and effect as Board policy.
C. Of any provision of this Agreement or any application of this Agreement to any employee or group of employees if held to be contrary to law, then such provision of 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 effect.
D. Any individual contract between the Board and an individual employee recognized in Article I heretofore or hereafter executed shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement during its duration, shall be controlling.
E. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either party shall do so by telegram or registered letter at the following addresses:
✔If by Association, to the Board at Volz School
✔If by Board, to Association at Volz School
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ARTICLE VI GRIEVANCE PROCEDURE
A. Definitions
1. A “grievance” is a claim based upon an event or condition which affects the professional welfare and/or terms and conditions of employment of an employee or group of employees and/or the interpretation, meaning or application of any of the provisions of this Agreement.
2. An “aggrieved person” is the person or persons making the claim.
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 might 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 problems. Both parties agree that these proceedings will be kept as 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 employee having a grievance to discuss the matter informally with his immediate superior, provided the adjustment is not inconsistent with terms of this Agreement.
C. Procedure
1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should 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 to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure maybe exhausted prior to the end of the school year or as soon thereafter as is reasonable and practical.
3. Level One
A grievance must be filed withing thirty (30)days of its occurrence of within thirty (30)days of the date of grievance would reasonably have been know to occur. An employee with a grievance shall first discuss it with this immediate superior with the objective of resolving the matter informally. However, if this is not resolved, the employee may request assistance from the Association to resolve his grievance.
4. Level Two
If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within (5) school days after presentation of the grievance, he or the Association must submit the grievance in writing within six (6) school days to the Superintendent of Schools.
5. Level Three
If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered to within ten (10) school days after the grievance was delivered to the Superintendent, he or the Association shall within five (5) school days after a decision by the Superintendent or fifteen (15) school days after the grievance was delivered to the Superintendent, submit in writing the grievance to the Board of Education. The Board of Education will review the grievance in caucus with the person and/or representatives from the Association. At Level Three, following the review of the grievance, the Board shall set forth in writing its decision and the reason(s) therefor within thirty (30) days from the date of submission of the grievance to the Board.
6. Level Four
(a) If the aggrieved person with the consent of the R.E.A. or the Runnemede Board of Education determines the grievance is not satisfied, the grievance shall be submitted to arbitration with (15) school days by the aggrieved person or R.E.A. Committee if so required.
(b) Within ten (10) school days after such written notice or submission to arbitration, the Board and the aggrieved person and/or the R.E.A. Committee shall attempt to agree upon a mutually acceptable 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 shall be made to the American Arbitration Association by either party. The parties shall then be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.
© The arbitrator so selected shall confer with representative of the Board and the aggrieved person and/or the R.E.A. Committee and hold hearings promptly and shall issue his decision. The arbitrator’s decision shall be in writing and shall set forth his findings or 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 violative of the terms of this Agreement. The arbitrator shall be without power or authority to alter, modify or amend the express terms of this Agreement or to expand its meaning by implication. The decision of the arbitrator shall be submitted to the Board, the aggrieved person and the Association sand shall be final and binding on the parties.
(d) The cost of/or the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association when mutually agreed upon to submit the arbitration, however, each party shall bear the expense of its own witnesses and council. If not mutually agreed upon, the cost as defined above shall be borne by the moving party for the first five (5) grievances - after the expense as defined, would be equally shared.
D. Miscellaneous
All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representative.
ARTICLE VII WORKYEAR / WORDAY
A. The Board of Education shall have the right to annually establish the school calendar for the following year.
B. The views of the Association regarding the calendar shall be considered through consultation with the administration and/or Board of Education. The Wednesday before Thanksgiving will be a one-session days for students and staff.
C. Member attendance shall be required whenever student attendance is not required due to inclement weather.
D. When early release of students due to inclement weather is ordered after the start of school day, member attendance shall be required until his class has been properly provided with supervised passage from the building and grounds or the member may leave at the discretion of the school principal.
E. All Administrative/Professional Meetings, outside of regular working hours will be held with prior notification (5 days), unless an emergency occurs. These meetings shall not exceed two (2) per month. These meetings will begin no later than fifteen (15) minutes after student dismissal time and shall run for no more than one (1) hour. Such meetings may be scheduled to extend program on our early dismissal in service days. These meetings will begin after members have been provided their allotted lunch periods. No meetings will take place on Fridays or the day before any Vacation/Holiday unless an emergency occurs or by mutual agreement.
F. Members contractual workday shall be as follows: Seven (7) hours
1) The administration shall have the flexibility to adjust starting times to insure supervision necessary to maintain a safe and orderly school environment.
2) Students instructional day will be as follows:
Elementary 6 hours - 30 minutes
Middle School 6 hours - 30 minutes
G. Members will have a 45 minute duty-free lunch period and will be free to leave the building without requesting permission during this time. However, members must notify the office that they will be leaving the building.
On modified or one-session days, lunch period will be adjusted accordingly. On days when members work a regular day, a normal lunch time will be provided for all staff(ie: inservice, conference days)
H. The maximum members work year shall not exceed one hundred eighty-nine (189) days. New personnel may be required to attend an additional two (2) days for orientation/professional development prior to school opening during their first two (2) years of employment. Also, all members will be allotted (2) days for attendance at the NJEA Convention. Members contractual salary will be based on a 185 day schedule excluding NJEA Convention and new staff orientation.
WORK YEAR
180 days Students in Attendance
5 days Professional Development
2 days NJEA Convention
2 days New Staff Orientation / Professional Development
189 days maximum
I. All teachers will be provided 6 periods per week of preparation time. Middle School teachers, who were actively teaching in the Middle School regular education program during the 1997-98 school year, who remain teaching in the Middle School program, will continue to be provided 8 periods per week of preparation time, one of which is to be scheduled for grade level meetings. Any member having additional non-instructional time in their schedule may be given an administrative assignment focusing on supervision, remediation, in-class support, computer skills development of students and/or administrative support.
Memo of Understanding:
Middle School Teachers currently teaching five full subject area classes (25 periods) in the Core Academic Program (English, Reading, Math, Social Studies and Science) can be assigned a 6th teaching period one day per week. Also, we equated 2 basic skills classes with 1 regular class. 2 basic skills = 1 regular class (April 1998)
J. Teachers who are providing lunch supervision during their lunch and/or assigned prep periods will continue to receive a stipend for this extra duty. This WILL NOT include teachers who are given such duty as part of their administrative assignment. Also, members who currently provide lunchroom supervision will be given priority with regard to this situation.
K. Under certain circumstances the administration may determine the need for members to volunteer for a thirty minute lunch period to provide instruction/supervision. Such members will then receive an additional $1,000 salary adjustment/stipend for the year in which it occurs. Volunteers will be selected at the digression of the administration.
L. All members will be required to attend their Annual Back-To-School Night Programs. The administration will indicate dates on the annual school calendar distributed each spring.
ARTICLE VIII TEACHER FACILITIES
A. The Board and the Association agree that there shall be in each building an appropriately furnished room which shall be reserved for the exclusive use of teachers as a faculty center. Although members shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said area, it shall be regularly cleaned by the school’s custodial staff. It is to be understood that said center is frequently the repository of confidential personnel (both faculty and student) data and information, and that the privacy and confidence of said center shall be strictly observed.
ARTICLE IX VOLUNTARY TRANSFERS AND REASSIGNMENTS
A. Notification of Vacancies
No later than June 1st. of each year, the Superintendent shall deliver to the Association and post in all school buildings a list of the known vacancies which shall occur during the following school year. The administration shall include the existing staff when considering replacements.
ARTICLE X INVOLUNTARY TRANSFERS AND REASSIGNMENTS
A. Notice
Notice of an involuntary transfer or reassignment shall be given to teachers as soon as possible.
B. Criteria
When an involuntary transfer or reassignment is necessary, a member’s area of competence, major or miner field of study, length of service in the Runnemede School District, length of service in the particular school building and other relevant factors, including among other things, state and/or federal laws, rules, regulations or administrative directives which shall be considered in determining which member is to be transferred or reassigned.
C. Meeting and Appeal
An involuntary transfer or reassignment shall be made only after a meeting between the member involved and the principal at which time the member shall be notified of the reason therefore. In the event that a member objects to the transfer or reassignment at this meeting, upon the request of the member, the Superintendent shall meet with him. The member may, at this opinion, have an Association representative present at such meeting.
D. Decision
The final decision on involuntary transfers remain an administration function and their decision is final and binding.
ARTICLE XI NON-TEACHING DUTIES
A. In an effort to ease the non-teaching duties of the staff, the Board of Education hereby agrees to continue the employment of two (2) part-time non-professional aides for each school.
B. The duties of these non-professional aides will be limited to lunchroom, playground and line duties during lunch periods.
C. It shall remain the responsibility of the teaching staff to temporarily assume these duties, in the event of absence or emergency, of these non-professional aides.
D. The Board and Association acknowledge that a teacher’s primary responsibility is to teach and that their energies should , to the extent possible, be utilized to this end.
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ARTICLE XII EMPLOYEE EVALUATION
A. Frequency
Non-tenure employees shall be evaluated by their immediate superiors at least three (3) times in each school year, to be followed in each instance by a written evaluation report an by a conference between the employee and his immediate superior for the purpose of identifying any deficiencies and extending assistance for their corrections. Such evaluation in each instance shall consist of at least three (3) observations of at least thirty (30) minutes, each occurring on separate days.
B. Copies of Evaluation
An employees shall be given a copy of any visit or evaluation report prepared by his evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the employee’s file otherwise acted upon without prior conference with the employee. No employee shall be required to sign a blank or incomplete evaluation form. The employee shall acknowledge that he or she has had the opportunity to review such material by affixing their signature to the copy to be filed with express understanding that such signature in no way indicates agreement with the contents thereof.
C. Reports
Evaluation reports shall be presented to each employee by his immediate superior in accordance with the following procedures:
1. Such reports shall be issued in the name of the immediate superior based on a compilation and observations by any or all supervisory personnel who come into contact with the employee in a supervisory capacity.
2. Such reports shall be addressed to the employee.
3. Such reports shall be written in narrative form and shall include, when pertinent.
✔Strengths of the employee as evidenced during the period since the previous report
✔Weaknesses of the employee as evidenced during the period since the previous report
✔Specific suggestions as to measures which the employee might take to improve his performance in each of the areas wherein weaknesses have been indicated.
D. Termination of Employment
Final evaluation of the employee upon termination of his employment shall be concluded prior to severance and no documents and/or other material shall be placed in the personnel file of such employee after severance or otherwise than in accordance with the procedure set forth in this Article.
ARTICLE XIV INSURANCE AND HEALTH BENEFITS
1) General Guidelines
a) The Board, in consultation with the Association shall provide health insurance and benefits and assume payment for full-time members of the association as defined in this agreement
b) Any changes with regard to the level of benefits must meet the substantially equivalent standard but not less than current level of coverage or be agreed upon by both parties. The identity of the insurance carrier is not negotiable.
c) Health Insurance Policy coverage shall run for a full 12 month period beginning September 1st. through August 31st of each year.
d) The Runnemede Board of Education shall continue to assume payment of all costs of hospitalization for employee rates and family coverage as defined in this agreement. Required application forms for insurance plans or changes in coverage must be filed by employees with the Secretary of the Board of Education. The Secretary of the Board of Education shall notify R.E.A. of application form filing deadlines.
e) In September of each school year, the Board Secretary will provide Association with the negotiated rates for insurance and health benefits.
II) Health Insurance / Hospitalization
a) All employees covered by this agreement will be eligible for coverage under the Aetna Medical Plans that they are currently enrolled.
✔Aetna’s Patriot X Plan
✔Aetna’s Patriot V
✔Aetna HMO Flex Plan
b) All new and current employees are eligible for enrollment in either the Patriot V or HMO Plan.
c) Effective July 1, 2007, the following plan adjustments will be implemented:
✔Remove 100% hospital from Patriot X out of network to 80% after deductible
✔Change deductible from $100/$200 to $300/$600 and change co-insurance limit from $400/$1,200 to $2,000/$4,000
✔Change PCP co-pay from $10 to $15
d) Association members choosing to opt out of their current Board of Education provided health benefits plan would be eligible for a $3,000 annual reimbursement from the Board. Equal payments would be received in January and June of the opt out year. In the event of an emergency situation (ie. spouse losing job, etc.), employees would be eligible for enrollment in our health insurance/hospitalization plan.
e) A summary of the Health Insurance / Hospitalization benefits are outlined in Appendix “A”.
The Board, in consultation with the Association, will provide and administer the following fringe benefits to the members of the unit represented by the Association.
III) Dental Coverage
a) (2007-08) The Board will provide the same level of coverage provided under the current contract subject to a 5% Cap on the increased costs over actual 2006-07 costs.
b) (2008-09) The Board will continue the same level of coverage subject to a 5% Cap on the increased cots over the actual 2007-08 costs. If the cap is exceeded, the excess costs will be divided by the number of unit members. That amount will be deducted from their regular pay via payroll deductions on a monthly basis (or) should the total premiums exceed that amount, the Board shall, after consultation with the Association, adjust the level of coverage to provide benefits that do not exceed the established maximum amount or adjust the co-pay feature of the Prescription Plan to other increased costs.
c) (2009-10) The Board will continue the same level of coverage subject to 5% Cap on the increased costs over the actual 2008-09 costs. The excess costs will be divided by the number of unit members. The amount will be deducted from their regular pay via payroll deductions on a monthly basis (or) should the total premiums exceed that amount, the Board shall, after consultation with the association, adjust the level of coverage to provide benefits that do not exceed the established maximum amount or adjust the co-pay feature of the Prescription Plan to offset increase costs.
IV) Prescription Plan
a) (2007-2010) The Board will provide a comprehensive Prescription Plan for eligible members of the Association. The co-pay feature of the prescription plan will require that employees pay the following:
✔Retail: $10 Generic / $20 Brand
✔Mail Order: $10 Generic / $20 Brand
b) The Board will continue the same level of coverage subject to a 15% Cap on the annual increased costs over the actual costs. If increases exceed the 15% Cap on a given year, the Board and Association will re-open negotiations on this benefit to adjust level of benefits or co-pay features to offset increased costs. The 15% Cap represents a reasonable approach by the Board to protect itself from unreasonable rate increases.
ARTICLE XV SICK LEAVE
A. Sick leave is defined as the absence from post or duty of any person because of personal disability due to illness or injury (N.J.S.B.A. 18A:30-1et. Seq)
B. All members employed shall be entitled to ten (10) sick leave days each year as of the first official day of said school year whether or not they report for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.
C. The need for presentation of a medical certificate after sick leave will be at the discretion of the Superintendent as per 18:A30-4.
D. Upon actual retirement, with the collection of a pension from the Teachers; Pension and Annuity Fund and PERS (TFAF), the retiring unit member shall receive payment for their accumulated, unused sick days at the following rate:
✔$60/day for first 100 days
✔$65/day for every next 100 days
✔$12,500 Cap on Benefit
1. Part-Time employees will be reimbursed on pro-rata basis
2. Sick leave must be granted to members who are disabled due to pregnancy on the same basis as it is granted for other types of disabilities. The presumed period of disability for a normal pregnancy is one month prior to the birth of the child and one month subsequent to the birth. (Cinnaminson 1976, Aff’d 190 N.J. Super 36.1983)
ARTICLE XVI
TEMPORARY LEAVES OF ABSENCE
A. Personal Days - Teachers shall be entitled to (3) days temporary non-accumulative leaves of absence with full pay each year. All requests must be submitted via the district personnel/professional leave request form. Personal days may be granted on District Professional/Inservice Days at the discretion of the Superintendent for emergency situations only.
1. Prior notification of at least three (3) days must be given to the building principal for two of the three days. The other day may be used for emergency situations that do not permit adequate time for notification. Therefore, any request for three (3) consecutive days would be considered an emergency situation. Personal days will not be granted the beginning or ending week of school or on district inservice/professional development days, except in cases of emergency. Lacking such notice and or approval, the absence may be considered unauthorized and the employee’s pay will be deducted at the daily rate of 1/200th of the annual salary of a ten month employee.
2. Personal Days should not exceed 7% of total teaching staff on any single day.
3. Reimbursement for unused personal leave will be as follows: $100.00 per day.
a) Employees who are absent (6) days or less during the school year will have the option of reimbursement for unused days or conversion to accumulated sick leave
b) Employees absent for any reason for (7) seven or more days will not be eligible for reimbursement and will have unused personal leave converted to accumulated sick leave
c) Reimbursement rate for unused personal leave will be $100.00 per day
B. In event of death in immediate family, emergency leave may be requested through the building principal with approval from the Superintendent. Bereavement leave will be granted without deduction for up to five (5) days in case of death within the immediate family. The immediate family shall be defined as the employee’s parents, spouse, children and other persons residing as a member of the household of the employee. Also, legally adopted members of the family. An allowance up to three (3) days shall be granted to attend the funeral of any of the following: Brother, sister, grandparent, grandchild, son-in-law, daughter-in-law, mother-in-law, father-in-law. Bereavement days must be taken consecutively and concurrently with the funeral activities.
C. Time necessary for personal called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, shall be reimbursed at regular pay.
D. In the event of a death of a professional employee or student in the Runnemede School District, the Superintendent shall grant to an appropriate number of employees sufficient time off to attend the funeral.
E. Leaves taken pursuant to Section A and B above shall be in addition to any sick leave to which the employee is entitled.
ARTICLE XVII EXTENDED LEAVES OF ABSENCE
A. Extended Leaves of Absence
1. All requests for extended leaves of absence shall be received and considered by the Board of Education on an individual case basis. All employees anticipating the need for an extended leave of absence shall notify the Superintendent of the circumstances as soon as they become known. In the case of anticipated disability due to childbirth, the employee must notify the Superintendent at least ninety (90) days prior to the anticipated deliver date.
2. Whenever applicable, all extended leaves under this article shall be counted and run concurrently with leave available for the same circumstances under federal and state statutes.
3. Employees requesting extended leaves shall be informed of their disability for leave under the law and this agreement.
4. The Board reserves the right to exercise its discretion granted under law to adjust extended leaves of absence to avoid disruptions in the instructional program or other school operations. Return from such leave, other than medical reasons, may be restricted by the Board to September or January.
B. Disability Leaves
1. An employee who anticipates disability shall, if possible, notify his/her immediate supervisory in writing at least 90 days prior to the anticipated commencement of the disability or as soon s the employee knows of it. In the case of pregnancy, the employee shall inform the supervisor of the anticipated delivery date.
2. During the period of disability, an employee shall be entitled to accumulated sick leave and benefits as required under law (N.J.S.A. 18A:30-1et.seq.) Time spent on paid disability leave shall be counted concurrently with unpaid time available under law.
3. The Board of Education reserves the right to regulate the commencement and terminate dates of anticipated disability leaves in order to preserve educational continuity and/or to meet other district needs.
a) An employee who is placed on an involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of actual or presumed disability, according to law, the negotiated agreement and the rules of the insurance carrier.
b) The period of disability which occurs during an involuntary leave shall also be credited towards time available under law. Except as otherwise required under statutes, no benefits shall accrue during time spent on unpaid leave.
C. Procedures
1. Child care leave without pay is available to eligible employees either through statute or through Section #E of this article.
2. Employees desiring a child care leave shall notify their supervisor of their intent no less than 90 calendar days before the anticipated delivery date. In the case of adoption, employees shall notify their supervisor when application for the adoption is made.
3. Employees applying for child care leave shall be informed of their entitlements under statutes and under the contract. Employees seeking child care leave shall inform their supervisor of their selection of contractual or statutory leave and file a formal written application as soon as possible, but not less than 60 days prior to the anticipated delivery date. In the case of adoption, employees shall file their formal application and their request for a specific leave period as soon as the employee is notified of the date of custody.
4. Upon return from child care leave, an employee who actively worked at least 90 days in a school year that the leave commences or terminates shall have the full year credited for longevity benefits. Placement on the salary guide will be in accordance with negotiated procedures.
D. Statutory Leave (Child care leave is available to eligible employees either under the Federal Family and Medical Leave Act (FMLA) or New Jersey Family Leave Act (FLA)
1. Leave time taken under statutory entitlement cannot be stacked or taken consecutively but shall be counted concurrently as time available under both FMLA and the FLA.
2. Conditions for statutory leave (eligible, time available, benefits, etc.) will be in accordance with legal requirements. The Board reserves the right to exercise its discretion granted under statutes and regulations to adjust extended leaves of absence to avoid disruptions in the instructional program or other school operations.
3. Employees who opt for statutory leave shall not be eligible for contractual leave under section #E of this article.
E. Contractual Leave
1. The Board may grant voluntary unpaid leaves of absence of the purpose of child care. No requests will be disapproved arbitrarily or capriciously. Such leaves of absence may be for on-half school year or one full school year at the request of the member and the approval of the Board. Extensions will only be granted in extreme emergencies at the complete discretion of the Board of Education.
2. Contractual child care leave shall begin at the following time:
✔Immediately upon the termination of the disability leave defined above; or
✔Immediately after the birth of a child or, in the case of adoption, immediately upon custody of the child; or
3. Time spent on contractual leave shall count towards the time granted for child care leave under both the state and federal statutes.
4. Nontenured employees’ child care leaves shall terminate at the end of the school year in which the leave began.
5. A tenured employee’s approved leave of absence shall run from their commencement date until the end of that semester or school year. These leaves of absence may be extended for the subsequent full school year by applying to the Superintendent by February 1st of the initial leave year or within 30 days after the date of birth or adoption, whichever is later. No further exceptions shall be granted.
6. A member on a voluntary unpaid leave of absence shall be eligible to either receive or accrue benefits except as statutorily required (12 weeks). The employee may continue participation in group plans at her/his own expense.
7. Where leave has been granted for the subsequent full school year, the employee on such level shall inform the superintendent in writing by February 1st of his/her intention to return to school on the first work day following the conclusion of the approved leave.
8. Nothing herein shall prevent the employee and the Board from agreeing that a tenured employee may return on other than the beginning of the school year if such earlier return is administratively convenient to the Board. Such decisions will be at the full discretion of the Board and not subject to grievance procedures.
9. In situations where both parents are employed by the Board, only one parent will be eligible for contractual leave. The Board of Education will consider exceptions on a case-by case basis and adjustments shall be at the full discretion of the Board.
10. Employees shall not be eligible for a new contractual child care leave until they have returned to active employment for at least one (1) full school year.
11. A member on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required or otherwise provided in this agreement.
F. Extensions
1. Employees may request extensions or other adjustments to the duration and conditions of leaves defined above.
2. The Board of Education will consider requested exemptions on a case-by-case basis and adjustments shall be at the full discretion of the Board and shall not be subject to arbitration.
ARTICLE XVIII PROTECTION OF EMPLOYEES
A. Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which in the opinion of the administration endanger their health, safety or well being.
B. Employees shall immediately report cases of assault suffered by them in connection with their employment to their principal or other immediate superior. Such notification shall be immediately forwarded to the Superintendent who may comply with any reasonable request from the employee the information in the possession of the Superintendent relating to the incident or the persons involved and may act in appropriate ways as liaison between the employees, the police and the courts.
C. Statement of Concern
The Board is very cognizant of the Concern and implications of this article of the proposal. It is felt that the individual employee would carry sufficient personal insurance to initially cover costs in regard to job protection. That coupled with Board paid hospitalization, workmen’s compensation plus required umbrella insurance coverage should be sufficient to adequately cover job related losses.
▬ The Board would make every effort to bring all of these factors into play if necessary
ARTICLE XIX PROFESSIONAL DEVELOPMENT
A. The Board shall agree to reimburse staff members for the tuition cost of graduate credits up to $1,800 for contract year 2007-08 and $1,900 for contract year 2008-09 and $2,000 for contract year 2009-2010. The maximum payment under this article shall not exceed a cap of $15,000 per year.
B. Reimbursement will be made available to all teachers and paraprofessionals covered by this agreement. Courses must be submitted for approval to the Superintendent prior to actual registration via the district course approval form (form A). A grade of B or better must be earned. A grade of “pass” will be accepted only when a course has no other option of grading. Proof of grading option must be verified by the institution and transcript attached.
C. Reimbursement will be on January 31st and June 30th of the school year. If the number of requests exceed the maximum total payment ($15,000) based on approved courses as of January 15th. A revised maximum allocation per course will be determined by dividing the number of courses into the total district cap. If a member leaves the district within one school year of completing a reimbursed course, member shall reimburse the Board of Education for such course.
D. Graduate credits must be taken in the field of education and have a direct correlation with the member’s assignment in the district. The Superintendent will maintain the prerogative to grant exceptions that might be in the best interest of the school district.
E. The Board, Administration and the R.E.A. will collaboratively develop an Annual Professional Development Plan for the district via the District’s Professional Development Committee. This plan will be developed and implemented in accord with State Law / NJDOE guidelines.
ARTICLE XX SALARY PLANS
A. Ten Percent Withholding Plan
It shall be agreed that an optional 10 month, ten percent (10%) withholding plan shall be established.
The Board will attempt to have the monies withheld pursuant to the summer pay plan placed in an interest bearing account with the interest being paid along with the held salaries to the participating employees on a pro-rate basis. Any cost incurred shall be deducted from their interest. This provision of the agreement shall continue in existence only so long as the Board continues to have services provided by the bank. Members of this plan shall have the right to withdraw funds accumulated as of date of withdrawal with no penalty but with the understanding that they cannot re-enter the program during that school year. Withdrawal shall be permitted with ten(10) days notice.
B. Personal Use of Automobile - School Business
All employees who use their personal automobile for school use, with the prior approval of the Superintendent, shall be reimburses at current I.R.S. maximum mileage allowance rate.
C. U.S. Government Bonds
Members may elect to deduct from their pay a bond or bonds a month (U.S. Government Bond Series E) Members may withdraw from bond plans with no penalty but with the understanding that he may not re-enter the plan during the school year.
D. 403B and Tax Sheltered Annuity Plans
The Board has made available the opportunity for all employees to make personal contributions via payroll deduction to the following plans:
✔Aetna
✔Equitable
✔Fidelity
✔Lincoln Investment
✔Siracusa
✔Vanguard
E. Disability Insurance
Employees are eligible to make personal contributions via payroll deductions to the following plans:
✔American General
✔Prudential
✔Siracusa
ARTICLE XXI
SALARY SCHEDULES
A. Rate increase - See attached salary guides - 3 year contract 2007-2010 with a 4.7% increase per year. Support staff (aides) will receive same 4.7% as teachers to members on-guide. Any aide off-guide will receive a 3% increase per year.
B. Salary guides will be jointly developed by REA and the Board negotiating team
C. The Boards goals with regard to the negotiated salary guides are as follows:
✔Maintain competitive starting salaries
✔Equality of distribution/balanced incremental pattern
✔No Aberration / balloons
✔Cost containment at the top of guide
D. Salaries and guides for aides will be developed by R.E.A. and the Board negotiating team.
E. Pay rates for extra compensation stipends for district requested duties beyond the teachers normal scope of responsibility.
✔Home Instruction/Workshop Presenter $35.00/hr.
✔Committee Work (summer/evening) $27.00/hr.
✔Supervisory Work $25.00/hr.
✔Training Rate (summer/evening) $22.00/hr.
✔Presentation Rate p $35.00/hr. rate only for the time spent doing the actual presentation. Also, a fee of $50.00 ($25.00 per hour) will be paid for time necessary for preparation, set up, etc. The $50.00 is the maximum amount paid for preparation time. All requests for compensation must be submitted to your principal and approved by the Superintendent prior to the presentation.
F. Upon initial employment to fill a position currently existing as of July 1, 1998, the employee and the Board may determine the initial placement on the salary guide, irrespective of the employee’s prior experience. For newly created positions full credit shall be given for an employee’s prior experience. Advancement on the guide shall be based upon subsequent, in-district experience. This provision shall not be used to reduce an employee’s salary upon return from a bona fide, uninterrupted leave of absence. This paragraph does not apply to BA/MA column placement which shall continue as per established policy.
G. Credit will be given for active military service up to four (4) year.
H. Pay rates for extracurricular activities and interscholastic sports will be developed by R.E.A. and B.O.E. negotiating teams.
I. Language regarding “duty free lunch” and “prep time” will be discussed as it relates to Article VII. |