Contract Between
Northfield B/E-Atlantic
- and -
Northfield EA
* * *
07/01/2004 thru 06/30/2007

CategorySchool District
UnitClerical, Teaching/Professional Staff
Contract Text Below
{00207416; 1}



AGREEMENT

BETWEEN




NORTHFIELD BOARD OF EDUCATION


AND


NORTHFIELD EDUCATION ASSOCIATION






Effective

July 1, 2004

through

June 30, 2007


65
{00207416; 1}
TABLE OF CONTENTS
Page
I. Recognition 1
II. Negotiation of Successor Agreement 3
III. Grievance Procedure 4
IV. Association Rights and Privileges 10
V. Employee Rights 12
VI. Work Year 15
VII. Hours 18
VIII. Employment Procedures 24
IX. Employee Evaluation 28
X. Sabbatical Leave – Teachers 33
XI. Sick Leave 37
XII. Temporary Leaves of Absence 39
XIII. Extended Leaves of Absence 42
XIV. Professional Development 45
XV. Insurance Protection 48
XVI. Salaries 51
XVII. Association Payroll Dues Deduction 54
XVIII. Representation Fee 55
XIX. Miscellaneous Provisions 58
XX. Duration of Agreement 60
Schedule A1 – Teachers 61
Schedule A2 – Secretaries 63
Schedule A3 – Aides 65
Schedules B, C, D - Coaching, Intramurals, Clubs and Activities 67
AGREEMENT

THIS AGREEMENT, made this by and between the NORTHFIELD BOARD OF EDUCATION, hereinafter referred to as "Board", and the NORTHFIELD EDUCATION ASSOCIATION, hereinafter referred to as "the Association;"
WITNESSETH:

IN CONSIDERATION of the mutual covenants and conditions contained herein, it is hereby agreed by and between the parties hereto as follows:


ARTICLE I
RECOGNITION

A. Recognition
      The Board of Education recognizes the Northfield Education Association as the exclusive representative for collective negotiation concerning grievances and terms and conditions of employment for all certified educational employees employed under the contract.
1. Teachers
          a. including all teachers, nurses, library-media specialists, counselors, and child study team members,
          b. but excluding all staff designated as administrative and supervisory personnel;
2. Secretaries
          a. including clerks, secretary/clerks and secretaries,
          b. but excluding part-time, per diem, and confidential secretaries;
3. Support Staff
          a. including full time support staff under contract including Library, resource room, and classroom support staff,
b. but excluding cafeteria aides and those who work twenty-two hours or less per week.
      Within the Agreement, summer school staff is excluded from this definition.
B. Definitions
1. Teacher
          Unless otherwise indicated the term "teacher", when used hereinafter in this Agreement, shall refer to all certificated educational employees represented by the Association in the negotiating unit as above defined.
2. Secretary
          Unless otherwise indicated, the term "secretary", when used hereinafter in this Agreement, shall refer to all employees who perform those duties that are usually related to office function and management, and who are represented by the Association in the negotiating unit as above defined.
3. Support Staff
          Unless otherwise indicated, the term "support staff", when used hereinafter in this Agreement, shall refer to all employees who perform those duties that are usually related to adjunctive educational functions and who are represented by the Association in the negotiating unit as above defined.

ARTICLE II
NEGOTIATION OF SUCCESSOR AGREEMENT

A. Deadline Date
      The parties agree to enter into collective negotiation over a successor Agreement in accordance with Chapter 123, Public Laws 1974 in a good faith effort to reach agreement on all matters concerning the terms and conditions of employment. Such negotiations shall begin in accordance with the rules and regulations of the Public Employment Relations Commission. Subsequent to ratification by the Board and the Association, any Agreement so negotiated shall apply to all Employees in the unit, be reduced to writing, and be signed by the Board and by the Association. Written notification of readiness to negotiate shall be tendered by both parties, no later than November 1st of the final year of the Agreement.
B. Modification
      This Agreement incorporates the entire understanding of the parties and shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

ARTICLE III
GRIEVANCE PROCEDURE

    A. Definitions
    1. Grievance
              A "grievance" is a claim by an Employee or Employees that he or she has suffered harm based upon the interpretation, application, or violation of the Agreement, administrative decisions or policies, as pertains to terms and conditions of employment.
    2. Aggrieved Person
              An "aggrieved person" is the Employee, Employees or the Association making the claim.
      B. Purpose
          The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems affecting employees which may from time-to-time arise. Both parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of the procedure.
    C. Procedure
    1. Time Limits
              The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. A grievance must be instituted within ten (10) working days of occurrence. The time limits may, however, be extended by mutual written agreement.
2. Year End Grievances
              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, the time limits set forth herein may be exhausted prior to the end of the school year, or as soon thereafter as is practical.
3. Levels
a. Level One
                  An employee with a grievance shall first discuss it with the principal or immediate superior with the objective of resolving the matter informally.
b. Level Two
                  If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) working days, the employee shall set forth the grievance, in writing, to the principal or immediate supervisor, specifying:
                  (1) The nature of the grievance and the injury or loss and the contractual or other basis of the grievance.
                  (2) The disposition at the proceeding level.
                  (3) A statement of the relief sought.
                  Upon receipt of the grievance, the Principal or immediate supervisor shall send a copy of the grievance to the superintendent. The principal or immediate supervisor shall communicate the decision to the employee and the superintendent in writing, within five (5) working days of receipt of the written grievance.
          c. Level Three
                  If the aggrieved person is not satisfied with the disposition of the grievance at level two, or if no decision has been rendered within five (5) working days after presentation of the grievance, the aggrieved person may file the grievance in writing with the superintendent within (5) working days after the decision at level two or ten (10) working days after the grievance was presented, whichever is sooner.
d. Level Four
                  If the aggrieved person is not satisfied with the disposition of the grievance at level three or if no decision has been rendered within five (5) working days after the grievance has been delivered to the superintendent, the aggrieved person may, within five (5) working days after a decision by the superintendent or ten (10) working days after the grievance has been delivered to the superintendent, whichever is sooner, appeal in writing for a hearing by the Board or a committee thereof for a review of the grievance.
e. Level Five
                  (1) If the aggrieved person is not satisfied with the disposition of the grievance at level four, or if no decision has been rendered within twenty (20) working days after the grievance was delivered to the Board or committee thereof, the grievant(s) may, within five (5) working days after a decision by the Board or twenty-five (25) working days after the grievance was delivered to the Board or committee thereof, whichever is sooner, request in writing that the grievance be submitted to arbitration.
                  (2) Within ten (10) working days after such written notice of submission to arbitration, the Board and the grievant(s) 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 Public Employees Relations Commission by either party. The parties shall be bound by the rules and procedures of the Public Employees Relations Commission.
                  (3) The arbitrator so selected shall confer with the representatives of the Board and grievant(s) and hold a hearing promptly. The arbitrator's decision shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement. The decision of the arbitrator shall be submitted to the Board and the grievant(s) and shall be advisory on the parties.
                  (4) 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 and the Association. Any other expenses incurred shall be paid by the respective parties.
D. Rights of Employees to Representation
1. Employee and Association
          Any aggrieved person may be represented in the grievance procedure by a representative of choice at all stages beyond level one.
2. Reprisals
          No reprisals of any kind shall be taken by the Board or by any member of the administration against the aggrieved person.
E. Miscellaneous
1. Meetings and Hearings
          All meetings and hearings under this procedure shall not be conducted in public and shall include only the grievant and the selected representative(s). Any employee has the right to a public discussion of his grievance under the "Sunshine Law."
2. Separate Grievance File
          All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants until the conclusion of the grievance.

ARTICLE IV
ASSOCIATION RIGHTS AND PRIVILEGES

A. Information
      The Board agrees to furnish to the Association or its representative the following information as soon as it becomes available:
1. Final Budget
2. Employer’s Contract Lists
3. Budget Caps
4. Individual Medical Coverage Census Data and Costs
5. Individual Extra-curricular Stipends
6. Seniority Lists
          7. All changes to Board Policy will be sent in writing to the Association President once they are approved by the Board.
B. Released Time for Meetings
      If both parties agree, released time with no loss of pay will be granted to employees who participate during working hours in negotiations or grievance proceedings.
C. Use of School Building
      With the approval of the building principal, the Association or its representatives shall have the right to use the school building at all reasonable hours. These meetings will not interfere with school or community functions.
D. Use of School Equipment
      The Association shall have the right to use school facilities and equipment, including computers, duplicating equipment, and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use, and for any repairs necessitated as a result thereof. Any equipment that is removed from the building requires the approval of the Superintendent.
E. Bulletin Board
      The Association shall have the exclusive use of a bulletin board in each faculty lounge.
F. Mail Boxes
      The Association shall have the right to use school mail boxes as it deems necessary without the approval of building principals or other members of the administration.
G. Exclusive Rights
      The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the employees.

ARTICLE V
EMPLOYEE RIGHTS

A. Right to Organize
      Pursuant to Chapter 123, Public Laws 1974, the Board hereby agrees that every employee of the Board shall have the right freely to 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 a 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 nor indirectly discourage, deprive or coerce any employee in the enjoyment of any rights conferred by Chapter 123, Public Laws of 1974 or other laws of New Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association and its affiliates, negotiations with the Board or the institution of any grievance, complaint, or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.
B. New Jersey School Laws
      Nothing contained herein shall be construed to deny or restrict to any employee such rights as employees have under New Jersey School Laws or other applicable laws and regulations. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
C. Just Cause Provision
      No employee shall be discharged, disciplined, or reduced in rank or compensation 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. Required Meetings or Hearings
      Except in case of emergency, whenever any employee is required to appear before the superintendent, Board or any committee thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meetings or interview and shall be entitled to have representative(s) of the Association present to advise him/her and represent him/her during such meeting or interview.
E. Due Process
1. Secretary
          If a non-tenured secretary is relieved of duty, the employee will be given due process.
2. Support Staff
If a support staff member is relieved of duty, the employee will be given due process.
3. Teacher
          If a non-tenured teacher is relieved of duty, the employee will be given due process.
F. Evaluation of Students
      If a student's grade, determined by the teacher, is changed by a school administrator or the Board of Education, that teacher shall be so notified immediately. In addition, the teacher shall have the right to submit in writing his/her objection to said change. This objection shall be placed in the teacher's file.
G. Employees shall have the right to participate in any activities of the Association or its affiliates, and the Board shall not deny any employee the rights given under the New Jersey Employer-Employee Relations Act, N.J.S.A. 34:13A-1 et, seq., as amended.

    ARTICLE VI
    WORK YEAR

    A. Teachers
        1. Number of Days
            The in-school work year for teachers employed on a ten-month basis shall not exceed 185 days. New personnel may be required to attend an additional two days of orientation.
        2. Included Days
            The in-school work year shall include days when pupils are in attendance, orientation days, and other days when teacher attendance is required. Teachers who have not completely checked out at the end of the school year may be required to do so on their own time.
        3. Inclement Weather
            Teacher attendance shall not be required whenever student attendance is not required due to inclement weather. All staff shall report 20 minutes before their students on days where there is a delayed opening.
        4. NJEA Convention
            Those teachers not exercising the educational opportunity of attending the NJEA Convention as cited in the New Jersey Statutes, Title 18A, shall give two full days of educational service.
        5. 1:15 Dismissal
            On the day before Thanksgiving, winter and spring vacation and the last day of school for pupils, dismissal shall be no later than 1:15 PM.
        6. Calendar
            The superintendent shall confer with representatives of the Association during preparation of the school calendar.
    B. Secretaries
        1. The work year shall be as follows:
    Ten Month Employees: September 1 through June 30
    Eleven Month Employees: September 1 through June 30
    plus 22 days in the summer
    Twelve Month Employees: July 1 through June 30
            All vacations shall be scheduled with the approval of the Superintendent. If the District determines that a 10 month employee is needed before September 1, any working days used before September 1 must be subtracted from the end of the year (June 30) on a one-for-one working day exchange.
    2. Vacation and/or Holiday Schedule
            a. School holidays shall be the same as the teachers' schedule.
            b. Twelve month secretaries shall be granted the following vacations:
                6 months- 11 months - 5 days
                1 year - 5 years - 10 days
                6 years - 10 years - 15 days
                11+ years - 20 days
            All vacations shall be scheduled with the approval of the Superintendent. If the employee takes ten (10) consecutive vacation days, the employee must then work five (5) consecutive days before using another vacation day.
            c. Eleven month secretaries shall be granted the following vacations:
                6 months- 11 months - 2-1/2 days
                1 year - 10 years - 5 days
                11 years- 19 years - 7-1/2 days
                20+ years - 10 days

                All vacations shall be scheduled with the approval of the Superintendent. If the employee takes ten (10) consecutive vacation days, the employee must then work five (5) consecutive days before using another vacation day.
            d. Vacation does not include July 4 and shall be scheduled in agreement with the direct supervisor.
    C. Support Staff
    1. The work year shall be as follows:
            The work year shall be the same as the student calendar year.
    2. Holiday Schedule
            School holidays shall be the same as the teachers' schedule.

    ARTICLE VII
    HOURS

    A. Teachers
    1. Teacher Day
    a. Length of Day
                The total in-school work day, inclusive of lunch, shall not consist of more than 7 hours.
    b. Arrival and Dismissal Time
                Teachers shall report and remain 10 minutes before and 10 minutes after students. On days preceding holidays or vacations, the teachers' day shall end at the close of the pupils' day, except that an appropriate number of teachers may be required to supervise students until they have departed the premises.
    c. Planning Period
                Each teacher shall receive no less than one continuous planning period of at least 40 minutes per day.
    2. Teaching Load
            a. During that time in which a specialist is meeting with a class in a classroom, the elementary and middle school teachers shall not be given another classroom assignment except in case of emergency.
        b. Work Day – Middle School Specials’ Teachers
                The parties agree to establish a committee to examine the work load of Middle School Specials’ Teachers. The objective of this committee is to determine the feasibility of limiting the number of periods per day taught by Middle School Specials’ teachers to six (6).
            c. The Board shall attempt to provide time within the day for articulation between the less than full time BSI teachers and the full time teaching staff.
    3. Lunch Periods
            a. All teachers shall have a daily lunch period which shall be no shorter than that afforded the students and which shall be duty free except in cases of emergency.
            b. Upon notifying the principal, teachers may leave the building during their scheduled duty-free lunch periods.
    4. Meetings
            Teachers may be required to attend meetings after the end of the regular work day without additional compensation.
            a. Such meetings shall not exceed one hour and five minutes and shall commence ten minutes after the pupils' dismissal.
            b. There will be no more than three meetings after school per month.
            c. If teachers are required to attend evening meetings, exclusive of conferences, the time spent in after school and evening meetings shall not exceed four hours.
    5. Conferences
    a. There shall be no more than three (3) formal parent-teacher conferences per year. Each conference shall be no longer than three (3) hours duration. Such meetings will be scheduled in advance by the school principal. Information will be disseminated to staff and parents/guardians in the Parent Information Guide.
            b. All staff and students will be scheduled for 1:15 dismissal on conference days.
    6. Chaperoning
            Teachers who chaperone shall be paid at the rate of $70.00 per event for the term of the contract, July 1, 2004 through June 30, 2007.
    7. Prior to Holidays and Weekends
            Meetings that take place after the regular in-school workday and which require attendance normally shall not be called on Fridays, or on any day immediately preceding any holiday, or other day upon which teacher attendance is not required at school.
    8. Calendar
            Under normal circumstances, a month's calendar of meetings will be established by the superintendent and made available to all staff members.
    9. Extra-curricular Activities Salary
            Teachers shall be paid extra-curricular compensation for coaching, intramurals, and clubs and activities. See attached schedule. All openings shall be posted for both Middle and Elementary schools for at least five (5) days.

    10. Extra Pay for Extra Services
            A. Home instruction shall be compensated at a rate of:
            $30.00 per hour 2004-2005
            $32.00 per hour 2005-2006
            $33.00 per hour 2006-2007
            B. Curriculum or program development not included in the regular teacher work day shall be compensated at the rate of:
            $30.00 per hour 2004-2005
            $32.00 per hour 2005-2006
            $33.00 per hour 2006-2007
            C. Summer Work: Any teacher that engages in curriculum work for the District during the summer months, with the approval of the Superintendent, shall be paid at the current curriculum rate.
            D. Staff Development: An honorarium of fifty ($50.00) dollars shall be paid for presentations at Staff Development meetings which are approved by the Superintendent and exceed two (2) hours in length. Said payments shall be limited to one per day.
    B. Secretaries
        1. Daily hours shall be as follows:
            September 1 - June 30: 8:00 AM to 4:00 PM
            July 1 - August 31: 9:00 AM to 3:00 PM

        2. Coffee Breaks
            Employees are entitled to two (2) ten minute (10) coffee breaks, per day, one in the morning and one in the afternoon.
    3. Lunch Breaks
            Employees shall have one (1) hour duty free lunch period. Times to be agreed upon between employee and direct supervisor.
        4. Overtime
            Overtime is defined as any time spent at regular duties or other assigned duties, consistent with this Agreement, either before/after regular daily work hours, or any day other than provided in the regular work year.
            a. All overtime accrued shall be remunerated at the rate of 1-1/2 times the hourly salary for hours worked over forty (40) hours per week.
            b. Overtime for employees must be assigned by the supervisor and approved by the superintendent or his/her designee.
    C. Support Staff
        1. Minimum daily hours shall be as follows:
    a. Library Aides - 6 hours per day.
    b. Resource Room Aides - 6 hours per day.
    c. Classroom Aides - 5 hours per day.
        2. Coffee Break
            Employees are entitled to one (1) ten minute (10) coffee break per day. Times to be agreed upon between employee and direct supervisor.

        3. Lunch Break
            Employees shall have a duty free lunch period. Times to be agreed upon between employee and direct supervisor.

    ARTICLE VIII
    EMPLOYMENT PROCEDURES

    A. Teachers
        1. Placement on Salary Schedule
            Any teacher employed for one-half (1/2) of the teacher contract year, according to the adopted calendar of that specific year, shall be given full credit for one (1) year of service toward the next increment step for the following year.
    2. Credit for Previous Experience
            a. Up to ten (10) years of credit for previous experience as a teacher may be allowed to determine starting salary.
            b. The starting salary of any teacher shall be any amount agreed upon by the teacher and the Board of Education.
            c. Up to four (4) years of credit for military active duty experience shall be allowed to determine position on the salary guide.
    3. Notification of Contract and Salary
            Teachers shall be notified of their contract and salary status for the ensuing year no later than May 15.
    4. Notification of Vacancies
    a. Date
                No later than June 1 of each school 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.
    b. Filing Requests
                Teachers who desire a change in grade and/or subject assignment may file a written statement to the Superintendent. Such statement shall include the grade and/or subject to which the teacher desires to be assigned. Such requests for transfers and reassignments for the following year shall be submitted no later than June 15.
    c. Criteria for Assignment
                In the determination of requests for voluntary reassignment and/or transfer, the wishes of the individual teacher may be honored to the extent that the transfer does not conflict with the instructional requirements and best interests of the school system.
    d. Priority in Reassignment
                A teacher being involuntarily transferred or reassigned shall be placed only in a position which does not involve reduction in total compensation.
    e. Notification
                All teachers shall be given written notice of their salary schedules, class and/or subject assignment and room assignments for the forthcoming year as soon as practical.
    f. Meeting and Appeal
    (1) Step 1
                    In the event of an involuntary transfer to which the teacher involved objects, that teacher may request a meeting with the principal. This meeting shall be requested within fifteen (15) days of notification of the involuntary transfer being made as defined herein. In the event such meeting is not requested within fifteen (15) days, the right to the meeting shall be deemed waived.
    (2) Step 2
                    In the event the teacher involved in an involuntary transfer is dissatisfied with the results of the meeting with the principal, he/she may, within five (5) days of such meeting, request a meeting with the superintendent to discuss such transfer. At that meeting, the teacher may, at his/her option, have an association representative present.
    B. Secretaries and Support Staff
    1. Placement on Salary Schedule
            Adjustment of salary: Each employee shall be placed on the proper step of the salary schedule as of the beginning of the school year. Any employee employed more than one-half (1/2) year shall be given full credit for one (1) year of service toward the next increment step for the following year. Secretaries moving from ten months to eleven months or from eleven months to twelve months shall retain credit for years of service and, if applicable, tenure.
        2. Notification of Contract and Salary
            Employees shall be notified of their contract and salary status for the ensuing year not later than June 1st. If notice has not been given by June 1st , the employee shall automatically be considered employed in the same position as occupied before June 1st.
    3. Resignation
            An employee who is resigning from their position shall give thirty (30) days notice. Earned vacation [twelve (12) month employees] shall be paid according to the proportion of full months worked to the total contract year, unless proper notice has not been given. Earned vacation shall be paid only in the same proportion as the amount of notice actually given.
    4. Notification of Vacancies
            The superintendent shall make known to the Association staff, vacancies as they occur throughout the year. Employees who desire to transfer to a vacant position may file a written statement of request for transfer to the Superintendent and shall be given first consideration.
    5. Use of Voluntary Request
            No vacancy shall be filled by means of involuntary transfer or reassignment if there is a qualified volunteer, approved by the supervisor of the position to be filled, available to fill said position.
    6. Involuntary Transfer
            An involuntary transfer or reassignment shall be made only after a meeting between the employee involved and the superintendent, at which time the employee shall be notified of the reason therefore.
        7. Tenure
            Secretaries shall acquire tenure and shall be hired, employed and dismissed in accordance with the laws and regulations governing employees who may acquire tenure.
    ARTICLE IX
    EMPLOYEE EVALUATION

    A. Secretaries and Support Staff
        Secretaries and Support Staff shall be evaluated by the immediate supervisor (s) at least two (2) times in each school year, to be followed in each instance by a written evaluation report and by a conference between the employee and the evaluator.
    B. Teachers
        1. Non-tenured Teachers
            Every board of education in this State shall cause each non-tenured teaching staff member employed by it to be observed and evaluated in the performance of his/her duties at least three (3) times during each school year, but not less than once during each semester. The number of required observations and evaluations may be reduced proportionally when an individual teaching staff member's term of service is less than one (1) academic year. Each evaluation shall be followed by a conference between that teaching staff member and his or her superior or superiors. The purpose of this procedure is to recommend as to reemployment, identify any deficiencies, extend assistance for the correction of any deficiencies, and improve professional competence.
        2. General Criteria
            a. Formal Evaluations
                All formal observations of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. Covert observations or the use of public address, cameras, audio systems and similar surveillance devices shall be strictly prohibited. However, such devices may be used for evaluation with the knowledge of the teacher.
            b. Evaluation by Certified Supervisors
                Teachers shall be evaluated only by persons certified by the New Jersey State Board of Examiners to supervise instruction.
            c. Copies of Formal Evaluation
                A teacher shall be given a copy of any formal class visit or formal evaluation report prepared by his/her 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 teacher's file or otherwise acted upon without prior conference with the teacher. No teacher shall be required to sign a blank or incomplete evaluation form.
            d. Informal Evaluations
                (1) Definition
                    An informal evaluation is an observation which has been reduced to writing, comprises less than a full class period or other full block of instruction, is not formally scheduled and consists of observations of routine, day-to-day activities related to teaching.
                (2) Acknowledgement
                    Reports of informal evaluations shall be signed by the teacher to acknowledge receipt. The teacher may request a conference concerning such evaluations and may respond in writing to them.
                (3) Non-tenured Teachers
                    For the purpose of this section, the term "observation" shall be construed to mean a visitation to a classroom by a member of the administrative and supervisory staff of the local school district who holds an appropriate certificate for the supervision of instruction, for the purpose of observing a non-tenured teaching staff member's performance of the instructional process.
                    (a) Each of the three observations required by law shall be conducted for a minimum duration of one (1) class period in the middle school and, in the elementary schools, for the duration of one (1) complete subject lesson.
                    (b) The term "evaluation" shall be construed to mean a written evaluation prepared by the administrative-supervisory staff member who visits the classroom for the purpose of observing a teaching staff member's performance of the instructional process.
                    (c) Each of the three observations required by law shall be followed by a conference between the administrative-supervisory staff member who has made the observation and written evaluation and the non-tenured teaching staff member within a reasonable period of time, but in no instance more than fifteen (15) days. Both parties to such a conference will sign the written evaluation report and retain a copy for his/her records. The non-tenured teaching staff member shall have the right to submit his/her written disclaimer of such evaluation within ten (10) days following the conference, and such disclaimer shall be attached to each party's copy of the evaluation report.
                    (d) The purpose of this procedure for the observation and evaluation of non-tenured teaching staff members shall be to identify deficiencies, extend assistance for the correction of such deficiencies, improve professional competence, provide a basis for recommendations regarding reemployment, and improve the quality of instruction received by the pupils served by the public schools.
    C. Personnel Records
    1. File
            An Employee shall have the right, upon reasonable request, to review the contents of his/her personnel file and to receive copies, at actual cost, of any documents contained therein. An employee shall have the annual right to indicate those documents and/or materials in his/her file which he/she believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the superintendent or his designee and if, in fact, they are obsolete or otherwise inappropriate to retain, they shall be destroyed. Disputes over the retention of said documents shall be resolved through the grievance procedure at the Board level.

    2. Derogatory Material
            No material derogatory to an Employee's conduct, service, character or personality shall be placed in his/her personnel file unless the employee has had an opportunity to review the material. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the superintendent or his/her designee and attached to the file copy.
    3. No Separate File
            Although the Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents, it shall not establish any separate personnel file which is not available for the employee's inspection.
    D. Termination of Employment
        Final evaluation of an employee upon termination of his/her 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 X
    SABBATICAL LEAVE – TEACHERS

    A. Granting Sabbaticals
        The Board may, in its sole, reasonable discretion, grant sabbatical leave to any teacher employed by the Board.
    B. Purpose
        The purpose of the sabbatical leave must be one of potential benefit to the District.
    C. For Study
        Sabbatical leave sought for the purpose of study must be done at an accredited college, university or other institution suitably accredited in its field.
    D. Extended Travel or Other
        In addition to granting sabbatical leave for the purpose of study, the Board may also grant sabbatical leave for the purpose of extended travel or for other reasons which the Board deems to be of potential benefit to the District.
    E. Eligibility
        To be eligible, a teacher must have served a minimum of seven (7) years in the Northfield School District.
    F. Pay
        Sabbatical leave shall be at half pay for the period that the individual is on such leave.
    G. Total Number
        No more than two individuals may be on sabbatical leave from the District at the same time.
    H. Requests
        Requests for sabbatical leave must be received by the superintendent, in writing, no later than December 1 of the year preceding the school year for which the sabbatical leave is requested. Requests will include a clear explanation of the sabbatical project and a full explanation of the nature of the benefit the individual requesting such leave feels it will have for the District.
    I. Initial Review
        For teachers requesting sabbatical leave, an initial review of the proposed project will be by a committee composed of the superintendent, appropriate principal and one (1) teacher selected by the Association. The recommendations of the committee shall then be reported to the Board.
    J. Final Approval
        Final approval of all sabbaticals shall be by the full Board after review by the Personnel and Instruction Committee. Applicants will be notified not later than five (5) school days after the first meeting of the Board following final approval of the budget.
    K. Report to Board
        Upon return from sabbatical, the individual shall render a full report to the Board, in writing, setting forth what was accomplished on this sabbatical.
    L. Finished Product
        If, as a result of the sabbatical, a thesis, paper, book or other graphic or similarly reproducible product is produced, two copies shall be deposited with the District, at no cost to the District, with any costs to be borne by the employee. It is the Board's belief that where such a concrete end-product results, this is one of the benefits to the District which mitigated in favor of approving the application for sabbatical leave in the first instance.
    M. Obligation of Employment
        Upon return from sabbatical leave, a teacher shall be obligated to remain in the employ of the Northfield Board of Education for a period of no less than two (2) full school years. If the teacher does not remain in the full-time employ of the Board for two (2) full school years, he/she shall reimburse the Board an amount equal to the salary actually paid to such person during the sabbatical leave. Such reimbursement may be extended over three years, one-third of the total amount due to be paid each year. It is the express intention of the Board that the provisions of this Paragraph be considered an integral part of the conditions under which it approved sabbatical leave. Any employee of the Board who goes on sabbatical leave is deemed to have accepted and agreed to the provisions of this Paragraph.
    N. Written Notice of Approval
        If approved, the superintendent shall send written notice to the employee advising him/her that the Board has approved the requested sabbatical leave. The notice shall specify the terms of the sabbatical leave, including the school or place where the leave is to be taken, the duration of the leave, the purpose for the leave, and state that the leave is approved subject to the terms of this Agreement. The notice shall require the employee to indicate acceptance of the terms and conditions of the sabbatical by signing and returning a copy of the notice to the Board.
    O. Salary Schedule
        Upon return from sabbatical leave, a teacher shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence and he/she shall be credited with all other benefits for which he/she would have been entitled during the period of his/her leave and continuing thereafter upon his/her return.

    ARTICLE XI
    SICK LEAVE
    A. Sick Leave
        1. Number
            All ten (10) month employees shall be entitled to ten (10) sick leave days with pay each school year. All eleven month employees shall be entitled to eleven (11) sick leave days with pay each year. Employees on a twelve (12) month contract shall be entitled to twelve (12) days sick leave with pay each year. Unused sick leave shall be accumulated from year to year with no maximum limit.
        2. Notification
            Employees shall be notified within the first month of each school year the amount of sick leave accumulated or remaining.
        3. Substitute Registry
            The substitute registry shall provide a written report to the Board of Education each month listing staff call-ins, type of leave and date/time of each call. This report will consist of a log, listing the teachers who called in absences, the type of leave requested, and the date/time of each call.
    B. Reimbursement for Unused Sick Leave
        1. Recognition
            Reimbursement for accumulated unused sick leave will be recognized upon retirement according to New Jersey Statutes.
        2. Credit
            All employees retiring from the District shall receive credit for unused sick leave based upon the following formula:
            $50.00 per day for 2004-2005 to a maximum of one hundred (100) days
            $60.00 per day for 2005-2006 to a maximum of one hundred (100) days
            $70.00 per day for 2006-2007 to a maximum of one hundred (100) days
        3. Retroactive
            Compensation for unused sick leave is not retroactive for previously retired employees.
        4. Definition
            Retirement is defined as leaving the District and collecting a pension from a N.J. State Pension and Annuity Fund.
        5. Employee’s Estate
            Remuneration for unused accumulated sick leave up to the contract limits shall be paid to the estate of an employee who dies while actively employed in the District.
    C. Perfect Attendance Incentive
        Employees who use no sick leave days during the course of the school year shall be awarded a two hundred dollar ($200.00) U.S. Savings Bond, payable September 1.

    ARTICLE XII
    TEMPORARY LEAVES OF ABSENCE

        All employees subject to this Agreement shall be entitled to the following temporary, non-cumulative leaves of absence with full pay each school year at the discretion of the Superintendent of Schools or his/her designee. Teachers employed by the District on a less than full-time basis shall be entitled to sick, personal and bereavement leaves in proportion to the number of hours worked each week.
    A. Personal Leave
        1. Requests
            Those requesting personal leave shall do so on a form designed for this purpose. The request shall be given to the building principal at least two (2) school days in advance and forwarded to the superintendent.
        2. Conditions
            An allowance of up to three (3) days absence without pay deduction during any one school year for personal reasons under the following conditions:
    a. Court Subpoena
    b. Religious Holidays
    c. Any other emergency or urgent reasons
        3. Exceptions
            No days of absence with pay shall be allowed for emergency or urgent reasons when such days are taken during the first three (3) or last three (3) days of the school year, or the first day immediately preceding, or the first day immediately following a school recess or vacation, except upon the approval of the Superintendent of Schools.
        4. Unused personal days shall be added to the employees’ accumulated sick days.
    B. Professional/Educational Improvement Leaves
    1. Teachers
            Absence without pay deduction will be allowed for professional visitations, conventions, conferences, workshops, special short courses, when approved by the Superintendent of Schools or his/her designee.
    2. Secretaries and Support Staff
            Absence without pay deduction will be allowed for educational improvement visitations, conventions, conferences, workshops, special short courses, when approved by the Superintendent of Schools or his/her designee.
    C. Death in Family
        1. Immediate Family
            In the event of a death in the immediate family, an allowance of up to five (5) days leave shall be granted per occurrence. Immediate family shall be considered husband or wife, father, mother, father-in-law, mother-in-law, child, brother, sister, grandchild, the employee’s grandmother or grandfather or any member of the immediate household.
        2. Near Relative
            An allowance of one (1) day leave without pay deduction will be allowed for death of near relative.
    D. Critical Illness
        In the event of a critical illness in the immediate family, an allowance for two (2) occurrences of five (5) days or up to ten (10) days total leave shall be granted per year. Immediate family shall be considered husband or wife, father, mother, father-in-law, mother-in-law, child, brother, sister, grandchild, the employee’s grandmother or grandfather or any member of the immediate household. Critical illness is interpreted as one causing hospitalization.
    E. In Addition to Sick Leaves
        Leaves taken pursuant to all sections above shall be in addition to any sick leave to which the employee is entitled.

      ARTICLE XIII
      EXTENDED LEAVES OF ABSENCE

      A. Medical Disability
          Due to medical disability which is substantiated by a certificate from a medical doctor, an employee shall be granted an extended leave of absence without pay. However, during the period of the employee's personal medical disability, accumulated sick leave benefits shall be paid until such benefits are exhausted or the personal medical disability has terminated. Upon termination of medical benefits when applicable, the employee may elect to retain said benefits by prepaying the Board of Education on a monthly basis, so as to continue group rate premiums, in accordance with the New Jersey Public Employee Benefit Manual.
      B. Non-tenured Employees
          The Board need not grant or extend the leave of absence of any non-tenured employee beyond the end of the contract school year in which the leave is obtained.
      C. Returning
          An employee returning from a medical disability leave shall be entitled to all benefits to which said employee was entitled at the time leave commenced.
      D. Recovery Time
          No employee shall be barred from returning to work after a medical disability leave on the grounds that not enough time has elapsed during the recovery time.
      E. Granting Tenure
          Nothing herein contained shall be construed to require the Board to grant tenure to any non-tenured teacher or secretary who would not have been granted tenure in the absence of this provision or to offer a new contract for a new school year to any non-tenured teacher or secretary who would not have been offered such a contract in the absence of this provision.
      F. Child-Rearing
          An employee may make application to the Board for a child-rearing leave of absence for a period of up to one year. Said application shall be made to the Superintendent at least ninety calendar days prior to the commencement of the child-rearing leave. The date of requested return may be adjusted by the Board to commence in January or September or any other natural break in time which the Board deems in keeping with the educational needs of the system, and may preclude the one-year time period cited above. Said child-rearing leave shall be without pay. The Board of Education Secretary shall, upon request, provide the employee with the necessary information in order that the employee can take over the payments of insurance premiums.
      G. Care of Sick Family Member
          A leave of absence of up to one (1) year without pay shall be granted for the purpose of caring for a sick member of the employee's immediate family. Additional leave may be granted at the discretion of the Board.
      H. Other Leaves
          Other leaves of absence without pay may be granted by the Board for good reason.
      I. Returning from Leave
          Upon return from leave granted according to Section A above, an employee shall be considered as if he/she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level as he/she would have achieved if he/she had not been absent, provided, however, that time spent on such leaves shall not count toward fulfillment of time requirements for acquiring tenure. An employee shall not receive increment credit for time spent on a leave granted under Sections F, G, and H above, nor shall such time count toward the fulfillment of the time requirements for acquiring tenure. Leave granted under Section A shall count toward increment if the employee worked during that school or calendar year, whichever is applicable.
      J. Salary Guide
          Advancement on the salary guide or raises the following year of the extended leaves of absence shall be based upon the day of commencement of the leave of absence. The employee will be granted a full salary guide step or raises, if he/she works more than one-half (1/2) of the teacher contract year, according to the adopted calendar of that specific year. Working 90 days or less, or less than one-half (1/2) year, shall result in no advancement on the salary guide or raise the following year.
      K. Extensions
          All extensions or renewals of leave shall be applied for and granted in writing.

      ARTICLE XIV
      PROFESSIONAL DEVELOPMENT

      A. Teachers
          Tuition reimbursement up to $800 per graduate level class will be granted upon completion of courses as defined herein. The maximum Board pay out shall not exceed $16,000.00 in the 2004-05 school year, $18,000.00 in the 2005-06 school year and $20,000.00 in the 2006-07 school year.
          The following conditions apply to tuition reimbursement:
          1. Approved Courses
              Reimbursement shall be made for courses that are directly related to the teacher’s present position or related to an area of potential educational responsibility.
          2. Accredited Institutions
              Reimbursement shall be given for approved courses taken at accredited institutions of higher education or in-service programs for which the teacher has been required to expend tuition monies.
          3. Minimum Grade
              A minimum grade of B or its equivalent must be attained in order to be eligible for reimbursement.
          4. Application
              Application for course reimbursement shall be approved by the superintendent prior to enrollment in the course to be taken.
          5. Emergency or Provisional Certificates
              Courses taken to comply with State requirements for emergency or provisional certificates do not qualify for reimbursement.
          6. Reimbursement
              Reimbursement shall be made within sixty (60) days of submission of documentation supporting the request.
          7. In the event a teacher voluntarily leaves the district within two (2) years of receiving a tuition reimbursement, he/she must reimburse the district for any tuition monies received.
      B. Secretaries and Support Staff
          Tuition reimbursement up to $800 per undergraduate or graduate level class will be granted upon completion of courses as defined herein. This pay out is to be combined with the teachers’ pay out under Section A above so that the maximum Board pay out does not exceed $16,000.00 in the 2004-05 school year, $18,000.00 in the 2005-06 school year, and $20,000.000 in the 2006-07 school year. The following conditions apply to tuition reimbursement:
          1. Approved Courses
              Reimbursement shall be given for any course taken to improve efficiency and proficiency.
          2. Minimum Grade
              A minimum grade of B or its equivalent must be attained in order to be eligible for reimbursement.
          3. Application
              Application for course reimbursement shall be approved by the superintendent prior to enrollment in the course to be taken.

          4. Reimbursement
              Reimbursement shall be made within sixty (60) days of submission of documentation supporting the request.
          5. In the event a secretary or support staff member voluntarily leaves the district within two (2) years of receiving a tuition reimbursement, he/she must reimburse the district for any tuition monies received.

        ARTICLE XV
        INSURANCE PROTECTION

        A. Horizon Blue Cross Blue Shield of New Jersey Health Benefits Plan
            The Board of Education shall enroll all eligible employees who apply for medical insurance in the Horizon Blue Cross Blue Shield of New Jersey Health Benefits Plan or an equivalent plan as soon as possible after the date of this Agreement.

            All employees hired after July 1, 2001 shall be enrolled in the PPO base plan.

            For all employees hired after July 1, 2001, the Board shall provide single coverage until September 1st following the granting of tenure. The parties agree to reopen this provision if the Board and the Association find that single coverage negatively impacts recruitment efforts.
            Any employee who enrolls in any plan other than the PPO plan after July 1, 2001, regardless of their hire date, shall pay the difference in premiums between the PPO and the plan selected.
            For purposes of entitlement to insurance benefits, a part time employee is defined as one who works in the district for 22 hours or less per week.

            1. The employee will have a payroll deduction as follows and these deductions shall not increase in the life of this Agreement.
        Single $ 10.00 per pay ($200.00 per year)
        Parent/Child $ 12.00 per pay ($240.00 per year)
                Husband/Wife $ 15.00 per pay ($300.00 per year)
                Family $ 20.00 per pay ($400.00 per year)
        B. Horizon Blue Cross Blue Shield of New Jersey Prescription Drug Program
            The Board of Education shall enroll all eligible employees who apply in the Horizon Blue Cross Blue Shield of New Jersey Prescription Drug Program or an equivalent plan as soon as possible after the date of this Agreement.
            1. The Board agrees to pay the total cost of the individual employee in the above plan if the employee requests coverage.
            2. The Board agrees to pay one hundred percent (100%) of the additional costs if an employee requests coverage under the family plan, the husband and wife plan, or the parent and child plan. Single coverage only will be provided as per Article XV, Part A.
            3. The employee will co-pay ten ($10.00) dollars per generic prescription and twenty ($20.00) dollars per name brand prescription.
        C. Horizon Blue Cross Blue Shield of New Jersey Dental Program
        The Board of Education shall enroll all eligible employees who apply in the Horizon Blue Cross Blue Shield of New Jersey Dental Program or an equivalent plan as soon as possible after the date of this Agreement.
        1. The Board agrees to pay the total cost of the individual employee in the above plan if the employee requests coverage, or the two party or three party plan if applicable. Single coverage only will be provided as per Article XV, Part A.
        D. Waiver of Insurance Benefits
            Members may choose to waive or ‘opt-out’ of insurance benefits. Members choosing to ‘opt-out’ will be required to sign a release indicating that their dependents are covered under another health benefit program. Members shall be told how to re-enroll in the health benefits program if needed. Members are responsible for informing the school business administrator of any changes in circumstances regarding health benefits. Employees who are not employed during the full year (Sept. 1 – Aug. 31) and who choose the waiver option shall have their payments prorated accordingly. This applies to new hires after September 1st and any employment termination that is effective prior to August 31st. Employees who choose the waiver and are on an unpaid leave of absence without health benefits shall have their payments prorated as well. The Board shall pay members who waive their insurance benefits as follows: $2,000.00 for opt out of single coverage; $2,500.00 for opt out of parent/child(ren) coverage; $3,000.00 for opt out of husband/wife coverage; and $3,500.00 for opt out of whole family coverage.
        E. Section 125 Plan
            The Board of Education shall establish a Section 125 Plan.

        ARTICLE XVI
        SALARIES

        A. Salary Schedule
            The salary of each employee covered by this Agreement is set forth in the attached schedules hereto and made a part hereof. The Board and the Association agree to mutually develop these salary guides.
        B. Withholding of Increments
            Employment or adjustment increments may be withheld in whole or in part for inefficiency, incapacity, conduct unbecoming a teacher or other just cause. It shall not be mandatory upon the Board of Education to pay any such denied increment in any future year as an adjustment increment.
        C. Method of Payment
            1. Ten (10) Month
                Each employee shall be paid every other Friday on either a ten or twelve month basis, whichever is applicable. Eleven month employees will be paid on a twelve month schedule.
            2. Exceptions
                When a payday falls on or during a school holiday the business office shall be open during the morning of payday or checks shall be issued on the last previous working day.
            3. Summer Pay Plan
                Each employee paid on a ten (10) month basis may individually elect, in writing, to have a portion of his/her salary deducted from his/her pay.
        4. Automatic Deposit Plan
                Each employee may individually elect, in writing, to participate in the Automatic Deposit Plan with the Board approved banking institution.
        5. Final Pay
                Each 10 month employee shall receive his/her final pay for June on his/her last working day in June.
        D. Salary Adjustments
            1. Notice
                If a teacher or support staff member anticipates a change in range on the salary schedule for the next school year, written notice to this effect must be given to the superintendent prior to August 31 for implementation on the first September pay.
            2. Midyear Salary Adjustments
                Midyear salary adjustments shall be effected as the result of status change of the teacher or support staff member on or before January 30. Where notification of the successful completion of a course or courses which would otherwise warrant a status change, is not received by the teacher or support staff member prior to January 30,but the courses have been completed on or before January 30, the salary adjustment shall be made as soon as possible after notification. The difference between what should have been received due to this increase, from January 30 and the date when adjustment was begun, and the amount actually received, shall be prorated, over the period between when the adjustment is made and the end of the school year.

            3. Transcripts
                Transcripts showing courses successfully completed shall be evidence of training.
            4. Adjustment of Salary
                The adjustment in salary necessary to effect a change in training level shall be in addition to the regular employment and adjustment increments.
        5. Credits
                Credits applied for a change in salary range shall be computed as one (1) credit equal to one (1) semester hour; shall be earned from an accredited institution of higher learning or approved in-service program, and shall be related to an educational program designed for improvement in an area of responsibility. It shall be the responsibility of the superintendent to approve such credits and certify accuracy in applying for a change in salary range. Credits applied to salary range "M + 15" and "M + 30" shall be earned following the receipt of the Masters Degree.
        6. Coordinator of Special Services
                Any properly certificated employee appointed as Coordinator of Special Services shall receive ten percent(10%) of their annual base salary as a stipend.

        ARTICLE XVII
        ASSOCIATION PAYROLL DUES DEDUCTION

        A. Dues
            The Board agrees to deduct from the salaries of its employees the dues for the Northfield Education Association, the Atlantic County Education Association, the New Jersey Education Association or the National Educational Association, as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233 N.J. Public Laws of 1969 (N.J.S.A. 52:14-14.9e) and under rules established by the State Department of Education. Said monies together with current records of any corrections shall be transmitted to such persons as may from time-to-time be designated by the Northfield Educational Association by the 15th of each month following the monthly pay period in which deductions were made. The person designated shall disburse such monies to the appropriate association or associations.
        B. Certification
            The Association shall certify to the Board, in writing, the current rate of its membership dues. If the Association named in Paragraph A.l above shall change the rate of their membership dues, the Association shall give the Board written notice prior to the effective date of such change.

        ARTICLE XVIII
        REPRESENTATION FEE

        A. Purpose of Fee
            If an eligible employee does not become a member of the Association during any membership year that is covered in whole or in part by this Agreement, i.e., September 1st to the following August 31st, said employee will be required to pay a representation fee to the Association for that membership year. This fee will be to offset the cost of services rendered by the Association as majority representative.
        B. Amount of Fee/Notification
            Prior to September 1st of the membership year, the Association will notify the Board, in writing, of the amount of the regular membership dues, initiation fees, and assessment charged by the Association to its own members for that membership year. The representation fee to be paid by nonmembers will be equal to 85% of that amount.
        C. Deduction and Transmission of Fee
        1. Notification
                On or about the fifteenth (15th) of September of each year the board will submit to the Association, a list of all employees in the bargaining unit. On or about December 1st of each year the Association shall notify the Board of Education as to the names of those employees who are required to pay the representative fee.
        2. Payroll Deduction Schedule
                The board will deduct from the salaries of the employees referred to in Section C-1 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in January.
        3. Termination of Employment
                If an employee, who is required to pay a representation fee, terminates his/her employment with the Board before the Association has received the full annual amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the current membership year.
            4. Mechanics
                Except as otherwise provided in this Article, the mechanics for the deduction and transmission of representation fees will as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.
            5. Changes
                The Association will notify the Board in writing, of any changes in the list provided in Paragraph C1, and/or the amount of the representation fee, and such changes will be reflected in any deductions made no more than thirty (30) days after the Board receives said notice.
        6. New Employees
                On or about the last day of each month of the membership year, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all eligible employees who began their employment in a bargaining unit position during the preceding 30-day period. This list will include names, job titles, dates of employment and places of assignment for all such employees. Negative reports are not required. The Board will also notify the Association of any changes in the status of an employee regarding transfer, leave of absence, return from leave, retirement, resignation, separation from employment, or death.

        ARTICLE XIX
        MISCELLANEOUS PROVISIONS

        A. Severability
            If any provision of this Agreement or any application of this Agreement to any employee is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
        B. Compliance Between Individual Contract and Master Agreement
            Any individual contract between the Board and an individual employee, 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.
        C. Non-Waiver
            Nothing contained in any section or subsection of this Agreement shall be interpreted in any manner or construed to constitute an implied waiver by the Board of any of its rights. All rights not expressly waived herein are deemed retained.
        D. Reproduction of Agreement
            Copies of this Agreement shall be printed at the joint and equal expense of the Board and the Association after agreement on the format within thirty (30) days after the Agreement is signed. The Agreement shall be presented to all employee's now employed or hereafter employed by the Board.
        E. Mileage
            Employees who may be required to use their own automobiles in the performance of their duties shall be reimbursed at the rate of the accepted Federal Tax Rate.
        F. Insurance
            If an employee is required to transport a school child or children, said employee shall be properly insured by the Board of Education and saved harmless from any law suit that might result if an accident(s) occurs.
        G. Notice
            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:
            1. If by Association, to Board at:

            Northfield Board of Education
            2000 New Road
            Northfield, NJ 08225

        Northfield Education Association
        NCS
        2000 New Road
        Northfield, NJ 08225

        ARTICLE XX
        DURATION OF AGREEMENT
        A. Duration Period
            This Agreement shall be effective as of July 1, 2004 and shall continue in effect until June 30, 2007 subject to the Association's right to negotiate over a successor agreement as provided in Article II. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.
          IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.

          NORTHFIELD EDUCATION NORTHFIELD BOARD OF
          ASSOCIATION EDUCATION



          By: _________________________ BY: ________________________
          Co- President President



          By: _________________________ BY: _________________________
          Co-President Secretary






          By: _______________________
          Secretary

          SCHEDULE A1
          NORTHFIELD TEACHER SALARY GUIDE: 2004-05
          Step
          BA
          BA+15
          BA+30
          MA
          MA+15
          MA+30
          1
          39,500
          40,448
          41,237
          42,424
          43,213
          44,397
          2
          40,041
          41,002
          41,801
          43,005
          43,805
          45,005
          3
          40,182
          41,146
          41,949
          43,157
          43,959
          45,164
          4
          40,603
          41,578
          42,389
          43,609
          44,420
          45,638
          5
          41,684
          42,684
          43,517
          44,770
          45,603
          46,852
          6
          43,017
          44,049
          44,908
          46,202
          47,061
          48,351
          7
          44,341
          45,405
          46,291
          47,624
          48,510
          49,839
          8
          45,944
          47,047
          47,964
          49,345
          50,263
          51,640
          9
          47,701
          48,846
          49,798
          51,233
          52,185
          53,615
          10
          49,711
          50,904
          51,897
          53,391
          54,384
          55,875
          11
          51,775
          53,018
          54,051
          55,608
          56,642
          58,194
          12
          53,894
          55,187
          56,264
          57,884
          58,961
          60,576
          13
          57,177
          58,549
          59,691
          61,410
          62,552
          64,266
          14
          60,344
          61,792
          62,997
          64,812
          66,017
          67,826
          15
          65,066
          66,628
          67,927
          69,883
          71,183
          73,134

          SCHEDULE A1
          NORTHFIELD TEACHER SALARY GUIDE: 2005-06
          Step
          BA
          BA+15
          BA+30
          MA
          MA+15
          MA+30
          1
          41,000
          41,984
          42,803
          44,035
          44,854
          46,083
          2
          41,500
          42,496
          43,325
          44,572
          45,401
          46,645
          3
          41,694
          42,695
          43,528
          44,781
          45,614
          46,864
          4
          42,523
          43,544
          44,393
          45,671
          46,521
          47,795
          5
          43,373
          44,413
          45,280
          46,584
          47,450
          48,750
          6
          44,240
          45,302
          46,185
          47,515
          48,399
          49,725
          7
          45,390
          46,480
          47,386
          48,751
          49,657
          51,018
          8
          46,570
          47,688
          48,618
          50,018
          50,949
          52,345
          9
          48,387
          49,548
          50,514
          51,969
          52,936
          54,386
          10
          50,274
          51,480
          52,484
          53,996
          55,000
          56,507
          11
          52,234
          53,488
          54,531
          56,102
          57,145
          58,711
          12
          55,096
          56,418
          57,518
          59,175
          60,275
          61,927
          13
          58,496
          59,900
          61,068
          62,826
          63,995
          65,748
          14
          62,196
          63,688
          64,930
          66,800
          68,043
          69,907
          15
          66,075
          67,661
          68,980
          70,967
          72,287
          74,267

          SCHEDULE A1
          NORTHFIELD TEACHER SALARY GUIDE: 2006-07
          Step
          BA
          BA+15
          BA+30
          MA
          MA+15
          MA+30
          1
          41,500
          42,413
          43,227
          44,459
          45,282
          46,550
          2
          42,295
          43,225
          44,055
          45,311
          46,149
          47,441
          3
          43,140
          44,089
          44,935
          46,216
          47,071
          48,389
          4
          44,000
          44,968
          45,832
          47,138
          48,010
          49,354
          5
          44,875
          45,863
          46,743
          48,075
          48,965
          50,336
          6
          45,925
          46,936
          47,837
          49,200
          50,110
          51,514
          7
          47,000
          48,034
          48,956
          50,352
          51,283
          52,719
          8
          48,410
          49,475
          50,425
          51,862
          52,821
          54,301
          9
          49,862
          50,959
          51,938
          53,418
          54,406
          55,930
          10
          52,006
          53,151
          54,171
          55,715
          56,746
          58,334
          11
          54,243
          55,436
          56,500
          58,111
          59,186
          60,843
          12
          56,575
          57,820
          58,930
          60,609
          61,731
          63,459
          13
          59,234
          60,537
          61,700
          63,458
          64,632
          66,442
          14
          62,870
          64,253
          65,486
          67,353
          68,599
          70,520
          15
          67,172
          68,649
          69,967
          71,961
          73,293
          75,345

          SCHEDULE A2
          NORTHFIELD SECRETARIES GUIDE: 2004-05
          Step10-Month
          12-Month
          127,669
          33,202
          227,807
          33,368
          327,950
          33,540
          428,097
          33,716
          528,441
          34,129
          628,823
          34,588
          729,253
          35,104
          829,707
          35,648
          930,198
          36,238
          1030,690
          36,828
          1131,183
          37,420
          1231,667
          38,000

          SCHEDULE A2
          NORTHFIELD SECRETARIES GUIDE: 2005-06

          Step10-Month
          12-Month
          129,303
          35,164
          229,450
          35,340
          329,597
          35,516
          429,952
          35,943
          530,312
          36,374
          630,675
          36,810
          731,043
          37,252
          831,416
          37,699
          931,793
          38,152
          1032,174
          38,609
          1132,561
          39,073
          1233,185
          39,822



          SCHEDULE A2
          NORTHFIELD SECRETARIES GUIDE: 2006-07


          Step10-Month
          12-Month
          130,382
          36,458
          230,747
          36,896
          331,116
          37,339
          431,489
          37,787
          531,867
          38,240
          632,249
          38,699
          732,636
          39,164
          833,028
          39,633
          933,424
          40,109
          1033,825
          40,590
          1134,231
          41,077
          1234,750
          41,700

          SCHEDULE A3
          NORTHFIELD AIDES SALARY GUIDE: 2004-05
          Step
              Less than
              60 credits
          60 credits or more
          or moreofodsf

          or more

          BA
          1
          		8.639.7913.22
          2
          		8.809.9913.48
          3
          		8.9510.1613.71
          4
          		9.1310.3613.99
          5
          		9.3210.5814.28
          6
          		9.9011.2415.17
          7
          		10.4111.8215.95
          8
          		10.9312.4116.75
          9
          		11.3112.8417.33
          10
          		11.8913.5018.22
          11
          		12.3714.0418.95
          12
          		13.2615.0520.32
          OG*
          		15.83
          ------
          		------

            *OG: Off-guide step applies only to aides who were employed on September 12, 2003. No one else moves to OG step in the future.

          SCHEDULE A3
          NORTHFIELD AIDES SALARY GUIDE: 2005-06
          Step
              Less than
              60 credits
          60 credits
          or more

          BA
          18.9310.1413.69
          29.1110.3413.96
          39.3010.5614.25
          49.5110.7914.57
          59.7911.1115.00
          69.9811.3315.29
          710.5912.0216.23
          811.0712.5616.96
          911.5613.1217.71
          1012.0113.6318.40
          1112.5814.2819.28
          1213.5015.0520.32
          OG*16.15
          -------
          		-------
              *OG: Off-guide step applies only to aides who were employed on September 12, 2003. No one else moves to OG step in the future.









          SCHEDULE A3
          NORTHFIELD AIDES SALARY GUIDE: 2006-07


          StepLess than
          60 credits          		60 credits
          or more
          BA
          1
          		9.2110.4614.22
          2
          		9.4010.6714.50
          3
          		9.5810.8814.80
          4
          		9.7811.1015.09
          5
          		10.0611.4215.53
          6
          		10.4511.8616.13
          7
          		10.8612.3316.76
          8
          		11.2812.8117.42
          9
          		11.7213.3118.10
          10
          		12.1813.8318.80
          1112.7014.4219.61
          1213.7515.0520.47
          OG*16.38
            ------
          		------
              *OG: Off-guide step applies only to aides who were employed on September 12, 2003. No one else moves to OG step in the future.

          SCHEDULES

          Position
          04-05
          05-06
          06-07
          Head Coach Boys
          2174
          2260
          2351
          Asst. Coach Boys
          1087
          1130
          1175
          Head Coach Girls
          2174
          2260
          2351
          Asst. Coach Girls
          1087
          1130
          1175
          Cheerleading Coach
          1961
          2040
          2121
          Or two Cheerleading coaches at
          981
          1020
          1061
          Intramural Director
          1635
          1700
          1768
          Intramural Assistant
          1194
          1242
          1291
          Student Council Advisor
          2174
          2260
          2351
          Co-Advisors
          1087
          1130
          1175
          Yearbook Advisor
          1087
          1130
          1175
          Band Director each Band
          1087
          1130
          1175
          Webmaster
          1842
          1915
          1992
          All other Clubs
          988
          1028
          1069

          Northfield BE and Northfield EA 2004.pdf