ARTICLE	TITLE	PAGE
	PREAMBLE	2
I	RECOGNITION	2
II	NEGOTIATION PROCEDURE	3
II	GRIEVANCE PROCEDURE	3
IV	EMPLOYEE RIGHTS	6
V	ASSOCIATION RIGHTS AND PRIVILEGES	7
VI	SCHOOL CALENDAR	9
VII	TEACHER WORK YEAR AND WORK DAY	9
VIII	CLASS SIZE	11
IX	NON-TEACHING DUTIES	11
X	TEACHER EMPLOYMENT	11
XI	SALARIES	11
XII	TEACHER ASSIGNMENT	12
XIII	VACANCIES	13
XIV	TEACHER EVALUATION	13
XV	SICK LEAVE	14
XVI	TEMPORARY LEAVES OF ABSENCE	14
XVII	EXTENDED LEAVES OF ABSENCE	16
XVIII	PERSONAL AND ACADEMIC FREEDOM	16
XIX	BOOKS AND OTHER INSTRUCTIONAL MATERIALS AND SUPPLIES	16
XX	INSURANCE	17
XXI	TUITION REIMBURSEMENT FOR TEACHERS	18
XXII	REPRESENTATION FEE	19
XXIII	MISCELLANEOUS PROVISIONS	20
XXIV	DURATION OF AGREEMENT	21
	SCHEDULE B	22
	TEACHERS' SALARY GUIDE: 2004-2005	23
	TEACHERS' SALARY GUIDE: 2005-2006	24
	TEACHERS' SALARY GUIDE: 2006-2007	25
	CUSTODIAL STAFF	26
	SECRETARIAL STAFF	27
	CUSTODIAL SALARY GUIDE: 2004-2005, 2005-2006,2006-2007	29
	SECRETARIAL SALARY GUIDE: 2004-2005, 2005-2006,2006-2007	30
	GRIEVANCE FORM	31

Classroom Teachers
Nurses
Librarians
School Counselor(s)
Psychologist(s)
Social Worker(s)
LDTC
Speech Therapist

Secretaries, including Child Study Team Secretary
Custodians

The positions of CST Supervisor, Secretary to the Superintendent, Supervisor of Buildings and Grounds, Custodial Night Supervisor, Payroll/Health Insurance clerk and Accounts Payable/Receivable clerk are excluded from the unit.

1. Informal disposition of a grievance - The parties recognize that the informal disposition of problems is often preferable to formalized proceedings. Therefore, members of the staff are encouraged by the Association and the Board to attempt to achieve informal disposition of their grievance.

2. Definition - A grievance shall mean a complaint by an employee that there has been a violation or misinterpretation of the provisions of this agreement, or that there has been a violation or misinterpretation of established board policy, that has altered the working conditions of the employee. As used in Article III, the term "employee" shall mean (a) an individual, (b) a group of employees having the same grievance.

1. Any employee who decides that he/she has a grievance shall within twenty schools days from the time that he/she knew or should have known of the grievance discuss it with his/her immediate supervisor in an attempt to resolve the matter informally. An employee's failure to meet the twenty-day timeline for initialing a grievance as defined in this paragraph constitutes the forfeiture of the employee's right to continue the grievance process concerning the alleged matter. If as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five school days of such discussion he/she shall set forth his/her grievance in writing to the principal, or if the grievance results from an action taken by a school official higher than the rank of principal, the grievant may set forth his/her grievance in writing to that official specifying:

a. The nature of the grievance;

b. The results of previous discussions;

c. That he/she is dissatisfied with the decision(s) previously rendered;

d. The remedy sought;

e. The contractual provision or board policy(ies) alleged to have been violated.

The principal or such official shall give his/her decision to the employee in writing within five school days of the receipt of the written grievance.

2. The employee may within ten school days of the receipt of the decision of the principal or other official appeal the decision to the chief school administrator in writing. The chief school administrator must respond in writing to the grievant within ten school days of the receipt of the written grievance.

3. If the grievance is not resolved to the employee's satisfaction, he/she may appeal within ten school days of the receipt of the chief school administrator's decision to the board of education. The request shall be submitted in writing through the chief school administrator who shall attach all related papers and forward the request to the board. The board, or a committee thereof, shall hold a hearing with the employee within twenty days of the receipt of the written grievance and render a decision within ten school days of the hearing.

4. In the event that a grievance shall not have been settled under the procedure above, and only if such grievance involves a claim or an infringement upon the provision of this agreement, the grievant may proceed directly to arbitration, which shall be advisory subject to the limitation of statute. However, no matter shall be considered a grievance subject to arbitration if it pertains to:

a. Any matter for which a method of review is prescribed by law or any rule or regulation of the State Commissioner of Education or any matter which according to the law is either beyond the scope of the Board's authority or limited to the action by the Board alone;

b. A complaint made by a non-tenured teacher, which arises by reason of his/her not being re-employed;

c. A complaint made by any certified personnel occasioned by the appointment to or lack of appointment to, retention in or lack of retention in any position for which tenure is either not possible or not required.

Arbitration shall be initiated by certified letter from the grievant bearing the written approval of the president of the Association to proceed and addressed to the chief school administrator. Such letter shall be mailed within twenty school days of the receipt of the written decision of the Board.

The grievant, or the person designated by the grievant to represent him/her in this phase of the grievance process, and the chief school administrator, or the person designated by the board to represent it in this same phase of the grievance process, shall promptly attempt to agree upon an engage an arbitrator. If either party determines that no purpose will be served by the attempting or the continuing to attempt to so agree, either party may submit the choice of the arbitrator to the Public Employment Relations Commission.

The arbitrator shall hear and decide only one grievance in each case. He/she shall be bound and comply with all the terms of this agreement. He/she shall have no power to add to, delete from or modify in any way any of the provisions of this agreement. The recommendation of the arbitrator shall be advisory. Fees and expenses of the arbitration shall be borne equally by both parties.

1. Any grievance not processed in accordance with the time limits specified herein shall be deemed relinquished by the grievant.

2. The failure of the administration at any step of this procedure to communicate a decision within the specified time limits shall permit the grievant to proceed promptly to the next step. The time limits specified at any step may be extended in any particular instance by the agreement of the chief school administrator or his/her designee with the grievant.

3. Copies of all written grievances, responses and notices shall be mailed to the Association. Meetings held under this procedure shall be conducted at a place, which will afford a fair and reasonable opportunity for all the proper persons to be present. Such persons are defined as the aggrieved, the appropriate Association and Board representatives, and witnesses.

4. Nothing in this agreement shall be construed as compelling the Association to submit a grievance to arbitration.

5. No reprisals of any kind shall be taken by either party or any member of the administration against any participants in the grievance procedure by reason of such participation.

6. It is understood that employees shall, during and not withstanding the pendancy of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

7. Since it is important that grievances be processed as rapidly as possible, the number of days established for each level of the process should be considered as a maximum and every effort should be made to expedite these timelines.

8. All documents, communications and records dealing with the processing of a grievance shall be kept in a separate grievance file.

9. The grievance form that is included as an attachment to this agreement will be utilized in the submission of a grievance by any employee represented by the Association

D. The Association shall have the privilege of purchasing expendable office supplies and other materials from the Board at the price paid by the Board.

E. The Association shall have in each building the exclusive use of a bulletin board in the faculty lounge. Copies of all materials posted on the bulletin boards shall be given to the building principal, but no approval shall be required.

F. The Association shall have the privilege of using the inner-school mail facilities and school mail boxes as it deems necessary without the approval of the building principal or other members of the Association.

G. The Board will pay for the installation and one half of the base monthly charge of a private line for the use of employees in the faculty lounge in both the Elementary and the Middle School. The Association will pay for all other charges.

H. 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, and to no other teacher organizations.

I. Representatives of the Association shall be permitted to transact official Association business on school property before and after school hours provided that this shall not interfere with or interrupt normal school operations. As a courtesy, the Association Representatives shall notify the principal of their presence in the building.

J. Association/Administration

In an effort to establish and maintain a positive communications climate, the parties have agreed to establish liaison committees at the building and district levels.

1. The Association shall select a Liaison Committee for each building which may meet every other month with the Principal to review and discuss local school issues and practices. The maximum number of committee members is five (5). An agenda will be provided to the Principal at least one week in advance of the meeting.

2. Representatives of the Association may meet with the Superintendent every other month during the school year to review and discuss current school issues and practices that have not been dealt with at the building level and the administration of this Agreement. The maximum number of committee members is three (3) from each building. An agenda will be provided to the Superintendent at least one week in advance of the meeting.

2. The normal workday for teachers shall be seven (7) hours, thirty (30) minutes. No teacher will be required to report to work earlier than thirty minutes prior to the opening of school for the pupils' school day; all teachers shall be permitted to leave thirty minutes after the close of the pupils' school day except in the case of an emergency as declared by the administration. Teachers are expected to fulfill all professional obligations that fall outside of the normal workday with no additional compensation. Any entitlement to additional compensation for work performed outside the normal work day must be based on specific language in this Agreement (i.e. extra curricular activities (Article 7C), participation on committees (Article 19(B)(4)), or upon prior written approval of the Chief School Administrator.

3. On Friday and on the last day before holidays, teachers may leave immediately after the last bus.

2. Faculty meetings which take place after the regular in-school workday shall not be called on Fridays or on any day immediately preceding a holiday, or any other day when teacher attendance is not required at school, except in the case of an emergency declared by the administrator.

3. An Association representative may speak to the teachers at any meeting for fifteen minutes based upon the prior request of the Association.

4. The notice of an agenda for any meetings shall be given to the teachers involved three days prior to the meeting except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.

When a teacher is asked to give up a preparation period in order to provide the aforementioned coverage, he/she shall receive compensation for each instance that is requested by an administrator. The rate per coverage is $20 for each instance that is requested by an administrator.

2. Salary payments to employees will be made on the 15th and 30th of each month, where possible.

3. When a pay period ends on or during a school holiday, vacation or weekend, employees shall receive their pay checks on the previous work day.

4. Teachers shall receive their final checks at the close of the last day of work in June.

5. Employees may elect to have direct deposit of their pay checks into either a savings account or a checking account. A maximum of two (2) accounts (total) may be designated. Employees may only change the account designation to another preference at the beginning of each school year.

6. The salary guides attached hereto for the 2004-2005, 2005-2006, 2006-2007 school years and unit member placement thereon have been mutually developed by the parties.

Teachers who desire a change in grade or subject assignment may file a written request to that effect with their building principal not later than May 15th.

1. Notice of an involuntary transfer or reassignment shall be given to teachers as soon as practical and, except in the case of an emergency, not later than June 1st.

2. In the event of an involuntary transfer or reassignment, the employee shall be informed in writing and have the opportunity to meet and discuss the matter with his/her principal or chief school administrator before the transfer occurs. The employee may, at his/her option, have an Association representative present at such meetings.

1. Three days leave of absence for personal business which requires absence during school hours.

A request for a personal day shall be made only when the nature of the business is such that it cannot possibly be taken care of during other than school hours.

The three (3) days are to be approved without the employee providing specific reasons; however, no personal days without reason may be used immediately before or after holidays and vacations, during the first or last two weeks of school.
Application to the building principal for personal leave shall be made at least three school days before taking such leave, except in the case of an emergency, as determined by the building principal.

Except in the case of an emergency, no personal leave will be agreed to on the day before or the day after a holiday or vacation.

The employee claiming that an emergency has occurred in this situation shall provide the Superintendent with a written statement outlining the nature of the emergency. Denials of an emergency day before or after a holiday shall not be grievable beyond the Board level.

After the fourth Monday in May, only two personal days per building for teachers and only one personal day per building for support employees will be permitted, except in the case of an emergency, as determined by the building principal. Approval shall be granted on a first come basis.

2. All employees unused personal days each year will be added to their accumulated sick days the next year.

3. Up to two professional days, with the approval of the building principal, for the purpose of visiting other schools or attending meetings for conferences of an educational nature, not inclusive of the NJEA Convention.

4. Time necessary for appearances in any legal proceeding connected with the employee's employment or with the school system if the employee is required to attend. An employee shall not be paid if the legal proceedings are the result of illegal Association activities or if legal action connected with the employee's employment is upheld. The definition of an employee's employment concerns only suspensions, dismissals, or a reduction in pay.

5. In the event of the death of an employee's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, brother, sister, grandparents, grandchild, brother-in-law, sister-in-law, and any other member of the immediate household, up to three days will be granted. When adverse circumstances prevail, additional leave of up to two days may be granted by the building principal upon the request of the employee.

6. In the event of the death of an employee or a student in the district, the chief school administrator shall grant an appropriate number of employees sufficient time off to attend the funeral. The time and number of days shall be at the chief school administrator's discretion.

2. The Association will be asked to nominate five (5) members to serve on the committee.

3. The goals and deadlines for each committee's work will be set by the Board.

1. The Board agrees to pay 100% of the cost of the premiums for the Horizon Blue Cross / Blue Shield of NJ - PPO health insurance plan coverage up to family coverage for all employees covered by the contract with the Association on an equal to or equivalent basis, as these programs are described in the plan of the insurance carrier under contract to the Board on July 1, 2002.

1. The Board agrees to pay the cost of the premiums for prescription drugs and the dental plan up to family coverage for all employees covered by the contract with the Association according to the following schedule:

Prescription Insurance: Effective July 1, 2004, the Board shall implement a stand alone prescription plan with co-pays of $10 generic/$20 brand/$35 non- preferred brand with a two times (2x) co-pay on mail orders that provide a ninety day supply. Effective July 1, 2004, employees shall be obligated to pay 35% of the annual premium cost for this plan. Effective July 1, 2005, employees shall be obligated to pay 30% of the annual premium cost and effective July 1, 2006, employees shall be obligated to pay 25% of the annual premium cost.



Dental Insurance

Single 301.68
Parent / Child 513.72
Husband / Wife 513.72
Family 852.24

2. The dental program will continue as described in the present plan of the insurance carrier under contract to the Board, provided, however, there shall be a dental deductible for Class II and III procedures of twenty five dollars for single coverage and seventy five dollars for coverage more than single. The Board’s contribution to the cost of the dental plan is described in B.1. above.

3. Effective July 1, 2004, the prescription plan coverage shall be as described in Article XX (B)(1). The Board’s contribution to the cost of the prescription plan is described in (B)(1) above.

4. The Board will maintain a Section 125 Plan to allow deduction of employee prescription and dental premium contributions on a pre-tax basis.

1. Two thousand five hundred dollars ($2,500) if all the coverage, i.e., health insurance, prescription and dental are waived.

2. Two thousand two hundred fifty dollars ($2,250) if health insurance coverage and prescription insurance are waived.

4. Any of these waivers and reimbursements for health insurance, prescription and/or dental coverage shall be contingent upon the employee providing proof of having and maintaining, equivalent alternative coverage during all periods for which a waiver and reimbursement is sought, as well as the inclusion in the district's respective group policy of re-entry language acceptable to the Association and the Board.

$1,200 2004-2005
$1,300 2005-2006
$1,400 2006-2007

The Board’s maximum liability under this provision shall be $8,000 in 2004-05, $10,000 in 2005-06 and $12,000 in 2006-07.

The parties agree that a teacher who leaves the employment of the District less than six (6) months after receipt of any tuition reimbursement by the Board must repay the Board that amount of money. Application forms for tuition reimbursement will contain an individual agreement to that effect.

If an employee, covered by this agreement, does not become a member of the Association during any membership year, that person will be required to pay a representation fee to the Association for that membership year. This cost will offset the services rendered by the Association as the majority representative to the Board.

1. Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the unified membership dues to be assessed to its members for that year. The representation fee to be paid by non-members will equal 85% of that amount.

2. During each membership year, the Association will submit to the Board a list of those employees covered by this agreement who have not become members of the Association. The Board will deduct in equal installments from the salaries of those employees the full amount of the representation fee, and promptly transmit the amount to the Association.

3. When an employee is hired during the course of the year who would be covered by this agreement, the Board will provide written notification to the Association of that employee's name, position, and the date of employment within one week of that employee's official appointment at the public meeting of the Board. The Association will notify the Board in writing whether or not that employee falls into the category where the procedures as defined under "1" and "2" above must be implemented.

	2007 / 2008 Teacher Salary Guide
			600	1,200	2,400 3,600
	Step	BA	BA 15	BA 30	MAMA 30
	1	44,700	45,300	45,900	47,100 48,300
L	2	45,700	46,300	46,900	48,100 49,300
K	3	46,200	46,800	47,400	48,600 49,800
J	4	46,700	47,300	47,900	49,100 50,300
I	5	47,300	47,900	48,500	49,700 50,900
H	6	47,600	48,200	48,800	50,000 51,200
G	7	48,250	48,850	49,450	50,650 51,850
F	8	49,300	49,900	50,500	51,700 52,900
E	9	50,150	50,750	51,350	52,550 53,750
D	10	53,000	53,600	54,200	55,400 56,600
C	11	56,000	56,600	57,200	58,400 59,600
B	12	59,000	59,600	60,200	61,400 62,600
A - split	Career	68,000	68,600	69,200	70,400 71,600
A
	Longevity:	After completing 15 years of consecutive service in Eastampton, add $1,650 to base salary.
		After completing 20 years of consecutive service in Eastampton, add $2,000 to base salary.
	2008 / 2009 Teacher Salary Guide
			600	1,200	2,400 3,600
	Step	BA	BA 15	BA 30	MAMA 30
	1	45,700	46,300	46,900	48,100 49,300
1	2	46,700	47,300	47,900	49,100 50,300
2	3	47,700	48,300	48,900	50,100 51,300
3	4	48,200	48,800	49,400	50,600 51,800
4	5	48,700	49,300	49,900	51,100 52,300
5	6	49,300	49,900	50,500	51,700 52,900
6	7	49,600	50,200	50,800	52,000 53,200
7	8	51,000	51,600	52,200	53,400 54,600
8	9	52,500	53,100	53,700	54,900 56,100
9	10	55,500	56,100	56,700	57,900 59,100
10	11	58,500	59,100	59,700	60,900 62,100
11	12	61,600	62,200	62,800	64,000 65,200
12	13	66,000	66,600	67,200	68,400 69,600
Career	Career	69,500	70,100	70,700	71,900 73,100
	Longevity:	After completing 15 years of consecutive service in Eastampton, add $1,850 to base salary.
		After completing 20 years of consecutive service in Eastampton, add $2,500 to base salary.
	2009 / 2010 Teacher Salary Guide
			600	1,200	2,400 3,600
	Step	BA	BA 15	BA 30	MAMA 30
	1	46,500	47,100	47,700	48,900 50,100
1	2	47,500	48,100	48,700	49,900 51,100
2	3	48,500	49,100	49,700	50,900 52,100
3	4	49,500	50,100	50,700	51,900 53,100
4	5	50,000	50,600	51,200	52,400 53,600
5	6	50,750	51,350	51,950	53,150 54,350
6	7	51,750	52,350	52,950	54,150 55,350
7	8	52,750	53,350	53,950	55,150 56,350
8	9	54,500	55,100	55,700	56,900 58,100
9	10	56,500	57,100	57,700	58,900 60,100
10	11	60,000	60,600	61,200	62,400 63,600
11	12	63,500	64,100	64,700	65,900 67,100
12	13	67,250	67,850	68,450	69,650 70,850
13	Career	71,000	71,600	72,200	73,400 74,600
Career	Career	71,000	71,600	72,200	73,400 74,600
	Longevity:	After completing 15 years of consecutive service in Eastampton, add $2,000 to base salary.
		After completing 20 years of consecutive service in Eastampton, add $3,000 to base salary.

Eastampton Secretary Salary Guides
Step	2007/20082008/20092009/2010
K	31,047 32,382 33,832
J	32,073 33,485 34,935
I	33,100 34,556 36,006
H	34,126 35,628 37,078
G	35,152 36,699 38,149
F	36,179 37,771 39,221
E	37,205 38,842 40,292
D	38,232 39,914 41,364
C	39,258 40,985 42,435
B	40,284 42,040 43,490
A	42,337 44,200 45,650
Longevity
after 15 years	1400 1,600 1,800
after 20 years	1850 2,050 2,250
Eastampton Custodian Salary Guides
Step	2007/20082008/20092009/2010
N	34,188 35,426 36,376
M	34,706 35,962 36,912
L	35,224 36,499 37,449
K	36,260 37,573 38,523
J	37,296 38,646 39,596
I	38,332 39,720 40,670
H	39,368 40,793 41,743
G	40,404 41,867 42,817
F	41,440 42,940 43,890
E	42,476 44,014 44,964
D	43,512 45,087 46,037
C	44,548 46,161 47,111
B	45,584 47,234 48,184
A	46,102 47,785 49,235
Longevity
after 15 years	1,200 1,400 1,600 1,800
after 20 years	1,650 1,850 2,050 2,250

The Board will pay $550 in 2004-05 and 2005-06 and $600 in 2006-07 for those custodians who have earned the Black Seal license.

Less than one year: 1 day per month to maximum of 10 days
1-5 years: 10 days

6-15 years: 15 days

at 16^th year: 1 add’l day each year until a max of 20 days

An employee leaving the school system shall be paid for vacation time earned but not used. The amount paid shall be the regular rate of pay for each day of accumulated unused vacation time.

A maximum of 10 unused vacation days may be carried over with the approval of the Superintendent.

4. From the second year on, vacation time may be taken at the request of the custodian through the Building and Grounds supervisor to the business administrator at any time when the work load can be adjusted. Requests for vacation must be made at least five working days prior to the dates of the vacation.

New Year's Eve July 4th
New Year's Day Labor Day
Martin Luther King Day Columbus Day
Friday before President's Day Veterans' day
President's Day NJEA Convention (one Day)
Good Friday Thanksgiving Day
Easter Monday Day after Thanksgiving
Memorial Day Christmas Eve
Christmas Day

In the event that any of the above holidays falls on a scheduled school day, the employee shall work that day and receive a day off in lieu thereof as mutually agreed. If any of these holidays should fall on a Saturday, the custodian shall receive the preceding Friday off as the holiday. If any of these holidays should fall on a Sunday, the custodian shall receive the following Monday off as the holiday.

All custodial staff members employed on a twelve-month schedule shall be entitled to twelve sick leave days each school year. Unused sick leave days shall be accumulated from year to year with no maximum limit.

1. The work schedule and hourly work load for all custodians will be assigned by the Buildings and Grounds Supervisor, with the understanding that all custodians shall maintain the right to file a grievance using the appropriate procedures, in the event that there is a disagreement concerning the work load and the time necessary to complete assignments.

2. Custodians required to work when school has been cancelled due to extreme weather conditions shall be permitted to leave once the necessary work has been completed to make the school safe for normal operations.

1. All custodians who are called upon to perform duties beyond their normal forty hour week shall be reimbursed at the current overtime rate of time and one-half for each hour required to complete any or all such assigned tasks.

2. Any custodian who is asked to work on a holiday, e.g., Christmas Day, which would otherwise be a day off, or on a Sunday, will be compensated at a rate of double time for each hour worked.

The Board will pay up to $450 per year for clothing and work shoes upon receipts submitted to the school district. A committee from the custodial staff will make recommendations to the business administrator through the supervisor of buildings and grounds as to the style and color of the uniforms. The custodial staff will use a voucher system coordinated by the business administrator to purchase the established work attire. Custodians must wear steel-tipped safety shoes daily.

Winter Recess Labor Day
Martin Luther King Day Columbus Day
President's Day Veterans' Day
Spring Recess NJEA Convention (one day)
Memorial Day Thanksgiving Day and the Friday following
Independence Day

In the event that any of the above holidays falls on a scheduled school day, the employee shall work that day and receive a day off in lieu thereof as mutually agreed.

All secretarial staff members employed on a twelve-month schedule will be entitled to twelve sick leave days each school year. Unused sick leave days will be accumulated from year to year with no maximum limit.

Less than one year: 1 day per month to maximum of 10 days
1-5 years: 10 days

6-15 years: 15 days

at 16^th year: 1 add’l day each year until a max of 20 days

An employee leaving the school system shall be paid for vacation time earned but not used. The amount paid shall be the regular rate of pay for each day of accumulated unused vacation time.

A maximum of 10 unused vacation days may be carried over with the approval of the Superintendent.

3. Secretaries must apply in writing to the building principal or chief school administrator in advance of using three or more consecutive vacation days. Application for single vacation days shall be in accordance with the procedure used for personal/emergency days.

1. Secretaries will work eight hours per day, including a forty five minute lunch break, throughout the twelve month school year, except that effective July 1, 2002 the secretaries’ work schedule for six work weeks beginning the first full week in July shall be 8:00 am to 3:00 pm including a half-hour lunch. During those times in summer when vacation schedules may result in an administrator not being present, the chief school administrator or his/her designee will ensure that an adult employee will be in each building during those times when otherwise a secretary would be alone, provided, no secretary is relieved from duty if an administrator or his/her designee is not in the building.

2. Secretaries who are called upon to perform duties beyond their normal forty hour week shall be paid at the current overtime rate of time and one-half for each hour required to complete any or all such assigned tasks. Any secretary asked to work on a holiday, e.g. Christmas Day, which would otherwise be a day off, or on a Sunday, will be compensated at a rate of double time for each hour worked. Twenty-four hours notice will be given to secretaries when required to work overtime, except in case of emergencies.

3. When the district's schools are closed on a regularly scheduled work day due to inclement weather, the secretarial staff is not required to report for work on that day.

4. On the last day before a holiday, secretaries may leave at 3:30 pm.

A secretary who takes a course or workshop at the request of the building principal, the chief school administrator, or the Board will be reimbursed for tuition or fees upon the completion of the course or workshop. In addition, such employee shall be reimbursed at the District mileage rate for the additional daily miles required for such course attendance.

Eastampton Township Custodian Salary Guides

Step2004/20052005/20062006/2007

P29,000

O29,50031,000

N30,000 31,50033,000

M30,50032,00033,500

L31,50032,50034,000

K32,50033,50035,000

J33,50034,50036,000

I34,50035,50037,000

H35,50036,50038,000

G36,50037,50039,000

F37,50038,50040,000

E38,00039,50041,000

D38,500 40,00042,000

C39,00041,50043,000

B40,00042,00044,000

A41,00042,50044,500

Every Custodian moves one step each year through the guide.

1 step per year is eliminated at the beginning of the guide.

Eastampton Township Secretary Salary Guides

Step2004/20052005/20062006/2007

K 25,50028,000 30,250

J 26,500 29,00031,250

I27,50030,00032,250

H28,50031,00033,250

G29,50032,00034,250

F30,50033,00035,250

E31,50034,00036,250

D32,50035,00037,250

C33,50036,00038,250

B35,00037,00039,250

A37,00039,00041,250

Each Secretary remains on step for the duration of the contract.

current CST secretary placed on step B of the 2004/2005 salary guide. current Middle School secretary placed at step D of the 2004/2005 salary guide. current elementary School secretary placed at Step A of the 2004/2005 salary guide. newly hired secretaries placed on a step at the time of hire and remain at that step for the duration of this contract.