0
AGREEMENT
BETWEEN
POMPTON LAKES BOARD OF EDUCATION AND
POMPTON LAKES
ADMINISTRATORS/SUPERVISION
ASSOCIATION
JULY 1, 1999 to JUNE 30, 2002
TABLE OF CONTENTS
ARTICLE PAGE
Preamble …………………………………………………… 2
I Recognition…………………………………………………. 3
II Negotiation Procedure……………………………………… 4
III Grievance Procedure………………………………………... 6
IV Rights of the Parties………………………………………… 12
V Work Year………………………………………………….. 15
VI Vacations, School Holidays and School Recess……………. 16
VII Work Schedule……………………………………………… 17
VIII Leaves of Absence.…………………………………………. 18
IX Retirement Benefits…………………………………………. 25
X Evaluation of Administrative/Supervision Personnel……..… 26
XI Professional Development and Education Improvement…… 29
XII Insurance Protection………………………………………… 30
XIII Personal and Academic Freedom…………………………… 34
XIV Dues Deduction……………………………………………... 35
XV Representation Fee………………………………………….. 36
XVI Promotions………………………………………………….. 40
XVII School Calendar…………………………………………….. 41
XVIII Miscellaneous Provisions…………………………………… 42
XIX Duration of Agreement……………………………………… 44
Salary Guides 1999-00……………………………………… 45
Salary Guides 2000-01……………………………………… 46
Salary Guides 2001-02……………………………………… 47
Agreement and Representation……………………………… 48
PREAMBLE
The Board of Education of the Borough of Pompton Lakes, County of Passaic,
Pompton Lakes, New Jersey (hereinafter called the “Board”) and the Pompton Lakes
Administrators and Supervision Association (hereinafter called the “Association”) have
negotiated the following agreement pursuant to Chapter 123, Public Laws of 1974 of the
State of New Jersey. The parties hereby affirm that this Agreement was negotiated in good
faith and express their determination to implement it in the same spirit.
ARTICLE I
Recognition
- The Board recognizes the Association as the exclusive and sole representative
for collective negotiations concerning terms and conditions of employment
and grievances for all Principals, Vice Principals and Directors employed or to
be employed by the Board, but excluding the Superintendent, Assistant
Superintendent, Board Secretary, Supervisors, and all non-supervisory
positions.
- Definition of Unit Member
- Negotiation of Successor Agreements
The parties agree to enter into collective negotiations over a successor
agreement in accordance with the Rules and Regulations of the Public
Employment Relations Commission.
B. Negotiating Team Selection and Authority
Neither party hereto shall have any control over the selection of the
negotiating representatives of the other party.
The parties mutually pledge that their representatives shall be clothed
with all necessary power and authority to make proposals, consider
proposals and make counter-proposals in the course of negotiations.
The preceding sentence shall not, however, be construed to mean that
the Negotiating Teams have the power or authority to make a final and
binding commitment on behalf of their respective parties.
C. Modification
This Agreement shall not be modified in whole or in part by the parties
except by an instrument in writing duly executed by both parties.
- The Association recognizes the right of the Board to change terms and conditions
of employment not contained in the Agreement. The Board, through its
designated representative(s), agrees to negotiate any changes regarding terms and
conditions of employment not contained in the Agreement.
E. This Agreement incorporates the entire understanding of the parties on
all issues which were or could have been the subject of negotiation.
During the term of this Agreement, neither party will be required to
negotiate with respect to any such matter whether or not covered by
this Agreement and whether or not within the knowledge or contemplation of
either or both of the parties at the time they negotiated or signed this Agreement.
- Nothing contained within the Agreement shall be construed to deny or
restrict any employee of such terms and conditions or employment as
may be guaranteed under New Jersey School Laws and Regulations.
- A “party in interest” is the person or persons making the complaint and any
person who would be required to take action or against whom action would
be taken in order to resolve the complaint.
- The term “days” when used in this Article shall, except where otherwise
indicated, mean working school days; thus weekend or vacation days are
excluded. All grievances must be filed within twenty (20) days of their
occurrence. Occurrence shall mean an event, action or implementation of a
decision or lack thereof.
- The term “employee” shall mean a member of the bargaining unit covered by this Agreement.
B. General Procedure
- In the event a grievance is filed so that the sufficient time as stipulated under
all the levels of the procedure cannot be provided before the last day of the
school year, should it be necessary to pursue the grievance to all levels of the
appeals, then said grievance shall be resolved under the terms of this
Agreement and this Article, and not under the succeeding Agreement.
- At all levels of a grievance commencing at Level II, at least one representative
of the Association shall attend any meetings, hearings, appeals, or other
proceedings required to process the grievance.
- Nothing herein contained will be construed as limiting the right of any
employee having a grievance to discuss the matter informally with any
appropriate member of the administration, and having the grievance adjusted
without intervention of the Association provided the adjustment is not
inconsistent with the terms of this Agreement.
C. Initiation and Processing
1. Level One – Initiation of Grievance
An employee shall first discuss the grievance with his/her immediate
supervisor either directly or through the Association’s designated
representative with the objective of resolving the matter informally.
2. Level Two – Immediate Supervisor
- (a) Any employee or the Association may present a grievance in writing within
-
- twenty (20) days following the act or condition which is the basis of the
- complaint to the appropriate supervisor against whom the grievance exists.
- A hearing on the grievance shall be held by said supervisor within seven (7)
days of receipt of such written communication. Within five (5) days after the
hearing, the supervisor shall render a decision in writing to the aggrieved with
information copies provided to the Superintendent and Association.
- (c) Within five (5) days of receipt of the decision from the supervisor, the
-
- aggrieved may appeal the decision in writing to the Superintendent. All
- pertinent communications shall be attached to the appeal.
- Level Three – Superintendent
- Appeals to the Superintendent shall be heard within fifteen (15) days of
receipt of the appeal.
- Within ten (10) days of hearing the appeal, the Superintendent shall
communicate to the aggrieved employee and all other parties officially
present at the grievance hearings his/her written decision which shall include
supporting reasons.
- A copy of the Superintendent’s decision shall be sent to the president of the
Association.
- Level Four – Arbitration
- A grievance dispute which is not resolved at the level of the
Superintendent under the grievance procedure herein may be submitted by the
Association as specified herein to an arbitrator for decision if it involves the
application or interpretation of this Agreement.
- A grievance may not be submitted to an arbitrator unless a decision has been
rendered by the Superintendent of Schools under the grievance procedure,
except in cases where, upon expiration of the time limit for decision, the
aggrieved employee or the Association filed notice with the Superintendent of
intention to submit the grievance to arbitration and no decision was issued by
the Superintendent within fifteen (15) days after receipt of such notice.
- The proceedings shall be initiated by filing with the Superintendent and the
American Arbitration Association a notice of arbitration. The notice shall be
filed within ten (10) days after receipt of the decision of the Superintendent of
Schools under the Grievance Procedure, or, where no decision has been issued
in the circumstances described above, three (3) days following the expiration
of the fifteen (15) day period provided above. The notice shall include a
statement setting forth precisely the issue to be decided by the arbitrator and
the specific provision of the Agreement involved.
- The parties will be bound by the Voluntary Labor Arbitration Rules of the
American Arbitration Association regardless of how the arbitrator is selected;
except that neither the Board nor the Association nor any grievant shall be
permitted to assert any ground in arbitration if such ground was not disclosed
to the other parties in interest prior to the decision being appealed to the
arbitrator, or to assert any evidence known but not disclosed prior to the
decision being appealed.
- The arbitrator shall not have the authority to add to or to subtract from the
Agreement and shall limit the decision strictly to the application and
interpretation of this Agreement and it shall be binding upon all parties
involved.
- The costs for the services of the arbitrator will be borne equally by the Board
and the Association. Each party shall pay all the expenses of preparing and
submitting its case.
- General Provisions as to Grievances and Arbitration
- No reprisals of any kind will be taken by the Board, the Association or by
any of their representatives against any party in interest, any school
representative, any member of the Association or any other participant in the
grievance procedure by reason of such participation or lack of participation.
- The filing or pendency of any grievance shall in no way operate to impede,
delay or interfere with the right of the Board to take the action complained of.
- Failure at any step of this procedure except Level I to communicate the
decision in writing on a grievance within the specified time limits shall permit
the grievant to proceed to the next step. Failure at any step of this procedure
to appeal a grievance to the next step within the specified time limits shall
preclude any further appeal on the grievance.
The time limits specified in any step of this procedure may be changed in any
specific instance only by mutual agreement, signed by the Superintendent and
president of the Association.
- All documents, communications and records dealing with the processing of a
grievance will be filed separately from the personnel files of the participants.
- Forms for processing grievances will be joint prepared by the Superintendent
and the Association. The forms will be printed by the Board and given
appropriate distribution by the parties so as to facilitate operation of the
grievance procedure.
- In the course of investigation of any grievance, representatives of the
Association will report to the principal of the building being visited and will
state the purpose of the visit immediately upon arrival.
ARTICLE IV
Rights of the Parties
- The Board agrees, upon written request of the Association, to release to said
Association information available to the Board concerning the financial resources
of the district, tentative budgetary allocations, and such other pertinent, non-
privileged information as will assist the Association to develop accurate and
informed proposals concerning salary, working conditions and all other terms and
conditions of professional employment for all employees in the negotiating unit.
It is further agreed that the Board will have a reasonable time to respond to such
Association requests, and that the Board may, at its option, fulfill such requests
either by written response to the Association or by making pertinent records
available to an Association representative in Board offices. In case the Board
exercises the latter option, the Association representative may not remove any
Board records from the Board offices without the written consent of the Board. It
is further agreed that the Board shall not be required to prepare or to conduct any
analyses, surveys, research or studies in response to Association requests.
- Whenever any employee is required by the administration to participate during
working hours in negotiations, grievance proceedings, conference or meetings, the
employee shall suffer no loss in pay.
- The Association shall have the right to use school buildings for professional
meetings during times when buildings are manned by the custodial staff and
provided also that such use does not interfere with or impair the educational
program in any way. Except in emergency, the principal of the building involved
must be notified at least five (5) days in advance of the time and place of such
meeting. If the use of said school building or buildings by the Association results
in any expense to the Board, the Association shall reimburse the Board for such
expense.
- The Association agrees that during the term of this Agreement neither it nor its
officers will engage in, support, sanction, or approve any strikes, sanctions, work
stoppages, slowdowns, mass resignations or other actions which would interfere
with school operations.
- The Board agrees to forward to the President of the Association official minutes
of every public meeting.
- There is reserved exclusively to the Board all responsibilities, powers, rights and
authority expressly or inherently vested in it by the laws and constitutions of New
Jersey and of the United States, and by the Charter of the Borough of Pompton
Lakes, excepting where expressly and in specific terms limited by the provisions
of this Agreement. It is agreed that the Board retains the right to establish and
enforce reasonable rules and personnel policies relating to the duties and
responsibilities of unit members and their working conditions which are not
inconsistent with this Agreement.
- In addition to the rights otherwise described herein the Board specifically
reserves, but is not limited to the following rights and authorities:
- The right to supervise the employees of the school district.
- To hire, promote, transfer, assign and retain employees in positions in the
school district and to suspend, demote, discharge or take other disciplinary
action against employees.
- To relieve employees of duty because of lack of work or for other legitimate
reasons.
- To maintain efficiency of the school district operations entrusted to them.
- To determine the methods, means and personnel by which operations are to be
- To take whatever actions may be necessary to carry out the mission of the
school district in situations of emergency.
- Protection Against Infringement Upon Contract
The Board of Education shall not enter into any negotiated agreement with any
other bargaining unit in the district which shall infringe upon the ability of the
principal to manager her/his school. In order to prevent such infringement, the
Board will submit all contract provisions proposed to other bargaining units to the
Association for evaluation prior to finalizing such agreements. The input received
from the Association will be utilized in determining final language or
negotiability of the subject.
ARTICLE V
Work Year
The work year for unit members shall be either twelve (12) months or ten (10)
months with the Board of Education retaining the right to reduce existing twelve (12)
month positions to ten (10) month positions. Should the Board of Education decide
to reduce a position from twelve (12) months to ten (10) months, the following
procedure must be followed:
- The salary for the twelve (12) month position must be reduced by one-eleventh (1/11th).
- The ten (10) month work year shall be from September 1st through June 30th,
rather than the shorter teacher work year.
- the pregnant unit member fails to produce a certification from her
physician that she is medically able to continue work, or
- the Board of Education’s physician and the unit member’s
physician agree that she cannot continue working, or
- following any difference of medical opinion between the Board’s
physician and the unit member’s physician, the Board request
expert consultation in which case the Passaic County Medical
Society, 39 East 39th Street, Paterson, New Jersey 07514, (973)
279-1900, shall appoint an impartial third physician who shall
examine the unit member and whose medical opinion shall be
conclusive and binding on the issue of medical capacity to
continue working. The expense of any examination by an
impartial third physician under this paragraph shall be shared
equally by the unit member and the Board.
- Just Cause – Any other “just cause” as defined in N.J.S.A. Title 18A.
- The Board shall grant leaves of absence for medical reasons associated with
pregnancy and birth to pregnant unit members on the same terms and
conditions governing leaves of absence for other illness or medical
disabilities, as set forth in N.J.S.A. 18A:30-1, et seq. and the rules,
regulations, policy statements and collective negotiations agreements entered
into by the Board, except as otherwise provided herein.
- Upon reasonable notice, any tenured or non-tenured unit member seeking
a leave of absence on the basis of medical reasons associated with
pregnancy or birth shall apply to the Board for said leave at any time prior
to birth. At the time of application, which shall be made upon reasonable
notice to the Board, the unit member shall specify in writing the date on
which she wishes to commence leave and the date on which she wishes to
return to work after birth. The Board may require any unit member to
produce a certificate from a physician in support of the requested leave
dates provided that if the Board’s physician is in disagreement the conflict
of medical opinion shall be resolved as set out in paragraph 1.b (iii) of this
Section. Where medical opinion is supportive of the leave dates
requested, such requested leave shall be granted by the Board, except that
the Board may change the requested dates upon finding that the grant of a
leave for those dates would substantially interfere with the administration
of the school and provided that such date change by the Board is not
medically contraindicated. Following the grant of such leave to any unit
member, the commencement or termination dates thereof may be further
extended or reduced for medical reasons upon application by the unit
member to the Board. Such extension or reduction shall be granted by the
Board for an additional reasonable period of time except that the Board
may alter the requested dates upon finding that such extension or
reduction would substantially interfere with the administration of the
school, and provided that such date change by the Board is not medically
contraindicated. The Board may require any unit member to produce a
certificate from the physician in support of the extension or reduction of
requested leave dates provided that if the Board’s physician is in
disagreement, the conflict of medical opinion shall be resolved as set out
in paragraph 1.b (iii).
- The Board need not grant or extend the leave of absence of any non-
tenured unit member beyond the end of the contract school year in which
the leave is obtained. A unit member returning from pregnancy leave of
absence shall be entitled to all benefits to which unit members returning
from other types of sick or disability leave would be entitled.
- No tenured or non-tenured unit members shall be barred from returning to
work after the birth of her child solely on the ground that there has not
been a stated or prescribed lapse of time between that birth and her desired
date of return except as is provided in this policy. Nothing contained in
this paragraph shall be construed to preclude the Board from requiring any
unit member after birth of her child to produce a certificate from her
physician showing that she is physically capable of resuming her duties,
provided that if the Board’s physician is in disagreement, that conflict of
medical opinion shall be resolved in the same manner as is set out in
Paragraph 1.5 (iii).
- Military Leave
Any unit member who is drafted into the defense forces of the United States shall
receive leave without pay. State and Federal laws shall be applied concerning
reinstatement and accrued benefits of a unit member in his position. This Article
applies also to reservists called to active duty.
- Leaves – Emergencies of Personal Nature
- An allowance of up to four (4) days leave without loss of pay to be granted
with prior approval by the Superintendent of Schools for reasons such as the
following:
- Recognition of a religious holiday;
- Court subpoena;
- Marriage of employee or marriage in the immediate family;
- Personal business which cannot be handled outside of school hours;
- Any emergency or urgent reason not included in (A.) to (D.) above shall
be granted with subsequent retroactive approval by the Superintendent of
- Personal days may be granted before or after a vacation only if the request
states specifically the reason for the request.
- Whether or not permission is granted will be determined by the
Superintendent of Schools.
- Illness in the Family
Leave for illness in the immediate family will be granted for three (3) days
without loss of pay. The immediate family is defined as husband, wife, father,
father-in-law, mother-in-law, brother, mother, sister, children, or any member of
the immediate household.
Special circumstances will be dealt with by the Superintendent.
- Sabbatical Leaves
- A sabbatical leave may be granted to a unit member by the Board upon
recommendation of the Superintendent for study or for reasons deemed to be
of value to the school system by the Superintendent.
- Sabbatical leaves shall be granted for one (l) year, subject to the following
conditions:
- Sabbatical leaves may be granted to one (l) unit member at any one time.
- Requests for sabbatical leave must be received by the Superintendent in
- accumulated sick days from either the date of hire or July 1, 1981,
whichever the employee chose by November 30, 1981.
- Possible personal days commencing July 1, 1981.
- Possible illness in the family days commencing July 1, 1981.
At the option of the retired administrators, the reimbursement payment for
unused sick days may be deferred until the next calendar year.
- Listings of duty and responsibilities to which more concerted attention is
necessary.
- All administrators, principals, vice principals and directors are evaluated
by the superintendent.
- Procedures
- All unit members are to be evaluated annually.
- The principal will evaluate his/her vice-principal.
- All principals will assist in the evaluation of directors with whom they work
closely, upon request of the Superintendent of Schools.
- On the evaluation form, the evaluatee identifies specific job targets
(performance objectives). He/she submits them to his/her evaluator for
reactions on or before September 30. The evaluator will review these job
targets within the two (2) weeks of receipt of same. If both agree on the
target, efforts are made to achieve the targets during the year, and the results
of these efforts become one of the bases for the final evaluation. By March 30,
the evaluatee completes the self-appraisal and job target forms which he/she
sends to the evaluator. The evaluator then schedules an appraisal conference
with the evaluatee at which time the self-appraisal form and the job target
form are discussed.
- In addition to the evaluator-evaluatee appraisal conference described above,
the evaluatee signs the evaluation form to indicate completion of the process,
not necessarily consensus. He/she also receives a copy of the evaluation prior
to its submission to the Board of Education.
- The evaluatee may dissent in whole or in part with the evaluator’s appraisal
judgment and may request a follow-up conference with the evaluator. The
evaluatee may attach a statement of dissent to the written evaluation, which is
submitted to the Board.
ARTICLE XI
Professional Development and Educational Improvement
- The Board shall pay the full premium for all employees for a Dental Program.
The program shall cover employee and dependents. The deductible shall be fifty
($50) dollars per family member with an aggregate deductible of one hundred
fifty ($150) dollars per family, for school year 1991-92 and one hundred ($100)
dollars per family member, with an aggregate deductible of three hundred ($300)
dollars per family for the school year 1992/93.
The dental program shall provide the following benefits:
Plan Payment Co-Payment
Preventive & Diagnostic 100% 0%
Remaining Basic Benefits 85% 15%
Crowns, Inlays & Gold Restorations 85% 15%
Prosthodontic Benefits 50% 50%
The maximum amount payable by the Plan for the above dental services provided
an eligible patient in any calendar year is one thousand ($1,000) dollars.
The one hundred ($100) dollars per patient per calendar year and the three
hundred ($300) dollars family maximum aggregate deductible per calendar year
are not applicable to Preventive and Diagnostic Benefits.
- After consultation with the Association, the Board maintains the right to change
insurance plans provided the coverage is equal to or better than that currently
provided.
- At least ten (10) months prior to retirement from the system, members of the
administrative or supervisory staff eligible for full retirement benefits under the
New Jersey Pension System may submit a proposal to the Superintendent of
Schools for a special project. Projects may be of an administrative, curricular, or
research nature and related to the goals of the system. Projects must be approved
by the Superintendent and the Board of Education before any project begins.
Projects meeting the standards approved by the Superintendent and the Board will
be financially supported through the payment of medical insurance premiums or
other forms of security insurance to be negotiated by the retired member and the
Board. Payments for said insurance coverage will be limited to $10,000 over the
total years of coverage provided.
Retired staff have the option of leaving and re-entering the New Jersey State
Health Benefits Program under the provision of this paragraph (E) up to age 65.
Beyond age 65, staff members will be billed for the full amount of medical
premiums at the existing group rates.
- The Board of Education shall provide an annual physical examination at no cost
to the members. The fee for the examination shall not exceed the normal fee of
the school physician.
- Waiver from Participation
Employees who are eligible for, but who do not participate in, the health
insurance plan or dental and prescription, shall be provided with a cash payment
as follows:
- Employees who voluntarily elect to waive coverage shall be entitled to receive
36% of the premium cost of the waived insurance. This payment shall be
proportionate to actual waiver time.
- Payment of the monies in “1” above shall be made by separate check on the
last workday of the school year.
- Employees must waive such insurance for a full year (July 1 through June 30
for dental and prescription) to be eligible for payment. Notification of waiver
must be made by January 1, in order to waive for the applicable upcoming
year.
- It is the intent of both the Association and the Board that all employees
covered by the Agreement should, either through this coverage or alternative
available coverage, have comprehensive insurance protection.
- An employee who waives coverage may re-enroll for the next year during the
open enrollment period.
- Use of Automobile
- All members of the Association who may be required to use their own
automobiles in the performance of their duties shall be reimbursed at the IRS
rate. The member’s auto insurance will provide the primary insurance
coverage to a member who uses his/her automobile in performance of his/her
duties. The Board of Education’s liability insurance will provide secondary
coverage up to the limits of the Board’s policy, if the claim exceeds the
member’s insurance coverage.
- The Board of Education’s liability insurance will cover an additional
protection needed, if the claim exceeded the driver’s insurance coverage.
ARTICLE XIII
Personal and Academic Freedom
Unit members will be entitled to full rights of citizenship and no religious or
political activities of any unit member will be grounds for discipline or
discrimination with respect to the professional employment of such unit member,
provided that said activities do not violate any local, state or federal law, or affect
the unit member’s responsibilities as an employee of the Pompton Lakes Board of
Education.
ARTICLE XIV
Dues Deduction
- Amount of Fee
- Notification:
Prior to the beginning of each membership year, the Association will notify
the Board in writing of the regular membership dues, initiation fees and
assessments charged by the Association to its own members for that
membership year. The representation fee to be paid by nonmembers will be
determined by the Association in accordance with the law.
- Legal Maximum:
In order to adequately offset the per capita cost of services rendered by the
Association as majority representative, the representation fee should be equal
in amount to the regular membership dues, initiation fees and assessments
charged by the Association to its own members, and the representation fee
may be set up to 85% of that amount as the maximum presently allowed by
law.
- Deduction and Transmission of Fee
- Notification:
Once during each membership year covered in whole or in part by this
Agreement, the Association will submit to the Board a list of those employees
who have not become members of the Association for the then current
membership year. The Board will deduct from the salaries of such employees,
in accordance with paragraph 2 above, the full amount of the representation
fee and promptly will transmit the amount so deducted to the Association.
- Payroll Deduction Schedule:
The Board will deduct the representation fee in equal installments, as nearly
as possible, from the paychecks paid to each employee on the aforesaid list
during the remainder of the membership year in question. The deductions will
begin with the first paycheck paid:
- Ten (10) days after receipt of the aforesaid list by the Board; or
- Thirty (30) days after the employee begins his/her employment in a
bargaining unit position unless the employee previously served in a
bargaining unit position and continued in the employ of the Board in a
non-bargaining unit position or was on layoff, in which event the
deductions will begin with the first paycheck paid ten (10) days after the
resumption of the employee’s employment in a bargaining unit position,
whichever is later.
Except as otherwise provided in this Article, the mechanics for the deduction
of representation fees and the transmission of such fees to the Association
will, as nearly as possible, be the same as those used for the deduction and
transmission of regular membership dues to the Association.
- Changes
The Association will notify the Board in writing of any changes in the list
provided for in paragraph 1 above and/or the amount of the representation fee,
due to the annual dues increase, and such changes will be reflected in any
deduction made more than ten (10) days after the Board received said notice.
- New Employees
On or about the last day of each month, beginning with the month this
Agreement becomes effective, the Board will submit to the Association, a list
of all employees who began their employment in a bargaining unit position
during the preceding 30-day period. The list will include names, job titles,
and dates of employment for all such employees.
- Demand and Return System
Prior to the implementation of this Article, the Association shall provide to the
Board a copy of its Demand and Return System. A similar copy shall also be
provided to all new employees who do not become members of the Association.
- Save Harmless Provision
The Association agrees to save the Board of Education harmless from any and all
claims raised against it by employees who have money deducted from their
paychecks pursuant to the requirements of this Article.
ARTICLE XVI
Promotions
- All vacancies in promotional positions shall be filled pursuant to the following
procedure:
- Such vacancies shall be adequately publicized, including a notice in every
school (by posting, through the Superintendent’s bulletin or otherwise) as far
in advance of the date of filling such vacancy as possible, but in no event less
than ten (10) days. Nothing herein is to be construed to mean that the
Superintendent shall not be free to publicize and otherwise seek qualified
personnel from outside of the school system to fill such vacancies.
- Said notice of vacancy shall clearly set forth the qualifications for the
position.
- Applicants for such vacancies shall file their applications in writing with the
Office of the Superintendent within the time limit specified in the notice.
- Promotional positions are defined as follows:
Positions paying a salary differential and/or positions on the administrator-
supervisory level, including, but not limited to, positions such as superintendent,
assistant superintendent, principal, vice principal, director.
- Vacancies which arise during July and August shall be posted in the Board Office
and notice thereof mailed to the President of the Association.
- Promoted unit members shall negotiate their new salary individually with the
Board of Education. In no event shall the individual promoted receive less than
he/she would have received had the promotion not been attained.
ARTICLE XVII
School Calendar
- If any provision of this Agreement or any application of this Agreement to any
employee or group of employees 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.
- Any provisions in individual contracts for the period of this Agreement which are
inconsistent or in conflict with the terms of this Agreement shall be controlled by
the terms of this Agreement.
- The Board agrees to provide the children and/or dependents of PLASA members
with attendance provisions in the Pompton Lakes Schools as follows:
POMPTON LAKES PUBLIC SCHOOLS
ADMINISTRATORS/SUPERVISION
SALARY GUIDE
2000-2001
STEP | HIGH
SCHOOL
PRINCIPAL | MIDDLE
SCHOOL
PRINCIPAL | ELEM.
PRINCIPAL | DIR. OF
SPECIAL
SERVICES | DIR. OF
GUIDANCE &
VICE PRIN. | DIR. OF
HEALTH
&
PHYS. ED. |
1 | 90,141 | 85,634 | 81,127 | 79,143 | 76,168 | 71,212 |
2 | 92,485 | 87,861 | 83,275 | 81,198 | 78,149 | 73,063 |
3 | 94,830 | 90,087 | 85,019 | 83,253 | 80,130 | 74,915 |
4 | 97,175 | 92,314 | 87,167 | 85,308 | 82,112 | 76,766 |
5 | 99,520 | 94,540 | 89,315 | 87,363 | 85,019 | 78,619 |
6 | 101,865 | 96,767 | 91,462 | 89,417 | 87,001 | 80,470 |
7 | 104,210 | 98,993 | 93,610 | 91,473 | 88,982 | 82,322 |
8 | 106,554 | 101,220 | 95,758 | 93,528 | 90,963 | 84,174 |
9 | 108,898 | 103,446 | 97,906 | 95,583 | 92,945 | 86,025 |
10 | 111,239 | 105,677 | 100,464 | 97,645 | 93,997 | 87,878 |
LONGEVITY PROVISIONS
Five percent (5%) total 5 years in present administrative position or 30 years Pompton Lakes experience.
Eight percent (8%) total 20 years educational experience and 10 years in present administrative position.
Nine percent (9%) total 20 years educational experience and 12 years in Pompton Lakes administrative experience.
Ten percent (10%) total 25 years Pompton Lakes administration.
ADVANCE DEGREE LEVEL
Doctoral Degree 6%. Credit for advanced degree terminates when superseded by higher longevity percent.
LONGEVITY
Note: Administrators under this agreement hired after June 30, 2000 will not be eligible for longevity.
RATIOS
The High School Principal is equivalent to 1.00.
The Middle School Principal is equivalent to .95.
The Elementary Principal is equivalent to .90.
The Director of Special Services is equivalent to .88.
The Director of Guidance and the High School Vice Principal is equivalent to .85.
The Director of Health & Physical Education is equivalent to .79.
POMPTON LAKES PUBLIC SCHOOLS
ADMINISTRATORS/SUPERVISION
SALARY GUIDE
2001-2002
STEP | HIGH
SCHOOL
PRINCIPAL | MIDDLE
SCHOOL
PRINCIPAL | ELEM.
PRINCIPAL | DIR. OF
SPECIAL
SERVICES | DIR. OF
GUIDANCE &
VICE PRIN. | DIR. OF
HEALTH
&
PHYS. ED. |
1 | 93,747 | 89,059 | 84,372 | 82,309 | 79,214 | 74,061 |
2 | 96,185 | 91,375 | 86,606 | 84,446 | 81,275 | 75,986 |
3 | 98,623 | 93,690 | 88,420 | 86,583 | 83,335 | 77,912 |
4 | 101,062 | 96,006 | 90,653 | 88,721 | 85,396 | 79,837 |
5 | 103,501 | 98,321 | 92,887 | 90,857 | 88,420 | 81,763 |
6 | 105,939 | 100,638 | 95,121 | 92,994 | 90,481 | 83,688 |
7 | 108,378 | 102,953 | 97,354 | 95,132 | 92,542 | 85,615 |
8 | 110,817 | 105,269 | 99,588 | 97,269 | 94,602 | 87,541 |
9 | 113,254 | 107,584 | 101,822 | 99,407 | 96,663 | 89,466 |
10 | 115,688 | 109,904 | 104,482 | 101,551 | 97,757 | 91,393 |
LONGEVITY PROVISIONS
Five percent (5%) total 5 years in present administrative position or 30 years Pompton Lakes experience.
Eight percent (8%) total 20 years educational experience and 10 years in present administrative position.
Nine percent (9%) total 20 years educational experience and 12 years in Pompton Lakes administrative experience.
Ten percent (10%) total 25 years Pompton Lakes administration.
ADVANCE DEGREE LEVEL
Doctoral Degree 6%. Credit for advanced degree terminates when superseded by higher longevity percent.
LONGEVITY
Note: Administrators under this agreement hired after June 30, 2000 will not be eligible for longevity.
RATIOS
The High School Principal is equivalent to 1.00.
The Middle School Principal is equivalent to .95.
The Elementary Principal is equivalent to .90.
The Director of Special Services is equivalent to .88.
The Director of Guidance and the High School Vice Principal is equivalent to .85.
The Director of Health & Physical Education is equivalent to .79.
AGREEMENT BETWEEN
THE POMPTON LAKES BOARD OF EDUCATION AND
POMPTON LAKES ADMINISTRATORS/SUPERVISION ASSOCIATION
- Salary guides have been mutually developed to replace old salary provisions.
- It is understood that in order to qualify for longevity, an individual must qualify for #1 before receiving #2, must qualify for #1 and #2 before receiving #3, must qualify for #1, #2 and #3 before receiving #4.
- It is agreed that administrators/directors hired after June 30, 2000 will not be eligible for longevity.
- The Board represents that the making and execution of this agreement between the Pompton Lakes Board of Education and the Pompton Lakes Administrators/Supervision Association dated July 1, 1999 to June 30, 2002 has been authorized at a regular meeting of the Board held on August 1, 2000.
- IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by the respective presidents and attested by their respective secretaries.
ญญญ______________________________________________ _____________________________
Pompton Lakes Board of Education President Date
______________________________________________ _____________________________
Pompton Lakes Administrators/Supervision Assn. Date
President
______________________________________________ ____________________________
Pompton Lakes Board of Education Board Secretary Date
______________________________________________ ____________________________
Pompton Lakes Administrators/Supervision Assn. Date
Secretary
C Drive/AGREEMENT Administrators Supervision
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