A grievance shall first be filed with the Chief School Administrator. The Chief School Administrator shall render a decision on the grievance within five (5) school days after the grievance is filed with him.

If the grievance is not resolved to the grievant's satisfaction, he/she, no later than five (5) school days after receipt of the Chief School Administrator's decision, may appeal same to the Board of Education. This appeal to the Board of Education must be made in writing specifying: (a) the nature of the grievance; (b) the nature and extent of the injury, loss or inconvenience; (c) the results of previous discussions; (d) his dissatisfaction with the decision previously rendered. The appeal shall be submitted to the Board of Education through the Chief School Administrator. The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, or at the request of the employee grievant, hold a hearing with the employee grievant and render a decision in writing and forward copies thereof to the grievant and the Association within thirty (30) calendar days of receipt of the appeal by the Chief School Administrator or if a hearing is held, within twenty (20) calendar days of the date of the hearing. The hearing referred to herein shall be held within thirty (30) calendar days after receipt of the appeal notice.

The decision of the arbitrator shall be in writing and shall be submitted to the Board and the Association simultaneously. The decision of the arbitrator shall be advisory.

The cost for the services of an arbitrator, including per diem expenses, if any, and the actual necessary travel, subsistence expenses and the cost of the hearing room, if any, shall be borne equally by the Board and the Association. Any other expenses shall be borne by the party incurring same.

(b) Hire, promote, transfer, assign and retain employees in positions in the School District and when the Board of Education finds cause, to suspend, demote, discharge or take other disciplinary action against employees

(c) Relieve employees from duty because of lack of work or other legitimate reasons

(e) Determine the methods, means and personnel by which such operations are to be conducted

The salary of all other employees covered under this agreement is set forth in Schedule "B" or Schedule “C” (new employees) which are attached hereto and made a part thereof.

Ten (10) month employees shall be entitled to three (3) personal days.

C. Funeral - One (1) day shall be granted for the purpose of attending the funeral of grandparent of a spouse or brother or sister-in-law not included in B above.

1. The normal workday for all twelve (12) month employees shall consist of eight (8) hours per day and forty (40) hours per week. The workday of eight (8) hours shall include a one-half (1/2) hour paid lunch period.
   
Option: Summer hours may be as follows for custodial/maintenance employees and bus mechanic: Four (4) days of ten (10) hours each per week.

This constitutes a normal workweek and will be paid at the normal hourly rate. This is limited to the first full week after school through the last full week before school starts.

The Board of Education reserves the right to change summer hours at its sole discretion.

(40) hours per week or over eight (8) hours per day. All additional workdays and overtime shall be at the request of the Chief School Administrator. Nothing herein precludes mutual substitution of compensatory time for such overtime.

For special events, at the direction and with prior approval of the Board, cafeteria employees/cafeteria aides shall receive one and one-half (1 1/2) times their hourly rate for the hours worked beyond 35 hours, except those employees who were hired by the Board prior to July 1, 1997. (Grandfathered)

1. All bus drivers shall be required to attend any scheduled in-service training sessions or workshops during each school year. The Board shall determine the number, time and content of said workshops or training sessions, which shall generally be directed toward safer, more efficient operations. All employees attending Board scheduled in-service training sessions or workshops shall be compensated by the Board of Education at their regular hourly rate of pay.

Any employee who submits a request and whose request is approved by the Administration, is entitled to one day of job related training per year. He/she shall be compensated by the Board of Education at his/her regular hourly rate of pay.

1. After 1 year service - 1 week vacation
2. After 2 years service - 2 weeks vacation
3. After 5 years service - 3 weeks vacation
4. After 10 years service-3 weeks and 3 days vacation
5. After 15 years service - 4 weeks vacation
6. After 22 years service – 5 weeks vacation

Any employee may bank up to one week of vacation.

Said vacation may be taken only with two (2) weeks advance notice, in writing, and the approval of the Chief School Administrator and is not to be unreasonably withheld.

No employee has any rights to vacation until said employee has been employed for one (1) year by the Board of Education.

Day before Christmas
Other Floating Holidays – Martin Luther King Day, the day after Christmas, or the day after Easter as a paid holiday in addition to the list above (choose one).

If school is closed and a minimum of two custodians desire to work this day, they may take this holiday any other day during that year, by June 30^th.

All employees who were employed by the Board prior to July 1, 1997 shall continue to be entitled to receive those benefits pursuant to the contract between the parties as it existed prior to July 1, 1997: i.e. they shall be “grandfathered.”

If any grandfathered employee’s hours are reduced to below twenty (20), then that employee will lose this benefit, but will again be eligible when the hours reach 20.

Any employee who does not qualify for the benefits herein set forth shall be entitled to purchase said benefits at his or her own cost and expense pursuant to Board designated and provided group plans so long as the self-payment is not prohibited by the group plan(s) itself.

All employees hired after July 1, 1997, shall be eligible for applicable benefits as herein set forth at Board expense

The Board will reimburse the employee for the total cost of the exam, less any health insurance contribution upon receipt of proper documentation.

For 2004-05, the Board shall provide health care insurance protection under the New Jersey School Employees State Health Benefits Program (SHBP) medical plan coverage, which includes access to prescription drug benefits through the SHBP medical plan coverage. Effective July 1, 2005, the Board shall provide health care insurance protection and prescription drug benefits at a level that is equal to or better than that provided by the SHBP coverage. The Board shall have the right to designate the insurance carrier.

The Board shall provide health care insurance protection for the following employees:

d. Bus Mechanic with forty (40) hours per week

The Board shall pay the full premium for each employee whether individual or family.

Employees who were hired by the Board prior to July 1, 1997 shall be grandfathered in accordance with paragraphs 1 and 2 of this article.

Staff newly hired after the 2009-2010 year, shall be insured only individually. A staff member who is covered individually may elect to pay the additional cost for Parent/Child, Member & Spouse/Domestic Partner or Family coverage.

For 2004-05 the Board shall provide Dental Insurance coverage through the New Jersey Dental Service Plan Inc. – Plan IIIA. Effective July 1, 2005, the Board shall provide Dental Insurance coverage at a level that is equal to or better than that provided by the NJ State Health Benefits Employee Dental Plan. The Board shall have the right to designate the insurance carrier. The Board shall provide dental insurance coverage to the following employees:

b. Bus Drivers with thirty-five (35) hours per week minimum

d. Bus Mechanic with forty (40) hours per week minimum

The Board shall pay the full premium for each employee whether individual or family.

Employees who were hired by the Board prior to July 1, 1997 shall be grandfathered in accordance with paragraphs 1 and 2 of this article.

Staff newly hired after the 2009-2010 year, shall be insured only individually. A staff member who is covered individually may elect to pay the additional cost for Parent/Child, Member & Spouse/Domestic Partner or Family coverage.

Commencing July 1, 1997, the Board will pay up to $250.00 annually per unit employee for vision care upon presentation of proper documentation. Bills may be submitted for the employee, spouse and legal dependent(s). This benefit shall extend to all unit members covered under this contract.

Employees who were hired by the Board prior to July 1, 1997 shall be grandfathered in accordance with paragraphs 1 and 2 of this article.

The Board shall provide a clothing allowance to each custodial/maintenance and bus mechanic as follows:

As of July 1, 1997, any tools purchased by the Board of Education are the property of the Board of Education.

The Board shall reimburse any employee in this unit for any costs associated with the renewal of licenses as required by the Board of Education as part of the employee’s position. Renewals for substitutes will also be paid as long as they are on an active substitute list.

Any employee who has been employed by the Board for Twenty (20) or more years of service, shall be eligible for a special retirement allowance of $40.00 per day for each day of accumulated sick days existing on the final day of employment, up to a Cap of $3,750.00. A mutually agreeable method of such payment shall be established. In order to be eligible for a special retirement allowance, the employee must provide written notice to the Board no later than January 15 of the school year preceding the school year when the retirement of the employee first takes effect. If the employee fails to provide timely written notice of retirement, the retirement allowance shall be paid in the next following fiscal year.

required by the Board as a part of a staff member’s job and where prior approval is obtained, the Board agrees to reimburse the driver at a rate consistent with the Office of Management and Budget (OMB) circular and regulations (Chapter 23A, Subchapter 7 of the Accountability Regulations). In instances where more than one staff member is attending the same meeting, car-pooling shall be required and the Board will be required to reimburse solely the driver. The regularly traveled home to school roundtrip mileage is to be deducted from the mileage reimbursement submission.

Effective July 1, 2010, any employee may elect to receive 20% of the least expensive insurance premium plan offered by the Board as payment for declining health care and/or dental coverage upon furnishing proof that they are covered under another health care or dental plan. Such employees making this election shall be enrolled immediately in the health care plan of the employee’s choice, as long as it is a plan provided by the Board, upon loss of this duplicate coverage, if one of the seven (7) life changing conditions as specified below occurs:

Death of spouse
Divorce
Changing in number of dependents
A termination of employment
A reduction in hours of employment
Reduction of health insurance benefits by spouse’s employer to eliminate dependent coverage
Cancellation of health insurance benefits by spouse

This 20% stipend shall be paid at the rate of the plan the employee was enrolled in or would be entitled to receive. The 20% stipend shall not exceed a cap of $4,000.00. Payment shall be made in 20 semi-monthly installments.

Affiliated Dues Deduction from Salary

The Board agrees to deduct local and affiliated dues for the Lower Alloways Creek Education Association, the Salem County Education, the New Jersey Education Association, and the National Education Association, from the salaries of employees, upon request, in compliance with Chapter 233, N.J. Public Laws of 1969 (N.J.S.A. 52:14-15.9e) and under the rules and regulations of the New Jersey State Department of Education pertaining thereto.

Purpose of Plan
If a bargaining unit member does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year to offset the costs of services rendered by the Association or majority representative.
Amount of Fee
Prior to the beginning of each membership year, the Association will notify the Board, in writing, of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its members for that membership year. The representation fee to be paid by non-members shall not exceed 85% of that amount.

The Association will certify to the Board, prior to the start of each membership year, that the amount of the representation fee to be assessed does not exceed 85% of dues, fees and assessments that are expended, (a) for partisan, political, or ideological activities or causes that are only incidentally related to terms and conditions of employment, or (b) applied toward the cost of benefits available only to members of the majority representative.

Deduction and Transmission of Fees
The Board agrees to deduct from the salary of any bargaining unit member who is not a member of the Association for the current membership year the full amount of representation fee set forth in Article XXIii Section B above and promptly transmit the amount so deducted to the Association. The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each bargaining unit member during the remainder of the membership year in question. The deductions will begin thirty (30) days after the bargaining unit member begins his or her employment in a bargaining unit position.
Demand and Return System
The Association, before any deductions are made, will first establish a demand and return system. This system will provide that a non-union member may appeal the amount of the representation fee assessed against him/her. The Association will provide the non-member with a full and fair hearing, and has the burden of proof in justifying the amount of the fees. Non-members who are dissatisfied with the outcome of their appeal at the local level may appeal further.
Indemnification and Save Harmless Provision
The Association agrees to indemnify and hold the Board harmless against any liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article.

Termination of Employment
If a bargaining unit member who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full 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 bargaining unit member during the membership year in question and promptly forward same to the Association.

The procedure explained above will apply to all Association members and not just to those who pay a representation fee. This statement is meant to provide equal treatment for Association and non-Association members. The Board will endeavor to comply with the foregoing, but the Board shall not be liable to the Association for any deductions under this paragraph that it fails to make.

Mechanics: Except as 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.

The Association shall certify to the Board, in writing, prior to August 1, the current rate of membership dues for the coming school year.

The Association will secure the signature of its members on payroll deduction forms and deliver the signed forms to the Board. Any such written authorization may be withdrawn by the employee by his/her filing notice of withdrawal with the Board. The filing of said notice of withdrawal shall be effective to halt deductions as of January 1 or July 1 next succeeding the date on which the notice of withdrawal is filed.

It shall be the responsibility of the Association to notify bargaining unit members who do not choose to be full Association members of the terms of the Agency Shop provision which require the payment of the representation fee.

	11-12	12-13	13-14
	Hourly Rate	Hourly Rate	Hourly Rate
Janet Beal	$23.65	$24.30	$24.91
Denise Bradway	$25.81	$26.52	$27.18
Wendy Guth	$23.69	$24.34	$24.95
Carol Lark	$17.75	$18.23	$18.69
Allison Turner	$16.18	$16.63	$17.04