TABLE OF CONTENTS

ARTICLE PAGE

I. Recognition 1

II. Grievance Procedure 1

III. Negotiating Procedure 4

IV. Supervisor Responsibilities 5

V. Evaluation of Supervisory Staff 5

VI. Temporary Leaves of Absence 6

VII. Professional Growth and Development 9


VIII. Health Insurance 10

IX. Supervisory Employee Rights 11

X. Association Rights and Privileges 11

XI. Miscellaneous Provisions 12

XII. Duration of Agreement 13

Schedule A 14

ARTICLE I

RECOGNITION

The Kingsway Regional Board of Education recognizes the Kingsway Supervisors' Association as the exclusive representative for collective negotiations and grievances, regarding terms and conditions of employment for the following employees:

Included: All certificated employees holding the positions of Supervisor of Special Education Services, Supervisor of Athletics and Supervisor of Student Personnel Services.

Excluded: the Superintendent; the School Business Administrator/Board Secretary; the Supervisor of Curriculum and Instruction; all confidential employees; all non-certificated secretarial staff; all custodians and craft employees; all bus drivers, aides and mechanics; all non-certificated managerial and supervisory employees within the meaning of the Act; all certificated teaching staff members and administrators; and all other employees of the Board of Education not specifically included in this recognition clause.


ARTICLE II

GRIEVANCE PROCEDURE

A. Definitions

1. Grievance

A "grievance" is a claim by a staff member based on a violation of this Agreement; or a policy, or a unilateral decision which adversely affects a staff members' terms and conditions of employment, except that the term "grievance" shall not apply to any matter for which:

a. A method of review is prescribed by law or by any rule or regulation of the State Commissioner of Education having the force of law, or

b. The Board of Education is without authority to act. As used in the definition, the term staff member shall mean also a group of staff members having the same grievance.

B. Purpose

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the grievances, which may arise from time to time. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

C. Time Limits

A grievance, to be considered under this procedure, must be initiated by a staff member or members within fifteen (15) school days of the time when the staff member(s) knew or should have known of its occurrence.

The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process.

The time limits specified may, however, be extended by mutual agreement between the Superintendent of Schools and the Association President. Such an extension must be in writing.

D. Procedure

1. Step One

A staff member with a grievance shall first discuss it with his/her immediate supervisor, with the objective of resolving the matter informally at this level. Upon the request of the staff member, the Association's representative may be present.

2. Step Two

If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, he/she may set forth, in writing, his/her grievance to the Superintendent of Schools, on the appropriate Board/Association grievance form, specifying the following:

a. The nature of the grievance.

b. The results of previous discussions.

c. His/her dissatisfaction with decisions previously rendered.

d. What relief he/she is asking.

The Superintendent shall communicate his decision to the employee within five (5) school days of receipt of the written grievance.

3. Step Three

If the aggrieved person is not satisfied with the disposition of his/her grievance at Step Two, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, the Association may submit within the ten (10) calendar days the grievance in writing to the Board of Education.

The Board, or Committee of the Board, shall within ten (10) days of receipt of the grievance, hold a hearing with the Association on the matter. The Board shall, within a period of thirty (30) calendar days following the hearing, render a decision in writing to the grievant.

4. Step Four

If the decision of the Board does not resolve the grievance, the Association may request arbitration by a third party in accordance with Paragraph E herein. Such request shall be made in writing to the Board of Education through the Superintendent within ten (10) calendar days of the receipt of the Board's decisions. However, if a written request for arbitration is not made to the American Arbitration Association within thirty (30) calendar days after the Superintendent is notified, the matter shall be considered final as rendered at the Board level. The Board shall not be required to give reasons for its decisions, and the Board's decisions in the following matters shall be final and not subject to arbitration:

a. Any matter subject to any rules or regulations of the Commissioner of Education or covered by Title N.J.S.A. 18A, or;

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

c. A complaint by a staff member, occasioned by 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;

d. An administrative decision that is not violative of established terms and conditions of employment.

E. Arbitration Procedures

1. A request will be made to the American Arbitration Association for selection of an arbitrator in accordance with its rules.

2. The arbitrator shall limit himself/herself to the issues submitted to him/her and shall consider nothing else. He/she shall have no authority to add or subtract anything from the Agreement between the parties or any policy of the Board of Education.

3. The recommendations of the arbitrator shall be binding. Both parties agree that no further appeals beyond the arbitrator will be initiated in the event of an unfavorable decision. Only the Board and the aggrieved and his representative shall be given copies of the arbitrator's report of findings and recommendations.

F. Miscellaneous

1. Each party will bear the total cost incurred by themselves.

2. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties, and such costs will be shared equally.

3. Failure at any step of the procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

4. It is understood that staff members, during and notwithstanding the processing of any grievance, shall not refuse to continue to function in their duties until final determination of same.


ARTICLE III

NEGOTIATING PROCEDURE

A. In accordance with existing laws, the parties agree to meet for the purpose of collective negotiations and to reduce to writing proposals deemed by the parties appropriate matters for negotiations. The agreement reached as a result of these negotiations will be reduced to writing as signed by the parties.

B. 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 parties' representatives have authority to reach only a tentative agreement and full Board and Association memberships reserve the right to ratify or reject any tentative agreement.

During the term of this contract, the parties by mutual agreement, may re-open negotiations. Any modifications of this agreement, in whole or in part, shall be executed by an instrument in writing, duly executed by the parties.

Should any provision hereof, or the application of any such provision to any person or circumstance, be rendered or declared invalid by reason of any existing or subsequently enacted legislation, or by any decree of a court of competent jurisdiction, or by any other state of federal administrative agency, the remainder of this Agreement, or the application of any such provision to persons or circumstances other than those which have been invalidated, shall not be affected thereby.


ARTICLE IV

SUPERVISOR RESPONSIBILITIES

A. Effective January 1, 2004 and thereafter, the work year shall be 12 months. The divisor for extra work or deductions shall be 260 days.


ARTICLE V

EVALUATION OF SUPERVISORY STAFF

A. The Board of Education and the Kingsway Supervisors' Association subscribe to the principle that an employee has the right to full knowledge regarding the judgment of his supervisor pertaining to the effectiveness of his/her performance and that, further, he/she is entitled to receive recommendations to assist him/her in increasing the performance effectiveness.

B. Therefore, the members of the Kingsway Supervisors' Association shall be evaluated in accordance with the provisions of the New Jersey Administrative Code 6:3-1.19 or 6:3-1.21. All evaluation shall take place with the full knowledge of the supervisor involved.

1. Each employee shall sign all copies of each written evaluation, attesting to the fact that the contents of the evaluation are known to him/her. No written evaluation may become part of an employee's personnel file without the

employee's knowledge. The employee is entitled to have his/her response to the evaluation heard and appended to the evaluation report.

1. Personal days must be applied for in writing at leave 72 hours in advance of the date requested and receive the approval of the Superintendent, prior to use, except in case of emergency.

For other relatives, the Superintendent may grant up to two (2) days per school year. The Superintendent’s decision is final and not subject to the grievance procedure.

1. Vacations

The parties agree that vacation days are time earned for time worked.

1. Twelve-month administrators shall be entitled to twenty (20) vacation days, credited July 1^st of the school year following the year in which they were earned. A maximum of five (5) days may be carried into the following year. No financial compensation will be made for any vacation days upon resignation or retirement.

2. Administrators hired after July 1^st will earn pro-rated vacation to be used after July 1^st of the following year.

1. Vacation days must be applied for, in writing, and receive the approval of the Superintendent, prior to the use of the day. Vacations may be taken at any time during the school year, with the Superintendent's approval, except that vacation days will not be granted during the five (5) days prior to the opening of school for teachers and the three day following the close of school for teachers, or on scheduled in-service days. Under extenuating circumstances, the Superintendent may grant special permission for vacations during these periods. Vacations during the school year, September through June, will be scheduled so that at least two (2) administrators are at work when students are present. Vacations during the summer months, July and August, will be scheduled so that a minimum of one (1) building administrator is present in the school on each of the days that it is open during those months.

4. Vacation entitlement shall begin on January 1, 2004 (10 days).

1. Summer Hours

The workweek during the months of July and August shall be 36 hours. Workdays shall be no less than six (6) hours and no more than nine (9). This schedule will be on a trial basis and may be cancelled by the Superintendent at any time. The proposed work schedule shall be submitted to the Superintendent for approval no later than May 30^th of each year.

1. The Board of Education will reimburse each supervisor up to $1,750.00 for registration fees, travel expenses, lodging and meals for attendance at 5 days of conferences each school year. The request for reimbursement, with supporting documentation, shall be submitted to the superintendent within ten (10) days of the supervisor’s return from the conference.

3. Courses must be successfully completed, with payment to be made thirty (30) days after records are received. Summer courses to be paid in October, spring courses in July; fall courses in January.

1. Approval of courses for tuition and fees reimbursement is subject to the sole approval of the Superintendent.