MERCER COUNTY SPECIAL SERVICES PRINCIPALS AND SUPERVISORS ASSOCIATION
Covering the period July 1,2013 through June 30,2016
TABLE OF CONTENTS

	PREAMBLE
I	RECOGNITIONOF THE ASSOCIATION
II	GRIEVANCE PROCEDURE
UI	ASSOCIATION RIGHTS
IV	EMPLOYEE WORK YEAR
V	WORK HOURS AND WORK LOAD
VI	VACATION/HOLIDAY TIME
vn	LEAVES OF ABSENCE
VIII	EMPLOYMENT AND PROMOTIONS
DC	USE OF AUTO
X	PERSONAL AND PROPERTY INTERESTS
XI	INSURANCE PROTECTION
xn	MISCELLANEOUS PROVISIONS
XIII	SALARIES
	SALARY RANGES
XIV	DURATION OF AGREEMENT

2
PREAMBLE

but excluding coordinators, directors and other central office administrators.

2:1.1 "Grievance" is a claim by an employee based upon an interpretation, application or violation of this Agreement, Board policies or administrative decisions affecting the terms and conditions of the employment of said employee. As used in the Article, the term "employee" shall mean (a) an individual employee, (b) a group of employees having the same grievance, (c) the Association.

2:1.2 A grievance to be considered under this procedure must be initiated by the

employee at the discussion level of Step 1 within twenty-five (25) school days of its occurrence.

2:2.1 Failure at any step in this procedure to appeal a decision respecting a grievance to the next step within the specified time limits shall be deemed to be acceptance of the un-appealed decision.

a. The nature of the grievance and the date of its occurrence.
b. The results of the previous discussion.
c. His/her dissatisfaction with the decisions previously rendered.
d. Reliefsought.
The immediate supervisor shall communicate his/her decision to the grievant and his/her representative in writing within seven (7) school days of receipt of the written grievance.

than ten (10) school days after receipt of the Superintendent of School's decision, may appeal to the Board by submission in writing through the Superintendent of Schools who shall forward the appeal within seven (7) calendar days of his/her receipt, to the Board. The Board shall review the grievance and shall, at the option of the Board, hold a hearing with the employee and render a written decision in any case within fifteen (15) school days of the receipt of such grievance by the Board, or within fifteen (15) school days of the date of the hearing with the employee, whichever comes first.

The Association and its representatives shall have the right to use school buildings at reasonable hours for meetings.

The Association shall have the right to use school facilities and equipment including typewriters, duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. No equipment shall be removed from school property without permission of the immediate supervisor. The Association shall pay for the reasonable costs of all material and supplies incident to such use and shall pay for any damage to, or loss or theft of school property while being used by the Association.

ARTICLE IV EMPLOYEE WORK YEAR

responsibilities of an employee necessitate his/her presence on school property, the employee shall be considered engaged in his/her regular or assigned duties.

4:1.3 Twelve month supervisors will receive vacation, sick and personal time

equivalent to any other twelve month employee in this contract Employees working less than twelve months will receive sick and personal time on a pro­rated basis based on the percent of time hired and the number of months working.

obligations shall be based on rates approved by the Board of Education, unless covered by other sections of this agreement

ARTICLE VI VACATION/HOLIDAY TIME

6:1.1 Twelve (12) month employees shall receive twenty-two (22) vacation days per year. A year is defined as the period of July 1 - June 30. Twelve (12) month employees who terminate employment prior to June 30, will have their vacation prorated at the rate of 1.83 days per full calendar month worked that year.

6:1.2 Vacation days not used may be credited for succeeding years except that no

employee may carry more than twenty-two (22) unused vacation days on June 30 of any year.

Scheduling of vacation time shall be subject to the needs of the district, the need for an employee's service and the interrelationship of vacation schedules of all employees.

6:1.5 Upon retirement or death, an employee or the employee's estate will be compensated for accrued vacation days at their current per diem rate.

6:1.6 Employees may elect to have the Board purchase accrued vacation time, and must apply in writing by April 30^d>, on forms provided by the Board. Effective July 1, 2013, the Board may buy back the following vacation days at the current per diem rate:

Employees hired prior to July 1,2013
Years in district as a Principal or Supervisor Number of Days
After two years 10
Employees hired July 1,2013 or later
Years in district as a Principal or Supervisor Number of Days

6:2.1 Holidays for twelve-month employees shall be legal and other holidays declared by the Board of Education. There will be a minimum of sixteen (16) holidays per year.

6:2.2 If any of the days described in section 6:2.1 are used for student or teacher sessions, another day shall be given in lieu of the holiday.

7:1.1 All twelve month employee will receive vacation, sick and personal time equivalent to any other twelve month employee in this contract Employees working less than twelve months will receive sick and personal time on a pro­rated basis based on the percent of time hired and the number of months working.

7:1.2 Employees hired after July 1,2007 will not be able to bring unused accumulated sick leave from their previous school district. However, upon beginning in the unit, they will receive the prescribed number of sick days, and in the case of a catastrophic illness, will be eligible to receive up to 50 days from the sick bank. The bank available would be reduced each successive year as the employee is given their contractual sick leave days, until the employee has been given 50 contractual sick leave days.

7:13 The Board shall pay to each employee or his/her estate an amount of pay for

unused accumulated sick leave if the conditions of 7:1.4 have been met. Current employees with 12 or more years in the district will receive 50% of their daily rate of pay to a maximum of $22,000. All new hires after July 1,2007 with 12 or more years in the district will receive 50% of their daily rate of pay to a maximum of $15,000 for sick days earned only in this district

a. The employee shall have retired from employment with the Mercer County Special Services School District and all employment covered by the New Jersey Teacher Pension Annuity Fund or the New Jersey Public Employees Retirement System.

b. Credit for sick leave accumulated during the fiscal year of retirement shall be limited to prorating the number of annual days available versus the number of days employed during the fiscal year. Twelve (12) month employees shall receive 1.16 sick leave days per full month worked. Ten (10) month employees shall receive 1.2 sick leave days per full month worked.

7:2.1 All twelve (12) month employees shall be allowed four (4) days personal leave with full pay per year. Employees working less than twelve months will receive personal days on a pro-rated basis based on the percent of time hired and the number of months worked.

7:2.2 Requests for leave are subject to the advance approval of the superintendent.

7.2.3 All personal leave days which are not used by the employee during that year, will be converted to sick leave and added to the employee's accumulated sick leave account

7:3 Disability Due to Pregnancy

7:3.1 Pregnant employees shall apply for a disability leave of absence. Such leave may be granted commencing with the period of actual disability and terminating with the end of disability. The following conditions shall apply to pregnancy disability leaves.

7:3.2 The employee shall notify the Superintendent of her pregnancy as soon as possible after medical confirmation.

7:3.3 Upon request of the Board, request for maternity leave shall include a statement from a physician confirming the pregnancy and anticipated date of birth.

7:3.4 Exact dates of leave will be arranged with consideration of both medical evidence and administrative feasibility. The Board of Education reserves the right to regulate the termination dates of anticipated disability leaves in order to preserve educational continuity. When this occurs, an employee who is placed on an involuntary unpaid leave shall be entitled to all sick leave during the period of actual disability.

7:3.5 A statement from a physician certifying that an employee is physically able to return to duty may be required by the Board before the employee is permitted to return from maternity leave.

7.3.7 A disability leave of absence may not be extended beyond the end of the school year in which the leave is obtained.

7:3.8 Except as provided above, no employee shall be barred from returning to duty after the birth of her child solely because there has not been a certain time lapse between the birth and her desired date of return.

7:3.9 No employee shall be removed from her duties during pregnancy except upon the following reasons:

a. The Board has found that her performance has noticeably declined.
b. The pregnant employee is found to be medically unable to continue
working by her own physician and the Board's physician, or where
these physicians disagree, by a physician jointly selected by the
Board of Education and the employee.

7:4 Childcare Leave

7:4.1 The Board shall grant voluntary unpaid leaves of absence for the purpose of childcare of an infant to those employees who fulfill the requirements set out below. Approval is conditioned upon adequate staffing as determined by the Board of Education.

7:4.2 Childcare leaves shall begin either:

a. At the beginning of a school year and prior to the beginning of the actual
disability;
b. Immediately following the pregnancy disability period; or
c. At a date during the school year, upon request of the employee and with
the approval of the administration to minimize disruptions in the
continuity of the educational program.

Childcare leaves shall normally terminate at the end of the school year in which they begin. An earlier termination date may be established at the request of the employee and with the approval of the administration; such date shall be set by the administration to minimize disruptions in the continuity of the educational program.

7:4.4 An employee desiring unpaid leave of absence shall apply no less than

ninety (90) calendar days before the anticipated delivery date of the infant. Said application shall not constitute a waiver of the rights outlined in 7:3.10 above.

supervisor when the employee is approved by the adopting agency. In cases of adoption, application shall be made for a specific leave period as soon as the employee is informed of the anticipated date of physical custody of the child.

7:4.7 An employee, on a voluntary unpaid leave of absence, shall not be eligible to receive or accrue benefits except as statutorily required.

7:4.8 Employees on childcare leave shall notify the Board of their intent to

return following their leave no later than seventy-five (75) calendar days prior to the scheduled end of their leave. Tenured administrators requesting an extension under 7:4.3 above, shall submit their request no later than seventy-five (75) calendar days prior to the scheduled end of their leave.

7:5.1 Leave of absence without loss of pay not exceeding ten (10) days per year shall be granted for the following purposes subject to the limitations per category stated herein.

a. Leaves of absence without loss of pay not to exceed eight (8) days per year with no more than five (5) for a single occurrence shall be granted when a death occurs in the immediate family. Immediate family is defined to mean: spouse, civil union partner, parent, step-parent, parent-in-law, child, step-child, son/daughter-in-law, sibling, sibling-
10
in-law, grandparent, grandchild, and/or any other member of the employee's immediate household.
b. Two days leave of absence per year without loss of pay to attend a
funeral of a close friend or relative not a member of the "immediate
family" shall be granted upon request, not to exceed more than one
day per occurrence.

c. Additional days with pay may be granted by the Superintendent when
unfortunate circumstances may warrant additional days. Decisions
rendered by the Superintendent under this section shall be final and
binding.

An employee may request leave without pay, but the Board determination shall be final and binding.

Procedure

1. All applications for leave shall be presented in writing on forms provided by the Board, except sick leave and bereavement leave shall be by telephone notice to the Board where the opportunity for prior written application is not feasible.
2. Reduction of l/20^tb of the monthly salary shall be made for each day of unexcused absence.

ARTICLE VIII EMPLOYMENT AND PROMOTIONS

Opportunity will be given to an employee to apply for available positions in the district by posting notices in the district's school buildings.

Notice of any vacancies shall be posted in each school center of each building used by the District at least ten (10) days before the final date by which applications must be submitted. Any copy of said notice shall be mailed to the Association President.

All contracts for professional staffshall contain a mutual severance notice clause of sixty calendar days.

ARTICLE IX USE OF AUTO

11
ARTICLE X PERSONNEL AND PROPERTY INTERESTS

10:2 The Board shall reimburse employees for the costs of replacement or repair of any clothing, eyeglasses, contact lenses or other personal property on the person damaged or destroyed by a student or stolen by a student or other person while the employee was acting in the discharge of his/her duties within the scope of his/her employment but such reimbursement shall not exceed $400.00 per occurrence. No reimbursement shall be made for stolen money or jewelry other than watches. In order to claim reimbursement for stolen property, an employee must have:

a. submitted a police report, and
b. submitted an insurance claim.
Reimbursement for stolen property will be limited to $200.00. Employees shall exercise good judgment in the choice of clothing and other personal property worn during professional activities. Vandalism against employee automobiles caused by district students when the automobile is in a parking lot designated for district use, or parked in the street when no lot is available, is also reimbursable under this section to the maximum of $400.00 per occurrence or to the amount of the deductible under the employee's auto insurance, whichever is less. An incident report indicating the place, date, time, witnesses, and other individual(s) responsible must be filed along with the request for any reimbursement under this section.
ARTICLE XI INSURANCE PROTECTION
11:1 Insurance Protection

11:1.1 Consistent with applicable law and regulations, employees who are

eligible for and elect to receive Benefits shall contribute toward the cost of the premium for such Benefits as required by law. Consistent with applicable law and regulations, the Board will pay for the remainder of the cost of the premium for such Benefits as allowed under a plan or its equivalent
11:1.2 Consistent with applicable law and regulations, the Board shall offer a flexible spending account plan ("FSA Plan") for participation by all employees. The terms and conditions of the FSA Plan will be determined by the designated FSA Plan administrator/provider.

1. The Board shall provide health insurance benefits through the School Employee Health Benefits Program (SEHBP) of Direct Ten or its equivalent, and current HMO choices or their equivalent and NJ Direct High Deductible Plans.
2. The Board shall provide a prescription drug plan, with contraceptives, to employees and their dependents. Effective July 1,2010, the co-pay shall be $10.00 generic, $5.00 mail order and $15.00 name brand.
3. Effective July 1,2010, the Board shall pay all dental premiums for all employees and the dental rider regarding the maximum annual benefit shall increase to Fifteen Hundred ($1,500.00) Dollars
4. The Board agrees to continue to pay the full cost of a Disability Insurance Plans at the state rate.

Subject to restrictions involving multiple coverages pursuant to applicable law and regulations, the Board will make the following payments to employees who voluntarily waive their medical, prescription and/or dental insurance coverage.

Payments will be made in two (2) equal parts in December and in May, based on proof of alternate coverage. The December payment will reflect any eligible months from July 1" through December 31^st. The May payment will reflect any eligible months from January 1^st through June 30^th. Re-enrollments in any of the plans will be governed by the rules of the carrier. Employees that choose the cash option must reapply each year. Proof of other coverage must be submitted with each request for the cash option. Employees will be eligible for immediate re-enrollment due to life circumstance changes.

The Board will create and maintain Section 125 programs for participants. Requests for payment will be made in accordance with the rules set forth by the Board of Education.

13
ARTICLE XII MISCELLANEOUS PROVISIONS

12:1.1 If any provision of this agreement or any application of this Agreement 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

12:2 Compliance Between Individual Contract and Master Agreement

12:2.1 Any individual contract between the Board and any individual employee heretofore or hereinafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement shall be controlling.

12:3 Printing Agreement

12:3.1 Copies of this Agreement shall be printed at the expense of the Board after agreement with the Association on format within sixty (60) days after the Agreement is signed. The Agreement shall be presented to all employees now employed, or hereinafter employed.

12:4 Notice

12:4.1 Whenever any notice is required to be given by either of the parties of this Agreement to the other, pursuant to the provisions(s) of this Agreement, either party shall do so by email or registered letter at the following addresses:

a. If by the Association to Board;
Mercer County Special Services School District 1020 Old Trenton Road, Second Floor Hamilton, New Jersey 08690
b. If by Board to Association;
Home address of the President
14
ARTICLE XIII
SALARIES

13:2 Employees hired (i.e. on the payroll) before January I^s', shall receive one year of credit for movement on the salary guide. Employees hired on or after January 1^st, do not receive any credit for movement on the salary guide.

13:3 Employees will be reimbursed for the cost of tuition for courses,

workshops, seminars or conferences for professional development or to acquire technology resources to be used in the discharge of duties. The course, workshop, seminar, conference or resource must be approved by the Superintendent (and Board of Education when applicable), prior to attendance or purchase. Tuition reimbursement shall be at the rate per credit at Rutgers, The State University. Total costs will not exceed $12,000.00 in any contract year.

13:5 Effective July 1,2004 the Board of Education will pay one-hundred

(100%) of the New Jersey Principal and Supervisor Association dues for all bargaining unit members of the New Jersey Principal and Supervisor Association.

Effective for the duration of this contract, all employees* hired prior to 07/01/2007 shall have their current longevity amounts frozen at the 2009/2010 amount determined from the cumulative amounts as listed below:
2007-2008 2008-2009 2009-2010
9 Yrs. in District: $1900 $2000 $2100
10 Yrs. in Admin in District $1900 $2000 $2100
15 Yrs. in Admin in District $1900 $2000 $2100
20 Yrs. in Admin in District $1900 $2000 $2100
25 Yrs. in Admin in District $1900 $2000 $2100
15
30 Yrs. in Admin in District $1900 $2000 $2100
Employees hired 07/01/2007 or later shall receive the additional amounts as listed below (not cumulative):
10 Yrs. in Admin in District $ 1900 15 Yrs. in Admin in District $2000 20 Yrs. in Admin in District $2100

Salary increases are as follows: 2013-2014 2.4%
2014-2015 2.4% 2015-2016 2.4%

IN WITNESS WHEREOF, the parties herclo have caused this Agreement to be signed by the duly authorized officers.

Mercer County Special Services Board of Education
Mercer County Special Services Principals/ /Supervisors Association

-7.
'Mf Jfoj^xvLsXi)
j*--«a
President

/&

_£

_%u

Secretary riecjo-ii^*, Q.^t*-^P^er^^/^

Date; £ Aw/i
Date: 71 & J &

17

FIRST NAME	LAST NAME POSITION	BASE SALARY	LONGEVITY	TOTAL SALARY
Christina	Seville	Principal	133.625		133.625
Patricia Jeanne	Sodano Radimer	Principal Principal	148,860 148.860	8,400 8.400	• •157,260 157.2807/1/13. 7/31/13
Brian	Kozakowal	Principal	107.000		107.000
Linda	DeLoretto	Supervisor	120,557	2,100	•122.657
Michael	Dillon	Supervisor	87.336		87,336
Maryann	Moller	Supervisor	108.036	2,100	•108,136
Gail	Roberts	Supervisor	125.704	4.200	•129.904
Tina	Yureho	Supervisor Totals per column:	106.036 1.084.014	2.100 27.300	•108.136 1.111.314

18.900

RRST NAME	LAST NAME	POSITION
Christine	SevBIa	Principal
Patricia	Sodano	Principal
Brian	Kozakowsi	Principal
Linda	DeLoretto	Supervisor
Michael	DBton	Supervisor
Maryann	Moller	Supervisor
Gail	Roberts	Supervisor
Tina	Yureho	Supervisor Totals per column:

BASE SALARY	LONGEVITY
136,832
152.433	8.400.00
109,568
123.450	2,100.00
89,432
108.581	2,100.00
128.721	4,200.00
108.581	2.100.00

957,598

89.432

976,498

2015-2016 School Year Salary (2.4% increase, 'longevity frozen for employees hired prior to 7/1/2007)

RRST NAME	LAST NAME	POSITION
Christine	SevHIa	Principal
Patricia	Sodano	Principal
Brian	Kozakowsi	Principal
Linda	DeLoretto	Supervisor
Michael	Dillon	Supervisor
Maryann	Moller	Supervisor
Gail	Roberts	Supervisor
Tina	Yureho	Supervisor Totals per column:

BASE SALARY	LONGEVITY
140.116
156.091	8,400
112.198
126.413	2.100
91.578
111.187	2,100
131,610	4.200
111.187	2.100

18,900

980.580
TOTAL SALARY
140.116
164.491
112.198
128,513

91.578

999.480

18