Agreement ¹
Definitions ¹

General ²

Recognition ²

Duration of Agreement ⁴

Procedures for Negotiations ⁴

Grievance Procedure ⁵

Fair Dismissal Procedure ⁸

Temporary Leaves of Absence ⁸

Sick Leave ¹⁰

Extended Leaves of Absence ¹²

Other Leaves of Absence ¹⁵

Work Day ¹⁵

Volnntary and Involnntary Transfers ²¹
Employee Evaluation ²³
Salaries ²⁷

Insurance ³¹

Tuition Reimbursement ³³

Miscellaneous ³⁵

Representation Fee ³⁶

Schedules ³⁸

This Agreement is made and entered into by and between the Board of Education of Pitman in the County of Gloucester, State of New Jersey (hereinafter called the "Board") and the Pitman Education Association (hereinafter called the "Association") on this 15th day of April, 2015.

The term "full and part time employee(s)" as used in the Agreement shall refer to any person included in the professional unit and/or the support unit as defmed in Article III, A, B and C.
The term "teacher" as used in the Agreement shall refer to all regularly assigned teachers in the professional unit as defined in Article III, A and B, Recognition.
The term "support staff'' as used in the Agreement shall refer to any person included in the support unit as defined in Article III, A and C, Recognition.
The term "Board" as used in the Agreement shall mean the Board of Education
of the Pitman School District, in the County of Gloucester, State of New Jersey.
The term "Association" as used in this Agreement shall mean the Pitman Education
Association.
The terms "School District" and "Pitman Public Schools" as used in this Agreement shall mean the Pitman School District in the Borough of Pitman, County of Gloucester, State ofNew Jersey.
The term ¹¹Supe rintendent¹¹ as used in this Agreement shall mean the Superintendent of Schools of the Pitman School District in the Borough of Pitman, County of Gloucester, State of New Jersey.
The term "school year" as used in this Agreement shall mean the period of time from the first day of teachers' orientation, through the closing of the schools of the district as established by the official school calendar.
The term "school days" as used in this Agreement shall mean all teacher and/or student days in the "school year" as defmed in paragraph Hof this Article.

This Agreement shall, by this reference to each individual's employee contract, be deemed to be part thereof.
Employees have the right to join any lawful organization for their professional or
economic improvement and for the advancement of public education.
No change, revision, alteration, modification, of this Agreement in whole or in part, shall be valid unless the same is ratified by both the Board and the Association and endorsed in writing thereon.
This Agreement shall be governed and construed according to the Constitution and
Laws of the State of New Jersey.
E. The Board and Association recognize that the Board has certain powers, discretion and duties that, under the Constitution and Laws of the State of New Jersey, particularly Title 18A, may not be delegated, limited or abrogated by agreement with any party. Accordingly, if any provision of this Agreement, or any application to any employee covered hereby, shall be found contrary to law, such provision or application shall have effect only to the extent permitted by law, but all other provisions or applications of this Agreement shall continue in full force and effect.

The Pitman Board of Education, Pitman Borough, Gloucester County, hereafter known as the Board, hereby recognizes the Pitman Education Association, hereafter known as the Association, as the exclusive representative for collective negotiations concerning the terms and conditions of employment for all full-time and part-time professionally certified salaried teachers under contract of the professional unit as defined in paragraph B of this Article and the full-time and part-time support staff as defined in paragraph C of this Article; provided, however, that any individual members of a designated unit or group of members shall have the right at any time to present grievances to the Board. Full time for teachers is defined as twenty (20) or more hours per week and for support unit employees as thirty (30) or more hours per week.

iL'',il, ₂

It is agreed that the following members of the professional staff of the Pitman Public Schools constitute what the parties hereto believe to be an appropriate "professional unit" (herein after referred to as teacher(s) for purposes of negotiating terms and conditions of employment as contemplated by the New Jersey Employer­ Employee Relations Act:
Classroom Teachers

It is agreed that the following members of the support staff of the Pitman Public
Schools constitute what the parties hereto believe to be an appropriate "support unit" (herein after referred to as support staff) for purposes of negotiating terms and conditions of employment as per the New Jersey Employer-Employee Relations Act:
Secretaries

Custodial Employees/Maintenance Employees (including messenger) Cafeteria Employees

vised 5/13/2015 ₃
It is agreed that the following positions shall not be included for the purposes of negotiating terms and conditions of employment:
Superintendent
Business Administrator/Board Secretary Supervisor of Curriculum and Instruction Principals and Assistant Principals Supervisor of Special Services
Director of Pupil Personnel Services Athletic Director

Secretaries to the Superintendent, Business Administrator/Board Secretary, and Supervisor of Curriculum and Instruction
Computer Technician(s)

This Agreement shall be for the five-year period July 1, 2014 to June 30, 2019. Salary schedules shall be in force for the five-year period from July I, 2014 to June 30, 2019.

The parties agree to enter into collective negotiations over a successor Agreement in
accordance with the New Jersey Employer-Employee Relations Act.
For the duration of this agreement written requests for negotiations between the Board and the Association may be submitted by either party on the terms and conditions of employment of the employees represented by the Association. Such requests will specify the subject matter to be considered and will include the specific written proposal or proposals to be negotiated.
No change, revision, alteration or modification ofthls Agreement in whole or in
part shall be valid unless the same is ratified by both the Board and the Association
and endorsed in writing thereon.

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Any agreements reached through the aforementioned negotiations procedure, subject to ratification by the parties, shall be reduced to writing and shall be signed by the properly designated officers of the Board and the Association. The Board shall provide a copy of this document for each employee.

General
A "grievance" shall mean a claim by the employee, or the Association, (herein after referred to as grievant) based upon the interpretation, application or violation of this Agreement, Board policies and administrative decisions concerning terms and conditions of employment. A non-renewal determination pertaining to a non-tenured teaching staff member does not constitute a grievance.
A grievance to be considered under this procedure must be initiated by the
grievant within thirty (30) calendar days from the time of its occurrence.
The only grievances that may be arbitrated are any claims, or complaints based upon the violation, interpretation, or application of this Agreement.
Alleged violations of policies and administrative decisions concerning terms and conditions of employment may be grieved to the level of the Board of Education. The decision of the Board of Education shall be final.
Procedure
Time Factors
Failure ofthls procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant or the Association 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 be deemed to be acceptance of the decision rendered at that step.
It is understood the grievant shall, during and notwithstand­ ing the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board.

R<:vised 5/1312015 ₅
A grievance shall be discussed first with the principal of a specific building or a specific supervisor, when appropriate, in an attempt to resolve the matter at that level. The grievant may include an Association representative during these discussions.
If, as a result of the discussion) the matter is not resolved to the satisfaction of the grievant within five (5) school days, the grievance shall be initiated in writing to the principal or specific supervisor, when appropriate, stating:
The nature of the grievance.

Article and section of Agreement allegedly violated, if applicable.

The results of previous discussions.

The remedy sought.
The principal or specific supervisor, shall communicate his or her decision to the grievant in writing within five (5) school days ofreceipt of the written grievance.
The grievant, no later than ten (10) school days after receipt of the principal's or specific supervisor's decision, may appeal that decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing, reciting the matter submitted to the principal or specific supervisor and shall contain verification that the grievant has notified the association that an appeal has been filed as specified above stating the dissatisfaction with decision previously rendered. The Superintendent shall communicate a decision in writing within ten (] 0) school days to the grievant and to the Association.
If the grievance is not resolved to the grievant¹s satisfaction no later than five (5) school days after receipt of the Superintendent's decision, the grievant may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and shall hold a hearing with the grievant and association representative and the Board shall render a decision in writing and forward copies th reofto the grievant and the Association within forty-five (45) calendar days ofreceipt of the appeal. The referred-to hearing shall be held within a reasonable expeditious time after receipt of the appeal notice.

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If the decision of the Board in situations when the claim or complaint is based upon the violation, interpretation, or application of this Agreement does not resolve the grievance to the satisfaction of the grievant, the grievant may submit his/her grievance to the Association, which may submit the grievance to arbitration. The Association shall so notify the Board and the Superintendent, in writing, within ten (I 0) school days of receipt of the Board¹s decision.
Arbitration Services
The following procedure will be used to secure the services of ari
arbitrator:
If one or more grievances involve the same issue, either party may submit a demand for arbitration to the Public Employment Relations Commission.
If two (2) or more grievances involving different kinds of issues are to be heard, the parties will make a joint submission for arbitration to the Public Employment Relations Commission.
The Arbitrator shall be limited to the issues submitted and shall consider nothing else. The Arbitrator can add nothing to, nor subtract anything from, the Agreement between the parties or any policy of the Board of Education. Only the Board and the grieved and their representatives shall be given copies of the arbitrator's report of findings and recommendations. The decision of the arbitrator shall be submitted to the Board and the Association and shall be final and binding on both parties. This shall be accomplished within thirty (30) days of the completion of the arbitrator's hearings.
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as the maximum and every effort should be made to expedite the process.
In the event a grievance is filed at such time that it cannot be processed
through all the steps in this grievance procedure by the end of the school year, and, if left unresolved until the begiuning of the following school year, could result in irreparable harm to the grievant, the time limits set forth herein shall be reduced to calendar days so that the grievance procedure may be exhausted prior to the end of the school year or as soon as possible thereafter as is practicable.
Revised 5/13/2015 ₇
Costs
Each party will bear the total cost incurred by themselves, except the fees and expenses of the arbitrator will be shared by the two parties. Such costs will be shared equally.
If time is lost by any employee due to arbitration proceedings necessitating the retention of a substitute, the Board of Education will pay only the cost of the substitute. The time lost by the employee must be without pay.

ARTICLE VU
FAIR DISMISSAL PROCEDURE

A dismissed or non-renewed support staff member, who has at least two (2) years of employment in the School District may, within ten (I 0) working days after receiving notice of termination or non-renewal and the reasons therefore in writing, request an appearance with a committee of the Board in order to make a
presentation as to why the Board should reverse its decision. The appearance will be scheduled within 30 days following the Board's decision. The support staff member may have a representative present.
The Board shall advise the support staff member in writing of its decision within
three (3) working days following the next regularly scheduled Board meeting.

Bereavement Leave
All Full-Time and Part-Time employees under contract with the Board shall be entitled to time off with pay from service in the event of death in his or her immediate family as follows:
Up to five (5) days leave in event ofa death in the employee's immediate family. Immediate family shall mean (1) husband or wife, (2) father, mother, brother, sister, son, daughter or other persons who have assumed comparable roles. One of five days may be utilized to address family business related to the death up to one year after the occurrence.
Up to three days leave in event of a death of brother-in-law, sister­ in-law, mother-in-law, father-in-law, grandchild, grandparent, aunt, uncle, niece or nephew.

An employee may be granted one (1) day in the event of the death of a close personal friend. Denial is not arbitrable.
Each case must be documented in writing and presented to the Superintendent of Schools, either before or after the period ofleave.
In emergencies, additional bereavement leave time may be granted at the discretion of the Superintendent.
Personal Business Leave
Personal days shall be granted during a school year for
one's personal business that cannot be conducted outside the realm of the normal working day as follows:
Full-Time Employees up to three (3) personal days

Part-Time Employees up to three (3) personal days.

Unused personal days per year will be converted to sick leave days.
Personal leave ordinarily is not granted inunediately before or after a holiday or school closing. However, the Superintendent may, at his/her discretion, grant such a request for a proper reason.
Application for such leave shall be made to the employee's principal/supervisor at least five (5) school days before such leave is to begin using the electronic system for making application. One of the three
days is designated as an ''emergency" day for which no pre-approval is required.
No more than ten per cent (10%) of teachers may be granted leave on the
same day.
Family Illness Day
Full-Time employees are permitted one (I) day per year for illness of spouse, child, or parent of employee. Starting in 2016-17, full-time employees are permitted two
(2) days per year for illness of spouse, child, or parent of employee. One unused family illness day can be carried over to the next school year for a maximum of three (3) days.
Part-time employees are permitted one (I) day per year for illness of spouse, child, or parent of employee starting in 2015-16. Family illness days can be carried over for a maximum of two (2) days.

Rt:viscd 5/13/2015 ₉

All employees employed by the Board of Education shall be entitled to the sick leave benefits hereinafter stated for personal illness, physical disability or medical appointments. Medical appointments are limited to those which cannot be scheduled other than during the normal school day. Requests to use sick leave for medical appointments shall be made at least three (3) days prior to the appointment to the building principal or immediate supervisor except in the case of an emergency.
The annual sick leave allowance for employees shall be ten (10) days for ten-month employees and twelve (12) days for twelve-month employees at full pay with no maximum on the cumulative number of unused days. Medical verification may be required.
Sick leave time will be granted according to applicable state statute.
Sick leave may be extended beyond the limitations noted above in special instances. These special instances will require case studies to be presented by the employee or their principals and/or immediate supervisors to the Superintendent of Schools and the Board of Education.
Sick leave allowance during the year of service for employees whose employment is subsequent to the beginning of the school year and for those who terminate their services prior to the expiration of such year shall be pro-rated according to the ratio that the number of days of possible service bears to the total number of days of service during the contract year.
For any absence not covered by the foregoing sick leave agreement, and not otherwise covered by bereavement leave or personal leave agreements, or if medical verification from an attending physician is not submitted when requested, payroll deductions will be made according to the following schedule:
One day's salary is defined as:
1/200 of Annual Salary - Teachers and IO Month Support Staff
1/240 of Annual Salary - 12 Month Support Staff
Upon retirement, Full-time employees will be paid for unused accumulated sick days in accordance with the following:
The retirement must be under the Teacher's Pension and Annuity Fund for
the Full-time teacher(s) and the Public Employees Retirement System for the Full-time support staff.

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The employee must have been employed at least twenty (20) years in the
district;
Full-Time Teachers
Full-Time teachers will paid at $45.00 per day for the 2014-15 to 2018-19 contract years subject to the following caps:
Full Time Teachers who have accrued more than
$15,000 in sick days as of June 30, 2008 shall be paid at

$45.00 per day.

Full Time Teachers who have accrued between $10,000 and $15,000 in sick days at $45.00 per day as of June 30, 2008 shall have their sick leave reimbursement capped at
$15,000 based upon $45.00 per day
Full-Time Teachers who have accrued less than $10,000 in sick days at $45.00 per day as ofJune 30, 2008 shall have their sick leave reimbursement capped at $10,000 based upon $45.00 per day.
Full-Time Support Staff
Full-Time Support staff will be paid at $35.00 per day for the 2014-15 to 2018-19 contract years subject to the following caps:
Full-Time Support Staff who have accrued more than
$8,000 in sick days as of June 30, 2008, shall be paid at

2. Full-Time Support Staff who have accrued less than
$8,000 in sick days at $35.00 per day as of June 30, 2008, shall have their sick leave reimbursement capped at $8,000 based upon $35.00 per day.
Official notice must be submitted to the Superintendent by January 30 in order to be guaranteed compensation in the subsequent fiscal year.
If an employee dies in service, payment of all sick days shall be made to the spouse, if any, or the estate at the rate as defined in G. 3 or G. 4.
Part-Time Employees do not receive reimbursement for accumulated sick leave.

Revised5/13/20!5 ₁₁

Disability Leave
An employee with at least three (3) years of service in the district, who anticipates a disability shall notify the Superintendent in writing of the anticipated commencement of the disability as soon as the employee is aware of it.
In the case of pregnancy, the employee shall inform the
Superintendent of the anticipated delivery date.
No later than 90 days prior to the anticipated delivery date, the employee shall request either a leave of absence while she is disabled, for which accumulated sick leave may be utilized, or an unpaid leave of absence for child care as provided for in BI below.
2. The Board reserves the right to regulate the termination dates of
anticipated disability leaves in order to preserve educational continuity. When this occurs, the employee who is placed on an involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the terms of this agreement, the rules of the insurance carrier, and the provisions of The Family Leave Act (1993). However, time spent on an unpaid leave shall not be counted for accrual of any benefit.
3 . Unpaid leaves of absence shall be granted in compliance with the Family Medical Leave Act (1993) and the New Jersey Family Leave Act.
Child Care Leave
The Board may grant voluntary unpaid leaves of absence for the purpose of childcare to employees who fulfill the requirements set below. Approval is conditioned upon adequate staffing as determined by the Board.
Childcare leave is available to employees with three or more years of
service in the district.
Such leave generally will be for one-half or one full school year at the request of the employee and the approval of the Board. Extensions may be granted at the complete discretion of the Board.

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To avoid unnecessary interruptions in instruction, child care leaves shall generally commence on either September 1 or the first day of the second semester, and shall terminate on September 1 or the last day of the first semester following the leave.
An employee desiring an unpaid leave shall apply no less than 90 calendar days before the anticipated delivery date of the child. In the case of an adoption, notice shall be given to the Superintendent when application for the adoption is made. In such cases, application shall be made for a specific leave period as soon as the employee is informed of the custody date.
Upon return from leave, there is no guarantee that the employee will be assigned to the same class and/or building to which he/she was assigned prior to commencing the leave.
The employees may continue to participate in the District's medical insurance programs at their own expense when said leave extends beyond the period covered by benefits.
Sabbatical Leave
L Sabbatical leave for teachers is provided for under the following regulations. Sabbatical leave may be granted by the Board for the purpose of study, a teaching scholarship and/or graduate fellowship.
Applicants must have completed a minimum of seven consecutive years of teaching experience in the Pitman School District before being eligible for sabbatical leave.
No teacher shall be given such leave of absence more often than once every seven (7) years.
No more than two (2) teachers are to be absent on sabbatical leave. If, however, a candidate approved for sabbatical leave prefers to limit bis or her leave to one semester, another teacher may be granted a sabbatical leave for a period not to exceed one semester.
Applications shall be made in writing to the Superintendent on or before November 15 of the school year preceding the school year for which the leave is sought. All applications for sabbatical leave shall be notified of the Board's fmal decision on or before January 31 of the school year preceding the school year for which sabbatical leave has been requested.

Rrn.sed 5/13/2015 ₁₃
A criteria committee of three (3) teachers and three (3) Board members, or their designees, shall establish the criteria for the selection of teachers for the granting of sabbatical leave if two or more teachers apply at one time. Upon the verification of the eligibility of the applicants by the Superintendent, the Board shall have the responsibility of granting leaves on the basis of the criteria developed by the committee.
lo the event that the teacher is on sabbatical leave for one semester, he/she shall receive full salary for that period. lo the event that the teacher is on sabbatical leave for the entire school year, he/she shall receive one-half (1/2) of his or her annual salary. Payment shall be made in accordance with the normal pay days in the District. lo no event shall a sabbatical leave exceed two (2) semesters.
A teacher who accepts a sabbatical leave of absence must sign a Jetter of intent to return to the Pitman School System for two years of active service. Such a person is assured reemployment (subject to provisions of the law dealing with seniority and reductions in force) and upon return, the teacher shall be placed on the appropriate step on the salary schedule which he or she would have achieved had he or she remained actively employed in the system during the period of his or her absence.
· A teacher who accepts a sabbatical leave shall sign a promissory note for the salary he or she is to receive while on leave. Upon his or her return to active professional service, the amount of the note shall be reduced by fifty percent (50%) for each year of professional service. Two (2) years of professional service in the Pitman School District following a sabbatical leave shall cancel the promissory note.
No sick or personal leave time shall accrue during the period the teacher is absent from service; however, unused sick leave time shall be restored without Joss when the teacher returns to regular teaching duties.
The tuition reimbursement provisions of Article XVII shall not apply to teacher(s) while on sabbatical leave.
^{Denial is not arbitrable.}

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OTHER LEAVES OF ABSENCE

Any employee may apply for an unpaid leave of absence for a period of one (I) year (maximum) for the following reasons: service in the Peace Corps, VISTA or Teacher Corps, for teaching fellowships, scholarships, military service, prolonged illness, temporary transfer of spouse and similar activities as approved by the Board.
The Board may grant an extension or renewal of such leave upon written application for the same.
An employee on extended leave will not be given credit on the salary guide for the time spent "on leave¹¹ nor will time spent on extended leave count toward accumulation of credit toward sabbatical leave time. Upon returning, the employee will be restored to the same position of the salary guide that he or she occupied at the start of the leave period.
Sick or personal leave time may not be accumulated during the period of extended leave; however, previously unused sick leave time will be restored when the employee returns to active status.
The employee, as specified above, shall be given professional consideration in filling vacancies that may occur after he or she notifies the Board that he or she desires to return to active service.

Length of School Day
The total work day shall consist ofno more than seven and one half(7 1/2)
consecutive hours for teachers.
The secretarial work day during the school year shall consist of no more than seven (7) hours not including one (I) hour for lunch. The secretarial work day during the summer months shall consist of no more than six (6) hours not including one (I) hour for lunch.

The custodial, maintenance, and messenger work day for the twelve-month period shall consist of eight (8) hours not including one half (1/2) hour for lunch. Time worked in excess of forty (40) hours per week shall be paid at one and one-half (1-1/2) times the employee's regular hourly rate (salary divided by 2080 hours). There shall also be a minimum of one (1) hour pay for call-in. Custodial or maintenance personnel who work in excess of forty (40) hours per week are eligible for the overtime rate of pay only if they have worked the regular workday preceding and following the overtime hours, unless illness can be verified by the school medical inspector or other licensed medical personnel.
Full time library and instructional aides will work a minimum of seven (7) hours per day not to include a 30 minute lunch.
Starting in 2015-2016, teachers may leave 10 minutes after student dismissal on days prior to school closings including Fridays and days preceding holidays.
Starting in 2016-2017, the length of work day is decreased by 15 minutes on full day Professional Development days to 7 hours 15 minutes.
Check-In and Check-Out Procedures
All employees shall indicate their presence for duty by a check-in and check-out procedure. The Superintendent of Schools shall establish such a procedure in consultation with the Building Principal.
Faculty and Other Meetings
Teachers may be required to remain after the end of the regular school day (see Article XII A.I) without additional compensation, for the purpose of attending faculty or other professional meetings two (2) days each month. Such meetings shall begin promptly after most students have exited the building and shall last for no more than sixty (60) minutes unless an emergency involving the health and safety of students and teachers occurs.
Meetings which take place after the regular school day and which require teacher attendance shall not be held on Fridays, or any day immediately preceding a holiday, or other days upon which teacher attendance is not required at school, except in cases of emergency.
The notice of an agenda for any meeting shall be given to the teachers involved at least two (2) days prior to the meeting, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.

ihL<i,i"i' ₁₆
Such meetings shall be mandatory for all teachers except for coaches when an athletic contest for which they are the coach has been scheduled in conflict with a meeting time.
Back to School Night will be a maximum of2 hours at the high school and a maximum of 1.5 hours at the middle school and elementary schools.
Duty-Free Lunch Period
There shall be a duty-free lunch period ofnot less than thirty (30) consecutive minutes for all teachers unless the lunch period for students is less thau thirty (30) minutes, in which case the teacher lunch period will be the same as the students.
Professional Time
The Board recognizes that it is desirable for teachers to have professional time during the school day in order to prepare for classes and to meet professional obligations such as assisting students, conferencing with colleagues, parents, and/or administrators, evaluating student assignments, etc. At the same time, however, the Board prioritizes the efficient and effective instruction of students. Also recognizing that differences exist in the amount of preparation time necessary for teachers at different levels and in different areas, professional time will be provided as follows:

Teachers at the Middle School who daily teach three (3) eighty­ five minute instructional segments, shall have eighty-five minutes of professional time daily. Teachers who volunteer for a 30 minute lunch duty will be paid $2000 beginning September l, 2001, for lunch supervision, each school year for the duration of the contract. If more teachers volunteer than are needed, the principal will assign accordingly. Assignment and non­ assignment is not grievable.
Teachers at the high school who are teaching academic courses offered by the Social Studies, English, Mathematics, and Foreign Language departments, shall be assigned twenty-five (25) teaching periods and five (5) periods of duty assignment weekly. Additionally, for one of the semesters of the school year, all high school teachers shall be assigned five (5) periods of duty assignments weekly. This additional one semester duty shall be in effect during the 1997-98 school year and shall continue only if the same daily schedule (9 periods) is maintained.

Revised S/13/2015 ₁₇
The implementation of the 6^th teaching period for high school academic teachers identified inXII.E.l.b shall be as follows: Beginning with the 2002-2003 school year academic teachers as specified above shall be assigned trurty (30) teaching periods per week, when required or assigned, and shall be compensated with a payment of$2,315. The above stipend shall be paid 50% in the last pay in January and 50% in the last pay in June. The assignment of a 6^th teaching period is in lieu of the full year duty period. Additionally, for one of the semesters of the school year, all high school teachers shall be assigned five (5) periods of duty assignments weekly. This additional one semester duty shall be in effect during the 1997-98 school year and shall continue only if the same daily schedule (9 periods) is maintained.
Other high school teachers shall be assigned thirty (30) teaching
periods per week. Additionally, for one of the semesters of the school year, all high school teachers shall be assigned five (5) periods of duty assignments weekly. This additional one semester duty shall be in effect during the 1997-98 school year and shall continue only if the same daily schedule (9 periods) is maintained.
Special Education Teachers at the High School shall teach 25 teaching periods per week and five (5) periods of special education duty. Additionally, for one of the semesters of the school year, all high school teachers shall be assigned five (5) periods of duty assignments weekly. This additional one semester duty shall be in effect during the 1997-98 school year and shall continue only if the same daily schedule (9 periods) is maintained.
Science teachers at the High School shall teach 25 teaching periods per week plus labs and duties not to exceed 30 teaching periods per week. Additionally, for one of the semesters of the school year shall be assigned five (5) periods of duty assignments weekly. This additional one semester duty shall be in effect during the 1997-98 school year and shall continue only if the same daily schedule (9 periods) is maintained.
Elementary Teachers shall receive forty (40) consecutive minutes of professional time daily.

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The respective principals may, if circumstances warrant, occasionally request that a teacher substitute for another or monitor students during this professional time.
Itinerant teachers will receive a minimmn of twenty minutes when their
teaching schedule requires travel to another building.
School Calendar
I. Prior to April 1, a representative of the Association has the right to consult with the Superintendent of Schools concerning the school calendar for the next succeeding year. However, the adoption of the calendar is the responsibility of the Board and shall not be grievable. The Teacher School Calendar shall contain a maximmn of 186 days. The aforementioned days are not to include two additional days prior to the September opening of school required for employees new to the Pitman Public Schools.
2: All contracts for ten-month employees shall be from September 1 to June 30 of each year.
School offices shall be closed during vacations and holidays in
conformance with the school calendar.

Members of the custodial, maintenance and messenger force shall receive eleven (11) paid holidays per year. Holiday schedule shall be distributed no later than June 1. At the discretion of the Business Administrator, the custodial and maintenance staff may be released early the day prior to the holiday. The decision of the Business Administrator is final and not subject to the grievance procedure. They also shall be entitled to attend at least one professional workshop or conference at the expense of the Board with pay. Prior permission must be granted by the immediate supervisor and a certificate of attendance must be provided upon return to work.
b. In the event of an emergency closing, custodial and maintenance
personnel shall report to work unless the Superintendent deems
otherwise.
Cafeterias shall be closed during vacations and holidays in conformance with the school calendar. Cafeteria staff shall be entitled to attend at least one professional workshop or conference at the expense of the Board with pay. The work year shall be one hundred eighty (180) days. Prior notice must be given to the immediate supervisor and a certificate of attendance must be provided upon return to work.
Revised S/1312015 ₁₉

Employees paid on an hourly basis, excluding cafeteria workers, shall work in conformance with student days. If the administration requests employees to work additional days, they shall be paid at the hourly rate. The employee may submit a request to the Superintendent for equivalent compensation time in lieu of payment for additional work days. If granted, compensation time must be taken in the fiscal year it is granted and is not cumulative.
All cafeteria, Instructional and Library Aides will be required to attend two
(2) 4-hour training sessions. If these days or times fall outside tbe realm of the work day, cafeteria, Instructional and Library Aides will be compensated at their hourly rate. Dates to be determined at the discretion of the administration.
Vacation Schedule
General
Employees classified as twelve (12) month employees are entitled to an annual paid vacation.
If services are terminated by the employee during or at the conclusion of the first year, said employee shall not be entitled to any vacation.
Vacation time is not cumulative and there shall be no vacation pay
in lieu of taking the actual vacation period.
Vacation requests shall be approved in accordance with the work schedule. All vacations are subject to the final approval of the Superintendent of Schools. Generally, vacations shall be taken during the summer months.
Maintenance and custodial employees may take
vacation during winter and summer months with
Superintendent's approval.
(2) For 2014-2015, one (I) week's vacation may be banked with the Superintendent's Approval.
Starting in 2015-2016, up to eight (8) unused vacation days may be carried over into the next contract year.

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Full-Time 12 month Secretarial, Custodial, Maintenance and Messenger staff are entitled to vacation time as follows:
After 1- 4 years 10 days

After 5 - 9 years

C. After 10 or more years

15 days

20 days

Part-Time 12 month Secretarial, Custodial, Maintenance and Messenger staff are entitled to vacation time as follows:
After 1-4 years
5-9 years
5 days JO days
C. ^{10 or more years 15 days}
Mileage
Employees·who are obligated to travel will be reimbursed in accordance with the amount allowed by the Internal Revenue Service.

VOLUNTARY AND INVOLUNTARY TRANSFERS

General
The Board and the Association recognize that changes in grade assigrunents, changes in subject assigrunents and transfers between schools will be necessary. Decisions affecting employees in regard to voluntary transfers and reassigrunents shall rest with the Board. The decision of the Board as to filling of all vacancies shall be final.
Notification of Vacancies
All vacancies shall be emailed to all staff. At all times, a notice shall be posted in each school. All employees may submit their applications in writing to the Superintendent within ten (10) school days of the public notice. The Superintendent, or a designee, shall acknowledge in writing the receipt of all such applications and shall grant each candidate an interview.
In addition, employees who wish to apply for positions which may be filled during the summer shall submit their name, address and telephone number to the Superintendent prior to the end of the contract year. The Superintendent, or a designee, shall notify such employees of any vacancy in a position for which they wish to apply and shall be granted an interview if the applicant so requests.

Revised 5/1312015 ₂₁
Each employee applicant from within the school system shall receive written notification from an Administrator when a selection bas been made.
Starting in 2015-2016, all instructional aides returning to the Pitman School District after one or more years of service shall receive notice of employment for the next contract year on or before June 30.
Notification of Voluntary Assignment
As soon as practical, but no later than June 30, the Superintendent shall notify all employees who have been reassigned or transferred. Change made after the last day of school shall be followed by notification to the employee by certified mail to bis or her address.
Notification of Involuntary Assignment
Notice of an involuntary transfers or reassignments shall be given to employees
as soon as practical.
Meeting and Appeal
An involuntary transfer or reassignment shall be made only after a meeting between the employee involved and their immediate supervisor at which time the reason for the change shall be provided. In the event that an employee objects to the transfer or reassignment after this meeting, the employee may request a meeting with the Superintendent which shall be granted. The employee may, at his or her option, have an Association representative present at such meeting.
Teacher Assignments
All teachers returning to the Pitman School District after one or more years of service shall receive notice of their tentative grade-level or subject assignments and building assignments for the next contract year on or before June 30.
Support Staff who volunteer shall be assigned to additional hours beyond the normal work schedule on a rotating basis. Assignments shall be made by the Business Administrator or designee.

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Teachers
Teacher evaluations will be consistent with the New Jersey law and relevant regulations.
Teacher observations
An observation report for a teacher shall be made available for review within fifteen (15) work days following an observation. A post- observation conference between the teacher and the observer shall also be held to discuss the content of the report (in case of any teacher or certificated staff member who has a Corrective Action Plan(CAP) in place, the goals of the CAP must be discussed during each post-observation conference). Copies of the report shall be provided to both the observer and the teacher, and an additional signed copy will be place in the teacher's personnel file; an electronic copy of the observation report will be retained as part of the teacher's electronic evaluation portfolio.
A teacher shall have the opportunity to respond to the written observation by the evaluator within ten (10) work days. This reply shall be signed by the teacher, and forwarded to the evaluator. The evaluator shall sign this document, and return a copy to the teacher. A copy will also he placed in the teacher's personnel file.
For tenured teachers who have received no ratings that indicate either partially effective or ineffective performance for a particular observation, an in-person post-observation conference may be replaced by an electronic post-observation (i.e. feedback via electronic means) for that particular observation.
Observations shall be considered on an individual basis (i.e. an observer may only formally evaluate a single teacher's practice, even if multiple teachers are co-teaching a lesson). Upon arrival for a planned observation, whether announced or unannounced, the evaluator shall make the evaluatee aware of their intention to perform an evaluation.

Iu:vised 5/13/2015 ₂₃
Teachers will be formally observed at least one time per semester.
Subsequent observations shall not be conducted prior to the completion of the post-observation conference from a previous observation.
Summative evaluation of teachers
An Annual Summative Conference shall be held before the end of
the school year to review the teacher's performance in relation to:
the teacher's job description and evaluation rubric, including the evaluation of observations and practice based on the teacher practice instrument;
A summary of available indictors of student progress and growth (such as Student Growth Objectives (SGO) and, when applicable, median Student Growth Percentiles (mSGP));
w. progress toward meeting goals as set in the teacher's Professional Development Plan, or when applicable, his/her Corrective Action Plan;
the teacher's summative evaluation rating, if available;
the teacher's preliminary Annual Performance Report;

the teacher's Professional Development Plan for the following year, or when applicable, Corrective Action Plan.

An Annual Performance Report/Summative Evaluation Report shall be prepared by a certified supervisor(s) who participated in the teacher's observations. The report shall include:
1. The teacher's summative rating or available data; if the summative evaluation rating is not available by the end of the school year, it shall be updated when the rating becomes available.
The teacher's score on the teacher practice instrument;

A summary of available indicators of student progress and growth (such as Student Growth Objectives (SGO) and, when applicable, median Student Growth Percentiles (mSGP));

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The Annua!Performance Report/Summative evaluation Report must be signed by the teacher and the principal/supervisor or designee with five (5) work days ofreview. Copies of the report shall be available to both the principal/supervisor or designee and the teacher, and a signed copy will be placed in the teacher's personnel file; an electronic copy of the observation report will be retained as part of the teacher's electronic evaluation portfolio.
The teacher may, within ten (10) working days of the signing of the Annual Performance Report, submit performance data not previously included in the report; an electronic copy of this data will be retained as part of the teacher's electronic evaluation portfolio, and a copy attached to the signed APR in the teacher's personnel file.
A Corrective Action Plan (CAP) shall be developed for all teachers rated "Ineffective" or "Partially Effective", per the conditions set forth in NJAC 6A: 10-2.5.
If the teacher's summative evaluation rating is finalized by the end of the school year and a CAP is warranted, then the CAP must be developed prior to September I5^th of the following school year. The teacher and supervisor may also elect to develop the CAP as part of the annual evaluation confereuce at the end of the year. If a teacher's summative rating is not finalized and is pending mSGP data, but all other evaluation scores indicate a prelirnmary rating of"ineffective" or "partially effective", a CAP shall be developed and implemented prior to September 15^th of the following school year.
Teachers with a CAP must receive a mid-year evaluation. The progress of each teacher in meeting the goals of the CAP must be discussed during each post­ observation conference, and all data and evidence of that progress must be documented in the teacher's personnel file.
Teachers will a CAP may elect to have a representative of the Association present while developing the CAP and in any meeting at which the CAP is discussed throughout the school year in which it is effective.
Reviscd.5/13/2015 ₂₅
Individual Professional Development Plans (PDP)
Annually, a teacher and their supervisor shall create an individual PDP, effective for one year. Each PDP must incorporate goals related to:
One area derived from the results of observations and
evidence in the teacher's summative evaluation;
11. Additional areas, as appropriate, aligned to (a) the teacher's role as a member of a collaborative professional learning community (PLC) and (b) any school and/or district improvement goals; and
m. Any requirement for professional development stipulated
elsewhere in statute or regulation.
For teachers new to the district, a PDP must be created within 30
instructional days of the teacher's assignment.
On or before May 15 of each year, the Board shall give to each non­ tenured teacher a 'Written offer of a contract for the next year or a written notice that such employment shall not be offered, per NJSA 18A:27-10.
Support Staff
All support staff members shall be evaluated annually by their immediate supervisor and a conference shall be held to discuss elements of the evaluation.
All support staff members will receive two copies of the
evaluation. One copy shall be signed and returned to the evaluator to be placed into the support staff member's personnel file.
A support staff member shall have the opportunity to respond to the written evaluation within ten (10) work days of receipt of the evaluation. This reply shall be in duplicated, signed by the support staff member. The evaluator shall sign the copies and return one to the support staff member. One copy will be attached to the evaluation in the support staff member's personnel file.

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Salaries
Teachers
Effective July I, 2014, the salary guide for teachers covered by this agreement is shown in Schedule "A" whose total dollar amount shall not exceed 2.90% of that paid through Schedule C in 2013-2014.
Effective July I, 2015, the salary guide for teachers covered by this agreement is shown in Schedule "B" whose total dollar amount shall not exceed 2.90% of that paid through Schedule A in 2014-2015.
Effective July I, 2016, the salary guide for teachers covered by this agreement is shown in Schedule "C" whose total dollar amount shall not exceed 2.68% of that paid through Schedule Bin 2015-2016.
Effective July I, 2017, the salary guide for teachers covered by this agreement is shown in Schedule "D" whose total dollar amount shall not exceed 2.40% of that paid through Schedule C in 2016-2017.
Effective July I, 2018, the salary guide for teachers covered by this agreement is shown in Schedule "E" whose total dollar amount shall not exceed 2.30% of that paid through Schedule Din 2017-2018.
f The total dollar amount for extra-service contracts shall be increased by 0% in 2014-15, 1.75% in 2015-16, 1.75% in 2016-
17, 2.0% in 2017-18 and 2.0% in 2018-19. Negotiated salaries are shown in schedules "F, G, H, I, and J" respectively.
All supplemental wages shall be taxed at the employee's individual tax rate. Supplemental wages includes: all extra service contracts, medical waivers, homebound instruction, and other monies not specified in Schedules A-E; K-DD.
Placement on the salary guides A, B, C, D, and E shall be determined by the number of years of experience recognized by the Board (Schedule "EE"), graduate and district in-service credits earned, and advanced degree(s) earned.

Secretaries
Effective July I, 2014, the salary guide for secretaries covered by this agreement is shown in Schedule "K" whose total dollar amount shall not exceed 2.90% of that paid through Schedule I in 2013-2014.
Effective July 1, 2015, the salary guide for secretaries covered by
this agreement is shown in Schedule "L" whose total dollar amount shall not exceed 2.90% of that paid through Schedule "K" in 2014-2015.
Effective July 1, 2016, the salary guide for secretaries covered by this agreement is shown in Schedule "M" whose total dollar amount shall not exceed 2.68% of that paid through Schedule "L" in 2015-2016.
Effective July I, 2017, the salary guide for secretaries covered by
this agreement is shown in Schedule "N" whose total dollar amount shall not exceed 2.40% of that paid through Schedule "M" in 2016-2017.
Effective July 1, 2018, the salary guide for secretaries covered by this agreement is shown in Schedule "0" whose total dollar amount shall not exceed 2.30% of that paid through Schedule ''N" in2017-2018.
Grounds Keepers, Messenger, Maintenance Personnel
Effective July I, 2014, the salary guide covered by this agreement is shown in Schedule "P" whose total dollar amount shall not exceed 2.90% of that paid through Schedule "L" in 2013-2014.
Effective July 1, 2015, the salary guide covered by this agreement is shown in Schedule "Q" whose total amount shall not exceed 2.90% paid through Schedule "P" in 2014-2015.
Effective July 1, 2016 the salary guide covered by this agreement is shown in Schedule "R" whose total dollar amount shall not exceed 2.68% paid through Schedule "Q" in 2015-2016.
Effective July 1, 2017 the salary guide covered by this agreement is shown in Schedule "S" whose total dollar amount shall not exceed 2.40% paid through Schedule "R" in 2016-2017.
e, Effective July I, 2018 the salary guide covered by this agreement is shown in Schedule "T" whose total dollar amount shall not exceed 2.30% paid through Schedule "S" in 2017-2018.

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Custodians:
Effective July I, 2014, Custodial salaries shall be listed in Schedule "U", whose total dollar amount shall not exceed 2.90% paid through Schedule O in 2013-2014.
Effective July 1, 2015, their salaries shall be listed in Schedule "V" whose total dollar amount shall not exceed 2.90% paid through Schedule "U" in 2014-2015.
Effective July l, 2016, their salaries shall be listed in Schedule "W'' whose total dollar amount shall not exceed 2.68% paid through Schedule "V" in 2015-2016.
Effective July 1, 2017, their salaries shall be listed in Schedule "X" whose total dollar amount shall :not exceed 2.40% paid through Schedule "W" in 2016-2017.
Effective July I, 2018, their salaries shall be listed in Schedule "Y" whose total dollar amount shall not exceed 2.30% paid through Schedule "X" in 2017-2018 with an additional $3,300 added into the custodial guide.
Library Aides, Instructional Aides, Aide Interpreters
Effective July 1, 2014, their salaries shall be listed in Schedule "Z" whose total dollar amount shall not exceed 2.90% paid through Schedule Pin 2013-2014.
Effective July I, 2015, their salaries shall be listed in Schedule "AA" whose total dollar amount shall not exceed 2.90% paid through Schedule "Z" in 2014-2015.
Effective July 1, 2016, their salaries shall be listed in Schedule "BB" whose total dollar amount shall not exceed 2.68% paid through Schedule "AA" in 2015-2016.
Effective July 1, 2017, their salaries shall be listed in Schedule "CC" whose total dollar amount shall not exceed 2.40% paid through Schedule "BB" in 2016-2017.
Effective July 1, 2018, their salaries shall be listed in Schedule "DD" whose total dollar amount shall not exceed 2.30% paid through Schedule "CC" in 2017-2018.

Revised 5/13nOJ5 ₂₉
Cafeteria, Educational Interpreters, Part Time Non-Instructional Aides:
Effective July I, 2014, all salaries shall increase by an average of 2.90% for the 2014-2015 school year.
Effective July I, 2015, all salaries shall increase by an average of 2.90% for the 2015-2016 school year.
Effective July I, 2016, all salaries shall increase by an average of 2.68% for the 2016-2017 school year.
Effective July I, 2017, all salaries shall increase by an average of 2.40% for the 2017-2018 school year.
Effective July I, 2018, all salaries shall increase by an average of 2.30% for the 2018-2019 school year.
All Support Staff shall be awarded a Three hundred and fifty dollar ($350.) service increment for each fifteen (15) consecutive years of service in the Pitman School district to be paid in a separate check at the end of the fifteenth, thirtieth, forty-fifth, etc. year. Approved leaves of absences shall not sever continuity.
Teachers who work at least ninety (90) student days or the equivalent of two marking periods shall receive one (I) full year's credit for the purpose of receiving a step increment on the salary guide. Teachers who work less than ninety (90) student days per year shall not receive a step increment and shall be placed on the same step at which they were paid in the last year employed and shall be paid in accordance with the rate of pay as specified for that step on the teachers guide in effect for that contract.
All other employees must work at least half of their contract year in order
to receive a pay increment.
Teachers performing home or supplemental instruction, curriculum work or providing professional service beyond the normal school day or school year shall be paid at the rate of $30 per hour in 14/15, $32 per hour in 15/16, $34 per hour in 16/17, $36 per hour in 17/18 and $36 per hour in 18/19.
A custodian in charge of a building shall receive seven hundred fifty dollars ($750.00) per year.
A custodian/maintenance employee in possession of a Black Seal license shall receive an additional five hundred dollars ($500.00) annually. The BOE shall reimburse each employee the cost of the renewal fee to maintain their Black Seal License.

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Salaries for ten month employees shall be paid on every other Friday for the period September through June for a total of twenty-one (21) checks issued. For Instructional and Library Aides a pay period shall consist of
8.57 days (180 student days/21 pays). Prior to July 1, a representative of the Association has the right to consult with the Business Administrator concerning the schedule of paydays for the next succeeding year. However, establishing the schedule of paydays is the responsibility of the Business Administrator and shall not be grievable. A schedule of paydays shall be provided to each employee at the beginning of each school year.
If the pay day falls on a holiday or during a holiday recess, and a minimum of five (5) working days exist since the prior payday, checks will be given out the last school day before the holiday. If there are less than five (5) days to prepare the payroll, checks will be distributed the first regular school day following the holiday or recess. Twelve month employees recognize that they will receive only 26 checks in any fiscal year.
Calendar irregularities make it necessary to skip one week in the payroll schedule. The business office will notify twelve month employees by July 1 of the fiscal year when such irregularities will occur.

1. · The entire Annual medical/prescription/dental insurance premium for individual, employee/spouse, parent/children and/or family coverage will be paid by the Board for each full time employee, employed on or before June 30, 1997, who remains in the employment of the Board for the full school year, notwithstanding any law(e.g. - P.L. 2011, Chapter 78) to the contrary. Such coverage shall be equal to the existing coverage but purchased at the best possible cost to the Board. For new employees medical, prescription, and dental insurance coverage shall commence as per the rules governing the plan, notwithstanding any law(e.g. - P.L. 2011, Chapter 78) to the contrary.

Revised 5/lln015 ₃₁
Changes to Coverage and Plans
As of July 1, 2008 Traditional Plan terminates. The PPO Plan becomes the only plan.

July I, 2014 to June 30, 2019.
PPO Plan office co-pay as follows:
$10 primary/ $30 specialist
Starting in 2015-2016, Emergency Room co-pay increases to $100 and outpatient surgical copay increases to$ 100. The Board will reimburse employees$ 50 per ER visit and$ 100 per outpatient surgery. Total reimbursement amounts no to exceed $ 32,600 per year.
Starting in 2017-2018, inpatient hospital copay increases to $ I00/day for a maximum of 5 days. The Board will reimburse employees $ I00 per day for a maximum of 5 days. Total reimbursement amounts not to exceed$ 65,300. Reimbursements will be made quarterly.
Prescription mail order included in the Medical Plan will be $10 co-pay for a 3 month supply. All other prescription purchases as per rules governing the plan.
An employee with no immediate family dependents shall be eligible for individual
employee coverage only. The Board will pay for single-only medical coverage in the PPO Program for the first three years of employment (new teachers) only, employed after July 1, 1997, with all current employees maintained at full coverage. Affected employees can choose extended coverage by paying the difference through payroll deductions for the PPO Plan only.
There shall be a voluntary health insurance waiver plan for employees. In order to waive insurance, the Board shall require an employee to provide proof of coverage (i.e. a copy of the medical insurance card or letter from a medical insurance provider) before an employee may waive such insurance. Employees who waive shall be entitled to the following reimbursement:
Single $2,500.00
Member/Partner/Child(ren)

Family

$ 3,500.00

$ 5,000.00

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Employees must apply each year during open enrollment period. 50% of the amount will be paid on the second pay in December, 50% on the second pay in June.
Beginning July 1, 1995 those employees who retired from Pitman School District on or after June 30, 1969 and prior to July 1, 1993 who had accrued fifteen (15) consecutive years of active service in the Pitman School District
shall contribute $25.00 per month co-pay to the hospitalization insurance premium for individual coverage, the balance of which shall be paid by the Board.
Employees in this group who had twenty-five (25) years of service or more at retirement must enroll in the New Jersey State Health Benefits Plan as provided by law.
E.· Toe Board will provide Four Hundred Fifty Dollars ($450.00) beginning July 1, 2007 school year to be applied to the cost of an employee/family dental insurance plan for each participating employee who remains in the employment of the Board for the full school year. Employees through the Board payroll deduction plan shall pay the rest of the insurance premiums, if any. Such a payroll deduction plan will be provided based on the following conditions:
I. A minimum employee enrollment of thirty per cent (30%) shall be required
for initiating payroll deductions for a specific plan.
One (1) dental program shall be designated for payroll deductions.
Enrollment shall be open for three (3) weeks in June of each year
and closed thereafter except for new employee appointments throughout the school year.
F. If an active employee dies the Board will continue to pay the hospital insurance premium for family, spouse and/or child coverage for a period of four months following the death.

Professional growth is a continuing responsibility of the teachers. Toe Superintendent and Board may require training in certain skills when instructional changes occur in the district.
Toe Board will reimburse Full Time Teachers for a maximum of nine (9) graduate level credits per contract year successfully completed with a minimum grade ofB or a grade of Pass in a binary grading system subject to the aggregate Tuition Reimbursement Cap of$45,000.
Revised S/13/2015 ₃₃

The teacher must be a full time employee of the Board.

In order to qualify for reimbursement, the course must be directly related to the teacher's job responsibilities. Maximum reimbursement shall be up to one hundred percent (I 00%) of the Rowan University rate for graduate tuition.

A Teacher must complete one additional contract year if reimbursement is received;

otherwise, teacher(s) will be required to reimburse the district the full amount paid.

A Non-Tenured teacher who voluntarily leaves the employment of the district prior to attaining tenure shall return to the district the total amount of tuition reimbursement prior to voluntary separation.

Reimbursement shall be paid no later than the last teacher's day in the month of June. If the requests for the reimbursement in any contract year (14/15, 15/16, 16/17, 17/18 and 18/19) total greater than the aggregate dollar amount allotted for that year for all reimbursement requests, the reimbursement shall be prorated to an equal dollar per credit amount.

To be eligible for reimbursement, prior to registering for the course, the employee must submit an Application for Reimbursement to the Superintendent and obtain the Superintendent's approval that the course is eligible for reimbursement. To obtain reimbursement, the employee must submit an official transcript which contains a grade of pass in a pass/fail situation or a grade ofB or better in the approved course.

Full time support staff may apply for reimbursement for college course work, if there is a valid and compelling need by the district to have the employee receive this training. Decisions regarding reimbursement will be at the sole discretion of the Superintendent. If payment is made to full time support staff, the full time support staff shall complete one additional contract year. If the full time support staff voluntarily leaves the employment of the district prior to the completing one additional year, the full time support staff will reimburse the district the full amount of tuition reimbursement paid out during the prior year.

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Payroll Deductions
The Board shall provide a payroll deduction plan for employee participation in tax sheltered annuity programs providing the following conditions are met:
A mininmm employment enrollment often (10) shall be required for initiating payroll deductions for a specific plan.

The total number of different annuity programs for which simultaneous payroll deductions shall be made shall not exceed three (3).
Credit Union
An employee desiring to have deductions made from his/her salary for payment to a credit union shall submit a written authorization therefore to the Board Secretary setting forth the amount of said deduction therein and designating the name of the credit union to which the deduction shall be forwarded. Upon receipt of the aforesaid written authorization, the Board Secretary shall withhold the amount indicated and forward it to the treasnrer of the designated credit union.
The credit union designated must be one where the membership is limited to public employees and which is organized under the laws of the State of New Jersey or the United States.
The employee's written authorization may be withdrawn upon filing notice of such withdrawal with the Board Secretary.
Each authorization submitted by an employee to the Board Secretary shall recite: Neither the Board nor the Board Secretary shall have any liability to any person as a result of withholding salary pursuant to the authorization referred to herein.
Uniforms will be provided to custodians, maintenance, and messenger employees
and shall be worn during regular work hours. The uniform style and type shall be selected jointly by Association and Board representatives. The Business Administrator shall have fmal approval.
Raincoat and Rubber pull on boots will be provided to custodians. The style and type shall be selected by the Business Administrator.

Revised 5113/2015 ₃₅

Purpose of Fee
If an employee included under the provisions of Article I, B and C does not become a member of the Association during any membership year 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. The purpose of this will be to offset the employee's per capita cost of services rendered by the Association as majority representative.
Amount of Fee
Notification
Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with the law.
2. 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, fees and assessments charged by the Association to its own members. The representation fee has been set at eighty-five percent (85%) of that amount solely because that is the maximum presently allowed by law. Should the law be changed in this regard, the amount of that representation fee automatically will be changed to the maximum allowed, said change to become effective as of the beginning of the Association membership year immediately following the effective date of change.
Deduction and Transmission of Fee
Notification
At the beginning of each membership year covered in whole or in part by this Agreement, the Association in conjunction with the Board Secretary will establish 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 below, the full amount of the monthly representation fee and promptly will submit the amount so deducted to the Association.

itn,· ,, ;1,1111, ₃₆
Payroll Deduction Schedule
The schedule for the deduction of representation fees and the transmission of such fees to the Association will 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 in the amount of representation fee.
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 thirty (30) day period. The list will include names, job titles, and dates of employment for all such employees.

1N WITNESS WHEREOF, the parties hereunto set their hands and seals this 15th day of April, 2015.

Stacy A. DeClement PRESIDENT

PITMAN EDUCATION ASSOCIATION
BY:

Anthony Cappello, President PEA REPRESENTATIVE

R<:vi1ed 5113/2015 ₃₇

SCHEDULE "D" 2017-2018

Rcvised.5/13/2015 ₃₉
SCHEDULE "E" 2018-2019

R<:vised 5/13/2015 ₄₁

EXTRA SERVICE CONTRACTS CO-CURRICULAR	SCHEDULE F 2014-2015	SCHEDULE G 2015-2016	SCHEDULE H 2016-2017	SCHEDULE I 2017-2018	SCHEDULE J 2018-2019
K-12 BS! Coordinator	3,555	3,617	3,681	3,754	3,829
Computer Coordinator	4,216	4,290	4,365	4,452	4,541
Marching Band Director	5,956	6,060	6,166	6,290	6,415
Marching Band Ass't	3,419	3,479	3,540	3,611	3,683
Marching Band Ass't	3,419	3,479	3,540	3,611	3,683
Marching Band Percussion Instr.	711	723	736	751	766
Detention Proctor H.S	3,912	3,980	4,050	4,131	4,214
Auditorium Manager H.S.	4,941	5,027	5,115	5,218	5,322
Drama Advisor - Fall..	3,555	3,617	3,681	3,754	3,829
Senior Class Advisor	2,451	2,494	2,538	2,588	2,640
Senior Class Advisor	2,451	2,494	2,538	2,588	2,640
Junior Class Advisor	2,479	2,522	2,567	2,618	2,670
Junior Class Advisor	2,479	2,522	2,567	2,618	2,670
Sophomore Class Advisor	1,251	1,273	1,295	1,321	1,347
Sophomore Class Advisor	1,251	1,273	1,295	1,321	1,347
Freshman Class Advisor	971	988	1,005	1,025	1,046
Freshman Class Advisor	971	988	1,005	1,025	1,046
Student Council Advisor	2,132	2,169	2,207	2,251	2,296
Year Book Advisor	5,510	5,606	5,705	5,819	5,935
Yearbook Business manager	2,357	2,398	2,440	2,489	2,539
National Honor Society	1,244	1,266	1,288	1,314	1,340
National Art Honor Society	1,139	1,159	1,179	1,203	1,227
Musical/Play Director	3,555	3,617	3,681	3,754	3,829
Musical/Play Ass't Director	2,131	2,168	2,206	2,250	2,295
Musical/Play Set Builder	1,598	1,626	1,654	1,688	1,721
Choral Director H.S.	3,555	3,617	3,681	3,754	3,829
Jazz Band Director	2,483	2,526	2,571	2,622	2,675
Teen Arts Coordinator	1,139	1,159	1,179	1,203	1,227
Computer Club Advisor H.S.	1,429	1,454	1,479	1,509	1,539
Content Coordinator(s)	6,113	6,220	6,329	6,455	6,585
Literary Magazine Advisor	1,244	1,266	1,288	1,314	1,340
Fall Formal	1,008	1,026	1,044	1,064	1,086
Fall Formal	1,008	1,026	1,044	1,064	1,086
Saturday Attendance Make-up	117.49/day	120/day	122/day	124/day	127/day
Key Club	1,555	1,582	1,610	1,642	1,675
SADD	1,260	1,282	1,304	1,331	1,357
High School Department chair	2,035	2,071	2,107	2,149	2,192
+$50.00/each dept. member
BOE approved teacher in charge for regional/statewide competitions/tryouts/auditions not covered by extra-service contract	164/day	167/day	170/day	173/day	177/dav

-,•,l'•il:,11111< _/f)

Reviled 5/13/2015 ₄₃

SECRETARY SALARY GUIDE SCHEDULE K - 2014-2015

STEP	10 MONTH	12MONTH
J	37,267	44,720
I	37,600	45,120
H	37,933	45,520
G	38,267	45,920
F	38,600	46,320
E	38,933	45,720
D	39,267	47,120
C	39,600	47,520
B	39,933	47,920
A.	40,267	48,320

SECRETARY SALARY GUIDE SCHEDULE M-2016-2017

STEP	l0MONTH	12MONTH
J	39,277	47,132
I	39,610	47,532
H	39,943	47,932
G	40,277	48,332
F	40,610	48,732
E	40,943	49,132
D	41,277	49,532
C	41,610	49,932
B	41,943	50,332
A	42,277	50,732

SECRETARY SALARY GUIDE SCHEDULE O - 2018-2019

STEP	10 MONTH	12MONTH
J	41,127	49,352
I	41,460	49,752
H	41,793	50,152
G	42,127	50,552
F	42,460	50,952
E	42,793	51,352
D	43,127	51,752
C	43,460	52,152
B	43,793	52,552
A	44,127	52,952

Hes c•;' o'l l'}ill'
SECRETARY SALARY GUIDE SCHEDULE L-2015-16

STEP	l0MONTH	12MONTH
J	38,267	45,920
I	38,600	46,320
H	38,933	46,720
G	39,267	47,120
F	39,600	47,520
E	39,933	47,920
D	40,267	48,320
C	40,600	48,720
B	40,933	49,120
A	41,267	49,520

SECRETARY SALARY GUIDE SCHEDULE N - 2017-2018

STEP	l0MONTH	12MONTH
J	40,197	48,236
I	40,530	48,636
H	40,863	49,036
G	41,197	49,436
F	41,530	49,836
E	41,863	50,236
D	42,197	50,636
C	42,530	51,036
B	42,863	51,436
A	43,197	51,836