Any member of the unit or the Association acting for and on behalf of a member of the unit who or which shall file a grievance as herein above defined shall be known as an “aggrieved person” for all purposes of this Article.

The term “party in interest” shall be deemed to include the person or persons making the grievance and any person, including the Association or the Board, who might be required to take action or against whom action might be taken in order to resolve the grievance.

The word “days” as used herein, shall be deemed to mean and include days on which school is in session, except where noted otherwise.

Any member of the unit who has a grievance as defined in Article III,A.1a above shall first discuss it with the Principal within twenty (20) days of its occurrence in an attempt to resolve the grievance. If, within a period of five (5) days of the submission of a grievance, the matter is not resolved by discussion, the member of the unit (hereinafter called “member”) shall submit his grievance in writing to the Principal, who shall within an additional period of five (5) days thereafter notify the member in writing of his decision. If the member objects to the opinion rendered by the Principal, he may, within five (5) days after receipt of the Principal’s written decision, appeal the same to the Superintendent, such appeal shall be in writing and shall set forth the grounds upon which the objection is based. A copy of any such appeal shall be promptly submitted to the Principal.Within a period of ten (10) days from the filing of the appeal with the Superintendent, he shall grant the member a hearing and shall submit his decision in writing, with supporting reasons, to the member and shall forthwith deliver a copy of such decision to the Principal.In the event the member is not in agreement with the decision of the Superintendent, such member may, within ten (10) days after receipt of the Superintendent’s decision, file a written appeal with the Board. The Board, or a committee of the Board, may grant the aggrieved member a hearing and render a decision within twenty (20) days of receipt of such request.If the aggrieved person is not satisfied with the disposition of his grievance by the Board, or if no decision has been rendered within twenty (20) days of receipt of such request, he may, within five (5) days request in writing that the Association submit the grievance to arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to arbitration within fifteen (15) days after receipt of a request by the aggrieved person.Within ten (10) days after such written notice of submission to arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrators to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the Public Employment Relations Commission by either party. Said request shall be made within five (5) days. The parties shall then be bound by the rules and procedures of the Public Employment Relations Commission. The arbitrator’s decision shall be in writing and shall be submitted to the Board and the Association and shall be advisory only.In the event that the arbitrability of a grievance is at issue between the parties, jurisdiction to resolve the issue shall rest with the arbitrator selected in accordance with the provision of this article, or with the Public Employment Relations Commission or the courts where appropriate. The costs of the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring the expense.All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operations of the grievance procedure. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this article.At any and all of the hearings and during any and all of the steps hereinabove outlined, the member shall have the right to be represented by a person or persons of his choosing.

Any member of the unit who has a grievance as defined in Article III, A.1b above (grievances regarding policies and administrative decisions not specified in this agreement) shall first discuss it with the Principal within twenty (20) days of its occurrence in an attempt to resolve the grievance.If, within a period of five (5) days of the submission of a grievance, the matter is not resolved by discussion, the member of the unit ( hereinafter “member”) shall submit his grievance in writing to the Principal, who shall, within an additional period of five (5) days thereafter, notify the member in writing of his decision.If a member objects to the opinion rendered by the Principal, he may, within five (5) days after receipt of the Principal’s written decision, appeal the same to the Superintendent. Such appeal shall be in writing and shall set forth the grounds upon which the objection is based. A copy of any such appeal shall be promptly submitted to the Principal.Within a period of ten (10) days from the filing of the appeal with the Superintendent, he shall grant the member a hearing and shall submit his decision in writing, with supporting reasons to the member and shall forthwith deliver a copy of such decision to the Principal.In the event the member is not in agreement with the decision of the Superintendent, such member may, within ten (10) days after receipt of the Superintendent’s decision, file a written appeal to the Board, and notify the Superintendent of the appeal.The member or the Association and the Superintendent shall submit written memoranda to the Board stating their positions relative to the grievance. Discussion of the grievance and the memoranda shall be held by the Board, with a quorum of the Board members present.After such discussion, if a minimum of (3) Board members present agree that the grievance has merit, the Board shall grant the aggrieved member a hearing and render a decision within twenty (20) days of receipt of such appeal. At any and all of the hearings and during any and all of the steps hereinabove outlined, a member shall have the right to be represented by a person or persons of his own choosing.Any decision by the Board shall be considered final and binding upon all parties unless the same be set aside by the Commissioner of Education, the State Board of Education or any court of competent jurisdiction of the State of New Jersey.

In the event the Board determines not to renew the contract of a non-tenured teacher, the teacher may, within ten (10) days of notification of such determination, request from the Board a statement of its reasons for non-renewal of his contract. The Board shall, within ten (10) days after its receipt of such request, notify the teacher in writing of its reasons for non-renewal.

Such non-tenured teacher may, within five (5) days after the receipt by him of the Board’s reasons for non-renewal, request an informal appearance before the Board to discuss the matter. A date for such informal appearance shall be fixed by the Board as soon as reasonably possible thereafter. Within fifteen (15) days following the informal appearance, the Board shall notify the teacher whether or not it has reconsidered its decision not to renew the contract. The Board’s refusal to renew such teacher’s contract shall not be considered a grievance under this agreement or subject to the grievance procedure under Article III hereof.

No religious or political activities of any teacher shall be grounds for discipline or discrimination with respect to the professional employment of such teacher, provided, however, that any such activities do not violate any local, state or federal law, or affect the teacher’s responsibilities as an employee of the Lakeland Regional High School District.

2. One day prior to the date when school opens for students. If such a day should fall prior to Labor Day, student attendance will be required on the next day, which shall also be prior to Labor Day,
3. Two days to be used for professional development, these two professional development days, must meet the state requirement under N.J.A.C. 6:11-13.

Teacher attendance shall not be required whenever student attendance is not required due to inclement weather, or conditions, which require the complete shutdown of the school.

Before promulgation of the school calendar and/or before making any subsequent changes thereto, the Board or its designee shall meet with the Association’s representatives to ascertain the Association’s views on the calendar or any proposed changes thereto. The Board’s ultimate determination of the school calendar; however, shall be final and binding on all parties.

Teachers shall be notified of their contract and salary status for the ensuing year no later than the first Wednesday following the first Tuesday of May or as stipulated by law.

Teachers who accept the supervision of extra-curricular activities will be notified, in writing, of their status pertaining to such activities for the ensuing year no later than May 15th of the current school year, except in those instances in which an unforeseen contingency, the reasons for which shall be in writing, makes the giving of a notice by the stated date impractical. Teacher responses to the notification shall be submitted no later than June 1st. Failure to respond in the affirmative, in writing, by such date will serve to acknowledge the fact that the position shall be considered vacant.

In the event that a member desires to resign his extra-curricular responsibilities, this request shall be tendered at least 45 days prior to the beginning of those responsibilities.

Teachers shall indicate their presence for duty by signing in five (5) minutes prior to the beginning of the school day for students.

Teachers may leave the building during their duty-free lunch period without permission, but must sign out and in in the log maintained in the Main Office.

The teaching assignment for the 2005-2007 contract years shall consist only of either 5 or 6 blocks per year.

The daily teaching assignment for the 2004-2007 contract year shall be subject to the following:

2 teaching blocks, 1 block of preparation, and 1˝ blocks of pep/duty
2˝ teaching blocks, 1 block of preparation, 1 block of pep/duty
3 teaching blocks, 1˝ blocks preparation

3 teaching blocks, 1˝ blocks preparation
3 teaching blocks, 1 block preparation, ˝ block light pep/ light duty

a) Each assignment will be one-half ribbon in duration

a) One block of preparation in each semester when the teacher is assigned two and one-half instructional blocks or less, or

b) Two half blocks of preparation in each semester when the teacher is assigned two and one-half instructional blocks or less, or

c) One and one-half blocks of preparation in any semester in which the teacher is assigned more than two and one-half instructional blocks

a) Each assignment will be one-half ribbon in duration

b) In any quarter in which a teacher has less than three instructional blocks, the teacher’s normal workload will also include a PEP. This PEP may be used for the following professional enhancement activities:

duties/ mechanics of maintaining files. This may not involve
grading or student consultation.

Become a teaching assignment or supplant any former or current course which previously was, or is, an instructional or duty assignment.

d) In any semester in which the administration assigns cafeteria aides in place of supervising teachers during all lunch periods, teachers may volunteer to substitute a second PEP for one of their duty periods. If sufficient volunteers are not available, teachers may be assigned a second PEP in lieu of one of their duty periods. The total number of teachers who volunteer or may be assigned will correspond to the following schedule:

1 additional cafeteria aide 4 teachers

The administration will serve to the association a list of those teachers who volunteered and a list of those teachers who were assigned before the first day of each semester.

For the 2004-2007 contract years, teachers shall have a daily duty-free lunch period of forty (40) minutes.

For the 2004-2007 contract years, preparation time and lunch will be reduced proportionately when the schedule for the day is shortened.

When the administration deems it necessary to give a teaching assignment in lieu of a duty period, the following will apply:

a) A teacher may volunteer for a teaching block, a ribbon or a one- half ribbon in lieu of a duty block.

b) If there is no volunteer, the administration shall assign the teaching block, a ribbon or a one-half ribbon in lieu of a duty block when it is deemed necessary.

c) No more than two (2) teaching blocks or the equivalent per subject, with a maximum of sixteen (16) blocks or the equivalent per year will be assigned as additional teaching blocks, in lieu of a duty block.

d) No teacher will be assigned a teaching block, a ribbon or a one-half ribbon in lieu of a duty block for two consecutive years; however, a teacher may volunteer for the same.

e) The subjects noted in (c) above are defined as: Business, English, Fine Arts, World Language, Family Life and Consumer Sciences, Technology Education, Mathematics, Music, Physical Education and Health, Science, Social Studies and Special Education.

f) The above limitations apply to any teacher whose total teaching assignment for the school year exceeds the equivalent of five (5)-teaching blocks.

g) At no time will a teacher be assigned more than three (3) different preparations in one semester.

The provisions listed will take place and be in effect during the 2005-2006, and the 2006-2007 contract years. For the 2004-2005 contract year the provision of Article VII, Section F shall apply.

1. No member shall be assigned to more than 5 blocks of teaching assignments during any year unless the provisions of Article VII Section G #6 are enacted.

2. By April 15, the Superintendent shall provide the President of the LRHSTA with a list of specific needs for any member to teach more than 5 blocks or the equivalent in the following contract year. This list shall include the number of additional teaching periods required and the departments from which these additional teaching periods are required.

3. The Superintendent will inform the staff of these needs and solicit volunteers to meet these needs.

4. By May 15, the Superintendent and the President of the LRHSTA shall issue a written statement indicating whether the needs listed in items #1 and #2 above have been met by staff members who have volunteered.

5. Should the needs of the Board be met by the volunteers, then the following provisions will apply:

a) The teaching assignment will be in lieu of two duty/PEP assignments.

c) No more than a total of 36 staff members may be selected from the pool of volunteers to teach more than 5 blocks per year.

d) Staff members who volunteer and are selected to teach more than 5 blocks may be assigned one half block of a duty or a PEP in only one semester and this semester cannot include 3 different teaching preparations. This duty may consist only of hall duty, library duty, or study hall duty. The PEP may not include extra help for students. Any teacher with 3 different teaching preparations in each semester will not be assigned a duty or a PEP at any time.

f) Should more than the required number of staff members needed to satisfy the needs of the Board volunteer then a seniority based rotation system will be used to determine who will teach 6 blocks.

The list of volunteers in any department will be ranked by district seniority. In subsequent years, any staff member who has already taught 6 blocks will be placed on the bottom of the seniority list in order of seniority. All new hires will enter at the bottom of the list for that year.

6. Should the needs of the Board not be met with by the pool of available volunteers or shall less than 28 staff members volunteer, the Board may, at their discretion, choose to enact the provisions set forth in Article VII, Section F to replace those in Article VII (Teacher Hours and Teacher Work Load 2004-2007 School Year) G (Voluntary Option for Teaching more than 5 blocks or its equivalent in a school year) with no additional compensation for teachers who teach 6 blocks.

8. The purpose of this section (G) of the agreement is to meet the staffing and program needs of the Board and is not intended to be implemented as a means of reducing the Professional Staff.

For the 2004-2007 contract years, the administration will make every reasonable effort not to assign any teacher to a cafeteria supervision assignment for more than one (1) one-half ribbon (40 minutes for one semester) in any two (2) consecutive school years. Assignments will be made in consultation with a representative of the teachers' association.

For the 2004-2007 contract years, monetary compensation shall be paid to any teacher who is asked to cover a class, or asked to accept an additional class into his own, in case of an emergency when a substitute cannot be obtained. Compensation shall be paid at the rate of $30.00 per one-half block.

Teachers teaching three (3) blocks or the equivalent in a given semester will be excluded from the class coverage list.

Teacher participation in regularly scheduled extra-curricular activities shall be compensated for at the rate set forth in the extra-curricular guide.

For the 2004-2007 contract year, except in emergencies and as qualified elsewhere in this agreement, the in-school day for teachers covered by this agreement shall be seven hours and fifteen minutes, inclusive of lunch and preparation time.

Teachers shall be required to meet outside the normal workday, without additional compensation, for up to thirty (30) meetings during each year of this contract. Meetings are defined as anytime when a teacher is asked to attend a workshop or any other after school activity called by the Superintendent, Principal, Vice Principal, or Area Supervisors.

The designated day for meetings shall be Monday, unless it is not a school day, in such instance, the meeting shall be Tuesday. In case that more than one meeting is needed in a single week or a meeting is to be called on a day other than Monday (or Tuesday in the above mentioned case), this shall be deemed as an emergency situation. In the case of an emergency situation, the Superintendent or Principal may require this meeting after consulting over the emergency situation with the President of the Association. Such emergency meeting (s) shall be counted as one of the thirty (30) meetings per year contained herein.

These meetings shall begin no later than ten minutes after the student dismissal time and shall continue for no more than forty-five minutes, except in cases of emergency involving the health and safety of students and/or staff. If additional time is needed, students shall be dismissed early. The third Monday of each month shall be designated as the day for Association meetings. If it is not a school day, the meeting shall be on Tuesday.

Teachers shall be required to attend two Back-to-School Nights, and one evening program annually, the dates and times to be determined by the Superintendent of Schools and posted on an activities calendar. If a member misses one or both of the Back-to-School Nights and the administration identifies the need for coverage, the member will be assigned make-up coverage. Makeup coverage will be assigned if the activity coverage is missed for any reason. Whenever possible this make-up assignment will be mutually agreed upon by the administrator and the member. Any additional evening work shall be compensated at an hourly rate of 1/6 x 1/200 of annual base pay.

1. Part-time is defined as teaching four (4) teaching blocks or the equivalent of four (4) teaching blocks or less per year.

2. In no case will a teacher hired as full time at the onset of the school year be reduced to a part-time teacher during the course of that same school year.

3. In no case will any part-time teacher be assigned more than the equivalent of two block in any one semester.

4. Any part- time teacher teaching more than one block will be assigned a minimum of one teaching assignment in each semester.

5. The total blocks must be consecutive. At no time will a teacher be assigned work at the beginning and end of the day and be considered part-time. If the schedule warrants, a lunch must be assigned.

2. Seven (7) half ribbons will receive four (4) units of preparation time unless all teaching assignments have the same course code and in this case three (3) units of preparation time is guaranteed.

3. Six (6) half ribbons will receive four (4) units of preparation time unless all teaching assignments have the same course code and in this case two (2) units of preparation time is guaranteed.

4. Between two (2) and five (5) half ribbons inclusive will receive two (2) units of preparation time.

1. The salary of each part-time teacher covered by this agreement is set forth in schedule, “A” which is attached hereto and made a part thereof. It will be adjusted to a fractional salary as described in Article VIII and set forth in Schedule F. The explanation as set forth in Article X shall apply to part-time teachers.

2. The salary for a part-time teacher will be a fractional portion of the salary for his or her appropriate step as set forth in schedule “A”.

a) Unit Defined - The unit used for calculations is equal to any forty (40) minute segment of time for one semester or half a ribbon.

b) The denominator will equal ten (10) plus the sum of contractual preparation units, duty units and PEP units.

c) The numerator will equal the sum of the number of half ribbons of teaching units plus the sum of contractual preparation units, duty units and PEP units.

d) All part-time personnel shall be granted at least one (1) unit of preparation for a half ribbon of instruction.

e) A part-time teacher teaching eight (8) half-ribbons in the course of the school year will receive four (4) units of preparation time.

f) If a teacher is assigned more than one (1) block and one (1) ribbon with two (2) different course codes, the teacher will be assigned preparation and duty units as indicated on the “Part-Time Personnel Compensation : In Block” chart designated as Schedule F.

1. The Board shall provide full benefits under Article XXII to any part-time teacher whose salary fraction is 50% or greater.

1. Part-time teachers will receive full longevity compensation over and above their salary commencing with the teacher's eleventh (11th) year at Lakeland Regional High School. A teacher's salary shall be increased by the amount stated in the table for full time teachers. Said amounts shall become a part of a teacher's contract salary and shall continue for each successive year of employment at Lakeland Regional High School.

All provisions of this contract shall be applicable to part-time teachers except those set forth in Article VII: A, F, G, K, and L.

1. Coverage of Nurse’s Office 3 forty (40) minute periods per school day, or one teaching block and a preparation period (3 forty (40) minute periods in a regular schedule) in each semester.

Unassigned time and lunch will be reduced proportionately when the schedule for the day is shortened.

Monetary compensation shall be paid to the trainer if he is asked to cover a class, in case of an emergency when a substitute cannot be obtained. Compensation shall be paid at the rate of $30.00 per one-half block.

The trainer shall be available for thirty (30) hours of non-paid activities such as supervision of summer physical exams, or assistance with health clinics during each school year. The hours shall be scheduled by the administration at the Trainer’s convenience.

Except in emergencies and as qualified elsewhere in this agreement, the in-school day for teachers covered by this agreement shall be seven hours and fifteen minutes, inclusive of lunch and unassigned personal time.

Trainers shall be required to meet outside the normal workday, without additional compensation, for up to thirty (30) meetings during each year of this contract. Meetings are defined as anytime when a trainer is asked to attend a workshop, or any other after school activity called by the Superintendent, Principal, Vice Principal, or Area Supervisors.

The designated day for meetings shall be Monday, unless it is not a school day, in such instance, the meeting shall be Tuesday. In case that more than one meeting is needed in a single week or a meeting is to be called on a day other than Monday (or Tuesday in the above mentioned case), this shall be deemed as an emergency situation. In the case of an emergency situation, the Superintendent or Principal may require this meeting after consulting over the emergency situation with the President of the Association. Such emergency meeting (s) shall be counted as one of the thirty (30) meetings per year contained herein.

These meetings shall begin no later than ten (10) minutes after the student dismissal time and shall continue for no more than forty-five (45) minutes, except in cases of emergency involving the health and safety of students and/or staff. If additional time is needed, students shall be dismissed early. The third Monday of each month shall be designated as the day for Association meetings. If it is not a school day, the meeting shall be on Tuesday.

Trainers shall be required to attend two Back-to-School Nights, and one evening program annually, the dates and times to be determined by the Superintendent of Schools and posted on an activities calendar. If a member misses one or both of the Back-to-School Nights and the administration identifies the need for coverage, the member will be assigned make-up coverage. Makeup coverage will be assigned if the activity coverage is missed for any reason. Whenever possible this make-up assignment will be mutually agreed upon by the administrator and the member. Any additional evening work shall be compensated at an hourly rate of 1/6 x 1/200 of annual base pay.

2. BA + 15 - - 15 graduate credits from a regionally accredited college or university beyond an earned bachelor’s degree.

4. MA + 15 - - at least 15 graduate semester hours earned at a regionally accredited college or university or a master’s degree equivalent to 45 semester hours or more,

5. MA + 30 - - at least 30 earned graduate semester hours beyond a master’s degree as outlined in #3, 15 graduate semester hours beyond a master’s degree as in #4, or attainment of a master’s or doctoral degree requiring 60 or more graduate semester hours,

a) For all persons hired on or subsequent to July 1, l992 who have earned credits beyond what is necessary to be placed on a given step of the salary guide, but insufficient in number to be placed on the next higher scale and are directly relevant to the area for which a person is hired and presented at the time of hire, will have these credited toward the next higher scale on the guide. Any further credits earned to advance on the salary guide must be earned after commencement of employment at Lakeland.

b) Employees hired prior to July 1, 1992 shall have all previously approved graduate credits applied to the highest appropriate step beyond the Master’s step defined A.3.

The Board and the Association agree that teachers shall be additionally compensated for longevity in Lakeland Regional High School District on the following basis; commencing with the teacher's eleventh (11th) year at Lakeland Regional High School. A teacher's salary shall be increased by the amount stated in the table below. Said amounts shall become a part of a teacher's contract salary and shall continue for each successive year of employment at Lakeland Regional High School.

The coaching guide is annexed hereto and made a part hereof, and marked schedule “B”. The coaching stipend will be paid upon certification by the Athletic Director that duties have been performed.

The extra curricular guide is annexed hereto and made part hereof and marked schedule "C". Extra curricular salary will be paid upon certification by the Assistant Principal that the duties have been performed. One half (1/2) salary may be paid at the end of each semester or at the conclusion of an activity where applicable.

Teachers who participate in after-school supervision of library, computer room, and other positions of student or work area supervision beyond the school day as appointed and approved by the Board, shall be compensated at the hourly rate of $25.00 per hour.

Teachers who provide summer professional work such as, but not limited to, curriculum revision or workshop instruction will be paid1/6th of 1/200th of their salary for hours worked. Teachers who participate in summer workshops for professional enhancement shall be compensated at the hourly rate of $20.00 per hour.

A daily stipend of any member employed on a ten month basis shall be 1/200th of the member's annual salary for that year. A daily stipend of a twelve-month employee shall be 1/240 of that member's salary for the year.

An employment increment or an adjustment increment may be withheld by the Board for inefficiency, or other good cause according to the following provisions:

1. The immediate supervisor and/or the Principal shall not forward any recommendation to withhold an increment or an adjustment, unless the supervisor or the Principal has given the member against whom recommendation shall be made, written notice of the reasons for the recommendation, specifying the nature thereof, with such particulars as to furnish the member an opportunity to respond to the same.

2. The member’s right to challenge an increment withholding shall be governed by state law. To the extent an increment withholding is subject to the grievance procedure, the member may initiate a grievance within fifteen calendar days after the Board has voted to withhold an increment or adjustment, commencing at the level of the Superintendent.

3. A member whose increment or adjustment has been withheld shall not be entitled to restoration of the same, but shall be entitled to placement on the schedule in subsequent years as if no increment or adjustment has been withheld, unless subject to subsequent withholding recommendations.

Applications to move on the salary guide as the result of the completion of education will only be considered by the Board of Education at their meeting in September or February. Members who have completed sufficient graduate credits to earn an increment on the salary guide or expect to complete such by September 1 or February 1 must provide the Superintendent with certification of this achievement or expected completion prior to these dates.

All teachers anticipating salary guide movement are requested to make every effort to notify the Superintendent of Schools on a form to be provided no later than February 1 of the pre-budget year in which a salary guide adjustment is anticipated.

A. The Board hereby recognizes a need for teachers acting as trainers to provide professional development.

B. Teachers shall not be involuntarily assigned to be a trainer or provider of professional development.

2. If such training takes place outside normal teacher hours as described in Article VII, the teacher will be paid 1/6th of 1/200th of his salary for hours worked.

3. If such training takes place during normal teacher hours as described in Article VII, the teacher will only be compensated for preparation work at the rate of 1/6th of 1/200th of his salary for hours worked. The total number of preparation hours shall be agreed upon in advance by the Teacher Trainer and the administration.

When a member employee indicates in writing prior to June 1st to the Superintendent their desire to participate in the Summer Payment Plan, the Superintendent will in accordance with NJSA 18A:29-3 and NJAC 6A:23-2.10 direct the Business Administrator to deduct the amount equal to 10% of the employees semimonthly salary installment, from the payments of the salary made to such employee and the accumulated deductions plus any accrued interest for the academic year shall be paid to the employee in four approximately equal installments on or before the 15th and 30th of July and August of that calendar year. On June 30th of each year all requests will be considered final and such members will be required to participate in the Summer Payment Plan as indicated above.

4. Annual Posting of Position - This position will be posted on February 1st annually. This will be an in-house posted position. No teacher can be assigned to the position without application. The position will be filled at the discretion of the administration.

5. For the 2004-2007 contract years, a consulting teacher will be assigned no more than two blocks per semester and will have no duty assignment.

6. All summer work will be paid on a per diem basis.

No material regarding a teacher’s conduct, service, character or personality shall be placed, in his personnel file unless the teacher has had the opportunity to review such material by affixing his signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit his written comments and such comments shall be reviewed by the Superintendent or his designee and attached to the file copy. If a teacher refuses to affix his signature, a notation of such refusal shall be noted on the copy and it shall be placed in the teacher’s file.

3. No separate file:

Although the Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents, it shall not establish any separate personnel file, which is not available for the teacher’s inspection.

1. The sick day bank is a program to offer assistance to teachers in time of extended illness in the form of extension of their accrued personal sick days. It is the purpose of the Bank to provide for a contributing teacher, with a serious illness of an extended nature, whose sick days have been exhausted. The sick day bank is a cooperative program whose implementation and maintenance is dependent upon teacher support.

2. The bank will be built up annually, as needed, by the teachers contributing up to three (3) of their accumulated sick leave days to the bank. No additional days will be added to the bank until the number drops below 300 days. At the end of the school year, any unused sick days remaining in the bank will be carried over to the next year. At no time shall the bank accumulate more than four hundred (400) days.

3. In the- event that the Board of Education and the Association agree to dissolve the bank for whatever reason, all days left in the bank will be divided equally among the contributing teachers employed at Lakeland Regional High School at the time of dissolution. No teacher will receive more days than he contributed to the bank.

4. The Board of Trustees shall consist of five (5) Association members, appointed by the Association annually to receive requests for the use of sick leave days in the bank and to determine whether to recommend such requests for approval.

5. Trustees shall provide the Board annually with the names of teachers who contributed to the sick leave bank and the number of days they contribute by October 15th. The Board of Education shall maintain records on the donation and usage of sick leave bank days, which shall be the records, relied on by all parties involved. At the end of each school year the Board shall provide the Association a written accounting of donation and usage for that year to support the total number of days shown by the Board as remaining in the bank.

6. A request for use of sick leave days in the bank shall be accompanied by certification from the treating physician that the teacher has a serious illness of an extended nature. The Board of Trustees reserves to itself, the rights to have a second medical opinion of the teacher making the claim for bank use. Such second medical opinion shall be limited to certification from a physician that the teacher has a serious illness of an extended nature. The cost for such examination shall be paid for by the teacher and the doctor used will be of the Bank’s choice.

7. A teacher will be limited to receiving up to thirty (30) sick leave days at one time. A member may request additional sick leave by submitting a request and a doctor’s certificate.

8. If in the judgment of the Trustees the teacher qualifies, the Trustees shall submit the request to the Board of Education. If the Board agrees with the Trustees, the Board will arrange payment to the teacher. If the Board rejects the request, the Board will notify the Trustees of the Bank.

9. The parties acknowledge that the decision of the Board of Education shall be final and binding and shall not be reviewable by a court or agency of competent jurisdiction or subject to the contractual grievance procedures. The Board of Education shall not unreasonably withhold its approval.

10. When a teacher is on sick leave beyond his allotted number of days with pay, the deductions from the bank for his pay will be in the amount of 1/200th of his salary per day.

11. Prior to any recommendation or approval of the use of sick leave bank days, every applicant must sign an agreement to indemnify, defend and hold harmless the Board of Education, the Association, their members, agents, servants and employees from any and all claims, liabilities, damages and costs related to:

(a) the solicitation and/or contribution of sick leave days to the bank;
(b) the communication of the names of Association members who contribute to the bank and/or the number of days they contribute;
(c) the application for use of sick leave days in the bank and/or the Association committee review and recommendation process; and
(d) the Board of Education’s approval or denial of recommendations to allow the use of sick leave days in the bank

12. Nothing contained in this article shall limit the Board’s authority under N.J.S.A. 18A:30-6 to grant extended sick leave.

1. In the case of absence of any member because of the death of a member of his immediate family or a relative who, immediately prior to his death or last illness, lived in the household of the member, full salary of a member shall be paid for a period not to exceed five (5) school days, consecutively or as designated by the employee and in connection with the settlement of and estate or provision of survivors of the deceased. If the absence continues for a longer period, the matter shall be referred to the board to determine whether or not the member's salary should be paid for any additional days. The term "immediate family" as used in this paragraph, shall be deemed to include husband, wife, children, parents, mother-in-law, father-in-law, brother, sister, niece, nephew, brother-in-law, sister-in-law, aunt, uncle, grandparents, grandchildren, and domestic partner.

2. In the case of absence of any member because of the critical illness of a member of his immediate family, the provisions of 1 above apply, except the term “immediate family” shall be deemed to include only husband, wife, parents and children of either spouse and domestic partner.

3. In cases where a member of the teacher’s immediate family undergoes major surgery requiring the presence of a member, the member will be permitted to use one of the above mentioned five (5) days as a reason for being absent on the day when such surgery is performed. In such cases, the term “immediate family” shall be defined as in 2 above.

4. In cases of childbirth, the expectant father shall be permitted no more than two (2) of the above mentioned five (5) days.

Upon return from a leave, the member shall be placed on the salary guide at the next higher step beyond the step he was on during the last previous year of teaching.
Upon return from a leave, a member shall be credited with all benefits which had accrued to him at the time of the commencement of such leave provided the member actually works in the Lakeland Regional High School District for at least one (1) year following his return from the leave.

During the term of a leave, a member shall be covered by all insurance protection outlined in Article XXIII of this contract, the premiums for such coverage shall be paid by the Board of Education.

1. If on the MS+30 step of the guide, the teacher is engaged in a program of professional development approved by the Superintendent.

d) Demonstratively related to the member’s area of expertise even though the courses are in an area not directly related, and

3. Courses for which reimbursement of tuition will be requested must be approved by the Superintendent prior to enrollment in the course(s), if at all possible.

4. No reimbursement for tuition shall be made without approval of the application by the Superintendent and certification in the form of an official transcript or grade report that shows a grade acceptable to the college in which it was earned in a graded course or a ‘P” in an ungraded course.

5. Reimbursement for tuition costs per credit shall not exceed the amount per credit charged by the New Jersey State College or University where he is enrolled. If a course is taken at a private institution, the cost will be paid at the average per credit rate being charged by William Paterson University, Montclair University and Ramapo State College.

6. Reimbursement for any one member shall be limited to nine (9) semester hours or credits per contract year.

7. The sum total to be reimbursed shall not exceed the amount of $35,000 for each of the contract years. These funds will be distributed according to the following formula:

A member shall receive one-half of the amount approved upon presentation of proof of registration for the approved course(s). At the end of the school year and after all members who have completed approved courses have been paid for one-half of their tuition, the remaining funds will be divided by the total number of credits approved for reimbursement but not paid for and each member will receive a pro rata amount, not to exceed 100%, for each approved credit earned.

8. In order to receive the initial one-half reimbursement for a course, the teacher should submit to the Board Secretary a copy of the approval of the course by the Superintendent, and either a bursar’s receipt or a canceled check for the tuition that they have paid for the course. To receive final reimbursement, the teacher must submit the request for reimbursement form and an official grade report or transcript or copy of an electronically submitted grade report to the Superintendent for inclusion on the agenda of the earliest Board meeting following submission.

9. In the event the Superintendent does not receive proof indicating the successful completion of a course by the dates indicated below, he shall inform the Board so that the amount of money paid to the teacher for the initial one-half reimbursement may be deducted from the teacher’s salary:

If, after deducting money for failure to successfully complete a course, the Board receives proof indicating that the course has been successfully completed, the amount deducted shall be reimbursed within thirty (30) calendar days. The remaining balance shall be paid in accordance with Article XX. Section A.

10. Provided that proof of successful completion of the course is submitted to the Board no later than June 1 of the contract year, tuition reimbursement payment for that contract year shall be paid no later than the last pay period in June.

The Board shall provide annually in-service programs for credit to members at no cost to members. The administrative and/or instructional costs of in-service programs and courses will be part of the appropriation by the Board for in-service and be disassociated from any other payment reimbursement outlined in this article.

Members may accumulate any number of in-service credits. However, only 15 of these will apply toward advancement on the salary guide.

In-service credit will be awarded at a rate of 1/10 credit for each hour spent, upon certification that the member has fulfilled the time requirement outlined above.

Teachers shall not be required to work under unsafe or hazardous conditions or to perform tasks which would or could endanger their health or safety.

If and when absence arises as a result of any assault upon, or injury to, a member, he shall be entitled to full salary and other benefits for one calendar year and shall not be deemed to forfeit any sick or personal leave. Any weekly Workmen’s Compensation recovery shall be returned to the District as indicated in N.J.S.A. 18A:30-2.1

The Board shall reimburse members for the reasonable cost of any clothing or personal property damaged or destroyed as a result of an assault suffered by a member while acting within the scope of his employment and in the discharge of his duties.

Members shall immediately report cases of assault suffered by them in connection with their employment to their Principal or immediate supervisor.

Such notification shall immediately be forwarded to the Superintendent, who shall comply with any reasonable request from the member for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the teacher, the police and the court.

a. The Board shall pay the full premium to provide each member employee, and in cases where appropriate for family coverage, for medical insurance coverage in the State Health Benefits Plan.

b. If, during the time that this contract is in effect, the Board elects to change insurance carriers, the Board agrees to provide coverage equal to or better than the State Health Benefits Plan in effect on July 1, 2004 as per (a) above.

The conditions set in (b) above shall remain in effect until a successor agreement is ratified by both parties.

The details and provisions of both the employee and family dental plans will be kept in the office of the Board of Education.

The Board shall provide to each member a description of the health care insurance coverage provided under this Article, including the conditions and limits of such coverage as furnished by the plans listed in paragraphs A & B above when requested.

The Board agrees to deduct from the salary of its employees dues for the local Association and the New Jersey Education Association. Such deduction shall be made in compliance with Chapter 233 N.J. Public Laws of 1969 (NJSA 52:1415.9e) and under rules established by the State Department of Education. Said monies, together with current records of any corrections, shall be transmitted to such person as may from time to time, be designated by the local Association, by the 15th of each month following the monthly pay period in which deductions were made. The person designated shall disburse such monies to the appropriate association or associations.

The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each bargaining unit member during the remainder of the membership year in question. The deductions will begin thirty (30) days after the bargaining unit member begins his or her employment in a bargaining unit position. The Association, before any deductions are made will first establish a demand and return system. This system will provide that a non-union member may appeal the amount of the representation fee assess against him/her. The Association will provide the non-member with a full and fair hearing, and has the burden of proof in justifying the amount of the fees. Non-members who are dissatisfied with the outcome of their appeal at the local level may appeal further.

STEP	BA	BA+15	MA	MA+15	Ma+30
1	$40,000	$40,500	$43,000	$44,500	$46,500
2	$41,300	$41,800	$43,300	$46,800	$48,800
3	$41,800	$42,300	$44,000	$47,800	$49,800
4	$42,300	$42,800	$44,800	$48,800	$50,800
5	$43,000	$43,500	$45,600	$49,800	$51,800
6	$43,800	$44,300	$46,500	$50,800	$52,800
7	$44,600	$45,100	$47,500	$51,800	$53,800
8	$45,300	$45,800	$48,800	$52,800	$55,400
9	$46,100	$46,700	$50,300	$54,800	$56,800
10	$47,100	$47,800	$52,300	$56,800	$59,800
11	$48,500	$50,300	$54,300	$58,800	$62,800
12	$51,300	$53,800	$58,300	$60,800	$65,800
13	$56,000	$58,000	$62,300	$65,800	$70,800
14	$61,000	$63,000	$67,500	$71,500	$76,000
15	$66,000	$68,500	$72,500	$76,500	$81,000

STEP	BA	BA+15	MA	MA+15	Ma+30
1	$42,000	$42,500	$45,000	$46,500	$48,500
2	$42,500	$43,000	$45,500	$47,000	$49,000
3	$43,800	$44,300	$45,800	$49,300	$51,300
4	$44,300	$44,800	$46,500	$50,300	$52,300
5	$44,800	$45,300	$47,300	$51,300	$53,300
6	$45,500	$46,000	$48,100	$52,300	$54,300
7	$46,300	$46,800	$49,000	$53,300	$55,300
8	$47,100	$47,600	$50,000	$54,300	$56,300
9	$47,800	$48,300	$51,300	$55,300	$57,900
10	$48,600	$49,200	$52,800	$57,300	$59,800
11	$49,600	$50,300	$54,800	$59,300	$62,800
12	$52,600	$53,800	$58,300	$62,800	$67,800
13	$57,000	$59,500	$63,500	$67,800	$72,800
14	$62,500	$65,000	$69,000	$73,200	$77,700
15	$68,000	$70,500	$74,500	$78,500	$83,500

STEP	BA	BA+15	MA	MA+15	Ma+30
1	$42,500	$43,500	$46,000	$48,000	$50,000
2	$44,000	$44,500	$47,500	$49,000	$51,000
3	$44,500	$45,100	$48,000	$49,500	$51,500
4	$45,900	$46,400	$48,300	$51,800	$53,800
5	$46,400	$47,000	$49,000	$52,800	$54,800
6	$46,900	$47,500	$49,800	$53,800	$55,800
7	$47,700	$48,200	$50,600	$54,800	$56,800
8	$48,500	$49,100	$51,500	$55,800	$57,800
9	$49,400	$49,900	$52,500	$56,800	$58,800
10	$50,100	$50,600	$53,800	$57,800	$60,400
11	$50,900	$51,600	$55,300	$59,800	$64,200
12	$53,300	$56,000	$59,300	$64,400	$69,200
13	$59,000	$61,000	$65,200	$69,400	$74,200
14	$64,500	$66,800	$71,100	$74,800	$80,100
15	$70,100	$72,600	$76,600	$80,600	$86,000

Step 2 Step 3 Step 4
Head Football $6,350 $7,250 $8,390
Assistant Football $3,975 $4,625 $5,320

Head Wrestling $5,380 $6,040 $7,230
Assistant Wrestling $3,500 $4,000 $5,000

Head Basketball $5,380 $6,040 $7,230
Assistant Basketball $3,500 $4,000 $5,000

Head Ice Hockey $5,380 $6,040 $7,230
Assistant Hockey $3,500 $4,000 $5,000

Head Volleyball $4,615 $5,530 $6,980
Assistant Volleyball $3,150 $3,800 $4,675

Head Track $4,615 $5,530 $6,980
Assistant Track $3,150 $3,800 $4,675

Head Indoor Track $3,545 $3,900 $5,360

Head Golf $3,545 $3,900 $5,360

Head Soccer $4,615 $5,530 $6,980
Assistant Soccer $3,150 $3,800 $4,675

Head Tennis $4,615 $5,530 $6,980
Assistant Tennis $3,150 $3,800 $4,675

Head Field Hockey $4,615 $5,530 $6,980
Assistant Field Hockey $3,150 $3,800 $4,675

Head Fencing $4,615 $5,530 $6,980
Assistant Fencing $3,150 $3,800 $4,675

Head Baseball $4,615 $5,530 $6,980
Assistant Baseball $3,150 $3,800 $4,675

Head Softball $4,615 $5,530 $6,980
Assistant Softball $3,150 $3,800 $4,675

Head Cheering-Fall $2,925 $3,050 $3,800
Assistant Cheering-Fall $2,675 $2,850 $3,200

Head Cheering -Winter $3,600 $4,000 $4,800
Assistant Cheering-Winter $3,205 $3,400 $3,800

Head Cross Country $3,800 $4,500 $5,360

Head Weight Training $2,800 $3,400 $4,150

Step 3 Step 4
Head Football $7,250 $8,400
Assistant Football $4,625 $5,335

Head Wrestling $6,200 $7,245
Assistant Wrestling $4,050 $5,015

Head Basketball $6,200 $7,245
Assistant Basketball $4,050 $5,015

Head Ice Hockey $6,200 $7,245
Assistant Ice Hockey $4,050 $5,015

Head Volleyball $5,900 $7,010
Assistant Volleyball $3,830 $4,695

Head Track $5,900 $7,010
Assistant Track $3,830 $4,695

Head Indoor Track $4,110 $5,375

Hear Golf $4,110 $5,375

Head Soccer $5,900 $7,010
Assistant Soccer $3,830 $4,695

Head Tennis $5,900 $7,010
Assistant Tennis $3,830 $4,695

Head Field Hockey $5,900 $7,010
Assistant Field Hockey $3,830 $4,695

Head Fencing $5,900 $7,010
Assistant Fencing $3,830 $4,695

Head Baseball $5,900 $7,010
Assistant Baseball $3,830 $4,695

Head Softball $5,900 $7,010
Assistant Softball $3,830 $4,695

Head Cheering-Fall $3,150 $3,900
Assistant Cheering-Fall $2,850 $3,200

Head Cheering -Winter $4,100 $4,900
Assistant Cheering-Winter $3,500 $3,900

Head Cross Country $4,550 $5,375

Head Weight Training $3,450 $4,165

Step 3 Step 4
Head Football $7,325 $8,475
Assistant Football $4,720 $5,410

Head Wrestling $6,310 $7,355
Assistant Wrestling $4,140 $5,095

Head Basketball $6,310 $7,355
Assistant Basketball $4,140 $5,095

Head Ice Hockey $6,310 $7,355
Assistant Ice Hockey $4,140 $5,095

Head Volleyball $6,010 $7,120
Assistant Volleyball $3,915 $4,775

Head Track $6,010 $7,120
Assistant Track $3,915 $4,775

Head Indoor Track $4,500 $5,500

Head Golf $4,500 $5,500

Head Soccer $6,010 $7,120
Assistant Soccer $3,915 $4,775

Head Tennis $6,010 $7,120
Assistant Tennis $3,915 $4,775

Head Field Hockey $6,010 $7,120
Assistant Field Hockey $3,915 $4,775

Head Fencing $6,010 $7,120
Assistant Fencing $3,915 $4,775

Head Baseball $6,010 $7,120
Assistant Baseball $3,915 $4,775

Head Softball $6,010 $7,120
Assistant Softball $3,915 $4,775

Head Cheering-Fall $3,250 $3,985
Assistant Cheering-Fall $2,850 $3,200

Head Cheering -Winter $4,200 $5,000
Assistant Cheering-Winter $3,500 $3,900

Head Cross Country $4,660 $5,485

Head Weight Training $3,540 $4,255

Qualifications:1. At least five years teaching experience in the area of responsibility.2. Demonstrated expertise within subject area as evidenced by evaluations.
3. Demonstrated knowledge of teaching strategies and instructional methodologies as evidenced by attending workshops, seminars and related professional development courses.
Supervising Responsibilities: None
Reports To:
Area Supervisor

b. Serve as a member of the textbook evaluation team and make final textbook recommendations to the area supervisor as directed by the evaluation team.

9. Budget a. Serve as a member of a budget team and make final recommendations for budgetary needs.10. Curriculum Development Projects: a. Assist staff in development of curriculum proposals for new courses. b. Help coordinate the curriculum revision process. c. Review all courses of study to ensure inclusion of core course content standards. d. Assist staff in the implementation of core content curriculum standards.

For the 1998-1999 contract year, teachers shall have a daily duty-free lunch period of forty-one (41) minutes, the exception is that lunch periods will be reduced proportionately when the schedule for the day is shortened.

For the 1998-1999 contract year, in addition to their lunch period, teachers shall have two daily preparation periods of forty-one (41) consecutive minutes each. The exception is that preparation time will be reduced proportionately when the schedule for the day is shortened.

When the administration deems it necessary to give a teaching assignment in lieu of a duty period, the following will apply:

(a) A teacher may volunteer for a teaching assignment in lieu of a duty period.

(b) If there is no volunteer, the administration shall assign the teaching assignment in lieu of a duty period when it is deemed necessary.

(c) No more than two (2) teachers per subject, with a maximum of sixteen (16), will be assigned a teaching period in lieu of a duty period.

(d) No teacher will be assigned a teaching period in lieu of a duty period for two consecutive years; however, they may volunteer for the same.

(e) The subjects noted in (c) above are defined as: Business, English, Fine Arts, World Language, Family and Consumer Sciences, Technology Education, Mathematics, Music, Physical Education and Health, Science, Social Studies, and Special Education.

Whenever possible, the administration will not assign a duty period to a teacher teaching more than 25 periods per week. Science lab teachers will be assigned duty periods under the guidelines set forth in C of this article.

For the 1998-1999 contract year, the administration will make every reasonable effort not to assign any teacher to a cafeteria supervision assignment more than once in any two (2) consecutive school years. Assignments will be made in consultation with a representative of the Association.

For the 1998-1999 contract year, monetary compensation shall be paid to any teacher who is asked to cover a class, or asked to accept an additional class into his own, in case of an emergency when a substitute cannot be obtained. Compensation shall be paid at the rate of $25.00 per period.

Teacher participation in regularly scheduled extra-curricular activities shall be compensated for at the rate set forth in the extra-curricular guide.

Each teacher shall be available for thirty (30) hours of non-paid extra-curricular activities or extra help during each school year. The hours shall be scheduled by the administration at the teacher's convenience.

For the 1998-1999 contract year, except in emergencies and as qualified elsewhere in this agreement, the in-school day for teachers covered by this agreement shall be seven hours and five minutes, inclusive of lunch and preparation time.

Teachers shall be required to meet outside the normal workday, without additional compensation, for up to thirty (30) meetings during each year of this contract. Meetings are defined as anytime when a teacher is asked to attend a workshop or any other after school activity called by the Superintendent, Principal, Vice Principal, or Area Supervisors.

The designated day for meetings shall be Monday, unless it is not a school day, in such instance, the meeting shall be Tuesday. In case more than one meeting is needed in a single week or a meeting is to be called on a day other than Monday (or Tuesday in the above mentioned case), this shall be deemed as an emergency situation. In the case of an emergency situation, the Superintendent or Principal may require this meeting after consulting about the emergency situation with the President of the Association. Such emergency meeting (s) shall be counted as one of the thirty (30) meetings per year contained herein.

These meetings shall begin no later than ten minutes after the student dismissal time and shall continue for no more than forty-five minutes, except in cases of emergency involving the health and safety of students and/or staff. If additional time is needed, students shall be dismissed early. The third Monday of each month shall be designated as the day for Association meetings. If it is not a school day, the meeting shall be on Tuesday.

Teachers may be required to attend one Back-To-School Night program and one additional evening program annually, the dates and times to be determined by the Superintendent and posted on an activities calendar. Any additional evening work shall be compensated at an hourly rate of 1/6 x 1/200 of annual base pay.

Part-time is defined as teaching fewer than five (5) teaching periods per day and/or fewer than twenty (20) teaching periods per week.

The total periods must be consecutive. At no time will a teacher be assigned work at the beginning and end of the day and be considered part-time. If the schedule warrants, a lunch must be assigned.

1. The salary of each part-time teacher covered by this agreement is set forth in schedule, “A” which is attached hereto and made a part thereof. It will be adjusted to a fractional salary as described in Article VIII, C, 2. The explanation of schedule “A” is described in Article X.

a) The denominator will equal five (5) plus actual preparation and duty periods assigned.

b) The numerator will equal the number of teaching periods plus duty and preparation periods worked in the day.

1. The Board shall provide full benefits under Article XXII to any part-time teacher whose salary fraction is 50% or greater.

1. Part-time teachers will receive full longevity compensation over and above their salary commencing with the teacher's eleventh (11th) year at Lakeland Regional High School. A teacher's salary shall be increased by the amount stated in the table for full time teachers. Said amounts shall become a part of a teacher's contract salary and shall continue for each successive year of employment at Lakeland Regional High School.