Coaches xiii

Advisors xv

References to male employees shall include female employees and vice versa.

References to “support staff members” in this Agreement refer to secretaries, bookkeepers, accounting clerks, attendance officers, clerk typists, and teacher aides.

Negotiations shall commence with a meeting at a mutually satisfactory place within fifteen (15) days after receipt of a proposal, unless the Board and the Association mutually agree to an extension of time.

The Board shall provide the Association with information in the possession of the Board which is required by the Association to carry out its duty to negotiate on behalf of the bargaining unit and to process grievances arising under this Agreement.

Modification – This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in Article 1 of this Agreement, with any organization other than the Association for the duration of this Agreement.

During the term of this Agreement, neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge of contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

The Board agrees to meet and discuss any areas that may become negotiable during the successor Agreement.

Grievance – A grievance is a claim by an employee or the Association based upon the interpretation, application or violation of this Agreement, policies or administrative decisions affecting terms and conditions of employment of bargaining unit members.

Aggrieved Person – An “aggrieved person” is the person or persons or the Association making the claim.

Party in Interest – A “party in interest” is the person or persons making the claim 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 claim.

Working Days – As in this Article means the days on which the grievant normally expects to work.

No reprisals of any kind shall be taken by the Board, its administrators, or the Association against any grievant or his representatives by reason of his participation in the grievance procedure.

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

Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with his/her immediate supervisor and having the grievance adjusted without the intervention of the Association.

Time Limits

The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however be extended by mutual agreement.
Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved person 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 considered an abandonment of the specific grievance.
Year-End Grievance. 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 beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.
Form of Grievance
All grievances under Steps 2, 3, and 4 shall be in writing, shall specify the section or article of the contract, the Board policy or the administrative decisions of a “grievance” under A.1 above, the date of the violation, and the relief sought.

A grievance to be considered under this procedure must be initiated by the grievant within twenty (20) working days from the time of its occurrence or the time when the aggrieved person became aware, or should have become aware of the alleged grievance.

Step 1: An employee shall discuss his grievance with his immediate supervisor in an attempt to resolve the matter informally. The supervisor shall attempt to adjust the matter and shall respond orally to the grievant within five (5) working days.

Step 2: If the grievance has not been settled through discussions with the immediate supervisor, the grievant shall present the grievance in writing under the provisions of D.1, D.2, and E.1 above to the Principal within ten (10) working days. The Principal shall communicate his decision in writing to the grievant within ten (10) working days after he received the written grievance.

Step 3: If the grievance is not settled to the resolution of the grievant at Step 2, the grievant may appeal the decision in writing to the Superintendent of Schools within ten (10) working days. The Superintendent shall respond in writing to the grievant within ten (10) working days.

Step 4: If the grievance is not resolved at Step 3, the grievant may request no later than ten (10) working days after receipt of the Superintendent’s decision, a review by the Board. The request shall be submitted in writing through the Superintendent, and the Board shall render a decision in writing within one (1) week after their next regularly scheduled meeting if the Superintendent has received the grievance no later than five (5) working days prior to the meeting.

Step 5: If the grievance is not resolved at Step 4, and if the grievance is based upon the express, written terms of this Agreement, the Association may proceed to arbitration under PERC rules. Such an application must be made to PERC within twenty (20) calendar days from the date when the Board made its decision under Step 4 or from the date when the Board should have made its decision.

The Arbitrator selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his decision not later than twenty (20) days from the date of the close of the hearings, or, if oral hearings have been waived, then from the date of the final statements and proofs on the issues are submitted to him. The Arbitrator’s decision shall be in writing and shall set forth his findings of fact, reasoning, and conclusions on the issues submitted. The Arbitrator, in his decision, shall be without the power or authorization to amend, modify, nullify, subtract or add to the provisions of this Agreement. His authority will be strictly limited to the issue or issues presented. The decision of the Arbitrator shall be submitted in writing to the Board and the Association and shall be binding.

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

Employee and Association – Any aggrieved person may be represented at all stages of the grievance procedure by himself, or at his option, by a representative(s) selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

Written Decisions – Decisions rendered at Step 2, 3, and 4 of the grievance procedure shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to all parties in interest and to the Association.

Separate Grievance File – 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 – Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and any other necessary documents shall be prepared jointly by the Superintendent and the Association.

Meetings and Hearings – 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.

Employees are required to carry out all administrative directives despite an alleged contract violation or the pendency of a grievance.

Work Rules – The Board may adopt and post or otherwise disseminate such rules and regulations as it may desire, provided that the same are not contrary to the specific provisions of this Agreement.

No Strike/No Lock Out

The Association covenants and agrees that during the term of this Agreement neither the Association nor any person acting in its behalf will cause, authorize, or support, nor will any of its members take part in any strike (i.e., the concerted failure to report for duty, or willful absence of any employee from his position, or stoppage of work or abstinence in whole or in part, from the full, faithful and proper performance of the employment), work stoppage, slowdown, walkout or other action against the school district. The Union agrees that such action would constitute a material breach of this Agreement.

The Association will actively discourage and will take whatever affirmative steps are necessary to prevent or terminate any strike, work stoppage, slowdown, walkout or other job action against the Board.

The School Board covenants and agrees that during the term of this Agreement, neither the Board nor any of its agents will cause, authorize or support the locking out of the employees in this bargaining unit.

Whenever an employee is required to appear before the Board of Education or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary of any increments pertaining thereto, then he/she shall be given prior written notice of the reason for such meeting or interview and shall be entitled to have a person of his/her own choosing present to advise and represent him/her during such meeting or interview.

Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health and safety.

Employees shall not be required to correct District and State mandated standardized tests.

No support staff member who has been continuously employed in the District in a unit position for three (3) years shall be disciplined, reduced in rank or reduced in compensation without just cause. Discipline shall be progressive, if warranted by the infraction. Disputes over this section are subject to the grievance procedure set forth in Article 3.

Any employee shall not be criticized in the present of a student, member of the public or other member of the District’s staff by any administrator.

Employees who are required to utilize their personal vehicles in the performance of school business shall be reimbursed for mileage at the current rate established by applicable State law.

Effective July 1, 2004, no employee, with the exception of Attendance Officer(s) shall be required to transport students either by vehicle or on foot to or from school or from sporting events or from building to building.

Custodial and Maintenance Staff

Shoes
The Board will reimburse each employee a maximum of $125 per year for work shoes for the duration of this contract. The shoes shall be purchased by the employee and the employee shall provide a sales slip indicating the date of purchase, complete description of the shoe/boot and the price paid. Each employee should purchase a quality work shoe/boot that will afford proper protection.

Work Jackets
The Board shall provide employees with two (2) work jackets. These jackets shall be purchased by the District with a maximum cost of $25 per jacket. Added to the regular distribution of jackets, all employees in custodial and maintenance shall receive one (1) winter jacket. The employee may choose to purchase a pair of coveralls and apply the cost of the winter jacket to the cost of the coveralls. There is a distribution of one (1) winter jacket every three (3) years. Replacements jackets will be provided when they are demonstrated to be no longer wearable due to damage or normal wear and tear.

Safety Glasses
The Board will provide all maintenance employees with safety glasses and will require that these glasses be worn at all times. The safety glasses may be either of the prescription or non-prescription type. Safety glasses will be replaced if prescription must be modified or if broken/damaged during the course of the workday, unless damage is due to carelessness.

T-Shirts
For each of the three years of this Agreement, the Board will provide each employee with summer t-shirts at Board expense.

Whenever representatives of the Association are mutually scheduled by the parties hereto to participate during working hours in conferences, meetings or in negotiations respecting the Collective Bargaining Agreement, they will suffer no loss in pay.

Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.

The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings. The Principal of the building in question shall be notified one (1) week in advance of the time and place of Association meetings which require the use of school facilities which are normally available to be used by other in-school or out-of-school groups. Notification can be waived by the Superintendent. The Principal of the building in question shall be notified in advance of the time and place of all other Association general membership meetings.

All orientation programs for new staff shall provide a time at the end of the compulsory part of the program where the Association officers will be introduced and will be permitted to conduct an Association orientation program.

The Association shall have the right to use school facilities and equipment, including typewriters, mimeographing machines, other duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the cost of all materials and supplies incident to such use.

The Association shall have the right to use the inter-school mail facilities and school mailboxes as it deems necessary and without the approval of the building Principal or other members of the administration. The Association shall notify the Superintendent in writing of the names of its officers (and one additional employee on each floor who shall have access to school mailboxes).

The Board will provide for a reasonable amount of bulletin board space for use by the Association. These bulletin boards will be located where employees covered by this contract frequent, with the exception of classrooms.

The Superintendent shall inform the Association of the names and job titles of all new unit employees. New employees shall be given information which allows them to meet on a voluntary basis with Association representatives.

Any unit member who attends the annual N.J.E.A. Convention may do so without loss of compensation pursuant to the terms of N.J.S.A. 18A:31.2.

The rights and privileges granted herein will be granted to the Association exclusively.

Board meeting agendas and minutes shall be made available to the Association President on the day before the regularly scheduled monthly Board meeting.

Determination of Fee

Prior to the beginning of each academic year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for the academic year.

Notification – Once during each academic year the Association will submit to the Board a list of those employees who have not become members of the Association for the then current academic year. The Board will deduct from the salaries of such employees, in accordance with 2. below.

Payroll Deduction Schedule – The Board will deduct the agency fee from the paychecks paid to each employee on the aforesaid list during the remainder of the academic year in question.

Termination of Employment – If any employee terminates his or her employment with the Board before the Association has received the full amount of the agency fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the academic year in question.

Employees who leave during the work year, whether they voluntarily pay dues or are agency fee payers, shall be treated identically with regard to the payment of dues/fees. Upon termination of employment, the disbursing officer shall deduct any remaining amount owed under the terms of statute for the current year.

Mechanics – The mechanics for the deduction of agency fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

New Employees – Representatives of the Association shall receive, upon request, a written list of names, job titles and dates of employment of any new employees.

The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.

Open Evaluations

All monitoring or observation of the work performance of an employee shall be conducted and with full knowledge of the employee. The use of eavesdropping, public address systems and similar surveillance devices shall be strictly prohibited.

Evaluation – “Evaluation” shall mean a written evaluation prepared by the member of the administrative or supervisory staff who observed the performance of an employee.

Annual Evaluation - “Annual evaluation” shall mean an annual, written summary of the performance of an employee and shall include all previous observations and evaluations for that year.

Employees shall be evaluated only by persons certificated by the New Jersey State Board of Examiners to supervise instruction.

An employee shall be given a copy of the district-approved evaluation form prepared by his/her evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the employee’s file, or otherwise acted upon without prior conference with the employee. No employee shall be required to sign a blank or incomplete evaluation form. A district-approved evaluation form shall be presented to an employee no later than five (5) working days following the observation. The employee shall sign a copy of the district-approved evaluation form, acknowledging its receipt, and return it to his/her evaluator no later than five (5) working days following its receipt by the employee.

All employee evaluations will be reduced to writing on the district employee evaluation report form. The employee may respond to the evaluation with a written response within fifteen (15) days of the post evaluation conference.

Any employee shall have the right to make a request in writing for one additional observation of his/her work for the purpose of personal improvement of performance.

File

An employee shall have the right, upon request, to review the contents of his/her personnel file and receive copies at his/her expense of any documents contained therein. An employee shall be entitled to have representative(s) of the Association accompany him/her during such review.

No material derogatory to an employee’s conduct, service, character, or personality or any material which could have an adverse effect on an employee’s status shall be placed in his/her personnel file unless the employee has had an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The failure of the employee to affix his or her signature to said material after review may not preclude that material from being placed into the employee’s file. The employee shall also have the right to submit a written answer to such material within ten (10) working days and his answer shall be reviewed by the Superintendent or his designee and attached to the file copy.

Except for personal references, and other similar documents used in the hiring process, the Board shall not establish any separate personnel file which is not available for the employee’s inspection.

Any evaluation of an employee upon termination of his/her employment shall be concluded prior to any recommendation for severance.

1. The workday for full–time teaching staff members shall be seven (7) hours and fifteen (15) minutes inclusive of a duty–free lunch of twenty–five (25) minutes. Work performed pursuant to "coaches' salaries" and “extracurricular honoraria" and assigned meetings shall not be computed within this time.

2. Commencing with July 1, 2012 the middle school shall utilize a seven (7) period per day instructional schedule. Effective July 1, 2012, the instructional period in the middle school facility shall be 47 minutes per period. No teacher shall be assigned more than three classes in a row, where administratively feasible. The terms and conditions of this subparagraph apply except during half–day schedules, early dismissals, and/or late arrivals.

3. Commencing with July 1, 2012 the high school shall utilize an 8 period rotational schedule in a six (6) period per day instructional schedule inclusive of an additional twenty–five (25) minute Duty/PLC period. Effective July 1, 2012, the instructional period in the high school facility shall be 53 minutes for 5 periods and one instructional period of 57 minutes. No teacher shall be assigned more than three classes in a row, where administratively feasible. For instructional continuity 8 shortened periods may be substituted for the 6 instructional periods defined in the schedule no more than 5 days in a year without Pinelands Education Association approval. The terms and conditions of this subparagraph apply except during half–day schedules, early dismissals, and/or late arrivals.

4. No teacher shall be required to have more than three preparations, where administratively feasible.

5. Traveling Teachers –Where administratively feasible, teachers who are assigned to more than one school shall begin their day in one school and travel to the other where they will end their day. No teacher shall be required to travel back and forth between schools. Traveling teachers must be allowed twenty–five minutes to travel which will be designated as their duty period. This time shall not encroach on either the teacher's lunch or unassigned period.

6. During each regular school day, full–time classroom teachers shall receive one (1) unassigned period in addition to the lunch period. If a teacher is required to teach six (6) periods in the high school facility in the same instructional day, the twenty–five (25) minute Duty/PLC period shall be unassigned during that instructional day.

7. Employees may be required to attend three (3) after–school meetings per month. One meeting shall not exceed one (1) hour and ten (10) minutes after departure of regular–run student buses and two (2) meetings not to exceed forty (40) minutes after departure of regular–run student buses.

8. A list of teachers who are willing to forfeit their unassigned period to do class coverages which occur during another teacher's absence shall be established by the building administrator in each building. If involuntary assignment is necessary, the administration shall rotate such assignment among teachers who have duty periods during the period when the coverage is required.

9. Effective July 1, 2012, a teacher who covers a class during his/her unassigned period or PLC period shall be compensated at the rate of $35.00 per period.

10. PLC periods are non–instructional periods that will not require supervision of students. Teachers may be assigned to parent conferences or administrative conferences during these periods. The purpose of PLC periods is for professional work and collaboration.

11. Effective July 1, 2012, non–grant, non–stipend afterschool activities will be compensated at $35.00 per hour.

12. At least seventy percent (70%) of classroom teachers shall be assigned no more than five (5) teaching periods. If administratively possible, this percentage will be higher.

13. Effective July 1, 2011, all employees teaching a sixth period in the junior high or high school shall be compensated as follows:

2011-2012	2012-2013	2013-2014
$1,000 per quarter	$1,050 per quarter	$1,100 per quarter

The administration shall make every reasonable effort to insure that sixth (6th) class teaching assignments are "rotated" between and among the teaching staff members of each department. While this may require adjustments to curricular teaching assignments, every reasonable effort will be made to insure that no teacher teaches a sixth (6th) class assignment more than two years in a row, if administratively feasible. The 2012–2013 school year shall serve as Year One for this determination. The above rates shall not be pro–rated, any sixth (6th) class assignment during a quarter year shall result in compensation at the above rate.

If a sixth period teaching day is required in the junior high or high school for scheduling purposes, the number of teaching assignments as described herein shall not exceed (4) in any one discipline.

14. A sixth (6th) class assignment shall be defined as a 6th instructional period or a 6th In-Class Support (ICS) period assignment or any combination.

15. Certified Instructional staff shall not perform as Teacher Aides for an assigned duty. If an emergency aide assignment occurs, it will be compensated at rate of $20.00 per period.

16. The term "classroom teachers" when used this article is defined to mean those unit members who are regularly assigned to instruct pupils. This term does not include guidance counselors, school nurses, library/media specialists or special services personnel.

17. Nothing in this subsection affects the assignment of duty periods to classroom teachers.

18. It is understood by the parties that any change from the language in the current scheduling approach may require redrafting of the language in this article. Both parties agree that a formal request to redraft must commence by March 1st of the respective school year and conclude with an agreement prior to May 15th of the same year. In event an agreement cannot be reached by the May 15th deadline, the current language shall be maintained or the language of the Agreement Between the Pinelands Regional Board of Education and the Pinelands Educational Association July 1, 2008 – June 30, 2011 as on file with the Public Employees Relation Commission shall be restored and replace this Article. Both the percentage of commitments and the average five (5) teaching period per full work day shall be maintained.

19. The administration will eliminate separate bus duty, hall duty and bathroom duty for all staff with a 6th Instructional period or ICS period assignment in the same day beginning with the 2012–2013 school year.

During the employee work year, the normal workday for full-time teacher aides shall be seven (7) hours or eight (8) hours inclusive of a duty-free lunch of twenty-five minutes.

B.1. shall not preclude the assignment of overtime work. Overtime shall be distributed as equitably as possible subject to the needs of the District all employees shall be expected to work a reasonable amount of overtime, when needed. Overtime compensation is defined as one and one-half (1 ½) times the straight time hourly rate which shall be paid to an employee for all hours s/he works in excess of forty (40) hours in any one (1) week.”
During the employee work year, full-time teacher aides shall receive a ten (10) minute break in the morning and a ten (10) minute break in the afternoon.

Between September 1 and June 30, the normal workday for full-time secretaries, clerk typists and accounting clerks, shall be eight (8) hours inclusive of a thirty (30) minute duty-free lunch period.

The provision of B.2. above shall apply to secretaries, clerk typists, and accounting clerks.
Between September 1 and June 30, full-time secretaries, clerk typists, and accounting clerks shall receive a ten (10) minute break in the morning and a ten (10) minute break in the afternoon.
Summer working hours shall begin the last week in June through August 24^th each year. The 12-month employees will work a four-day work week consisting of eight (8) hours each day, inclusive of a duty-free lunch period of thirty (30) minutes.


Definition of “Overtime” – Time and one-half (1½) at the rate of the employee’s regular rate of pay shall be paid when the employee’s hours exceed forty (40) hours in any calendar week or eight (8) hours in any day.

Employee contracts for individuals covered under this Agreement shall be limited to a period not to exceed one (1) calendar year commencing with the date of employment through the next ensuing June 30^th. Successor contracts shall stipulate July 1^st through June 30^th next ensuing.

The normal work week for an employee shall consist of five (5) consecutive days of eight (8) hours each, inclusive of lunch.
As a general rule, there shall be two (2) work shifts each day with a shift from 7:00 AM to 3:00 PM and a shift from 3:00 PM to 11:00 PM, Monday through Friday. Additionally, the Board reserves the right to assign custodians or maintenance staff to a Tuesday through Saturday shift which shall have shift hours of 3:00 PM to 11:00 PM Tuesday through Friday and Custodians 7:00 AM to 3:00 PM on Saturday or Maintenance 9:00 AM to 5:00 PM on Saturday.

Coffee Break – Ten (10) minutes per each half shift generally at mid-point but as scheduled by the supervisor.

Clean-Up Time – To return equipment and supplies. Not intended for personal hygiene unless inordinate job requirement. The decision for clean-up shall rest with the supervisor or foreman.
One and one-half (1½ ) times the straight time hourly rate shall be paid an employee for all hours s/he works in excess of forty (40) hours in any one week. Also, one and one-half (1½) times the straight time hourly rate shall be paid an employee for all hours s/he works in excess of eight (8) hours in any work day.
Any employee called from home (1) after completing his/her regular eight (8) hour work day, or (2) on an unscheduled work day shall be paid a minimum of four (4) hours at the rate of one and one-half (1½) times his/her straight time rate.


When overtime is required, not less than one (1) custodian shall be assigned, providing that a maintenance staff member or other district employee is present when overtime includes “evening” hours. Said person shall remain in the building until it has been secured and the custodian has completed an outside security check of the building.

Overtime shall be assigned by the Supervisor of Buildings & Grounds who will insure that the overtime assignment does not jeopardize the safety of the custodian or other non-district employees in the facility.


When administratively possible, the district will seek to have a maintenance person on every night.

Twelve (12) Month Non-Certified Personnel

The Board shall provide for ten (10) vacation days per annum through the first three (3) years of employment (July 1^st through June 30^th). These days may be applied as they accrue at the rate of one (1) day per month through and including ten (10) full days per year.

The application of vacation time as identified above commences on the first day of the month following the first full month of employment.
Beginning with the fourth (4^th) full year of employment, the Board shall provide fifteen (15) days vacation per annum which shall accrue at the rate of one and one-quarter (1¼) days per month.
After ten (10) years of employment, the Board shall provide twenty (20) days vacation per annum, which shall accrue at the rate of one and two-thirds (1 2/3) days per month.


Vacation time may be accumulated to a maximum of twenty (20) days above the continuing accrual and will only be entitled as a result of written authorization from the Superintendent.

The work year shall not exceed One-Hundred Eighty Four (184) days for employees except for new employees who may be required to attend an additional two (2) days for orientation. The school calendar shall reflect a half (½) work day for staff on the Wednesday before Thanksgiving Day and the day prior to the onset of the Winter Break, only when Christmas Day is a Wednesday, Thursday, or Friday and school is in session that week.

Provided that they appear in the annual school calendar, approved by the Board of Education as days when school is not in session for all employees, the following shall be considered as paid holidays: New Year’s Eve Day, New Year’s Day, Martin Luther King’s Birthday, President’s Day, Good Friday*, Memorial Day, Independence Day, Labor Day, Columbus Day, Election Day, Veteran’s Day, Thanksgiving Day, and Thanksgiving Friday, Christmas Eve or the day after Christmas, and Christmas Day.

* During the annual “spring vacation break”, each member of the Custodial Association shall be granted not more than one (1) additional day off.

Holidays falling on Saturday or Sunday will have either the previous Friday or the following Monday provided as days off. This provision is in effect only during times when school would not be in session.

Salaries for all staff for each year of this Agreement are set forth in the Appendixes. The attached guide for all staff, except all support staff, custodial and maintenance employees, shall represent salaries effective July 1, 2011 through June 30, 2014 and reflect 2.0%; 2.0%; 2.0% increases for the 2011-2012; 2012-2013; and 2013-2014 school years respectively.

Pay dates in A and B below will be whenever the normal salary check is distributed.

	Payment	Fall	Winter	Spring
A	1/3 stipend	September 30th	December 30th	March 30th
B	1/3 stipend	October 30th	January 30th	April 30th
C	1/3 stipend	Awards function	Awards function	Awards function

Custodial and Maintenance staff overtime is calculated at the rate of one and one-half (1½) times the Annual Contract Salary divided by 2080.

Foreman, Shift and Black Seal premiums shall be included in the overtime computations.
The following premiums will be compensated as follows:

Black Seal	$1,103
2nd Shift-Custodian	$1,416
2nd Shift-Maintenance	$1,224
Foreman	$2,753

A longevity increment of $500 will be paid to each teaching staff member who has fifteen (15) or more full years actually worked in public schools under teacher certification. No teacher shall begin to receive their payment after June 30, 1998.

District Longevity
There shall be a District longevity stipend for full-time teaching staff and support staff completing full years of service to the District by June 30 as follows:

4 Years 8 Years 12 Years

$225 $600 $1,000

Movement to or within District Longevity shall occur on July 1^st following attainment of the requisite time needed to qualify for longevity. Work in a year (July 1 through June 30) qualifies as a “year” for longevity purposes when the employee has worked or has on been on an approved paid leave of absence (under the terms of this contract) for one-half of the scheduled work days for the employee’s category plus one day during a year

Effective July 1, 2003, an additional annual longevity payment of $500 will be made to all eligible P.E.A. staff who have accrued 20 years or more of service with the school district. All other eligible P.E.A. staff shall receive this additional longevity payment at the commencement of their 21^st contract with the school district.
All staff (professional and support) hired after July 1, 1998 shall not be eligible for any longevity payments.


Custodial and Maintenance Longevity

Effective July 1, 1998, all newly employed Custodial and Maintenance members shall NOT be eligible for longevity payments. Additionally, current personnel will be eligible for accumulative longevity payments up to a maximum of $1,000 per year per the following schedule:

at 4^th consecutive school year contract - $100

at 7^th consecutive school year contract - $150

at 10^th consecutive school year contract - $200

at 13^th consecutive school year contract - $250

at 16^th consecutive school year contract - $300

An employee promoted to a position in a higher salary level shall be placed on the first step within the new level which shall result in at least an eight percent (8%) increase in salary over the employee’s current salary. If the employee is promoted to a position which requires more months during the work year or more hours during the work day, the employee’s current salary shall be calculated at the relevant higher proportionate rate of pay before the eight percent (8%) minimum calculation is made.

An employee who is assigned and assumes the duties of another employee who is absent for reasons other than vacation and who has not been replaced by a substitute shall recent Twenty-five Dollars ($25) per day for each day worked. This clause shall also be effective when an employee is assigned and carries out the duties of a vacant position.

Custodians replacing a foreman shall receive the appropriate foreman’s premium rate pro-rated on a diem basis.

A maintenance foreman replacing the Supervisor of Buildings & Grounds (due to absence and per direction of the Superintendent of Schools) shall receive an additional stipend equal to twenty percent (20%) of the Supervisor of Buildings & Grounds’ hourly rate.

Seniority is defined for purposes of this Article as an employee’s total length of continued service as an employee of the Board in the employee category specifically covered by this Agreement.

Each time a question as to seniority arises between two or more qualified employees having the same total length of continuous contractual service, those employees shall draw to determine seniority rank for the purpose in question.
In all cases of layoff, recall and vacation schedules, employees with the greatest amount of seniority shall be given preference. In the case of a layoff due to reduction in the number of employees, the last employee hired shall be the first employee to be laid off. The Custodial and/or Maintenance Foreman shall be excluded from this seniority rule.


The Board shall maintain an accurate up-to-date seniority roster showing the date on which each employee’s continuous contractual service began, his classification and pay rate, and a copy of same shall be made available to the Association representative.


The assignment of overtime duties will be offered to employees on the basis of rotation inasmuch as time frames will permit except for emergency situations.


Written job descriptions will be provided to employees. New positions or job titles must be negotiated.

The Board shall provide the President of the Association a copy of each vacancy. During the period between the last day of school and the first day of school, the copy shall be mailed to the Association President’s home address.

1. The provisions of the Sick Leave Bank will be dictated by N.J.S.A. 18A:30-10 and 11.

2. The sick leave days available to an employee from the Sick Leave Bank shall be days previously donated to the bank by the employees.

A six (6) person committee will administer the Sick Leave Bank. The Committee will consist of: three (3) Association representatives and three (3) Board representatives.
No days may be drawn from the Bank without authorization of the Committee.
The Committee will also establish standards and procedures for the operation of the Bank.
New unit employees hired on July 1, 1994 and later will have one less personal day available in their first year of employment (July 1 through June 30) under Article 15A.1.

7. Each September, the administration will advise the Association of the number of new staff hired in the district.

1. Employees must be eligible for and actually retire under the auspices of the T.P.A.F. and/or P.E.R.S. system.

2. In order to be eligible for said payment, the employee must give written notice of intention to retire by February 1st of the retiring year. Written notice after February 1st, payment for unused sick leave will be issued the following year. In cases of disability, certified for the purposes of retirement, the notice will be waived. The Board may waive the notice requirement in other cases at its own discretion. Such waiver or its denial is not grievable.

3. In order to be eligible for said payment, the unused sick leave days of a retiring employee (defined in 4. below) shall be at least sixty percent (60%) of the available accumulated sick leave days (defined in 5. and 6. below). Effective July 1, 2002, the minimum required available sick time will be reduced from sixty percent (60%) to fifty percent (50%).

4. “Unused sick leave days” is defined to mean a maximum of 180 sick leave days available to the employee at the time of retirement including converted unused personal leave days. Personal days converted to sick days will be counted only as remaining sick time, and will not be used in determining the total available sick time credited to the employee.

5. “Available accumulated sick leave days” is defined to mean all sick leave days credited upon initial employment and those credited to the employee annually under the terms of Article 14 A. and B.

6. Employee absences of ten (10) consecutive days or more which have been certified by a physician at the time of the absence will be credited toward the percentage as determined in 3. above, but such days will not be compensated.

7. For any employee who meets the terms of the above provisions the District shall make a non-elective employer contribution to the employee’s existing 403(b) for all unused sick leave days in an amount equal to the following per diem rates:

8. Upon the death of an employee who has, at the time of death, met the terms of G3. above, the Board shall make the payment to a designated beneficiary or to no more than two (2) designated beneficiaries in equal payments. Beneficiaries shall be the same as those listed to receive pension death benefits.

1. All employees shall be compensated at their full rate of pay for each day the employee’s presence in court is required by subpoena as a witness. This benefit shall not apply if the employee(s) is a party to an action if that action is instituted by the Board against said employee or by an employee(s) against the Board of its agents.

1. Effective May 21, 2010, in accordance with Chapter 2, P.L. 2, a full-time employee will be required to work a minimum of 25 hours per week to qualify for employer-provided health benefits.

2. Each such employee may also enroll his/her spouse and dependent child(ren), under the State Health Benefits Plan definition of that term, in the group health insurance coverage.

3. As of the beginning of each school year, the Board shall provide health care insurance protection covered by the New Jersey State Health Benefits Program. The Board’s maximum premium contribution toward insurance for those enrolled in single coverage shall be 100% of the single premium for the NJ Direct 10 plan. The Board’s maximum premium contribution at all other enrollment levels for the NJ Direct 10, NJ Direct 15, or HMO plans shall not exceed 100% of the NJ Direct 15 premium at the relevant enrollment level. Employee contributions over the Board maximum shall be made through equal deductions spread over all pay periods. Employees shall be required to make contributions to the costs of their health insurance in accordance with the provisions of current State law set forth in Chapter 78. Health benefits entitlements are subject to the regulations of the State Health Benefits Plan.

Effective July 1, 1996, there shall be an optical plan covering eligible employees and eligible family members. Effective May 21, 2010, in accordance with Chapter 2, P.L. 2, a full-time employee will be required to work a minimum of 25 hours per week to qualify for employer-provided health benefits. “Eligible family members” are those dependent family members as defined by the carrier’s rules. The Board’s maximum contribution toward any employee’s optical plan shall be $115.00 for each year of the Agreement.

1. All employees shall be provided, at Board expense, with a liability protection policy which will afford personal liability and legal expense protection for the employee in the amount of up to $100,000 per employee per year and to an aggregate of $1,000,000 per year as regards to actions to employee(s) in the course of their work.

2. The Board reserves the right to change carriers and shall endeavor to maintain a benefit level consistent with the above.

2. Under this clause, an employee may accept part-time employment and may substitute in the Pinelands Regional School District.

3. Employees may sub in other school districts. Employees wishing to sub in other school districts shall provide the Board with two phone numbers where they may be reached in the evening. The Board may call the employee before 11:00 p.m. of the evening preceding the next workday to inform the employee of the Pinelands substitute assignment. If no call is received by 11:00 p.m., the employee is free to substitute elsewhere.

a. The institution shall be a duly authorized institution of higher education as defined in section 3 of P.L. 1986, c. 87 (C. 18A:3-15.3);

b. The employee shall obtain approval from the Superintendent of Schools prior to enrollment in any course for which tuition assistance is sought. In the event that the Superintendent denies the approval, the employee may appeal the denial to the Board of Education.

c. The tuition assistance or additional compensation shall be provided only for a course or degree related to the employee’s current or future job responsibilities.

d. The deadline to request reimbursement for the first semester (summer and fall courses) shall be September 15th; and the deadline for second semester reimbursement shall be February 1st. An employee must gain a grade of “B” or better in a course. If the course is “Pass-Fail”, the employee must Pass. Reimbursement shall be made after the employee submits verifiable proof of completion of the course indicating the grade earned

C. Custodial and Maintenance Staff
The Board will agree to pay the tuition and cost of course texts/materials which could enhance an employee’s performance provided:

1. The course is approved by the Supervisor of Buildings & Grounds, and,
2. The course is taken at Pinelands Regional High School

1. Role of the Committee - The Committee, as established by the Department of Education’s regulations, shall be empowered to work in conjunction with the district superintendent, to assess in-service needs and professional development opportunities and to plan and implement professional development programs in accordance with the needs.

2. The Professional Development Committee shall establish its own rules and procedures. The Committee will develop the appropriate forms needed to conduct its business and meet its responsibilities to the district and individuals. Said forms will include, but not be limited to application forms, payment requests and maintenance of individual training hours.

3. Release time shall be provided for all members of the Local Professional Development Board to work on the professional development program and needs.

1. Professional Days - The Board will pay the full cost of tuition and other reasonable expenses incurred with any workshops, seminars, conferences, in-service training sessions, or other such sessions which a teacher attends as part of his/her continuing education plan and/or is required and/or requested to attend by the administration. Said expenses include, but are not limited to registration fees, transportation and materials.

2. In-Service Workshops, Conferences, Programs - The board may, at its discretion, consult with the Association on matters pertaining to in-service workshops, conferences, and programs designed to improve the quality of instruction within the school district.

3. In any given year, the Board will provide 15 to 20 hours of in-service professional development experiences that will assist the teacher in attaining the required 100 hours of continuing education.

4. In-Service programs shall be conducted during the teacher workday and work year when teacher attendance is required.

5. All certified staff will have the opportunity to complete the in-district professional development workshops. Credit toward the 100-hour requirement will be awarded for seminars/workshops that are approved by the superintendent in consultation with the local professional development board. To receive credit the staff member must satisfactorily complete the seminar/workshop.

6. Staff members who are serving as instructors for in-service seminars/ workshops will receive a $30.00 per hour stipend for the presentation as well as clock hours credited towards the 100-hour requirement. Staff member preparation time for each workshop will be included in the $30.00 stipend. The teacher or presenter of the same or similar course or workshop shall count only once in a five-year cycle.

7. Hours toward professional development requirements will be awarded as per state statute.

1. All vacancies for mentoring positions shall be posted as early as the district is ware of its needs. The posting shall include the qualifications for the positions.

2. No employee shall be assigned to serve as a mentor if there are qualified volunteers available. If an employee is involuntarily assigned to a mentoring position, said employee shall not be involuntarily assigned again until all other qualified employees have been assigned.

3. No teacher shall serve as a mentor unless tenured by the district.

4. No teacher shall serve as a mentor to more than one (1) provisional/alternate route teacher simultaneously.

5. The Board shall provide training for all teachers who serve as mentors before the start of their assignments. Whenever possible, such training shall be scheduled during the regular work day. If training is scheduled for hours outside the regular work day, the teacher shall be compensated at $23.00 per hour. The district shall pay all costs connected with said training, including travel to any out-of-district training site, meals, lodging and miscellaneous fees.

6. The administration will make every effort to insure that mentors and provisional teachers are assigned a common UCP in addition to a five class per day teaching schedule.

7. Any mentoring stipend provided by the State will be given to the mentor teacher. The mentoring fee of $550.00 for traditional route candidates and $1,000 for alternate route candidates will be deducted from the provisional teacher’s paycheck and given to the mentor teacher at the end of the mentoring period.

8. The Board will reimburse the provisional teacher the appropriate mentoring fee he/she paid to mentor teacher upon his/her attainment of tenure in the district.

1. If by Association, to Board at:

Pinelands Regional Board of Education
P.O. Box 248
Little Egg Harbor Township, NJ 08087

PINELANDS REGIONAL BOARD OF EDUCATION		PINELANDS EDUCATION ASSOCIATION
President		President
Secretary		Secretary