COLLECTIVE NEGOTIATIONS AGREEMENT

BETWEEN

THE BOARD OF EDUCATION OF THE BOROUGH OF HADDONFIELD

AND

THE HADDONFIELD ADMINISTRATORS AND SUPERVISORS ASSOCIATION

2021 - 2025

HYPERLINK \l "_30j0zll" \h ARTICLE 1 – PREAMBLE and DURATION OF AGREEMENT 3

HYPERLINK \l "_1fob9te" \h ARTICLE 2 – RECOGNITION 3

HYPERLINK \l "_3znysh7" \h ARTICLE 3 – RIGHTS AND RESPONSIBILITIES OF THE BOARD 4

HYPERLINK \l "_2et92p0" \h ARTICLE 4 – NOTICE 4

HYPERLINK \l "_tyjcwt" \h ARTICLE 5 – NONDISCRIMINATION 5

HYPERLINK \l "_3dy6vkm" \h ARTICLE 6 – ADMINISTRATOR RIGHTS 5

HYPERLINK \l "_1t3h5sf" \h ARTICLE 7 – SAVINGS CLAUSE 5

HYPERLINK \l "_4d34og8" \h ARTICLE 8 – ASSOCIATION RIGHTS AND PRIVILEGES 5

HYPERLINK \l "_2s8eyo1" \h ARTICLE 9 – GRIEVANCE PROCEDURE 6

HYPERLINK \l "_17dp8vu" \h ARTICLE 10 – ASSIGNMENT AND TRANSFERS 8

HYPERLINK \l "_3rdcrjn" \h ARTICLE 11 – EVALUATIONS & PERSONNEL FILE 8

HYPERLINK \l "_26in1rg" \h ARTICLE 12 – PROFESSIONAL DEVELOPMENT 9

HYPERLINK \l "_lnxbz9" \h ARTICLE 13 – SICK LEAVE 10

HYPERLINK \l "_35nkun2" \h ARTICLE 14 – VACATION LEAVE 10

HYPERLINK \l "_1ksv4uv" \h ARTICLE 15 – LEAVES OF ABSENCE 10

HYPERLINK \l "_2jxsxqh" \h ARTICLE 16 – COMPENSATION & FRINGE BENEFITS 13

HYPERLINK \l "_z337ya" \h ARTICLE 17 – MEDICAL INSURANCE 15

HYPERLINK \l "_3j2qqm3" \h ARTICLE 18 – HYPERLINK \l "_3j2qqm3" \h WORK YEAR/WORK HOURS HYPERLINK \l "_3j2qqm3" \h 17

HYPERLINK \l "_1y810tw" \h ARTICLE 19 – HYPERLINK \l "_1y810tw" \h RESIGNATION & TERMINATION NOTICE HYPERLINK \l "_1y810tw" \h 17

HYPERLINK \l "_1y810tw" \h ARTICLE 20 – DURATION OF THE AGREEMENT 17

Human Resource Specialist
Payroll Specialist
Assistant Business Administrator
Business Administrator;

All other personnel of the Board not specifically included above, including employees represented
by other negotiations units.

1. Take whatever actions may be necessary to carry out the mission of the District.
2. Determine the methods, means, and personnel by which such operations are conducted.
3. Maintain the efficiency of the District operations entrusted to them.
4. Direct employees of the District.
5. Hire, promote, transfer, assign, and retain employees in positions within the District.
6. Relieve employees from duties because of incompetency or for other legitimate reasons.
7. Suspend, demote, discharge or take other disciplinary action against employees.
8. Exercise all of its rights regarding nonrenewal of non-tenured employees to the fullest extent permitted by law, any provisions in this Agreement to the contrary notwithstanding.
9. Unless otherwise prohibited by state or federal law or regulation, any powers and authority not specifically referenced herein shall solely reside with the Board.

The purpose of this procedure is to secure at the lowest possible level equitable solutions
to problems that may arise affecting Administrators. Both Parties agree that proceedings
will be kept informal and confidential at every level of the procedure. This procedure is meant
to be the sole and exclusive remedy for resolving disputes between the Parties.

Nothing herein contained shall be construed as limiting the right of any Administrator
having a grievance, to discuss the matter informally with any appropriate member of the
central administration, and having the grievance adjusted without intervention of the
Association, provided the adjustment is not inconsistent with the terms of this Agreement
and that the Association has been given the opportunity to be present at such adjustment
and to state its views.

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered a maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall be deemed a rejection of the grievance and permit the aggrieved Administrator to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
3. To the extent applicable, in the event a grievance is filed that cannot be processed through all steps of 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, the time limits set forth shall be reduced as much as practicable, so that the grievance procedure may be completed by the end of the school year.

2. Level Two:

1. No Administrator will be disciplined, reprimanded, or reduced in compensation without just cause.

2. All documents, communications, and records dealing with the grievance will be filed in a separate grievance file, and will not be kept in the personnel file of any of the participants. This does not include any discipline imposed against an Administrator.

3. No reprisals of any kind will be taken by the Board, or by any member of the central administration, against any party of interest, any representative, any member or the Association, or any other participant in the grievance procedure by reason of such participation.

4. Grievance meetings will be held without causing loss of pay to the Administrators.

5. Decisions rendered in the grievance procedure shall be in writing setting forth the decisions and the reasons for the decision and shall be provided to the grievant and the Association.

6. Any aggrieved person may be represented at all levels of the grievance procedure, at the grievant’ s option, by a representative Association member selected or approved by the Association.

2. Except in the case of an emergency, an Administrator being transferred involuntarily will have, at the Administrator’s request, the right to a conference with the Superintendent or designee, prior to the effective date of the transfer, if practicable.

1. All evaluations shall be in accordance with applicable law.

2. All monitoring or observation of the work performance of an Administrator shall be conducted openly and with full knowledge of the Administrator. The use of eavesdropping, public address, audio systems and similar surveillance devices shall be strictly prohibited for the purpose of Administrator evaluations only as described in this Article.

3. Administrators shall be given a copy of any evaluation report prepared by evaluators at least one (1) day in advance, when possible, or any conference to discuss said report. No such report shall be submitted to the central office, placed in the Administrator’s file or otherwise acted upon without prior conference with the Administrator. No Administrators shall be required to sign a blank or incomplete evaluation form.

1. Administrators shall have the right, after giving reasonable notice, to review the contents of their personnel file in the presence of the Superintendent and/or designee, and to receive copies of any documents contained therein. An Administrator shall be entitled to have a representative of the Association accompany him during such review. At least once every three (3) years, an Administrator shall have the right to indicate those documents he believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or his designee and if, in fact, the Superintendent agrees that they are obsolete or otherwise inappropriate to retain and the Board so authorizes (as per Board policy), they shall be destroyed. Disputes regarding this subsection will be subject to the grievance procedure.

2. No material derogatory to an Administrator’s conduct, service, character or personality shall be placed in his personnel file unless the Administrator has had an opportunity to review the material. The Administrator shall acknowledge that he has had the opportunity to review such materials by affixing his signature to the copy to be filed with the express understanding that such signature in so way indicates agreement with the contents thereof. The Administrator shall also have the right to submit a written answer to such material and his answer shall be received by the Superintendent or designee and attached to the file copy.

1. Conventions and meetings for professional development and improvement, with prior approval of the Superintendent, $2,500 for each Administrator up to a maximum of 12,000 for the unit.

2. Dues for membership in any two professional organizations related to the Administrator’s present position not to exceed $1,250 per year per unit member.

1. In order to encourage Administrators to pursue academic improvement, the Board agrees to provide reimbursement of tuition at a fully accredited academic institution to members of the Association at an amount not to exceed an individual total of $5,000.00 per academic school year (July 1 through June 30) up to a total maximum of $15,000 for the entire unit, so long as the Administrator is enrolled and matriculated in a graduate program at a duly accredited institution of higher education, as required by N.J.S.A. 18A:8-8.5. In order to be eligible for reimbursement, the written approval of the Superintendent must be obtained in advance of enrollment in any course, the course/graduate level program taken must be related to the Administrator’s current or future job responsibilities, and the Administrator must receive a grade of a “B” or better in each course for which reimbursement is sought. An official transcript bearing the institution of higher education’s seal, and a receipt of the amount to be paid, along with a voucher, must be submitted to the Superintendent for payment. Denials of approval may be appealed to the Board and the decision of the Board shall be final and binding.

2. All tuition reimbursements shall be consistent with applicable statutory and regulatory requirements.

1. Up to a total of three (3) days leave per contract year will be granted for personal business. Personal days unused as of the end of the work day on June 30 will, at the Administrator’s option, be credited either as sick leave days or paid out at a rate of $60 per day. However, the conversion of personal leave to sick leave remains subject to N.J.S.A. 18A:30.1 et. seq. limitation of carrying over no more than fifteen (15) sick days per year.

2. Personal leave shall be limited to legal, family or personal matters which necessitate the Administrator’s absence. If the Personal leave request would extend a scheduled school holiday or break, each day will be charged as two days. The Superintendent may, in his/her discretion, grant a waiver from the “two days for one day” provision.

3. Application for approval of leave of absence will usually be made five (5) days in advance by the Administrator to the Superintendent or designee. In an emergency, a personal day application may be completed upon return to work. The Board will permit days for absence for personal business to be taken without describing the details of the reason, but with requirements to complete the “Request for Temporary Leave” form.

1. In the event of a death of an Administrator’s spouse or child, up to ten (10) paid days of leave of absence will be granted.

2. In the event of the death of an Administrator’s immediate family member other than a spouse or child the Administrator will be allowed a leave of absence of five (5) paid days. One (1) day a year will be granted in the event of the death of an Administrator’s friend or relative outside the Administrator’s immediate family as defined below.

3. “Immediate Family” shall include spouse, partner, child, grandchild, father, mother, father-in-law, mother-in-law, stepfather, stepmother, daughter-in-law, son-in-law, brother, sister, brother-in-law, sister-in-law, grandparent of Administrator or spouse, or any member of the Administrator’s immediate household excluding roommates.

4. Any request for extension of the leave of absence will be considered by the Superintendent of Schools considering the circumstances.

1. An Administrator who becomes disabled due to injury, illness, childbirth, or pregnancy will notify the Superintendent as soon as practicable after the reason for the disability becomes known, and report the period of time it is estimated that the Administrator will be unable to perform his/her duties due to the disability.
2. The Board may request that an Administrator on disability leave provide the Board with medical certification from the Administrator’s treating physician. Also, if the Board elects, it may ask the Administrator to be examined by a physician of his/her choosing.
3. Whenever possible, the Board will be notified at least six (6) weeks prior to the commencement of the leave and will be informed of the date of return to active status.
4. All leaves of absence due to disability (injury, illness, pregnancy, childbirth) will conform to the requirements of current state and federal statutes.

1. The Administrator will make a written application for leave, stating the date on which the leave is to begin and the estimated date on which leave is to terminate.
2. Unpaid leaves of absence will conform to the requirements of current state and federal statutes.
3. When a leave has been granted, the Board cannot guarantee upon return to work that the Administrator will be assigned to the same building, class, room, or grade the Administrator was assigned before the leave.
4. Unused accumulated sick leave and personal days will be restored to the Administrator upon return from leave of absence. Sick/personal days, continuous service credit for tenure, and other purposes will not accrue during leave of absence.
5. The Board will not be required to continue the leave of absence of the non-tenured Administrator beyond the school year for which he/she was hired, or to offer tenure, or a new contract to a non-tenured Administrator.

1. To the extent required by law, military leave without pay will be granted to any Administrator who is inducted or enlists in any branch of the armed forces of the U.S.A. for the period of said induction or initial enlistment. All rights and benefits accrued will be protected under the N.J. Statutes 18A:6-33 and 18A:29-11. These laws are titled “Tenure, Pension and Other Employment Rights in Military and Naval Services.” (N.J.S.A. 18A:29-11).

2. To the extent required by law, any Administrator who is a member of the organized State Militia will be entitled to a leave of absence not to exceed ninety (90) days per year. An Administrator will not suffer loss of pay or seniority during the time in which he/she is engaged in militia duty ordered by the Governor of the State of New Jersey.

1. An Administrator with fewer than four (4) years of working experience in the District will be granted a child-rearing leave, without pay, in accordance with applicable law and for the remainder of the current school year in which the child is born or adopted if the leave exceeds the leave provided for by applicable law.

2. An Administrator with more than four (4) years of consecutive experience in the District will be granted a child-rearing leave, without pay, in accordance with applicable law and for the remainder of the current school year in which the child is born or adopted, and may request up to one (1) additional school year immediately thereafter. The Administrator must indicate the length of leave when the initial request is made. An Administrator’s return to work will be decided in accordance with the parameters of applicable law, including, but not limited to the Family Medical Leave Act and the New Jersey Family Leave Act. An earlier return will be allowed at the discretion of the Superintendent.

3. Nothing in the above language, Section H-2, will prevent an Administrator with more than four (4) years of consecutive experience, and the Board agreeing that the Administrator may return on other than the beginning of the school year.

4. In order to receive such a leave under Sections H-1 or H-2 above, the Administrator must apply in writing at least ninety (90) days before its commencement. In the case of adoption, since the date of custody cannot be predicted in all cases, notice will be given in writing at least ninety (90) days prior to the anticipated date of custody, if possible, and if not, as soon as practicable.

5. No Administrator on child-rearing leave will, on the basis of the leave, be denied the opportunity to substitute in the District in his or her area of certification or competence.

1. Payment for unused sick days will be made within 60 days of the date of retirement according to the following schedule:

2. Retirement is defined as terminating employment and applying for monthly pension payments from T.P.A.F. or P.E.R.S. when applicable.

3. Upon the death of the Administrator, all accumulated sick and personal day revenue will go the estate of the deceased.

4. Payment for unused sick leave will be capped at $15,000.

5. Retiring Administrators will receive payment for unused sick leave no later than 60 days after their effective date of retirement.

In addition, the Board will provide a high deductible health plan option. In the event that the employee chooses the high deductible plan, the Board will reimburse the employee half (1/2) of the deductible amount.

1. The Board’s annual contribution will be Six Hundred Dollars ($600) per Administrator to be used in accordance with the terms of Section 125 Cafeteria Plan. The Board will pay all administrative costs associated with setting up and managing the plan and each Administrator’s FSA.

2. Any monies in the District’s flexible spending account which remain at the end of the plan year will revert in their entirety to the district.

3. The Parties agree that if a statute or regulation prohibits the Board from contributing more than Five Hundred Dollars ($500) to eligible Administrators’ flexible spending accounts, then the contractual amount for the FSA will be ($500) and the Board will pay each eligible Administrator a $100 off-guide payment. If administrators choose the high deductible plan, they will not be eligible for the flexible spending account contribution from the Board.

1. Administrators who certify and provide proof that they have duplicate health coverage will have the option to withdraw from coverage provided by the Board, and be entitled to a taxable cash payment according to the chart below. This cash payment will be in the form of a stipend payable on the last day of the yearly benefit period or on a prorated basis at termination of employment. Administrators will have the option of applying any or all of the money to their individual Flexible Benefits Spending Account. In accordance with IRS rules, this election must be made at the beginning of the plan year during the annual open enrollment period.

2. Administrators who have a change in status described by the plan as a qualifying life event (e.g., marriage or divorce of a covered Administrator, birth or adoption of a covered Administrator’s child, death of a spouse or child of a covered Administrator, or loss of group insurance by a covered Administrator’s spouse) will be entitled to reenroll in the health plan during the plan year, provided the Administrator gives the Board notice of change in status within 30 days of the change. Otherwise, all elections for the cash option will be in effect for the entire twelve (12) month benefit period. A return to the benefits plan for reasons other than one of the detailed status changes is subject to the terms and conditions of the plan’s carrier.

3. Any Administrator who elects to change his/her health plan status as indicated herein will be paid as follows:

CURRENT		CHANGE	INCENTIVE
Husband/Wife	to	Single	$1,000
Family	to	Parent/Child	$1,200
Family	to	Husband/Wife	$1,000
Family	to	Single	$2,000
Parent/Child	to	Single	$1,000
Husband/Wife	to	None	$2,000
Parent/Child	to	None	$1,800
Family	to	None	$2,500
Single	to	None	$1,000

The Parties will create a mutually agreed upon meeting schedule commencing within 60 days of the ratification of this agreement. The Parties further agree that the committee shall make written recommendations to the Board and the Association regarding possible future health benefit changes.

A. Administrators will follow the same work calendar as the teaching staff during the
school year, but not the same work day as teachers.

Administrator may be required to work in the summer. Summer hours are at the sole discretion of the Superintendent. In the event that the Superintendent provides for summer hours for Administrators, the Superintendent will determine the summer hours and notify the Association no later than April 1^st.

hours or work days and they are expected to meet their professional responsibilities to perform their job duties, which may require work beyond their normal work hours or work days to meet their professional responsibilities.