Teachers
Nurses
Guidance Counselors
Media Specialists
Social Workers
Learning Disabilities/Teacher Consultants
Psychologists
Secretaries
Office Assistants
Teacher Assistants
Occupational Therapist
Certified Occupational Therapist Assistant (COTA)
Program Coordinator
Speech Language Specialists
Physical Therapist

Educational Interperter for the Deaf

The term "supervisory employee" is defined as meaning an employee having the power to hire, evaluate, discharge, discipline or effectively recommend the same.

All other individuals employed by the Board not specifically enumerated above are excluded from the negotiations unit.

It is agreed that the following individuals employed by the Board are excluded from this unit: Administrative assistants, secretaries, clerks and other support personnel who work in the offices of the Superintendent, Assistant Superintendent, Business Administrator or Human Resources.

The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J.S.A. 34:13A-5.1, et. seq. in a good faith effort to reach agreement on all matters concerning the terms and conditions of employment for all personnel in the negotiations unit for whom the Association is authorized to negotiate in accordance with Article I, "Recognition", of this Agreement. The Board may request proof of such authorization. Any Agreement so negotiated shall be applicable to the aforementioned personnel, shall be reduced to writing, and when adopted by appropriate resolution of the Board, shall be signed by the Board and the Association. The signature of the Association on the contract shall be pursuant to authorization received from the membership. The Association shall advise the Board in writing that the membership has approved the tentative Agreement reached between the parties and that the Association is prepared to execute an Agreement. Thereafter, the Board shall advise the Association in writing that the Board has approved the tentative Agreement and is prepared to execute an Agreement.

The Association shall submit its total contract proposals in writing to the Superintendent of Schools and the Board by December 1st of the calendar year preceding the calendar year in which this Agreement expires, and such submission of proposals shall constitute the opening of formal negotiations. In the event such proposals are not received by the Superintendent of Schools and Board of Education by December 1st, the then current Agreement shall continue in full force and effect for the ensuing school year. No later than sixty (60) days from the time the Association's proposal is received by the Board, the first negotiation meeting will be held. This may be changed by mutual consent of the two parties.

The Board reserves the right to present a total proposal of its own as well as counter proposals to those presented by the Association. Such proposals shall be presented to the Association in writing no later than January 15th .

All meetings between the parties for the purpose of negotiations shall be scheduled to take place when the members of the bargaining team are free from assigned duties.

The Association and the Board may be represented by persons of their own choosing. However, the size of each bargaining team shall not exceed nine (9) at any meeting. To ensure continuity and a speedy resolution to negotiations, both parties agree to endeavor to keep the same members of the bargaining team throughout negotiations.

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 Association and its representatives shall have the right to use the school buildings at reasonable times during non-school hours for membership meetings with no denial of reasonable requests. The Association will file a facility use request with the Board Office should they wish to use the school buildings for any Association meetings. The Association shall assume the additional cost for custodians or other school personnel who are required to remain longer due to the use of the building by the Association or its representatives.

The Association shall have the right, with the permission of the School Superintendent or his/her designee, to use school equipment on the site; including typewriters, computers, duplicating equipment, calculating machines, and audio-visual equipment at reasonable times when such equipment is not in use. The Association shall provide all materials and supplies incidental to such use. Permission will be granted for the use of all equipment provided a person trained and experienced in the use and operation of such equipment is in attendance. The Association shall be responsible for any damage resulting from the use of any equipment by the Association or its representatives.

Except for the Board and Administration, the Association shall have the exclusive right in each building for the use of a bulletin board in faculty lounges, plus the use of inter-office mail and mailboxes. Copies of all Association materials to be posted on such bulletin boards shall be signed and dated by the person who posts the material.

The Association shall be responsible for acquainting its members with the provisions of this Agreement and shall be responsible for advising its members of any violation of the provisions of this Agreement when recognized during the life of this Agreement.

It is the responsibility of the Association, its members and its representatives, to carry out administrative directions regarding Board policies and administrative regulations, subject to the understanding that the grievance procedure shall be available under the terms specified in Article VI, if it is felt that any such directive or policy is in conflict with the express terms of this Agreement. Neither the Association nor its representatives shall assume Board, administrative or supervisory authority.

The Association shall have the right to speak to the membership at the conclusion of the in-service program conducted in each building prior to the opening of school. Non-members may be excused following the session conducted by the Principal.

The Association may appoint one teaching staff member from the middle school staff to serve as a liaison between the Administration and the Association. Three 45 minute periods within a six day cycle will be scheduled by the principal for the Association designate. The designate will be free from homeroom duties and will be excused from team planning period on an as needed basis. The Association will designate this individual by June 1 of the preceding school year.
The F.T.E.A. president shall be assigned office or classroom space to be used to conduct association business.

Every attempt shall be made to enable the FTEA President to use his/her assigned classroom as office space and to not assign other teachers and activities to this classroom. If necessary and the classroom is not available, consistent, designated office space shall be established for the FTEA President to conduct business within the building.

Whenever any employee is required to appear before the Superintendent, Board or any committee concerning termination of employment or salary, then he/she shall be given prior written notice of the reasons for such meeting or interview. The employee shall, at his/her option, be entitled to have a representative of the Association present to advise him/her and to represent him/her at all meetings including instances when the employee is required to appear before the Board.

There shall be no discrimination, interference, restraint or coercion by the Board or any of its agents or representatives against any of the employees covered under this Agreement because of their membership or non-membership in the Association or because of any lawful activities by such employees on behalf of the Association. The Association, its members and agents shall not discriminate against, interfere with, restrain or coerce any employees covered under this Agreement who are not members of the Association and shall not solicit membership in the Association or payment of dues during normal school hours.

The teacher shall have the responsibility of determining grades and other evaluations of students within the guidelines of grading policies of the Freehold Township School District. No grade or evaluation shall be changed without consultation with the teacher.

Any criticism by a supervisor, administrator, or Board member of an employee shall be made in confidence to the individual and not in the presence of others. Any criticism by an employee of a fellow employee, supervisor, administrator, or Board member shall be made in confidence to the individual and not in the presence of others.

Employee-employer dialogue shall be conducted in a professional manner at all times by both parties.

When a complaint regarding a staff member is received, these procedures will be followed:

If the administrator feels the complaint may have substance, the staff member must receive a copy of the complaint. If an investigation determines that the complaint is warranted, both the complaint and the administrator's report shall be placed in the employee's file. The employee shall receive a copy of the report and shall be entitled to attach a response.

If the administrator does not feel the complaint warrants investigation, but chooses to place a copy of the complaint in the administrator's correspondence file, the employee shall be notified and given the option of reading the complaint. No record of the complaint shall be placed in the employee's file.

An employee summoned to an administrator's office must be informed in advance of the reason for the meeting. Whenever an employee asks to meet with a supervisor/administrator and chooses to be represented, the supervisor/administrator shall be informed in advance of the nature of the meeting.

It is the intent of the Board to provide an air-conditioned lounge in all school buildings whenever practicable.

The exercise of the powers, rights, authority, duties and responsibilities of the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms hereof in conformance with the Constitution and laws of New Jersey and the United States.

Nothing contained herein shall be construed to deny or restrict the Board of its rights, responsibilities and authority under R.S. 18:A, School Laws of New Jersey, or any other national, state, county, district or local laws or regulations as they pertain to education.

The term "grievance" as used herein means any controversy arising over the interpretation, application or violation of this Agreement and of those policies, agreements or administrative decisions which affect the terms and conditions of employment of employees covered under this Agreement and may be raised by an individual, a group of individuals, the Association at the request of, or on behalf of, an individual or group of individuals, or the Board.

The term "grievance" and the procedure relative thereto, shall not be deemed applicable in the following instances:


The failure or refusal of the Board to renew a contract of a non-tenured employee

In matters where a method of review is prescribed by law, or any rule, regulation or bylaw of the State Commissioner of Education or the State Board of Education

In matters involving the sole and unlimited discretion of the Board


The term "employee" shall mean any regularly employed individual covered in Article I, "Recognition".

The term "representative" shall include any organization, agency or person authorized or designated by any employee or any group of employees, or by the Board to act on its or their behalf and to represent it or them.

The term "immediate" supervisor shall mean the person to whom the aggrieved employee is directly responsible under the Table of Organization prevailing in this School District.

The term "party" means an aggrieved employee, his/her immediate supervisor, the school Principal or any staff member below the Superintendent who may be affected by the determination of the Superintendent in connection with the procedure herein established.

It is understood and agreed that both the Board and the Association have the right to utilize all provisions of this Article and that grievances may be processed either by the employee who has been aggrieved or by the Board or the Association.

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting terms and conditions of employment under this Agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the grievance procedure.

Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with the appropriate member of the Administration and having the grievance adjusted without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given notice of such adjustment.

An aggrieved employee shall institute action under the provisions hereto within thirty (30) days of the occurrence complained of or within thirty (30) days after he/she would reasonably be expected to know of its occurrence. Failure to act within said thirty (30) day period, shall be deemed to constitute abandonment of the grievance.

An employee processing a grievance shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal.

In the presentation of a grievance, the employee shall have the right to present his/her own appeal or to designate a representative or representatives to appear with him/her at any level in the process. A minority organization shall not have the right to present or process a grievance.

Whenever the employee appears with a representative, the Board shall have the right to designate a representative or representatives to participate at any stage of the grievance procedure.

Level one: The grievant shall first discuss his/her grievance with the appropriate principal or immediate supervisor, either directly or through the Associations’s designated representative, with the objective of resolving the matter. At this meeting the grievant must inform the principal or supervisor in writing that this conference may be the first step of the grievance procedure. Where the immediate supervisor is below the position of principal, the principal shall be notified and shall have the right to be present in said hearing. The immediate supervisor or principal shall render a decision to the grievance verbally or in writing within ten (10) days.

Level two: If the grievance is not resolved to the grievant’s satisfaction, or if no decision has been rendered within ten (10) days of the level one conference, and the grievant wishes to pursue the matter further, the grievance shall be reduced to writing and presented to the Superintendent of Schools. Within twenty (20) days from the receipt of the written grievance, the Superintendent shall hold a hearing at which all parties of interest shall have the right to be heard. Within fifteen (15) days of said hearing the Superintendent shall in writing advise the employee and his/her representative, if there be one, and the Association, of his/her determination and shall forward a copy of a said determination to the school principal and to the immediate supervisor of the aggrieved employee.

Level Three: If the grievant is not satisfied with the disposition of the grievance at level two, or if no decision has been rendered fifteen (15) days after the discussion with the Superintendent, the grievance and the Superintendent’s written decision will be submitted for appeal to the Board.

Where an appeal is taken to the Board, there shall be submitted by the appellant the following:


A further statement in writing setting forth the appellant's dissatisfaction with the Superintendent's action. A copy of said statement shall be furnished to the Superintendent and to the adverse party.

The Board may consider the appeal on the written record submitted to it, or the Board may conduct a hearing; or it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties, who shall have the right to reply thereto.

The Board shall make a determination within twenty-five (25) days from the receipt of the grievance and shall in writing notify the employee, his/her representative if there be one, the principal, the Superintendent and Association of its determination. This time period may be extended by mutual agreement of the parties.

In any case where a grievance is based upon the direct order, ruling or determination of the Superintendent, the aggrieved employee may appeal directly to the Board within twenty-five (25) days of the issuance of said order, ruling, or directive by filing with the Secretary of the Board a statement setting forth:


the order, ruling or determination which is the basis of the complaint

the basis of the complaint

a request for a hearing if a hearing is desired

A copy of the statement set forth above shall be served upon the Superintendent who shall have the right to reply in writing thereto. A copy of such reply shall be served upon the aggrieved employee.


Upon receipt of a grievance filed under the provisions of paragraph 11, the procedure shall be as set forth in paragraphs 9 and 10.

If the grievant is not satisfied with the disposition of the grievance at the Board level and the grievance involves an alleged violation of this Agreement only and the employee wishes to pursue the matter further, he/she shall have the right to request arbitration pursuant to the rules and regulations established by the Public Employees Relations Commission. A request for arbitration shall be made not later than twenty-five (25) days following the determination by the Board.

The arbitrator shall proceed with a hearing and submit a written decision in the shortest possible time setting forth his/her findings of fact, reasoning and conclusions on the issue(s) submitted. The decision of the arbitrator shall be submitted in writing to the Board and the Association and shall be final and binding on both parties. The arbitrator shall be without power to alter, amend or modify the terms of this Agreement. In addition, the arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement.

The costs for the services of the arbitrator shall be borne by the losing party to the arbitration. Any other expenses incurred shall be paid by the party incurring the same.

Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

It is understood that employees shall, during and not withstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. All days referred to in this proceedure shall be calendar days.

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, or if it is filed after the end of the school year or work year, then the time limits shall be established by counting thirty (30) calendar days from the first day of the next school year.

The Board agrees to hire only certificated professionals according to law. For the purpose of this ARTICLE, the term "professional" shall be defined as all certificated individuals not excluded under the Recognition clause of this Agreement.

Non-tenured professionals continuously employed since the previous September 30, shall be notified of their contract status for the ensuing year on or before May 15. This date shall be extended in the event the law permits a later notification date. Should this occur, the President of the F.T.E.A. will be notified in writing.

Each professional shall be placed on a step on the salary guide which is mutually agreed to at the time of employment. Any professional employed between July 1 and January 31 of any school year shall be given full credit for one year of service at the next increment step for the following year. Any professional employed between February 1 and June 30 shall remain on the same salary step for the following year.

Professionals shall present official documentation to the Superintendent for any change in salary due to a change in certification or degree on or before September 1 or February 1. Failure to comply with this provision will delay the effective date of salary adjustment until the following September 1 or February 1. Should extenuating circumstances prevent a professional from presenting acceptable documentation to the Superintendent, a seven (7) calendar day extension will be granted. The Superintendent or his/her designee shall determine whether or not the situations that exist warrant an extension.

SUPPORT STAFF

Non-tenured employees, continuously employed since the previous September 30, will be notified of their contract status for the ensuing school year on or before May 15. This date shall be extended in the event the law permits a later notification date. Should this occur, the President of the F.T.E.A. will be notified in writing.

Newly employed persons shall be placed on a step of the appropriate salary guide which is mutually acceptable at the time. The Board agrees to provide the new employee with a copy of the salary guide and an explanation of hiring and placement practices prior to employment. Previous work experience may be considered for placement on the salary guide. The employee will sign a statement that he/she has been given a copy of the salary guide; that placement has been explained to him/her; and that the benefit package has been explained to him/her. Anyone employed between July 1 and January 31 of any contract year shall be given full credit for one year of service at the next increment step for the following year. Anyone employed between February 1 and June 30 shall remain on the same salary step for the following year.

Employees promoted to a position that pays a higher salary will be placed on a step of the appropriate salary guide that creates a minimum increase in salary of one thousand dollars ($1,000.00).

When an employee is involuntarily transferred to a position which pays a lower hourly wage, the employee will be placed on the salary step of the appropriate guide which will result in no loss of hourly pay.

In the event of a reduction in force, all support staff employees shall be reduced in order of last hired, first fired per category. Employees who are riffed shall be placed on a three-year preferred eligibility recall list and recalled on the basis of seniority as positions become available.

Any employee who qualifies for a new or vacant position will be guaranteed an interview.

Assignments shall be made at the discretion of the Administration and within the area of teacher competency, teaching certificate or their major or minor field of study, except temporarily and/or for a good cause.

In the event that changes in assignment, schedules, class and/or subject assignments are to be made, any employee affected shall be notified in writing; and upon the request of the employee, the changes shall be reviewed between the Superintendent or his/her representative and the employee affected. However, it is specifically understood and agreed that the Superintendent or his/her representative reserves the right to modify or change any assignment, classes, schedules or schools, wherever and whenever he/she may deem it necessary and advisable for the best interest of the Freehold Township School System, and that such changes or modifications shall not be subject to grievance procedure.

Upon request, a meeting between the Administration and the Association will be held prior to November 1 of each school year. The meeting will be held to discuss but not be limited to: (1) present enrollment, (2) projected enrollment for the coming school year, (3) school district plans, and (4) facility analysis.

In the event the Association differs with the Administration’s proposal, it may, within ten (10) days after the meeting with the Administration, request the opportunity to discuss its position with an appropriate committee of the Board.

Following the meeting with the Association, the committee of the Board will make a recommendation to the full Board of Education, who shall make the final decision.

In the event a vacancy or a new position shall occur, the Association President and a designated representative from each building will be notified. Employees will have five (5) working days from such notification to indicate an interest in the position. All qualified Freehold Township employees submitting an application will be guaranteed an interview.

If the vacancy occurs between the close of school in June and the opening of school in September, the following procedure shall be followed:

Vacancies will be posted on the district’s web site and sent to all staff members via the district email system.

Employees wishing to be considered will comply with the requirements of the posting.

Should the ten (10) day posting period be a problem due to the opening of school, the Administration will contact by telephone, the Association President or his/her designees and all employees who have expressed an interest in the vacancy. Upon mutual agreement between the Administration and the Association, the posting period will be shortened.

In filling promotional vacancies to administrative positions, the Board shall consider the professional qualifications, background, attainments, and other relevant factors, including service in the school district of all applicants from within the school district, as well as applicants from outside the school district. The parties recognize, however, that the filling of vacancies at the supervisory and administrative levels and the filling of newly created supervisory and administrative positions is a prerogative of the Board; and the decision of the Board with respect to such matters shall be final.

The parties recognize that changes in assignments and transfers between schools will be necessary. While the right of determination to assign or transfer an employee is vested in the Board, the Board will not in any case assign or transfer an employee without prior discussion with said employee. The employee will be notified of pending transfer by his or her immediate supervisor. Such transfers in changes of assignments shall be on a voluntary basis whenever possible. In making involuntary assignments in transfers, the convenience and wishes of the individual employee will be considered to the extent that these considerations do not conflict with the instructional requirements and best interests of the school system and the pupils. The employee may appeal the decision of the involuntary transfer to the Superintendent within five business days. No involuntary transfer shall take place until the employee has had the opportunity to appeal to the Superintendent. The Superintendent’s decision shall be final.

Any professional employee whose assignment is involuntarily transferred will be provided assistance in the following manner:

1. If the reassignment is to take place during the school year, the employee shall be provided a maximum of three days free of assignments to prepare for the new position;

2. If the reassignment of classroom is to take effect at the beginning of the school year and the employee has been notified later than five school days prior to the last day of school for staff, the employee will be entitled to make preparations for the new classroom assignment a maximum of any three days during the summer vacation period, and will be paid at the substitute teacher per diem rate.

The Board shall protect the confidentiality of personal references, academic credentials, evaluations and other similar documents.

In the event the Association differs with the school calendar recommended by the Superintendent, it may within ten (10) days after the meeting with the Superintendent, request the opportunity to discuss its position with an appropriate committee of the Board.

The Superintendent shall then make a recommendation of the school calendar to the Board, and the Board shall make the final decision as to the entire school calendar.

The calendar shall include a maximum of one hundred eighty-three (183) days. Teachers new to the district will also attend the New Teacher Academy prior to the start of the school year. The calendar shall also provide for shortened days consisting of four-hour student days. Six (6) days shall be used for early dismissal of students and teachers and shall be applied to the day before Thanksgiving, the day before the winter recess, the day before spring recess and the last three (3) days of the school year. Any modifications to this section must be agreed to by both parties.

SUPPORT STAFF

The work year for all full-time employees shall be in accordance with the attached schedule. Part-time employees shall be determined to be those employees who are steadily employed for less than twenty (20) hours per week. These part-time employees shall work in accordance with the attached schedule.

The length of the working day for employees shall be in accordance with the attached schedule. These hours will be adjusted for the designated representative for the support staff to attend Association meetings. Any time lost from regular hours will be made up prior to the Association meeting. This time adjustment will be scheduled by the immediate supervisor, after consulting with the employee.

The specific hours of assignment shall be made by the immediate supervisor and may consist of flexible hours mutually agreed upon by the individual employee and immediate supervisor.

Twelve month employees will follow the school calendar which will also include the Labor Day and Fourth of July holidays which will reflect a minimum of twenty (20) non-work days.

Days requested for the observance of religious holidays not covered in the school calendar shall be charged as personal days.

Work time in excess of the adopted schedule shall be considered overtime, and the individual or individuals involved shall be entitled overtime payment. Overtime payment shall be based on one and one-half (1 1/2) times the hourly rate of the individual involved. All overtime must be approved by the Superintendent or appropriate administrator prior to the work being started. Overtime payment for Saturday shall be one and one-half (1 1/2) times the individual's hourly rate and on Sundays and holidays, shall be twice the individual's hourly rate.

All overtime payment shall be submitted to the Board at the regular monthly meeting for approval.

Years 1 through 4 Years 5 through 10 Years 11 through 14 Years 15+	Five days 10 days 13 days 15 days

Vacations are to be taken at a time during the year when the employee’s responsibilities have been met to the satisfaction of the immediate supervisor.

Notifications shall be given by the employee to the immediate supervisor at least two (2) weeks prior to the taking of the vacation. Approval will be granted based on compliance with other sections of this ARTICLE.

When two (2) or more employees perform related tasks in a department, at least one (1) must be on duty during normal work days to ensure the effective operation of the department.

All vacation time shall be taken during the year of accrual. First year employees shall accrue one (1) day per month for the first ten (10) months. Employees hired before July 1, 2007 shall continue taking vacation time the year following accural. Vacation days may not be accumulated without the approval of the immediate supervisor and the knowledge of the Superintendent. Except that, employees may carry over up to five (5) vacation days each year. These shall be non-cumulative and expire if not used in the carry-over year. Each employee wishing to carry over up to five (5) days shall inform his/hersupervisor in writing by June 30 prior to the year into which the days are to be carried over. Upon separation of service, reimbursement for unused vacation days will be as follows:

Staff hired after July 1, 2007 will be compensated for any unused days accrued to them in the year of separation plus any unused days carried over from the previous year.

Staff hired before July 1, 2007 will be compensated for any unused days accrued and credited to their balance from the previous year and any unused days accrued during the year of separation plus any unused days carried over from a previous year.

A maximum of fifteen (15) vacation days may be taken during the summer period, with the balance to be used during the school year with the knowledge and approval of the immediate supervisor and the Superintendent.

Employees whose contracts are for less than twelve (12) months shall not be entitled to the provisions of this policy.

The administrator and employees shall arrive at some mutually agreeable way to provide breaks for support staff: ten (10) minutes for secretaries and office assistants; thirty (30) minutes for teacher assistants. This time may be taken at a location away from their work station if they wish. This time is not accruable. On a shortened day schedule, all support staff shall have a 15 minute break. This time may be taken at a location away from their work station if they wish. This time is not accruable.

Contracted non-certified personnel may attend workshops or other specialized training. District procedures must be adhered to for approval and/or reimbursement of workshops.

SUPPORT STAFF CALENDAR

CATEGORY	CONTRACT DAYS	HOURS PER DAY	HOURS PER YEAR	WORK PERIOD
Secretary	248	7 ½	1860	All School Holidays
Office Assistant	200	7 ½	1500	All School Holidays See Note #2
Teacher Assistant and COTA	Days and hours will be the same as teachers, except on early dismissal days for parent/teacher conferences. On conference days they will be released fifteen minutes (15) after student dismissal unless a district sponsored workshop or training has been scheduled for them in advance.

NOTES:

When schools are closed and/or hazardous conditions exist, the employees covered by this Agreement will not be required to report to work.

Office Assistants will work200 days between August 15 and June 30. The Superintendent’s Office will establish these dates.

When the Board approves a modified summer work schedule, twelve month employees, will begin the summer schedule the Monday after the last day of school in June and end the Friday before the last full work week in August, summer hours shall be Tuesday through Friday 8:00 a.m. to 4:00 p.m. with a 30 minute lunch break .

Should the Board not approve a modified summer work schedule, twelve month employees, during the months of July and August, work a seven (7) hour day.

Any Teacher Assistant hired during or prior to the 1997/1998 school year will not be required to have 60 college credits to maintain his/her employment.

Support staff shall have shortened days the day before Thanksgiving, before Winter Recess and before Spring recess.

Any Teacher Assistant, when required to renew his/her substitute certificate (once every three years), may submit a voucher for reimbursement of the cost of renewal. A copy of the renewed certificate must be provided to the personnel office upon receipt.

Teachers shall be on duty at least fifteen (15) minutes before the instructional day begins and remain at least fifteen (15) minutes after the dismissal of their classes to discharge their professional responsibilities as referred to in paragraph “A” and provided that adequate professional supervision is maintained for the departure of bus-transported pupils. The foregoing, however, shall not apply to school nurses. Nurses, because of their responsibilities, shall be on duty fifteen (15) minutes before school and shall remain on duty until the departure of the last regular bus or fifteen (15) minutes after the dismissal of classes, whichever is later.

Members of the professional staff may leave the building during their scheduled duty-free lunch periods provided that they sign out and sign in at the principal's office.

Building-based teachers may be required to remain after the end of the regular work day, without additional compensation, for the purpose of attending faculty or other professional meetings and conferences. These meetings and conferences may be held twice per month. Meetings do not have a minimum time requirement and the administration will make every effort for the meeting not to exceed one hour. Meetings will have specific agendas and when the agenda has been met, the staff will be dismissed. A third meeting could be scheduled as a district meeting or as needed in the building but will not exceed five per year. Teachers may suggest items for the agenda of faculty or other professional meetings. Except for emergencies, meetings and conferences will not be scheduled on Fridays or on days preceding holiday closings. By mutual agreement between the administration and staff, the faculty meetings may be held before the regular work day.

The Board shall continue and improve current practices with respect to teaching load, preparation time and duty-free lunch consistent with good scheduling on behalf of the students and teachers. All teachers shall be scheduled by the Board for a minimum of eighty (80) minutes per instructional day for the purposes of uninterrupted individual preparation time and duty-free lunch. The eighty (80) minutes per instructional day shall not be in more than two intervals, with neither interval being less than thirty-five (35) minutes, except on those days when the regular student day is shortened. On scheduled shortened days, a teacher's schedule will include a minimum of twenty-five (25) minutes of non-pupil contact time. Middle school teachers will be scheduled for a minimum of one class period of team preparation at least every other day. Maximum instructional time for middle school teachers shall not exceed 250 minutes per day.

Both the Freehold Township Board of Education and the F.T.E.A. recognize the difficulty of scheduling Related Arts and Spanish teachers for team meetings. Related Arts and Spanish teachers will have a duty period scheduled daily by their respective administrators, but upon request of the teacher, may be released from duty to attend a scheduled team meeting. This release from scheduled duties may be granted up to three times in one cycle providing there is adequate coverage of required assignments.

Field trips are considered an integral part of the curriculum and shall be approved and scheduled by the principals within the normal work day, whenever possible and practicable after taking into consideration the recommendations of the teachers involved.

Teachers shall be required to attend the following evening assignments or meetings:

One evening for staff introduction to parents. During the evening:

middle school teachers will meet and follow an abbreviated student day schedule
elementary school teachers will meet individually or as a team at their option
teachers will introduce themselves, display instructional materials and aids, describe classroom offerings, suggest ways for parents to help and other items suggested by the Administration or the Association and mutually agreed to.
This procedure will be followed on a system-wide basis and any proposal for a significant change from the previous year, will be reviewed with the Association prior to its implementation.

Four evenings for parent-teacher conferences, two in the fall and two in the spring.

Teachers who do not have a scheduled evening conference on a particular evening, shall choose either of the following options, but must notify the building principal in writing, and before the fact, of their choice:
remain at school until the normal, full day dismissal time for students
(2)return in the evening and remain for a length of time equivalent to the time
they would have stayed for the normal school day.
Teachers having conferences in the evening shall be required to return and remain for a minimum of time as in "(2)" above.

In the event that there are insufficient time slots available to accommodate the number of face to face conferences, coverage will be provided for additional conferences on an as needed basis.

In case of personal illness for full-time employees, an allowance of full pay will be made for: eleven (11) days for ten month employees; twelve (12) days for eleven month employees, and thirteen (13) days for twelve month employees in any school year. If any such person requires in a school year less than the specified number of days, all days of such leave not utilized that year shall be accumulative to be used for additional sick leave with full pay as needed in subsequent years. If, due to extended illness, an employee who is covered by this Agreement exceeds the number of allocated sick days, then the Board may continue to pay that person each day's salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board of Education in each individual case. An employee requesting consideration under this provision will submit requested documentation to the Administration who will review each individual case. This information will be reviewed by the Personnel Committee of the Board of Education. Extended illness in this case is defined as any hospital stay plus doctor-ordered recuperative time. Maternity cases would be excluded.

All employees will be provided with an accounting of the beginning balance of all absences for the school year on September 15th.

PROFESSIONAL STAFF

D.

Any employee in T.P.A.F. retiring/resigning from the Freehold Township School District with a minimum of ten (10) years of service in the district, will be paid for unused accumulated sick leave according to the following schedule:

1-60 days		$75.00 per day
61+ days		$100.00 per day
The maximum payment is $15,000.00

An employee must notify the Board of Education of his/her pending retirement/resignation by December 31^st, prior to the calendar year of the retirement/resignation.* Payment will be made the later of July 15^th or separation date of the calendar year following the calendar year in which the employee notifies the Board of Education of an impending retirement or resignation.

*The Board may waive this requirement in the case of extenuating circumstances.

E.

Any employee retiring/resigning from the Freehold Township School District with a minimum of ten (10) years service in the district, will be paid for unused accumulated sick leave according to the following schedule:

$50.00 per day to a maximum of $6,000.00

An employee must notify the Board of Education of his/her pending retirement/resignation by December 31^st, prior to the calendar year of the retirement/resignation.* Payment will be made the later of July 15^th or separation date of the calendar year following the calendar year in which the employee notifies the Board of Education of an impending retirement or resignation.

*The Board may waive this requirement in the case of extenuating circumstances.

Employees aged 55 and over shall contribute amounts received for unused accumulated sick time to their respective Tax Sheltered Annuity Program (403(b) as permitted by law.

The presence in the classroom of the professional is considered essential to the continuity and success of the educational program for the children. Under no circumstances shall any employee be absent from school without the knowledge of the Superintendent or his/her designee.

When an employee is absent for any reason, the Superintendent or his/her designee shall be notified in sufficient time to procure a substitute. This notification should take place prior to the opening of the school day.

Maximum leave will be allowed without loss of pay of five (5) days including the day of the funeral, to be taken within seven (7) calendar days for spouse, father, mother, father-in-law, mother-in-law, step-father, step-mother, step-son, step-daughter, domestic partner, son-in-law, daughter-in-law, son or daughter; and three (3) consecutive calendar days including the day of the funeral for sister, brother, sister-in-law, brother-in-law; and two (2) consecutive calendar days including the day of the funeral for a grandfather, grandmother, or grandchild of the employee or employees spouse and such person or persons residing within the employees immediate household. In the case of the death of an aunt, uncle, niece, or nephew of the employee or the employee’s spouse, the employee shall suffer no loss of pay for the absence of the day of the funeral.

In the case of the death of a colleague employed by the Freehold Township School District within the same building, the employee shall suffer no loss of pay for the absence of the day of the funeral. In the event the colleague does not work in the same building, leave to attend the funeral may be granted at the discretion of the Superintendent.

A leave of absence with pay will be granted for time necessary for appearance in any legal proceedings arising out of the scope of the individual's employment if employee is required by law to attend. The provisions of this section shall not apply to matters arising inconnection with ARTICLE VII of this Agreement.

Additional leave for legal proceedings will be considered as a personal leave day. In the event an employee has used all his/her personal leave days and must have additional leave to attend a legal proceeding, such leave may be granted, with pay, by the Superintendent with no denial of reasonable requests.

Three (3) days a year of leave may be used for personal leave and shall be accumulated to a maximum of five (5) days

A personal leave/day shall not be granted for a day preceding or following holidays or vacations and the first and last student days of the school year. Both parties recognize that emergencies occur and/or obligations are scheduled on the day immediately prior to or following a holiday or vacation. The Superintendent may grant a personal leave/day to an employee who presents documentation indicating that the obligation must be attended to on that day and that the employee must attend. The decision of the Superintendent shall be final and not subject to the grievance procedure.

To assist with the scheduling of substitutes, employees are asked to provide the Board with 5 days notice, whenever possible, prior to using personal leave.

The Board may grant, at its discretion, with or without pay, a leave of absence not to exceed one school year to any employee. Any dispute involving this section of the Agreement shall not be subject to the grievance procedure.

All pregnant employees may apply for a leave of absence without pay. Upon request, such leave shall be granted prior to the anticipated date of birth and continue for a reasonable period of time to a specific date following birth.

Maternity leave shall be granted subject to the following conditions:


An employee shall notify the Superintendent of her pregnancy by the end of the first trimester.

A request for maternity leave shall include a statement from a physician confirming the pregnancy and anticipated date of birth.

Exact dates of the leave will be arranged to coincide with changes in semester. Where medically contradicted, the parties shall arrange other leave dates in consideration of both medical evidence and administrative feasibility.

A statement from a physician certifying that the employee is physically able to return to duty shall be furnished to the Board before an employee is permitted to return from maternity leave.


The disability period as certified jointly by the employee and the Board's physician may be treated as compensable sick leave time at the option of the employee. In the event the employee’s physician and the school physician of the Board of Education do not agree, then the employee and the Board shall mutually agree upon the appointment of an impartial third physician whose medical opinion shall be conclusive and binding on the issue of medical capacity to perform work duties. In the event of the inability of the employee and the Board to agree upon the appointment of the third physician, such appointment shall be made by the Monmouth County Medical Society. The expense of any examination by an impartial third physician shall be shared equally by the employee and the Board.

An employee's return date to employment shall be extended for a reasonable period of time at her request for reasons associated with pregnancy related disability. For the purpose of child care, an eligible employee may extend her unpaid leave through the Family Leave Act, N.J.S.A. 34:11B-1, et. seq. The employee will be expected to request extended leave a minimum of two months prior to the end of the current leave, except when medical considerations occurring during the last two necessitate extending the leave. In any event, the employee will be expected to return no later than two (2) years from the date of the delivery of the child, including the balance of the semester in which the child is born. In no event, shall the return date for the employee be other than the beginning of the semester, unless by written approval of the Superintendent.

The leave of absence granted a non-tenured employee hereunder may not be extended beyond the end of the contract school year in which the leave is obtained.

Except as provided above, no employee shall be barred from returning to duty after the birth of her child solely on the ground that there has not been a time lapse between the birth and her desired date of return. However, on or before March 1 of the school year in which the employee desires to return from said maternity leave, the employee shall indicate to the Board in writing that she intends to return to work the following September. Failure to so notify the Board will be deemed to be a waiver by the employee of her right to return from maternity leave that year.

The time spent on maternity leave shall not count toward fulfillment of the time requirements for acquiring tenure, nor shall it count toward placement on the salary guide or for seniority.

No employee shall be removed from her position during pregnancy except upon one of the following:


The Board has found her performance has substantially declined from the time immediately prior to her pregnancy.

Her physical and/or emotional condition or capacity is such that her health would be impaired if she were to continue working, and which physical capacity shall be deemed to exist if:


The pregnant employee fails to produce a certification when requested by the Administration from her physician that she is medically able to continue working, or

The Board's physician and the employee's physician agree that she cannot continue working, or

Following any difference of medical opinion between the Board's physician and the employee's physician, a physician selected jointly by the Board and the employee shall render a binding opinion on the physical capacity to continue working. The expense of any examination by the impartial third physician under this paragraph shall be shared equally by the employee and the Board.

The Board of Education will grant a leave of absence without pay for child care/adoption purposes to any employee who presents such a request for leave in writing to the Superintendent.

Child care/adoption shall commence upon the birth of an infant and the request will be filed thirty (30) days prior to the commencement date.

In the case of an adoption, the leave shall commence upon the employee acquiring custody of a child, or sooner if required by the adoption agency. The employee shall file the request as approval is obtained from the adoption agency.

An employee's return date to employment shall be extended for a reasonable period of time for reasons associated with the child care/adoption. In any event the employee will be expected to return no later than two (2) years from the date of birth or the acquisition of custody, including the balance of the semester in which the child is born. In no event, shall the return date for the employee be other than the beginning of the semester, unless by written approval of the Superintendent.

The leave of absence granted a non-tenured employee hereunder may not be extended beyond the end of the contract year in which the leave is obtained.

The time spent on child care/adoption shall not count toward fulfillment of the time requirements for acquiring tenure, nor shall it count toward placement on the salary guide or for seniority.

Eligible employees may choose to apply for unpaid family leave as provided by the Family Leave Act, N.J.S.A. 34:11B-1, et seq.

1. The Board may grant a maximum of two sabbatical leaves per school year for the purpose of permitting members of the professional staff the opportunity to pursue graduate level work or certification. The Board will not pay for undergraduate courses.

To be eligible for a sabbatical leave, an employee shall have served the Freehold Township Schools for a minimum of seven (7) continuous years and each sabbatical leave shall be:


established based on district-wide seniority.

where the seniority of two or more professionals is equal, selections for sabbatical eligibility shall be determined by the drawing of lots.


No more than one (1) such leave will be granted to the same individual within a seven (7) year period.

The leave may be for a full year or for one-half of a year.

To be considered for a sabbatical leave, an individual must submit an application to the Superintendent no later than April 30 of the preceding school year. Applications will be approved on a first come, first served basis. Applications for any remaining sabbatical leave must be submitted by October 1 for the spring semester.

During the year or portion of the year that the individual is on leave, the Board will continue to pay the existing medical and dental premiums.

On completion of the leave and upon the professional's return to the system, credit will be given on the salary guide in effect at the time for the time of the sabbatical leave.

The professional will be eligible for course reimbursement at the rate established by the Board for that school year. Course reimbursement will be granted for the number of courses required to be a full-time student, working for certification or a graduate degree. Applications for course reimbursement shall follow the procedure established for this purpose.

The Board and the Association also agree to the items listed below:

By January 1 of each school year the Board will publish a seniority list indicating the seniority status of all the employees represented by the Association. The list will be distributed to the Association President and the building representatives. The list will be reviewed annually.

In the event of a proposed RIF, the Board will notify the Association as soon as practicable but no later than April 30.

The Board agrees to pay the full premium for each employee and the family plan, where appropriate, for health and dental insurance.

The Board reserves the right to change medical carriers. If the Board exercises this right, the coverage with the new carrier shall be equal to or better than the current coverage. If any such change is contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.

The Board reserves the right to change dental carriers. If the Board exercises this right, the coverage with the new carrier shall be equal to or better than the current coverage. If such change is contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.

The dental insurance cap will be $2,500.00, and orthodontic coverage will be $1,000.00.

Health copay will be $10.00 for the Horizon Direct 10 Plan.

Prescription reimbursement will be 80%.

6. Employees may opt-out and be reimbursed 25% of the premium or $5,000, whichever is less. Future employees (July 1, 2011) shall not be eligible for dual coverage nor will they be reimbursed as described above.

Those employees on approved Board leaves of absences who desire medical coverage under the Board's group medical insurance plans will be billed annually. If the leave is for less than one year, the employee will be billed for the term of the leave of absence. It shall be the responsibility of the employee on the leave of absence to remit the first quarter's payment to the Board of Education immediately upon receipt of the billing. For all subsequent quarters, payment is to be made within fifteen (15) days prior to the beginning of each quarter. Quarters are defined as follows: July through September, October through December, January through March and April through June. Failure to remit the full payment on time, shall cause the employee to be dropped from the group(s).

The Board agrees to deduct from the salaries of its employees dues for the Freehold Township Education Association, the Monmouth County Education Association, the New Jersey Education Association or the National Education Association, or any one or any combination of such Associations as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws Of 1957, N.J.S.A. (R.S.) 52-14-15.9e and under rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to N.J.E.A. by the 7th of each month following the monthly pay period in which deductions were made. Employee authorizations shall be in writing in the form set forth below:

To: Disbursing Office
Freehold Township Board of Education

I hereby request and authorize the Disbursing Officer of the above school district to deduct from my earnings, until notified of termination, an amount required for current year membership dues and such amounts as may be required for dues in each subsequent year, all as certified by said organization, such amounts to be paid to such person as may from time to time be designated by the local Association. This authorization may be terminated only by prior written notice from me effective January 1 or July 1 of any year. Upon termination of employment, the Disbursing Officer shall deduct any remaining amount due for the current school year. I waive all right and claim for monies so deducted and transmitted and relieve the Board of Education and its officers from any liability therefor. I designate the Freehold Township Education Association to receive dues and distribute according to the organization(s) indicated:

Freehold Township Education Association..................................................
Monmouth County Education Association..................................................
New Jersey Educational Association.............................................................
National Education Association.....................................................................

If during the life of this Agreement there shall be any change in the rate of membership dues, the Association shall furnish to the Board written notice prior to the effective date of such change. It is understood that the only obligation of the Board shall be to remit to the Association the total deduction to make further individual deductions authorized by the members.

The Association will provide the necessary "check-off authorization" form, and the Association will secure the signatures of its members on the forms and deliver the signed forms to the Superintendent.

The Board of Education agrees to deduct the fair share fee from the earnings of those employees who elect not to become members of the Association and transmit the fee to the majority representative.

The deduction shall commence for each employee who elects not to become a member of the Association during the month following written notice from the Association of the amount of the fair share assessment.

The fair share fee for services rendered by the Association shall be in an amount equal to the regular membership dues, initiation fees and assessments of the Association, less the cost of benefits financed through the dues and available only to members of the Association, but in no event shall the fee exceed eighty-five (85%) of the regular membership dues, fees and assessments.

The sum representing the fair share fee shall not reflect the costs of financial support of political causes or candidates, except to the extent that it is necessary for the Association to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration, and to secure for the employees it represents advances in wages, hours and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Board of Education.

The Association shall establish and maintain a procedure whereby any employee can challenge the assessment as computed by the Association. This appeal procedure shall in no way involve the Board of Education or require the Board of Education to take any action other than to hold the fee in escrow pending resolution of the appeal.

The Association shall indemnify, defend and save the Board of Education harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken by the Board of Education in reliance upon fair share information and/or information regarding dues deduction furnished by the Association or its representatives. The Association agrees that it will establish a procedure by which a non-member employee(s) in the unit can challenge the assessment, as set out in N.J.S.A. 34:13A-5.6. In the event that the challenge is filed, the deduction of fair share fees and/or regular membership dues shall be held in escrow by the Board of Education pending final resolution of the challenge.

TEACHING SALARIES

B.S. + 30 -	This shall mean a Baccalaureate degree, plus thirty (30) graduate credits.
M.S. + 30 -	This shall mean an earned Masters degree, plus thirty (30) graduate credits.
Professional staff will be granted one (1) credit per fifteen (15) hours of district sponsored staff development courses to be applied toward qualifications for the BS+30 and the MS+30 professional guides.

COURSE REIMBURSEMENT

Course reimbursement allocations for the following years will be:

2010-2011	$110,000
2011-2012	$110,000
2012-2013	$110,000

Requests for course approvals must be submitted on the district course approval form with the bill attached by June 15 for the summer session, September 1 for the fall semester, and January 2 for the spring semester.

All courses and required paperwork must be successfully completed within the contractual year (July 1 – June 30) in which the course is taken to be eligible to apply for course reimbursement the following year. If an approved course is cancelled or dropped before completion, the Superintendent or his/her designee must be notified.

The formula for reimbursement will be as follows:


The total cost of all approved courses for the summer session and the following fall and spring semesters will be determined by adding the actual cost of credits for all courses at or below the maximum tuition rate for State undergraduate and graduate courses. Courses costing more than the maximum State rate will be included at the State rate.

If the total cost of all approved courses (as determined in #1 above) is less than or equal to the allocated amount, reimbursement will be at the actual cost per credit, up to the highest State rate.

If the total cost of all approved courses (as determined in #1 above) is greater than the allocated amount, then the allocated amount will be divided by the total cost to determine the percentage of reimbursement to be paid, up to the maximum State rate.


Reimbursement for courses taken during the summer, when requests are submitted as per paragraph 5 (below) prior to the December Board meeting, will be paid at the rate of 50% of the lessor of the actual cost of tuition or the maximum State tuition rate. Any additional compensation to which the employee may be entitled will be paid after the final rate is calculated in January.
Reimbursement shall be provided for:
Pre-matriculation courses required by the university, with a maximum of two (2) courses to be financed.

Courses required to matriculate for a graduate degree taken in the field of their professional assignment to a maximum of twelve (12) credits per fiscal year. Reimbursement will be paid as follows: none the first year of employment; a maximum of six (6) credits the second year; a maximum of nine (9) credits the third year; and twelve (12) credits per year thereafter.

Courses taken to improve a teacher's skill within the area of his/her assignment with prior approval granted by the Superintendent or his/her designee.


Application must be submitted on the appropriate form to the Superintendent or the Superintendent’s designee within the school year (July 1 - June 30) in which the course was taken.

Upon the satisfactory completion of the course or courses, the teacher shall submit to the Superintendent or his/her designee an official copy of his/her academic record from an accredited college or university.

Payment will be authorized by the Board at the meeting following the submission of the academic record.

Requests for reimbursement will be honored only at the times noted.

Employees seeking tuition reimbursement shall be required to continue employment with the Freehold Township Board of Education for a minimum of one year following the date of reimbursement. Failure to abide by this provision will result in the professional reimbursing the Board of Education for the tuition payment.

Bedside instruction will be $35.00 per hour.

The Summer School/Curriculum Rate will be the hourly rate paid on the first step of the teacher’s guide. The rate will be established using the following formula: One-tenth of one percent (.001) of the first step of the BS salary guide. TheTeacher Assistants summer school rate will be the hourly rate paid on the first step of the Teacher Assistants guide. The rate will be established using the following formula: one tenth of one percent (.001) of the first step of the TA salary guide.

The employee will receive the same rate of pay he/she is currently earning.

State established rate.

When BSI is scheduled before and/or after the contractual school day, the teacher will be compensated either on a time for time basis or will be paid at the hourly rate of pay based on the first step of the teacher’s guide. See formula (ARTICLE XX, Section E.) The means of compensation will be determined by the Superintendent. When scheduled before and/or after the contractual school day, BSI/Supplementary Instruction shall consist of a 15 minute preparation period and 45 minutes of instructional time. These assignments shall be voluntary. Monies paid under this provision shall be part of the employee’s base salary and pensionable.

The Freehold Township Board of Education (the Board) and the Freehold Township Education Association (FTEA) agree that, although teachers will be provided additional compensation as part of their pensionable salary to appear before and/or after the contractual workday when BSI is scheduled, teachers’ pay will be reduced proportionately in the event teachers do not appear for the additional BSI and Supplementary Instruction work. Therefore, the compensation provided to teachers, pursuant to ARTICLE XX, Section I. of the Collective Agreement shall be deducted from the teacher’s base salary in the event of absences at these times. Teachers shall not be permitted to utilize contractual leave days or times to receive compensation for days missed for the BSI time. This agreement shall in no way affect the teacher’s ability to utilize leave days, pursuant to the Collective Bargaining Agreement, during their contractual workday.

Mentors for teachers in the mentoring categories defined and mandated by the State shall be compensated at the rates established by the State of New Jersey, and shall be paid by the teachers being mentored unless the cost of mentoring is underwritten by the State.

School Nurses and Media Specialists shall work 25 hours each summer to close down operations for the prior school year and to prepare for the opening of the new school year. In the case that the school nurse or media specialist operates more than one office or media center, he/she will work 25 hours per location each summer. They shall be paid at the rate of 2.5% of the first step of the BA guide. This stipend shall be included as part of their pension base. Effective July 1, 2011 this stipend shall no longer be pentionable.

Copies of this Agreement shall be reproduced and the expense shall be equally shared between the parties. The Agreement shall be reproduced no later than sixty (60) days after it has been signed, and copies shall be made available to all individuals now employed or hereafter employed in the negotiations unit for whom the Association is authorized to negotiate in accordance with Article I, "Recognition", of this Agreement.

Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions of this Agreement, either party shall do so by telegram or certified or registered mail at the following addresses:

If by the Association to the Board:

Freehold Township Board Of Education

384 West Main Street

Freehold, New Jersey 07728

If by the Board to the Association:

President

Freehold Township Education Association

(at the school to which he/she is assigned)

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested by their respective secretaries, and their respective corporate seals affixed hereto, at Freehold, New Jersey, this 13^th day of September, 2011.

FREEHOLD TOWNSHIP BOARD OF EDUCATION
By:

_______________________________________________
Mindy Wille, President

Brian P. Boyle, Secretary/Business Administrator


FREEHOLD TOWNSHIP EDUCATION ASSOCIATION
By:

_______________________________________________
Tracie Yostpille, President

_______________________________________________
Maddie Caram, Secretary




Subscribed and sworn to before


_____________________________________
Ann Lenahan
Notary Public of New Jersey

Guide Movement - Teacher
2009-102010-112011-122012-13
StepStepStepStep
1 1
1 1 2 2
2-32 3 3
4-53 4 4
6-74 5 5
8 5 6 6
9 6 7 7
10 7 8 8
11 8 9 9
12 9 10 10
13 10 11 11
14 11 12 12
15 12 13 13
16 13 14 14
17 14 15 15
18 15 16 16
19 16 17 17
20 17 17 17
Read across to find placement on the next year's guide

	2010-2011	2011-2012	2012-2013
Step	Salary	Salary	Salary
1	22504	22900	23189
2	23304	23700	23989
3	24104	24500	24789
4	24904	25300	25589
5	25704	26100	26389
6	26504	26900	27189
7	27304	27700	27989
8	28104	28500	28789

Guide Movement - Teacher Assistant
2009-102010-112011-122012-13
StepStepStepStep
1
1 2
1 1 2 3
2 2 3 4
3 3 4 5
4-54 5 6
6-75 6 7
8 6 7 8
9 7 8 8
10 8 8 8
Read across to find placement on the next year's guide

	2010-2011	2011-2012	2012-2013
Step	Salary	Salary	Salary
1	24389	24860	25204
2	25389	25860	26204
3	26389	26860	27204
4	27389	27860	28204
5	28389	28860	29204
6	29389	29860	30204
7	30389	30860	31204
8	31389	31860	32204
9	32389	32860	33204
10	33389	33860	34204

	2010-2011	2011-2012
Step	Salary	Salary
1	31242	42232
2	32482	42232
3	33722	42232
4	34962	42232
5	36202	42232
6	37442	42232
7	38682	42232
8	39922	42232
9	41162	42232
10	42402	43932

	2010-2011	2011-2012	2012-2013
Step	Salary	Salary	Salary
1	41479	42232	42117
2	43179	43932	43912
3	44879	45632	45707
4	46579	47332	47502
5	48279	49032	49297
6	49979	50732	51092
7	51679	52432	52887
8	53379	54132	54682

	2010-2011	2011-2012	2012-2013
Step	Salary	Salary	Salary
1	41558	42270	42790
2	42558	43270	43790
3	43558	44270	44790
4	44558	45270	45790
5	45558	46270	46790
6	48008	48720	49240
7	50508	51220	51740