ARTICLE		PAGE
	PREAMBLE	1
1	Rights and Responsibilities of the Board of Education and School Administration	1
2	Recognition	2
3	Negotiations and Procedures	3
	PART A APPLIES TO TEACHING MEMBERS
4	Grievance Procedure	3
5	Teachers’ Rights	7
6	Association Rights and Privileges	7
7	School Calendar	8
8	Teaching Hours and Assignments	8
9	Teaching Conditions	11
10	Teacher Employment	11
11	Salaries	12
12	Health Insurance	13
13	Transfers and Reassignment	14
14	Promotions	15
15	Teacher Evaluation	16
16	Professional Development	17
17	Leaves of Absence	18
18	Extended Leaves of Absence	20
19	Executive Committee	23
20	Academic Freedom	23
21	Child Study Team Terms and Provisions	24
	PART B APPLIES TO MAINTENANCE/CUSTODIAL/GROUNDS MEMBERS
22	Grievance Procedure	25
23	Discipline and Discharge	29
24	Association Rights and Privileges	30
25	Work Year, Work Week and Work Day	30
26	Holidays and Vacations	32
27	Salary and Employment	33
28	Health Insurance	34
29	Postings	35
30	Employee Evaluations and Documents	35
31	Staff Development	36
32	Leaves of Absence	36
33	Extended Leaves of Absence	38
	PART C APPLIES TO ALL UNIT MEMBERS
34	Miscellaneous Provisions	40
35	Representation	40
36	Duration of Agreement	43

	APPENDICES AND EXHIBITS
Appendix A	Grievance Form	44
Appendix B	Athletic - Extra Curricular Guide – 2005-2006	46
Appendix C	Non-Athletic Extra Curricular - 2005 - 2006	47
Appendix D	Action Research	49
	Salary Schedule	50
Exhibit A	TEACHER SALARY GUIDE – 2005-2006	51
Exhibit B	CUSTODIAL/MAINTENANCE SALARY GUIDES – 2005-2006	52

A grievance is defined as an alleged violation of a specific article or section of this Agreement. A grievance will be presented in the following steps:

Within seven (7) school days of the time a grievance arises, the employee, either directly or accompanied by his Building Representative, will present the grievance to his Principal during non-teaching hours. Within seven (7) school days after presentation of grievance, the Principal shall give his answer orally to the employee.

Step One – Principal

1. Within five (5) school days of the oral answer, if the grievance is not resolved, it shall be stated in writing, signed by the grievant and lodged with the Principal on the form provided in Appendix “A” of this Agreement.

2. The “Statement of Grievance” shall name the employee involved, shall state the facts giving rise to the grievance, shall identify by appropriate reference all the provisions of this Agreement alleged to be violated, shall state the contention of the employee and of the Association with respect to these provisions, and shall indicate the specific relief requested.

3. Within five (5) school days after receiving the grievance, the Principal shall communicate his answer in writing to the grievant.

Step Two – Superintendent

1. If the grievance is not resolved in Step One, the grievant may, within five (5) school days of receipt of Principal's answer, submit to the Superintendent a written “ Statement of Grievance” signed by the grievant. A copy shall be given to the Principal involved at the same time.

2. The Superintendent or his designated representative shall give the grievant an answer in writing no later than five (5) school days after receipt of the written grievance. If further investigation is needed, additional time may be allowed by mutual agreement of the Superintendent and the grievant.

Step Three – Board

1. Within five (5) school days after receiving the decision of the Superintendent, an appeal of the decision may be made to the Board. It shall be in writing and accompanied by a copy of the decision at Step Two.

2. No later than fifteen (15) calendar days after receiving the appeal, the Board or a committee (consisting of three or more members) thereof shall hold a hearing on the grievance at a special meeting.

3. Within ten (10) school days after the hearing, the Board or its committee shall communicate its decision in writing, and state its reasons, if any, to the grievant.

4. The grievant may not present any material, allegation or remedy that was not presented in Step Two.

Step Four – Arbitration

1. Within fifteen (15) calendar days after receipt of the decision of the Board, the Association may submit the grievance to arbitration under and in accordance with the Rules of the American Arbitration Association.

2. Powers of the Arbitrator – It shall be the function of the arbitrator, and he shall be empowered except as his powers are limited below, after due investigation, to make a decision in cases of alleged violation of the specific articles and sections of this Agreement.

(a) He shall have no power to add to, subtract from, disregard, alter, or modify any of the terms of this Agreement.

(b) He shall have no power to establish salary structures.

(c) He shall have no power to rule on any of the following:

(1) the termination of services of or failure to reemploy any nontenured teacher;

(2) any claim or complaint for which there is another remedial procedure or course established by law or by regulation having the force of law, including any matter subject to the procedures specified in provisions of Title 18A, N.J. Statutes.

(d) He shall have no power to change any practice, policy, or rule of the Board nor to substitute his judgment for that of the Board as to the reasonableness of any such policies, practice, rule or action taken thereunder.

(e) He shall have no power to decide any question which, under this Agreement, is within the responsibility of the Board to decide. In rendering decisions, an arbitrator shall give due regard to the responsibility of the Board and shall so construe such responsibilities except as they may be specifically conditioned by this Agreement.

(f) In the event that a case is appealed to an arbitrator on which he had no power to rule, it shall be referred back to the parties without decision or recommendation on its merits.

(g) The fact that the grievance has been considered by the parties in the preceding steps of the grievance, shall not constitute a waiver of jurisdictional limitations upon the arbitrator in this Agreement.

3. The decision of the arbitrator shall be binding.

4. The fees and expenses of the arbitrator shall be shared equally by the Board and the Association. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other.

1. Hearings held under this procedure shall be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses, entitled to be present to attend. Such hearings may be conducted during nonschool hours, unless there is mutual agreement for other arrangements.

2. The Board and the Association are responsible for the payment of their own representatives and witnesses involved in any grievance meeting.

3. If the grievance arises from an action of authority higher than the Principal of a school, the employee may present such grievance at Step Two of this procedure.

4. Any aggrieved person may be represented at all stages of the grievance procedure by himself, or, at his option, by the Association, or by a representative selected or approved by the Association.

5. When a teacher is not represented by the Association in the processing of a grievance, the Association shall, at the time of submission of the grievance to the Superintendent or any later level, be notified by the Superintendent that the grievance is in process, have the right to be present and present its position in writing at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered. The Association shall have the right to pursue the grievance on its own behalf if it does not concur with the settlement agreed to by the teacher.

6. The Board and the Association shall assure the teacher freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his appeal with respect to his personal grievance.

7. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article.

8. If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly, in accordance with the procedures set forth above and the processing of such grievance shall commence at said level. The Association may process such grievance through all levels of the grievance procedure.

1. Time limits provided in this Agreement may be extended by mutual agreement when signed by the parties.

2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limit shall permit the Association to lodge an appeal at the next step of this procedure.

3. Any grievance not advanced from one step to the next within the time limits of that step shall be deemed terminated by the answer at the previous step.

4. Any grievance which arose prior to the effective date of this Agreement shall be processed under the terms of the Agreement in effect on the date of initiation.

5. Any grievance which has not been processed prior to the completion of the school year will continue open and will follow the outlined steps during the summer months. Saturdays, Sundays, holidays and Fridays when offices are closed during the summer vacation period will not be counted as school days. After the grievance has been initiated and responded to within the specified time limits at the appropriate first step of this procedure, either party shall be able to extend the time limits to the reopening of school in September by written notification to the other party.

1. Nothing contained herein shall deny to any teacher his rights under State or Federal Constitutions and Laws.

2. No nontenured teacher may use the grievance procedure in any way to appeal a discharge or a decision by the Board not to renew his contract.

3. No teacher shall use the grievance procedure to appeal any decision of the Board or Administration if such decision is applicable to a State or Federal Regulatory Commission or Agency.

4. All documents, records and communications dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants nor shall the file or any of the contents therein be disclosed in any way to anyone outside the Woodbury School District.

1. Grades kindergarten - 5 teachers shall be required to report for duty five (5) minutes prior to the start of school and shall remain twenty-five (25) minutes after the close of the school day. Grades 6 - 12 teachers shall be required to report for duty five (5) minutes prior to the start of the student day and shall remain a total of seven and one-quarter (7 ¼) hours on a regular student day. These times may be adjusted or shortened by the building principal on an annual basis. Teachers shall indicate their presence for duty in a method appropriate to their particular building.

2. The total in-school work day shall consist of not more than seven (7) hours in grades Kindergarten through 5 and seven and one-quarter (7 ¼) hours in grades 6 through 12.

3. The in-school work day shall include the following prep and lunch times:

Grades Kindergarten – 5: 40 minute duty-free lunch
Grades Kindergarten – 5: 40 minute daily prep period
Grades 6 – 12: at least 26 minutes duty free lunch.

Teachers may leave the building during their duty-free lunch period.

4. On Fridays or on days preceding holidays or vacations, the teachers’ day shall end at the close of the pupils’ day. Teachers shall work a one-session day prior to the Thanksgiving holiday.

2. The daily schedule in grades 6 through 12 shall consist of eight (8) periods plus lunch and homeroom. The average length of a period, excluding passing time, shall be forty-two (42) minutes.

3. Teachers in grades 6 through 12 will not be assigned to teach in more than two (2) subject areas and no more than three (3) subject preparations in full year academic courses unless a teacher volunteers for more.

4. Elementary teachers shall not be required to teach continuously for more than three (3) hours and twenty-five (25) minutes, except on one-session days when it shall not exceed four (4) hours.

Elementary classroom teachers shall not be required to be present when specialist teachers such as teacher of art, music and physical education are working in their classrooms.

5. Elementary teachers shall have released time when specialist teachers are scheduled to teach their classes. Elementary teachers may leave the library once the librarian has assumed responsibility for the class as long as the Board maintains a library in the elementary school.

6. This article applies to teachers in grades 7 and 8 only:

a) A faculty member’s normal daily work load shall not exceed three (3) instructional blocks and two (2) non-pupil contact time periods equal in length to one block. If a faculty members teachers three (3) blocks in a semester, said member shall be assigned no duties that semester.

b) Department Chairs and team coordinators shall teach no more than five (5) instructional blocks per year or periods per day for a full year, whenever possible. When a chairperson or team coordinator teaches six (6) blocks per year or six (6) periods per day all year, the stipend will increase by 50%. When a chairperson or team coordinator agrees to teach six (6) periods per day for less than a full year, the stipend will be adjusted accordingly.

c) No block shall exceed eighty-eight (88) minutes.

d) Every effort shall be made to limit teachers to two (2) instructional preparations and no more than two (2) consecutive blocks per day.

e) In the event that Block Scheduling is implemented and subsequently eliminated, contract language shall revert back to that which is in this Article (VII-D.1) as negotiated for July 2002 dealing with the traditional teaching schedule.

f) At the end of the 2002-03 school year, both parties agree to reevaluate this addendum.

g) The WEA and Board of Education agree to extend D. 6. through June 30, 2006.

It is recognized by the Board that pupil-teacher ratio is an important aspect of an effective education program. The Board agrees to continue its efforts to keep class size at an acceptable number as dictated by the financial condition of the district, the building facilities available, the availability of qualified teachers and the best interests of the District, as deemed administratively feasible.

The Board agrees to compensate teachers for coaching and directing or sponsoring those activities which have been approved by the Board. The activities presently approved, along with the compensation range determined by satisfactory experiences in the responsibility are reflected by Appendix “B” and “C” attached hereto and made a part hereof.

1. Contribution to the tax sheltered annuity determined by the Board if authorized by the employee.

2. Prudential.

3. The annual dues for the Woodbury Education Association, Gloucester County Education Association, New Jersey Education Association, and National Education Association as said teacher individually and voluntarily authorizes the Board to deduct.

4. ABCO Public Employees Federal Credit Union.

5. Gloucester County United Way.

6. Other investment accounts.

Effective July 1, 1996, all teachers initially hired and placed on the BA track will be limited to progression on the BA track at the step attained after five years of service in the district if he has not completed 15 graduate credits by September 1^st of the sixth year of employment. All teachers hired and placed on a salary guide above BA are exempt from this provision.

ARTICLE 12
HEALTH INSURANCE

1. For all individuals hired after June 30, 1996, the Board agrees to provide health insurance coverage (medical, dental and Blue-Bank) at the negotiated percent for each individual who is regularly employed for thirty (30) or more hours per week.

1. The Board will reimburse each teacher for personal and/or family prescription or optical expenses that are not covered by insurance. In order to receive reimbursement, the teacher must present dated receipts and proof of rejection by an insurance carrier for each individual year. Payments will be made for the preceding twelve (12) months provided the teacher submits the required verification and vouchers as stated below. Reimbursement shall be made up to $775.00 per teacher per year for the length of this contract.

2. Prior to requesting reimbursement, the teacher must submit the billing of eligible items to any insurance carrier which provides or may provide coverage for such service. This includes not only insurance coverages provided by the Board, but insurance coverages provided privately or by some other employer. The Board shall have the right to require the employee to verify, under oath, that said coverage does not exist, if such is the case.

3. The Board shall not be required to consider any item for reimbursement until the teacher has presented a receipted bill or other proof of payment of such cost and evidence that the teacher has sought insurance coverage for such cost and such coverage has been denied.

4. Proof of payment and evidence that the claim is not covered by other insurance shall be presented to the Secretary of the Board of Education, along with a voucher requesting reimbursement, not later than June 30^th or September 30^th of each year. The Board shall pay the reimbursement to which the teacher is entitled not later than the July 31^st or October 30^th immediately following the June or September filing deadline.

5. In order to be eligible for the reimbursement provided in this paragraph, the proof of payment and evidence of no coverage by other insurance must be presented by September 30^th for any service rendered prior to the immediately preceding June 30^th. Any claim not presented by September 30^th shall be waived and the employee shall thereafter have no further claim to reimbursement under this paragraph.

6. The Board will provide written instructions for completing vouchers, thereafter, incorrect or incomplete submissions will be rejected and the employee shall thereafter have no further claim to reimbursement under this section for the year in question.

1. The course must be approved by the Superintendent in advance in writing as being a subject matter course in a field in which the individual is teaching or is certified; e.g., English, Mathematics, Science, etc. In addition, teachers may, subject to the prior approval of the Superintendent, take one (1) course in an allied field per school year provided the course is relative to the teacher’s assignment in the Woodbury School District. The determination as to relevance shall rest solely with the Superintendent. This course shall be limited to three (3) credits per school year and shall be included as part of the nine (9) credits eligible for reimbursement. The Superintendent shall indicate his approval or disapproval in writing within fifteen (15) school days of receipt of the request.

2. The course may be at either the graduate or undergraduate level of credit, provided the teacher holds either a Standard Teaching Certificate or a Certificate of Advanced Standing and provided the course is not essentially a repetition of one previously taken. Undergraduate level courses will only be reimbursed when the course is for certification in an area where the District is experiencing a need for certified staff as determined by the Superintendent.

3. The Board will reimburse teachers for tuition costs for up to nine (9) credits per year completed between July 1st and June 30th. The reimbursement rate per credit shall not exceed the rate charged per credit by State Colleges. In addition, teachers shall be eligible for reimbursement for the cost of books at the rate of fifty dollars ($50.) per course not to exceed one hundred and fifty dollars ($150) per year. Such refunds will be made to teachers still in the Board’s employ upon presentation of the receipted bills and transcript of credit or official grade report form evidencing satisfactory completion of the course.

2. Horizontal advancement on the salary guide may occur two (2) times per year. Teachers who submit the necessary documentation for advancement to a higher educational level prior to September 30^th will have their pay adjusted retroactive to September 1^st. Teachers who submit the necessary documentation for advancement to a higher educational level prior to February 28^th will have their pay adjusted retroactive to February 1^st. Teachers applying for horizontal movement on the salary guide who anticipate problems with the college or university in obtaining documentation that the required course work has been completed should notify the Business Administrator, in a timely fashion, that the documentation is forthcoming. In this case, the Board will waive the time requirements.

a. pregnancy

b. transfer/relocation of spouse’s employment

c. extended/long-term illness

d. death of an immediate family member

e. retirement

Any extenuating circumstance other than employment in another district may be appealed at the superintendent level only. Coursework taken under the requirement in Article 11, G, will not be subject to repayment.

All monies up to $4,000.00 total owed to the district must be repaid by individual contract terms not extending beyond one calendar year of termination of employment. Monies owed beyond $4,000.00 must be repaid within two calendar years by individual contract with Woodbury Public Schools.

This clause will only affect persons who took classes which started on or after July 1, 2002, for which the district made full or partial payments.

1. All teachers under contract for a full school year shall be entitled to ten (10) days of sick leave each school year. Teachers employed after September 30^th will receive one (1) sick day per month of employment. All sick leave days will be credited to the teacher’s account as of the first day of the teacher’s work year whether or not the teacher reports for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.

2. When a teacher’s absence due to personal illness exceeds the total number of sick days accumulated, the teacher may be granted a leave of absence covering the remaining period of illness with or without pay.

3. Sick leave referred to herein will be defined in applicable New Jersey Statutes now or hereafter in effect.

4. Teachers shall be given a written accounting of accumulated sick leave days no later than September 30^th of each school year.

B. Personal Leave of Absence

The Board realizes that unusual circumstances other than illness occasionally make it necessary for teachers to be absent from school. The Board establishes the following list as maximum days teachers may be absent for other acceptable reasons during a school year without loss in salary. This time expires at the end of each school year and is therefore not accumulative. Only accrued days from Section B.4 convert to extended sick leave days (See Article 16, A.5).

1. An allowance of up to five (5) days per occurrence shall be granted for a death in the immediate family. One additional day shall be permitted under the provision of a substitute’s wage deduction. Immediate family may be considered grandparents, father, mother, spouse, brother, sister, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, and members of the teacher’s household.

2. An allowance of up to three (3) days leave may be granted for serious illness in the immediate family. (Immediate family same as No. 1 above.)

3. An allowance of one (1) day leave may be granted for the death of other relatives.

4. An allowance of up to three (3) days leave per school year with prior notification to the Superintendent may be granted for reasons of a personal nature. These include, but are not limited to:

(a) Court Subpoena.

(b) Marriage of an employee or marriage of father, mother, brother, sister, son or daughter.

(c) Personal business which cannot be handled outside of school hours, unless the requested leave day falls on a Monday, Friday, or any day preceding or following a school holiday, in which case the request must include a specific reason which shall be subject to approval by the Superintendent.

(d) Religious holidays.

5. Educational leaves may be granted with prior approval of the Superintendent for:
(a) Attendance at conferences for professional improvement.

(b) Representing the school or profession at civic, public or educational meetings.

(c) Visiting other schools for self-improvement.

(d) Serving on evaluation committees.

6. An allowance for one (1) day may be granted for the purpose of providing transportation to or from the hospital in the event of childbirth by the spouse.

7. For the protection of the employee and for proper payroll accounting and audit, every request for a personal leave of absence of a full day or more must be made to the Superintendent in writing. Absence not covered by any of the above provisions will cause salary deductions at the rate of 1/20^th of the monthly salary for each day’s absence.

D.

1. Teachers may apply for a child-rearing leave of absence in conjunction with a sick leave of absence for child-rearing purposes. The child rearing leave shall commence on the date specified by the teacher and will continue for the balance of the school year in which the birth occurs. Application for child-rearing leave shall be made to the Superintendent at least ninety (90) calendar days prior to the proposed commencement of the leave.

2. Teachers, upon written request, shall be granted a child-rearing leave for one (1) additional school year (September – September) immediately following the school year in which the initial child-rearing leave was granted, provided that this additional leave does not extend the total leave time beyond twenty-four (24) calendar months.

3. Child-rearing leave shall be without pay. Upon request, the Board Secretary will provide the teacher with the necessary information in order that the teacher can take over payment of insurance premiums.

1. Upon recommendation of the Superintendent of Schools, a summer study program may be granted to any certified teacher. A teacher may be given permission to receive six (6) credits of summer study during any three (3) year period.

2. Stipend for summer study to be paid as follows:

(a) Commuter – to attend college less than fifty (50) miles from Woodbury.

(b) Resident – to attend college more than fifty (50) miles from Woodbury

Commuter Stipend
3 weeks $620.
4 weeks $825.
5 weeks $1,030.
6 weeks $1,240.

Resident Stipend
3 weeks $2,065.
4 weeks $2,475.
5 weeks $2,890.
6 weeks $3,300.

To be eligible for a stipend the teacher must complete six (6) credits.
(c) Payment

Stipend shall be paid as follows: One-half (1/2) on July 30^th. The remaining payment will be made within thirty (30) days of the teacher receiving the final grade.
3. (a) The teacher may receive reimbursement for up to six (6) credits taken during the summer as covered in Article 16.

(b) Teachers receiving a summer study stipend to attend a college or university where the tuition rate exceeds the state tuition rate will be eligible to receive additional tuition reimbursement. The additional tuition to be received by the teacher is to be computed as follows: ½ (Tuition Rate – State Tuition Rate) + State Rate = Reimbursement.


(c) A teacher taking six (6) credits in the summer will be limited to receiving reimbursement for six (6) credits during the remainder of the contract year.

(d) Grade

(1) The teacher must receive an average grade of B or better in order to receive the full stipend.

(2) The teacher must receive an average grade of C or better in order to receive seventy percent (70%) of the stipend.

(e) Number of Summer Grants

(1) Requests are to be submitted, in writing, to the Superintendent on or before April 1^st. Decision of the Superintendent will be made by April 15^th. Decision of the Superintendent is final.

(2) The Superintendent will use the following criteria in approving requests for summer study. Criteria is listed for informational purposes only.

Credits for additional certification.

District needs.

Enrollment in graduate program in area of employment.

Increase knowledge in subject area.

(3) The decision of the Superintendent is non-arbitrable.

(f) The maximum annual amount to be expended on stipend shall not exceed $15,000.00.

A grievance is defined as an alleged violation of a specific article or section of this Agreement. A grievance will be presented in the following steps:

Within seven (7) school days of the time a grievance arises, the employee, either directly or accompanied by his Building Representative, will present the grievance to his immediate supervisor during non-teaching hours. Within seven (7) school days after presentation of grievance, the immediate supervisor shall give his answer orally to the employee.

Step One – Immediate Supervisor

1. Within five (5) school days of the oral answer, if the grievance is not resolved, it shall be stated in writing, signed by the grievant and lodged with the immediate supervisor on the form provided in Appendix “A” of this Agreement.

2. The “Statement of Grievance” shall name the employee involved, shall state the facts giving rise to the grievance, shall identify by appropriate reference all the provisions of this Agreement alleged to be violated, shall state the contention of the employee and of the Association with respect to these provisions, and shall indicate the specific relief requested.

3. Within five (5) school days after receiving the grievance, the immediate supervisor shall communicate his answer in writing to the grievant.
Step Two – Superintendent or Designee

1. If the grievance is not resolved in Step One, the grievant may, within five (5) school days of receipt of immediate supervisor's answer, submit to the Superintendent or designee a written “ Statement of Grievance” signed by the grievant. A copy shall be given to the immediate supervisor involved at the same time.

2. The Superintendent or his designated representative shall give the grievant an answer in writing no later than five (5) school days after receipt of the written grievance. If further investigation is needed, additional time may be allowed by mutual agreement of the Superintendent or designee and the grievant.
Step Three – Board

1. Within five (5) school days after receiving the decision of the Superintendent or designee, an appeal of the decision may be made to the Board. It shall be in writing and accompanied by a copy of the decision at Step Two.

2. No later than fifteen (15) calendar days after receiving the appeal, the Board or a committee (consisting of three or more members) thereof shall hold a hearing on the grievance at a special meeting.

3. Within ten (10) school days after the hearing, the Board or its committee shall communicate its decision in writing, and state its reasons, if any, to the grievant.

4. The grievant may not present any material, allegation or remedy that was not presented in Step Two.

Step Four – Arbitration

1. Within fifteen (15) calendar days after receipt of the decision of the Board, the Association may submit the grievance to arbitration under and in accordance with the Rules of the American Arbitration Association.

2. Powers of the Arbitrator – It shall be the function of the arbitrator, and he shall be empowered except as his powers are limited below, after due investigation, to make a decision in cases of alleged violation of the specific articles and sections of this Agreement.

(a) He shall have no power to add to, subtract from, disregard, alter, or modify any of the terms of this Agreement.

(b) He shall have no power to establish salary structures.

(c) He shall have no power to rule on any of the following:

(1) any claim or complaint for which there is another remedial procedure or course established by law or by regulation having the force of law, including any matter subject to the procedures specified in provisions of Title 18A, N.J. Statutes.

(d) He shall have no power to change any practice, policy, or rule of the Board nor to substitute his judgment for that of the Board as to the reasonableness of any such policies, practice, rule or action taken thereunder.

(e) He shall have no power to decide any question which, under this Agreement, is within the responsibility of the Board to decide. In rendering decisions, an arbitrator shall give due regard to the responsibility of the Board and shall so construe such responsibilities except as they may be specifically conditioned by this Agreement.

(f) In the event that a case is appealed to an arbitrator on which he had no power to rule, it shall be referred back to the parties without decision or recommendation on its merits.

(g) The fact that the grievance has been considered by the parties in the preceding steps of the grievance, shall not constitute a waiver of jurisdictional limitations upon the arbitrator in this Agreement.

3. The decision of the arbitrator shall be binding.

4. The fees and expenses of the arbitrator shall be shared equally by the Board and the Association. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other.

1. Hearings held under this procedure shall be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses, entitled to be present to attend. Such hearings may be conducted during nonschool hours, unless there is mutual agreement for other arrangements.

2. The Board and the Association are responsible for the payment of their own representatives and witnesses involved in any grievance meeting.

3. If the grievance arises from an action of authority higher than the immediate superior of a school, the employee may present such grievance at Step Two of this procedure.

4. Any aggrieved person may be represented at all stages of the grievance procedure by himself, or at his option, by the Association, or by a representative selected or approved by the Association.

5. When an employee is not represented by the Association in the processing of a grievance, the Association shall at the time of submission of the grievance to the Superintendent or designee or any later level, be notified by the Superintendent or designee that the grievance is in process, have the right to be present and present its position in writing at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered. The Association shall have the right to pursue the grievance on its own behalf if it does not concur with the settlement agreed to by the employee.

6. The Board and the Association shall assure the employee freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his appeal with respect to his personal grievance.

7. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article.

8. If, in the judgment of the Association, a grievance affects a group or class of employees the Association may submit such grievance in writing to the Superintendent or designee directly, in accordance with the procedures set forth above and the processing of such grievance shall commence at said level. The Association may process such grievance through all levels of the grievance procedure.

1. Time limits provided in this Agreement may be extended by mutual agreement when signed by the parties.

2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limit shall permit the Association to lodge an appeal at the next step of this procedure.

3. Any grievance not advanced from one step to the next within the time limits of that step shall be deemed terminated by the answer at the previous step.

4. Any grievance which arose prior to the effective date of this Agreement shall be processed under the terms of the Agreement in effect on the date of initiation.

5. Any grievance which has not been processed prior to the completion of the school year will continue open and will follow the outlined steps during the summer months. Saturdays, Sundays, holidays and Fridays when offices are closed during the summer vacation period will not be counted as school days. After the grievance has been initiated and responded to within the specified time limits at the appropriate first step of this procedure, either party shall be able to extend the time limits to the reopening of school in September by written notification to the other party.

1. Nothing contained herein shall deny to any employee his rights under State or Federal Constitutions and Laws.

2. No employee shall use the grievance procedure to appeal any decision of the Board or Administration if such decision is applicable to a State or Federal Regulatory Commission or Agency.

3. All documents, records and communications dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants nor shall the file or any of the contents therein be disclosed in any way to anyone outside the Woodbury School District.

1. Oral reprimand. The reprimanded employee will, within five (5) of his days at work, sign a notice to his personnel file acknowledging that the oral reprimand was issued. The employee's signature does not indicate agreement with the reprimand. Failure to issue the notice to the personnel file within five (5) of the reprimanded employee's days at work shall mean that an oral reprimand was not given.
2. A written reprimand shall be placed in the employee's personnel file in the case of minor offenses. The Board shall furnish the employee and the Association with a copy of the reprimand. The employee shall be required to sign the file copy for the sole purpose of acknowledging receipt of a copy.
3. Suspension from work (without pay) for periods varying from one (1) to fifteen (15) days, according to the gravity of the offense and the previous record of the employee concerned, is to be applied in cases of a first serious offense or continued or repeated minor ones.
4. Discharge.
5. If an employee is required to attend a meeting with the Board, Superintendent or a designated representative for the purpose of discipline, he will be so advised in writing and shall have the right to have an Association representative present during such a meeting.
6. The Board may bypass any step of this procedure based on the offense (such as theft, fighting, child molesting, substance abuse, etc.) and record of the employee.

1. The full-time work year calendar will be established by June 1^st of each year for the July 1^st - June 30^th fiscal year. Thirteen paid holidays and due vacation time will be recognized.

3. The full-time work day shall consist of eight (8) hours plus a one-half (1/2) hour lunch break for the day shift and eight (8) hours including a one-half hour lunch break for shifts beginning after 3 p.m. and before midnight.

1. Full-time employees assigned to work shifts that regularly work past midnight will receive a twenty-five cent ($.25) per hour shift differential. The shift differential will only be paid for actual time worked on the late shift.

1. The scheduling and distribution of overtime will be done on an equitable basis in accordance with the needs of the district.

2. Employees who are required to work on holidays as defined in Article 26 will be compensated in addition to the regular day's pay at the rate of time and one-half for all time worked.

3. The Board may require employees to work overtime; employees will be given advanced notice of required overtime when possible.

2. On-call employees will be compensated at the rate of five dollars ($5.00) per week day (6 a.m. Monday through 12 a.m. Saturday) and twenty-five dollars ($25.00) per weekend (12 a.m. Saturday through 6 a.m. Monday.)

3. The requirement for on-call assignments will be determined by the Administration.

1. All full-time twelve (12) month employees shall be entitled to thirteen (13) paid holidays per year.

2. These holidays shall include:

New Year's Day Labor Day
Good Friday Thanksgiving Day
Memorial Day Christmas Day
Independence Day

3. The remaining six (6) holidays shall be determined on an annual basis when the school calendar is established. Employees will be notified of the dates of the six (6) holidays not later than June 30^th of each year.

4. In the event a holiday listed in Subsection 2 above falls on a Saturday or Sunday, the holiday will be celebrated on the preceding or following day respectively. In the event the schools are open on any scheduled holiday, an alternate holiday will be scheduled by the Board.

5. The Association will submit a suggested holiday schedule for the Board's consideration prior to April 1^st of each year.

6. All part time twelve (12) month employees shall be entitled to Christmas Day and New Year's Day as paid holidays.

For the initial year of employment, employees hired after July 1^st shall earn pro-rata vacation time in accordance with the number of months employed in that year up to a maximum of ten (10) days. Such vacation time shall be rounded to the nearest full day. Vacation days are earned during the school year and accrue to the employee's record each July 1^st.

Each full-time twelve (12) month employee shall be eligible for two (2) weeks of vacation during the second year of employment and two (2) weeks of vacation each succeeding year until the employee completes seven (7) continuous years.

Beginning the eighth (8^th) year and continuing until the employee has completed fifteen (15) full years of continuous employment, the employee shall be eligible for three (3) weeks of vacation. Beginning the sixteenth (16^th) year the employee shall be eligible for four (4) weeks of vacation.

1. Vacation times shall be scheduled at the discretion of the Superintendent or designee.

2. Vacation days shall not be scheduled during the two (2) weeks prior to the opening of school in September, unless approved by the Superintendent. The Superintendent's decision is not grievable.

3. Employees will not be permitted to take more than two (2) weeks of vacation during the summer months unless specific approval is granted by the Superintendent for good cause. Vacation requests for winter recess will be granted based on a rotation of seniority. One (1) maintenance person and four (4) custodians must be in the district at all times.

4. Vacation time is not accruable long term. An employee may carry a total maximum of five (5) vacation days into the next year.

Twelve (12) month part-time employees who have completed three (3) or more years of service will receive an annual paid vacation of one (1) week.

2. Prior to requesting reimbursement, the employee must submit the billing of eligible items to any insurance carrier which provides or may provide coverage for such service. This includes not only insurance coverages provided by the Board, but insurance coverages provided privately or by some other employer. The Board shall have the right to require the employee to verify, under oath, that said coverage does not exist, if such is the case.

3. The Board shall not be required to consider any item for reimbursement until the employee has presented a receipted bill or other proof of payment of such cost and evidence that the employee has sought insurance coverage for such cost and such coverage has been denied.

4. Proof of payment and evidence that the claim is not covered by other insurance shall be presented to the Secretary of the Board of Education, along with a voucher requesting reimbursement, not later than June 30th or September 30th of each year. The Board shall pay the reimbursement to which the employee is entitled no later than July 31st or October 30th immediately following the June or September filing deadline.

5. In order to be eligible for the reimbursement provided in this paragraph, the proof of payment and evidence of no coverage by other insurance must be presented by September 30th for any service rendered prior to the immediately preceding June 30th. Any claim not presented by September 30th shall be waived and the employee shall thereafter have no further claim to reimbursement under this paragraph.

6. The Board will provide written instructions for completing vouchers, thereafter, incorrect or incomplete submissions will be rejected and the employee shall thereafter have no further claim to reimbursement under this section for the year in question.

1. All employees shall be evaluated at least once a year in accordance with Board policy. The employee shall have the right to submit a written rebuttal within ten (10) work days.

The employee shall be given a copy of any document that will be placed in his personnel file. The employee shall sign the file copy for the sole purpose of acknowledging receipt of the document.

1. All employees under contract for a full school year shall be entitled to twelve (12) days of sick leave each school year. Employees employed after July 31^st will receive one (1) sick day per month of employment. All sick leave days will be credited to the employee’s account as of the first day of the employee’s work year whether or not the employee reports for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.

2. When an employee’s absence due to personal illness exceeds the total number of sick leave days accumulated, the employee may be granted a leave of absence covering the remaining period of illness without pay.

3. Sick leave referred to herein will be defined in applicable New Jersey Statutes now or hereafter in effect.

4. Employees shall be given a written accounting of accumulated sick leave days no later than September 30th of each school year.

5. (a) Upon retirement in accordance with the provisions of the Public Employees Retirement System, employees shall be paid two (2) full days’ pay calculated at the rate of one-two hundredth (1/200) of

their annual salary for every five days unused sick leave accrued.

(b) The estate of employees who are eligible to retire in accordance with the provisions of the PERS but employed by the Board shall be paid for the deceased employee’s accrued sick leave as specified in subsection (a).

6. Each employee’s unused personal leave days as specified in Section B. 4 of this Article will be accumulated for the employee’s future use as extended sick leave days. These accumulated personal leave days shall be available for use by the employee as sick leave days after all current and accumulated sick leave days have been exhausted. Accumulated, unused personal leave days shall be eligible for conversion to severance pay under the provisions of Section A .5. (a) of this Article.

1. An allowance of up to five (5) days leave per occurrence shall be granted for death in the immediate family. One additional day shall be permitted under the provision of a substitute’s wage deduction. Immediate family may be considered grandparents, father, mother, spouse, brother, sister, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, and members of the employee’s household.

2. An allowance of up to three (3) days leave may be granted for serious illness in the immediate family. (Immediate family same as No. 1 above.)

3. An allowance of one (1) day’s leave may be granted for the death of other relatives.

4. An allowance of up to three (3) days leave per school year with prior application with reason to the Business Administrator may be granted for reasons of a personal nature. These include, but are not limited to:

2. Employees, upon written request, shall be granted a child-rearing leave for one (1) additional school year (September – September) immediately following the school year in which the initial child-rearing leave was granted, provided that this additional leave does not extend the total leave time beyond twenty-four (24) calendar months.

3. Child-rearing leave shall be without pay. Upon request, the Board Secretary will provide the employee with the necessary information in order that the employee can take over payment of insurance payments.

F. Copies of this Agreement shall be prepared at the joint expense of the Board and the Association and presented to all teachers employed by the Board in booklet form.

1. in November; or

2. thirty (30) days after the employee begins his employment in a bargaining unit position, unless the employee previously served in a bargaining unit position or was on lay-off, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later. The mechanics for deduction of representation fees and the transmission of such fees due to the Association, as nearly as possible, shall be the same as those used for the deduction of regular membership to the Association.

SPORT	POSITION	1	2	3	4
Football	Head Coach	7,313	8,013	8,807	9,172
Football	Assistant Coach	4,486	4,887	5,495	5,995
Soccer Field Hockey	Head Coach	4,728	5,449	5,948	6,453
Soccer Field Hockey	Assistant Coach	2,719	3,054	3,667	4,285
Basketball Wrestling	Head Coach	6,098	6,736	7,323	7,813
Basketball Wrestling	Assistant Coach	3,811	4,285	4,769	5,614
Cross Country Indoor Track	Head Coach	3,080	3,363	4,156	4,728
Cross Country Indoor Track	Assistant Coach	2,574	2,865	3,682	4,271
Baseball Softball Track	Head Coach	4,949	5,727	6,309	6,736
Baseball Softball Track	Assistant Coach	2,920	3,198	3,950	4,486
Tennis Swimming	Head Coach	3,229	3,651	4,300	4,949
Tennis Swimming	Assistant Coach	2,719	2,920	3,054	3,270
Golf	Head Coach	3,013	3,229	3,363	3,651
Cheerleading (Fall)	Head Coach	3,430	3,729	4,156	4,650
Cheerleading (Fall)	Assistant Coach	2,307	2,585	2,920	3,193
Cheerleading (Winter)	Head Coach	3,430	3,729	4,156	4,650
Cheerleading (Winter)	Assistant Coach	2,307	2,585	2,920	3,193
7th/8th Grade Programs	All Coaches	2,045	2,173	2,307	2,451
Weightlifting		2,585	2,766	2,956	3,105

ACTIVITY	STIPEND		ACTIVITY	STIPEND
Director, High School Chorus	4,408		America’s Pride	706
Director, Elementary Chorus	1,895		World Language Club	767
Assistant Choir Director	1,432		Webmaster	798
Director, Band and Orchestra	5,711		Pre/Post School Monitors	1,772
Assistant Band Director	2,822		Detention	5,510
Director, Elementary Band	1,895		Intramural Program	1,226
Debate	1,694		Audio-Visual Coordinator	1,694
Dramatics	3,399		Elementary Coordinator	2,889
Dramatics Assistant	1,066		SURE	814
Visual Education	1,694		Cultural League	814
Class Advisor: 9th Grade	1,221		Health Careers Club	814
Class Advisor: 10th Grade	1,221		Ecology Club	814
Class Advisor: 11th Grade	2,034		Science Events Competition Coordinator	814
Class Advisor: 12th Grade	2,307		Jazz Band	814
Elementary Safety Patrol	1,772		Wind Ensemble	814
National Honor Society	1,354		Technology Club	814
White & Gold	1,772		Outdoor Club	814
Student Council – Grades 6-8	1,772		Rogate and Related Grades 6-8 Academic Activities	1,087
Student Council Grades 9-12	2,590		Sound/Light Booth Operator	824
Sun Dial	5,938		Color Guard - Year	1,813
Business Manager, Sun Dial	1,483		Junior High Jazz Band	567
Academic Bowl	1,087		Dance Club - HS	778
Jr. H.S. Yearbook	1,694		Key Club	706
Elementary Yearbook	675		Interact	706
Varsity Club	1,087		Literary Magazine	706
Mock Trial	839		Art Club	767
Hollywood Kids	1,025		Renaissance Club	886

ACTIVITY	STIPEND		ACTIVITY	STIPEND
Pit Orchestra - General	309		Coordinators
Pit Orchestra - Piano	721		Technology	2,889
Pit Orchestra - Keyboards	721		Grades 6, 7, 8	2,889
Anytown	814		Pre-School	5,650
Conductor - Orchestra	1,030		Child Study Team	4,517
Director, Music - Spring Play	1,030
Choreographer - Spring Play	1,030		Middle School Clubs
Teen Pep	1,694		Cooking	567
			Art - Semester 1	567
Chinese Club	778		Youth to Youth - Semester 1	567
			Ceramics - Semester 1	567
Chairpersons*			Swimming - Semester 1	567
English	2,889		Ladybug Club - Semester 1	567
Social Studies	2,889		Computers - Semester 1	567
Science	2,889		Bowling - Semester 1	567
Mathematics	2,889		Drama - Semester 1	567
Foreign Language	2,889		Science - 4 H - Semester 2	567
Guidance	2,889		Chess - Semester 2	567
Health/PE	2,889		Crafts - Semester 1, Semester 2	567
Related Arts	2,889		Dance Club	778
Special Education	2,889		Math League	814
Technology/Business	2,889
AVID	2,889
6th Grade	2,889

(a) Upon retirement in accordance with the provision of the Teachers’ Pension Annuity Fund, teachers shall be paid two (2) full days’ pay calculated at the rate of one two-hundredth (1/200^th) of their annual salary for every five (5) unused sick leave and one (1) full day’s pay calculated at the rate of one two-hundredth (1/200^th) of their annual salary for every five (5) accumulated personal leave days. Any total amount greater than $10,000.00 owed to an individual retiree must be paid by the Board of Education over a minimum period of three school years. Teachers may request payment over a period of four (4) or five (5) years.

(1) For all teachers hired after June 30, 1996, the payment for total unused sick and personal leave accrued is capped at a maximum of $15,000.00 upon retirement, in accordance with the Teachers’ Pension and Annuity Fund.

(b) The estate of teachers who are eligible to retire in accordance with the provisions of the TPAF but employed by the Board shall be paid for the deceased teacher’s accrued sick leave as specified in subsection a.

(a) Requests for curriculum courses of study shall be made in writing with a due date of one month, unless otherwise specified.

(b) Curriculum work to be assigned at special projects rate with a cap on the number of total hours per project as set by the Superintendent.

(c) Stipend to be divided if the responsibility is assigned to more than one (1) teacher.

(d) In lieu of payment, released time may be provided. Ex., professional day in-service, etc.

(e) Teachers who serve as instructors for inservice courses during the school year and who do not have such instruction as part of their regular duties will be compensated for such services at the special projects rate with the number of hours approved by the Superintendent.

STEP	STEP
04-05	05-06	BA	BA+15	MA	MA+30	MA+60	PhD
***	1	41507	42167	42828	44301	51803	53080
1	2	41707	42367	43028	44501	52003	53280
2	3	43002	43764	44526	46355	53298	54575
3	4	43790	44907	46025	48184	54086	55363
4	5	44933	46050	47168	50013	55229	56506
5	6	46584	47676	48768	51892	56880	58157
6	7	48311	49312	50317	53721	58607	59884
7	8	50216	51232	52248	55550	60512	61789
8	9	51994	53010	54026	57353	62290	63567
9	10	53594	54798	56007	59182	63890	65167
10	11	55321	56718	58115	61062	65617	66894
11	12	57175	58486	59792	62941	67471	68748
12	13	59004	60198	61392	64973	69300	70577
13	14	60935	62321	63703	67970	71231	72508
14	15	63424	64988	66546	70688	73720	74997
15-16	16	66650	68775	70900	73200	76946	78223

STEP	CUSTODIANS	LEAD	MAINTENANCE	GROUNDS
1	22000	23500	25800	23500
2	22500	24000	26300	24000
3	22500	24900	27200	24000
4	23400	26100	28400	24900
5	24600	27300	29600	26100
6	25800	27700	30000	27300
7	26200	27900	30200	27700
8	26400	28900	31200	27900
9	27400	29850	32150	28900
10	28350	30200	32650	29850
11	28700	31300	33150	30200
12	29800	32000	33650	30700
There are two off-guide custodians and one off-guide maintenance employee. Their salaries have been agreed to by the parties and are contained in Board records.