The Board hereby recognizes the Association as the exclusive representative for collective negotiation concerning the grievances and terms and conditions of employment for all personnel employed by the Board including:

Unless otherwise indicated, the term "employees" when used hereinafter in this Agreement shall refer to all employees represented by the Association in the negotiating unit as above defined, and reference to male employees shall include female employees.

E. The mail courier shall follow the Secretarial school year calendar but be paid on the Custodian guide.

1. A "grievance" shall mean a written complaint by an employee or group of employees alleging a violation, misinterpretation or inequitable application of any of the provisions of this agreement, established Board policy, or past practice affecting terms and conditions of employment.
2. As used in the above description, the term "group of employees" shall mean a group of employees having identical grievances and similarly situated.
3. In presenting the grievance, an employee shall be assured freedom from prejudicial action occasioned solely by the institution of said grievance.
4. An aggrieved person is the employee or group of employees claiming the grievance.
5. Grievances shall be instituted not later than twenty-five (25) school days following the cause thereof.
6. An aggrieved person shall have the right to present his/her own appeal or to designate a representative of the Association or other employee of his/her own choosing to appear with him/her.

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process. The time limits specified, however, may be extended by mutual agreement.
2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, and could result in irreparable harm to the aggrieved, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter if practical.
3. LEVEL ONE - An employee with a grievance shall first discuss it with his/her immediate supervisor or principal identifying it as a Level 1 grievance in an attempt to resolve the matter informally at that level.
4. LEVEL TWO - If, within five (5) school days following this discussion, the matter is not resolved to the satisfaction of the employee, he/she may set forth his/her grievance in writing to the immediate supervisor or principal. The letter shall contain a request for a meeting with the immediate supervisor or principal within seven (7) school days after his/her receipt of the grievance. The employee may request representation at this meeting by any member of the local Association. Following this meeting, the immediate supervisor or principal shall communicate his/her decision to the employee, in writing, within five (5) school days.
5. LEVEL THREE - The employee may appeal the immediate supervisor's or principal's decision to the superintendent. The appeal to the superintendent must be made in writing within seven (7) school days after receiving the immediate supervisor's or principal's decision. The appeal must set forth the grounds upon which the grievance is based. The superintendent shall attempt to resolve the matter as quickly as possible. Within a period not to exceed seven (7) school days of receipt of the aggrieved person's written appeal, the superintendent shall communicate his/her decision in writing along with supporting reasons to the aggrieved person and the immediate supervisor or principal.
6. LEVEL FOUR - If the grievance is not resolved to the aggrieved person's satisfaction, he/she may request a review by the Board of Education. The request for review shall be submitted in writing through the superintendent who shall attach all related papers and forward the request to the Board of Education within five (5) school days. The Board of Education shall, before the next regular Board Meeting, or within fifteen (15) school days of receipt of the request, review the grievance, hold a hearing with the aggrieved person, if requested, and render a decision as quickly as possible but within a period not to exceed thirty (30) school days. At any meeting with the Board, the employee may be represented by any person of his/her choosing.
7. LEVEL FIVE - If the aggrieved person is not satisfied with the Board's decision at Level Four, or if no decision has been rendered within thirty (30) school days after the grievance was delivered to the Board, whichever is sooner, the person must request in writing that the president of the Association submit his/her grievance to arbitration, which shall be binding on issues concerning the interpretation of the agreement and in all other respects non-binding. If the Association determines that the grievance is meritorious, it may then, within fifteen (15) school days after the receipt of a request by the aggrieved person, submit the grievance to arbitration by service of demand thereof upon the Board through the superintendent.
a) A request for a list of arbitrators shall be made to the American Arbitration Association and/or the Public Employment Relations Commission in the selection of an arbitrator.
b) The arbitrator selected shall hold hearings promptly and shall issue a decision not later than thirty (30) school days from the date of the hearing(s), or if oral hearings have been waived, then from the date the final statements and proofs on the issue are submitted to him/her. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions of the issues submitted. The arbitrator shall limit his decision strictly to the application and interpretation of the provisions of the agreement and shall be without authority or power to make any decisions:
(1) Contrary to, or inconsistent with, or modifying or varying in any way, the terms of this Agreement, or of applicable law or rules or regulations having the force and effect of law;
(2) Limiting or interfering in any way with the powers, duties and responsibilities of the Board under applicable law, rules and regulations having the force and effect of law;
(3) Involving established Board policy or past practice under the provisions of this Agreement or under applicable law, except that he/she may decide in a particular case that the Board's established policy on past practice affecting terms and conditions of employment was disregarded or that its application under any terms of this Agreement constitutes an abuse of discretion.
(4) Provided further that non-renewal of employment contracts shall not be subject to arbitration, except as provided Teacher Assistants in Article XIX.
c) The costs for the services of arbitrator shall be borne equally by the Board and the Association. Any other expense incurred shall be paid by the party incurring same.
d) All grievance settlements shall be made in writing and approved by the superintendent at his/her level, or the Board at its level, and the Association.
e) The aggrieved person shall follow applicable rules and regulations of the Board while a grievance is pending.
f) Any grievance which results from a decision made by the Board can be heard initially at Level Three. Said grievance shall be presented to the superintendent in writing within the same time limit prescribed in Number 5 of this Article.
g) The Association shall have the right to grieve in the same manner as an individual whenever its grievance is based upon a complaint suffered by the members of a unit as a whole.

1. Exclusive of the Board Office, the Association shall be permitted to use school facilities and equipment, including typewriters, other duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the cost of all materials and supplies incident to such use, and for any repairs necessitated as a result.

2. All on-guide employees who have worked for more than five (5) months and one (1) day during the school year shall be entitled to move to the next step on the salary guide commencing July 1.
All off-guide employees who have worked for more than five (5) months and one \(1) day during the school year shall be entitled to receive the off-guide annual salary adjustment commencing July 1.

2. Newly-created positions: The compensation for any newly-created extracurricular positions set forth in Schedule B shall be subject to negotiations between the Board and the Association.
3. Procedures for filling extra-curricular positions: All vacancies in extra-curricular positions shall be posted as follows:
a) Date of posting:
A notice shall be ordinarily posted fifteen (15) working days before the final date when applications must be submitted except in case of emergency. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the person designated within the time limit specified in the notice.
b) Application procedure:
Notice of all summer internal postings shall be e-mailed to all employees. Employees who desire to apply for a position which may be announced during the summer period when school is not regularly in session, shall submit their names to the superintendent, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer.
c) Selection criteria:

1. Adjustment to salary schedule - Any employee hired on or before February 1 of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year. Anyone employed after February 1st of any school year shall remain on the same step of salary guide the following year.

1. After three (3) years of uninterrupted continuous service, employees shall be appointed for an unfixed term so as to provide the tenure protection available to such employees under the provisions of Chapter 137, Public Laws of 1960 (18A:17-2, 18A: 17-3 and 18A: 17-4).

Employees shall be notified of their contract and salary status consistent with the appropriate New Jersey State Education Statute.

At no time shall the Board or any agent thereof assign or direct any employee covered by this contract to duties inconsistent with their general job description or past practice.

Notification to all Staff concerning Emergency School Closings, Delayed Openings and Early Dismissals shall be undertaken utilizing the Rapid Call Out System. The Rapid Call Out System shall be utilized to inform Support Staff when and whether to report so as to have the district in operation for pupils and staff.

1. Adjustment to salary schedule - Any employee hired on or before February 1st of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year. Anyone employed after February 1st of any school year shall remain on the same step of salary guide the following year.
2. After three (3) years of uninterrupted continuous service, employees shall be appointed for an unfixed term consistent with the provisions of Chapter 137, Public Laws of 1960 (18A: 17-2, 18A: 17-3 and 18A: 17-4).

The Board agrees to notify the STEA four (4) months prior to the determination for subcontracting.

1. The teachers' in school work year (other than new personnel who may be required to attend an additional three (3) days of orientation) shall be increased from 182 days to 183 days.
2. The parties agree that the first two (2) days of each school year will include an open house and classroom preparation time. The Friday immediately following Labor Day for 2020 will be an early dismissal for all teachers.

1. Cafeteria Assistants shall be required to attend one (1) paid in-service day, prior to the start of the school year. The payment for this day shall be pro-rated for the duration of the in-service. Cafeteria assistants shall not be required whenever student attendance is not required due to inclement weather.

3. The Friday immediately following Labor Day for 2020 will be an early dismissal for secretarial staff.

a. All Bus Drivers will be required to successfully complete a four (4) hour approved defensive driving course once every three (3) years. The defensive driving course will be provided on one of the in-service days for Bus Drivers.
b. In addition, all Bus Drivers hired on or after October 1, 2014 will be required to successfully complete an approved four (4) hour defensive driving course on their own within their first year of employment. The Bus Driver will be financially responsible for registering and paying for the course. The course must be approved in advance by the Transportation Coordinator and School Business Administrator. The Bus Driver must provide documentation of successful completion of same to the Transportation Coordinator.
c. All Bus Drivers and Transportation Attendants shall attend 1 hour of professional development per month to be paid at the employee’s pro-rated hourly rate. The Board and Association agree that the monthly professional development session will be scheduled at the discretion of the Board if needed and, at the discretion of the Board, may be canceled. The Board will provide the schedule for monthly professional development by August 1 of each school-year. An agenda for each scheduled professional development will be provided by the Board at least 24 hours in advance of each scheduled professional development session.
2. Work day - each full-time driver shall work a five (5) hour day, transportation attendants shall work a five (5) hour day. The bus driver’s five-hour day shall include a fifteen (15) minute preparation period for drivers to complete the required vehicle checklist. All bus fluids shall continue to be checked and replaced by the mechanic.

4. All runs shall be picked by seniority. Summer school runs shall be picked no later than June 15. Regular school year runs shall be picked during the second full week of August. These routes are subject to change due to changes in student enrollment.
5. A full-time driver’s run may include other transportation duties such as inspections, incidental runs and emergency attendant duty.
6. All mid-day runs which remain in the district will be paid at one-half (½) the regular guide step, and will not exceed two and one-half (2- ½) hours. Should such a run exceed two and one-half (2-½) hours, the driver shall be paid overtime rates.
7. Special runs - runs requiring special transportation service, such as those involving the handicapped, disabled, etc., shall be established as needed. The pay for said runs shall be step on guide.
a) All of the above runs are to be put into packages of the total hours worked and all deductions including pension will be withdrawn from same.
b) Any adjustment under this Article shall be made in the last pay of the school year. The closing of special education schools on days other than those closed at Stafford Township may necessitate the need for this provision.
c) All pay shall be issued on the 15th and 30th of each month following the submission of an employee’s time sheet to the Business Office.
d) Summer runs shall be based on a driver’s hourly salary.

9. Emergency runs - runs requiring special emergency transportation shall be determined by the superintendent or designee. Should drivers assigned to such a run work beyond a five (5) hour workday, they shall be paid overtime rates. Emergency runs shall be assigned on a rotating basis starting with the most senior bus driver.
10. Provided it does not interfere with a driver’s regularly assigned run, full-time drivers shall have first pick of class trips. All such class trips shall be paid at the rate of $20.00 per hour. All class trips shall be paid at a minimum of two (2) hours.
11. The physicals for all Bus Drivers will be conducted at the designated CDL provider. The Board will pay for the cost associated with receiving the physical at the designated CDL provider. A voucher to attend the CDL provider will be given to the Bus Driver by the transportation coordinator or his/her designee.
12. In the event a bus driver is out for any extended period of time longer than ten (10) days, a regular senior driver who applied for the position shall be assigned the runs if there is a monetary gain. In the event a transportation attendant who is assigned to a mid-day run is out for an extended period of time longer than ten (10) days, a senior transportation attendant who applies for the position will be assigned the position as long as it will not affect any other existing assigned route.
13. Special education drivers and transportation attendants shall receive a minimum of three (3) hours pay regardless of the number of students that report to school that day.

14. If a driver(s) or attendant(s) run is canceled because students do not attend school on any given day, the driver(s) or attendant(s) may be used as a substitute at their regular rate of pay.
15. Provided the driver is capable of the assignment, a senior driver who loses a run after the beginning of the school year may select the most junior drivers run (including mid-day runs). The intent is to give the senior driver a maximum number of runs and eliminate bumping from one driver to another.
16. Due to unforeseen reasons or emergency situations, individuals may be employed as attendants and drivers simultaneously during the same school year, as determined by the Transportation Coordinator. Drivers so affected will receive their regular rate of pay.
17. Runs, as they are created, must be assigned to full-time drivers within twenty (20) school days; substitute drivers may not be assigned these runs beyond the first twenty (20) school day period.
18. Full-time drivers shall be given chance of first refusal for all work in the transportation department which involves driving a vehicle owned or operated by the Stafford Township Board of Education. A mechanic may be utilized for driving in lieu of a bus driver when students are not passengers.
19. All full-time drivers, beginning the 1999-2000 school year, will be guaranteed a customary work day of five (5) hours. Notwithstanding, it is expressly understood any reduction in force shall be based on seniority.
20. Newly hired employees shall be required to pay for a fingerprint examination. In addition, all Bus Drivers who enter the Association upon the ratification of this Agreement will be required to pay for the cost of their fingerprint renewal/archiving.

1. The teacher school day shall be seven (7) hours in duration, the precise starting and ending times to be determined by the Board of Education.
a) If teachers are asked to arrive earlier than the normal starting time, they will be granted compensatory time off. On Fridays, the teachers’ day shall end when students’ are dismissed and on the Stafford Township school buses. The last 15 minutes on a Friday cannot be instructional time. On days when students are not present, teachers shall be permitted to leave 15 minutes early as is currently the case.
2. All full time teacher assistants shall be given a total of thirty (30) minutes per regular full day for non-student contact time.
3. With the exception of the Safety Patrol Advisors, any teacher who is required to regularly perform services beyond the teacher school day shall receive remuneration for said services predicated on an amount agreed upon between the Board and the Association.

a) All teachers shall have a forty-five (45) minute duty free lunch period.
b) Teacher assistants shall have a forty-five (45)-minute duty-free lunch period.
2. Leaving the building - Teachers may leave the building without requesting permission during their scheduled duty-free lunch period, provided they notify the office.

1. Grades 1 - 6 teachers and special teachers, prep time will be increased from three (3) hours forty-five (45) minutes per full week to four (4) hours and thirty (30) minutes per full week. No more than two (2) preps per month may be used for articulations. The two (2) articulation preps cannot occur within the same school week. The two (2) articulation periods per month can be submitted towards professional development hours. A full week shall be defined as a week that school is in session each day Monday through Friday and that day shall be a full school day; not an abbreviated school day. Such time shall be scheduled during the students' school day. In the case of shortened weeks, that is when school is not in session each day Monday through Friday, teachers shall receive prep time in such weeks only to the extent that the master schedule calls for on the days school is open. On schedules less than a full day an abbreviated schedule shall be used so that all teachers share in prep time due that day, on a proportionate basis with the shortened day. This time shall be used for preparation of lessons and experiments, and other activities that have a bearing on that teacher's class or classes. Due to emergency when an early dismissal is deemed necessary, the early dismissal schedule will immediately go into effect allowing for an equitable distribution of prep time during the remainder of the day. Effective July 1, 2014, the Administration shall make every attempt to continue scheduling Certificated Staff for one (1) prep period every day. However, there may be an example of staff schedules where the Administration cannot provide a guaranteed daily prep period. In this instance, the Administration will provide a day in the same week where two (2) prep periods are granted in said Employee’s schedule. There shall not be more than one (1) day in any given week in which the Employee’s prep period is not provided daily.
2. Only under emergency circumstances, may the administration direct teachers, as needed, to temporarily cover for an absent teacher. For each thirty (30) minutes of coverage, said teacher or teacher assistant shall receive $7.50 if County certified and $15.00 if State certified. Compensation will occur for the following situations:

Classroom Teacher with Pull Out Replacement (Either Absent)	Compensation
Non Homeroom Teacher (Special Area/Basic Skills, etc.) Cover a Homeroom Teacher	Compensation
Teacher covers a class during their lunch or prep	Compensation
Teacher asked to take another teacher’s class (double up)	Compensation
Teacher with an open period	No Compensation
Classroom Teacher with In Class Support Teacher (Either Absent)	No Compensation

The last day of the school year and the day before the commencement of the Winter Break shall be one-half (1/2) day for both students and teachers. The Wednesday before Thanksgiving shall be an early dismissal day, i.e., a four (4) hour day, for staff.

1. Work schedules showing the employees' shifts, work days, and hours shall be posted in each school.
2. Two (2) weeks’ notice for any permanent shift change shall be given before institution of said shift.

a) Eight (8) hours of work, inclusive of a thirty (30) minute lunch period, shall be considered a work shift.
b) Newly hired custodians and bus mechanics will work an eight (8) hour shift, inclusive of a thirty (30) minute lunch period. Work shifts will be considered a five (5) day work period within a seven (7) day calendar week. The five (5) day work week shall be consecutive days with no break in the week. Shift changes will require a two (2) week notice prior to the change.

a) One (1) secretary shall report at least one-half hour prior to the school day. One (1) secretary shall report at the start of the school day. A secretary shall work a seven and one-half (7-½) hour day which shall include a thirty (30) minute lunch period.
b) Summer hours for secretaries will be 8 a.m. to 2:30 p.m. with a thirty (30) minute lunch period.

1. Each full time custodian and secretary shall receive two (2) fifteen (15) minute break periods, one (1) in the AM and one (1) in the PM. Such scheduled breaks shall be assigned by the employee’s supervisor.
2. Each half time Secretary or Custodian shall receive one (1) fifteen (15) minute break. Such scheduled break shall be assigned by the employee’s supervisor.

1. Custodians absent for reasons outlined within this agreement and for whom a substitute cannot be secured shall have their shift filled from an overtime list consisting of unit employees who can perform these duties.
2. An overtime list shall be developed between the members of the custodial unit and the district of persons available to work overtime for each shift.
3. The list shall be rotated and placement on said list shall be based on seniority.
4. Custodians desiring overtime shall indicate to the district the days they are able to work.
5. In the event a custodian desiring overtime is notified by the district and refuses said overtime, then that custodian shall be placed on the bottom of the overtime list.

1. Specific starting/ending dates shall be as specifically set forth by the Board. The Energy Savings Schedule/Revised Work Week must, however, begin and end with a full work week. Accordingly, for any portions of a work week after the school year ends but before the Energy Savings Schedule/Revised Work Week starts, and for any portion of the work week after the Energy Savings Schedule/Revised Work Week ends but before September 1^st, the Board may recognize an alternate summer schedule (for secretaries, it shall be as set forth in Article XIII(B)(2)(b)). These summer schedule days, if any, shall be specifically set forth on the Energy Savings Schedule. Employees shall be notified of the Energy Savings Schedule / Revised work week by May 1^st
2. All secretaries shall work a thirty-two (32) hour work week divided equally within a four (4) day consecutive work week, with specific days and daily hours determined by the Board on an annual basis. As part of the eight (8) hour day, each secretary shall be entitled to a thirty (30) minute lunch period and two (2) fifteen (15) minute break periods, one (1) in the AM and one (1) in the PM. For buildings with two (2) secretaries, lunch periods must be alternated so as to ensure continuous building coverage. For buildings with one (1) secretary, the secretary shall work with his/her supervisor to schedule lunch so as to ensure continuous building coverage. All breaks are as assigned by the employee’s supervisor. Secretaries are not permitted to apply their lunch hour or their break periods to the beginning or end of the day to come in late or to leave early.
3. All custodians shall work a thirty-eight (38) hour work week divided equally within a four (4) day consecutive work week, with specific daily hours determined by the Board on an annual basis. This four (4) day consecutive work week shall either be a Monday through Thursday session or a Tuesday through Friday session. If the custodians do not voluntarily select the Tuesday through Friday session (in a sufficient number to ensure building coverage), assignments shall be made using the reverse seniority list.
4. All days off shall be counted as one for one (1:1).

4. During school breaks, two custodians per building must work. Rotation for vacation will apply. Rotation will be based on seniority.
5. Request for vacation must be submitted at least four (4) weeks prior and a written decision must be returned within two (2) weeks of the application submission date from the appropriate department supervisor.

1. In the event custodians are called out for work on weekends, or holidays, including snow emergency, the following rate shall be in effect:
a) Saturday – time and one-half for all hours
b) Sunday – two times for all hours that day
c) There shall be a minimum call-in time of two (2) hours for custodians

1. Drivers shall be paid their pro-rated hourly rates for any hours worked in excess of five (5) hours of required attendance per day.
2. Transportation attendants shall be paid their pro-rated hourly rate for any hours worked in excess of five (5) hours of required attendance per day.
3. Bus Drivers and Bus Attendants shall be entitled to compensation at their hourly rate for all hours worked in excess of five (5) hours per work day to be paid in accordance with the following chart:

4. A time clock shall be used.

1. Teachers who may be required to use their own car in the performance of their duties and teachers who are assigned to more than one school shall be reimbursed for all such travel at the rate of:

3. Traveling teacher will utilize available visitor’s parking spaces. Administration will provide traveling teacher with a placard. Traveling teacher will return such placard at the end of each school year.

1. The following Articles will apply to Teacher Assistants, except to the extent otherwise provided within this agreement:

2. The following articles do not apply to teacher assistants, except to the extent otherwise provided in this agreement.

1. For the duration of the 2013-2014 school year, teachers may be required to remain after the end of the regular workday without additional compensation for the purpose of attending faculty or other professional meetings fifteen (15) times during the school year, with a maximum of three (3) meetings in any one-month. Such meetings shall begin no later than five (5) minutes after the student dismissal time and shall not run more than forty-five (45) minutes and shall be under the direct supervision of the building principal.
2. Effective July 1, 2014, teachers may be required to remain after the end of the regular workday without additional compensation for the purpose of attending faculty or other professional meetings twenty (20) times during the school year, with a maximum of three (3) meetings in any one-month. Such meetings shall begin no later than five (5) minutes after the student dismissal time and shall not run more than sixty (60) minutes and shall be under the direct supervision of the building principal.

1. The parties shall follow the current practice which provides for the use of the machine for 24 hour calling.
2. Calls received after 7 a.m. will be accepted, but may result in the loss of the day's pay.
3. The computation for a day's salary shall be one (1) divided by the actual number of days contracted.

1. The Board of Education shall utilize seniority in determining the order of layoff of all teacher assistants. The teacher assistants may grieve the order of layoff to arbitration. Said arbitration shall be expedited.

1. Any layoff shall not be implemented or take effect without thirty (30) days prior notice to the Association. Following the notice, a meeting between the Board and the Association shall be scheduled prior to the effective date of such layoffs.
2. Any driver who loses employment due to reduction in force will be given prime consideration when an additional or new driver is needed.

In the event of death in the immediate family/civil union, an employee will be excused from duty without loss of pay for a period not to exceed five (5) days. Immediate family/civil union shall include: spouse/civil union partner, children, parents, grandparents, grandchildren, brother/sister, brother/sister spouse/civil union partner, guardian, and any others who are dependent upon or reside with the employee. Parents, grandparents, brothers and sisters of spouse/civil union partner are also included. Employee will be excused one (1) day for aunt or uncle for observation of the funeral.

1. Any employee leaving the employ of the Board with fifteen (15) but less than twenty (20) years of service in the Stafford Township School District shall upon departure be paid for the accumulative sick time in accordance with the following schedule:

0 - 29 NONE
30 - 59 25%
60 - 89 40%
90 - 119 50%
120 - 150 75%
$15,000 MAXIMUM CAP
NOTICE: For budget purposes, notice shall be given in September of the year preceding termination.
2. Any employee leaving the employ of the Board with twenty (20) or more years of service in the Stafford Township School District shall, upon departure, be paid for accumulated sick time in accordance with the following schedule.

0 - 29 NONE
30 - 59 25%
60 - 89 30%
90 - 119 40%
120 - 149 50%
150 - 179 70%
180 - 209 85%
210 - 239 100%
$15,000 MAXIMUM CAP

1. For each school year in which the Board and the Association agree (pursuant to section (C)(5) below) to offer the provisions set forth herein, any employee who voluntarily leaves the employ of the Stafford Township School District in that school year and who works through the end of that school year shall be entitled to the following, as provided by sections (a), (b), and (c) below:



a. On July 30^th of the year of the employee’s voluntary leave from the Stafford Township School District’s employ (e.g. for an employee leaving during the 2008-2009 school year, on July 30, 2009), payment shall be made to the employee for their accumulated sick days, pro-rated to the years of experience in the district as of June 30^th of that year, subject to a $15,000 maximum cap, consistent with the payout calculation method set forth in Article XXI (B) above.



i. Any employee who receives payment for said accumulated sick days as set forth in section (C)(1)(a) herein shall not be entitled to receive any other payment for accumulated sick days under any Stafford Township Board of Education policy, contract of employment, or collective bargaining agreement(s).




b. On July 30^th of the year following the employee’s voluntary leave from the Stafford Township School District’s employ (e.g., for an employee leaving during the 2008-2009 school year, on July 30, 2010), payment shall be made to the employee in accordance with the following position guidelines:



A Teacher shall receive $17,000*




A Secretary shall receive $11,000*




A Custodian or Mechanic shall receive $8,500*




A Transportation Driver shall receive $6,000*




A Teaching Aide shall receive $3,000*




A Bus Aide shall receive $3,000*




*Amounts are based upon 18 years of service in the district. With less years of service, the amount will be pro-rated based upon the actual years of service within the district, divided by 18. Time served as a substitute within the district will be added to years of service.








i. It is hereby understood that the payments as set forth in section (C)(1)(b) herein shall be the maximum flat amounts and shall not be subject to additional accumulated sick leave payments (other than the July 30^th payments as set forth in section (C)(1)(a) above).




c. On July 30^th of the second year following the employee’s voluntary leave from the Stafford Township School District’s employ (e.g., for an employee leaving during the 2008-2009 school year, on July 30, 2011), payment shall be made to the employee in accordance with the following position guidelines:



A Teacher shall receive $17,000*




A Secretary shall receive $11,000*




A Custodian or Mechanic shall receive $8,500*




A Transportation Driver shall receive $6,000*




A Teaching Aide shall receive $3,000*




A Bus Aide shall receive $3,000*




*Amounts are based upon 18 years of service in the district. With less years of service, the amount will be pro-rated based upon the actual years of service within the district, divided by 18. Time served as a substitute within the district will be added to years of service.








i. It is hereby understood that the payments as set forth in section (C)(1)(c) herein shall be the maximum flat amounts and shall not be subject to additional accumulated sick leave payments (other than the July 30^th payments as set forth in section (C)(1)(a) above).




2. Any employee receiving payments under sections (C)(1)(a), (b) and (c) above shall not be entitled to any other separation, severance or retirement payments under any other Stafford Township Board of Education policy, contract or collective bargaining agreement(s).




3. The provisions of this section (Article XXI (C)) do not apply to leaves of absence, only to complete, voluntary separation from the Stafford Township School District’s employ.




4. In the event of the death of an employee entitled to payments in accordance with section (C)(1)(a), (b) and (c) above prior to the issuance of the final payment, the employee’s estate and/or beneficiary shall be entitled to receive the remainder of the payments in accordance with the payment schedule set forth in sections (C)(1)(a), (b), and (c) above.




5. It is expressly understood by the Board and the Association that the provisions of this section (Article XXI (C)) are limited to the terms as set forth herein and are not intended to be automatically offered or continued on an annual basis. The provisions of this section shall only be offered in a specific school year if the Board and the Association mutually agree in writing on or before January 1^st of that school year to offer the provisions of this section (Article XXI (C)) in that school year. If the parties do not mutually agree in writing by the January 1^st date set forth herein, the provisions of this section (Article XXI (C)) will not be offered in that school year. It is expressly agreed that the provisions of this section (Article XXI (C)) will be offered in the 2008-2009 school year.

1. A participant who has exhausted his/her sick and personal days due to a protracted and verifiable illness may apply to the committee.
2. The participant’s record must show non-abuse of sick day usage, as determined by the committee.
3. Maternity related disability will generally not be considered by the Sick Day Bank.
4. The committee may or may not award the days and may do so in not more than thirty (30) day segments. Reapplication is necessary for each segment. If the pool diminishes to the point whereby it is less than thirty percent (30%) of whole days in relation to the number of participants at a given moment, an open enrollment period will be declared and all employees covered by this agreement shall have the opportunity to enroll in the Sick Day Bank. Should a participant at any time of replenishing opt NOT to enroll, such action will constitute a withdrawal from the bank, losing any days thus far contributed.

1. Two participating STEA members appointed by the president.
2. One participating STEA support staff member appointed by the president.
3. The superintendent (or his designee).
4. Two members of the Board of Education (or an administrator as so designated by the board president).

1. Professional Improvement.
Leaves of absence without pay of up to two (2) school calendar years shall be granted providing the following conditions are met:

a) In the case of a birth or adoption of a child, any teacher shall have the right to apply for a leave without pay for child-rearing purposes.
b) In cases where both husband/civil union partner and wife/civil union partner may be teachers in this school system, only one shall be entitled to such leave.
c) In the case of female teachers, the application of child-rearing leave may be made to become effective immediately upon termination of medical leave absence.
d) Child-rearing leave shall be granted for a maximum of two (2) years beginning in the school year in which the birth of the child occurs. School year shall be considered July 1 to June 30. After the first year of leave, the employee may return to their vacated position. After a second year of leave, the employee will return to a position determined by the superintendent of schools or designee. A third year of child-rearing leave may be granted at the option of the Board of Education. Teachers on leave must notify the Superintendent of their intentions to return by April 1. Notice in the year of the birth of the child shall be as soon as possible, but in no event, later than April 30.
The Board of Education may, on a case-by-case basis and where particular individual circumstances warrant an exception, deviate from the strict application of the conditions governing child-rearing leaves of absence. Any such exception/deviation, however, is solely within the discretion of the Board of Education and any such decision to permit a deviation may not be considered as a precedent or past practice on the event of a subsequent application. It is further agreed any decision by the Board of Education under this paragraph shall not be grievable nor shall there be any appeal mechanism whatsoever from the Board’s decision.
e) Applications for child-rearing leave shall be filed at least three (3) months before the anticipated birth of a child.
f) The Board will maintain the teacher in-service benefit program providing the teacher pays the premiums for such in accordance with the insurance provider.
g) Teacher assistants shall receive leaves of absence and other benefits provided by this Article at the same levels they have received as defined by their past practice.

1. EXTENDED LEAVES OF ABSENCE
a) Military leaves without pay shall be granted for a period not to exceed beyond four (4) years to any employee who enlists in any branch of the Armed Forces of the United States.
b) The Board's policy on maternity leave shall continue unchanged and is incorporated by reference as though set forth at length herein.
c) All requests for leave of absence shall be made in writing to the Supervisor at least 72 hours prior to a regular Board meeting.,
d) All requests for extensions or renewals of leaves shall be applied for in writing and, if granted, responded to in writing by the Board.

a) In the case of a birth of a child, or the adoption of a child, the employee shall have the right to apply for a leave without pay for child-rearing purposes. In cases where both husband/civil union partner and wife/civil union partner may be employees in this school system, only one shall be entitled to such leave.
b) In the case of female employees, the application for child rearing leave may be made to become effective immediately upon the termination of the pregnancy leave.
c) Child-rearing leave may be granted for a period not to extend beyond the end of the school year in which the birth of the child occurs, however, upon request of the employee and at the option of the Board, it may be extended for one additional school year. Requests for extensions of such leave must be made at least 3 months prior to the expiration of the first period thereof.
d) Applications for child-rearing leave shall be filed at least three (3) months before the anticipated birth of the child.
e) Where an employee granted a child-rearing leave returns to the system at other than the start of the school year, such employee may be assigned any position decided upon by the superintendent so long as such assignment is within the certification of the employee.
f) Anything to the contrary notwithstanding, a child-rearing leave granted to a non-tenured employee need not be extended beyond the end of the contract school year in which the leave is obtained.
g) The dates for the commencement and termination of child-rearing leaves shall in all cases be subject to and based upon a finding and determination by the Board that such leaves will not substantially interfere with the administration of the school.

1. a course of formal graduate study at an accredited college or university with a completed course load of 9 (nine) credits per semester; or,
2. formal research in connection with the pursuit of an advanced degree or license; or,
3. formal research in connection with the preparation of a document or work for publication in a recognized media or publication; or
4. work on a collaborative project or experiment that advances and/or enhances education; and
5. any foreign or domestic travel in conjunction with a, b, c, or d.

2. Salary guide adjustments will be made within the duration of this contract.
3. All increases are inclusive of increment and retroactive to the date(s) reference above, when applicable.

1. Twelve (12) month employees – Each employee employed on a twelve (12) month basis shall be paid in twenty-four (24) semi-monthly installments.
2. Ten (10) month employees – Each employee employed on a ten (10) month basis shall be paid twenty (20) equal semi-monthly installments. Any employee who is employed on a ten (10) month basis may participate in a summer payment plan as stipulated in NJSA 18A:29-3
3. When a payday falls on or during a school holiday, vacation, (with two (2) weeks’ notice), or weekend, employees shall receive their paychecks on the last previous working day.

1. Employees shall be paid a stipend for teaching or presenting to other employees, in areas they have been trained beyond the regular curriculum. This includes all training held after school hours, or for training at in-service. Pay: $50 for half-day; $100 for full day.

Teachers who desire a change in grade or subject assignment or who wish to transfer to another building, may file a written statement with the building principal and superintendent no later than March 1. Such statement shall include the grade and/or subject to which the teacher wants to be assigned and the school or schools, in order of preference, to which they desire to be transferred. Final decision will be made by the administration.

1. Notice of voluntary transfer or reassignment shall be given to members as soon as practicable and, except in cases of emergency, no later than the last working day of the school year.
2. Prior to a voluntary transfer or reassignment, the member involved shall be permitted an informal appearance with the superintendent.
3. A list of open positions in the school district shall be made available to all members being voluntarily transferred or reassigned. Such members may request the positions, in order of preference, to which they desire to be transferred. The Board shall be under no obligation to grant such requests and retains the unilateral right to transfer pursuant to N.J.S.A. 18A:25-1.

Track 1 tenured teachers can choose one from the options, described in the Alternate Assessment Options booklet as an alternative to a formal observation for the following school year.

a) File: Upon request, teachers shall have the right to review the contents of their personnel file and to receive copies, at Board’s expense, of any documents contained therein. A teacher shall be entitled to have Association representation during such review.
b) Derogatory material: No material derogatory to a teacher’s conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. The teacher shall acknowledge he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.
The teacher shall also have the right to submit a written answer to such material and the answer shall be reviewed by the superintendent and attached to the file copy.
c) No separate file: Except for personal references and similar documents, the Board shall not establish any separate personnel file which is not available to the teacher’s for inspection.

1. Teacher assistants, secretaries, and cafeteria assistants shall be evaluated by their immediate supervisor once a year. This shall include tenure and non-tenure employees. The Board and the Association agree that the present form of evaluation will be continued and will be reviewed with the person involved.
2. Custodians, mechanics, bus drivers, and bus attendants will receive an annual Performance evaluation prior to April 15^th. The Parties shall mutually agree on an evaluation form which will include a rubric.

In all cases, evaluation reports shall be presented to each employee by his/her supervisor in accordance with the following procedures:
1. Such reports shall be issued in the name of the immediate supervisor based on a compilation of reports and/or observations by any or all supervisory personnel who come into contact with the employee in any supervisory capacity.

(1) Verbal warning
(2) Written warning with corrective action
(3) 1/3/5 days suspension
(4) Increment withholding
(5) Termination

1. Purpose – An instructional Council shall be established and shall meet no later than October 15 each year. The purpose of the council shall be to strengthen the educational program through recommendation, research, implementation and evaluation by the superintendent and the Association to best meet the needs of the students, the schools and the community. The council may consider, but not be limited to, advising the Board and the Association on such matters as curriculum improvements, teaching experimentation, extracurricular programs, in-service training, staff development, pupil testing, evaluation, philosophy, educational specifications for buildings, and other related matters regarding the effective operation of the Stafford Township School District.
2. Membership – The council shall consist of one (1) chairperson and three (3) representatives from the Intermediate School and two (2) representatives from each of the elementary schools appointed by the Association. For fair representation, a member should be sought to represent special education and another member should represent special subject teachers. This would not be mandatory but highly recommended. There will be three (3) representatives, exclusive of the superintendent, who shall be appointed by the Board of Education. The superintendent and the curriculum/instruction supervisor shall be ex-officio members of the council.
3. Committees – The council shall be authorized to establish sub or ad-hoc committees for specific projects to allow those who could be affected by council recommendations an opportunity to be involved.
4. Individual initiatives for suggestions – The council shall encourage the initiation of ideas and suggestions for projects by individual employees, departments, grade levels, Association committees, administrators, Board members, students, parents, or other interested parties.
5. Rules of procedure – The council shall establish its own rules of procedure. The chairperson or a member designated by the chairperson will meet with the supervisor of curriculum/instruction at least one (1) week prior to a meeting. It is suggested, but not mandatory, for all members of each school to meet with their building principals prior to a meeting.
6. Meetings – The council shall meet whenever four (4) or more of its members call for such a meeting.
7. Information – The council and its sub-committees shall be provided with the same access to available school district information as provided to the Association as specified in Article V. The Board shall consider all written reports submitted by the council for action. However, the Board is under no obligation to accept or implement any of the council’s recommendations.
8. Within two (2) school days, all recommendations accepted or implemented by the Board shall be reported by the superintendent to the principals, and all parties affected by the recommendation.

1. All employees of the Board of Education will be offered a 50% buy-back of their health benefit premium for that calendar year.
2. The Open Enrollment period during the month of October will be the time for when an employee must notify the Human Resources Department of his/her change. After the selection is made at no time during the school year will an employee be allowed to change his/her benefit packet, except in the circumstances of a life altering event as defined by the School Employee Health Benefits Program as set forth in applicable law.

The maximum insurance payment by the Board shall be $300 per year for each of this agreement.
J. Flexible Spending Account Plan – FSA
The board agrees to implement an FSA plan and fund the administrative cost of the plan. The board at its discretion will decide the parameters of the plan and reserves the right to terminate the plan at the end of the plan year with 30 days written notice.

Eligible employees shall receive Chapter 78 Relief stipends as set forth below. Eligible employees shall be defined as those employees who actively participate in Chapter 78 and who contribute to their health benefits during each quarter. Said payments shall be made in October, January, April and July.

2021-2022: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

2022-2023: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

2023-2024: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

This Chapter 78 Relief Stipend provision shall sunset at the expiration of the 2021-2024 contract, effective June 30, 2024. For the succeeding contract, no employee will be entitled to a Chapter 78 relief stipend unless negotiated otherwise.
ARTICLE XXXIII
HOME INSTRUCTION

B. This Agreement constitutes Board policy for the term of said Agreement, and the Board shall carry out the commitments contained herein and give it full force and effect as Board policy.
C. If any provision or application of this Agreement to any employee or group of employees is held to be contrary to law, then, such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or application shall continue in full force and effect.
D. With prior notice, any employee shall have the right to review the contents of his/her personnel file. An employee shall be entitled to have a representative of the Association accompany him/her during such review.
E. No material derogatory to an employee’s conduct, service, character, or personality shall be placed in their personnel file unless the employee shall acknowledge that he/she had the opportunity to review such material by affixing their signature on the copy to be filed, with the express understanding that such signature on the copy to be filed in no way indicates agreement with the contents thereof.
F. No separate file: Except for personal references and other similar documents, the Board shall not establish any separate personnel file which is not available for the employee’s inspection.
G. Copies of this Agreement shall be furnished at the expense of the Board after agreement with the Association on format within 30 days after the Agreement is signed. The Agreement shall be presented to all employees now employed or hereafter employed by the Board.

SALARY GUIDE FOR TEACHERS - 2021/22
			Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
			1
			2
			3
4	55,388		4	56,058	56,508	56,958	57,508	57,958	58,408	58,958
5	55,788		5	56,458	56,908	57,358	57,908	58,358	58,808	59,358
6	56,288		6	56,958	57,408	57,858	58,408	58,858	59,308	59,858
7	56,788		7	57,458	57,908	58,358	58,908	59,358	59,808	60,358
8	57,288		8	57,958	58,408	58,858	59,408	59,858	60,308	60,858
9	57,788		9	58,458	58,908	59,358	59,908	60,358	60,808	61,358
10	58,488		10	59,158	59,608	60,058	60,608	61,058	61,508	62,058
11	59,488		11	60,158	60,608	61,058	61,608	62,058	62,508	63,058
12	60,788		12	61,658	62,108	62,558	63,108	63,558	64,008	64,558
13	62,588		13	63,483	63,933	64,383	64,933	65,383	65,833	66,383
14	64,688		14	65,583	66,033	66,483	67,033	67,483	67,933	68,483
15	66,788		15	67,683	68,133	68,583	69,133	69,583	70,033	70,583
16	68,938		16	69,883	70,333	70,783	71,333	71,783	72,233	72,783
17	71,138		17	72,083	72,533	72,983	73,533	73,983	74,433	74,983
18	73,438		18	74,383	74,833	75,283	75,833	76,283	76,733	77,283
19	75,938		19	76,883	77,333	77,783	78,333	78,783	79,233	79,783
20	78,438		20	79,483	79,933	80,383	80,933	81,383	81,833	82,383
21	81,038		21	82,183	82,633	83,083	83,633	84,083	84,533	85,083
22	83,838		22	84,983	85,433	85,883	86,433	86,883	87,333	87,883
23	86,838		23	87,983	88,433	88,883	89,433	89,883	90,333	90,883
24	90,038		24	91,183	91,633	92,083	92,633	93,083	93,533	94,083
25	94,483		25	95,483	95,933	96,383	96,933	97,383	97,833	98,383

** Staff at Step 25 of the salary guide in 2021-2022 and thereafter shall remain at Step 25 for duration of contract term **

	Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
	1
	2
	3
	4	56,953	57,403	57,853	58,403	58,853	59,303	59,853
	5	57,353	57,803	58,253	58,803	59,253	59,703	60,253
	6	57,853	58,303	58,753	59,303	59,753	60,203	60,753
	7	58,353	58,803	59,253	59,803	60,253	60,703	61,253
	8	58,853	59,303	59,753	60,303	60,753	61,203	61,753
	9	59,353	59,803	60,253	60,803	61,253	61,703	62,253
	10	60,043	60,493	60,943	61,493	61,943	62,393	62,943
	11	61,043	61,493	61,943	62,493	62,943	63,393	63,943
	12	62,543	62,993	63,443	63,993	64,443	64,893	65,443
	13	64,393	64,843	65,293	65,843	66,293	66,743	67,293
	14	66,483	66,933	67,383	67,933	68,383	68,833	69,383
	15	68,583	69,033	69,483	70,033	70,483	70,933	71,483
	16	70,783	71,233	71,683	72,233	72,683	73,133	73,683
	17	72,983	73,433	73,883	74,433	74,883	75,333	75,883
	18	75,383	75,833	76,283	76,833	77,283	77,733	78,283
	19	77,883	78,333	78,783	79,333	79,783	80,233	80,783
	20	80,483	80,933	81,383	81,933	82,383	82,833	83,383
	21	83,183	83,633	84,083	84,633	85,083	85,533	86,083
	22	86,083	86,533	86,983	87,533	87,983	88,433	88,983
	23	89,083	89,533	89,983	90,533	90,983	91,433	91,983
	24	92,283	92,733	93,183	93,733	94,183	94,633	95,183
	25	96,483	96,933	97,383	97,933	98,383	98,833	99,383

** Staff at Step 25 of the salary guide in 2021-2022 and thereafter shall remain at Step 25 for duration of contract term **

	Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
	1
	2
	3
	4	57,883	58,333	58,783	59,333	59,783	60,233	60,783
	5	58,283	58,733	59,183	59,733	60,183	60,633	61,183
	6	58,783	59,233	59,683	60,233	60,683	61,133	61,683
	7	59,283	59,733	60,183	60,733	61,183	61,633	62,183
	8	59,783	60,233	60,683	61,233	61,683	62,133	62,683
	9	60,283	60,733	61,183	61,733	62,183	62,633	63,183
	10	60,983	61,433	61,883	62,433	62,883	63,333	63,883
	11	61,983	62,433	62,883	63,433	63,883	64,333	64,883
	12	63,483	63,933	64,383	64,933	65,383	65,833	66,383
	13	65,333	65,783	66,233	66,783	67,233	67,683	68,233
	14	67,408	67,858	68,308	68,858	69,308	69,758	70,308
	15	69,508	69,958	70,408	70,958	71,408	71,858	72,408
	16	71,708	72,158	72,608	73,158	73,608	74,058	74,608
	17	73,908	74,358	74,808	75,358	75,808	76,258	76,808
	18	76,283	76,733	77,183	77,733	78,183	78,633	79,183
	19	78,783	79,233	79,683	80,233	80,683	81,133	81,683
	20	81,383	81,833	82,283	82,833	83,283	83,733	84,283
	21	84,083	84,533	84,983	85,533	85,983	86,433	86,983
	22	86,983	87,433	87,883	88,433	88,883	89,333	89,883
	23	90,083	90,533	90,983	91,533	91,983	92,433	92,983
	24	93,483	93,933	94,383	94,933	95,383	95,833	96,383
	25	97,483	97,933	98,383	98,933	99,383	99,833	100,383

** Staff at Step 25 of the salary guide in 2021-2022 and thereafter shall remain at Step 25 for duration of contract term **

TEACHERS

LONGEVITY:

$500 Service Increment at the end of 18 continuous years of service in district to be paid at the start of the next school year
$750 Service Increment at the end of 21 continuous years of service in district to be paid at the start of the next school year

Total Possible: $750

BA + 15 $450………Per Year
BA+ 30 $900………Per Year
MA Degree $1,450…….Per Year
MA +15 $1,900…….Per Year
MA + 30 $2,350…….Per Year
Doctorate/National Teacher Certification/
Certificate of Clinical Competence $2,900…….Per Year

Total Possible $2,900…….Per Year

a. Payment for SEU’s are pensionable.
b. There will be no cap on enrollment; enrollment is open to all members, including members on maternity and/or other leaves. Stafford Township School District will notify all members on leave of such SEU’s being offered at such time.
c. A minimum of three (3) credits must be offered for each fall, spring and summer session; a minimum of nine (9) credits must be offered each school year.
d. Each SEU must not exceed 150 minutes per week for 15 weeks. All SEU’s will be taught within the Stafford Township School District.
e. To receive SEU credit, a member must receive a grade of a B or higher, which is current practice for graduate level credit.
f. The Stafford Township School District will send documentation to each person who has completed the SEU within two (2) weeks of the completion of the course.
g. All paper work must be submitted by mid-January to payroll to receive compensation. Compensation will be made at the beginning of the next school year. The following is the SEU credit compensation:
Completed Credits Compensation
6 $175
12 $350
18 $525
21 $700
24 $875
30 $1050
36 $1225
42 $1400
48 $1575
Each additional 6 credits earned will receive an additional $175.

- Documented evidence is provided to show that the course or professional development opportunity can be counted as part of the upgrade requirement.

	STIPEND
ACTIVITY	2020-2021
Music Show Advisor	$2,181.00
Gym Show Advisor	$2,181.00
Asst. Gym Show Advisor	$1,460.00
Art Show Advisor	$2,181.00
Safety Patrol Advisor	$678.00
Summer School Teacher	$40.28	hour
Summer School Teacher Asst.	$17.00	hour
Student Contact	$51.44	hour
Curr./Program Dev.	$38.30	hour
Home Instruction	$51.44	hour
IEP Home Assistant	$17.27	hour
Videographer	$38.30	hour

$400 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$600 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$900 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $900

2020-21			2021-22			2022-23			2023-24
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	23,518		1	24,553		1	25,643		1	26,795
2	23,918		2	24,953		2	26,043		2	27,195
3	24,318		3	25,353		3	26,443		3	27,595
4	24,718		4	25,753		4	26,843		4	27,995
5	25,118		5	26,153		5	27,243		5	28,395
6	25,518		6	26,553		6	27,643		6	28,795
7	25,918		7	26,953		7	28,043		7	29,195
8	26,318		8	27,353		8	28,443		8	29,595
9	26,818		9	27,853		9	28,943		9	30,095
10	27,318		10	28,353		10	29,443		10	30,595
11	27,818		11	28,853		11	29,943		11	31,095
12	28,318		12	29,353		12	30,443		12	31,595
13	28,818		13	29,853		13	30,943		13	32,095
14	29,443		14	30,478		14	31,543		14	32,695
15	30,143		15	31,178		15	32,243		15	33,395
16	30,943		16	31,978		16	33,043		16	34,195
17	31,818		17	32,853		17	33,918		17	35,045

** Staff at Step 17 of the salary guide in 2021-2022 and thereafter shall remain at Step 17 for duration of contract term **

LONGEVITY:

$400 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$600 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$900 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $900

2020-21			2021-22			2022-23			2023-24
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	18.44		1	18.72		1	18.97		1	19.28
2	18.84		2	19.07		2	19.32		2	19.63
3	19.28		3	19.51		3	19.72		3	20.03
4	19.74		4	19.97		4	20.21		4	20.43
5	20.51		5	20.63		5	20.81		5	21.03
6	21.41		6	21.48		6	21.63		6	21.78
7	22.36		7	22.38		7	22.48		7	22.56
8	22.81		8	22.88		8	22.98		8	23.09
9	23.27		9	23.38		9	23.48		9	23.63
10	23.73		10	23.88		10	23.98		10	24.13
11	24.03		11	24.23		11	24.48		11	24.63
12	24.38		12	24.63		12	24.88		12	25.13
13	24.73		13	25.03		13	25.33		13	25.63

** Staff at Step 13 of the salary guide in 2021-2022 and thereafter shall remain at Step 13 for duration of contract term **

$400 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$600 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$900 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $900

College Credit Guide Compensation:
30 credits toward BA …………….. $100 ………….. Per Year
60 credits toward BA …………….. $250 ………….. Per Year
90 credits toward BA …………….. $350 ………….. Per Year
BA Degree …………………….. $500 ………….. Per Year
Total Possible …………………….. $500 ………….. Per Year

Completed Credits Compensation
3 $50
6 $100
9 $150

2020-21			2021-22			2022-23			2023-24
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	34,568		1	35,368		1	36,148		1	36,898
2	34,868		2	35,668		2	36,448		2	37,198
3	35,168		3	35,968		3	36,748		3	37,498
4	35,468		4	36,268		4	37,048		4	37,798
5	35,768		5	36,568		5	37,348		5	38,098
6	36,268		6	37,068		6	37,848		6	38,598
7	36,868		7	37,668		7	38,448		7	39,198
8	37,548		8	38,348		8	39,128		8	39,878
9	38,248		9	39,048		9	39,828		9	40,578
10	38,948		10	39,748		10	40,528		10	41,278
11	39,648		11	40,448		11	41,228		11	41,978
12	40,448		12	41,248		12	42,028		12	42,798
13	41,248		13	42,048		13	42,848		13	43,648
14	42,048		14	42,848		14	43,848		14	44,648
15	43,048		15	43,848		15	44,848		15	45,748
16	44,048		16	44,848		16	45,948		16	46,948
17	45,148		17	45,948		17	47,248		17	48,248
18	46,448		18	47,448		18	48,748		18	49,748
19	48,448		19	49,448		19	50,748		19	51,748
20	50,948		20	51,948		20	53,248		20	54,248
21	54,148		21	55,148		21	56,448		21	57,448
22	59,648		22	60,448		22	61,248		22	62,048

2020-21			2021-22			2022-23			2023-24
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	35,494		1	36,327		1	37,187		1	38,077
2	35,894		2	36,727		2	37,587		2	38,477
3	36,294		3	37,127		3	37,987		3	38,877
4	36,694		4	37,527		4	38,387		4	39,277
5	37,094		5	37,927		5	38,787		5	39,677
6	37,494		6	38,327		6	39,187		6	40,077
7	37,894		7	38,727		7	39,587		7	40,477
8	38,294		8	39,127		8	39,987		8	40,877
9	38,694		9	39,527		9	40,387		9	41,277
10	39,094		10	39,932		10	40,787		10	41,677
11	39,794		11	40,632		11	41,482		11	42,377
12	40,494		12	41,332		12	42,182		12	43,077
13	41,194		13	42,032		13	42,932		13	43,827
14	41,944		14	42,782		14	43,682		14	44,577
15	42,794		15	43,632		15	44,532		15	45,452
16	43,744		16	44,582		16	45,532		16	46,452
17	44,744		17	45,582		17	46,532		17	47,652
18	45,994		18	46,832		18	47,782		18	48,952
19	47,594		19	48,532		19	49,482		19	50,652
20	51,344		20	52,282		20	52,882		20	53,852
21	55,244		21	56,182		21	56,782		21	57,552
22	60,582		22	60,882		22	61,182		22	61,482