INTRODUCTION
This Agreement entered into this day of , , by and between the Hamburg Board of Education, Hereinafter called the "BOARD", and the Hamburg Education Association, hereinafter called the "ASSOCIATION", represents the complete and final understanding on all bargainable issues between the BOARD and the ASSOCIATION, for the term of this agreement.
TABLE OF CONTENTS
INTRODUCTION
ARTICLE I RECOGNITION
ARTICLE II GRIEVANCE PROCEDURE
ARTICLE III ASSOCIATION RIGHTS AND PRIVILEGES
ARTICLE IV RULES AND REGULATIONS
ARTICLE V TEACHER RIGHTS
ARTICLE VI NON-DISCRIMINATION
ARTICLE VII TEACHER HOURS AND TEACHING LOAD
ARTICLE VIII TEACHER EMPLOYMENT
ARTICLE IX SUBSTITUTES
ARTICLE X TEACHER FACILITIES
ARTICLE XI TEACHER ASSIGNMENT
ARTICLE XII NON-TENURED TEACHER EVALUATION
ARTICLE XIII EXTENDED LEAVES OF ABSENCE
ARTICLE XIV VOLUNTARY TRANSFER AND REASSIGNMENTS
ARTICLE XV MISCELLANEOUS PROVISIONS
ARTICLE XVI ABSENCE FOR PERSONAL ILLNESS
ARTICLE XVII TEMPORARY LEAVES OF ABSENCE
ARTICLE XVIII HEALTH CARE COVERAGE
ARTICLE XIX ACCUMULATED UNUSED SICK DAYS
ARTICLE XX SALARIES
ARTICLE XXI PART TIME STAFF MEMBERS
ARTICLE XXII LONGEVITY
ARTICLE XXIII MENTORING
ARTICLE XXIV REPRESENTATION FEE
ARTICLE XXV DURATION OF AGREEMENT
ATTACHMENTS: SCHEDULES A
SCHEDULES B
SCHEDULES C
ARTICLE I
RECOGNITION
A. UNIT
The BOARD hereby recognizes the ASSOCIATION as the exclusive and sole representative for collective negotiations concerning grievances and terms and conditions of employment for all certificated full or part time 10 month teaching staff members under contract, excluding supervisors, administrators and confidential employees.
ARTICLE II
GRIEVANCE PROCEDURE A. DEFINITIONS
1. Grievance
A grievance is a claim by a teacher(s) or the ASSOCIATION based upon an alleged violation, misinterpretation or misapplication of any of the provisions of this agreement.
2. Aggrieved Person
An "aggrieved person" is the teacher(s) or the ASSOCIATION making the claim.
B. PROCEDURE
1. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure as hereinafter described.
2. Time Limits
a. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may be extended by mutual agreement.
b. A grievance must be filed within thirty calendar days after its occurrence.
3. If the aggrieved fails to follow the prescribed procedure within the time limits set forth, the grievance becomes void.
4. Year-end Grievance
In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure, the time limits set forth herein shall be
reduced by mutual agreement so that the grievance procedure
may be exhausted prior to the end of the school year or
as soon thereafter as practicable.
5. Level one - Principal or Immediate Superior
A grievance shall first be discussed with the Superintendent/designee, either directly or through the ASSOCIATION'S designated representative, with the objective of resolving the matter informally.
6. Level two - Board of Education
If the aggrieved person(s) is not satisfied with the
disposition of the grievance at level one, or if no decision
has been rendered within five (5) school days after the
presentation of the grievance, the aggrieved may file the
grievance in writing with the ASSOCIATION within five (5)
school days after the decision at level one or ten (10) school
days after the grievance was presented, whichever is sooner.
Within five (5) school days after receiving the written
grievance, the ASSOCIATION shall refer the grievance to the
BOARD for a hearing. A BOARD hearing shall be granted within
fifteen (15) school days after the grievant's filing for
appeal. The BOARD shall render its decision within ten (10)
school days after the completion of the hearing.
If after a "cooling-off-period" of ten (10) school days the
grievance remains unsolved, either party may proceed to
arbitration.
7. Arbitration
a. If the parties are unable to agree upon an arbitrator, a
request for a list of arbitrators may be made to the Public
Employment Relations Commission in the selection of an
arbitrator.
b. The arbitrator so selected shall confer with the
representatives of the BOARD and the ASSOCIATION and hold a
hearing promptly and shall issue a decision no later than
twenty (20) days from the date of the close of the hearing or,
if oral hearings have been waived, no later than twenty (20)
days from the date of which final statements and proofs on the
issues were submitted. The arbitrator's decision shall be in
writing and shall set forth the findings of fact, reasoning,
and conclusions on the issues submitted. The arbitrator shall
be without power or authority to make any decisions which
require the commission of an act prohibited by law or which is
in violation of the terms of this Agreement. The decision of
the arbitrator shall be submitted to the BOARD and the
ASSOCIATION and shall be advisory only.
c. The cost for the services of the arbitrator, including per
diem expenses, if any, and actual and necessary travel,
subsistence expenses, and the cost of the hearing room, shall
be borne equally by the BOARD and the ASSOCIATION. Any other
expenses incurred shall be paid by the party incurring same.
C. RIGHTS OF TEACHER TO REPRESENTATION
1. Teacher and ASSOCIATION
An aggrieved teacher after level one may be self-represented at
all other stages of the grievance procedure or by a
representative selected or approved by the ASSOCIATION at no
cost to the BOARD.
2. Meetings and Hearings
All meetings and hearings under this procedure shall not be
conducted in public but shall include only such parties
concerned and their designated or selected representatives.
3. Any teacher involved in a grievance procedure shall be
required to follow administrative directives and BOARD policies
while the grievance procedures are being reviewed.
D. SEPARATE GRIEVANCE FILE
All documents, communications, and records dealing with the
processing of a grievance shall not be kept in the personnel
file of any of the participants, but in the BOARD secretary's
grievance file, and the content of which shall be made
available to ASSOCIATION representatives.
ARTICLE III
ASSOCIATION RIGHTS AND PRIVILEGES
A. INFORMATION
The BOARD agrees to make available to the ASSOCIATION, in
response to reasonable requests, all information required by
the Freedom of Information Act concerning the educational
program.
B. RELEASE TIME FOR MEETINGS OUTSIDE OF DISTRICT
With the approval of the Superintendent, any representative of
the ASSOCIATION or any teacher may participate during working
hours in negotiations, grievance proceedings, conferences, or
meetings for Hamburg School, and shall suffer no loss in pay.
C. USE OF EQUIPMENT AND FACILITIES
With prior approval of the Superintendent, the ASSOCIATION
shall have the right to use school facilities and equipment.
The ASSOCIATION shall pay for the reasonable cost of all
materials and supplies incident to such use, and for any
repairs necessitated as a result thereof.
D. RELEASE TIME FOR MEETINGS INSIDE DISTRICT
Whenever any teacher is mutually scheduled by the BOARD, the
ASSOCIATION and/or the Superintendent to participate during
working hours in negotiations, grievance proceedings,
conferences, and/or meetings, that person shall suffer no loss
in pay.
ARTICLE IV
RULES AND REGULATIONS
A. Proposed new rules or modifications of existing rules
covering negotiable working conditions shall be negotiated with
the ASSOCIATION before they are established.
B. All written rules and regulations shall be provided to the
ASSOCIATION immediately upon promulgation.
ARTICLE V
TEACHER RIGHTS
A. STATUTORY SAVINGS CLAUSE
Nothing contained herein shall be construed to deny or restrict
any teacher such rights as guaranteed under New Jersey School
Laws or other applicable laws and regulations. Those rights
guaranteed to teachers thereunder shall be deemed to be in
addition to those provided in this Agreement.
B. MEETINGS WHICH COULD ADVERSELY AFFECT EMPLOYMENT
Whenever any teacher is required to appear before any
administrator, BOARD, or any committee member, representative,
or agent thereof, concerning any matter which could adversely
affect the continuation of the teacher's office, position,
employment, salary, or any increments pertaining thereto, that
teacher shall be given prior written notice and shall be
entitled to have a representative of the ASSOCIATION present to
advise and represent said teacher during such meetings or
interviews. Any suspension of a teacher pending charges shall
be with pay. If and when a teacher is found guilty all pay
received during the suspension shall be returned to the BOARD.
C. EVALUATION OF STUDENTS
The teacher shall maintain the exclusive right and
responsibility to determine grades and other evaluations of
students within the grading policies of the Hamburg School
District based upon the teachers's professional judgement of
available criteria pertinent to any given subject area or
activity to which that teacher is responsible. No grade or
evaluation shall be changed without justification to that
teacher.
D. CRITICISM OF TEACHERS
Questions or criticisms, by the Superintendent or a supervisor
of a teacher and/or the instructional methodology of that
teacher shall be made in confidence and not in the presence of
students, parents, or other public gatherings.
E. PERSONAL RECORDS
All teachers shall have the right, upon request, to review the
content of their personnel file and to make copies with BOARD
equipment of any documents contained therein. Teachers shall
be entitled to have a representative of the ASSOCIATION present
during such reviews. At least once every three (3) years, a
teacher shall have the right to indicate those documents and/or
other materials in the personnel file which are believed to be
inappropriate. Said documents shall then be reviewed by the
Superintendent/designee and if found obsolete or otherwise
inappropriate, these documents shall then be properly discarded
or amended in writing.
F. DEROGATORY MATERIAL
1. No material derogatory to a teacher's conduct, service,
character, or personality shall be placed in the personnel
file unless the teacher has had an opportunity to review
such material. The teacher shall acknowledge said
opportunity to review such material by affixing the proper
signature to the copy to be filed with the expressed
understanding that such signature in no way indicates agreement
with the contents thereof. The teacher shall also have the
right to submit a written response to such material which shall
then be reviewed by the Superintendent /designee and attached
to the file copy.
2. If a teacher refuses to sign derogatory material, the
Superintendent shall request that the ASSOCIATION
representative and BOARD representative sign the said material,
and said material shall then be placed in the file.
G. NO SEPARATE FILE
The BOARD agrees to protect the confidentiality of personnel
references, academic credentials, and other similar documents,
and shall therefore not establish any separate personnel file.
ARTICLE VI
NON-DISCRIMINATION
A. The BOARD and the ASSOCIATION agree that there shall be no
discrimination against any employee because of race, creed,
color, religion, sex, national origin, age, disability or
political affiliation.
B. The BOARD and the ASSOCIATION agree that all employees
covered under this Agreement have the right without fear of
penalty or reprisal to form, join and assist any employee
organization or to refrain from any such activity. There shall
be no discrimination by the BOARD or the ASSOCIATION against
any employee because of the employee's membership or non-
membership or activity or non-activity in the ASSOCIATION.
ARTICLE VII
TEACHING HOURS AND TEACHING LOAD
A. TEACHER DAY
The workday for classroom instruction shall consist of not more
than six (6) hours and thirty (30) minutes which shall include
instructional, preparational, and a duty-free lunch period. In
addition to the workday for classroom instruction, teachers
shall arrive ten (10) minutes before and remain fifteen (15)
minutes after the close of the pupil's day. On Fridays or on
days preceding holidays or vacation, the teachers' day shall
end at the close of the pupil's day unless otherwise announced.
B. LUNCH PERIODS
1. All teachers shall have a daily duty-free lunch period of
at least thirty (30) minutes.
2. Leaving the Building
Teachers may leave the building without requesting permission
during their scheduled duty-free lunch periods but must inform
the office upon leaving and returning.
C. MEETINGS
1. Prior to Holidays and Weekends
Every effort shall be made to avoid scheduling meetings, which
take place after the regular workday and which require
attendance, on Fridays or on any day immediately preceding
holidays, or other days upon which teacher attendance is not
required at school.
2. Summer Months
Teachers required to attend Child Study Team I.E.P. meetings
during the summer months shall be paid at the rate of $30.00
per hour.
3. Faculty
Teachers may be required to remain after the end of the regular
workday, without additional compensation, for the purpose of
attending faculty meetings. Such meetings shall begin no later
than fifteen (15) minutes after the student dismissal time.
D. INCLEMENT WEATHER
Teacher attendance shall not be required whenever student
attendance is not required due to inclement weather.
E. DEFINITION OF IN-SCHOOL WORK YEAR
The work year shall include days when pupils are in attendance,
orientation days, and any other days which teacher attendance
is required.
F. MONITORING DUTIES
1. The regularly employed teaching staff shall be expected to
perform bus, cafeteria, and playground/recess duties, and these
duties shall be of equal scheduling as determined by the
Superintendent. These duties, with the exception of detention,
shall not exceed the teacher workday as described in Article
VII, Section A, TEACHER DAY. Whenever possible, scheduling
shall be made at least one (1) month in advance of any duties
performed.
2. The regularly employed teaching staff shall be expected to
perform detention duties. These duties shall be on a rotating
schedule, Tuesday through Thursday, and shall not exceed
4:00 pm. These duties shall be proportionately scheduled by
the Superintendent as determined by the teacher work load,
which shall be defined as "The direct supervision of children".
Whenever possible, scheduling shall be made at least one (1)
month in advance of any duties performed.
3. The required supervision of evening duties shall be secured
solely through volunteer persons, who shall be compensated as
follows:
a) Parental / Informational seminars or meetings: $85.00
b) Supervision of the students at an evening program: $60.00
c) Conducting an evening program involving the students,
including their supervision: $85.00
d) Field trips:
Returning after 3:00 PM but before 5:30 PM - no stipend
Returning after 5:30 PM but before 8:00 PM - $75.00
Returning after 8:00 PM - $175.00
All teachers shall be released from the duty of collecting
monies for various programs and/or activities throughout the
school year with the exception of the following:
Specific classroom activities that would apply just for
that grade.
G. PREPARATION TIME
Teachers shall have an average of one (1) preparational period
per work day, each of which to be at least of a forty (40)
minute duration, during which they shall not be assigned any
other duties.
H. TUTORING DUTIES
All teachers, when reasonably requested, shall be available
during the week to tutor.
I. BACK TO SCHOOL NIGHT
All regularly employed teachers shall attend the annual Back to
School Night.
J. PARENT/TEACHER CONFERENCES
All regularly employed teachers shall attend two (2) formally
scheduled parent/teacher conferences per academic year.
Subject conferences shall require evening meetings.
K. EARLY DISMISSAL
Early dismissal days shall be scheduled on the last school day
prior to Christmas and Thanksgiving. The two (2) days prior to
the last school day shall be early dismissal for students. On
the last student day of the year, teachers shall have a
dismissal time as set for single session days for students.
L. SIGN-IN/SIGN OUT PROCEDURE
The Board shall have the right to establish a sign-in/sign-
out procedure whereby all bargaining unit members may be
required to sign in and/or sign out when they are leaving
school premises during the school day.
ARTICLE VIII
TEACHER EMPLOYMENT
A. NOTIFICATION
Upon employment the Superintendent shall report to the
ASSOCIATION in writing the certificates and degrees held, major
and minor fields of study, and prior experience of each new
teacher.
B. NOTIFICATION OF CONTRACT
Teachers shall be notified of their contract and salary status
for the ensuing year no later than May 15th of the current
academic year. Teachers shall in turn, notify the BOARD of
their intentions for the ensuing year no later than May 31st of
that same year.
C. PLACEMENT ON SALARY SCHEDULE
1. Upon initial appointment, a teacher's salary or placement
on the guide shall be negotiated between the BOARD and the
teacher candidate.
2. Adjustment of Salary Schedule
Returning teachers shall be placed on the proper step of the
salary schedule at the beginning of each academic year. Any
teacher employed prior to February 1st of any academic year
shall be given full credit for one (1) year of service toward
the next increment step for the following year.
D. EXTRA-CURRICULAR
1. If there are no qualified applicants from within the
district, for an extra-curricular position, the Board shall
advertise for qualified applicants from outside the district.
In addition to meeting the Board's qualification, the
candidates must satisfy the New Jersey teaching certificate
requirements that may apply.
2. Any outside candidate so selected shall be compensated in
accordance with extra-curricular guides.
3. If the Board is unable to employ a qualified candidate from
out of the district, the Board may assign a qualified teaching
staff member from within the district. Initial assignments to
extra-curricular duties will be based upon the application of
the Board's qualifying criteria for the position to develop a
candidate pool.
4. The candidates will be ranked in descending order with the
most qualified #1. The final selection will be made from the
pool using reverse seniority against the pool rank order.
Selection shall be made from the top three candidates.
5. In District teachers shall not be involuntarily assigned to
extra-curricular for one year consecutively or alternatively
until all qualified candidates in the pool have been assigned
and then assignments may be repeated if required. Prior to
reassignment, steps 1, 2, 3, and 4 must be repeated.
6. The Board reserves the right to establish the qualification
criteria for extra-curricular positions in accordance with the
provisions of the law.
ARTICLE IX
SUBSTITUTES
A. If a qualified substitute is not available, the
Superintendent may assign these duties to a regularly employed
teaching staff member.
Any teacher so assigned will be compensated for assuming these
duties. The full daily rate as noted below will apply for
assuming the duties of the entire class of the absent teacher
for the full day. For less than the full class compensation
shall be equal to the following:
K-5 (N/Cs) (X) = Y
6,7,8 (N/Cs) (P/7) (X) = Y
N = Number of Students
Cs = Total class size
P = Periods
Y = Amount of Compensation
X = $70.00
At no time shall the aggregate amount for each case exceed the
total amount negotiated.
B. COVERAGE
The BOARD shall make every reasonable effort to provide
substitutes for all personnel in all departments, including
special teachers and nurses.
ARTICLE X
TEACHER FACILITIES
A. LISTING OF FACILITIES
During the academic year, the BOARD shall provide the following
facilities to all teachers:
1. Space in each classroom in which instructional materials
and supplies may be stored.
2. A serviceable desk, chair and filing cabinet for exclusive
teacher use.
3. A working communication system linking the main office with
the classroom(s).
4. A lighted and cleaned restroom, separate from the students'
restroom.
5. Closet space to store coats, overshoes, and personal
articles.
6. Off street parking facilities, when physically available
and economically practical, with parking spots to be designated
on a seniority basis.
ARTICLE XI
TEACHER ASSIGNMENT
A. NOTIFICATION DATE FOR PRESENTLY EMPLOYED TEACHERS
Except in cases of emergency, all teachers shall be given
written notice of their class and/or subject assignments,
building assignments, and room assignments for the forthcoming
year no later than June 30th of the current academic year.
B. REVISIONS
In the event that changes in such schedules, class and/or
subject assignments, building assignments, or room assignments
are proposed after June 30th, the teacher affected and a
representative of the ASSOCIATION shall be notified promptly in
writing and upon request of the teacher, the changes shall be
reviewed between the Superintendent and the teacher affected,
accompanied by a representative of the ASSOCIATION if so
desired by the affected teacher.
C. ASSIGNMENT CRITERIA
In order to assure that pupils are taught by teachers working
within their areas of competence, teachers shall only be
assigned to teach in areas for which they hold a standard
teaching certificate issued by the New Jersey State Board of
Education.
ARTICLE XII
NON-TENURED TEACHER EVALUATION
A. FREQUENCY
All non-tenured teachers shall be evaluated by the
Superintendent/designee at least four (4) times in each
academic year. Each evaluation to be followed by a written
evaluation and conference between the teacher and the
Superintendent/designee for the purpose of identifying any
deficiencies and extending assistance for the correction and
improvement of instruction.
B. GENERAL CRITERIA
1. Open Evaluation
All monitoring or observation of the work performance of a
teacher shall be conducted openly.
2. Evaluation by Certificated Supervisors
Except in cases of emergency, teachers shall be evaluated only
by persons who are currently certified by the New Jersey State
Board of Examiners to supervise instruction and who are
currently employed on a full-time basis by the BOARD.
3. Copies of Evaluation
A teacher shall be given a copy of any class visitation or any
evaluation report prepared by an evaluator at least one (1) day
before any conference is scheduled to discuss these issues. No
such report shall be submitted to the central office, placed in
the teacher's personnel file, or otherwise acted upon, without
prior conference with that teacher. No teacher shall be
required to sign a blank or incomplete evaluation form.
C. EVALUATION PROCEDURE
1. Communication
Prior to any evaluation report, the Superintendent shall have
had appropriate communication with the teacher which shall
include all steps in Par. 2, Article 10, Section C, of this
agreement.
2. Reports
Evaluation reports shall be presented to each teacher by the
Superintendent in accordance with the following procedures:
a. Such reports shall be issued in the name of the
Superintendent based on a compilation of reports and
observations by any or all supervisory personnel who come in
contact with the teacher in a supervisory capacity.
b. Such reports shall be addressed to the teacher.
c. Such reports shall be written and shall include, when
pertinent:
(1) Teacher strengths evidenced during the period since the
previous report.
(2) Weaknesses of the teacher as evidenced during the period
since the previous report.
(3) Specific suggestions as to measures which the teacher might
take to improve performance in each of the areas wherein
weaknesses have been indicated.
D. TERMINATION OF EMPLOYMENT
Final evaluation of a teacher upon termination of employment
shall be concluded prior to severance, and no documents and/or
other materials shall be placed in the personnel file of any
teacher after severance of otherwise, than in accordance with
the procedure set forth in this Article.
ARTICLE XIII
EXTENDED LEAVES OF ABSENCE
A. CHILD REARING LEAVE
The Board shall grant child rearing leave of absence, without
pay, immediately following the conclusion of sick leave
associated with childbirth or commencing on a date following
the birth of the child, to any tenured employee upon request,
in accordance with applicable statutes, regulations and State
agency decisions.
Employees, upon written request, shall be granted a leave of
absence, without pay, for child rearing purposes for a maximum
of one calendar year following the birth of the child, except
such leave shall end the first natural break in the school year
(i.e. marking period, semester) following the end of the
calendar year.
The Board, upon request from the employee, may grant up to
another year of absence without pay. Employees shall confirm
intent to return or request an extension, in writing, at least
sixty (60) days prior to the conclusion of the leave.
Employees adopting a child shall receive similar leave. Any
employee, upon beginning the adoption process, shall notify
his/her C.S.A. of his/her intent to apply for a leave of
absence upon custody of the child. A sixty day written notice
shall be given. An employee who requests less time will be
granted such request if a replacement can be found.
B. BENEFITS
All benefits to which a teacher is entitled at the time an
approved leave of absence commences shall be suspended during
such leave and shall be restored upon return; however, any
teacher on a leave of absence approved by the BOARD, may
continue under BOARD health insurance plans for a maximum one
(1) school year. Group health care benefit premiums shall be
paid by the employee thirty (30) days in advance of the BOARD's
payment schedule. This payment schedule shall be provided by
the BOARD Secretary prior to commencement of the approved leave
of absence.
ARTICLE XIV
VOLUNTARY TRANSFERS AND REASSIGNMENTS
A. NOTIFICATION OF VACANCIES
1. Date
No later than July 1st of each year, the Superintendent shall
make known to the faculty a list of known vacancies.
2. Filing Requests
Teachers who request a change in grade and/or subject
assignment must file a written statement of such requests with
the Superintendent by May 15th, of the current academic year.
3. Written Notification
As soon as reasonable and no later than July 30th, the
Superintendent shall present to the ASSOCIATION a system-wide
schedule showing the names of all teachers who have been
reassigned or transferred.
ARTICLE XV
MISCELLANEOUS PROVISIONS
A. SEPARABILITY
If any of the Agreement or any application of this Agreement to
any employee or group of employees is held to be contrary to
law, such provisions or applications shall not be deemed valid
and subsisting, except to the extent permitted by law, but all
other provisions or applications shall continue in full force
and effect.
B. COMPLIANCE BETWEEN INDIVIDUAL CONTRACT AND MASTER AGREEMENT
Any individual contract between the BOARD and an individual
teacher, heretofore or hereafter executed, shall be subject to
and consistent with the terms and conditions of this Agreement.
If an individual contract contains any language inconsistent
with this Agreement, this Agreement, during its duration, shall
be controlling.
C. PRIVATE NEGOTIATIONS
The negotiations between the BOARD and the ASSOCIATION shall be
conducted in private.
D. MODIFICATION
This Agreement shall not be modified in whole or in part by the
parties except by an instrument in writing duly executed and
mutually agreed upon by both parties.
ARTICLE XVI
ABSENCE FOR PERSONAL ILLNESS
A. DEFINITION
Absence is defined as away from post or duty because of
personal disability due to illness or injury, or because of
exclusion from school by medical authorization because of a
contagious disease in the immediate family household.
B. SICK DAYS
1. All teachers shall be granted the statutory ten (10) sick
days yearly. In addition, there will be two (2) additional
accumulative days provided for use as sick and/or family
illness.
2. If a tenured teacher has exhausted their accumulative sick
leave and personal days, they shall be granted, if requested,
the ability to use in advance up to twelve (12) sick days from
the following year's provision to cover extended illness.
If the teacher uses the next year's days and leaves for other
than retirement reasons, they shall reimburse the BOARD the
expenditure granted. The teacher shall sign a promissory note
at the time payment is made.
C. ACCUMULATION
If fewer than twelve (12) school days of allowed sick leave is
taken in any academic year, the number of days not used shall
then be cumulative without limit.
D. ABSENCE ON SICK LEAVE
Absence on sick leave shall be charged first to the twelve (12)
day allowance for the current academic year until it is fully
utilized, and thereafter, to the cumulative credit to the
extent that such credit is available to the individual teacher.
E. NOTIFICATION OF ACCUMULATION
An individual statement of accumulated sick leave for all
employees covered by this agreement shall be provided by the
BOARD Secretary to each individual member at the start of each
school year.
ARTICLE XVII
TEMPORARY LEAVES OF ABSENCE
A. TYPES OF LEAVE
Each academic year teachers shall be entitled to the following
temporary leaves of absence with full pay.
1. Death
Up to five (5) days shall be granted at any time in the event
of the death of a teacher's child, spouse, parent, father-in-
law, mother-in-law, brother and sister, grand-parent,
grandchild, and one day leave due to death of other family
members. This leave is to be started within five working days
following the death, unless otherwise approved by the C.S.A.
These days shall not be permitted to accumulate.
2. Personal Days
Four (4) days leave of absence for personal, legal, business,
household or family matters which require absence during
working hours shall be granted during each academic year. Two
unused personal days per academic year shall be allowed to
accumulate and shall then take the status of unused sick days.
Except in cases of emergency, personal days shall be used with
notification to the Superintendent of at least three (3) work
days in advance of the day requested, with only one (1)
personal day to be taken on Monday and one (1) personal day to
be taken on a Friday per academic year. The restriction or use
of a personal day on Monday/Friday shall be suspended for the
1997-98 school year. The Board shall review the use of
personal days and may exercise the option to continue or
discontinue the suspension of the restriction. The Board will
communicate it's decision prior to the end of the school year.
Except in cases of emergency, the following days shall be
excluded from the personal day use: the day prior to and the
day following all school scheduled vacations, which shall
include Thanksgiving, Christmas, Winter, Spring, and Easter.
The use of an excluded day shall result in the loss of that
day's pay.
Emergency shall be defined as, "an extraordinary personal
occurrence that could not be addressed on any other day".
Except in cases of emergency, multiple days requested must have
prior approval of the Superintendent. Notification shall be in
writing, and shall be presented at least five (5) school days
prior to date requested. Response from the Superintendent
shall also be in writing and rendered within three (3) school
days after the receipt of the request.
B. IN ADDITION TO SICK LEAVE
Leaves taken pursuant to Section A above shall be in addition
to any sick leave to which the teacher is entitled.
ARTICLE XVIII
HEALTH CARE COVERAGE
A. Health care coverage shall include New Jersey Blue Cross,
Blue Shield, Rider J and Major Medical benefits or their
equivalent and a Dental Plan as mutually agreed for teaching
staff members as described in Article I, and eligible
dependents, shall be provided by the BOARD.
B. Payroll Deductions
1. Each tenured staff member shall have deducted from each
paycheck an amount of $6.00 per check, $120.00 per year
maximum, effective July 1, 2001 toward the cost of dependent
coverage if they choose other than single coverage.
2. Non-tenured teachers shall have deducted from each paycheck
an amount of $6.00 per check, $120.00 per year maximum,
effective July 1, 2001 toward insurance costs, whether single
or dependent coverage, until they achieve tenure at which time
paragraph B. 1. shall apply.
ARTICLE XIX
UNUSED SICK LEAVE
A. RETIREMENT BENEFITS
Upon actual retirement, pursuant to the requirements of the
"Teachers' Pension Annuity Fund" teachers who have completed
fifteen (15) years service in the Hamburg School District shall
be eligible for 100% of their unused sick days at $60.00 per
day up to a maximum of $10,000.00 per employee, provided that
the proper filing process to draw pension annuity be completed
according to the rules of the Teachers' Pension Annuity Fund.
If preceding requirements are not met, the BOARD shall not be
obligated to apply this benefit.
This benefit shall be paid out no later than the 15th of July
of the following fiscal year.
ARTICLE XX
SALARIES
A. METHOD OF PAYMENT
1. Ten (10) Month
Teachers employed on a ten (10) month basis shall be paid in
twenty (20) equal semi-monthly payments on the 15th and last
working day of each month.
2. Newly Hired Teachers
Except in cases of emergency, all newly hired teachers who
start employment on or before the seventh day of the month
shall receive their first paycheck in the first pay period of
that same month. All newly hired teachers who start employment
after the seventh day of the month shall receive their first
paycheck in the last pay period of that same month.
3. Exceptions
When a pay day falls on or during a school holiday, vacation or
weekend, teachers shall receive their paycheck on the last
previous working day.
4. Final Pay
Teachers shall receive their final checks on the last
working day in June. The salaries of all personnel covered by
this agreement are set forth in Schedule A which is attached
hereto and made a part thereof.
B. ADDITIONAL CREDITS
1. Any regularly full-time employed teacher who has achieved
fifteen (15) graduate school credits beyond the B.A. degree on
or before June 30, 1986, shall receive $500.00 in addition to
basic salary.
2. Any regularly employed full-time teacher who has achieved
thirty (30) graduate school credits beyond the B.A. degree on
or before June 30, 1986, shall receive $1,000.00 in addition to
basic salary.
3. Any regularly employed full-time teacher who has achieved
fifteen (15) graduate school credits beyond the M.A. degree on
or before June 30, 1986, shall receive $500.00 in addition to
basic salary.
4. Any regularly employed full-time teacher who has achieved
thirty (30) graduate school credits beyond the M.A. degree on
or before June 30, 1986, shall receive $1,000.00 in addition to
basic salary.
5. All semester hours of graduate credit shall be reimbursed
by the BOARD at a per credit rate at the level set by the N.J.
State Colleges. Reimbursement shall not exceed six (6)
graduate credits per semester, nor shall it exceed eighteen
(18) graduate credits per teacher for any fiscal year. It is
further agreed that total reimbursement shall not exceed
$7,500.00 per fiscal year as of September 1, 1992.
6. Claims for reimbursement must be submitted within 20
working days of receipt of transcript by the employee and must
be accompanied by proof of payment.
C. EXTRA DUTY POSITIONS
When the BOARD and ASSOCIATION mutually agree, the following
services shall be offered as extra-duty positions and shall be
compensated for at a rate of pay attached hereto and identified
as schedules B and C. Each teacher performing extra duty shall
be placed on the proper step each academic year.
Notification of extra-duty positions shall be posted no later
than July 30, with service to begin on or after September 1.
D. MID YEAR SALARY GUIDE ADJUSTMENT
The BOARD agrees to place a teacher on the next salary level
with the appropriate salary increase to be effective February
1st of any academic year provided the teacher earns the
required number of credits to be eligible for that level prior
to February 1st. It is further understood that said teacher
must submit to the Superintendent prior to October 31st, a
written notice that the teacher intends to reach the next
horizontal salary level by February 1st. Otherwise all salary
and/or guide adjustments shall become effective September 1st
of the following academic year.
A teacher shall provide proof (i.e. transcript, diploma, etc.)
in order to receive a mid year salary guide adjustment.
ARTICLE XXI
PART-TIME STAFF MEMBERS
A. DEFINITION
Part-time teachers shall be defined as, "any teaching staff
member whose contract is for less than 100% teaching time (less
than five (5) full days per week)."
B. HEALTH CARE COVERAGE
No part-time teaching staff member employed less than twenty
(20) hours per week shall have health care coverage paid for by
the BOARD except for those full time teaching staff members
reduced to part-time status in the future.
C. SICK LEAVE
This leave will be on a pro-rated basis. (Example - 40% will
get .4 x 12 = 4.8 or 5 days.)
D. PERSONAL DAYS
This leave will be on a pro-rated basis. (Example - 40% will
get .4 x 4 = 1.6 or 2 days.)
E. DEATH DAYS
This leave will be on a pro-rated basis. (Example - 40% will
get .4 x 5 = 2.0 or 2 days.)
F. PREPARATION TIME
Part time staff shall receive prep time pro-rated. For
calculation of pro-ration, full time preparation time is equal
to two hundred (200) minutes per five (5) day week.
G. SCHEDULED TIME
All part-time teachers shall be scheduled in a consecutive
block of paid time.
ARTICLE XXII
LONGEVITY
See attached.
1. Teachers who have completed 16 years of employment in the
Hamburg School District shall receive an annual amount of
$1,250.00 over and above the salary guide.
2. Teachers who have completed 20 years of employment in the
Hamburg School District shall receive an annual amount of
$1,750.00 over and above the salary guide.
3. Teachers who have completed 25 years of employment in the
Hamburg School District shall receive an annual amount of
$2,250.00 over and above the salary guide.
4. Teachers who have completed 30 years of employment in the
Hamburg School District shall receive an annual amount of
$2,750.00 over and above the salary guide.
ARTICLE XXIII
MENTORING
Any opening for a "mentor" shall be posted, and the position
shall be given to the most qualified applicant, within the
present teaching staff, who applies.
Any teacher who serves as a "mentor" shall receive a stipend of
$900.00.
ARTICLE XXIV
REPRESENTATION FEE
A. Purpose of Fee
If an employee does not become a member of the ASSOCIATION
during any membership year (i.e. from September 1 to the
following August 31) which is covered in whole or in part by
this Agreement, said employee will be required to pay a
representation fee to the ASSOCIATION for that membership year.
The purpose of this fee will be to offset the employee's per
capita cost of services rendered by the ASSOCIATION as majority
representative.
B. Amount of Fee/Notification
Prior to the beginning of each membership year, the ASSOCIATION
will notify the BOARD in writing of the amount of the regular
membership dues, initiation fees and assessments charged by the
ASSOCIATION to its own members for that membership year. The
representation fee to be paid by nonmembers will be determined
by the ASSOCIATION in accordance with the law.
C. Deduction and Transmission of Fee
1. Notification
On or about the 15th of September each year the BOARD will
submit to the ASSOCIATION, a list of all employees in the
bargaining unit. On or about December 1 of each year the
ASSOCIATION shall notify the BOARD as to the names of those
employees who are required to pay the representation fee.
2. Payroll Deduction Schedule
The BOARD will deduct from the salaries of the employees
referred to in Section C-1 the full amount of the yearly
representation fee in equal installments beginning with the
first paycheck in January.
3. Termination of Employment
If an employee who is required to pay a representation fee
terminates his or her employment with the BOARD before the
ASSOCIATION has received the full amount of the representation
fee to which it is entitled under this Article, the BOARD will
deduct the unpaid portion of the fee from the last paycheck
paid to said employee during the membership year in question.
4. Mechanics
Except as otherwise provided in this Article, the mechanics for
the transmission of such fees to the ASSOCIATION will, as
nearly as possible, be the same as those used for the
transmission of regular membership dues to the ASSOCIATION.
5. Changes
The ASSOCIATION will notify the BOARD in writing of any changes
in the list provided for in paragraph 1. above and/or the
amount of the representation fee, and such changes will be
reflected in any deductions made more than 10 days after the
BOARD received said notice.
6. New Employees
On or about the last day of each month, beginning with the
month is agreement becomes effective, the BOARD will submit to
the ASSOCIATION, a list of all employees who begin their
employment in a bargaining unit position during the preceding
30 day period. The list will include names, social security
numbers, job titles, dates of employment and places of
assignment for all such employees. The BOARD will also notify
the ASSOCIATION of any change in the status of an employee
regarding transfer, leave of absence, return from leave,
retirement, resignation, separation from employment and death.
ARTICLE XXV
DURATION OF AGREEMENT
A. DURATION PERIOD
This Agreement shall be effective as of July 1, 2000
and shall continue in effect through June 30, 2003.
B. STATUS OF INCORPORATION
In witness whereof the ASSOCIATION and the BOARD has caused
this Agreement to be signed by its President, attested by its
Secretary and its corporate seals placed hereon.
HAMBURG EDUCATION ASSOCIATION
By Pres.
By Sect'y.
HAMBURG BOARD OF EDUCATION
By Pres.
By Sect'y.
CORPORATE SEALS
SCHEDULE A
SALARY GUIDE 2003-2004
STEP B.A. M.A.
1. 38,601. 40,601.
2. 39,569. 41,569.
3. 40,537. 42,537.
4. 41,505. 43,505.
5. 42,473. 44,473.
6. 43,441. 45,441.
7. 44,409. 46,409.
8. 45,377. 47,377.
9. 46,345. 48,345.
10. 47,313. 49,313.
11. 48,281. 50,281.
12. 49,249. 51,249.
13. 50,217. 52,217.
14. 51,185. 53,185.
15. 52,153. 54,153.
16. 53,121. 55,121.
All persons off the Guide shall receive a salary increase of
$1,956.00.
SCHEDULE A
SALARY GUIDE 2004-2005
STEP B.A. M.A.
1. 39,769. 41,769.
2. 40,737. 42,737.
3. 41,705. 43,705.
4. 42,673. 44,673.
5. 43,641. 45,641.
6. 44,609. 46,609.
7. 45,577. 47,577.
8. 46,545. 48,545.
9. 47,513. 49,513.
10. 48,481. 50,481.
11. 49,449 51,449.
12. 50,417. 52,417.
13. 51,385. 53,385.
14. 52,353. 54,353.
15. 53,321. 55,321.
16. 54,289. 56,289.
All persons off the Guide shall receive a salary increase of
$2,136.00.
SCHEDULE A
SALARY GUIDE 2005-2006
STEP B.A. M.A.
1. 41,027. 43,027.
2. 41,995. 43,995.
3. 42,963. 44,963.
4. 43,931. 45,931.
5. 44,899. 46,899.
6. 45,867. 47,867.
7. 46,835. 48,835.
8. 47,803. 49,803.
9. 48,771. 50,771.
10. 49,739. 51,739.
11. 50,707. 52,707.
12. 51,675. 53,675.
13. 52,643. 54,643.
14. 53,611. 55,611.
15. 54,579. 56,579.
16. 55,547. 57,547.
All persons off the Guide shall receive a salary increase of
$2,226.00.
No increments shall be paid and no one shall be placed off guide in
2003-2004 until the parties reach an agreement on a successor
agreement.
SCHEDULE C 2001-2002
CO-CURRICULAR ACTIVITIES
ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)
A.V.A. 1,025. 1,125. 1,225. 1,325 1,375. 1,425.
DRAMA 1,225. 1,325. 1,425. 1,525. 1,575. 1,625.
DRAMA ASST. 925. 1,025. 1,125. 1,225. 1,275. 1,325.
TRACK (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.
TRACK ASST.(INTRAMURAL) 625. 725. 825. 925. 975. 1,025.
SOCCER (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.
VOLLEYBALL (INTRAMURAL) 825. 925. 1,025. 1,125. 1,175. 1,225.
SAFETY PATROL 675. 775. 875. 975. 1,025. 1,075.
SCHOOL LIT. MAGAZINE 725. 825. 925. 1,025. 1,075. 1,125.
YEAR BOOK 725. 825. 925. 1,025. 1,075. 1,125.
MUSIC CLUB 825. 925. 1,025. 1,125. 1,175. 1,225.
ENVIRONMENTAL CLUB 825. 925. 1,025. 1,125. 1,175. 1,225.
8th GRADE CLASS ADVISOR 575. 675. 775. 875. 925. 975.
Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the
guide for each year of service as an assistant.
Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor) shall
receive credit on the guide for one year for every two years served PLUS 1. For example,
if an individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided
by 2 plus 1) of the Head Coach (Advisor) line of the guide.
SCHEDULE B 2003-2006
EXTRA DUTY POSITIONS
ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)
ATHLETIC COORDINATOR 1,200. 1,300. 1,400. 1,500. 1,550. 1,600.
BASKETBALL 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.
BASKETBALL ASST. 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.
CHEERLEADING* 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.
CHEERLEADING ASST.* 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.
WRESTLING 1,700. 1,800. 1,900. 2,000. 2,050. 2,100.
WRESTLING ASST. 1,500. 1,600. 1,700. 1,800. 1,850. 1,900.
SOCCER 1,400. 1,500. 1,600. 1,700. 1,750. 1,800.
SOCCER ASST. 1,200. 1,300. 1,400. 1,500. 1,550. 1,600.
SOFTBALL 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.
SOFTBALL ASST. 1,100. 1,200. 1,300. 1,400. 1,450. 1,500.
*If extended season is required, an additional stipend of $200 for Head Cheerleading Advisor
and $150 for Assistant Cheerleading Advisor shall be paid.
Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the
guide for each year of service as an assistant.
Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor)shall receive
credit on the guide for one year for every two years served PLUS 1. For example, if an
individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided by 2 plus
1) of the Head Coach (Advisor) line of the guide.
SCHEDULE C 2003-2006
CO-CURRICULAR ACTIVITIES
ACTIVITY EXPERIENCE LEVEL (1) (2) (3) (4) (5) (6)
A.V.A. 1,100. 1,200. 1,300. 1,400. 1,450. 1,500.
DRAMA 1,300. 1,400. 1,500. 1,600. 1,650. 1,700.
DRAMA ASST. 1,000. 1,100. 1,200. 1,300. 1,350. 1,400.
TRACK (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.
TRACK ASST. (INTRAMURAL)700. 800. 900. 1,000. 1,050. 1,100.
SOCCER (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.
VOLLEYBALL (INTRAMURAL) 900. 1,000. 1,100. 1,200. 1,250. 1,300.
SAFETY PATROL 750. 850. 950. 1,050 1,100. 1,150.
SCHOOL LIT. MAGAZINE 800. 900. 1,000 1,100. 1,150. 1,200.
YEAR BOOK 800. 900. 1,000. 1,100. 1,150. 1,200.
MUSIC CLUB 900. 1,000. 1,100. 1,200. 1,250. 1,300.
ENVIRONMENTAL CLUB 900. 1,000. 1,100. 1,200. 1,250. 1,300.
8th GRADE CLASS ADVISOR 650. 750. 850. 950. 1,000 1,050.
Any individual moving from Head Coach (Advisor) to Assistant shall receive credit on the
guide for each year of service as an assistant.
Any individual moving from Assistant Coach (Advisor) to Head Coach (Advisor) shall
receive credit on the guide for one year for every two years served PLUS 1. For example,
if an individual served 4 years as an assistant, he/she shall be put on step 3 (4 divided
by 2 plus 1) of the Head Coach (Advisor) line of the guide.
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