ARTICLE	TITLE	PAGE
1	RECOGNITION
2	NEGOTIATION OF A SUCCESSOR AGREEMENT
3	GRIEVANCE PROCEDURE
4	ADMINISTRATORS' WORK YEAR
5	PROFESSIONAL MEETINGS
6	PROFESSIONAL GROWTH
7	FRINGE BENEFITS
8	SICK LEAVE
9	TEMPORARY LEAVE OF ABSENCE
10	SEVERANCE BONUS
11	ADMINISTRATIVE PROCEDURES
12	SALARIES
13	SCHOOL CALENDAR
14	PROMOTIONS
15	EVALUATIONS
16	FILE PROCEDURE
17	MISCELLANEOUS PROVISIONS
18	CORRECTIVE DISCIPLINE PROCEDURE
19	DURATION
SCHEDULE A	SALARY GUIDES FOR 2006-2007, 2007-2008 AND 2008-2009

1. A grievance shall mean a claim that there has been an improper application, interpretation, or violation of this Agreement, administrative decision, or Board policy affecting terms and conditions of employment.

2. Aggrieved person - An "aggrieved person" is the person or persons or the Association making the claim.

3. A grievance may by filed by an individual member or by the Association either in its own name or as the representative of a group whose individual signatures shall be necessary.

4. A grievance to be considered under this procedure must be initiated within thirty (30) calendar days of the grievant’s knowledge of the occurrence.

1. Failure at any step to communicate the decision on a grievance within the specified time limitation shall permit the aggrieved employee to proceed to the next step.

2. Failure to appeal within the specified time limitations from an answer, which is unsatisfactory, shall be deemed to constitute an acceptance of such response as being final or disposed thereof.

3. In the event a grievance is filed at such time that it cannot be processed through all the steps in the grievance procedure by the end of the last working day of the year of the aggrieved party and if left unresolved until the beginning of the following school year could result in irreparable harm to the person filing the grievance, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of school or as soon thereafter as is practicable.

4. It is understood that employee shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance, and any effect thereof shall have been fully determined.

5. An individual Administrator who has a grievance shall discuss it first with his/her immediate superior in an attempt to resolve the matter informally.

If as a result of the discussion, the matter is not resolved to the satisfaction of the grievant within seven (7) working days, he/she shall set forth his grievance in writing to the immediate superior specifying the nature of the grievance. The immediate superior shall communicate his decision to the grievant in writing within seven (7) work days of receipt of the written grievance.

The grievant, no later than seven (7) work days after receipt of the immediate superior's decision, may appeal this decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the immediate superior as specified above and his dissatisfaction with the decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) work days. The Superintendent shall communicate his decision in writing to the grievant and the immediate superior below the Superintendent.

If the grievance is not resolved to the grievant's satisfaction, he/she, no later then seven (7) work days after the receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent, who shall attach all related papers and forward the request to the Board of Education. The Board, or a Committee thereof, shall review the grievance and shall at the option of the Board, hold a hearing with the grievant and render a decision in writing within thirty (30) calendar days of receipt of the grievance by the Board.

If the decision of the Board does not resolve the grievance to the satisfaction of the grievant, notice of intention to proceed to arbitration shall be given to the Board through the Superintendent within ten (10) work days after the receipt of the decision which is being appealed. Within fourteen (14) calendar days after such written notice of submission to arbitration, the Board and the Administrators' executive Committee shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain a commitment within the specified time period, the following procedure will be used to secure the services of a arbitrator:

a. A request will be made to the American Arbitration Association or New Jersey Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question. All proceedings will be conducted in accordance with the rules of the American Arbitration Association.

b. If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list, they will request the American Arbitration Association or New Jersey Public Employment Relations Commission to submit a second roster of names.

c. If the parties are unable to determine within ten (10) calendar days of the receipt of the second submitted list, a mutually satisfactory arbitrator, the American Arbitration Association or New Jersey Public Employment Relations Commission shall be requested to designate an arbitrator.

d. The Arbitrator so selected shall confer with the representative of the Board and the Executive Committee and shall hold hearings promptly and shall issue his/her decision no later than thirty (30) days from the close of the hearings. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning, and conclusions on the issues submitted. The decision of the arbitrator shall be submitted to the Board and the Association and shall be binding upon the parties. It is expressly incumbent upon the arbitrator to not consider any past practices of the parties in any manner for any dispute arising under this Agreement, and he/she shall be limited to the "the four corners" expressly set forth herein.

10. Right to Representation

Rights of Administrators to representation shall be as follows:

a. Any grievant may be represented at all stages of the grievance procedure by himself/herself, or, at his/her option, by one (1) representative(s) and/or an attorney.

b. When a grievant is not represented by the Association in the procession of a grievance, the Association shall, at the time of submission of the grievance to the Superintendent and at each subsequent level, be notified that the grievance is in process, and have the right to be present and present its position in writing at all hearing sessions held concerning the grievance, and shall receive a copy of all decisions rendered.

11. Miscellaneous Provisions

a. All documents, communications, and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of the participants.

b. No meetings or hearings under this procedure shall be public. The only parties in attendance shall be the parties in interest and the designated or selected representatives contemplated in this Article.

c. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.

d. Time lost by any grievant and/or his/her representative(s) due to arbitration proceedings shall not be charged to personal time nor shall there be any loss in pay.

1. High School Principal 2. Middle School Principal
3. Elementary Principals 4. High School Assistant

1. Any Administrator employed for less than a full year shall have vacation days prorated.

2. Administrators can carry over two (2) weeks per year without prior approval. Additional carryover will require the approval of the Superintendent and will not exceed thirty (30) days. Effective July 1, 2007, in addition to the ten days in the first sentence, the administrator may request that up to five (5) additional unused vacation leave days shall be paid to the administrator at the per diem rate. In order to be eligible for this payment, the administrator must give written notice to the Business Office by December 31 prior to the carryover date (the next July 1) of his/her intention to be reimbursed. The notice shall include the number of days up to and including five (5) for which the administrator seeks reimbursement.

3. Administrators may take vacation days when school is in session with the Superintendent’s permission as long as they arrange for another building administrator to be on call.

If the Administrator and Superintendent both concur then a compensatory day may be jointly determined in lieu of the money compensation.

1. If it is necessary to close schools after an administrator has already reported to his/her work station the administrator will remain on duty if the Superintendent requires it.

2. If schools are closed before normal reporting time and the Superintendent requires administrators presence they must be notified through the normal system prior to 7:30 A.M. and shall report unless prevented by an "act of God".

3. Such additional "inclement weather" work days shall not cause ten (10) month administrators to work into the month of July.

receive a compensatory day off which must be utilized before July 1, and with one (1) weeks’ notice to be given to the Superintendent.

1. A maximum amount of $1,000.00 in expenses will be reimbursed.

2. No more than three (3) work days may be utilized.

3. If the administrator voluntarily leaves the employ of the Board within one (1) year after attending such a conference, the administrator shall reimburse the Board for all monies received under this Article.

1. The applicant must have approval of the Superintendent or his designee prior to taking the course.

2. The applicant must receive a mark equivalent to “A”, “B” or “Pass” in a Pass/Fail course.

3. No employee will be reimbursed for more than twelve (12) semester hours credit completed during any one fiscal year.

Employees shall receive reimbursement within forty-five (45) days of verification by transcript or other evidence of successful course completion.

1. For employees on the payroll prior to August 3, 1991, the Board shall provide health insurance coverage for those employees and for their dependents, where applicable, at no cost to the employee. Such coverage shall be provided under the Connecticut General plan or its equivalent. Health insurance coverage shall be for the full twelve (12) month period each year. No Administrator shall be entitled to health insurance coverage who works three fifth’s or less the amount of days as a fulltime administrator.

2. Employees hired effective August 3, 1991, or later, shall be eligible for employee-only coverage at no cost to the employee. They shall be eligible for dependent coverage, with the cost of dependent coverage to be paid seventy (70%) per cent by the Board and thirty (30%) percent by the employee.

3. The spouse of a district employee who is otherwise eligible for any health insurance coverage under this Article shall not be provided said coverage as long as his/her spouse is covered under a family plan provided by the district. Any such person shall be considered as having waived their entitlement and shall receive the appropriate amounts specified for such waiver in Section E of this Article. During the year prior to retirement, the spouse may enroll in single coverage if necessary to meet eligibility for the State retirement health plan.

4. Employees must notify the district office of any change in dependent status within 30 days of the change occurring or they must reimburse the district the difference in rates for all time they should have been in a lower cost category.

5. If the Board desires to change its insurance provider, the Association agrees that it will accept the benefit levels of the State Health Benefits Program in effect at the time of change as meeting the test of equivalent benefit levels. If the Board wishes to switch to a provider other than the State Health Benefits Program, benefit levels must be equal to or greater than those enjoyed at the time of change.

The Board shall provide a five dollar ($5.00) co-pay for name brand/two dollar ($2.00) generic prescription plan for administrative personnel and their dependents, where applicable. Effective January 1, 2008, the employee co-pay shall be $20 for brand name; $10 for preferred; $2 for generic; and, $0 for mail order. The Board will pay the full cost for employees on the payroll prior to August 3, 1991. Employees hired effective August 3, 1991, or later, shall be eligible for employee-only coverage at no cost to the employee. They shall be eligible for dependent coverage with the cost of dependent coverage to be paid seventy (70%) percent by the Board and thirty (30%) percent by the employee.

The Board will allow employee participation in a qualified I.R.S. Code Section 125 Plan each school year. The Board will not administer the plan nor will it have any liability nor responsibility regarding the agent or agents administering the Plan.

1. The Board shall pay each eligible administrator who has properly executed a Section 125 Plan the amount of $811 each year to be utilized as the employee choose within the confines of the Plan rules and requirements. Effective July 1, 2007, this amount shall be $1,000.

2. If, during any year of this Agreement, the amount paid to teachers exceeds $811, the amount specified in C, above shall be changed to reflect the same amount paid to teachers.

3. If the Association requests in writing by July 1st of any year, the Board shall provide only single medical coverage and single prescription coverage to each employee. The total amount of premium paid by the Board during the school year in which the request is made which represents the difference between single coverage and all other dependent coverages shall be divided equally among all bargaining unit employees eligible for medical and prescription coverages. The resulting amount shall, upon the employees request, be deposited in the employee’s Section 125 Plan each year.

4. Effective on July 1, 2007, employees eligible for health and/or prescription coverage under the terms of this contract may, upon proof of coverage elsewhere, opt out of coverage through the Penns Grove-Carneys Point Regional School District and receive the following allowance to be paid with their contractual pay, on December 15 and June 15 of the school year.:

WAIVED MEDICAL INSURANCE $1,200.00
WAIVED PRESCRIPTION INSURANCE $ $400.00

1. Four (4) days personal leave of absence for a compelling reason which requires absence shall be granted provided such obligation cannot be cared for outside of work hours. Written application to the Superintendent for personal leave days shall be made at least (7) days before taking such leave, except in cases of emergencies. Not more than one (1) administrator in the district will be granted such leave on a given day. Such leave shall not be granted contiguous to any legal holiday or school vacation.

2. Time shall be granted for necessary appearances in all legal proceedings arising out of and in the course of the employment of the individual by the Board, excepting however, time in any legal proceeding in which the said individual is a party plaintiff in a suit against the Board or is a defendant in a proceeding brought by the Board against the individual.

3. Other leaves of absence with pay may be granted by the Board for good reason.

1. Any eligible administrator desiring a sabbatical leave shall make application to the Superintendent of Schools specifying the period and purpose of the leave desired and such other information as may be required by the Board of Education. In some cases, this may require an interview.

2. All applications must be in the Superintendent's possession on or before February 1st of the academic year preceding the proposed sabbatical. The Board of Education will notify the applicant of acceptance or non-acceptance by the first Tuesday after the second Monday in May.

1. Any administrator is entitled to five (5) bereavement days leave in each case of death in the administrator's immediate family except if the death occurs during a vacation period. One or two day holidays shall not be considered vacation periods. "Immediate" Family includes:

a. Husband or Wife, Mother (also in-law), Father (also in-law), Grandparents, Brother, Sister, Children, and Grandchildren.

b. An allowance of one (1) day shall be granted in each case for death of other relative, subject to approval of Superintendent. If any administrator elects to use a personal day leave for such purpose, the Superintendent's approval shall be automatic. If the Superintendent refuses to approve the requested bereavement day and if the administrator has no remaining personal leave days, the requested day shall be granted without compensation.

1. Employees who retire shall receive one (1) day of pay for each four (4) credited and/or unused sick days and personal days.

2. The bonus shall be computed by multiplying the appropriate fraction times the number of days accumulated and unused by the employee as of the date of retirement times the daily salary of the employee at the time of retirement. Daily salary shall be one over the number of work days for each particular unit member multiplied times the individual yearly salary of the employee at the time of retirement.

1. The administrator must have accumulated a minimum of 100 days.

2. The administrator must have notified the Board in writing of their

intent to retire at least one (1) year prior to their retirement.

D. Upon the death of any employee entitled to a severance bonus, the entitlement shall be paid to the estate of the deceased employee within sixty (60) days of the death.

The 10-month assistant principal will receive an additional two (2) months of salary added to his/her base should he/she move to the 12-month assistant position. The Superintendent of Schools must pay any new administrator hiree the minimum starting salary. However, he may pay up to what an administrator was making at another school plus the $5200.00 differential. In order to calculate this formula, the following shall be the order for this determination.

High School, Middle School, Paul W. Carleton School, Field Street School and Lafayette/Pershing School

Current administrator at Middle School salary of he/she were to move to the High School, plus $5200.00. This salary would be the maximum amount that could be paid by the Superintendent. The Superintendent would also consult the Administrators’ Association prior to making any offer to a new hiree other than the minimum salary.

B. Each applicant currently employed under this contract, who meets the qualifications of the existing vacancy shall be afforded the opportunity of an interview.

C. A list shall be given to the Association indicating which position(s) have been filled and by whom.

B. Frequency of Review

The Superintendent shall establish supervisory procedures that will guarantee a minimum of three (3) written evaluations per year for each non-tenure administrator.

1. The first written evaluation shall be no later than December 1st.

2. The second written evaluation shall be no later than April 1st.

3. Tenured Administrators shall receive at least one written evaluation per year.

Each administrator shall sign all copies of each written evaluation attesting to the fact that the contents of the evaluation are known to him/her. Further, each administrator shall receive a copy of each written evaluation.

If so desired, the Administrator shall arrange a conference with the Superintendent as soon as possible after the receipt of the written evaluation. At such time, the administrator is entitled to have his/her response to the evaluation heard and appended to the evaluation report.

B. The employee shall have the right to respond to anything going into the personnel file and shall receive a copy of same.

C. The employee's signature shall be evidence only that he has seen the document, not that he agrees herewith.

D. Refusal to affix signature shall not preclude placement in one's personnel file.

E. Notice of Contract Renewal

Each non-tenure administrator shall receive written notice in accordance with 18A:27-10 each year of the renewal or non-renewal of his/her contract for the ensuing year.

If any provision of the Agreement or any 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 other provisions or applications shall continue in full force and effect.

C. There shall be a pool of $500 to reimburse unit members for the replacement or repair of clothing or personal effects which are damaged or destroyed in the performance of the unit member’s duties during their regular work day. There shall be a maximum $100 per incident paid. All payments shall be made by July 30^th following the work year for which the claims have been made. All unit members making such a claim shall complete and turn in a written damage report within seven (7) days of the incident. The report shall detail the date and time of the incident, the nature of the incident, including the names of any other staff or students involved, the item or items damaged and proof of the repair or replacement cost. If proof of cost requires more than seven (7) days to provide, the claimant is required to provide such proof as soon as possible. In the event that claims exceed the $500 pool, all claims will be prorated. E.g., there are $750 in claims in 10 incidents. The $500 pool limit of $500 is 67% of the claims of $750. Each claim is paid at 67% of its original value.

D. Each Unit member will be reimbursed to partially pay his/her dues in either the NJASA or PSA upon proof of membership. The per person annual maximum reimbursement shall be $500 effective July 1, 2006.

B. Violations of terms and conditions of employment and/or work rules may
result in four (4) separate penalties to be progressively implemented.

1. Oral Reprimand
2. Written Reprimand
3. Suspension Without Pay
4. Discharge for Good Cause

D. Employees shall have the right to representation at all stages of this procedure.

E. The affected employee and the Association shall receive copies of all correspondence regarding any disciplinary action taken by management or the Board of Education.