Article Number	Title
	Preamble	1
1	Recognition	1
2	Negotiation Procedure	1
3	Grievance Procedure	2
4	Employee Rights	5
5	Liaison Committee	6
6	Salaries	6
7	Leaves of Absence	7
8	Vacation	11
9	Length of Work Year Supervisor	12
10	Administrative Vacancies	12
11	School Calendar	12
12	Transfer of Personnel	13
13	Professional Development	13
14	Insurance Protection	15
15	Miscellaneous Provisions	17
16	Duration of Agreement	18
Sidebar	Dress Code	19
Appendix	Supervisors’ Salary Schedule	21

E. The Board agrees not to negotiate concerning said Association employees in the negotiating unit as defined in Article I of this Agreement, with any organization other than the Association for the duration of this Agreement.

F. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

G. This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

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

2. In the event that 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 if left unresolved until the beginning of the school year could result in harm to a party in interest, 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 as is practical.

If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school days after presentation of the grievance at this step, he/she may file the grievance within five (5) school days after receipt of the disposition of the grievance by the principal, with the Superintendent of Schools.

1. Level Four - Board of Education
If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within ten (10) school days after presentation of the grievance at this step, he/she may file the grievance, within five (5) school days after receipt of the disposition of the grievance by the Superintendent for transmittal to the Board of Education.

7. Level Five – Decision of Board Final

The Board, or a committee thereof, shall review the grievance and shall hold a hearing with the Supervisor and render a decision in writing within fifteen (15) school days after receipt of the grievance by the Superintendent for transmittal. In all cases the decision of the Board will be final.

8. If a grievance affects a group or class of Supervisors (two (2) or more) the individuals may submit such grievance, in writing, to the Superintendent directly, and the processing of such a grievance shall commence at Level Three. Grievances based upon a principal’s decision shall commence at Level 2.

9. Rights to Representation

The Board shall establish only one official personnel file for each employee.

1. Accumulative

2. Retirement Or Termination of Employment

a. "Retirement" is defined as applying to and qualifying for payment under
T.P.A.F.

Accumulated For the first 100 days $45.00
For days 101 through 200 $55.00
For days over 200 $65.00

e. In the event of the death of a supervisor who at the time of death, could have retired under the provisions of A. 2., payment due for accumulated sick leave shall be made to the estate of the deceased supervisor.

All Association employees shall be entitled to the following leaves of absence during the contractual years.

1. Death in the Immediate Family

With approval of the Superintendent, an employee may be granted days of absence, without loss of salary due to death in the staff member's immediate family.

The number of days absence granted shall be determined by individual circumstances, and shall not be deductible from the four (4) days of personal leave as defined in B.2. below. "Immediate Family" shall be defined as the employee's:

(1) Husband or wife
(2) Children
(3) Father and mother
(4) Brother or sister
(5) Father and mother-in-law
(6) Grandparents and Grandparents of spouse
1. Grandchildren
2. Brother and Sister-In-Law
2. Personal

Supervisors shall be entitled to the following temporary non-accumulative/accumulative leave of absence with full pay each school year.

a. Two days leave of absence for personal, legal, business, household, religious or family matters which cannot be handled outside of the workday.

b. Each supervisor shall also be entitled to one day of personal leave during the 2004/05 school year for which he/she need not state any reason other than that he/she is taking the personal day under this provision.

Effective 2005/06, each Supervisor shall be entitled to two days of personal leave for which he/she need not state any reason other than that he/she is taking the personal day under this provision.

c. Application to the Superintendent for personal leave shall be made at least five (5) school days before taking such leave (except in the case of emergencies where direct notification to the administration is acceptable).

d. Approval for personal leave will not be granted on the days preceding or following a vacation period except with the approval of the Superintendent.

e. Any personal leave days under a. and b. above which are not taken by the supervisor shall be added as additional accumulative sick leave days.

f. Any supervisor who begins initial employment after Feb. 1 shall be entitled to one-half the personal leave specified in a. and b. above.

3. Jury Duty Pay

In case of required jury duty an Association employee shall be allowed time off for jury service. He/she shall be paid the difference between his/her regular pay and jury pay.

1. Child Rearing Leave

a. Pregnant unit members who are medically disabled are entitled to sick leave utilization in accordance with N.J.S.A. 18A:30-1 et seq.

b. A unit member with a child less than three (3) months old may apply for and will be granted Child Rearing Leave of Absence without pay provided application is made at least sixty (60) days prior to commencement of such leave.

c. A unit member who is granted Child Rearing Leave shall return to work at the start of the second semester or at the start of an academic year, provided written notice of such intent is given to the Board at least sixty (60) days prior to the beginning of the second semester, or by April 1 of the prior school year if return is to commence at the beginning of the subsequent school year.

d. Child Rearing Leave shall not exceed eighteen (18) calendar months, without the approval of the Board.

e. A non-tenured unit member shall be granted Child Rearing Leave in accordance with the above except that such leave shall be granted only to the end of the current work year in which the leave commences.
f. Any unit member granted a Child Rearing Leave, upon return, will be afforded an administrative position equal to the one vacated at the time of the Child Rearing Leave.

2. Adoption Leave

The Board shall grant adoption leave without pay to any unit member upon request, subject to the following stipulations and limitations:

a. Any unit member adopting an infant child shall receive leave similar to Child Rearing Leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.

b. No unit member shall be prevented from returning to work after adoption solely on the grounds that there has not been a time lapse between adoption and the desired date of return provided the superintendent has been notified in writing sixty (60) days in advance of return date.

c. Adoption Leave shall not exceed twenty-four (24) calendar months, without the approval of the Board.

3. Miscellaneous Provisions: Child Rearing and Adoption Leaves

a. Salary shall not be paid to the employee during leave under 1. or 2. above.

b. Leave time under 1. and 2. above shall not be considered as experience time for salary purposes and the employee shall return to the district's employ on the salary guide in effect at the time of return with unit members having the same number of experience and training.

4. Good Cause

5. Continuation of Benefits While on Leave

6. Return from Leave
a. Salary

Upon return from a paid leave granted by the Board, an employee shall be considered as if he/she were actively employed by the Board for salary purposes.

b. Benefits

Upon return from a Board-approved leave of absence, the employee shall be placed in a position consistent with his/her certification, tenure and seniority rights. Time spent on an unpaid or paid leave of absence does not act to break service for any contractual benefit dependent upon time worked in the District. Time spent on a paid leave of absence counts toward service time necessary for any contractual benefit dependent upon time worked in the District.

A notice of vacancy in an administrative position shall be posted and a copy sent to the Association ten (10) days before the final date when applications must be submitted. The notice of vacancy shall set forth the position, its qualifications, its duties, and the rate of compensation. The rate of compensation is a determination of the Board and shall be based upon an existing schedule or will be negotiable with the Board.

Any Association employee holding proper certification for such vacancies shall be extended the courtesy of an administrative interview.

Input to the school calendar shall be solicited from representatives of this Association prior to its being adopted by the Board of Education.

When transfer of Association employees is being considered by the Board, every effort shall be made to provide for a smooth transition and guarantee that all aspects of a thorough and efficient management procedure shall be safeguarded.

The Board shall pay membership dues for all Association members belonging to the New Jersey Principals and Supervisors Association and National Association of Secondary School Principals with an annual maximum of $900.00 per supervisor in 2004-2005, $950.00 per supervisor in 2005-2006, and $1,000.00 per supervisor in 2006-2007. The District shall pay these dues to the Association up to the annual amount.

1. Each Association employee may request the opportunity to attend National and State professional conferences or meetings upon approval of the Superintendent. Expenses incurred by members as a result of their attendance and participation in these meetings shall be paid by the school district when recommended by the Superintendent and approved by the Board.

2. Each Association employee may request the opportunity to attend professional workshops upon approval of the Superintendent. The Board shall pay for expenses incurred. The Administrator will be reimbursed for incurred expenses at any such approved workshop.

1. Unit members shall be reimbursed for tuition for courses applicable toward a doctorate and for certain graduate courses (see 2.b. below).

2. There shall be a maximum reimbursement by the Board under 1 above of three (3) graduate credits per unit member per year at the Rutgers State rate for education graduate courses.

a. be matriculated in a doctoral degree-granting program at an accredited institution; or
b. be enrolled in a graduate course, which is directly related to the administration of the District and has received the prior written approval of the Superintendent. The Superintendent’s discretion in this regard is not challengeable through the grievance procedure.

c. must inform the Superintendent of his/her intention to enroll in a course(s) prior to that enrollment.

d. The course must be successfully completed. A transcript from the institution shall constitute proof of successful completion.

1. Payment will be made in late June after proof of matriculation, receipt of transcript and of receipts showing tuition and fees. If claims exceed the unit caps of $10,000.00 in 2004/05, or $11,000.00 in 2005/06 and 2006/07, reimbursement will be prorated.
   
   Effective July 1, 2003, supervisors who are not already at the MA+30 level will attain 15 graduate credits in each five-year period until the attainment of the MA+30. Failure to attain the 15 credits will result in the withholding of the salary increase for the year following the fifth year and each year thereafter in which the 15 credit requirement is not met. The five-year period for a supervisor, hired after July 1, 2007 shall begin on the date of hire. All five-year periods shall run to the July 1^st which follows the beginning date of the period.

The Board shall provide to each Association employee at the beginning of each school year a description of the health care coverage provided under this Article. The description shall include an overview of the conditions and limits of coverage as listed below.

1. Health and Hospitalization Coverage

a. The Blue Cross/Blue Shield Blue Select Plan will be 100% funded by the District, for those supervisors selecting this Plan. Supervisors who choose to remain in the PACE Plan will pay 15% of the premium at each enrollment level through payroll deduction.

b. The premium rate for the Blue Select Plan at each enrollment level sets the maximum contribution to an HMO.
c. The plan in a. above shall include the Mandatory Second Surgical Opinion option and the Pre-admission Review Option.

d. Each supervisor eligible and choosing shall be entitled to select an HMO or PACE for insurance under a. and b. above in accordance with the rules promulgated by the administration.

e. Effective as soon after mutual ratification of the 1997-2000 Agreement as is possible, increase the Outpatient Psychiatric and Rehabilitation coverage under Option 3 of the December 3, 1996 letter from Blue Cross to Acordia.

f. The parties agree that the Blue Select network will be extended to Pennsylvania and Delaware effective as soon after mutual ratification of the 1997-2000 Agreement as is possible.

2. Prescription Coverage

There shall be a prescription drug plan for a supervisor and his/her dependents. Effective January 1, 1998, the employee co-payments shall be: $10.00 (name brand); $5.00 (generic) and $5 (mail-order). Effective the first of the month after mutual ratification of the 2000-2003 Agreement, the dosage limits per co-payment shall be: 1) up to a 30 day supply at retail; and, 2) 90 days for mail order.

3. Dental Coverage

Effective July 1, 2000, the annual Board contribution for a supervisor for dental coverage providing family coverage shall be the actual premium in effect for each year of this Agreement. The 2001-2002 premium at each enrollment level shall set the maximum Board contribution for future years, unless and until changes by the parties in writing.

4. Health Plan Options at Retirement

Supervisors retiring from the District under the Teachers' Pension and Annuity Fund shall be eligible to enroll in Items 2. and 3. above, (Prescription Coverage and/or Dental Coverage) in the District Sub-Group Retirees’ Plan. Enrollment in either plan shall be the responsibility of the retiree, payment of the cost of coverage elected shall be the responsibility of the retiree and shall be remitted directly to the appropriate carriers of the specific coverage.

5. Voluntary Health Incentive Waiver Plan

a. There shall be a voluntary health insurance waiver plan for employees eligible to receive family or husband/wife coverage under B. 1. above, or any enrollment level under B. and C. above. The plan will be implemented after mutual ratification on the first of the month which is reasonably possible under each plan’s limitations. In the 2000-2001 year, the payment will be prorated to the time left in the year.

b. An employee may waive one, two or all three insurances.

c. Each year, the Board shall provide appropriate forms to all employees covered by family or husband/wife coverage and to employees who are eligible to receive prescription or dental insurance. Said form will contain a final return date.

d. Employees who voluntarily elect to waive coverage shall be entitled to receive 25% of the premium cost of the waived insurance.

e. Payment of the monies in 4. above shall be made by separate check before July 31 after the conclusion of the waived year.

f. Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment.

g. Employees who have no other comprehensive family or husband/wife insurance shall not be permitted to waive coverage under A. above.

h. An employee who waives coverage may re-enroll for the next year during the open enrollment period. The only exception is that if a spouse’s health/hospitalization coverage (Article 14, A.) is terminated during the District’s insurance year, the employee may re-enroll immediately in the District’s plan. If such re-enrollment occurs during the insurance year, no incentive payment will be made to the employee for that year.

i. In order, to protect all employees from Federal taxation of existing benefits when this plan is in effect, the District will comply with all Federal paperwork (a Section 125 account).

It is understood that the unit member's auto insurance policy is the primary insurance in the event of an accident. However, the Board’s liability policy will cover any costs that exceed the members' policy coverage. Unit members shall be reimbursed during the course of this agreement according to the practice which was in place in November, 1994 according to Board Policy #329 and Regulation 3290.

The School District will, at its own expense, print sufficient copies of this Agreement for present and new Association employees.

Guidance Directors add $2,500 each step
Athletic Directors add $1,000.00 each step

Guidance Directors add $2,500 each step
Athletic Directors add $1,000.00 each step

Guidance Directors add $2,500 each step
Athletic Directors add $1,500.00 each step