Article 1 - Recognition 1.1
Teachers/Secretaries 1.1

Article 2 - Grievance Procedure 2.1
Teachers/Secretaries 2.1
A. Definitions 2.1
B. Procedure 2.1
C. Miscellaneous 2.3

Article 3 - Complaint Procedure 3.1
Teachers/Secretaries 3.1

Article 4 - Association Rights and Privileges 4.1
Teachers/Secretaries 4.1

Article 5 - EMPLOYEE RIGHTS 5.1
Teachers/Secretaries 5.1

Article 6 - EMPLOYMENT 6.1
Teachers 6.1
Secretaries 6.3

Article 7 - EMPLOYEE CALENDAR 7.1
Teachers 7.1
Secretaries 7.2

Article 8 - LEAVES OF ABSENCE 8.1
Teachers 8.1
A. Sick Leave 8.1
B. Temporary Leaves of Absence 8.1
C. Professional Leave 8.2
D. Extended Leave 8.2
E. Sabbatical Leave 8.3
F. Anticipated Disability Leave 8.3
G. Child Rearing Leave 8.5
H. Sick Leave Incentive 8.6

Secretaries 8.6
A. Sick Leave 8.6
B. Temporary Leaves of Absence 8.7
C. Professional Leave 8.8
D. Extended Leave 8.8
E. Anticipated Disability Leave 8.9
F. Child Rearing Leave 8.10
G. Sick Leave Incentive 8.11

Article 9 - ADMINISTRATION LIAISON 9.1
Teachers 9.1
A. Building Level Liaison 9.1
B. District Level Liaison 9.1
Secretaries 9.1

Article 10 - SALARIES 10.1
A. Teachers Salaries 10.1
B. Pay Periods 10.2
C. Teacher Evaluation 10.2
D. Withholding of increments 10.2

Secretaries 10.3
A. Salaries and Longevity 10.3
B. Pay Periods 10.4
C. Withholding of Increments 10.4

Article 11 - ADDITIONAL REIMBURSEMENT 11.1
Teachers 11.1
Secretaries 11.1

Article 12 - EXTRA PAY FOR EXTRA SERVICE 12.1
Teachers 12.1
Secretaries 12.1

Article 13 - DEDUCTION FROM SALARY 13.1
Teachers 13.1
Secretaries 13.1
Teachers/Secretaries 13.1

Article 14 - INSURANCE PROTECTION 14.1
Teachers and Secretaries 14.1

Article 15 - REPRESENTATION FEE 15.1
Teachers/Secretaries 15.1

Article 16 - MISCELLANEOUS PROVISIONS 16.1

Article 17 - DURATION OF AGREEMENT 17.1
Signatures 17.1

Schedule B – Extra Pay for Extra SERVICE A

Teachers Salary Tables 2003-2004 C

Teachers Salary Tables 2004-2005 D

Teachers Salary Tables 2005-2006 E

Secretaries Salary Tables 2003-2004 through 2005-2006 F

Preamble

This Agreement entered into this 1st day of May in the year 2003 by and between the Board of Education of the Township of River Vale, New Jersey, hereinafter called the Board, and the River Vale Education Association, hereinafter called the Association.

Superintendent
Principals
Substitutes
Administrative Assistants
Teacher Aides
Director of Pupil Personnel Services and Curriculums
School Business Administrator
Board Secretary
Full Time Supervisor
Secretaries excluded as confidential by law

The Association shall remain the exclusive and sole representative of the above as long as it maintains a majority representation of said certificated personnel.

Article 2 - Grievance Procedure
Teachers/Secretaries
A. Definitions
The term “grievance” means a complaint about the interpretation, application or alleged violation of this Agreement or polices or administrative decisions affecting the terms and conditions of employment of a teacher or group of teachers, secretary or group of secretaries.
The term “School Day” shall mean a day upon which the teacher’s attendance is required.

B. Procedure
A grievance to be considered under this procedure must be initiated by the grievant within thirty (30) school days from the time of its occurrence or the time when the grievant became aware of the alleged grievance. Failure to act within such period shall be deemed an abandonment of the grievance.

I. Level One:
A grievant shall first discuss his grievance with his immediate superior. Where the immediate superior is below the rank of principal, the principal shall be notified and shall have the right to be present at and to participate in said discussion.

If the grievant is not satisfied with the result of the discussion, within five (5) school days of the discussion, he shall submit his grievance to his immediate superior in writing specifying:

(a) the nature of the grievance;
(b) the results of the previous discussion, and;
(c) the nature of the remedy which is being sought by the grievant.

The immediate superior shall render within ten (10) school days of said written grievance a written decision.

II. Level Two:
If the grievance is not resolved to the grievant's satisfaction within five (5) school days from the written decision referred to on Level One above, the grievant shall submit his grievance to the Superintendent of Schools in writing specifying:

(a) the nature of the grievance;
(b) the results of the previous discussion;
(c) the basis of his dissatisfaction with the determination; and
(d) the nature of the remedy being sought by the grievant.

A copy of the writing called for in the aforementioned paragraph shall be furnished to the school principal, to the immediate superior of the grievant, and to the Association.

Within ten (10) school days from the receipt of the written grievance (unless a different period is mutually agreed upon), the Superintendent shall hold a hearing at which all parties shall have the right to be heard.

Within ten (10) school days of said hearing (unless a different period is mutually agreed upon), the Superintendent shall, in writing, advise all parties and their representatives, if there be any, of his determination and reasons therefore.

III. Level Three:
In the event of the failure of the Superintendent to act in accordance with the provisions of the two paragraphs above, or, in the event a determination by him/her in accordance with the provisions thereof, is deemed unsatisfactory by the grievant, the grievant may within ten (10) school days of the determination by him/her, appeal to the Board of Education for a private hearing which shall be held within twenty (20) school days of the written request for same.

Where an appeal is taken to the Board, there shall be submitted to the parties and the Board by the appellant:

(a) the writing set forth in preceding paragraphs,
(b) a further statement in writing setting forth the appellant’s dissatisfaction with the Superintendent’s action, and
(c) any additional written materials as requested by the Board.

A copy of above said statements shall be furnished to the Superintendent and to the adverse party (ies) who shall have the right to reply thereto.

The Board shall make a determination within thirty (30) school days from its receipt of the grievance and shall, in writing notify the grievant, his representative if there be one, the principal, and the Superintendent of its determination and the reasons therefore. This time period may be extended by mutual agreement of the parties.

IV. Level Four:
In the event a grievant is dissatisfied with the determination of the Board, he shall have the right to carry his grievance to arbitration, pursuant to rules and regulations established by the Public Employment Relations Commission under the provisions of Chapter 123, Laws of 1974, as amended and supplemented.

The decision rendered by the arbitrator shall be advisory only, except in regard to the interpretation of this agreement.

A demand for such arbitration shall be made no later than fifteen (15) school days following receipt of the written determination of the Board. Failure to file within said time period shall constitute a bar to such arbitration unless the grievant and the Board mutually agree upon a longer time period within which to assert such a demand.

The Board and the Association shall attempt to agree upon a mutually acceptable arbitrator. If the parties are unable to agree upon an arbitrator, they shall immediately and jointly request the Public Employment Relations Commission to appoint an arbitrator. In the event the Commission shall be unwilling or unable to appoint an arbitrator, then a request shall be made to the American Arbitration Association to appoint an arbitrator.

In the event of arbitration, the cost of the arbitrator’s services shall be shared equally by the appellant and the Board. If the appellant is represented by the Association, the Association will bear the expense for the appellant. In addition, it is expressly provided that the arbitrator shall have the power to recommend that the cost of the arbitration services be borne by one party, if in his judgment that party unnecessarily created the need for arbitration, or did so for the purposes of delay, or which party’s contentions are deemed by him/her to have been unreasonable and a sham.

The parties agree that any dispute regarding the interpretation of this Agreement shall be submitted to binding arbitration.

C. Miscellaneous
1. A grievant may be represented by him/herself or at his option by a representative selected or approved by the Association. The grievant shall be present throughout each level of the grievance procedure. The Association shall have the right to be present by representative at any hearing and to make its views known.
2. A grievant processing a grievance shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal by reason of such grievance.
3. Failure at any step of the procedure to communicate the decision of a grievance within the time limits shall permit the grievant 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 limits shall be deemed to be an acceptance of the decisions rendered at that step, and an abandonment of further grievance procedure. The parties, however, may mutually agree in writing to extend the time periods specified herein.
4. In the event a grievance is filed by any teacher who is not subject to the jurisdiction of any principal, or who may be answerable to more than one principal, such teacher shall initiate his grievance at Level Two.
5. A grievance which by its nature cannot be resolved at levels below that of Superintendent may be initiated by the grievant at Level Two; in such cases the procedure in Level One shall apply. It is understood by both parties to this agreement that the purpose of their expedited filing of grievances is to resolve such grievances at their proper level and is not intended to bypass the normal adjudication of grievances at the lowest administrative level.
6. A copy of the writing set forth above shall be served upon the Superintendent who shall have the right to reply in writing thereto. A copy of such reply shall be served upon the grievant.
7. Until a grievance is fully resolved to the satisfaction of all parties, all personnel covered under this contract, including the grievant, shall continue under the direction of the Superintendent of Schools and the administrators regardless of the tendency of any grievance, until such grievance is duly determined; however, duties shall not be varied as of the day before the grievance was first filed.

Article 4 -

B. The Board shall not discriminate against any teacher/secretary with respect to hours, wages or any terms or conditions of employment by reason of his membership in the Association and its affiliates, his participation in the normal activities of the Association and its affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under the negotiated Agreement or otherwise with respect to any terms or conditions of employment, so long as these activities do not interfere with the employee’s regular assignments.

C. Whenever any teacher/secretary is required to appear before the Board or any committee or member thereof concerning any disciplinary matter or any salary increments pertaining thereto, then he shall be given written notice of the reasons for such meeting or interview not less than five (5) business days prior to said appearance and shall be entitled to have a representative of his choosing present to advise him/her and represent him/her during such meeting or interview.

D. Any criticism by a supervisor, administrator, or Board Member, of a teacher/secretary should be made in confidence and not in the presence of students, parents or other public gatherings. The Board should protect and support school personnel in the proper performance of their duties.

E. One secretary per month will be excused from work for one hour without penalty in order to attend an association meeting.

F. Language will be added to teacher’s PDP’s that will allow district in-service hours to count towards professional development requirements.

G. The board agrees that secretaries will be allowed to sponsor club activities if the secretary is qualified and the activity does not interfere with the secretary’s workday.


Article 6 - EMPLOYMENT
Teachers

A. Placement on the Guide:
1. Each teacher may be placed on the proper step of the salary schedule as of the beginning of the school year in accordance with paragraph 2 below.

C. Lunch
Teachers shall have a daily duty-free lunch period of at least the same duration as the student lunch.

D. Working Conditions:
Teachers shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health or safety. Teachers shall immediately report to the principal any working conditions deemed physically unsafe or hazardous.

E. Transporting Students
Teachers shall not be required to transport students.

F. Travel Limitation
Teachers whose schedules require them to travel between buildings shall not be required to work in more than two schools per day.

G. Non-renewal
Any non-tenured teacher who receives a notice of the non-renewal of his contract may within fifteen (15) days thereafter in writing, request a statement of reasons for such non-renewal from the Superintendent. The Superintendent shall give the teacher a statement of reasons, in writing within thirty (30) days after his receipt of such request.

H. Substitutes
It shall be the intent of both parties that a classroom teacher should not be used as a substitute. The Board will attempt to provide substitutes for absent employees whenever possible, in accordance with past practice. In the event a qualified substitute cannot be found a staff member may be used as a substitute.

Should this cover occur during the staff member’s preparation period, he/she shall be compensated at $18 in year one, $19 in year two, and $19.50 a period in year three of the contract, but not for a home room.

I. Preparation
Beginning July 1, 2003, a minimum of 30 consecutive minutes of planning time per day for elementary teachers will be guaranteed.

J. Holdrum
In Holdrum’s eight period school day, each teacher will teach five classes, have one personal preparation period, have on lunch period and one assigned team or duty period(s) as follows:

Core team teachers in grades 6, 7 and 8 will be assigned three team-meeting periods per week and two assigned duty periods.

Encore team teachers – music, physical education, etc – will be assigned two team-meeting periods a week and three assigned duty periods.

These specific assigned duty periods would consist of hall duty and in school suspension supervision.

The principals may change a duty period to a team meeting period upon his/her evaluation and assessment of a situation.

K. Posting Vacancies
The Board agrees to post notice in each school of the availability of any certificated position and to provide teachers with an opportunity to apply for such vacancies where feasible or expedient. Should any vacancy occur during the summer closing, the Superintendent shall notify the designated person (s) of the Association.

The Board reserves the right to advertise a position at the same time as posting of said notice of vacancy; furthermore, should the need occur to fill a vacancy before posting, the Board may appoint a full time substitute.

L. Instructional Time Holdrum
Note from the prior Contract: Instructional time at the Holdrum School was increased by nine minutes a day within the 33.75 hours work week.

Elementary instructional time increased by 10 minutes per day in the 2001-2002 school year and will remain at that level. The board will not make its decision to the scheduling of the time until after it has received a recommendation from the association regarding the placement of that time. The board must receive this recommendation by November 1, 2000. This time will be added within the teacher’s existing workday.

Additional In-Service Day – New Teachers:
Teachers new to River Vale will be required to attend one additional in-service day during the week before school starts for students.


Secretaries
A. Each secretary may be placed on the proper step of the salary schedule as of July 1st to June 30th.

B. All secretaries, including those returning from leave, shall be informed in writing, of their contract, tentative assignment, and salary status no later than May 15th of the school year, or any other date which may be fixed by law.

C. Full time secretaries shall have a daily one-hour duty-free lunch period.

D. Secretaries shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health or safety. Secretaries shall immediately report to the principal any working conditions deemed physically unsafe or hazardous

E. Secretaries shall not be required to transport students.

F. Secretaries whose schedules require them to travel between buildings shall not be required to work in more than two schools per day.

G. Any non-tenured secretary who receives a notice of the non- renewal of her contract may seek a statement of reasons for such non-renewal and an informal appearance before the Board of Education pursuant to N.J.S.A. 18A: 27-4.1

H. Secretaries shall not be required to take home any job-related work or activities after the regular working day unless compensated.

I. All employees will be given basic assignment by the Superintendent of Schools under a supervisor. An employee may, however, be scheduled for other assignment at the discretion of the Superintendent of Schools. Such assignments shall be made and notification to each employee be made no later than June 30th of the school year.

J. The Board agrees to post notices in each school of the availability of any position and to provide an opportunity to apply for such vacancies. In filling such positions, the Board of Education will take into consideration the employee's abilities, conscientiousness and length of service.

K. Working hours for all full time employees covered by this Agreement shall be a seven (7) hour day exclusive of a one hour lunch, hours to be determined by the Superintendent as needed for the efficient operation of the schools within this district, but not to commence before 7:30 A.M. or terminate after 5:00 P.M.

In the event of an emergency these hours can be discussed among the Superintendent, Principals and secretaries involved and made more flexible on a temporary basis.

a. Back to School nights
b. Conferences
c. End of marking periods
d. Issuance of report cards
e. Standardized achievement tests
f. Kindergarten round-up
g. Issuance of progress reports

a. All teachers will be responsible to meet with those affected parents. This meeting will be planned between the teacher and his/her building principal.

	Less than one year	No vacation in first six months. After 6 months allow one day vacation for each full month of service for months 6 through 12.
	1 through 4 years	2 weeks
	after 4 years	3 weeks
	after 10 years	4 weeks

With the approval of the building principal, a secretary may carry over five (5) vacation days from the previous school year to be used no later than August 31st of the ensuing school year.

Article 8 -

1. Teachers shall be entitled to the following temporary leaves of absence which shall be non-accumulative unless otherwise specified each school year:

a. Four (4) days leave of absence for personal, discretionary, legal, business, religious, professional, household or family matters which require absence during school hours will be granted at the start of each contract year. Written application for the use of this personal leave shall be made to the teacher's principal or other immediate superior at least two (2) days before taking such leave (except in the case of emergencies).

b. Any unused personal leave provided for in (B:1-a.) above shall be accumulated in succeeding years to a maximum of six (6) days. These accumulated days may not be used f or more than a two (2) day block of time; nor a part of a vacation period; nor before and/or after a holiday. Teachers shall be notified in writing of their accumulated personal leave days for the above-stated purposes no later than September of each year.

c. Up to two unused personal leave days each year shall be rolled into an employee’s individual accumulated sick bank annually along with his/her regular unused sick days if the number of personal days which remains unused at the end of the year surpasses the maximum that is allowed to be carried forward in section (b) above.

d. Up to five (5) days at any one time in the event of death of a teacher's spouse, child or parent; son-in-law, daughter-in-law, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, grandparent and any member of the immediate household. Up to three days at any one for the serious illness of teacher's spouse, child or parent or any member of the household listed herein. The above days may not exceed a total of ten (10) days per annum.

e. Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system, except for negotiations, and not if the teacher initiates the action.

f. Time necessary for any person called into temporary active duty in any unit of the U. S. Reserves, or the State National Guard, provided that such obligations cannot be fulfilled on days when school is not in session. A teacher shall be paid only the difference between his regular pay and any pay that he received from the State or Federal government for a period not to exceed two (2) weeks. A writing furnished by the teacher's Commanding Officer shall be adequate to prove the teacher's inability to fulfill the obligation when school is not in session.

g. Requests for other leaves of absence or extension of leave as set forth in subsections (a) through (e) above must be submitted in writing for approval by the Superintendent.

h. In the event an employee absents him/herself one or more days prior to or following a multi-day holiday he may be required to show cause. Failure to show cause will result in a deduction from salary of 1/200th per day.

2. Leaves taken or granted pursuant to Section B-I shall be in addition to any sick leave to which the teacher is entitled.

8. a. Upon return from leave granted under provisions of Section D. 3, 4, 5 and 7, if granted for professional purposes, a teacher shall be considered as if he were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he would have achieved if he had not been absent, provided, however, that the time spent on said leave shall not count toward the fulfillment of the time requirements for acquiring tenure. A teacher shall not receive increment credit for time spent on a leave granted for any other reason set forth in this section.

b. All the benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, unused personal days, and credits toward sabbatical eligibility shall be restored to him/her upon return.

Application for this child rearing leave shall be filed at least thirty (30) days before the date upon which the leave is to begin. Exceptions to this time period may be granted at the discretion of the Superintendent of Schools.

The amounts above in (a) through (c) will increase one dollar in year two and one additional dollar in year 3.

Any extended illness of 15 days or more shall not be included in the percentage of attendance. Should a reoccurrence of this same illness take place, these days shall not be included.

The Number of Sick Days that an employee may be compensated for when they retire will be capped at 125 days for employees hired after 7/1/2001. All other employees will remain paid for an unlimited number of days.

1. All secretaries employed shall be entitled to twelve (12) sick days each school year as of the first of July. Unused sick days shall be accumulated from year to year with no maximum limit as of the first of July.

2. Part time personnel shall be allotted twelve (12) partial sick leave days per school year in accordance with “1” above.

3. In the case of extended illness on the part of a tenured secretary, sick leave shall be extended in accordance with Title 18A: 30-6.

4. Secretaries shall be notified in writing of their accumulated sick Leave days during September of each year.

5. Absences arising out of, or from work connected assault or injury shall be governed by the provisions of Title 18A: 30-2.1 and 66-32.1 et. seq.

e. Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system, except for negotiations, and not if the teacher initiates the action.

1. Secretaries may be granted professional days for the purpose of visiting other schools or attending meetings or conferences of an educational nature, at the discretion of the Superintendent of Schools.

2 Application to the Secretary's principal or other immediate superior for professional leave shall be made as early as possible, but at least two (2) days before the date of taking such leave.

3. Written report shall be presented to the Superintendent within fourteen (14) school days following the day or final day of a series of meetings.

1. All reinstatements, extensions or renewals of leaves shall be applied for in writing by April 1st prior to expiration of such leave.

2. The employment of any employee who fails to apply within the specified period of time shall be automatically terminated by the Board.

3. Military leave without pay shall be granted to a tenured secretary who is inducted or enlists in any branch of the armed forces of the United States for the period of said induction or initial enlistment. A tenured secretary whose spouse enlists or is inducted and wishes to join the spouse may be granted a leave without pay not to exceed a period of two years.

4. A leave of absence without pay of up to one (1) year shall be granted a tenured secretary for caring for sick members of a secretary's immediate family.

5. Requests for other leaves of absence without pay must be submitted in writing and may be granted by the Board. No Board decision under this Section will be submitted to binding arbitration.

6. a. Upon return from leave granted under provisions of Section D. 3 and 4 of this Article, a secretary shall be considered as if she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level she would have achieved if she had not been absent, provided however, that time spent on said leave shall not count toward the fulfillment of the time requirements for acquiring tenure. A secretary shall not receive increment credit for time spent on a leave granted for any other reason set forth in this Section.

b. All benefits to which a secretary was entitled at the time her leave of absence commenced, including unused accumulated sick leave and unused personal days shall be restored to her upon return.

1. Preliminary Provisions

a. Any secretary who anticipates undergoing a state of disability such as, but not limited to surgery, hospital confinement, medical treatment, pregnancy, etc., may apply for a leave of absence based upon said anticipated disability in accordance with provisions hereinafter set forth.

b. Any secretary anticipating a leave under the provisions of Anticipated Disability Leave shall notify the Superintendent of Schools through his/her immediate superior as early as the secretary is able. Any secretary anticipating a disability leave arising out of a pregnancy shall provide such notification at least sixty (60) days prior to the anticipated date of the birth except in cases of emergency.

a. Any secretary who desires to continue or not continue in the performance of his/her duties during a period expected to lead to a state of disability shall be permitted to do so provided said secretary produces a statement of his/her physician, at the written request of the Board, stating that said secretary is physically capable or incapable of continuing to perform his/her duties and further stating up to what date, in the opinion of said physician, the secretary is capable or incapable of performing said duties.

b. In no event shall the Board be obligated to permit a secretary anticipating a state of disability to continue in the performance of his/her duties when the disability interferes with his/her performance. The Board may then require a second medical opinion by a physician of its choice to determine whether said secretary is able to continue in the performance of his/her duties. Should a third opinion become necessary, both parties shall attempt to agree on a mutually acceptable physician.

c. All policies, practices, rules and regulations applicable to secretaries who are granted sick leave pursuant to the provisions of N.J.S.A. 18A: 30-1 - 7 and of this Agreement shall be applicable to all secretaries applying for leave under paragraph 2 of this section. Such secretaries shall receive no lesser consideration than any other secretaries nor shall they receive any greater consideration.

d. Any secretary requesting a leave under the provision of Section E. 2 of the Article shall specify in writing the anticipated date on which she wishes to commence said leave and the anticipated date on which she wishes to return to employment following recovery from said disability. Such requests shall be consistent with the foregoing provisions.

e. The Board shall have the right to require any secretary who has been on disability leave and who desires to return to her duties by a fixed date following recovery from disability to produce a certificate from her physician stating that she is capable of resuming her duties.

f. Whenever, in the opinion of the Board, the dates for the resumption of professional duties would substantially interfere with the operation of the school, the Board shall assign the returning secretary to other professional duties. Such assignment shall be at the discretion of the Superintendent. These duties shall start upon the date the secretary returns from the disability leave and will continue until a vacation break occurs. The secretary's full salary shall resume on the date she returns.

g. Where disability leaves have been approved, the commencement or termination dates thereof may be further extended or reduced for medical reasons upon application by the secretary to the Board. Such extensions or reductions shall be granted by the Board for additional reasonable periods of time as provided in (f). All extensions of such leaves shall be subject to the provisions of N.J.S.A. 18A: 30-1 et. seq. and specifically N.J.S.A. 18A: 30-6 and 18A:30-7.

1. Any tenured secretary shall be entitled to leave without pay for child rearing purposes.

2. In cases where both husband and wife may be employees in this school system, only one of said persons shall be entitled to such leave.

3. In the case of a female secretary, the application for child rearing leave may be made to become effective immediately upon termination of the anticipated disability leave.

a. that shall commence immediately following
(1) an adoption placement or
(2) a disability leave arising out of a pregnancy, and
b. that shall cease on or before the end of the school year in which the birth occurred.
Applications for this child rearing leave shall be filed at least thirty (30) days before the date upon which the leave is to begin. Exceptions to this time period may be granted at the discretion of the Superintendent of Schools.

5. In addition to the child rearing leave provision in paragraph four above, child rearing leave shall also be granted for a period beginning on the first day of a school year and ending on the last day of the same school year. Applications for this "year" of child rearing leave shall be filed before April 1st immediately preceding the July in which the leave is to commence. When a "year" of child rearing leave is requested in connection with a birth occurring after March 1, the secretary shall have until the immediately following June 30 to request the leave for the immediately following school year. Only one "year" of leave under this section of child rearing leave shall be granted per child.

6. Where a child rearing leave is requested, the secretary requesting such leave shall not be permitted to return to the school system following such leave during the last month of the school year.

7. Where a secretary who has been granted a child rearing leave returns to the system at any time other than the start of the school year, such secretary may be assigned to any secretarial/clerical position decided upon by the Superintendent.

a: $52.00 per day if attendance of total staff (illness absentees) is 95% or higher;
b: $49.50 per day if attendance of total staff (illness absentees) is 90% to 94%;
c: $47.00 per day if attendance of total staff (illness absentees) is under 90%.
The amounts above in (a) through (c) will increase one dollar in year two and one additional dollar in year 3.

Any extended illness of 15 days or more shall not be included in the percentage of attendance. Should a reoccurrence of this same illness take place, these days shall not be included.

1. Organization: The Association shall select a Liaison Committee of Association Representatives for each school building, who shall meet with the principal at least once a month during the school year unless it is mutually agreed that a meeting is unnecessary.

2. Areas for Liaison Committee Consideration: Areas for consideration by the committee shall include but not be limited to school building level advisory decision regarding:

14th to 17th year $ 800
18th to 20th year $1,100
21st to 24th year $1,500
25th to 29th year $1,750
30th year and over $1,900
Note: The amounts designated above will increase $100 per category in year 2, and $100 per category in year 3 of this agreement.

Home Instructors
3. Home Instructors will be compensated as follows:

Year 1: $30.00 per hour
Year 2: $30.00 per hour
Year 3: $30.00 per hour

Graduate Credit
4. The present salary schedule is set up to provide incentive for teachers to continue their professional education on a graduate level or through approved equivalency credit activities. Placement on the next salary level is determined by the number of graduate and/or equivalency credits accumulated, as set forth herein:

To qualify for the MA level a teacher shall submit evidence of the degree earned to the Superintendent of Schools, prior to September 1st of the school year in which such adjustment would be granted. An official transcript from the college granting the degree must be submitted and filed in the teacher's personnel folder.

To qualify for the B.A. + 15, B.A. + 30, M.A. + 15 and M.A. + 30 or Sixth Year level columns, a teacher must present to the Superintendent of Schools for his/her approval evidence of satisfactory completion of graduate courses which are related to the teacher's assignment in the school system. Such courses must be completed after the Bachelors or Masters Degree was obtained, whichever is applicable.

Special formalized in-service programs may be approved by the Superintendent of Schools for equivalency credit in lieu of graduate credits earned at an accredited college or university. The term "special formalized in-service programs" refers to courses, workshops or study programs sponsored either by the local school system, an institution of higher learning, or other organizations for which academic credit may not be available. The amount of credit approved for such programs will be dependent upon attendance requirements and outside preparation. In general, college standards are followed. Of the required 15 credits beyond the Bachelors or Masters Degree, in lieu of graduate credits a maximum of six equivalency credits may be approved beyond the B.A. level and a maximum of six equivalency credits may be approved beyond the M.A. level.

5. All teachers seeking to qualify for the BA+30 salary level in the next school year are subject to the following requirements:

a. Prior to December 15th the teacher must submit to the Superintendent of Schools evidence of 30 earned credits to qualify for placement on the BA+30 level in the current academic school year.

1. A recommendation to withhold increment based on instructional performance shall not be made to the Board of Education unless the teacher shall have received the minimum of three formal observations spaced at least twenty (20) days apart.

2. Within five (5) school days following each such observation, the teacher will be given a written summary of the observation with recommendations for improvement and will discuss it with the evaluator. The teacher or evaluator may request of the Superintendent an additional evaluation, which will then be discussed with the teacher.

3. If withholding of increment is recommended, the Superintendent will present the teacher with a written copy of his/her recommendation. The teacher will be given an opportunity to discuss the recommendation with the Superintendent within five (5) school days of receipt of such recommendation.

4. If the teacher so desires, he/she will be given an opportunity to be present at the meeting of the Board of Education when his/her case is to be considered and will be given the opportunity to present his/her case.

5. If the teacher is not satisfied with the Board's final determination, he/she may appeal the decision to the Commissioner of Education of the State of New Jersey as provided for by Title 18A: 29-14 as amended.

6. The contents of evaluations shall be kept confidential from students, parents or at any public gathering unless the employee requests in writing beforehand it be made public.

7. All monitoring or observation of the work performance of a teacher shall be conducted openly with full knowledge of the teacher.

8. A teacher from whom an increment has been withheld shall have the following three procedures available for its restoration:

A. Salaries and Longevity

1. The salaries of all secretaries covered by this Agreement are set forth in Schedule A of this Agreement.
2. The Board agrees to establish a longevity pay plan based on the number of years experience within the River Vale School District as follows:
10 to 14 years $1,300.00
15 years and over $1,500.00
Note: The amounts designated above will increase $100 per category in year 2, and $100 per category in year 3 of this agreement.

To qualify for longevity pay, length of service must be continuous in the River Vale School District.

An employee will retain his length of service for longevity during an approved leave of absence, but the period of such absence shall not be counted in determining his years of experience within the school district.

An employee who leaves and subsequently returns to employment in the District will, upon completing a period of time equal to the time- spent away from District employment, have his previous length of service restored. Example: An employee with 10 years of service leaves for two years - upon completing two years of service upon return to the District the employee will have 10 years of service.

1. Employees employed on a twelve (12) month basis shall be paid in twenty four (24) equal semi-monthly installments in accordance with Title I8A: 27-6.

2. When paydays fall on or during a school holiday, vacation or weekend, employees shall receive their paychecks on the last previous working day.

The granting of any salary increment and/or adjustment as set forth in the salary schedule shall not be deemed automatic. The withholding of any salary increment for inefficiency or other good cause shall be governed by the provisions of N.J.S.A. I8A: 29-14 and shall be preceded by the following steps:

Tuition Reimbursement
1. To pay the full cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars conferences, in-service training sessions, or other such sessions which a teacher is required and/or requested by the administration to take.

2. For each year of the contract, the Board agrees to pay up to $1,200 per employee toward the cost of tuition and fees incurred in connection with graduate courses and/or other courses beneficial to the teacher in his professional growth, subject to the approval of the Superintendent of Schools.

3. The total available tuition reimbursement for teachers will be $15,000 for year one, and $15,500.00 for year two and $16,000 for year three. If the number of teachers availing themselves of this clause by June 30th of each year causes the amount to exceed the limit, then each teacher's reimbursement shall be reduced on an equal pro-rated basis. The payment shall be determined by the total applications received and approved for reimbursement and shall be for the last pay in the contract year. In the event that said maximum is not sufficient in the second and third year to cover teachers’ requests, the Board agrees to review said maximum.

Mileage
3. To pay for mileage to those personnel whose regular assignment calls f or travel between two or more locations within the district, mileage will be reimbursed at the current IRS rate for which vouchers shall be submitted periodically to the business office.

Lead Teachers
4. To establish a salary plan for such staff members who shall be named as lead teachers or elementary school computer facilitator.

In position for the first year $500.00
In position for the second year 600.00
In position for the third and every year thereafter 700.00

Tuition Reimbursement
A. Subject to Superintendent’s approval, course reimbursement for secretaries shall be $550.00 for year one, $550.00 for year two and $550.00 for year three of this agreement. Any additional funds necessitated by this provision shall be excluded from the total salary package.

Professional Certificates
B. Recognition for Professional Certificates shall be as follows:

(a) New Jersey Association of Educational Secretaries Professional Development Certificate:
First Certificate – $ 775.00
Second Certificate – $ 950.00
Third Certificate - $1,200.00

(b) National Association of Education Office Personnel Professional Standards Certificate:

Associate $ 950.00
Professional Advanced $1,200.00

1. For each teacher/secretary who remains in the employ of the Board for the full school year, the Board shall make payment of insurance premiums to provide insurance coverage for a period beginning 90 days from commencement of work and for a full 12 month period in succeeding years, from September 1st and ending August 31st; unless the new employee transfers from another district participating in the State Health Benefits Plan or the North Jersey School Health Insurance Fund, such payments and coverage would continue without interruption. Payments will be made through August 31st in behalf of a teacher who terminates employment as of June 30th.

2. Provisions of the health group insurance program shall be detailed in master policies and contracts agreed upon by the Board and shall include any current provisions contained in the State Health Benefits Plan. Such coverage is extended to the employee and family.

3. Employees new to the district after 7/1/2004 will contribute 15% of the cost of the dependents medical insurance coverage and 15% of the cost of the vision plan for the first two contractual years of employment. The contributions will cease upon the completion of two contractual years.

4. Provisions of the group dental insurance program shall be detailed in master policies and contracts agreed upon by the Board and shall include any current provisions contained therein. Such coverage is extended to the employee and family.

5. Provisions of the group optical insurance program shall be detailed in master policies and contracts agreed upon by the Board and shall include any current provisions contained therein. Such coverage is extended to the employee and family.

1. Purpose of Plan: If a Bargaining unit Member does not become a member of the Association during any membership year (i.e. from September I 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 to offset the costs of services rendered by the Association or majority representation.

2. Amount of Fee: 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 assessment charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will not exceed 85% of that amount.

The Association will certify to the Board prior to the start of each membership year, that the amount of the representation fee to be assessed does not exceed 85% of dues, fees and assessments that are expended 1) for partisan, or ideological activities or causes that are only incidentally related to terms and conditions of employment or 2) applied toward the cost of benefits available only to members of the majority representative.

3. Deduction and Transmission of Fee: The Board agrees to deduct from the salary of any Bargaining Unit Member who is not a member of the Association for the current membership year the full amount of the representation fee set forth in Section 3 above and promptly will transmit the amount so deducted to the Association.

The Board agrees to deduct the representation fee in equal installments as nearly as possible, from the paychecks paid to each Bargaining Unit Member during the remainder of the membership year in question. The deductions will begin 30 days after the Bargaining Unit Member begins his or her employment in a bargaining unit position.

The Association, before any deductions are made, must first establish a demand and return system. This system will provide that a non-union member may appeal the amount of the representation fee assessed against him/her. The Association will provide the non-member with a full and fair hearing, and has the burden of proof in justifying the amount of the fee. Non-members who are dissatisfied with the outcome of their appeal at the local level may appeal further. All funds in this instance will be held in escrow during that period of time.

4. Indemnification and Save Harmless Provision: The Association agrees to indemnify and hold the Board harmless against any liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that the Board gives the Association timely notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph.

5. Termination of Employment: If a Bargaining Unit Member 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 Bargaining Unit Member during the membership year in question and promptly forward same to the Association.

The procedure explained above will apply to all association members and not just to those who pay a representation fee. This is meant to provide equal treatment for association and non-association members.

6. Mechanics: Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and then transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

1. If by the Association to the Board Secretary at 613 Westwood Avenue, River Vale, New Jersey.

2. If by the Board to the President of River Vale Education Association, School Address, River Vale, New Jersey.

Nothing contained herein shall be construed to deny or restrict to any employee such protected rights as he may have under New Jersey School Laws or other applicable laws and regulations.

Group A	Description	2003-04	2004-05	2005-06
	Essential Programs
	Art Displays and Art Shows	Prep and Presentation	$1,625	$1,690$1,758
	Music- Concerts and Programs	Prep and Presentation	$1,625	$1,690$1,758
	Physical Education -	Elem Phys. Activities Prog.	$2,018	$2,098$2,182
	Media/Audio Visual -	Elementary	$1,004	$1,044$1,086
	Media/Audio Visual -	Middle School	$1,165	$1,211$1,260
	Safety Patrol	All Schools	$724	$753$783
	Yearbook Advisor	Middle School	$2,019	$2,099$2,183
	Student Council Advisor	Middle School	$1,493	$1,553$1,615
	Middle School Drama	Director	$2,019	$2,099$2,183
		Assistant Director	$1,211	$1,260$1,310
		Costume	$401	$417$434
		Sets	$401	$417$434
		Publicity	$401	$417$434
	Bowling League	Middle School	$875	$910$947
	Graduation Director	Middle School	$542	$563$586
	Intramural Activities	Middle School (4 x10 reps)	$2,435	$2,532$2,634
	Family Math and Science	Elementary Schools	$432	$449$467
Group B
	Student Activities
	Dramatics Club	Elementary Schools	$401	$418$434
	Elementary Drama	Elementary Schools	$401	$418$434
	Newspaper Club	All Schools	$750	$780$811
	Science Club	Elementary Schools	$435	$453$471
	Creative Writing Club	All Schools	$415	$432$449
	Computer Club	All Schools	$401	$418$434
	Miscellaneous Activities	All Schools	$3,234	$3,364$3,498
	Seventh Grade Trip	Middle School	$671	$697$725
	Literary Journal	Middle School	$2,137	$2,223$2,312
	Family Math & Science	Elementary	$401	$418$434
	Elementary Art Club	Elementary Schools	$415	$432$449
	Fitness for Life Club		$775	$806$838
	Eighth Grade Trip	Middle School	$1,003	$1,043$1,085
	Peer Mediation		$401	$417$434
	French		$401	$417$434
	*Drama Club, Start 2004	Middle School	$401	$417$434
	*Drama Tech. Light/Sound, Start 2005	Middle School	$401	$417$434
	*Golf Club, Start 2005	Middle School	$401	$417$434
Group C
	Interscholastic Sports	Experience - 0	$2,513	$2,613$2,718
	Basketball, G & B soccer,	Experience - 1-2 Years	$2,754	$2,864$2,978
	Wrestling, Softball, Baseball,	Experience - 3-5 Years	$3,011	$3,131$3,256
	Volleyball, Co-Ed Track	Experience - Over 5 Years	$3,642	$3,787$3,939
	Cheerleading	Experience - 0	$1,772	$1,843$1,917
	Assistant Coach	Experience - 1-2 Years	$1,825	$1,898$1,974
		Experience - 3-5 Years	$1,892	$1,968$2,046
		Experience - Over 5 Years	$2,145	$2,231$2,320
	Longevity Group C	Experience - 6-10 Years	$113	$118$122
		Experience - 11 Years and Over	$226	$235$245
Group D
	Lunch Duty		$15	$15$16
	Chaperone After School Sports, Concert	$26	$27	$28
	Chaperone Overnight		$47	$49$51
	Chaperone Overnight Supervision		$26	$27$28
	Chaperone Overnight Nurse		$31	$32$34

Teachers Salary Tables 2003-2004

Teachers Salary Tables 2005-2006

Secretaries Salary Tables 2003-2004 through 2005-2006