.29

{00244575; 1}

A. Any rules or regulations which affect the terms and conditions of employment shall first be discussed and negotiated with the majority representative before implementation.

B. Negotiations shall include salaries and duties for co-curricular and coaching responsibilities performed under supplemental coaching and co-curricular contracts.

1. A grievance shall mean a claim by a member of the bargaining unit or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting a member or group of members of the bargaining unit.

a. any matter wherein the Board is precluded by law from granting the relief sought,

c. any matter which is demonstrated by law to be exclusively within the discretion of the Board,

d. any matter for which a method of review is otherwise specifically prescribed by law, i.e., tenure and increment reviews.
3. Nothing in the above definition of the word grievance shall preclude more than one employee from joining with other employees in the presentation of a single grievance, provided that the alleged grievance arises out of facts similar in substance and circumstances and that each employee joining in the presentation of a single grievance is similarly affected.

5. Employee shall mean a certificated employee within the negotiating unit.

6. Principal shall mean the building principal or such other person duly appointed to act as the principal in the principal's absence.

7. Superintendent shall mean the superintendent of schools or any staff assistant that he/she may designate to act on his/her behalf.

1. A grievance to be considered under this procedure must be initiated within fifteen (15) school days from the time when the grievant knew or should have reasonably known of its occurrence. Failure to act within the specified fifteen (15) day period shall be deemed to constitute an abandonment of the grievance.

2. A grievant shall have the right to present and process his/her own grievance or to designate a representative to appear on his/her behalf.

3. Unless mutually agreed upon between the parties, no grievance shall be processed at a time when the grievant has regularly assigned duties.

1. A grievant may initially discuss the matter, identified as a grievance, with his/her principal in an attempt to settle the grievance informally. This is not intended to extend the time limitation as set forth in section B, subsection 1 (but does not constitute the filing of a grievance).

2. A grievant may file a grievance in writing by presenting the written grievance to his/her principal and forwarding copies to the superintendent. The written grievance shall identify:

a. the contract provision, policy, administrative decision, or practice being grieved;

3. The grievant and his/her principal shall meet in an attempt the resolve the grievance not later than five (5) school days following the date on which it is filed.

4. The principal shall communicate his/her decision in writing to the grievant not later than five (5) school days following their meeting. A copy of the decision shall also be forwarded, at the same time, to the superintendent.

5. If the grievance has not been resolved at Steps 3 and 4 of the procedure, the grievant may request a meeting with the superintendent. If the grievant requests a meeting with the superintendent, the request shall be made in writing no later than five (5) school days following the principal's decision. This written request must be accompanied by a written account describing the basis for the grievant's dissatisfaction with the principal's decision.

6. The grievant and the superintendent shall meet in an attempt to resolve the grievance not later than five (5) school days following the date on which the meeting was requested.

7. The superintendent shall communicate his/her decision in writing to the grievant not later than ten (10) school days following their meeting.

8. If the grievance has not been resolved at Steps 5, 6, and 7 of the procedure, the grievant may request a hearing with the Board or its representatives. The request shall be made in writing not later than five (5) school days following the superintendent's decision. This written request must be accompanied by a written account describing the basis for the grievant's dissatisfaction with the superintendent's decision.

9. The grievant and the Board or its representatives shall meet in an attempt to resolve the grievance not later than ten (10) school days following the date on which the hearing was requested. The grievant may have up to three representatives present when his/her grievance is reviewed by the Board or its representatives.

10. The Board shall communicate its decision in writing to the grievant not later than fifteen (15) school days following the hearing.

11. Should the Association decide that based on the Board's decision, the grievance is satisfactorily adjusted, then the Board's decision shall be binding on all parties.

All meetings and hearings under this proposal shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this article.

B. Within fifteen (15) school days following referral of the grievance to arbitration, the Board and the Association 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 such a commitment within the specified period, either party may request a list of arbitrators from the New Jersey Public Employment Relations Commission. The parties shall then be bound by the rules and procedures of the New Jersey Public Employment Relations Commission in the selection of an arbitrator.

C. The arbitrator shall issue his/her decision not later than thirty (30) days from the date of the closing of the hearings or, if oral hearings have been waived, then from the date of transmitting the final statements and proofs to the arbitrator. The decision shall be in writing and shall set forth the arbitrator's opinion and conclusions on the issues submitted. The arbitrator shall limit his/her decision strictly to the application and interpretation of the provisions of this Agreement, and he/she shall be without power or authority to make any decision:

1. contrary to, or inconsistent with, or modifying, or varying in any way, the terms of this Agreement, or of applicable law, or rules or regulations having the force and effect of law,

3. limiting or interfering in any way with the powers, duties and responsibilities of the Board under applicable law, and rules and regulations having the force and effect of law.

E. The filing or pendency of any grievance under the provisions of this Article shall in no way operate to impede, delay or interfere with the right of the Board to take the action complained of, subject, however, to the final decision on the grievance.

B. Should the Association request the use of a school room to transact official Association business, such request will be granted provided:

1. the request is made in writing to the building principal at least three (3) days before its intended use, except in cases of emergency.

C. Should the Association request the use of a school room to transact official Association business during the evening hours, the Association must make application for such use through the office of the secretary to the Board. Such requests will be handled in accordance with Board policy and in the same manner as all other requests for use of school rooms.

D. The Association shall have the right to use a bulletin board in each faculty room. The Association agrees that the use of such bulletin board will be restricted to Association notices of coming events and informational materials such as available scholarships, fellowships, insurance programs, credit programs, and related matters.

E. The Association may use the inter-school mail facilities and school mail boxes as it deems necessary, with approval of the building principal.

F. Any employee who is required to attend a hearing or informal appearance scheduled before the superintendent of schools, the Board of Education or a committee of the Board of Education, and who has reasonable expectations that discipline will be imposed as a result thereof, shall have the right to representation at that hearing.

G. In the 2006-07 school year, the Association President shall receive one (1) duty period release time per week for Association business, and for the 2007-08 school year two (2) duty periods release time per week for Association business.

B. Should the superintendent personally compile the proposed school calendar he/she shall, prior to submitting it to the Board, provide the president of the Association with a copy of the proposed calendar. Should the Association wish to suggest changes in the proposed calendar as compiled by the superintendent, the president of the Association shall provide the superintendent with such suggested changes in writing within two school weeks immediately following receipt of the proposed calendar from the superintendent.

C. The proposed calendar as compiled by the superintendent, along with any suggested changes recommended by the Association, shall be submitted to the Board for its approval or rejection. Should the Board not approve the calendar as proposed by the superintendent or refuse to adopt a calendar with suggested changes as recommended by the Association, such action by the Board shall not constitute or be the basis for the processing of a grievance. It is understood that final authority for adoption of a school calendar rests with the Board.

B. Effective the 1995-96 school year, the length of the work day shall not exceed six (6) hours and fifty-two (52) minutes.

1. Effective the 1995-96 school year, the bell schedule shall be modified to create a block of time at the end of the work day, consisting of thirty (30) minutes at the Central School and the High School. All coaches and advisors for co-curricular positions may begin their respective jobs five minutes after students are dismissed with a provision that this time must be made up within the week that this option is exercised. Time to be made up can be done in the morning before school or after school and is to be documented with and monitored by the Building Principal.

2. Each of the aforementioned blocks of time created shall be subject to the following limitations:

a) The time shall not be scheduled on Fridays, evening conferences, or on the day immediately preceding a holiday or vacation so designated on the school calendar adopted by the Board pursuant to Article VI; provided that teachers on Fridays, evening conferences, and on the day immediately preceding designated holiday(s) and vacation(s) shall be dismissed five minutes after the end of the pupil day.

a. For grades Pre-K to seven, exclusive of extra-curricular activities, shall commence ten (10) minutes before and thirty (30) minutes after a school day, except on days of faculty meetings, and as provided at B.2.a and B.5 of this Article. The Central School student day shall be as set forth below:

1) For grades Pre-K to seven, teachers, exclusive of extra-curricular activities, shall commence at 8:25 a.m. and end at 3:17 p.m. except on days of faculty meetings and as provided at B.2.a and B.5 of this Article.

The parties further agree that the Board has the ability to change the beginning time of the day +/- fifteen minutes, provided that the overall length of the day shall not be increased and accordingly any increase or decrease in the day will be reflected by a comparable increase or decrease at the end of the day.

4. To implement the block of time identified at paragraphs B.1 and B.2 of this
Article, teacher sign-out time shall be:
a. Grades Pre-K to seven - 3:17 p.m.

b. Grades eight to twelve - 2:34 p.m.

5. The Board shall have the right to establish flexible schedules to permit the scheduling of classes for the Alternative Education Program outside of the regular school day, subject to the following limits:

a. Teachers assigned to such flexible schedules shall have a workday of the same duration as teachers on the regular schedule.

b. Flexible schedule assignments shall not begin more than one-half (1/2) hour before the start of the regular school day nor end more than one (1) hour after the end of the regular school day.

c. The flexible schedule shall be staffed with volunteers; provided, however, that the Board shall be able to make involuntary assignments in the absence of sufficient qualified applicants.

1) Individuals wishing to volunteer shall give written notice by May 1 and assignments shall be announced by the end of the school year.
d. The flexible schedule assignment shall be for a full school year unless an individual is evaluated out of the program or there is consent for reassignment.

1. No period shall be less than 40 minutes nor more than 46 minutes in duration.

2. Each period shall be the same length of duration. At the high school, the day shall be scheduled to include a five (5) minute homeroom, retaining all teaching periods at the same number of minutes and no increase in the length of day.

3. In the event a seven period day is adopted by the Board, there can be a maximum of six teaching periods and a minimum of one duty-free preparation period per day for each teacher. In the event an eight period day is adopted by the Board, there can be a maximum of seven teaching periods and a minimum of one duty-free preparation period per day for each teacher.

D. In the event the Board adopts a seven period day, and a teacher is assigned a sixth teaching period, he/she shall be compensated as follows:

1. If the sixth teaching period is assigned on a temporary basis, the compensation shall be the same rate as if the teacher were assigned a class under Article XVIII.

2. If the sixth teaching period is assigned as a permanent assignment, the compensation shall be an additional 1/7th of the teacher's annual salary.

1. If the seventh teaching period is assigned on a temporary basis, the compensation shall be the same rate as if the teacher were assigned a class under Article XVIII.

2. If the seventh teaching period is assigned as a permanent assignment, the compensation shall be an additional 1/8th of the teacher's annual salary.

F. 1. Each teacher shall have a daily thirty (30) minute duty-free lunch period.

2. Duty periods shall be considered as work periods.

G. Teachers may be required to report to their assigned schools during the evening hours three times each school year for activities such as "back to school night," etc. In return for services rendered on such occasions, teachers shall be granted compensatory released time for such day (i.e., a half-day before a holiday).

H. Duty free preparation periods shall be provided to teachers in grades Pre-K through twelve as follows:

Number of Periods Taught	Number of Preparation Periods
1	None
2	None
3	1/2 period
4	3/4 period
5 or more	1 period

In addition to the preparation of lesson plans and the correction of student work, preparation periods may be utilized for other educational useful activities, such as IEP meetings and other meetings related to special education requirements. In the event a teacher agrees to use his/her preparation period for such meetings, the teacher may end his/her day that same day at the end of the student day. In no event shall a teacher be required to forego his/her preparation period, except as provided by Article XVIII (Substitutes).

Other non-teaching certified staff members will not have entitlement to the aforecited duty free preparation periods, but in lieu thereof shall be provided with two twenty minute duty free periods per day, scheduled with the approval of the Building Principal. The loss due to emergency circumstances of any such time shall not be compensated monetarily but the non-teaching certified staff member may end his/her day that same day at the end of the student day.

I. Faculty meetings for employees, each meeting no more than sixty (60) minutes beyond the end of the school day, may be scheduled up to ten (10) times per year; five (5) general meetings and five (5) departmental or grade level meetings.

1. Employees shall not be required to attend more than one meeting per month except in September, when employees may be required to attend one (1) general meeting and one (1) departmental or grade level meeting.

2. There will be no additional compensation or release time granted for these ten (10) meetings.

3. It is understood that final authority for the agenda and for determining who shall be in attendance at faculty meetings rests with the building principal.

4. Written notice of faculty meetings shall be given at least two weeks in advance and agendas shall be posted and provided for meeting participants at least one week prior to a meeting. Agenda items suggested by staff will be considered when feasible.

a) Teachers assigned to such flexible schedules shall have a work day of the same duration as teachers on the regular schedule.

b) The flexible schedule shall be staffed with volunteers. Individuals wishing to volunteer shall give written notice by May 1, and assignments shall be announced by the end of the school year.

c) The flexible schedule assignment shall be for a full school year unless an individual is evaluated out of the program or there is mutual consent for reassignment to the regular school day.

1. Teachers employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments.

2. When a pay day falls on or during a school holiday, vacation or weekend, teachers shall receive their paychecks on the last previous working day.

3. Teachers shall receive their final checks and the pay schedule for the following year on the last working day in June.

4. The Board agrees to offer a summer payment.

Numerator = number of teaching periods plus preparation entitlement as outlined in Paragraph H of Article VII Denominator = eight (8)

In the event that changes in class, subject, and/or building assignments are proposed, the teachers affected shall be notified as soon as practicable. At the request of the teacher, the reassignment will be reviewed between the teacher and the building principal. If not satisfied with the principal's answer, the teacher may request a meeting with the superintendent.

It is understood that the Board and the administration have the right to make all classroom, subject and building assignments.

2. A teacher who desires a change in grade, subject assignment and/or building, may submit to the superintendent a written statement of his/her intentions with a copy to his/her building principal not later than March 15. The Building Principal's recommendation shall accompany the teacher's written statement and be forwarded to the Superintendent within five days of his/her receipt of the teacher's request.

3. In the event a vacancy occurs after March 15, for the following school year, a teacher may submit his/her written request to be transferred to that vacancy to the Building Principal within fourteen days after proper posting of the vacancy. The Building Principal's recommendation shall accompany the teacher's written statement and be forwarded to the Superintendent within 5 days of his/her receipt of the teacher's request.

b. suggestions as to measures which the staff member might take to improve his/her performance in each of the areas wherein weaknesses, if any, have been indicated;
c. any other data or information the observer deems appropriate.

1. A review of the performance of the staff member based upon the job description;

2. A review of the staff member’s progress towards the objectives of the individual professional improvement plan developed at the previous annual conference;

3. A review of the available indicators of pupil progress and growth toward the program objectives; and

4. A review of the annual written performance report and the signing of said report within five (5) working days of the review.

a. performance areas of strength;
b. performance areas needing improvement based upon the job description;

c. an individual professional improvement plan developed by the supervisor and teaching staff member;
d. a summary of available indicators of pupil progress and growth, and a statement of how these indicators relate to the effectiveness of the overall program and the performance of the individual teaching staff member; and
e. provisions for performance data which have not been included in the report prepared by the supervisor to be entered into the record by the evaluator within 10 working days after the signing of the report.

A. Association volunteers who wish to make a presentation at a Board meeting shall submit a written synopsis of the presentation to the Superintendent and their immediate Supervisor for approval.

B. During the presentation, questioning will be limited to the Board members.

C. Compensation for staff members presenting will be determined by adding together one period of class coverage time for preparing the presentation and one period of class coverage time for the presentation at the Board meeting. The rate of pay for presenters shall be the same as that for class coverage, that is, one-tenth (1/10th ) of one percent (1%) of the BA base salary per class period.

B. Sick leave is hereby defined to mean an employee's absence from his/her post of duty because of personal disability due to illness or injury, or because he/she has been excluded from school by the school district's medical authorities on account of a contagious disease or of being quarantined for such a disease in his/her immediate household.

C. In case of sick leave claimed for a period of three days or more, it is required that a physician's certificate be filed with the Secretary of the Board upon return to work.

D. The superintendent may request a physician's certificate be filed with him/her for absence claimed for a period of fewer than the three days, as provided in section B. above.

E. When absence, as set forth in section B of this Article exceeds the annual leave and the accumulated leave, the Board may, upon written request, pay any employee with three years or more service in Keyport, one day’s salary, less the salary of a substitute, for each year's service over three years. This may not exceed ten (10) days in any one school year. A day's salary is defined as 1/200th of the annual salary.

F. The Board may at its discretion grant additional sick leave.

G. The Board shall provide a list accounting the accumulated sick leave days and personal days for each teacher during the month of September of each school year.

H. 1. Any employee who has completed a minimum of ten years in Keyport School System and retires or terminates employment with the Board for any reason other than the result of charges brought by the Board, and if appealed and sustained by the Commissioner of Education, shall be paid $35.00 per day in 2005-06, $35.00 in 2006-07 and $40.00 in 2007-08 for all accumulated sick days for all employees with a cap of two hundred (200) days on all employees hired after June 30, 1988.

2. It is understood that this is not to be considered a death benefit and will not be paid to the heirs of those persons whose death occurs during the course of their employment with the Board of Education.

I. All employees who are not affected by Paragraph H. but who are terminated (RIF) by the Board shall be paid $35.00 per day in 2005-06, $35.00 in 2006-07 and $40.00 in 2007-08 for each day of accumulated sick leave.

A. Leaves of Absence for Personal Business

Three days leave of absence for personal business requiring absence during school hours may be granted. The following guidelines shall be followed for the use of these days:
1. the granting of personal leave shall be limited to two teachers on any given day in each building;

2. application for personal leave shall be made at least two (2) days before taking such leave (except in the case of emergencies).

3. the applicant shall be required to state the reason for taking such leave in the following cases:

a. when the request for personal leave is presented in advance of the school year in which it is to be taken;

b. when the request for personal leave is for the day immediately before or immediately after a school holiday or vacation period.

4. unused personal days shall be added to accumulated sick leave at the end of each school year.

1. The Board will allow each teacher one professional day per year, not accumulative, for the following purposes:
a. to visit other schools in New Jersey in the subject field in which the teacher is teaching for the purpose of the improvement of instruction; out of state visitation will be considered based on the program to be observed and the distance from Keyport;
b. to attend a professional conference in his/her subject area.

a. NEA, NJEA, MCEA, or KEA conventions, workshops, or other meetings are not part of the professional-day agreement,

b. in the event more than one staff member wishes to go to the same event on the same day, the principal has the right to refuse the request due to the number going,

c. the administration has the prerogative to refuse the professional day for good and just reason.

3. Teachers who request a professional day shall give reasons for the visitation, including the date, on duplicate forms provided by the building principal.

4. Reimbursement for expenses associated with a professional day would be granted under the following conditions:

a. at the request of the teacher and the approval of the building principal and superintendent, mileage would be reimbursed at the rate of twenty-nine (29) cents per mile plus tolls,

b. for a special subject area conference in which the superintendent or principal requests a member or members of the staff to represent the school, complete conference fees including meals plus mileage at the rate of twenty-two (22) cents per mile, plus tolls would be reimbursable. The number of days will be unlimited.

c. requests for reimbursement of costs and fees must be supported with receipts as required by the superintendent.

5. Provision would be made, whenever possible, for a substitute teacher to replace the teacher who is not present. It is clearly understood that times may arise when it is not possible to obtain a substitute. In that circumstance the absent teacher's classes would be divided among regular staff members.

Time necessary for appearance in any legal proceeding which arises out of or in the course of the teacher's employment, or in any other legal proceeding if the teacher is required by law to attend.

1. Up to five (5) days at any one time shall be granted in the event of death of a teacher's spouse, child, parent, brother, sister, mother-in-law, father-in-law, grandparents, grandchildren or any other member of the teacher's family living within the teacher's household.

2. Up to two (2) days at any one time shall be granted in the event of the death of a teacher’s step-parent or step-child.

3. Up to a maximum of two (2) days during the school year shall be granted for serious illness of a teacher's spouse, child, parent, grandparent or any other member of the teacher's family living within the teacher's household. At the request of the principal, the teacher shall present a physician’s certificate in connection with request for time off under this section. If neither of the two (2) family illness days are used during one academic year, one day shall accumulate as a sick day.

Up to a total of two (2) days at the end of a school year shall be granted as may be required to attend summer school class or to travel to the place where such classes are to be held. Before leave is granted under this section, the teacher must establish to the principal's satisfaction that all of his/her year-end work is satisfactorily completed.

Any teacher who is a member of the reserve forces of any branch of the military, or of the national guard shall be entitled to a leave of absence from his/her duties without loss of pay or time on all days during which he/she shall be engaged in active duty, active duty for training, or other duty ordered by the Governor or the President of the United States, provided that the leaves of absence for active duty or active duty for training shall not exceed 90 days in the aggregate in any one year. Leave of absence for such military duty shall be in addition to the regular vacation allowed a teacher.

B. A leave of absence without pay of up to two (2) years shall be granted to any tenured teacher who serves in a full-time capacity in the Peace Corps, VISTA, National Teacher corps, or an exchange teacher or overseas teacher, or who accepts a Fulbright scholarship.

C. A tenured teacher shall be granted a leave of absence without pay for up to one (1) year for the following purposes:

1. to become a matriculated, full time student at an accredited college or university for the purpose of obtaining an advanced degree in the subject area in which the teacher is assigned and in which he/she has been granted certification;

3. to satisfy a one (1) year residency requirement in pursuit of an advanced educational degree at an accredited college or university.

1. Military leave without pay shall be granted for a period of time not to extend beyond four years, to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States.

2. Should the spouse of the teacher who is inducted or enlists be a tenured teacher within the District, the spouse will be granted leave without pay for the same period. The benefits provided for the teacher in military service as outlined in Section H.1 of this Article shall not accrue to the spouse during the leave of absence.

1. A tenured teacher shall notify the superintendent of her pregnancy as soon as it is medically confirmed. Said teacher may request a maternity leave without pay and said leave shall be granted in accordance with the statute and rules and regulations of the state Board of Education.

3. No teacher on maternity leave shall, on the basis of said leave, be denied the opportunity to substitute in the Keyport School District in the area of his/her certification or competence.

4. A leave of absence without pay granted to a tenured teacher for child rearing purposes shall not exceed two (2) years.

F. A leave of absence without pay of up to one (1) year shall be granted to a tenured teacher for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Board.

G. The Board may grant other leaves of absence without pay to tenured teachers for good reason.

H.
1. Upon return from leave granted pursuant to Section A, B, C, or D, of this Article, a teacher shall be considered as if he/she were actively employed by the Board during the leave, shall receive longevity credit for the period of absence, and shall be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent. However, that time spent on leave under Section D shall not count toward the time requirement for acquiring tenure. A teacher shall not receive increment credit for time spent on a leave granted pursuant to section E, F, or G of this Article.

2. All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, shall be restored to him/her upon his/her return, and he/she shall be assigned to the same position, if available, which he/she held at the time said leave commenced, or if the same position is not available, to a substantially equivalent one.

I. All applications for extensions or renewals of leaves shall be in writing. If the extension or renewal is granted, the response shall also be in writing.

J. Upon return from such leave granted pursuant to section C.1 of this Article, a teacher shall demonstrate with written documentation successful completion of two semesters of full-time course work as designated by the institution attended. An official transcript from the institution shall be sent to the superintendent. Upon acceptance of conditions set under section C.l and section H.1 of this Article, the superintendent with Board approval shall place the teacher on the appropriate salary level.

K. Any teacher who has been granted an extended leave of absence shall have available the opportunity to continue all health and insurance benefits at the group rate at his/her own expense until he/she returns to active employment.

B. A Dental Plan, family coverage, shall commence only after the individual staff member makes application and then in accordance with the provisions of paragraph B. of this Article. The employee contribution toward the cost of the Dental Plan shall continue during the term of this Agreement. For the 2006-07 school year, the employee contribution shall continue at the same dollar amount as the 2005-06 school year. For the 2007-08 school year, the increase in employee contributions shall be based on the increase in premium from the 2005-06 to the 2006-07 school year and shall be split between the Board and the employees on a 60%/40% basis per prior practice. The employee contribution toward the cost of the dental plan shall continue during the 2002-2003 school year at the same amount as the 2001-2002 school year. For the 2003-2004 school year and the 2004-2005 school year, any increase in premium cost for the plan shall be split between the Board of Education and the employee on a 60/40 basis, such that the Board shall be responsible for 60% of the increase in the premium and the employee shall be responsible for 40% of the increase. For the 1999-2000 school year, the cost for the dental plan to the Board of Education shall be the 1991-1992 rate plus the difference in the premium cost between the 1998-1999 school year and the 1999-2000 school year.

C. The employee contribution toward the cost of the $3.00/$1.00 Family Co-pay Prescription Drug Plan shall continue during the term of this agreement. For the 2006-07 school year, the employee contribution shall continue at the same dollar amount as the 2005-06 school year. For the 2007-08 school year, the increase in employee contributions shall be based on the increase in premium from the 2005-06 to the 2006-07 school year and shall be split between the Board and the employees on a 60%/40% basis per prior practice. The increase in employee contribution toward the cost of the $3.00/$1.00 co-pay prescription drug plan for the 2002-2003 school year shall be split between the employee and the Board on a 50/50 basis. . For the 2003-2004 school year and 2004-2005 school year, any increase in premium cost shall be split between the Board of Education and the employee on a 60/40 basis, such that the Board shall be responsible for 60% of the increase in the premium and the employee shall be responsible for 40% of the increase. For the 1999-2000 school year, the cost for the co-pay prescription drug plan to the Board will be the 1991-1992 rate plus the difference between the premium cost for the 1998-1999 school year and the 1999- 2000 school year.

D. The Administration of the above named coverage shall be controlled by the rules and regulations of such plans, and the Board shall be in no way responsible for these rules.

E. To ensure that each teacher has the proper coverage under this Article, the Board shall during the school year provide a listing of the coverage of each teacher. In addition, the Board shall provide the Association with the rates for all categories in the various insurance plans listed above.

F. The Board agrees to continue a cafeteria plan for all employees pursuant to section 125 of the IRS Code. The Board will assume all costs of set up and maintenance of this plan during the term of this Agreement.

B. In accordance with Chapter 477, P.L. 1979, the Board hereby agrees to deduct from the salary of all non-association members a representation fee of 85% of the total cost of association membership and transmit this amount to the New Jersey Education Association headquarters.

C. The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that shall arise out of, or by reason of any action taken or not taken by the Board for the purpose of complying with any of the provisions of this Article. The Association shall intervene in, and defend, any administrative or court litigation concerning this provision. In such litigation, the Board shall have no obligation to defend actions arising under this Article but, once compelled to do so, the Association shall reimburse the Board for all reasonable costs incurred in defending or participating in such litigation.

B. Copies of this Agreement shall be printed within thirty days after the Agreement is signed. The cost of the printing shall be shared equally by the parties.

C. Any teaching staff member, desiring to relinquish his/her position, shall give the Board at least sixty (60) days' written notice of his/her intention. In the event the Board will not renew or intends to terminate the contractual relationship with any teaching staff, except for cause, the Board shall give such teaching staff member at least sixty (60) days' written notice of the Board's intention.

When any complaint regarding a teacher is made to any member of the administration by any parent, guardian or student, it must be made in writing and shall be processed
according to the procedure detailed below.

A. Meeting with Principal, Teacher, Parent, Guardian, Student

The principal shall meet with the teacher and the parent, guardian or student to apprise the teacher and parent, guardian or student of the full nature of the complaint. Together they shall attempt to resolve the matter informally.

If the complaint is unresolved, it shall be reviewed by the Principal in an attempt to resolve the matter to the satisfaction of all parties involved.

Any complaint unresolved at Step B may be submitted in writing by the parent, guardian or student to the Principal who shall forward a copy to the superintendent and teacher with his/her comments.

Upon receipt of the written complaint, the superintendent shall confer with all parties. The teacher shall have the right to representation by the Association at all meetings of the superintendent and the parent, guardian or student.

If the superintendent is unable to resolve the complaint to the satisfaction of all parties concerned, he shall, at the request of any party, forward a written report of the results of his investigation and his recommendations to the Board. Copies shall be sent to all parties concerned.

After receipt of the findings and recommendations of the superintendent and before action thereon, the Board shall afford the parties the opportunity to meet with the Board, and show cause why the recommendations of the superintendent should not be followed. Copies of the action taken by the Board shall be forwarded to all parties.

B. If the number of emergency latenesses exceeds two per year, deductions from the teachers pay shall be made as noted below.

1. When a teacher is more than one-half hour late, he/she will be docked 1/10 of 1% of the starting B.A. salary for the first hour or first period class, whichever applies. NOTE: Time shall be taken as of the time the students are to be in session. (homeroom period)

2. If the lateness exceeds the first hour or first period class (whichever applies), he/she will be docked 1/1200 of his/her annual salary for each full or partial period. NOTE: For self-contained classes, 40 minutes shall constitute a period and the factor shall be 1/1400.

B. Any funds not expended in any year shall revert to the Board. Employees who are not paid in any one year because the cap has been reached shall be the first to be paid for courses taken in the following year.

C. Each course must be approved by the superintendent before the employee takes the course and must have been started after the beginning of the teacher's service with the Board.

D. Approved credits earned prior to June 30th, and accepted by the superintendent on or before August 15th shall be reimbursed after the public board meeting in September. Reimbursement will only be made for courses passed. Such reimbursement shall be made only if the teacher is employed by the Board for the succeeding year.

E. If the teacher receives outside aid for courses (such as NDEA funds), the teacher will not be reimbursed for these courses. However, these courses will count towards Bachelors plus 30, Masters plus 30, Masters plus 60, and PhD credits on the salary guide.

F. To be approved by the superintendent, courses must be directly related to the teacher's instructional specialty or classroom assignment. Credits in administration are not applicable for credit reimbursement.

G. Tuition reimbursement shall be limited to nine (9) approved credits per year. Reimbursement will not be provided to teachers who voluntarily leave employment in the School District less than one (1) semester subsequent to taking the course. Tuition reimbursement shall be made to the teacher within thirty (30) days after the receipt of the grade for the course by the Superintendent. (It is the parties' understanding that the use of the term "semester" will be defined by the Keyport School semester not a college semester.)

Salary Guide		1,570	3,150	4,800	6,300	7,900
Step	BA	BA+30	MA	MA+30	MA+60	PHD
1	40,275	41,845	43,425	45,075	46,575	48,175
2	41,595	43,165	44,745	46,395	47,895	49,495
3	42,915	44,485	46,065	47,715	49,215	50,815
4	44,235	45,805	47,385	49,035	50,535	52,135
5	45,845	47,415	48,995	50,645	52,145	53,745	4.60%
6	47,455	49,025	50,605	52,255	53,755	55,355	2.26%
7	49,065	50,635	52,215	53,865	55,365	56,965
8	50,675	52,245	53,825	55,475	56,975	58,575
9	52,285	53,855	55,435	57,085	58,585	60,185
10	53,895	55,465	57,045	58,695	60,195	61,795
11	55,505	57,075	58,655	60,305	61,805	63,405
12	57,115	58,685	60,265	61,915	63,415	65,015
13	58,775	60,345	61,925	63,575	65,075	66,675
14	61,275	62,845	64,425	66,075	67,575	69,175
15	63,775	65,345	66,925	68,575	70,075	71,675
16	66,275	67,845	69,425	71,075	72,575	74,175
17	68,775	70,345	71,925	73,575	75,075	76,675
18	71,275	72,845	74,425	76,075	77,575	79,175	1,275

Salary Guide		1,570	3,150	4,800	6,300	7,900
Step	BA	BA+30	MA	MA+30	MA+60	PHD
1	41,585	43,155	44,735	46,385	47,885	49,485
2	42,905	44,475	46,055	47,705	49,205	50,805
3	44,225	45,795	47,375	49,025	50,525	52,125
4	45,545	47,115	48,695	50,345	51,845	53,445
5	47,155	48,725	50,305	51,955	53,455	55,055	4.50%
6	48,765	50,335	51,915	53,565	55,065	56,665	2.14%
7	50,375	51,945	53,525	55,175	56,675	58,275
8	51,985	53,555	55,135	56,785	58,285	59,885
9	53,595	55,165	56,745	58,395	59,895	61,495
10	55,205	56,775	58,355	60,005	61,505	63,105
11	56,815	58,385	59,965	61,615	63,115	64,715
12	58,425	59,995	61,575	63,225	64,725	66,325
13	60,085	61,655	63,235	64,885	66,385	67,985
14	62,585	64,155	65,735	67,385	68,885	70,485
15	65,085	66,655	68,235	69,885	71,385	72,985
16	67,585	69,155	70,735	72,385	73,885	75,485
17	70,085	71,655	73,235	74,885	76,385	77,985
18	72,585	74,155	75,735	77,385	78,885	80,485	1,310

Salary Guide		1,570	3,150	4,800	6,300	7,900
Step	BA	BA+30	MA	MA+30	MA+60	PHD
1	43,150	44,720	46,300	47,950	49,450	51,050
2	44,470	46,040	47,620	49,270	50,770	52,370
3	45,790	47,360	48,940	50,590	52,090	53,690
4	47,110	48,680	50,260	51,910	53,410	55,010
5	48,720	50,290	51,870	53,520	55,020	56,620	4.70%
6	50,330	51,900	53,480	55,130	56,630	58,230	2.03%
7	51,940	53,510	55,090	56,740	58,240	59,840
8	53,550	55,120	56,700	58,350	59,850	61,450
9	55,160	56,730	58,310	59,960	61,460	63,060
10	56,770	58,340	59,920	61,570	63,070	64,670
11	58,380	59,950	61,530	63,180	64,680	66,280
12	59,990	61,560	63,140	64,790	66,290	67,890
13	61,650	63,220	64,800	66,450	67,950	69,550
14	64,150	65,720	67,300	68,950	70,450	72,050
15	66,650	68,220	69,800	71,450	72,950	74,550
16	69,150	70,720	72,300	73,950	75,450	77,050
17	71,650	73,220	74,800	76,450	77,950	79,550
18	74,150	75,720	77,300	78,950	80,450	82,050	1,565

	Base Year	Year 1	Year 2	Year 3
ADVISORS	2004-2005	2005-2006	2006-2007	2007-2008
ASSISTANT DRAMA COACH, HS:	1,272	1,323	1,376	1,431
BOARD GAME CLUB	562	584	607	631
CENTRAL SCHOOL YEARBOOK	731	760	790	822
CHORAL DIRECTOR	2,217	2,306	2,398	2,494
CS DRAMA CLUB:	800	832	865	900
DECA	1,793	1,865	1,940	2,018
DRAMA CLUB	1,793	1,865	1,940	2,018
EIGHTH GRADE CLASS	1,487	1,546	1,608	1,672
ENVIRONMENTAL CLUB CS:	563	586	609	633
FRESHMAN CLASS	1,267	1,318	1,371	1,426
HONOR SOCIETY	1,793	1,865	1,940	2,018
IR&S CS:	800	832	865	900
JOURNALISM CLUB	562	584	607	631
JUNIOR CLASS	2,007	2,087	2,170	2,257
KEY CLUB	1,793	1,865	1,940	2,018
KEYNOTES	2,217	2,306	2,398	2,494
KNITTING CLUB CS:	168	175	182	189
LIFELINE ADVISOR HS	1,000	1,040	1,082	1,125
MUSIC DIRECTOR	4,433	4,610	4,794	4,986
SENIOR CLASS	2,322	2,415	2,512	2,612
SEVENTH GRADE ADVISOR	1,267	1,318	1,371	1,426
SOPHOMORE CLASS	1,478	1,537	1,598	1,662
STUDENT COUNCIL CS	1,793	1,865	1,940	2,018
STUDENT COUNCIL HS	1,793	1,865	1,940	2,018
STUDENT NEWSPAPER, ADVISOR, KHS	1,724	1,793	1,865	1,940
VIP (STUDENT ORGANIZATION, HS):	600	624	649	675
YEARBOOK	2,534	2,635	2,740	2,850
		4%	4%	4%

Guide	115	115	115	153
2005-2006	STEP 1	STEP 2	STEP 3	STEP 4
BASEBALL, ASSISTANT	4,263	4,378	4,493	4,608
BASEBALL, ELEMENTARY	4,158	4,273	4,388	4,503
BASEBALL, HEAD	6,072	6,187	6,302	6,417
BASKS. BALL, ASSISTANT	4,500	4,615	4,730	4,845
BASKETBALL, ELEMENTARY	4,158	4,273	4,388	4,503
BASKETBALL, FRESHMAN	4,263	4,378	4,493	4,608
BASKETBALL, HEAD	6,390	6,505	6,620	6,735
BOWLING, HEAD	4,082	4,197	4,312	4,427
CHEERLEADING, ASSISTANT	3,570	3,685	3,800	3,915
CHEERLEADING, ELEMENTARY	3,402	3,517	3,632	3,747
CHEERLEADING, HEAD	5,389	5,504	5,619	5,734
CROSS COUNTRY	4,805	4,920	5,035	5,150
FIELD HOCKEY, ASSISTANT	4,263	4,378	4,493	4,608
FIELD HOCKEY, HEAD	6,072	6,187	6,302	6,417
FIELD HOCKEY, ELEMENTARY	4,158	4,273	4,388	4,503
FOOTBALL, ASSISTANT	4,586	4,701	4,816	4,931
FOOTBALL, HEAD	6,601	6,716	6,831	6,946
SOFTBALL, ASSISTANT	4,263	4,378	4,493	4,608
SOFTBALL, ELEMENTARY	4,158	4,273	4,388	4,503
SOFTBALL, HEAD	6,072	6,187	6,302	6,417
TRACK, ASSISTANT	4,022	4,137	4,252	4,367
TRACK, HEAD	5,454	5,569	5,684	5,799
WRESTLING, ASSISTANT	4,263	4,378	4,493	4,608
WRESTLING, HEAD	5,883	5,998	6,113	6,228

Guide	115	115	115	172
2006-2007	STEP 1	STEP 2	STEP 3	STEP 4
BASEBALL, ASSISTANT	4,435	4,550	4,665	4,780
BASEBALL, ELEMENTARY	4,330	4,445	4,560	4,675
BASEBALL, HEAD	6,244	6,359	6,474	6,589
BASKS. BALL, ASSISTANT	4,672	4,787	4,902	5,017
BASKETBALL, ELEMENTARY	4,330	4,445	4,560	4,675
BASKETBALL, FRESHMAN	4,435	4,550	4,665	4,780
BASKETBALL, HEAD	6,562	6,677	6,792	6,907
BOWLING, HEAD	4,254	4,369	4,484	4,599
CHEERLEADING, ASSISTANT	3,742	3,857	3,972	4,087
CHEERLEADING, ELEMENTARY	3,574	3,689	3,804	3,919
CHEERLEADING, HEAD	5,561	5,676	5,791	5,906
CROSS COUNTRY	4,977	5,092	5,207	5,322
FIELD HOCKEY, ASSISTANT	4,435	4,550	4,665	4,780
FIELD HOCKEY, HEAD	6,244	6,359	6,474	6,589
FIELD HOCKEY, ELEMENTARY	4,330	4,445	4,560	4,675
FOOTBALL, ASSISTANT	4,758	4,873	4,988	5,103
FOOTBALL, HEAD	6,778	6,893	7,008	7,123
SOFTBALL, ASSISTANT	4,435	4,550	4,665	4,780
SOFTBALL, ELEMENTARY	4,330	4,445	4,560	4,675
SOFTBALL, HEAD	6,244	6,359	6,474	6,589
TRACK, ASSISTANT	4,194	4,309	4,424	4,539
TRACK, HEAD	5,626	5,741	5,856	5,971
WRESTLING, ASSISTANT	4,435	4,550	4,665	4,780
WRESTLING, HEAD	6,055	6,170	6,285	6,400

Guide	115	115	115	197
2007-2008	STEP 1	STEP 2	STEP 3	STEP 4
BASEBALL, ASSISTANT	4,632	4,747	4,862	4,977
BASEBALL, ELEMENTARY	4,527	4,642	4,757	4,872
BASEBALL, HEAD	6,441	6,556	6,671	6,786
BASKS. BALL, ASSISTANT	4,869	4,984	5,099	5,214
BASKETBALL, ELEMENTARY	4,527	4,642	4,757	4,872
BASKETBALL, FRESHMAN	4,632	4,747	4,862	4,977
BASKETBALL, HEAD	6,759	6,874	6,989	7,104
BOWLING, HEAD	4,451	4,566	4,681	4,796
CHEERLEADING, ASSISTANT	3,939	4,054	4,169	4,284
CHEERLEADING, ELEMENTARY	3,771	3,886	4,001	4,116
CHEERLEADING, HEAD	5,758	5,873	5,988	6,103
CROSS COUNTRY	5,174	5,289	5,404	5,519
FIELD HOCKEY, ASSISTANT	4,632	4,747	4,862	4,977
FIELD HOCKEY, HEAD	6,441	6,556	6,671	6,786
FIELD HOCKEY, ELEMENTARY	4,527	4,642	4,757	4,872
FOOTBALL, ASSISTANT	4,955	5,070	5,185	5,300
FOOTBALL, HEAD	6,980	7,095	7,210	7,325
SOFTBALL, ASSISTANT	4,632	4,747	4,862	4,977
SOFTBALL, ELEMENTARY	4,527	4,642	4,757	4,872
SOFTBALL, HEAD	6,441	6,556	6,671	6,786
TRACK, ASSISTANT	4,391	4,506	4,621	4,736
TRACK, HEAD	5,823	5,938	6,053	6,168
WRESTLING, ASSISTANT	4,632	4,747	4,862	4,977
WRESTLING, HEAD	6,252	6,367	6,482	6,597