Contract Between
Freehold Tp B/E-Monmouth
- and -
Freehold Tp Admin Assn
* * *
07/01/2005 thru 06/30/2008

CategorySchool District
UnitAdministrators
Contract Text Below
10

1












AGREEMENT



BETWEEN



FREEHOLD TOWNSHIP BOARD OF EDUCATION



AND



FREEHOLD TOWNSHIP ADMINISTRATORS ASSOCIATION



JULY 1, 2005 THROUGH JUNE 30, 2008



TABLE OF CONTENTS

ARTICLE
THE PREAMBLE

1 RECOGNITION………………………………………………………………………..… 1

II NEGOTIAITON PROCEDURE………………………………………….......................... 1

III GRIEVANCE PROCEDURE…………………………………………………………….. 2

IV ADMINISTRATOR/SUPERVISOR RIGHTS………………………………………….... 3

V INSURANCE COVERAGES………………………………………………………........... 4

VI VACATIONS……………………………………………………………………………… 4

VII COURSE REIMBURSEMENT……………………………………………………........... 5

VIII TRAVEL AND MEAL ALLOWANCE………………………………………………….. 5

IX TEMPORARY DAYS OFF………………………………………………………............. 5

X SICK DAYS………………………………………………………………………............. 6

XI PROFESSIONAL DUES…………………………………………………………............. 6

XII SABBATICAL LEAVE………………………………………………………………….. 6

XIII LEAVE OF ABSENCE………………………………………………………………….. 6

XIV CONVENTION EXPENSES…………………………………………………………….. 7

XV SALARY…………………………………………………………………………………. 7

SALARY GUIDES 2005 – 2008………………………………………………………… 7

XVI MISCELLANEOUS……………………………………………………………………… 8

XVII SEPARABILITY AND SAVINGS……………………………………………………… 9

XVIII FULLY BARGAINED PROVISIONS…………………………………………….……. 9

XIX DURATION OF AGREEMENT………………………………………………………….10

THE PREAMBLE

This Agreement is entered into this 14th day of June 2005, by and between the Freehold Township Board of Education, hereinafter called the “Board”, and the Freehold Township Administrators Association, hereinafter called the “Association.”
ARTICLE I
RECOGNITION

A. The Board recognizes the Freehold Township Administrators Association as the exclusive representative for collective negotiations concerning terms and conditions of employment for all certified administrative personnel, employed by the Board, with the exception of the Supervisor of Human Resources, whether under contract or on approved leave, including:

Principals
      Assistant Principals
      Directors
      Supervisors
B. All other individuals employed by the Board not specifically enumerated above are excluded from the negotiations unit.

C. Unless otherwise indicated, the term Administrator/Supervisor, when used hereinafter in the Agreement, shall refer to all professional employees represented by the Association in the negotiating unit as above defined.

The term “Association” as referred to hereinafter in this Agreement shall refer to the Freehold Township Administrators Association.

ARTICLE II
NEGOTIATION PROCEDURE

A. Proposals suggested by the Association for negotiation will be submitted in writing to the Superintendent of Schools, or his/her designee, no later than the date specified by law. The request shall contain, in so far as possible, a listing of all requests to be considered in negotiations.
B. The board shall convene a meeting by the date specified by law for the purpose of conducting negotiations.
C. At the end of each negotiating session, the parties shall identify all items tentatively agreed upon at that session. The information shall be put in writing and initialed by the parties at the start of the next negotiating session. Copies shall be prepared for each party and these shall represent the official progress made toward a complete contract.
D.

    Any Agreements so negotiated shall be reduced to writing within fifteen (15) days of the signing of the Memorandum of Agreement and submitted for ratification not more than forty-five (45) days after the signing of the Memorandum of Agreement.
E. This Agreement shall not be modifie4d in whole or in part except by an instrument in writing executed by both parties.
    ARTICILE III
    GRIEVANCE PROCEDURE
A. DEFINITION
    A grievance is to be defined as a complaint, dispute or controversy arising on or after the execution date of this Agreement, and solely between the Board and the Association or an employee covered by the Agreement, involving questions regarding the interpretation or application of any of the expressed written provisions of this Agreement, or questions relating to terms and conditions of employment.

B. PURPOSE
    The purpose of this procedure is to secure equitable solutions to the problems which may from time to time arise and affect the welfare or terms and conditions of employment of Association members. Both parties agree that these procedures will be kept as informal and confidential as may be appropriate at any level of the procedure.

    It is understood and agreed that both the Board and the Association have the right to utilize all provisions of this ARTICLE and that grievances may be processed either by the employee who has been aggrieved or by the Board or the Association.
C. PROCEDURE
    A grievance to be considered under this ARTICLE must be initiated by the grievant within ten (10) working days from the time of its occurrence. A grievance will be considered initiated when a grievant discusses the grievance with his/her immediate superior. At this meeting with the immediate superior, the Administrator/Supervisor must inform the superior in writing that this conference may be the first step of the grievance procedure. If the grievance is not resolved within five (5) working days after the discussion, the grievance shall be submitted in writing to the Superintendent of Schools, or his/her designee by the grievant. The Superintendent or his/her designee shall schedule a hearing with the grievant within five (5) working days after receipt of the written grievance. If the grievance is not resolved within ten (10) working days after the hearing, the Superintendent or his/her designee shall schedule a hearing with the Board within thirty (30) working days after his/her decision has been communicated to the grievant. The Board shall communicate its decision to the grievant within ten (10) working days after the hearing.



D.

    If the grievant is not satisfied with the disposition of the grievance at the Board level, and the grievance involves an alleged violation of this Agreement only and the employee wishes to pursue this matter further, a notice to proceed to arbitration shall be given to the Board through the Superintendent within fifteen (15) days after the receipt of the decision which is being appealed. The appealing party shall file a Request for an Arbitrator, subject to the rules of the New Jersey Public Employment commission within five (5) days of the Notification of Appeal to Arbitration.
E. The arbitrator shall proceed with a hearing and submit a written decision in the shortest possible time setting forth his/her findings of fact, reasoning and conclusions on the issue(s) submitted. The decision of the arbitrator shall be submitted in writing to the Board and the Association and shall be final and binding on both parties. The arbitrator shall be without power to alter, amend or modify the terms of this Agreement. In addition, the arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement.
F. The costs for the services of the arbitrator shall be borne by the losing party to the arbitration. Any other expenses incurred shall be paid by the party incurring the same.
    ARTICLE IV
    ADMINISTRATOR/SUPERVISOR RIGHTS

    A. The Board and the Association recognize the right of the Administrator/Supervisor to form, join and assist this employee organization or to refrain from any such activity.
    B. The Board and the Association agree that there shall be no reprisal of any kind taken against any Administrator/Supervisor by the reason of his/her membership in or refusal to join the Association.
    C. Whenever any employee is required to appear before the Superintendent, Board or any committee concerning a disciplinary hearing, then he/she shall be given prior written notice of the reasons for such meeting or interview. This meeting should be scheduled within a reasonable amount of time which is mutually convenient. The employee shall, at his/her option, be entitled to have a representative present to advise him/her and to represent him/her at all meetings including instances when the employee is required to appear before the Board.

    This procedure is not meant to restrict, limit, or bypass the provisions of New Jersey Statutes Title 18A:6-10.








    ARTICLE V
    INSURANCE COVERAGES

    MEDICAL INSURANCE

    A. The Board agrees to provide individual and family coverage from a health insurance carrier and a dental insurance carrier which shall be equal to or better than the coverage in effect June 30, 2005.
    B. The Board agrees to pay full premium for each employee and the family plan, where appropriate, for health and dental insurance.
        1. The Board reserves the right to change medical carriers. If any such change is contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.
        2. The Board reserves the right to change dental carriers. If such a change is
          contemplated, the Association will be given notification ninety days prior to such change. If the change is grieved, the complaint would go directly to binding arbitration.
3. The Board agrees to add “Domestic Partners” as eligible dependents for health and dental insurance.
    DISABILITY INSURANCE

    C. Paid disability insurance as provided in Plan C1 – Platinum Plan administered by Mass Group Marketing, Inc. The description of this plan is covered in the UNUM Educator Salary Protection Plan booklet. The coverage will be commensurate with a salary base of $41,400 with a current cost of $83.03 per month per member.

    Cost to BOE$83.03
    Minimum Salary Amount$41,400.00
    Benefit StartSickness 30/Accident 30*
    Minimum Monthly Benefit Amount$2,300.00
    Benefit PeriodTo age 65
    Minimum Hospital Benefit$4,600.00
    Minimum Accidental Death & Dismemberment$23,000.00
    Partial DisabilityYes

    AT RETIREMENT
    D. An Administrator/Supervisor may continue to participate in the medical and/or dental insurance plans at his/her own expense. The extent of this provision is cited in C.O.B.R.A. and/or legislation.
    ARTICLE VI
    VACATIONS

    A. Holidays – 20 per year
    A mutually agreeable holiday schedule will be established between the Superintendent and the F.T.A.A. A total of 5 days per year will be treated as floating holidays.
B. Vacation Days – 20/YR
    1. For 12-month administrators, vacation is to be taken primarily during the months of July and August. A schedule of anticipated vacation days shall be given to the Superintendent prior to the summer.
    2. Vacation days may be taken during the time school is in session with prior approval of the Superintendent or his/her designee.
    3. A total of 10 unused vacation days may be carried from the current school year to the next school year with the Superintendent’s approval.
    4. Unused vacation days in excess of ten (10) will be converted to sick days with no cumulative limit.
    5. Upon retirement or leaving the district, any unused vacation days will be reimbursed at the individual’s per diem rate.
    ARTICLE VII
    COURSE REIMBURSEMENT

      With prior approval of the Superintendent or his/her designee, Administrators/Supervisors will
      be reimbursed for graduate level courses at the full per credit of the course.
    ARTICLE VIII
    TRAVEL AND MEAL ALLOWANCE

      A. Administrators/Supervisors using their personal automobiles for school business will be reimbursed at the Board approved mileage allowance rate. The rate per mile equals the rate established by the state.
      B. Whenever an Administrator/Supervisor is required to attend an evening meeting that is beyond the normal responsibilities of his/her assignment (public board meetings or committee meetings), the Administrator/Supervisor may apply either for mileage reimbursement or a meal allowance. The maximum meal allowance will be set by the Board.
      ARTICLE IX
      TEMPORARY DAYS OFF

      A. Administrators/Supervisors are entitled to three (3) business, personal or emergency days per school year. Unused days will accumulate to a maximum of five (5)
      B. Should the allocation of business, personal or emergency days be used and an Administrator/Supervisor is required to attend a court session, the Superintendent, at his/her discretion, may grant additional days.
      C. Bereavement days will be granted up to a maximum of five (5) days, including the day of the funeral, to be taken within seven calendar days, for the death of a spouse, father, mother, father-in-law, mother-in-law, step-father, step-mother, son, daughter, son-in-law, daughter-in-law, sister, brother, sister-in-law, brother-in-law, grandmother, grandfather, or grandchild of the Administrator/Supervisor and for such persons or person residing within the Administrator’s/Supervisor’s immediate household. Additional days may be granted by the Superintendent to settle legal issues related to the death of those referenced above.

      ARTICLE X
      SICK DAYS

      A. Twelve month Administrators/Supervisors are entitled to thirteen (13) sick days per school year. Unused days will accumulate without limit.
      B. Upon retirement or when leaving the district, an Administrator/Supervisor may be entitled to receive payment for unused sick days. In order to qualify for this provision, an Administrator/Supervisor must be retiring under the TPAF retirement system after serving the system for a minimum of ten years, or be leaving the Freehold Township Schools after twenty years of service in the Freehold Township Schools. In order to eligible, notification of intent to leave or retire must be received by December 31, prior to the calendar year of leaving. The Board may waive this requirement in the case of extenuating circumstances.

      For Administrators and Supervisors the current maximum reimbursement is
          2006/2006 $18,000.00 - $125.00/day
          2006/2007 $18,000.00 - $125.00/day
          2007/2008 $18,000.00 - $125.00/day
    ARTICLE XI
    PROFESSIONAL DUES

      All Administrators/Supervisors will be reimbursed for professional dues at the maximum annual amount established for basic P.S.A. dues plus one other professional organization of their choice. In addition, the Superintendent will develop a list of approved educational organizations. Fees for these organizations will be paid through accounts designated for subscriptions.
    ARTICLE XII
    SABBATIAL LEAVE
      Administrators/Supervisors may apply for a sabbatical leave. Individual requests will be considered by the Board on a case-by-case basis. There is no course reimbursement entitlement during the leave, although the Board will continue to pay for medical, dental and disability premiums. The year on sabbatical leave will count as a year of experience in the district.
    ARTICLE XIII
    LEAVE OF ABSENCE

      An employee may request and the Board may grant, at its discretion, an unpaid leave of absence not to exceed on calendar year, inclusive of unpaid family leave for which employees may be eligible under the Family Leave Act, N.J.S.A. 34:11b-1, et seq..

    ARTICLE XIV
    CONVENTION EXPENSES

      The Board will consider requests from Administrators/Supervisors to attend state or national conventions.
    ARTICLE XV
    SALARY

      The Board covenants and agrees to pay Association members’ salaries in accordance with the salary guides annexed hereto and made a part hereof. The guides are based on a 5% increase in the base salary for each year of the contract.

      Principal/Director Assistant Principal/Supervisor
      Step
      		2005-2006
      Step
      		2005-2006
      1
      		$103,210
      1
      		$ 78,300
      2
      		$105,110
      2
      		$ 80,120
      3
      		$107,100
      3
      		$ 82,110
      4
      		$109,040
      4
      		$ 84,260
      5
      		$111,770
      5
      		$ 87,470
      6
      		$114,920
      6
      		$ 89,880
      7
      		$117,340
      7
      		$ 94,820
      8
      		$119,700
      8
      		$100,850
      9
      		$123,300
      9
      		$101,750
      9L
      		$129,470
      For those at Step 9 in
      2004-2005
    For 2005/2006 only:
    Principal/Director stays at same step as in 2004-2005

      Principal/Director Assistant Principal/Supervisor
      Step
      		2006-2007
      Step
      		2006-2007
      1
      		$106,370
      1
      		$ 80,300
      2
      		$108,370
      2
      		$ 82,220
      3
      		$110,370
      3
      		$ 84,130
      4
      		$112,460
      4
      		$ 86,220
      5
      		$114,490
      5
      		$ 88,470
      6
      		$117,360
      6
      		$ 91,840
      7
      		$120,670
      7
      		$ 94,370
      8
      		$123,210
      8
      		$ 99,560
      9
      		$125,690
      9
      		$105,890
      9L
      		$135,940
      For those at Step 9 in
      2005-2006

      Principal/Director Assistant Principal/Supervisor
      Step
      		2007-2008
      Step
      		2007-2008
      1
      		$108,700
      1
      		$ 82,300
      2
      		$111,690
      2
      		$ 84,320
      3
      		$113,790
      3
      		$ 86,330
      4
      		$115,890
      4
      		$ 88,340
      5
      		$118,080
      5
      		$ 90,530
      6
      		$120,220
      6
      		$ 92,890
      7
      		$123,230
      7
      		$ 96,430
      8
      		$126,700
      8
      		$ 99,090
      9
      		$129,370
      9
      		$104,540
      9L
      		$142,740
      For those at Step 9 in
      2006-2007
    ARTICLE XVI
    MISCELLANEOUS

    A. The Board and the Association agree that there shall be no discrimination, and that all practices, procedures and policies of each party shall clearly exemplify that there is no discrimination in the treatment of employees or pupils in the application of administration of this Agreement on the basis of race, creed, color, religion, national origin, sex or sexual orientation.
    B. Copies of this Agreement shall be reproduced and the expense shall be equally shared between the parties. The Agreement shall be reproduced no later than sixty (60) days after it has been signed, and copies shall be made available to all individuals now employed or hereafter employed in the negotiations unit for whom the Association is authorized to negotiate in accordance with ARTICLE I, RECOGNITION, of this Agreement.
    C. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions of this Agreement, either party shall do so by telegram or certified or registered mail at the following addresses:
            If by the Association to the Board:
            Freehold Township Board of Education
            384 West Main Street
            Freehold, New Jersey 07728

            If by the Board to the Association:
            Barbara Longo
            Richard Applegate School
            47 Jeanne Brennan Drive
            Freehold, NJ 07728

    D.

      The Association shall notify the Board within ten (10) calendar days after any election or appointment of the names of all of its officers, executive committee and members of the negotiations committee.
    ARTICLE XVII
    SEPARABILITY AND SAVINGS

      If any provisions of this Agreement or any application of this Agreement to any employee or group of employees is held invalid by operation of law or by court or other tribunal of competent jurisdiction, such provision shall be inoperative but all other provisions shall not be affected thereby and shall continue in full force and effect.
      ARTICLE XVIII
      FULLY-BARGAINED PROVISIONS

      This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.


    ARTICLE XIX
    DURATION OF AGREEMENT

      This Agreement shall be in force and effect as of July 1, 2005, and shall remain in full force and effect through June 30, 2008. Thereafter, if no such notice and proposals are received by December 1, 2007, the Agreement shall continue in effect from year to year after June 30, 2008, subject to modification, change or termination by either party upon written notice prior to December 1, of any subsequent year.

      IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their respective Presidents, attested by their respective secretaries, and their respective corporate seals affixed hereto, at Freehold, New Jersey, this 14th day of June, 2005.

      FREEHOLD TOWNSHIP BOARD OF EDUCATION

      By:

      ___________________________________________
      Rosina Hary, President


      ___________________________________________
      Sean Boyce, Business Administrator/Board Secretary


      FREEHOLD TOWNSHIP ADMINISTRATORS ASSOCIATION
      By:

      ___________________________________________
      Barbara Longo, President


      ___________________________________________
      Janet Creech, Secretary


      Subscribed and sworn to before me
      this day of



    Freehold Tp BE and Freehold Tp Admin Assn 2005.pdf