1. A “Grievance” shall mean a complaint of an employee (1) that there has been as to him/her a violation, misinterpretation or inequitable application of any of the provisions of the Agreement (Articles under Section 1 shall be binding on both parties by the arbitrator’s decision. 1) or (2) that he/she has been treated unfairly or inequitably by reason or any act or condition which is contrary to established Board policy or administrative practice governing or affecting employees. (Articles under Section 2 shall be non-binding on both parties by the arbitrator’s decision.) However, the term “Grievance” shall not apply to any matter which (a) a method of review is prescribed by law or State Board Rule having the force and effect of law, or (b) the Board of Education is without authority to act or (c) a complaint of a non-tenured employee which arises by reason of his/her not being re-employed. As used in this definition, the term “employee” shall mean also a group of employees having the same grievance.

1. An “aggrieved person” is the person or persons making the claim.

1. A “party in interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

1. Person or persons making such claim must do so within ten business days of the alleged incident or within ten business days of the time the affected party knew or should have known from the attendant circumstances that a potential grievance existed. Exceptions of business days shall be those days designated as “paid holidays” in Article 6, Section C.1.i. of this agreement.

1. The attached grievance form shall be utilized in the filing of a complaint by a unit member.

1. Level One

1. An employee with a grievance shall first discuss it with his/her principal or immediate supervisor, with the objective of resolving the matter informally.

1. If the aggrieved person is not satisfied with the result of discussion of his/her case at 1. (a) he/she may file a grievance in writing to the principal or immediate supervisor within ten (10) business days. He/she must render a written decision within five (5) business days from receipt of the written grievance.

1. Level Two

If the aggrieved person is not satisfied with the principal’s or immediate supervisor’s decision at 1.(b), he/she may appeal in writing to the Superintendent within five (5) business days from receipt of that decision. The Superintendent must render a written decision within five (5) business days. Also, the Superintendent shall be available for discussion within these same five (5) business days with the grievant.

1. Level Three

If the aggrieved person is not satisfied with the Superintendent’s decision at Level Two, he/she may file a written appeal to the Board within fifteen (15) business days from receipt of the Superintendent’s decision. The Board shall meet with the aggrieved and the Association Representative(s) at the first regularly scheduled board meeting after notification (or by mutual agreement at the following regularly scheduled board meeting). Notification to the Board shall be addressed to the Board Secretary. The Board shall render a written decision within ten (10) business days of the meeting.*

1. Level Four

If the aggrieved is not satisfied with the decision at Level Three, within fifteen (15) business days from receipt of the Board’s written decision, the grievant may request arbitration of the dispute utilizing the American Arbitration Association.*

The cost of arbitration will be borne equally by both parties.

The Arbitrator shall not have the power to add to, or subtract from, or by any other means change the terms and conditions of this contract.

Copies of all written correspondence from either party shall be promptly forwarded to the Board Secretary.

If each party does not meet the contractual obligations of the time constraints, the grievance shall be considered null and void if the Association does not meet the requirements, or the grievance shall be granted to the aggrieved party if the requirements are not met by the Board.

If is understood that reasonable extension to the time requirements will be granted in the event the Administration cannot provide a timely response due to the absence of applicable administrators.

1. No material shall be placed in personnel files unless the employee has had the opportunity to review same. The employee shall have the opportunity to submit a written rebuttal to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy, where such material is not removed from the employee’s files.

The employee shall initial and date all documents to be placed in the personnel file. The employee’s initials shall not mean agreement with the contents of the document, but that the contents of the document have been made known to the employee.

1. If upon examining his/her files the employee has reason to believe that there are inaccuracies in documents contained therein, the employee may submit a written memorandum to the Superintendent explaining the alleged inaccuracy. If the Superintendent concurs with the employee’s contentions, the Superintendent shall either remove the faulty document or attach the employee’s memorandum to the document in the file and note thereon the Superintendent’s concurrence with the memorandum’s contents.

1. The in-school work year for teachers employed on a ten month basis shall not exceed one hundred and eighty-four (184) days. At least three (3) entire work days will be devoted to in-service training for teachers.

1. The school work day for teachers shall be as follows:

1. Teachers scheduled at the Middle School, Bobby’s Run School, and the Ashbrook Elementary School shall work seven hours and ten minutes per day on all scheduled days, except for half days that are part of the school calendar. Effective July 1, 2001, the teacher non-instructional time shall be reduced in some combination of eight (8) minutes at the Middle School and at Bobby’s Run. One (1) minute has been added to each period to create eight (8) 48 minute periods.

1. Teachers assigned to the F. L. Walther Elementary School shall work seven hours and eighteen minutes per day on all scheduled days, except for half days that are part of the school calendar.

1. The school work day for teachers shall normally begin at 8:20 a.m. Starting times may be adjusted to accommodate student transportation needs within a range of plus or minus thirty-five (35) minutes.

1. Notice of school starting time shall be made to teachers the day after the regularly scheduled meeting of the Board in August.
2. Guidance Summer Work
   
   1. All other Guidance work in the summer shall be paid at the per diem rate of pay, subject to the provisions of 4. below.

   2. a. At the Middle School and at Bobby’s Run, there shall

   be at least five (5) days of summer guidance work.

   b. In the event that the District needs additional days beyond those in a. above, it shall give written notice to all affected employees by June 1^st.

   d. Days worked under a. shall be treated as pensionable income.

   3. Days worked beyond 10 days shall be paid in salary or in compensatory time, at the teacher’s choice.

   4. Scheduling of days shall be mutually agreed between the employee and the building administrator except in the case where there has been no mutual agreement and the District requires the services to be performed by the specific employee. In that event, the day(s) shall be scheduled by the Administration.

f. The Autistic Teacher position requires working an additional thirty-one (31) 4.5 hour days. Within this time, the teacher will receive thirty (30) minutes of daily preparation time, fifteen (15) minutes prior to and fifteen (15) minutes following the student’s four (4) hour day. The teacher’s salary will be prorated for 62.76% of his/her daily salary in the fiscal year that the program occurs. This additional salary is to be calculated and paid throughout the summer months consistent with the summer pay dates for twelve (12) month employees. The dates of the extended year program will be conveyed to the teacher 30 days prior to the start of the program.

1. Under the current eight (8) period middle school (6, 7, 8 grades) schedule, teachers will be required to carry up to a maximum of thirty (30) teaching periods a week.

1. The school day shall consist of half (1/2) days the last two (2) student days of the school year.

1. Faculty meetings may be scheduled by the administration to begin ten minutes after the close of the student day. Attendance by teaching staff members at scheduled faculty meetings shall be required unless excused by the building principal. Faculty meetings shall not exceed forty-five (45) minutes in length. Attendance shall not be required at more than ten faculty meetings during the course of the school year. No more than two faculty meetings shall be scheduled each month.

1. Teachers shall be required to attend one “Meet Your Teacher Night” event per year determined by the building level administration.

1. Custodians – 12 months

1. Tier I and Tier II Aides – Student calendar. Additional hours may be assigned as requested by the administration on a pro-rated hourly basis.

1. Cafeteria Aides and Other Support Personnel – Student calendar on days when lunch is served; plus an orientation day and/or clean-up day, as assigned.

1. Custodians

1. During the school year, three workshifts will be established on a Monday through Friday basis as follows:

1. 6:45 a.m. to 2:45 p.m.

1. A “flex shift” from 12:00 noon to 8:00 p.m. where the actual starting and ending times may be adjusted by as much as two hours. Once the board has determined the actual time to be set for the flex shift in each of the Board’s school buildings, the times of the “flex shift” shall remain fixed for the duration of the school year.

1. 3:00 p.m. to 11:00 p.m.
1. (1.) During the summer recess, the work shifts shall be revised
   as follows:

1. 7:00 a.m. to 3:00 p.m.
b.) 10:30 a.m. to 6:30 p.m.

Volunteers will be requested for the 10:30 a.m. to 6:30 p.m. work shift during the summer months. If no one volunteers for this shift, then custodians will be assigned to the later shift on a rotating basis.

1. (1.) There shall be one (1) custodian on a Tuesday through Saturday shift which will run from 3:00 p.m. to 11:00 p.m. on Tuesday through Fridays and from 8:00 a.m. to 4:00 p.m. on Saturday.
   
   (2.) The custodian filling this shift must possess a Black Seal license.

   (3.) Assignment to such a schedule initially shall be made to a custodian who volunteers for this schedule change. The volunteering custodian who has the most seniority in the District will be appointed to the position.

   (4.) In the absence of an appointment under 3. above, assignment by the administration will be made to the next full-time custodian hired on or after July 1, 2001.

   (5.) In the event of a vacancy in this Tuesday-Saturday shift after the initial appointment, the District shall seek volunteers for the position. The volunteering custodian who has the most seniority in the District will be appointed to the position. In the absence of a volunteer, assignment by the administration will be made to the next full-time custodian hired after the vacancy occurs.

Custodians shall receive notice of shift assignment and flex shift hours by August 18^th of each calendar year of this agreement.

e. Except in emergency situations, custodians shall be provided thirty days notice of transfer from one shift to another.

f. Any custodian called to return to work outside of his/her regularly scheduled shift shall be paid a minimum of two (2) hours.

g. Overtime shall be paid at the rate of one and one half (1-1/2) times the employee’s regular straight time hourly rate for all time worked in excess of forty hours per week. All overtime assignments shall be offered on a District seniority basis and shall follow a rotational schedule.

h. Vacation Schedule

One year to three years – two weeks vacation.
Four years to ten years – three weeks vacation.
Eleven years plus – four weeks vacation.

Vacation eligibility shall be determined as of each custodian’s anniversary date of hire. Each custodian may submit his/her intended vacation dates during two (2) vacation bidding windows based on seniority. Windows are: (1) 1/15 to 2/15 for the period of July 1 to December 31; and (2) 9/15 to 10/15 for the period of January 1 through June 30 of the following year. Upon receipt of the request, the supervisor shall respond in writing within five (5) business days. A reasonable effort shall be made to accommodate vacation requests, and date conflicts shall be resolved by seniority. The supervisor shall post a monthly update of the custodial vacation list continually encompassing twelve months.

i. The eight hour work shifts shall include two (2) ten (10) minute coffee breaks and a thirty (30) minute lunch. Part time shifts of at least four (4) hours shall receive one (1) ten (10) minute coffee break.

j. The following shall be considered paid holidays:

New Year’s Day
Martin Luther King Jr. Day
President’s Day
Good Friday
Easter Monday
Memorial Day
Fourth of July
Labor Day
Columbus Day
Thanksgiving Day
Work day following Thanksgiving (in observance of Veteran’s Day)
Christmas Day
Work day preceding Christmas Day

1. In the event that any of the above holidays fall on a scheduled school day, the custodians shall work that day and receive a day off in lieu thereof as mutually agreed. Work on that day shall be paid at two (2) times the regular hourly rate.

1. In the event that any of the holidays fall on a Saturday, the employee shall receive the preceding Friday as the holiday. In the event the holiday falls on a Sunday, the employee shall receive the following Monday as the holiday.

If specific custodial uniforms and shoes (including safety shoes) are required, the Board shall incur the full cost.

1. Aides
   
   Aides shall be divided into two (2) categories:
   
   Tier I Aides
   Tier II Aides
   
   1. Specified Class – Tier I Aides shall consist of one (1) specifically identified employee. That employee is Nancy Stellwag. It is the intention of the parties that the Tier I Aide positions shall be accorded to the individual set forth above. Once this individual leaves her position as a Tier I Aide, the positions shall expire.

1. Work Day – Tier I Aides shall work 6.5 hours per scheduled school day.

1. Student Year – Tier I Aides shall work only when students are scheduled to be present (the student calendar), except if requested to attend special programs by the administration. In this event, Tier I Aides will be compensated at their hourly rate for the time spent attending special programs.

1. Lunch – Tier I Aides shall not be compensated for time spent at their thirty consecutive minutes of duty-free lunch.

1. Benefits – Tier I Aides shall receive the full range of benefits accorded to other full-time employees.

(5.) Salary – Tier I Aides shall be paid an annual salary. Equal salary payments shall be calculated in accordance with a salary guide. Payment shall be at the same time as other ten (10) month employees of the school district and divided into 22 equal pays.

Deployment – Tier I Aides may be deployed to duties as need dictates and at the discretion of the administration. This includes, but is not limited to: classroom assistance, cafeteria duty, playground supervision, bus duty, and hall duty.
1. Tier II Aides

1. Definition – Tier II Aides shall consist of all other aides, including: instructional aides, kindergarten aides, cafeteria aides and playground aides.

1. Benefits – Tier II Aides employed over 30 hours shall be entitled to full benefits.

1. Lunch – Tier II Aides shall not be compensated for time spent at lunch.

1. Work Day – Tier II Aides shall be assigned the following minimum hours per work day, in accordance with position:

1. Cafeteria/Playground Aides – 1 hour daily minimum

1. Kindergarten Aides – 2 hour daily minimum

1. Instructional Aides – 3 hour daily minimum

(5.) Payment – Tier II Aides shall be compensated on an hourly basis. Payment shall be at the same time as other employees of the school district with the exception of new aides in their first school year of employment whose pay will be on a two week delay (21 equal pays).

1. Step One – Pre-Approval

All courses for which tuition reimbursement is sought must be pre-approved by the Board. The employee shall submit a written request to the Board for such approval prior to taking the course. If the request does not receive the endorsement of the school administration, the employee may appear personally before the Board to advance the reasons the request should be approved. The written request submitted should provide a basis to justify how the proposed course would improve the employee’s performance. All requests for pre-approval should include the course name, the course number, the institution providing the instruction, and the tuition expense for the course.

1. Step Two – Proof of Completion

Proof of successful completion of the pre-approved course shall be provided to the Board within six months of course completion; otherwise, the employee’s ability to receive tuition reimbursement will be deemed waived. Proof of successful completion shall consist of any of the following:

1. Transcript;
2. Affidavit of instructor or institutional official certifying successful course completion.

1. Step Three – Payment

The Board shall provide the required reimbursement within sixty (60) days of submission. However, completed submissions received between May 1 and June 15 will be reimbursed from the then current fiscal year and will be applied against the current year’s cap.

1. In the F. L. Walther Elementary School, teachers shall have a daily duty-free lunch period of sixty (60) minutes, these minutes to be consecutive.

1. In the Middle School, Bobby’s Run School, and Ashbrook School, teachers shall have a daily duty-free lunch period of forty-eight (48) minutes, these minutes to be consecutive.

1. In the Florence L. Walther School, teachers shall have, in addition to his/her duty-free lunch period, five (5) duty-free preparation periods per week of at least forty-five (45) minutes in length for each preparation period per day.

A minimum of one (1) preparation period per day shall be scheduled.

1. Kindergarten teachers shall be guaranteed forty-five (45) minutes of prep time per day. Prep time shall not be less than twenty (20) consecutive minutes in each kindergarten session with the total to be forty-five (45) minutes per day.

1. Teachers based at the Bobby’s Run School, the Middle School, and Ashbrook School shall have, in addition to his/her duty-free lunch period, five (5) duty-free preparation periods per week of at least forty-eight (48) minutes in length for each preparation period per day.

A minimum of one (1) preparation period per day shall be scheduled.

1. If any preparation period, other than the one preparation period daily mandated by this contract, is assigned to the teacher by the administration due to an emergency, or for any other reason, the involved teacher shall be compensated $35 per period for this assignment.

1. After 10 years in the district an additional increment of $1,000 shall be added. (Total $1,000)

1. After 15 years in the district an additional increment of $500 shall be added. (Total $1,500)

1. After 20 years in the district an additional increment of $500 shall be added. (Total $2,000)

1. After 25 years in the district an additional increment of $500 shall be added. (Total $2,500)

1. After 10 years in the district an additional increment of $700 shall be added. (Total $700)

1. After 15 years in the district an additional increment of $300 shall be added. (Total $1,000)

1. After 20 years in the district an additional increment of $400 shall be added. (Total $1,400)

1. After 25 years in the district an additional increment of $300 shall be added. (Total $1,700)

1. A custodian-maintenance mechanic or grounds person possessing a black seal license shall receive an additional increment of $700 per year.

1. After 10 years in the district an additional increment of $350 shall be added. (Total $350)

1. After 15 years in the district an additional increment of $150 shall be added. (Total $500)

1. After 20 years in the district an additional increment of $200 shall be added. (Total $700)

1. After 25 years in the district an additional increment of $50 shall be added. (Total $750)

1. The Board of Education retains the right to negotiate with an employee as to initial placement on the salary guide.

1. After initial placement, employees shall qualify for salary guide movement thereafter. Employees who have worked at least 50% of their contract year shall qualify for movement to the next step on the salary guide.

1. a written proposal shall be submitted to the Superintendent or the LTEA, as the case may be; and

1. the parties shall negotiate an appropriate stipend or method of compensation; and

1. the negotiated proposal shall be submitted to the Board of Education for approval.

1. Employees with less than three (3) years’ experience in district shall be entitled to three (3) personal days. Beginning with the fourth year of employment, they shall be entitled to four (4) personal days per year.

1. Such leave shall not precede or succeed a holiday. Exceptions may be made, at the discretion of the Superintendent, in exigent circumstances.

1. These days are to be requested at least four (4) days in advance, except in case of an emergency. The Administration shall respond within two (2) days of receipt of request.

1. Up to four (4) unused personal days per year shall accumulate as sick days and be added to the employee’s accumulated sick days, if any.

1. In any case where it is known in advance that a disability leave will be necessary (such as in the case of advance notice of surgery or pregnancy) the employee shall notify the Superintendent sixty (60) days in advance of such leave date request to the Board; the employee shall specify in writing the date on which he/she wishes to commence disability/maternity leave and the date on which he/she wishes to return to work after cessation of disability or birth.

1. The employee shall provide the Superintendent with a certificate from the treating physician supporting the anticipated leave dates. However, the Board reserves the right to have an independent medical evaluation at its expense whenever it deems such an evaluation appropriate.

1. Where medical opinion is supportive of the leave dates requested, such requested leave shall be granted by the Board, except that the Board may change the requested dates upon a finding that the grant of a leave for those dates would interfere with the normal administration of the school.

1. To the extent that an employee has paid sick leave available, it will be used during the period of disability.

1. Nothing herein shall obligate the Board to continue the employment of a non-tenured employee beyond the end of his/her contract period.

1. In cases of natural birth, the employee may request an unpaid leave of absence to commence upon conclusion of the disability period related to the birth of a child. Such leave shall be requested in writing contemporaneously with the notice required under subparagraph a. of A.1. above. Subject to law, the request shall be granted for a period ending with the employee’s work year following the birth of the child.

1. In cases of adoption of an infant child, the employee may request an unpaid leave of absence in writing as soon as placement approval is known. Subject to law, the request shall be granted for the same period as natural birth, with the leave commencing upon de facto possession of the child.

1. Nothing in this policy shall obligate the Board to grant maternity leaves of absence without pay to non-tenured employees beyond the end of their contract period.

1. Tenured employees are entitled to leave of one full contract year, in the year following the year in which the leave began. This unpaid leave shall count against leaves pursuant to any State or Federal statutory or regulatory requirements.

1. Subject to law, the employee shall bear the cost of any medical coverages in force and effect at the commencement of the leave. Failure to make the appropriate payments will result in the employee’s being dropped from the coverages.

1. Illness or accident shall be deemed long term disability evidenced by medical documentation;

1. That the employee has exhausted all accumulated sick leave days accumulated as of September 1 of the school year;
2. Said payment shall commence immediately in the event of accidental injury or after five (5) consecutive school days of sickness have occurred, including the exhausted accumulative sick days, if applicable; and

1. This additional sick leave provision is not cumulative.

1. Upon retirement from the district, as verified by the Teachers Pension and Annuity Fund (TPAF) or Public Employees Retirement System (PERS) for support employees who have been employed for at least 15 years in the district shall be eligible for payment for unused sick leave accumulated while employed in the district. This provision shall not apply in cases of deferred retirement under provision of TPAF or PERS. To be eligible for payment in the year of retirement, an employee must notify the Board of Education in writing of his/her intention to retire on or before January 1 of the school year in which retirement is to occur.

1. Upon retirement from the district, teachers shall be paid $70 for each accumulated sick day. The Board of Education shall be required to allocate in each fiscal year in this Agreement, the sum of $17,000 for the payment for unused sick leave. In the event the yearly allocation is not needed in any given year, the Board will be required to pay only the amount actually due and payable.

1. Upon retirement from the district, support employees shall be paid 20% of their daily average income during the school year of their retirement. The Board of Education shall be required to allocate in each fiscal year the sum of $6,000. In the event the yearly allocation is not needed in any given year, the Board will be required to pay only the amount actually due and payable.

1. Payment to retirees shall be made on June 30.

1. Priority of payments to eligible employee:

1. Retiring employees who provide the earliest written notice to the Board during the year of retirement shall be given priority for payment. Further priority positions shall be established in accordance with the date of notification.

1. Should the number of retirements in any given year result in exhaustion of the allocated amount and in the event of equal time of applicable notice, seniority within the District will determine priority for payment in the year of retirement.

1. Should the allocated amount be depleted in any given year, those applicable eligible employees who have not been paid shall be given priority status in all subsequent years until fully paid.

1. Death Benefits – Following notification to the Board of the employee’s intention to retire and prior to receipt of payment due under the provisions hereof in accordance with the criteria of this Article, in the event of the death of the employee, any payment to be made on June 30 of any given year shall be made to the estate of the deceased employee.

1. Coverage is currently provided through Aetna U.S. Healthcare. Coverage shall include Major Medical Insurance. The Board shall pay 100% of the present costs of the aforementioned plan for the employee and his or her eligible dependents upon making the request and subject to and in accordance with the provisions as set forth in paragraph two (2). No substitute coverage will be provided by any other carrier that affords benefits that are inferior to the present coverage.

1. Effective enrollment date is subject to the rules and regulations of the provider. The Board of Education is absolved of all responsibility of coverage from the initial employee request for coverage until the effective date of coverage.

1. The Board of Education reserves the right to determine the insurance carrier and guarantees the coverage to be equal to the coverage under the New Jersey Public and School Employees Health Benefits Plan. Whenever the New Jersey Public and School Employees Health Benefits Plan expands in terms of coverage, the Board of Education shall provide the coverage established by the State Plan and shall pay 100% of the costs of that plan as amended.

1. Single Coverage Option

This type of coverage will allow for “single coverage” only. Those employees electing single coverage shall receive the following dental plan benefits:

1. Preventive and Diagnostic (100%)
2. Remaining Basic Services (100%)
3. Prosthodontics (50%)
4. Maximum of $2,000

1. PPO Coverage/Family Options

This type of coverage shall provide as follows:

1. Husband and Wife coverage
2. Parent and Child coverage
3. Family coverage

Those electing PPO coverage under one of the family options described above shall receive the following dental plan benefits.

1. Preventive and Diagnostic (100%)
2. Remaining Basic Services (80%)
3. Prosthodontics (50%)
4. Maximum of $2,000 per family member covered
5. Orthodontia ($1,000 lifetime benefit per dependent child)
6. Participation is limited to PPO (Preferred Provider Organization) eligible dentists.

1. Each year the Board shall provide appropriate forms to all employees covered by insurance. Said form will contain a final return date.

1. Employees, including eligible retirees pursuant to D of this article, who elect to waive coverage pursuant to Article 15 Paragraphs A, B, C, shall be entitled to receive 30% of applicable premiums.

1. Payment of monies shall be made to all eligible employees on or before the last teacher day of school each year.

1. Employees must waive such insurance for a full year, to be eligible for said payment.

1. Employees who have no other comprehensive insurance shall not be permitted to waive coverage.

1. Employees who have initially waived coverage and then need to re-enroll in the district’s plan shall be covered by the district at the next available enrollment period without lapse in coverage. It shall be the employee’s obligation to notify the District’s Board Secretary/Business Administrator of the pending loss in coverage due to a change in status relative to availability of comprehensive insurance coverage.

1. Should the employment status of such employee change, there shall be a pro-rata payment based upon the time elapsed in the plan. Should such separation of employment be due to death, his/her estate shall receive such pro-rata payment.

2. Support staff employees who work 25 to 30 hours per week shall be entitled to be covered by the provisions of Article 11, A. (bereavement leave), Article XI, B. (personal leave) and Article 14, A. (sick leave).

3. Support staff employees who work fewer than 25 hours per week shall be entitled to one (1) personal leave day.

4. The following employees shall continue to receive prescription coverage, whether or not they work more than 25 hours:

Kathy Harven
Rosemarie Healey

5. Cafeteria worker Helen Haines, long-term employee of the district, shall continue to receive full benefits as defined in G.1. with the exception of longevity.

1. Notification

Prior to the beginning of each membership year, the Association shall notify the Board in writing of the amount of regular membership dues, fees, and assessments charged by the Association to its own members for the membership year. The representation fee to be paid by non-members shall be determined by the Association in accordance with the law.

1. Legal Maximum

In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the membership dues, fees, and assessments charged by the Association to its own members. The representation fee has been set at 85% of that amount solely because that is the maximum presently allowed by law. Should the law be changed in this regard, the amount of that representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Association membership year immediately following the effective date of the change.

1. At the beginning of each membership year covered in whole or in part by this Agreement, the Association in conjunction with the Board Secretary shall establish a list of those eligible employees who have not become members of the Association for the then current membership year. The Board shall deduct from the salaries of such employees in accordance with Paragraph 2 below, the full amount of the representation fee and promptly shall submit the amount so deducted to the Association.

The schedule for the deduction of representation fees and the transmission of such fees to the Association will be the same as those used for the deduction and transmission of regular membership dues to the Association.

The Association shall notify the Board in writing of any changes in the list provided for in Paragraph 1 and/or in the amount of the representation fee.

On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board shall submit to the Association, a list of all employees who began their employment in a bargaining unit position during the preceding 30 day period. The list shall include names, job titles, and dates of employment for all such employees.

$609/10 hrs.