Agreement
between
The Ewing Township Board of Education
and
The Ewing Township Administrators Association
For the Period
July 1 2002, through June 30, 2005
:\...\NEG\ETAA-02\CBA\P02-1002.DOC
TABLE OF CONTENTS
ARTICLE PAGE
I. Recognition 1
II. Negotiation Procedure 1
III. Grievance Procedure 1
IV. Professional Rights 2
V. Insurance Protection 3
VI. Sick Leave 4
VII. Salary 4
VIII. Professional Growth and Development 5
IX. Leaves of Absence 5
X. Term and Duration 7
Appendix A:
2002-2005 Salary Guides 8
I. Recognition
The Board of Education hereby recognizes the Administrative Staff for the purpose of collective negotiations concerning terms and conditions of employment under this Agreement with the Board for the following classifications:
Principals
Vice Principals
Director of Student Personnel Services
Director of Special Programs
Director of Administrative and Educational Services
Director of Instructional Services
Director of Athletics
but excluding:
all other supervisory, executive personnel and any other category of employees.
II. Negotiation Procedure
The parties agree to enter into collective negotiations over a successor Agreement. Such negotiations shall begin by mutual agreement no later than February 15 of the calendar year preceding the calendar year in which this Agreement expires. Any agreement so negotiated shall apply to all classifications recognized under this Agreement.
This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
III. Grievance Procedure
Any grievance or dispute which may arise between the parties concerning the application, meaning or interpretation of this Agreement, shall be settled in the following manner:
Step 1 - Vice Principals, with or without a representative, shall take up the grievance or dispute with their school principal within ten (10) working days of its occurrence. The Assistant Superintendent for Curriculum and Instruction, immediate supervisor or school principal shall then attempt to adjust the matter and shall respond to the employee (or his/her representative) within three (3) working days.
Step 2 - If the grievance has not been settled, it shall be presented in writing by the employee (or his/her representative) to the Superintendent of Schools within three (3) working days after the Assistant Superintendent for Curriculum and Instruction, immediate supervisor or School Principal's response is due. School Principals and the Directors covered hereby shall present their grievances to the Superintendent of Schools within ten (10) days of its occurrence. The Superintendent shall respond to the grievant (or his/her representative) in writing within five (5) working days.
Step 3 - If the grievance still remains unadjusted, it shall be presented by the employee (or employee's representative) to the Board of Education in writing within three (3) days after the response to the Superintendent of Schools is due. The Board of Education shall respond in writing to the employee (or the employee's representative) within one (1) month and ten (10) days. The decision of the Board of Education shall be final and binding.
Failure at any step to communicate the decision on a grievance within the specified time limitations shall constitute acceptance of a grievance as sustained. Failure to appeal within the specified time limitations from an answer which is unsatisfactory shall be deemed to constitute an acceptance of such response as dispositive.
IV. Professional Rights
No negative records shall be placed in an administrator's file, without first being discussed with the administrator. The administrator shall sign the document indicating that he/she has read the item of record. The administrator shall also have the right to submit a written answer to the material within ten (10) working days and his/her answer should be reviewed by the Superintendent or his/her designee and attached to the file copy.
V. Insurance Protection
A. The Board shall provide to all contracted administrators regularly employed a minimum of thirty (30) hours per week by the Ewing Township School District health care insurance protection consisting of the New Jersey State Health Benefits Program covering the administrator and his/her family dependents where appropriate. For each administrator and his/her family dependents enrolled in the various available insurance plans the Board shall pay the full premium.
B. In addition the Board shall provide to all contracted administrators regularly employed a minimum of thirty (30) hours per week by the Ewing Township School District a prescription drug plan with five dollar ($5.00) co-pay for name brands and three dollars ($3.00) co-pay for generic drugs for the employee and his/her family with a company selected by the Board.
C. The Board shall provide to all contracted administrators regularly employed a minimum of thirty (30) hours per week by the Ewing Township School District the 1B Dental Plan, N.J. Dental Service Plan, Inc. (Delta Dental Plan) covering the administrator and his/her family dependents where appropriate. Said plan shall also include, subject to approval by the carrier, Ortho II Family Plan, orthodontic benefits for both adults and children (children covered to age 19, student-child to age 23).
D. Employees who retire may buy into the Prescription and Dental Plans at the group rate with the employee paying the premium costs in advance on the same payment schedule as the Board. The above is subject to the approval of the insurance carriers.
All insurance benefits shall be provided by the Board at the prevailing rate.
In no case will a person receive double coverage under any available insurance plan.
For each administrator who terminates employment with the Board of Education, the Board of Education shall make payments of insurance premiums for the State Health Plan for two (2) full months beyond termination date.
E. Administrators who elect not to take either prescription and/or dental insurance shall receive one-half (1/2) of the value of the actual premium at his/her appropriate level of coverage. All requests for changes in coverage must be submitted in writing to the Director of Human Resources a minimum of sixty (60) days prior to July 1 or January 1, the dates on which any changes shall become effective.
Payment shall be made within forty-five (45) days following the conclusion of each six (6) month coverage period - i.e. July 1 through December 31 and January 1 through June 30.
VI. Sick Leave
Reimbursement for unused sick leave - Administrators who retire after completing fifteen (15) years in Ewing Township shall receive payment for all unused accumulated sick leave in accordance with the schedule set forth below:
Ninety dollars ($90) per day to max of $11,500
An administrator planning to retire shall provide written notification to the Board of his intent to retire no later than December 1 immediately preceding the effective date of retirement, except in the case of an emergency or serious unforseen event. Failure to comply with this procedure will result in a delay of payment until such time that (1) the Board allocates the money in its next annual budget and (2) said budget becomes effective.
VII. Salary
A. The pay schedule for all employees covered by this Agreement shall be as set forth in Appendix "A" attached hereto.
B. A new administrator must be employed prior to January 1 in order to qualify for the next highest pay level on the salary guide for the following year.
VIII. Professional Growth and Development
A. Administrators electing to take courses in State approved institutions or Board approved organizations may receive financial assistance from the Board of Education. Assistance is limited to $900 per person, per year (maximum of four administrators). Prior approval is required by the Board of Education and its decision is not subject to the grievance procedure.
B. The total maximum payable under this provision shall be $3,600 per year (July 1 - June 30); there shall be no carry over of unexpended monies.
IX. LEAVES OF ABSENCE
A. Holidays
1. Administrators shall follow the teachers' calendar plus Independence Day except as follows:
a. administrators shall be available during winter recess; and
b. administrators shall report for work in the district during all days of spring recess with the exception of Good Friday when said day is a designated holiday for teachers.
B. Vacations
1. All twelve (12) month Administrators shall receive twenty-two (22) vacation days annually. Upon the recommendation of the administrator's immediate supervisor and approval of the Superintendent, a maximum of five (5) vacation days may be carried over to the next school year. Under such circumstances, the total maximum number of earned vacation days shall not exceed twenty-seven (27).
2. All vacation time must be recommended by the administrator's immediate supervisor and approved in advance by the Superintendent.
3. Vacation days shall not be taken the first or last day of school, or on days when inservice or training programs are provided by the district.
C. Personal Leave
1. Personal leave shall cover brief absences not chargeable to sick leave, or professional or semiprofessional assignments directly beneficial to the school system. It provides for up to three (3) days' leave at full pay during any one year for any of the following reasons:
a. Illness in the immediate family. Immediate family shall be considered: father, mother, brother, sister, spouse, child or any member of the immediate household.
b. Death of a relative or close friend.
c. Recognition of religious holidays.
d. Marriage of the professional or marriage in the family. Family shall be considered: father, mother, brother, sister, child, nephew, niece, brother-in-law, sister-in-law, father-in-law, and mother-in-law.
e. Court Subpoena.
f. Personal, legal business, or family matters which cannot be handled outside of school hours.
g. Any other emergency or urgent reason not included in (a) to (f) above, if approved by the Superintendent of Schools.
2. All requests for personal leave shall be submitted in writing, on the proper form, (in advance, except in the case of an emergency) recommended by the administrator's immediate supervisor and approved by the Superintendent or his/her designee; however, no more that two (2) requests will be approved for any one date.
Requests for personal leave on the day preceding or immediately following a vacation period, on inservice days, or on dates of parent conferences will be honored only in unusual cases.
3. Three (3) additional days' leave shall be granted for Death in the Immediate Family (immediate family is considered the same as subsection C.1a hereinabove), plus mother-in-law and father-in- law. Said bereavement days are separate and distinct and shall not be charged as either sick leave or personal leave set forth herein.
4. Each administrator with unused personal leave days under Section C.1 as of June 30th of each school year shall have all such unused days added to his/her accumulated sick leave. Indication will be given annually of any conversion made to the sick leave account.
X. Term and Duration
This Agreement shall be in effect as of July 1, 2002 and shall continue through June 30, 2005.
Ratified this 25th day of February, 2002.
Ewing Township Ewing Township Board of Education
Administrators Association
________________________________ ________________________________
Patricia Womelsdorf, President Bruce A. Buck, President
________________________________ ________________________________
Sheila Bernhaut, Secretary Dennis Nettleton, Business Administrator/Board Secretary
________________________________ ________________________________
DATE DATE
:\CBA\P02-1001.CBA
APPENDIX A
ETAA SALARY GUIDES
2002-2003 ETAA SALARY GUIDE
STEP HSP FMSP DSP/EP D.SPS DIS/DAES EHSVP FMSVP EVP 12 Mo.
1 106,171 103,376 100,117 99,651 94,762 95,088 92,364 90,314
2 108,719 105,857 102,520 102,043 97,036 97,370 94,581 92,482
3 111,328 108,398 104,980 104,492 99,365 99,707 96,851 94,702
4 114,000 111,000 107,500 107,000 101,750 102,100 99,175 96,975
5 116,736 113,664 110,080 109,568 104,192 104,550 101,555 99,302
6 119,538 116,392 112,722 112,198 106,693 107,059 103,992 101,685
2003-2004 ETAA SALARY GUIDE
STEP HSP FMSP DSP/EP D.SPS DIS/DAES EHSVP FMSVP EVP 12 Mo.
1 109,091 106,219 102,870 102,391 97,368 97,703 94,904 92,798
2 111,655 108,715 105,287 104,797 99,656 99,999 97,134 94,979
3 114,279 111,270 107,762 107,260 101,998 102,349 99,417 97,211
4 116,964 113,885 110,294 109,781 104,395 104,754 101,753 99,495
5 119,713 116,561 112,886 112,360 106,848 107,216 104,144 101,833
6 122,526 119,300 115,539 115,001 109,359 109,735 106,592 104,226
2004 - 2005 ETAA SALARY GUIDE
STEP HSP FMSP DSP/EP D.SPS DIS/DAES EHSVP FMSVP EVP 12 Mo.
1 112,473 109,512 106,059 105,565 100,386 100,732 97,846 95,675
2 115,026 111,998 108,467 107,961 102,665 103,018 100,067 97,847
3 117,637 114,540 110,929 110,412 104,996 105,357 102,339 100,068
4 120,307 117,140 113,447 112,919 107,379 107,749 104,662 102,339
5 123,038 119,799 116,022 115,482 109,817 110,194 107,038 104,662
6 125,831 122,519 118,656 118,103 112,309 112,696 109,467 107,038
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