Non-Teaching Employees

G. Custodial 50

1. A grievance is a claim by an employee or the Association based upon the interpretation, application, or alleged violation of this agreement, Board policies, and/or administrative decisions affecting the terms and conditions of employment of any employee or group of employees.

2. If, in the judgment of the Association, the grievance affects a group or class of teachers, the Association may submit such grievance in writing to the designee of the Superintendent as stipulated under Level I – initial level.

3. A grievance to be considered under this procedure must be initiated within thirty (30) calendar days from the time when the grievant knew or should have known its occurrence.

4. Failure at any level of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next level. Failure at any level of this procedure to appeal a grievance to the next level within the specified time limits shall be deemed to be waiver of further appeal of the decision.

5. In the event that a grievance is filed and the Board of Education does not complete the procedure as outlined in this Article, it is agreed that the disposition of the grievance shall be ruled in favor of the party grievant. Failure of the grievant to appear before the Board of Education will result in termination of the grievance.

6. Requesting more than one postponement of the hearings by the grievant will result in the termination of the grievance.

7. In the event a grievance is filed with less than thirty (30) school days remaining in the school year, it shall be held in abeyance until the beginning date of the next school year. Therefore, no grievance processes will be held during the summer months.

8. Any party initiating a grievance may be represented at any or all levels of the grievance procedure by himself/herself or, at his/her option, with a representative of his/her own choosing.

9. If in any case, either party, the Board of Education, the employee grievant, and/or the Association, decides to involve a third party to negotiate a grievance, prior notification of two (2) school days is necessary. At this time, either party may ask that the session be delayed to prepare for a session with a third party. This shall not be construed as a postponement.

10. Whenever a grievance is filed or the procedure is being instituted by a member of the Association, each level of the grievance process shall be submitted in writing as well as each level of reply.

11. All meetings and hearings under this procedure shall be private except at the request of the party grievant.

12. All documents, communications, and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel files of any of the participants.

13. Any employee grievant shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been duly determined.

14. No reprisals of any kind shall be taken by the Board or by any member of the administration against any party in interest, and Association representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.

15. The following matters shall not be the basis of any grievance filed under the procedures outlined in this Article:

a) Any matter for which a specified method of review is prescribed by law, or by any rule, regulation or bylaw of the State Commissioner of Education or the State Board of Education.

b) The failure or refusal of the Board of Education to renew a contract of a non-tenured employee or the termination by the Board of a non-tenured employee’s contract during the term thereof.
c) A complaint of any non-tenured or probationary employee that he/she has received an unfavorable supervisory report or that he/she has failed to receive a favorable supervisory report.
d) In matters where the discretion of the Board of Education may not be unlimited but where, after the exercise of such discretion, a further review of the Board's action is available to employees under provisions of state law.

The goal of the district is to have the employee and supervisor and/or Principal attempt to resolve any difference before a formal grievance is filed.

Any employee grievant who has a grievance shall submit in writing to the designee of the Superintendent as follows:

a. Schedule/instruction matters shall be submitted to the Principal.

b. Contract/compensation matters shall be submitted to the Assistant Superintendent for Business.

The designee of the Superintendent shall render a written decision to the employee grievant within five (5) school days of receipt of the grievance.

The employee grievant, no later than five (5) school days after receipt of the decision of the Superintendent’s designee, may appeal the decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing specifying:

a. The nature of the grievance

b. The nature and extent of the injury, loss or inconvenience

c. The results of the previous discussions

d. His/her dissatisfaction with decisions previously rendered

e. The nature of the remedy sought

The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days from the receipt of the appeal. The Superintendent shall communicate his/her decision in writing to the employee grievant, to the Association and to the designee rendering the Level I decision.

If the grievance is not resolved to the satisfaction of the employee grievant, he/she, not later than five (5) school days after receipt of the Superintendent’s decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board of Education. The hearing shall be held within a reasonably expeditious time, but not exceeding thirty (30) calendar days after the receipt of the appeal notice. The Board, or a committee thereof, shall review the grievance, shall hold a meeting, and forward copies thereof to the grievant and to the Association within twenty (20) calendar days of the date of the hearing.

If the decision of the Board does not resolve the grievance to the satisfaction of the employee grievant, and he/she wishes review by a third party, the employee grievant and/or the Association may determine that the matter should be reviewed further. They shall so advise the Board, through the Superintendent, within ten (10) school days of receipt of the Board's decision. At that point, the grievance shall be submitted to advisory arbitration or some form of legal relief. The arbitrator shall be chosen by mutual choice of the Association and Board of Education. The costs of any arbitration would be equally borne by the Board, the employee grievant, and/or the Association. Arbitration shall consist of one (1) arbitrator supplied by the American Arbitration Association.

1. All meetings shall take place at a mutually designated site. All meeting dates shall be established by mutual agreement of both parties. The first meeting shall take place no later than December 1^st with all items to be negotiated presented simultaneously by designated representative(s) of both bargaining units and exchanged at that time. Five (5) copies of each bargaining unit's complete proposal shall be made available at this first meeting.

2. Prior to the first meeting, both bargaining units shall exchange rosters of negotiating team members. There shall be no more than four (4) members of each of the negotiating units, excluding the Board Secretary. If it is necessary for a substitution to be made for either unit, twenty-four (24) hours written and verbal notice shall be given.

3. Each unit may caucus during a meeting if the need arises. There shall be no limitations on the number of times a unit may caucus.

4. At no time shall there be more than two (2) consultants employed by either unit for the purpose of being present for negotiations, excluding the Board Secretary who will be present for record keeping purposes. If a unit desires the use of a consultant, the other unit shall be notified whenever practicable, within twenty-four (24) hours by written and verbal notice of the intent to use consultants. The notification shall include the names of the consultant(s) to be presented and their area of specialization.

At no time shall any visitors, including other members of the Association or Board be permitted to attend negotiation sessions. Under no conditions shall the press or other news media be permitted to be in attendance.

6. If an impasse is reached by either or both parties, the procedures set forth in
Ch. 123, P.L. 74 shall be utilized and adhered to by both parties.

7. It is agreed by both parties that any agreement reached in negotiation sessions will be subject to final approval or rejection by the Board and the membership of the Association.

8. The rules outlined above are procedures to be followed in negotiation sessions and apply only to sessions conducted during the school year 2009-2010 for the purpose of establishing terms and conditions of employment for the school year 2010-2011. Alteration of the rules may be effected by mutual verbal consent.

1. Any teacher who is under a part-time contract shall not be required to stay beyond his/her contracted assignment.

2. The day prior to Thanksgiving will be an early dismissal. During midterms and finals teachers shall work until 2:30 p.m.

1. Five (5) instructional class assignments in a five (5) day week predicated on an eight (8) period schedule. The remaining three (3) periods in the eight (8) period schedule shall consist of a preparation period, departmental professional period, and a duty to be assigned by the Principal. The assignment of in-class support, academic support, math lab, or English lab shall not be counted toward the maximum teaching load of five instructional class assignments in a five-day week.

2. A teacher’s daily schedule shall have the following conditions and limitations:

a) When a teacher has five (5) instructional periods, the teacher must have a preparation period.
b) When a teacher has four (4) instructional periods, the teacher will have a preparation period, and a departmental professional period or a duty.
c) When a teacher has three (3) instructional periods, the teacher will have a preparation period, a departmental professional period, and a duty.
d) Caveat: When necessary, the Principal may utilize a departmental professional period as a duty.

3. Any teacher requested by the administration to teach a sixth instructional class assignment in a five (5) day week predicated on an eight (8) period schedule shall receive a compensation stipend of $5,700 during the term of this contract. Any teacher who teaches a sixth instructional class assignment in a five (5) day week will not be assigned any additional duties. The teacher’s schedule conditions and limitations set forth in Paragraph G.2. above, shall not apply to a teacher teaching a sixth instructional period. In accordance with Paragraph G.1. above, a teacher assigned in-class support, academic support, math lab, or English lab shall not be eligible for this stipend.

4. Any teacher who mentors a student for independent study, in accordance with guidelines for supervision as established by the Board of Education, shall be compensated $1,000 per year.

1. A set dollar amount in increments of $50.00 deducted from the employee's salary and deposited in the following institution.

These deposits shall be made on the 15^th and 30^th of each month upon actual time of deduction.

2. Payroll Savings (U.S. Savings Bond) deducted monthly in increments equal to one or more bonds per month (no partial payments). Savings Bonds will be mailed to the employee at their homes.

Authorization to do so for the school years 2007-2010 must be completed by the individual teacher on a form prescribed by the Board and submitted to the Board Secretary by September 1, 2007, September 1, 2008, and September 1, 2009, respectively. Authorization cannot be withdrawn at any time during the school year.

1. Commendations
2. Recommendations
3. Specific suggestions as to measures which the teacher might take to improve his/her performance in each of the areas wherein recommendations have been indicated
4. Teacher's comments

1. Overall commendations of the teacher as evidenced during the reporting period

2. Overall recommendations for improvement of the teacher as evidenced during the reporting period

3. Specific recommendations for improvement if necessary for the following school year

A summary statement including whether the teacher has met his/her PIP for the school year

Recommendation for contract and/or guide movement

1. A written form of a contract for employment for the next succeeding year providing for at least the same terms and conditions of employment but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association.

2. A written notice that such employment shall not be offered.

1. A written form of a contract for employment for the next succeeding year providing for at least the same terms and condition of employment but with increases in salary and benefits as may be required by law or agreement between the Board and the Association.

A written notice that such employment shall not be offered.

1. Absences due to the death of relatives not living with the immediate family of an employee will be allowed with pay for the day of the funeral. This may be extended by the Superintendent one day upon request because of distance to allow adequate travel time by quickest conveyance.

2. The relationship of deceased to the employee shall be listed on the employee absentee form when completed.

1. Employees requesting extended leaves shall be informed of their eligibility for leave under the law and this agreement.
2. The Board reserves the right to exercise its discretion granted under law to adjust extended leaves of absence to preserve educational continuity in the instructional program or other school operations.
3. All contractual leaves granted by the Board of Education shall run concurrently with leave available for the same circumstances under federal and state statutes.

1. An employee who anticipates a disability shall, if possible, notify his/her immediate supervisor in writing at least ninety (90) days prior to the anticipated commencement of the disability or as soon as the employee knows of it. In the case of pregnancy, the employee shall inform the supervisor of the anticipated delivery date.

2. During the period of disability, an employee shall be entitled to accumulated sick leave and benefits as required under law.

3. The Board of Education reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve educational continuity or other school operations as permitted by law.

a) Child care leave without pay is available to eligible employees either through statutes or through Paragraph 3 of this article.

b) Employees desiring a child care leave shall notify their supervisor of their intent no less than ninety (90) calendar days before the anticipated delivery date. In the case of adoption, employees shall notify their supervisor when application for the adoption is made.

c) Employees seeking child care leave shall inform their supervisor in writing of their selection of contractual or statutory leave and file a formal written application, as soon as possible, but not less than thirty (30) days prior to the anticipated delivery date. In the case of adoption, employees shall file their formal application and their request for a specific leave period as soon as the employee is notified of the date of custody.

d) Upon return from child care leave, an employee who actively worked at least ninety (90) days in a school year that the leave commences or terminates shall have the full year credited for sabbatical and longevity benefits. Placement on the salary guide will be in accordance with negotiated procedures.

2. Statutory Leave: Child care leave is available to eligible employees either under the Federal Family and Medical Leave Act (FMLA) or New Jersey’s Family Leave Act (FLA).

a) In accordance with law, leave time taken under FMLA or FLA cannot be taken consecutively but shall be counted concurrently as time available under both the FMLA and the FLA.

b) Conditions for statutory leave (eligibility, time available, benefits, etc.) will be in accordance with legal requirements. The Board reserves the right to exercise its discretion granted by law to adjust extended leaves of absence to preserve educational continuity in the instructional program or other school operations.

c) Employees who opt for statutory leave shall not be eligible for contractual leave under Paragraph 3 of this article.

a) To avoid unnecessary interruptions in instruction, contractual child care leaves shall commence at the start of a semester and shall terminate at the end of a semester. Exception: non-tenured employees’ child care leaves shall terminate at the end of the school year in which the leave began.

b) Tenured employees may request child care leaves that include the full following academic year and that terminate at the start of the work year in which the employee is scheduled to return to active employment.

c) Time spent on contractual leave shall count towards the time granted for child care leave under both the state and federal statutes.

d) An employee on a contractual leave of absence shall receive benefits, including insurance coverage, as required by law.
e) Approval of contractual leave is conditioned upon adequate staffing, instructional needs, and operational needs as determined by the Board of Education. No request will be disapproved arbitrarily, discriminatorily or capriciously.

4. Extensions

a) Employees may request extensions or other adjustments to the conditions of leaves defined above.

b) The Board of Education will consider requested exemptions or other adjustments to the conditions of the leave on a case-by-case basis and adjustments shall be at the full discretion of the Board and shall not be subject to arbitration.

An employee may request a leave without pay for personal reasons to be set forth in the application for said leave. The Board of Education will consider the requested leave on a case by case basis and the granting of this leave shall be at the full discretion of the Board and shall not be subject to arbitration.

B. The teacher shall have completed at least six (6) full school years of service in the Lenape Valley Regional School District. Application may be made during the sixth year by December 1^st for leave during the seventh year.

C. The Board shall reimburse a teacher who is on sabbatical leave as follows:

1. Reimbursement at sixty percent (60%) of annual salary prorated for a period not to exceed one (1) year.

2. All insurance, pension and benefits shall remain in effect during sabbatical leave provided they are in keeping with New Jersey Statutes and the existing policy of the Lenape Valley Regional Board of Education.

3. Teachers on sabbatical leave must sign a contract for the ensuing year and return to teach at Lenape Valley. Failure to do so will result in a forfeiture of salary equal to the amount paid by the Lenape Valley Regional Board of Education while the teacher was on sabbatical.

4. Teachers on sabbatical leave will accrue one (1) year's experience during the leave for credit on the teacher’s salary guide.

1. Consultation with the Supervisor of Instruction and the cooperating teacher involved.

2. An interview with prospective student teacher during which his/her academic credentials will be reviewed by all interested parties.

The Superintendent shall request each prospective student teacher to provide prospective cooperating teachers with a transcript of college courses and grades to date, and a statement from his college assessing his potential strengths and weaknesses.

The Board agrees to supply Dental Coverage for Employee, Spouse and Dependents.

Retirees shall have the option to continue group dental benefits through the current Board of Education health care provider.

Family coverage: $3,000
Husband/wife coverage: $2,000
Parent/child coverage: $1,500
Single coverage: $1,000

The “buy-out” payment will be remitted to the employee at the conclusion of the school year on June 30, 2008, June 30, 2009, and June 30, 2010, respectively, when elected annually by the employee during the term of this contract. The “buy-out” money is fully taxable and will be included on the employee’s annual W-2, and will be subject to normal state and federal withholding requirements.

2007-2008: Seventy-five percent (75%) of the current rate of tuition at New Jersey State Colleges
2008-2009: Seventy-five percent (75%) of the current rate of tuition at New Jersey State Colleges
2009-2010: Seventy-five percent (75%) of the current rate of tuition at New Jersey State Colleges

2007-2008 Seventy-five percent (75%)
2008-2009 Seventy-five percent (75%)
2009-2010 Seventy-five percent (75%)
of the current rate of tuition at Rutgers University, or the same percentage of the tuition at the college or university of the teacher’s choice, whichever is the lesser amount, i.e., no tuition will be reimbursed at an amount greater than the current rate of tuition at Rutgers University (as specified above).

In addition, the teacher must have a contract with the Board which is in full force and effect at the time of the reimbursement. Nor shall there be any letter of resignation on file at the time.

B. Amount of Fee

1. Notification

Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of regular membership dues, initiation fees and assessment charged by the Association to its own members for that membership year. The representation fee to be paid by nonmembers will be determined by the Association in accordance with the law.

In order to adequately off set the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees, and assessments charged by the Association to its members, less the cost of benefits financed through the dues, fees, and assessments and available to or benefiting only its members, but in no event shall such representation fee exceed eighty-five (85%) percent of the regular membership dues, fees, and assessments. If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed; said increase become effective as of the beginning of the Association membership year immediately following the effective date of the change.

1. Demand and Return System

Prior to deduction of any representation fee, the Association must submit to the Board of Education evidence of a system established to permit any public employee who pays a representation fee, in lieu of dues, to receive a review of the fee paid through a full and fair hearing. The burden of proof shall be upon the Association to prove that the representation fee paid was in accordance with established law. If dissatisfied with the result of said hearing, the public employee may appeal to a three-member State Board.

Once during each membership year covered in whole or in part this agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. Representation fees will be deducted prospectively only.

The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:

a) Fifteen (15) days after receipt of the aforesaid list by the Board; or

b) Thirty (30) days after the employee begins his or her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid fifteen (15) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later.

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

The Association will notify the Board in writing of any changes in the list provided for in Paragraph 2 above and/or the amount of the representation fee. Such changes will be reflected in any deduction made more than fifteen (15) days after the Board receives said notice.

The Association shall indemnify and hold harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses that may arise out of, or by reason of, any action taken or not taken by the Board in conformity with this provision (Article XXIV).

2. When needed, overtime work shall be scheduled among custodians in accordance with the following:

Two (2) weeks prior to the start of each calendar quarter custodians desiring to work overtime during that quarter shall sign their name to the “overtime desired” list. When during the quarter the need for overtime arises, custodians having listed their names will be selected in order of their seniority on a rotating basis. Those absent, or on leave, shall be passed over. If the voluntary “overtime desire” list does not provide sufficient available custodians, the employer shall assign other employees to the extent needed in order of seniority on a rotating basis.

All twelve (12) month contractual secretaries shall receive the following paid holidays:

1. Labor Day
2. Thanksgiving (two days)
3. December 24
4. December 25
5. New Year’s Eve
6. New Year’s Day
7. President’s Day
8. Good Friday
9. Memorial Day
10. Independence Day
11. NJEA annual state convention (two days)

1. Labor Day
2. Thanksgiving (two days)
3. School Holiday Recess
4. Presidents’ Day
5. Good Friday
6. School Spring Recess
7. Memorial Day
8. NJEA annual state convention (two days)

Labor Day
Columbus Day
Veteran’s Day
Thanksgiving (two days)
December 24
December 25
New Year’s Day
President’s Day
Good Friday
Memorial Day
Independence Day

During the first contract year, vacation time shall be earned at a rate of one (1) day per month starting in the third month of employment.

During the second through fifth contract years, the employee shall be entitled to ten (10) days of vacation time.

During the sixth through tenth contract year, the employee shall be entitled to fifteen (15) days of vacation time.

Beginning with the eleventh contract year, the employee shall be entitled to one (1) additional day per contract year to a maximum of twenty (20) days.

Eligible employees must apply for vacation to the Superintendent and/or Assistant Superintendent for Business at least four (4) weeks in advance on the start date. Special consideration shall be given to emergencies. All applications are subject to final approval by the Superintendent.

Vacations will be granted only at times of the year when they will not interfere with normal job duties.

Payment in lieu of vacation is prohibited. Vacation days may not be accrued. Failure to take vacation will result in the loss of vacation time.

		1	2	3	4	5	Max
Head Coach	2007-2008	5,400	5,800	6,200	6,600	7,000	11,000
Football	2008-2009	5,500	5,900	6,300	6,700	7,100	11,000
	2009-2010	5,600	6,000	6,400	6,800	7,200	11,000
Assistant Coach	2007-2008	3,400	3,800	4,200	4,600	5,000	8,000
Football	2008-2009	3,500	3,900	4,300	4,700	5,100	8,000
	2009-2010	3,600	4,000	4,400	4,800	5,200	8,000
Head Coach	2007-2008	4,000	4,400	4,800	5,200	5,600	8,400
Wrestling	2008-2009	4,100	4,500	4,900	5,300	5,700	8,400
Basketball	2009-2010	4,200	4,600	5,000	5,400	5,800	8,400
Assistant Coach	2007-2008	2,600	3,000	3,400	3,800	4,200	6,200
Wrestling	2008-2009	2,700	3,100	3,500	3,900	4,300	6,200
Basketball	2009-2010	2,800	3,200	3,600	4,000	4,400	6,200
Head Coach	2007-2008	3,300	3,700	4,100	4,500	4,900	7,200
Baseball, Lacrosse	2008-2009	3,400	3,800	4,200	4,600	5,000	7,200
Softball	2009-2010	3,500	3,900	4,300	4,700	5,100	7,200
Soccer, Track, Swimming Field Hockey
Assistant Coach	2007-2008	2,600	3,000	3,400	3,800	4,200	5,200
Baseball, Lacrosse	2008-2009	2,700	3,100	3,500	3,900	4,300	5,200
Softball	2009-2010	2,800	3,200	3,600	4,000	4,400	5,200
Soccer, Track, Swimming, Field Hockey
Head Coach	2007-2008	2,600	3,000	3,400	3,800	4,200	6,200
Cross Country	2008-2009	2,700	3,100	3,500	3,900	4,300	6,200
Tennis Golf	2009-2010	2,800	3,200	3,600	4,000	4,400	6,200
Winter Track Bowling
Assistant Coach	2007-2008	2,300	2,700	3,100	3,500	3,900	4,400
Cross Country	2008-2009	2,400	2,800	3,200	3,600	4,000	4,400
Tennis, Golf	2009-2010	2,500	2,900	3,300	3,700	3,700	4,400
Winter Track, Bowling
Weight Room	2007-2008	2,600	per season - FALL, WINTER, SPRING
Supervisor	2008-2009	2,700	per season - FALL, WINTER, SPRING
	2009-2010	2,800	per season - FALL, WINTER, SPRING

Cluster A:	Yearbook Advisor, Marching Band Director, Musical Production Advisor,
	Head Cheerleading Advisor, Student Council
		1	2345Max
	2007-2008	3,500	3,7003,9004,2004,5005,700
	2008-2009	3,600	3,8004,0004,3004,6005,700
	2009-2010	3,700	3,9004,1004,4004,7005,700
Cluster B:	Yearbook Business Manager, Marching Band Assistant, Assistant Cheerleading Advisor,
	Winter Cheerleading/Dance Team Advisor, Technical Director (Musical), Drama Advisor,
	National Honor Society Advisor, Choral Advisor, Peer Leader Advisor
		1	2345Max
	2007-2008	2,500	2,7002,9003,2003,5004,700
	2008-2009	2,600	2,8003,0003,3003,6004,700
	2009-2010	2,700	3,0003,2003,5003,7004,700
Cluster C:	Interact Advisor, Debate Team Advisor, Technical Director (Drama), FBLA Advisor
	Stage Band Advisor, DECA Advisor, Academic Quiz Bowl Advisor
		1	2345Max
	2007-2008	1,900	2,1002,3002,6002,9003,700
	2008-2009	2,000	2,2002,4002,7003,0003,700
	2009-2010	2,100	2,3002,5002,8003,1003,700
Cluster D:	PRIDE Advisor, German Folk Club Advisor, International Friendship Circle Advisor, Mock Trial Advisor, Gifted/Talented Advisor
		1	2345Max
	2007-2008	1,300	1,4001,5001,6001,7002,500
	2008-2009	1,400	1,5001,6001,7001,8002,500
	2009-2010	1,500	1,6001,7001,8001,9002,500
Cluster E:	Percussion/Drum Line Instructor, Marching & Maneuvering Instructor
	2007-2008	1,350
Stipend	2008-2009	1,400
	2009-2010	1,450
Cluster F:	Newspaper		550 per issue with class participation
			750 per issue without class participation
	Literary Magazine	2007-2008	2008-20092009-2010
			3,3003,5003,700
	Class Advisor	9th Grade	10th Grade11th Grade12th Grade
	2007-2008		1,5001,6001,9002,100
	2008-2009		1,6001,7002,0002,200
	2009-2010		1,7001,8002,1002,300

	2007-2008	2008-2009	2009-2010
1	$30,000	$31,200	$32,450
2	$30,835	$31,950	$33,150
3	$31,670	$32,700	$33,850
4	$32,505	$33,450	$34,550
5	$33,340	$34,200	$35,250
6	$34,175	$34,950	$35,950
7	$35,015	$35,700	$36,650
8	$36,020	$36,455	$37,350
9	$37,056	$37,530	$37,965
10	$37,855	$38,605	$39,085
11	$38,685	$39,655	$40,210
12	$39,515	$40,705	$41,610
13	$40,345	$41,755	$43,010
14	$41,160	$42,805	$44,517

*10 month Secretaries will have a salary equal to 5/6 of the 12 month guide