WOODCLIFF LAKE CONTRACT AGREEMENT
FOR THE
2005-2006 SCHOOL YEAR
THROUGH THE
2007-2008 SCHOOL YEAR
between
THE WOODCLIFF LAKE BOARD OF EDUCATION
AND
THE WOODCLIFF LAKE EDUCATION ASSOCIATION
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INDEX
Page
PREAMBLE ........................................................................................................................3
I. RECOGNITION..................................................................................................................4
II. NEGOTIATION OF SUCCESSOR AGREEMENT ...........................................................5
III. GRIEVANCE PROCEDURE ..............................................................................................6
IV. TEACHERS’ RIGHTS ......................................................................................................12
V. ASSOCIATION RIGHTS AND PRIVILEGES.................................................................14
VI. TEACHER WORK YEAR................................................................................................16
VII. TEACHING HOURS AND TEACHING LOAD..............................................................17
VIII. NONTEACHING DUTIES ...............................................................................................19
IX. TEACHER EMPLOYMENT ............................................................................................20
X. SALARIES ........................................................................................................................22
XI. TEACHER ASSIGNMENT...............................................................................................23
XII. VOLUNTARY TRANSFERS AND ASSIGNMENTS .....................................................24
XIII. INVOLUNTARY TRANSFERS AND REASSIGNMENTS..............................................25
XIV. PROMOTIONS..................................................................................................................26
XV. FAIR DISMISSAL PROCEDURE....................................................................................27
XVI. TEACHER-ADMINISTRAION BOARD-LIAISON.......................................................28
XVII. TEACHER - OBESERVATION - EVALUATION............................................................29
XVIII. ABSENCES AND LEAVES..............................................................................................31
XIX. PROFESSIONAL DEVELOPMENT................................................................................41
XX. DEDUCTION FROM SALARY.......................................................................................47
XXI. HOME TEACHING, SUMMER EMPLOYMENT AND FEDERAL PROGRAMS........49
XXII. SPECIALISTS ...................................................................................................................50
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XXIII. MISCELLANEOUS PROVISIONS..................................................................................51
XXIV. REPRESENTATION FEE .................................................................................................53
XXV. DURATION OF AGREEMENT........................................................................................55
A. SALARY FORMULA .......................................................................................................57
A-1. SALARY GUIDE (2005-2006) .........................................................................................58
A-2. SALARY GUIDE (2006-2007) .........................................................................................59
A-3. SALARY GUIDE (2007-2008) .........................................................................................60
A-4. STAFF ADVANCEMENT/PLACEMENT CHART .........................................................61
B. INSURANCE PROTECTION...........................................................................................62
C. EXTRA CURRICULAR GUIDE/ENRICHMENT CLUB COMPENSATION ...............64
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PREAMBLE
This Agreement entered into this day of , 2005, by and between the Board
of Education of the Borough of Woodcliff Lake, New Jersey (hereinafter referred to as the
“Board”), and the Woodcliff Lake Education Association (hereinafter referred to as the
“Association”).
WITNESSETH:
WHEREAS, the Board has an obligation, pursuant to Chapter 123, Public Laws 1974 to
negotiate with the Association as the representative of employees hereinafter designated with
respect to the terms and conditions of employment; and
WHEREAS, the parties have reached certain understandings which they desire to confirm in
this Agreement; be it
RESOLVED, in consideration of the following mutual covenants, it is hereby agreed as
follows:
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ARTICLE I
RECOGNITION
A. The Board hereby recognizes the Association as the exclusive and sole representative for
collective negotiations concerning grievances and terms and conditions of employment
for all educationally certified personnel, whether under contract, on leave, full or regular
part-time, employed by the Board.
Including: Classroom Teachers, Speech Therapists, Reading Specialists, Learning
Disabilities Specialists, Librarians, Nurses, Guidance Counselors,
Psychologists, and all other certificated personnel not specifically
excluded.
But excluding: Superintendents, Assistant Superintendents, Principals, the Board Secretary,
Assistant Principals, Administrative Assistants, Substitute Teachers,
Supervisory Personnel, Secretarial Personnel, Clerical Personnel, Custodial
Personnel, Maintenance Personnel, Cafeteria Personnel, Teacher Aides and
Supply Clerks.
B. Unless otherwise indicated, the term “teachers” when used hereinafter in this Agreement,
shall refer to all professional employees represented by the Association in the negotiating
unit as defined above.
C. The Association shall remain the exclusive and sole representative of the above in reference
to the functions in “A” as long as it maintains a majority representation of said certified
personnel.
D. On or before October 15th of each year, the Association shall certify its membership to the
Board of Education if requested.
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ARTICLE II
NEGOTIATION OF SUCCESSOR AGREEMENT
A. The parties agree to enter into collective negotiations over a successor Agreement in
accordance with the New Jersey Employer-Employee Relations Act and in accordance
with the rules of the Public Employment Relations Commission.
B. Any tentative agreement reached between the regular committee of the Board and the
Association shall be subject to approval by a majority vote of the full Board at a public
meeting and a majority vote of the Association.
C. Only those settlements agreed to by both parties as stated in this Agreement, following the
necessary acceptances or ratification, shall be in effect for the duration of the Agreement.
D. 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.
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ARTICLE III
GRIEVANCE PROCEDURE
A. Definitions
1. Grievance
A grievance is an appeal regarding the terms and conditions of employment of a
teacher or group of teachers. The term “grievance” and the procedure relative
thereto shall not be deemed applicable in the following instances:
a) The failure or refusal of the Board to renew a contract of a nontenure
teacher, or a teacher not renewed in a nontenured position except that appeal
for renewal of contract ends with a meeting with the Superintendent of
Schools. The grievant may appeal in writing to the Board of Education
requesting an informal appearance. The Board shall respond to such a
request in writing granting such an appearance. (Ref. 18A:27-10).
b) In matters where the Board is without authority to act.
2. Aggrieved Person
The term “aggrieved person” is the person or persons or the Association making the
complaint.
3. Party in Interest
The term “party in interest” is the person making the claim and any person,
including the Association, who might be required to take action or against whom
action might be taken in order to resolve the claim.
B. Purpose
The purpose of this procedure is to secure, at the lowest possible level, equitable solutions
to the problems which may from time to time arise affecting teachers. The parties in interest
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and their representatives agree that these proceedings will be kept as informal and
confidential as may be appropriate at any level of the procedure.
C. Procedure
1. Time Limits
Since it is important that grievances be processed as rapidly as possible, the number
of days indicated at each level should be considered as a maximum and every effort
should be made to expedite the process. The time limits specified may, however, be
extended by mutual agreement.
2. Year-End Grievances
In the event a grievance is filed at such time that it cannot be processed through all
the steps in this grievance procedure by the end of the school year, and, if left
unresolved until the beginning of the following school year, could result in
irreparable harm to a party in interest, the time limits set forth herein shall be
reduced so that the grievance procedure may be exhausted prior to the end of the
school year or as soon thereafter as is practicable.
3. Level One - Building Principal
A teacher with a grievance shall, not later than eighteen (18) days following the
occurrence thereof, discuss the matter orally with his/her principal with the objective
of resolving the matter informally. If the aggrieved person is not satisfied with the
disposition of his/her grievance, he/she may present his/her grievance in writing,
within ten (10) school days after the original discussion, to the principal, who will
render his/her written decision to the aggrieved person no later than the fifth school
day after receipt of the grievance.
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The original written grievance shall contain the following elements:
a) Specific statement of the facts of the grievance.
b) The alleged violation under the definition “grievance” in this contract.
c) The reasons for dissatisfaction with the prior administrative decision or its
response.
d) The relief sought.
4. Level Two – Superintendent
If the aggrieved person wishes to appeal from the decision of the principal, a copy of
the grievance and the decision shall be forwarded to the Superintendent within ten
(10) school days after receipt of a written decision. Within ten (10) school days
from the receipt of the request for appeal, the Superintendent will call a hearing.
The Superintendent shall, within five (5) school days after such hearing, render a
written decision with reason(s) and shall furnish copies thereof to the aggrieved
person and his/her principal.
5. Level Three - The Board - Final Authority
In the event the aggrieved person shall wish to appeal from the decision of Level
Two, he/she shall, within ten (10) school days, file with the Secretary of the Board a
notice of his/her appeal stating specifically the grounds for the grievance, a copy of
the original grievance and the nature of the relief sought. The Board Secretary shall,
upon receipt of such an appeal, notify the Board, and the Board shall, within ten (10)
school days thereafter, fix a time and place of hearing.
At said hearing the presence of the aggrieved person and/or his/her representative
shall be required. The Board and the aggrieved person may require the presence of
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witnesses and necessary records. Within ten (10) school days after the hearing, a
determination shall be made and all parties in interest shall be notified in writing of
the determination. The Board’s decision shall be final, subject to further provisions
of this Agreement.
If the Board shall have denied the relief sought in four bona fide grievances arising
from different occurrences and the grievant in each case shall have so stated in a
notice addressed to the Board within ten (10) days of each such determination, then
the fifth, and each subsequent grievance shall be handled as follows:
a) Either of the parties to this Agreement may, within ten (10) days after notice
of the Board’s determination, request of the American Arbitration
Association a list of five arbitrators to serve as Advisory Arbitrator for the
grievance in question.
b) The parties shall alternately strike a name from the list supplied by the
American Arbitration Association and the remaining name shall be appointed
as the Advisory Arbitrator .
c) The Arbitrator’s function shall be to render an advisory opinion as to the
right of the grievance to the relief sought.
d) The Arbitrator’s advisory decision shall be in writing and shall set forth the
Arbitrator’s findings of fact and conclusions, together with the reasoning by
which such conclusions were reached.
e) The costs for the services of the Arbitrator shall be borne equally by the
Board and the Association. Any other expenses incurred shall be paid by the
party incurring the cost.
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f) After review and consideration, the Board shall accept or reject the Advisory
decision of the Arbitrator at its next regular meeting and shall notify the
aggrieved party of its decision in writing, within five (5) days of its decision.
g) If, during the life of this Agreement, the Board rejects two (2) Advisory
Arbitrator’s decisions, then the decision of the Arbitrator in the third, and
each subsequent grievance shall be binding and conclusive on both parties.
The procedure set forth in paragraphs (a) through (e) of this ARTICLE shall
govern the binding arbitration, except that all references to advisory
arbitration contained therein shall refer instead to binding arbitration.
h) In no event, whether the arbitration be advisory or binding, shall the
Arbitrator have authority to modify, alter, or amend this Agreement.
6. a) If, in the judgment of the Association, a grievance affects a group or
class of teachers in more than one school, the Association may, not later than
fifteen (15) school days following the occurrence thereof, submit such
grievance in writing to the Superintendent directly and the processing of
such grievance shall be commenced at Level Two. The Association may
process such a grievance through all levels of the grievance procedure.
b) If the group grievance pertains to teachers in one school, the grievance shall
commence at Level One.
7. Inaction by anyone other than the aggrieved person(s) at Levels One and Two for the
period specified for action shall be a basis for moving to the next level.
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8. Inaction by the aggrieved person(s) within the time period specified for action at any
level shall mean abandoning of the grievance and the matter will be settled on the
terms of the last response.
9. During the pendency of any grievance, the grievant and all other teachers shall
continue to perform all duties and responsibilities as required by the Board and
Administration until the matter has been fully litigated.
D. Rights of Teachers to Representation
1. Teacher and Association
Rights of any aggrieved person shall be protected as guaranteed by statute.
2. Meetings and Hearings
All meetings and hearings under this procedure shall not be conducted in public and
shall include only such parties in interest and their designated or selected
representative heretofore referred to in this ARTICLE.
3. Separate Grievance File
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 file of any of the participants.
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ARTICLE IV
TEACHERS’ RIGHTS
A. Except as herein provided, public employees shall have, and shall be protected in the
exercise of, the right to form, join and assist, freely and without fear of reprisal, any
employee organization or to refrain from any such activity.
B. Whenever any teacher is required to appear before the Board concerning specific charges
which could adversely affect the continuation of that teacher’s employment or the salary or
any increments pertaining thereto, then he/she shall be given prior written notice of the
reasons one week before such meeting or interview and shall be entitled to have a
representative of the Association present to advise him/her and represent him/her during
such meeting or interview. Any suspension of a teacher by the Superintendent or principal
shall be with pay until charges have been heard by the Board at a formal Board meeting.
C. Adverse criticism by an administrator of a teacher and his/her instructional methodology
shall continue to be made in confidence and not in the presence of students, parents or other
public gatherings.
D. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as
he/she may have under New Jersey School Laws or other applicable laws and regulations.
The rights granted to teachers hereunder shall be deemed to be in addition to those provided
elsewhere in this contract, provided said rights do not limit or interfere in any way with the
powers and duties and responsibilities of the Board under applicable law.
E. No discipline or reprimand shall result in reduction of rank, compensation or deprivation of
any professional advantage without just cause. Any such action asserted by the Board or
any agent or representative thereof, shall be subject to the grievance procedure herein set
forth, with the exception of a nonrenewal of nontenure teacher’s contract.
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F. No teacher shall be prevented from wearing pins or other reasonable identification of
membership in the Association or its affiliates.
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ARTICLE V
ASSOCIATION RIGHTS AND PRIVILEGES
A. Whenever any representative of the Association or any teacher(s) is required by the
Board to participate during working hours in negotiations, grievance proceedings,
conferences, or meetings, he/she shall suffer no loss in pay.
B. The Association shall have the right to use school facilities and equipment, including
typewriters, mimeographing machines, other duplicating equipment, calculating machines,
and all types of audio-visual equipment, at reasonable times on school premises for
Association business only, when such equipment is not otherwise in use. The Association
shall pay for the actual cost of all materials and supplies incidental to such use, and for any
repairs necessitated as a result thereof.
C. The rights and privileges of the Association and its representatives as set forth in this
Agreement shall be granted only to the Association as the exclusive representative of the
teachers.
D. The second Wednesday of each month will be set aside for Association meetings, which will
start promptly at 2:45 p.m. These meetings shall not be pre-empted by any other activity
such as faculty meetings, conferences, clubs, or rehearsals, except in cases of extreme
emergency.
E. In the event of the closing of school due to a holiday or emergency, the Association shall
hold its regular meeting at 2:45 p.m. on the following Wednesday immediately after the
reopening of school, subject to the provisions of Paragraph D.
F. The Board shall grant up to a maximum of two (2) days leave to a designated Association
representative to attend N.J.E.A. workshops, etc., upon approval of the Superintendent for
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days and substitutes, but not for reimbursement of costs of workshops or expenses for travel,
etc.
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ARTICLE VI
TEACHER WORK YEAR
A. In-School Work Year
1. The in-school work year for teachers employed on a ten month basis (other than new
personnel who may be required to attend an additional one (1) day of orientation)
shall be no more than two (2) days beyond the student calendar, however, it shall not
exceed 184 work days. One day shall be used as an inservice day not to be held on
the first or last work day, nor shall it occur during a vacation recess. The students
shall not attend on the teachers’ first day of work.
2. The in-school work year shall include all days when pupils are in attendance plus
orientation days, and any other days on which teacher attendance is required.
3. Teacher attendance shall not be required whenever student attendance is not required
due to inclement weather. It is agreed, that work time so lost will be made up as
scheduled by the administration contiguous with the school year and/or vacation
time during the school year.
4. The day preceding Thanksgiving recess shall be a one session day. The day
preceding Easter recess shall be a full day. If the last day preceding Christmas recess
is December 23, it shall be a one session day. In that event, the next to last student
school day at the end of the school year shall be a full day and the last school day at
the end of the school year shall be a one session day. If the last day preceding
Christmas recess is before December 23, it shall be a full day. In that event, the last
two student school days at the end of the school year shall be one session days.
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ARTICLE VII
TEACHING HOURS AND TEACHING LOAD
A. As professionals, teachers are expected to devote to their assignments the time necessary
to meet their responsibilities. Teachers shall indicate their presence for duty by initialing
the appropriate column of the faculty “sign-in” and “sign-out” roster.
B. Teachers’ in-school work day shall be 8:00 a.m. to 3:30 p.m., or either 7:30 a.m. to 3:00 p.m.
or 8:30 a.m. to 4:00 p.m. (“flexible schedules”). Areas which may be scheduled for flexible
time are special area assignments to include chorus, band, gifted and talented and remedial
programs. The students’ elementary school and middle school day shall be six (6) hours in
length. Effective July 1, 2002, the students’ elementary school and middle school day shall
be increased by fifteen (15) minutes of pupil contact time to six (6) hours and fifteen (15)
minutes. 7:30 a.m. to 3:00 p.m. flexible scheduling shall not take place on days when
faculty meetings are scheduled, or, if they are, the teacher shall be excused from the faculty
meeting. If there are no meetings, conferences, extra-curricular activities, remediation or any
other school activities as may be required by the administration, teachers may leave school
as follows:
Earliest Departure Time
Standard work schedule (8:00 a.m. - 3:30 p.m.) 3:00 p.m.
Flexible Schedule (7:30 a.m. - 3:00 p.m.) 2:30 p.m.
Flexible Schedule (8:30 a.m. - 4:00 p.m.) 3:30 p.m.
Except for emergency circumstances, the Administration shall notify the teacher(s)
concerned at least forty-eight (48) hours in advance of any meetings, conferences or any
other necessary school activities that are likely to extend beyond either 2:30 p.m., 3:00 p.m.,
or 3:30 p.m.
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A committee shall be formed to include the Superintendent, two (2) principals and three (3)
teaching staff members selected by the Association for the purposes of assessing the flexible
scheduling.
C. The same specific day of the week will be designated for staff meetings in both buildings.
The Administration may call other meetings as it deems necessary.
D. Every teacher shall have a duty-free lunch period of at least thirty (30) minutes, not less than
the student lunch period, and a duty-free preparation period in accordance with the length of
the normal class period for that school.
E. The practice of using a regular teacher as a substitute, thereby depriving the teacher of
his/her preparation period, or his/her normal program assignment is undesirable and shall be
discouraged. If a teacher upon request is willing to substitute they will be paid a stipend of
$30.00 if they miss their only preparation period.
F. Written permission for field trips shall be obtained from the Superintendent to guarantee
insurance coverage as a school sponsored activity.
G. All teachers who participate in extracurricular or club activities shall be qualified in the
opinion of the Administration.
H. In addition to the teachers’ regular in-school work day, teachers shall be required to attend
either two (2) evening parent/teacher conferences or one (1) evening parent/teacher
conference and one (1) other evening activity relevant to the teacher’s assignment as
assigned by the Superintendent or his/her designee. A conference and/or evening activity
relevant to the teacher’s assignment shall be scheduled by the Board for a maximum of two
(2) hours in duration; provided, however, that when an evening conference is scheduled a
teacher is permitted to leave once he/she has completed his/her scheduled conference(s).
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ARTICLE VIII
NONTEACHING DUTIES
A. The Board shall employ sufficient clerical staff for the purpose of assisting teachers in the
preparation of materials, correspondence, and other duties related to teachers,
nevertheless, subject to direction by the Administration for assignment to other duties.
B. It is understood that teachers shall not be required to correct standardized tests used on a
district wide basis for all students at the discretion of the Board. However, teachers will be
required to score those standardized tests used for diagnostic purposes and/or evaluation of
students within a classroom or program. In addition, all standardized testing done in
conjunction with the Child Study Team for classification and placement purposes will be
scored by the appropriate team member(s).
C. Teachers will be assigned on a revolving basis with all teachers sharing equal responsibility
for lunch and/or playground duties. A duty-free lunch period will follow this lunch period.
They will be paid a rate of $20.00 per period. The Administration will continue to endeavor
to hire nonteaching personnel, and, if employed, no teacher will be assigned this duty. If
teachers are used for lunchroom duty, a committee will be formed to construct guidelines.
D. Teachers who volunteer to chaperone an overnight activity will be paid at the rate of
$150.00 per night.
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ARTICLE IX
TEACHER EMPLOYMENT
A. Staff Reduction
In accordance with and to the extent required by 18A:28-9, the Board agrees that when
nontenure teachers who are not reemployed for reasons of economy, e.g. lack of funds,
decrease in student enrollment, that teacher will be notified in subsequent years if any new
job openings are available for which he/she qualifies. The teacher in question shall be sent a
written communication from the Superintendent of Schools of such job openings and said
teacher must respond in writing within two weeks of said communiqué. If the teacher in
question does not respond within the allotted two week time period, there shall be no further
obligation on the part of the Board.
B. Placement on Salary Schedule
1. Adjustment to Salary Schedule
a) Any teacher employed for more than one-half of the work year shall be
given full credit for one (1) year of service toward the next increment for the
following year, or in the event of a leave of absence, shall have worked for
more than one-half of the year in which the leave began, except sabbatical.
At the discretion of the administration, any teacher employed for less than
half of the work year may be given full credit for one year of service toward
the next increment for the following year.
b) Credit for Experience
Credit on the Teacher Salary Schedule for previous outside teaching
experience in a public or private school shall be determined by the Board and
the individual teacher on a case-by-case basis upon initial employment in
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accordance with the provisions of Schedules A-1, A-2 and A-3. In addition,
newly hired teachers without previous outside teaching experience in a
public or private school may be placed up to the fifth step on the salary
guide.
C. Notification of Contract and Salary
Teachers shall be notified of their contract and/or position status, and if possible, their salary
for the ensuing year no later than May 15th.
D. Previous Sick Leave Accumulation
Previously accumulated unused sick leave days shall be restored to all teachers returning
from Board approved leaves.
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ARTICLE X
SALARIES
A. Salary Schedule
Schedule “A-1”, “A-2” and “A-3” which are attached hereto set forth the Salary Schedules
for the 2005-2006, 2006-2007 and 2007-2008 School Years. Said Schedules and Stipulation
are hereby made a part of this Agreement.
B. It shall be clearly understood by both parties that the salary schedule does not guarantee an
automatic salary increase. The Board reserves the right to withhold for inefficiency or other
good cause, any and all employment adjustment and/or increments. In the event the Board
wishes to exercise such a right, it does so under the provisions of 18A:29-14 and N.J. Adm.
Code Title 6, Chapter 24.
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ARTICLE XI
TEACHER ASSIGNMENT
A. Notification Date for Presently Employed Teachers
All teachers shall be given written notice of their class and/or subject assignments, building
assignments and room assignments for the forthcoming year by May 15th. Individual
teaching schedules will be sent to teachers by August 15th.
B. Traveling Teachers
1. Schedules
Schedules of teachers who are assigned to more than one school shall be arranged so
that no such teacher shall be required to engage in an unreasonable amount of
interschool travel. Such teachers shall be notified of any changes in their schedules
as soon as practicable.
2. Expenses
Teachers who are specifically requested to use their own automobiles in the
performance of their duties shall be reimbursed for all such authorized travel at the
IRS calculated mileage allowance as of September 1st of each year.
3. Protective Garments
Upon approval by the Building Principal and Superintendent, protective garments
may be purchased. The total amount of money to be expended for protective
garments for all staff in a school year shall not exceed $200.00.
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ARTICLE XII
VOLUNTARY TRANSFERS AND ASSIGNMENTS
A. Teacher Request
A teacher who desires a change in grade and/or subject assignments for the following school
year may file a written request with the Superintendent prior to February 1st.
B. Notice of Vacancies
The Superintendent shall post in both school buildings a list of known vacancies or new
positions which shall occur during the following school year, by May 15th. Any teacher
may apply in writing for such a vacancy within ten (10) school days.
C. Assignment
In the evaluation by the Administration of a request for voluntary reassignment and/or
transfer, the wishes of the individual teacher shall be honored to the extent that the transfer
does not conflict with the instructional requirements and best interests of the school system.
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ARTICLE XIII
INVOLUNTARY TRANSFERS AND REASSIGNMENTS
A. Notice
Where practicable, notice of an involuntary transfer or reassignment shall be given to
teachers by April 1.
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ARTICLE XIV
PROMOTIONS
A. Promotional Positions are defined as follows:
Positions paying a salary differential and/or positions on the administrator-supervisory levels
of responsibility shall be adequately publicized by the Superintendent in accordance with the
following procedure:
1. A copy of said notice shall be posted in each school as far in advance as practicable,
ordinarily at least thirty (30) school days before the final date when applications
must be submitted and in no event less than fifteen (15) school days before such
date. Should this vacancy occur during the summer, teachers should be advised of
the vacancy at their summer and/or home address. Those who desire to apply for
such vacancies shall submit their applications in writing to the Superintendent within
the time limit specified in the notice.
2. The qualifications for the position, its duties, and the rate of compensation, shall be
clearly set forth.
3. Announcements of appointments shall be made by posting a list in the office in each
school building.
B. Other Openings
Other professional positions shall be posted affording teachers the opportunity to apply in
accordance with paragraph A-1 above.
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ARTICLE XV
FAIR DISMISSAL PROCEDURE
1. Date
Re: Donaldson Case/18A:27-3.2 or legal statute
2. Reasons
Re: N.J.S.A. 18A:27-3.2 or legal statute
3. Informal Appearance
Re: N.J.A.C. 6:3-1.20 or legal statute
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ARTICLE XVI
TEACHER - ADMINISTRATION BOARD - LIAISON
A. The Association shall select a committee to meet with a Board/Administration Committee
during the school year.
Organization
Said committee shall not consist of more than four (4) teachers and three (3) Board members
and/or one (1) Administrator.
B. Initiation of meetings shall be in writing, giving reasonable notice, specifying an agenda of
items for discussion. If no notice is made in writing by either party, then there shall be no
need for a meeting. This committee is advisory in nature and is understood by both parties
not to be a Negotiations Committee.
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ARTICLE XVII
TEACHER - OBSERVATION - EVALUATION
A. All monitoring or observation of the classroom performance of a teacher shall be conducted
openly and with full knowledge of the teacher. The use of eaves-dropping, public address,
audio systems, and similar surveillance devices shall be strictly prohibited.
B. Teachers shall be evaluated only by persons certified by the New Jersey State Board of
Examiners as supervisors.
C. Each tenure teacher shall be formally observed at least once during each school year with
the follow-up conference to be held no later than one (1) week after said formal observation.
Each nontenure teacher shall have at least three (3) such observations with the follow-up
conference to be held no later than five (5) school days after said formal observation. For
tenure and nontenure teachers, a minimum of ten (10) school days following said conference
shall occur prior to any additional observations being held. There shall be no less than one
(1) observation and evaluation during each semester for nontenured teachers as mandated by
c. 161, P.L. 1977. All observations shall be completed by April 30. No observations shall
be conducted in the first ten (10) days of school.
D. A teacher shall be given a copy of any formal evaluation report prepared by his/her
evaluator(s) at least one (1) day before any conference to discuss it. No such report shall be
placed in the teacher’s file or any disciplinary action taken without prior conference with
the teacher. No teacher shall be required to sign a blank or incomplete formal observation
form.
E. A teacher shall have the right, upon request to review the contents of his/her personnel file
and to obtain copies of any documents contained therein. A teacher shall be entitled to have
a representative of the Association accompany him/her during such a review.
F. No material derogatory to a teacher’s conduct, service, character or personality shall be
placed in his/her personnel file unless the teacher has had an opportunity to review this
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material. The teacher shall acknowledge that he/she has had the opportunity to review such
material by affixing his/her signature to the copy to be filed, with the express understanding
that such signature in no way indicated agreement with the contents thereof. The teacher
shall also have the right to submit a written answer to such material and his/her answer shall
be reviewed by the Superintendent or his/her designee and attached to the file copy.
G. Although the Board agrees to protect the confidentiality of personal references, academic
credentials and other similar documents, it shall not establish any separate personnel file
which is not available for the teacher’s inspection.
H. Final evaluation of a teacher upon termination of his/her employment shall be concluded
prior to severance, or as soon as possible thereafter not to exceed three (3) working days.
No documents and/or other material shall be placed in the personnel file of such employee
after severance or otherwise, other than in accordance with the procedure set forth in this
ARTICLE.
I. It is understood that classroom observation is but one aspect of the overall evaluation of a
teacher’s performance.
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ARTICLE XVIII
ABSENCES AND LEAVES
A. Definitions
1. Sick leave shall be defined as stated in New Jersey Statutes, 18A:30-1.
2. Leave of absence shall be defined to mean teacher absence from duty because of
reasons other than sick leave.
B. Sick Leave
1. A teacher shall be allowed fifteen (15) days of accumulated sick leave with full pay
under the following conditions:
a) In accordance with existing law 18A:30-2 commencing with the first annual
contract and from the opening day of the school year.
b) Accumulated sick leave not used during any one year will be credited as
additional sick leave as needed in subsequent years.
c) Individuals who utilize all of their accumulated sick leave shall be granted
consideration for additional sick leave as defined in 18A:30-1 et seq.
d) In accordance with the provisions of Chapter 168 of the Laws of 1967:
whenever any teacher is absent from his/her post as a result of personal
injury caused by an accident arising out of or in the course of his/her
employment, there shall be paid to such employee the salary or wages for the
period of such absence for a period not exceeding one calendar year. Such
absence shall not be charged to the annual sick leave or the accumulated sick
leave. The payments herein provided shall be made for absences during the
waiting period and during such periods when the teacher shall receive or is
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eligible to receive temporary disability payments under the provisions of
Chapter 15 of Title 34 of the Revised Statutes.
e) Any salary or wages payable to any teacher under this provision shall be
reduced by the amount of any Workmen’s Compensation Award made for
temporary disability. Whenever payments are made under this section to a
teacher prior to the time when a temporary award shall have been paid, then
the teacher shall pay back to the Board the amount of such temporary
disability payment or payments.
f) Teachers shall be given a written accounting of accumulated sick leave no
later than September 15 of each school year.
g) In the event a teacher is steadily employed for less than the normal number
of teaching days per week that teacher shall be entitled to a prorated number
of sick leave days. A teacher steadily employed on a half-day basis for the
entire academic year shall be entitled to a same number of sick leave days as
a full-time teacher but the pay shall be at the half-time rate.
h) The Board of Education, when it employs any person who has an unused
accumulation of sick leave from another school district in New Jersey, may
credit such teacher, not later than the end of the first year of employment,
with up to seventy (70) days of said sick leave. (Ref. 18A:30-3.2)
i) The Board of Education agrees to implement any State legislation so passed
regarding unused sick leave for teachers.
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2. Teachers may use up to three (3) days of their sick leave days per year to care for an
ill family member. Days that are used are deducted from their fifteen (15) day
annual allocation. Family illness days do not accumulate.
a) This leave may be taken to care for family members as follows: spouse,
child, stepchild, parent, stepparent, mother-in-law, father-in-law, brother,
sister, or a relative living in the household as one of the immediate family.
b) Family illness leave days can only be used after at least two (2) personal
leave days have been used or applied for and approved.
c) Family illness leave days require medical documentation if two or three days
are used consecutively, or if a series of single days are used to deal with a
schedule of related medical treatments (e.g., chemotherapy).
d) Unless there is medical documentation, single family illness leave days
cannot be used immediately before or after a vacation or in a way that would
establish a “4-day weekend.”
This benefit will sunset at the end of this agreement. During the agreement period
the Board and Association will examine its impact. If both are comfortable with the
3-year history, it may be negotiated to be included in the next agreement.
3. Payment for Unused Sick Leave
a) Effective on July 1, 2001, any teacher who (a) gives notice of retirement
pursuant to paragraph B; (b) retires effective on or before the
commencement of the next following school year according to the
provisions of the Teachers’ Pension and Annuity Fund (TPAF) in order to
receive immediate benefits and not merely “deferred retirement”; and (c) has
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twelve (12) years of service in the Woodcliff Lake School District, shall be
eligible for a Sick Leave Payment (as hereinafter defined) which shall be
paid within eight months after the end of the school year in which the teacher
retired. The teacher will give the Board Secretary at least sixty (60) days
notice of the date payment is desired.
b) To be eligible for the foregoing benefit, a teacher must, on or before
December 1st prior to retirement, notify the Board of the intention to retire.
c) The Sick Leave Payment shall be an amount equal to the number of
accumulated Sick Leave Days (as hereinafter defined) as of the end of the
School Year in which the notice is given multiplied by the Daily Salary
(hereinafter defined) for that School Year. In no event shall the sick leave
payment for any teacher exceed $15,000.00. The Daily Salary shall be the
teacher’s annual salary for the School Year in which notice is given divided
by 200. The number of Sick Leave Days shall be the number of
accumulated Sick Leave Days standing to the teacher’s credit at the end of
the School Year in which the notice is given, provided, however, that for this
purpose, the maximum number of Sick Leave Days accumulated by a
teacher for any year shall not exceed ten (10).
d) All payments will be paid from the Board’s monthly bills list.
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C. Leave of Absence
1. Personal Reasons
Category A
a) A teacher, full time or employed to teach more than one-half of a teaching
schedule for a full semester, may be granted up to one (1) day of absence
without pay deduction as needed for personal reasons for the following
specified purposes:
(1) Marriage of oneself or immediate relative.
(2) College graduation of an immediate relative -- husband, wife, son,
daughter, mother, father.
(3) Legal transaction requiring presence (e.g., subpoena, closing on a
house, or meeting with an attorney regarding a property settlement,
criminal or civil action).
(4) Professional examinations (refers to academic testing).
(5) Religious holiday.
(6) Emergency of a personal nature. [An emergency of a personal nature
is a sudden, unanticipated event requiring immediate attention (e.g.,
pipes rupturing in house, family members need for assistance in
getting emergency medical attention, breakdowns of auto -- no
means of transportation to work)].
b) A teacher desiring to use the privilege of absence for one of the reasons in
paragraph (a) herein shall apply to the Superintendent, in writing, at least one
week in advance of the contemplated absence stating the specific category
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for such absence. In matters of an emergency nature, he/she must inform the
Superintendent as soon as possible. All requests must be approved by the
Superintendent, and he/she may require the submission of proof of reason
prior to approval of requests for personal leave in Category A.
Category B
a) A teacher full-time or employed to teach more than one-half of a regular
schedule for a full semester may be granted up to two (2) days of absence
without pay deduction as needed for unspecified personal reasons.
b) A teacher desiring to use the privilege of absence in Category B shall apply
to the Superintendent, in writing, at lease one (1) week in advance of the
contemplated absence.
c) Personal days applied for in this category may not be used on days
immediately preceding or following a school vacation or to create a four (4)
day weekend.
2. Maternity Leave
a) A maternity or child rearing leave arising therefrom not to exceed two (2)
years shall be granted by the Board to any employee upon written request
accompanied by the Superintendent’s recommendation.
b) An employee intending to request maternity leave without pay shall:
(1) Apply for leave within twelve (12) weeks of confirmation of her
pregnancy by her attending physician stating the commencement
date of such leave, and the expected date of her return.
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(2) Supply the administration with a statement in writing, by her
attending physician, attesting her ability to perform her duties
satisfactorily and stating the commencement date of such disability.
(3) Be granted that leave at any time after sixty (60) days from her
application and before the expected date of birth and continuing to a
specific date after birth set forth on her application.
(4) Supply to the administration a statement in writing by her attending
physician attesting to her ability to resume her duties satisfactorily.
(5) A pregnant teacher shall, at her option, to be exercised in writing
prior to the commencement of her maternity leave, be entitled to
accumulated sick leave pay standing to her credit, for that portion of
her maternity leave commencing with the date as of which she is
disabled by reason of her pregnancy from performing her duties
satisfactorily and terminating upon the date of exhaustion of her sick
leave credit, or upon the date of termination of her employment, or
upon the date she is able to resume satisfactory performance of her
duties, whichever of said last mentioned dates shall occur soonest.
The dates of commencement and termination of such pregnancy
disability shall be determined by the written certification of her
attending physician and at the option of the Board, by the written
certification of a physician employed by the Board.
(6) Upon return to duty, the employee shall be guaranteed a position
which is equivalent to the position held at the time her maternity
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leave became effective, if such a position is available or, if not, to a
substantially equivalent position, if available.
(7) It is understood that a leave of absence for maternity need not be
extended to a nontenured teacher beyond the end of the contract year
in which that leave is obtained. Reappointment shall not be denied
on the basis of pregnancy alone.
(8) No teacher shall, on the basis of said leave, be denied the opportunity
to substitute in the Woodcliff Lake School District in the area of her
certification or competence providing she is certified by her
physician to be able to perform her duties.
3. Paternity Leave
a) A paternity leave not to exceed two (2) years shall be granted by the Board to
any employee upon written request accompanied by the Superintendent’s
recommendation.
b) An employee intending to request paternity leave without pay shall:
(1) Apply for leave within twelve (12) weeks of confirmation of the
wife’s pregnancy by her attending physician and state the
commencement date of such leave, and the expected date of return.
(2) Upon return to duty, the employee shall be guaranteed a position
which is equivalent to the position held at the time his paternity leave
became effective, if such a position is available or, if not, to a
substantially equivalent position, if available.
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(3) It is understood that no paternity leave shall commence within ninety
(90) days of school opening.
(4) For continuity, the Board may elect to permit the employee to return
only at the commencement of the school year or at a mutually agreed
upon date.
(5) No teacher shall, on the basis of said leave, be denied the opportunity
to substitute in the Woodcliff Lake School District in the area of his
certification or competence.
4. Leave for Adoption
a) A leave for adoption not to exceed two (2) years shall be granted by the
Board to any employee upon written request accompanied by the
Superintendent’s recommendation.
b) An employee intending to request leave for adoption without pay shall:
(1) Notify the Superintendent of Schools when the request for adoption
has been placed.
(2) Submit notification of custody date to the Superintendent of Schools
and the Board immediately upon receipt of such date from the
adoption agency.
(3) For classroom continuity and education, the Board may elect to
permit the teacher to return only at the commencement of the school
year or at a mutually agreed upon date.
(4) Upon return to duty, the employee shall be guaranteed a position
which is equivalent to the position held at the time his/her Adoption
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Leave became effective, if such a position is available or, if not, to a
substantially equivalent position, if available.
(5) No teacher shall, on the basis of said leave, be denied the opportunity
to substitute in the Woodcliff Lake School District in the area of
his/her certification or competence.
5. Absence for Bereavement
a) In the case of the death of a parent, stepparent, guardian, parent-in-law, step
parent-in-law, brother, sister, wife, husband, domestic partner, child,
stepchild or a relative living in the household as one of the immediate family,
a teacher shall be granted a leave of absence without loss of pay not in
excess of five (5) working days.
b) In the case of the death of a brother-in-law or sister-in-law, a teacher shall be
granted a leave of absence without loss of pay not in excess of three (3)
working days.
c) In the case of the death of a relative not mentioned in a) or b) above, a
teacher shall be granted two (2) days of leave.
d) For the death of a close friend, a teacher may be granted one (1) day of leave
at full pay.
e) Leaves under these regulations must be with the approval of the
Superintendent of Schools.
6. Other Leaves
Other leaves of absence, with or without pay, may be granted by the Board for good
reason.
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ARTICLE XIX
PROFESSIONAL DEVELOPMENT
A. Purpose
The Board and the Association support the principle of continuing professional
development.
B. Graduate Course
1. Tuition Reimbursement and Changes in Salary Guide Placement
To be eligible for tuition reimbursement for graduate courses and changes in salary
guide placement, the teacher shall have been a full time member of the professional
staff for a period of one (1) full school year prior to enrollment in the course.
2. Approval
To be approved for either tuition reimbursement or a change in salary guide
placement, it must first be determined that a course will enhance the value of the
staff member to the school district. Graduate courses for which a teacher plans to
seek eligibility for tuition reimbursement and/or a change in salary guide placement
shall be subject to the prior approval of the superintendent. He/she shall use the
following criteria in making a decision on the eligibility of a course(s):
a) The course will enhance the value of the teacher to the school district.
b) The course is provided by an accredited college or university (not
subcontracted), a description is contained in the institution’s program
brochure, and the instructor is directly employed by the college or university.
c) If the course is a standard graduate course, it shall be in session for at least
12.5 hours for each credit granted. Specialized required Masters and
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Doctoral seminar courses that may not meet these hourly meeting
requirements shall be exempted.
d) Internet, distance-learning, video or other non-traditional courses shall only
be acceptable if such courses both (a) qualify for inclusion in an official
transcript from a four-year college or university that is regionally accredited;
and (b) meet the standards set forth herein:
(1) Outcomes of the course must be the same as traditional courses, i.e.,
individual student assessments and course outcome assessments.
(2) Interaction must be extensive and must comprise of the following
four components:
(i) e-mail;
(ii) conference/”course” rooms:
(a) with asynchronous communication facilitating no
time restrictions
(b) allowing students to post work to be critiqued by
classmates
(iii) “course” chat rooms; and
(iv) online instructional tutors.
(3) Class limits must be twenty (20) students or less, unless adjuncts are
added.
(4) Accountability is attained via student assigned accounts (secure
“folders”) with assignments that are portfolio-based. The uploaded
teacher orientation, expectation and assignments also include a
research project.
(5) Students must be required to produce work that equals or exceeds
traditional course outcomes in both quantity and quality.
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3. Payment
a) Proof of successful completion of the courses (grade B or better) shall be
furnished to the Superintendent and endorsed by him/her before
reimbursement is made.
b) Reimbursement will be 100% of tuition not to exceed $1,000.00 per school
year.
c) Reimbursement to the teacher will be made as soon as possible after:
(1) Receipt by the Superintendent of verification of satisfactory course
completion.
(2) Verification that the teacher is then a full-time employee of the
school district.
4. Post-Master’s Degree Credits
a) A teacher shall not be permitted to receive post-Master’s degree credit for
courses taken before he/she receives his/her Master’s degree. However, all
current employees as of January 15, 1996, shall be permitted to use their pre-
Master’s degree credits for salary guide advancement provided that they
obtain a Master’s degree on or before January 15, 2001. Nothing contained
herein shall require a teacher attain a Master’s degree.
C. Workshops, Seminars, Conferences, Professional Meetings
1. Approval
There shall be established a Professional Development Committee, comprised of
two administrators and four teachers, whose purpose shall be:
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a) To set criteria for approval for professional development activities (e.g.,
workshops, seminars, conferences, professional meetings)
b) Receive and review teacher applications for professional development
activities
c) Grant approval based upon criteria
d) Administer the Board-established fund for this purpose
e) A maximum of five (5) days per school year may be granted by the
Professional Development Committee to a teacher for this purpose.
2. Payment
Reimbursement for registration fees, travel expenses, meals and lodging, where
applicable, will be made within thirty (30) days after submitting reimbursement
forms.
D. Exclusions
The Board of Education will not reimburse a teacher for taking courses which are required
for certification in the area for which the teacher has been employed.
E. Sabbatical Leave
1. Sabbatical leave of absence of one-half or one school year may be granted to a
member of the professional staff after each seven (7) year period of satisfactory
service in the district by the Board upon recommendation of the Superintendent.
2. In order to improve the educational program of the Woodcliff Lake School District
and stimulate professional growth of personnel, a leave may be granted for formal
study, research, writing, travel, exchange teaching or fellowships. Other plans may
be considered on an individual basis.
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3. It is recognized that a sabbatical leave is a powerful means for improving teaching
and supervision.
4. Criteria on which a leave will be recommended by the Superintendent:
a) The primary consideration will be the probable benefit to students and the
school system. Also, the number of years of service, professional
performance, the equity of distribution among departments will be
considered.
b) In order to preserve staff efficiency, the number of leaves in a given year
should not exceed 3% or the nearest whole number above that fraction of the
staff. This is a maximum figure. A lesser number may be recommended by
the Superintendent.
c) A staff member will receive one-half of the full salary which would have
normally been paid if the applicant remained on his/her teaching assignment
for a full year’s leave. For a one-half year leave, the staff member will
receive full salary for the one-half year of leave.
d) A staff member will be reinstated to a substantially equivalent position at the
end of the sabbatical leave, with seniority and cumulative sick leave credit.
If the sabbatical is for a full year, no increment will be granted, if the leave is
for ¢ year and the staff member teaches in the district for the other ¢ year,
an increment will be granted, if recommended by the Superintendent.
e) At the end of the sabbatical leave, a staff member shall return to the district
for at least two (2) full years, or repay the salary given him/her on leave,
unless such a departure is for retirement on a disability pension.
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f) Applications should be made in writing to the Superintendent by October,
one (1) year preceding the period of leave requested. An outline of the
projected program must accompany the application.
g) If the Superintendent has evidence that a teacher on sabbatical leave is not
fulfilling the purpose for which the leave of absence was granted, he/she
shall report this fact to the Board of Education. The Board may terminate
the leave of absence, as of the date of the abuse, after giving the teacher an
opportunity to be heard.
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ARTICLE XX
DEDUCTION FROM SALARY
A. The Board agrees to deduct from the salaries of its teachers dues for the Woodcliff Lake
Education Association, the Bergen County Education Association, the New Jersey
Education Association and the National Education Association, as said teachers
individually and voluntarily authorize the Board to deduct. Such deductions shall be
made in compliance with Chapter 233, Public Laws of 1969 (N.J.S. 52:14-15.9e) and
under rules established by the State Department of Education. Said monies together with
records of any corrections shall be transmitted to the treasurer of the Woodcliff Lake
Education Association by the 15th of each month following the monthly pay period in
which deductions were made. The Association treasurer shall disburse such monies to
the appropriate association or associations. If a teacher desires to discontinue such
deductions, he/she must give the notice required by the State Department of Education
and the deduction will not be effective until the dates established by the State Department
of Education.
B. Each of the associations named above shall certify to the Board, in writing, the current rate
of its membership dues. Any association which shall change the rate of its membership dues
shall give the Board written notice prior to the effective date of such change.
C. Teachers electing to have payroll deductions made to Paragon Federal Credit Union shall
have said deductions mailed to the Credit Union on the day the salary check is issued.
During the life of this contract, the administration will explore the feasibility of providing
direct deposit options to teachers. If such a benefit can be achieved without excessive cost
or business office employee work time, it shall be afforded.
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D. The Association shall indemnify and hold the Board, its members, employees and agents
harmless from any and all claims that may arise from this Article.
E. The Association and the employee who authorized the deduction agree to indemnify and
hold the Board, its officers, agents and employees harmless from any and all claims, liability
and expenses, including the reimbursement of reasonable attorneys fees, fines, interest and
costs of litigation, that may be raised or incurred in connection with the Board withholding a
designated sum of money and remitting the money for a tax sheltered employee. Said
deduction shall be mailed to the appropriate tax sheltered annuity on the day the salary
check is issued.
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ARTICLE XXI
HOME TEACHING, SUMMER EMPLOYMENT AND FEDERAL PROGRAMS
A. Home teaching positions shall be posted first, affording teachers the opportunity to apply,
and the rate of compensation shall be $50.00 per hour for people covered by this
Agreement only.
B. Summer school openings shall be publicized as soon as possible. All teachers in the district
may apply for such openings on a strictly voluntary basis. Compensation for remedial
teaching involving a minimum of three (3) teaching hours per day shall be at the rate of five
hundred seventy-five dollars ($575.00) per week.
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ARTICLE XXII
SPECIALISTS
A. Whenever the substitute teacher list is changed a revised copy shall be posted in the office of
each school.
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ARTICLE XXIII
MISCELLANEOUS PROVISIONS
A. The Board and the Association agree that there shall be no discrimination, and that all
practices, procedures, and policies of the school system shall clearly exemplify that there is
no discrimination in the hiring, training, assignment, promotion, transfer, or discipline or in
the application or administration of this Agreement on the basis of race, creed, color,
religion, national origin, sex, domicile, marital status, political activities or association
activities.
B. Except as this Agreement shall otherwise provide, all terms and conditions of employment
applicable on the effective date of this Agreement to employees covered by this Agreement
as established by the rules, regulations and/or policies of the Board in force on said date
shall continue to be so applicable during the term of this Agreement. Unless otherwise
provided in this Agreement, nothing contained herein shall be interpreted and/or applied so
as to eliminate, reduce or otherwise detract from any teacher benefit existing prior to its
effective date.
C. This Agreement incorporates the total understanding of both parties to these negotiations.
D. The Association recognizes that the Board has the responsibility and authority to manage
and direct on behalf of the public all the operations and activities of the school district to the
full extent authorized by law. The exercise of these powers, rights, authority, duties, and
responsibilities by the Board and the adoption of such rules, regulations and policies as it
may deem necessary shall be limited only by the specific and express terms of this
Agreement.
E. If any provision of this Agreement or any application of this Agreement to any teacher or
group of teachers is held to be contrary to law, then such provision or application shall not
be deemed valid and subsisting, except to the extent permitted by law, but all other
provisions or applications shall continue in full force and effect.
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F. Any individual contract between the Board and an individual teacher, thereto or hereafter
executed, shall be subject to and consistent with the terms and conditions of this Agreement.
If any individual contract contains any language inconsistent with this Agreement, this
Agreement, throughout its duration, shall be controlling.
G. Copies of this Agreement shall be reproduced at the expense of the Board after agreement
with the Association on format within forty-five (45) days after the Agreement is signed.
The Agreement shall be presented to all teachers now employed, and hereafter employed.
H. The Board and the Association agree that the final decision making authority in respect to
the selection or rejection, implementation or abandonment, scope or intensity of any
educational structure, change or innovation must necessarily be in a single body and that the
Board by statutory mandate has been charged with such responsibility that should not be
delegated, except as limited by this Agreement and Chapter 303 of the New Jersey Statutes.
I. 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
registered letter at the following addresses:
1. If by Association to the Board at:
President, Woodcliff Lake Board of Education
Dorchester School
Woodcliff Lake, New Jersey 07675
2. If by the Board to the Association at:
President, Woodcliff Lake Education Association
Woodcliff School
Woodcliff Lake, New Jersey 07677
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ARTICLE XXIV
REPRESENTATION FEE
A. Purpose. If any employee does not become a member of the Association during any
membership year (i.e., September 1 to the following August 31), said employee will be
required to pay a representation fee to the Association for that membership year. The
purpose of this fee will be to offset the employee’s per capita cost of services rendered by
the Association as majority representative.
B. Notification. Prior to the beginning of each membership year, the Association will notify
the Board in writing of the amount of the regular membership dues, initiation fees, and
assessments charged by the Association to its own members for that membership year.
The representation fee to be paid by non-members will be determined by the Association
in accordance with the law.
1. On or about October 15 of each year, the Board will submit to the Association a
list of all employees in the bargaining unit.
2. On or about January 1 of each year, the Association shall notify the Board as to
the names of those employees who are required to pay the representation fee.
3. The Association will notify the Board in writing of any changes in the list
provided for in the preceding paragraph and/or the amount of the representation
fee, and such changes will be reflected in any deductions made more than thirty
(30) days after the Board receives said notice.
4. On or about the last day of each month, beginning with the month this Agreement
becomes effective, the Board will submit to the Association a list of all employees
who began their employment in a bargaining unit position and have been on
payroll (retroactive) during the preceding thirty (30) day period. The list will
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include names,, job titles, dates of employment, and places of assignment for all
such employees. The Board will also notify the Association of any change in the
status of an employee regarding transfer, leave of absence, return from leave,
retirement, resignation, separation from employment, or death.
C. Deduction and Transmission of Fee.
1. The Board will deduct from the salaries of the employees referred to in paragraph
2 of the preceding subsection the full amount of the yearly representation fee in
equal installments beginning with the first paycheck in February.
2. If an employee who is required to pay a representation fee terminates his/her
employment with the Board before the Association has received the full amount
of the representation fee to which it is entitled under this Article, the Board will
deduct the unpaid portion of the fee from the last paycheck paid to said employee
during the membership year in question.
D. Indemnification. The Association agrees to indemnify and hold the Board harmless
against any and all claims demands, suits and/or other form of liability, including but not
limited to attorneys’ fees and/or other legal costs and expenses that may arise out of any
action taken or not taken by the Board pursuant to this Article.
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ARTICLE XXV
DURATION OF AGREEMENT
This Agreement shall be effective as of July 1, 2005 and shall continue in effect until
June 30, 2008 subject to both parties’ right to negotiate over a successor Agreement as provided
in ARTICLE II. This Agreement shall not be extended orally and it is expressly understood that
it shall expire on the date indicated, unless it is extended in writing.
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IN WITNESS WHEREOF, the Association has caused this Agreement to be signed by its
president and secretary and the Board has caused this Agreement to be signed by its president,
attested by its secretary and its corporate seal to be placed hereon.
WOODCLIFF LAKE EDUCATION WOODCLIFF LAKE BOARD
ASSOCIATION OF EDUCATION
___________________________ ___________________________
Mr. Robert Nathin
President
___________________________ ___________________________
Sheila P. Conroy
Board Secretary/Business
Administrator
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SCHEDULE A
SALARY
Salary guides are to be constructed based on percentages added to the scattergram.
Salary guides are to be mutually agreed to by the negotiations committees.
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SCHEDULE A – 1
2005-2006 SALARY GUIDE
STEP BA BA+15 BA+30 MA MA+15 MA+30
A 38,242 39,419 40,698 41,726 43,287 44,823
B&C 39,389 40,602 41,919 42,978 44,586 46,168
D 40,625 41,880 43,232 44,322 45,976 47,604
E 42,035 43,326 44,718 45,848 47,547 49,225
F 43,583 44,925 46,373 47,508 49,318 51,038
G 45,188 46,566 48,027 49,168 50,989 53,087
H 47,096 48,381 49,838 51,499 53,421 55,597
I 49,087 50,506 51,905 53,783 55,812 58,059
J 51,163 52,513 53,922 55,952 58,316 60,739
K 53,330 54,785 56,263 58,373 60,909 63,503
L 55,589 57,072 58,574 60,965 63,581 66,528
M 57,945 59,467 61,029 63,666 66,444 69,515
N 60,402 62,019 63,692 66,660 69,616 72,758
O 62,966 64,684 66,519 69,822 72,906 76,254
P 66,008 67,852 69,689 73,539 76,670 80,084
Q 69,203 71,118 73,021 77,334 80,708 84,229
R 72,459 74,529 76,592 82,113 85,968 89,795
Off-Guide: Staff who were off-guide (OG) in 2004-05 will receive a $1,000 increase in
2005-06. No one else will move off-guide.
A teacher shall not be permitted to receive post-Master’s degree credit for courses taken
before he/she receives his/her Master’s degree. However, all current employees as of January
15, 1996, shall be permitted to use their pre-Master’s degree credits for salary guide
advancement provided that they obtain a Master’s degree on or before January 15, 2001.
Nothing contained herein shall require a teacher attain a Master’s Degree.
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SCHEDULE A – 2
2006-2007 SALARY GUIDE
STEP BA BA+15 BA+30 MA MA+15 MA+30
A&B 40,500 41,634 42,800 44,383 46,159 48,190
C&D 41,890 43,063 44,269 45,907 47,743 49,844
E 43,328 44,542 45,789 47,483 49,382 51,555
F 44,816 46,071 47,361 49,113 51,078 53,325
G 46,541 47,844 49,184 51,004 53,044 55,378
H 48,333 49,687 51,078 52,968 55,086 57,510
I 50,194 51,599 53,044 55,007 57,207 59,724
J 52,126 53,586 55,086 57,125 59,410 62,024
K 54,133 55,649 57,207 59,324 61,697 64,412
L 56,217 57,792 59,410 61,608 64,072 66,891
M 58,382 60,017 61,697 63,980 66,539 69,467
N 60,630 62,327 64,072 66,443 69,101 72,141
O 62,964 64,727 66,539 69,486 72,266 75,445
P 65,388 67,219 69,101 72,669 75,575 78,901
Q 67,905 69,807 71,761 75,997 79,037 82,514
R 70,520 72,494 74,524 79,477 82,907 86,554
S 73,459 75,529 77,592 83,113 86,968 90,795
Off-Guide: Staff who were off-guide (OG) in 2005-06 will receive a $1,000 increase in
2006-07. No one else will move off-guide.
A teacher shall not be permitted to receive post-Master’s degree credit for courses taken
before he/she receives his/her Master’s degree. However, all current employees as of January
15, 1996, shall be permitted to use their pre-Master’s degree credits for salary guide
advancement provided that they obtain a Master’s degree on or before January 15, 2001.
Nothing contained herein shall require a teacher attain a Master’s Degree.
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SCHEDULE A – 3
2007-2008 SALARY GUIDE
STEP BA BA+15 BA+30 MA MA+15 MA+30
1 41,400 42,559 43,751 45,282 47,130 49,156
2 42,790 43,988 45,220 46,803 48,712 50,807
3 44,228 45,467 46,740 48,376 50,350 52,515
4 45,716 46,996 48,312 50,003 52,043 54,281
5 47,441 48,770 50,135 51,890 54,007 56,329
6 49,233 50,612 52,029 53,850 56,047 58,457
7 51,094 52,525 53,995 55,885 58,165 60,666
8 53,026 54,511 56,038 57,999 60,365 62,961
9 55,033 56,574 58,158 60,194 62,650 65,344
10 57,117 58,717 60,361 62,473 65,022 67,818
11 59,282 60,942 62,648 64,841 67,486 70,388
12 61,530 63,252 65,023 67,299 70,045 73,057
13 63,864 65,652 67,490 70,368 73,239 76,388
14 66,288 68,144 70,052 73,577 76,579 79,872
15 68,805 70,732 72,712 76,932 80,071 83,514
16 71,420 73,419 75,475 80,440 83,722 87,322
17 74,359 76,441 78,581 84,113 87,545 91,309
Off-Guide: Staff who were off-guide (OG) in 2006-07 will receive a $1,000 increase in
2007-08. No one else will move off-guide.
A teacher shall not be permitted to receive post-Master’s degree credit for courses taken
before he/she receives his/her Master’s degree. However, all current employees as of January
15, 1996, shall be permitted to use their pre-Master’s degree credits for salary guide
advancement provided that they obtain a Master’s degree on or before January 15, 2001.
Nothing contained herein shall require a teacher attain a Master’s Degree.
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SCHEDULE A-4
WOODCLIFF LAKE TEACHERS SALARY GUIDES
STAFF PLACEMENT/ADVANCEMENT CHART
2004-2005 2005-2006 2006-2007 2007-2008
Step Step Step Step
A&B A
C B&C A&B 1
D D C&D 2
E E E 3
F F F 4
G G G 5
H H H 6
I I I 7
J J J 8
K K K 9
L L L 10
M M M 11
N N N 12
O O O 13
P P P 14
Q Q Q 15
R R R 16
S 17
OG OG OG OG
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SCHEDULE B
INSURANCE PROTECTION
A. Health Insurance
At the beginning of each school year, the Board shall provide the health care insurance
protection designated below. The Board shall pay the full premium for each teacher and
in the cases where appropriate for Family Plan insurance coverage. The Board shall
make payment for insurance premiums to provide insurance coverage for the full twelve
(12) month period, to insure uninterrupted participation and coverage.
1. The Board at its own expense, will maintain a Major Medical Expense Policy for all
employees and their families, provided said employee is employed for thirty-five
(35) hours per week. Any employee hired before June 30, 2005 whose hours are
reduced below thirty-five (35) hours, but greater than thirty (30) hours, shall be
entitled to this benefit for as long as he or she remains employed by the District.
Teachers employed before June 30, 1998 shall be entitled to this benefit if they are
employed for twenty (20) hours per week or more.
2. The Board, at its own expense, will maintain a Hospital-Medical Surgical Plan for
all employees and their families, provided said employee is employed for thirty-five
(35) hours per week or more. Any employee hired before June 30, 2005 whose
hours are reduced below thirty-five (35) hours, but greater than thirty (30) hours,
shall be entitled to this benefit for as long as he or she remains employed by the
District. Teachers employed before June 30, 1998 shall be entitled to this benefit if
they are employed for twenty (20) hours per week or more.
3. The above insurance shall be in accordance with coverage provided in 2004-2005.
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4. Teachers whose spouses or dependents are not members of the NJSHIF may waive
medical coverage, with the teacher getting a stipend of 25% of the premium for the
coverage waived. Teachers who elect to waive medical coverage must apply to do
so, in writing, upon their initial appointment, or no later than May 15th for the
ensuing year.
B. Dental Plan
The Board shall provide single coverage dental insurance for all employees included in this
Agreement provided that said employee is employed thirty-five (35) hours per week or
more. Any employee hired before June 30, 2005 whose hours are reduced below thirty-five
(35) hours, but greater than thirty (30) hours, shall be entitled to this benefit for as long as he
or she remains employed by the District. Teachers employed before June 30, 1998 shall be
entitled to this benefit if they are employed for twenty (20) hours per week or more.
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SCHEDULE C
EXTRA CURRICULAR GUIDE/ENRICHMENT CLUB COMPENSATION
2005-2006 through 2007-2008
Category 1* Step 1 Step 2 Step 3
Boys Basketball $2,320 $2,425 $2,525
Girls Basketball $2,320 $2,425 $2,525
Boys Baseball $2,320 $2,425 $2,525
Girls Softball $2,320 $2,425 $2,525
Woodcliff Yearbook (Grad) $2,320 $2,425 $2,525
Category 2 Step 1 Step 2 Step 3
Woodcliff Drama Production $1,700 $1,775 $1,855
Category 3 Step 1 Step 2 Step 3
Woodcliff Student Council $1,400 $1,460 $1,520
Category 4 Step 1 Step 2 Step 3
Dorchester Newspaper $1,350 $1,400 $1,450
Woodcliff Newspaper $1,350 $1,400 $1,450
Brainbusters $1,350 $1,400 $1,450
Category 5 Step 1 Step 2 Step 3
Dorchester Student Council $1,200 $1,250 $1,300
Dorchester Yearbook $1,200 $1,250 $1,300
Cheerleading $1,200 $1,250 $1,300
Category 6 Step 1 Step 2 Step 3
Intramurals (20 one-hour sessions) $1,135 $1,185 $1,235
Category 7 Rate
After School Enrichment Club** $45/hr
* Advisors for jobs in Category 1 with five (5) years of consecutive experience get an extra $50
starting in the 2000-2001 school year.
** The hourly stipend for after school enrichment clubs is based on the activity, not the number of
sponsors. Persons wishing to co-sponsor a club may do so. However, the compensation rate must
be shared. The conduct of specific enrichment clubs, as well as the dates and hours of club
meetings, are subject to review and approval by the Superintendent of Schools on an annual basis.
Increases in stipends for extra-curricular activities are for continuous service as the activity advisor
or coach. |