HYPERLINK \l "_Toc367107429" RECOGNITION PAGEREF _Toc367107429 \h 1

HYPERLINK \l "_Toc367107431" NEGOTIATION PROCEDURE PAGEREF _Toc367107431 \h 1

HYPERLINK \l "_Toc367107433" BOARD RIGHTS PAGEREF _Toc367107433 \h 2

HYPERLINK \l "_Toc367107435" ASSOCIATION RIGHTS, PRIVILEGES AND PAGEREF _Toc367107435 \h 2
HYPERLINK \l "_Toc367107436" RESPONSIBILITIES PAGEREF _Toc367107436 \h 2
HYPERLINK \l "_Toc367107437" A. Release Time PAGEREF _Toc367107437 \h 2
HYPERLINK \l "_Toc367107438" B. Use of Building PAGEREF _Toc367107438 \h 2
HYPERLINK \l "_Toc367107439" C. Use of Equipment PAGEREF _Toc367107439 \h 3
HYPERLINK \l "_Toc367107440" D. Bulletin Boards PAGEREF _Toc367107440 \h 3
HYPERLINK \l "_Toc367107441" E. Use of School Mail PAGEREF _Toc367107441 \h 3
HYPERLINK \l "_Toc367107442" F. Association Office PAGEREF _Toc367107442 \h 3
HYPERLINK \l "_Toc367107443" G. Association President PAGEREF _Toc367107443 \h 3

HYPERLINK \l "_Toc367107445" EMPLOYEE RIGHTS PAGEREF _Toc367107445 \h 3
HYPERLINK \l "_Toc367107446" A. Rights Protection in Representation PAGEREF _Toc367107446 \h 3
HYPERLINK \l "_Toc367107447" B. Statutory Savings Clause PAGEREF _Toc367107447 \h 4
HYPERLINK \l "_Toc367107448" C. Just Cause PAGEREF _Toc367107448 \h 4
HYPERLINK \l "_Toc367107449" D. Association Identification PAGEREF _Toc367107449 \h 4
HYPERLINK \l "_Toc367107450" E. Required Meetings or Hearings PAGEREF _Toc367107450 \h 4
HYPERLINK \l "_Toc367107451" F. Code of Ethics PAGEREF _Toc367107451 \h 4
HYPERLINK \l "_Toc367107452" G. Full Rights of Citizenship PAGEREF _Toc367107452 \h 4
HYPERLINK \l "_Toc367107453" H. Personnel Records PAGEREF _Toc367107453 \h 5

HYPERLINK \l "_Toc367107455" GRIEVANCE PROCEDURE PAGEREF _Toc367107455 \h 5
HYPERLINK \l "_Toc367107456" A. Definition PAGEREF _Toc367107456 \h 5
HYPERLINK \l "_Toc367107457" B. Procedure PAGEREF _Toc367107457 \h 5
HYPERLINK \l "_Toc367107458" C. Time Limits PAGEREF _Toc367107458 \h 6
HYPERLINK \l "_Toc367107459" D. Flow Chart of Grievance Procedure PAGEREF _Toc367107459 \h 6

HYPERLINK \l "_Toc367107461" EMPLOYMENT PAGEREF _Toc367107461 \h 7
HYPERLINK \l "_Toc367107462" A. Residency Requirement PAGEREF _Toc367107462 \h 7
HYPERLINK \l "_Toc367107463" B. Military Service PAGEREF _Toc367107463 \h 7
HYPERLINK \l "_Toc367107464" C. Certification PAGEREF _Toc367107464 \h 8
HYPERLINK \l "_Toc367107465" D. Notification PAGEREF _Toc367107465 \h 8
HYPERLINK \l "_Toc367107466" E. Retirement PAGEREF _Toc367107466 \h 8
HYPERLINK \l "_Toc367107467" F. Pre-R.I.F. Conference PAGEREF _Toc367107467 \h 8
HYPERLINK \l "_Toc367107468" G. Custodial Seniority, Lay Off and Recall PAGEREF _Toc367107468 \h 8
HYPERLINK \l "_Toc367107469" H. Work Location - Reduction in Force PAGEREF _Toc367107469 \h 8
HYPERLINK \l "_Toc367107470" I. Vacancy for Employment Recall PAGEREF _Toc367107470 \h 8
HYPERLINK \l "_Toc367107471" J. Notice of Employment Recall PAGEREF _Toc367107471 \h 8
HYPERLINK \l "_Toc367107472" K. Seniority on Employment Recall PAGEREF _Toc367107472 \h 9

HYPERLINK \l "_Toc367107474" TEACHER ASSIGNMENT PAGEREF _Toc367107474 \h 9
HYPERLINK \l "_Toc367107475" Notification PAGEREF _Toc367107475 \h 9
HYPERLINK \l "_Toc367107476" A. Date for Presently Employed Teachers PAGEREF _Toc367107476 \h 9
HYPERLINK \l "_Toc367107477" B. New Teachers PAGEREF _Toc367107477 \h 9
HYPERLINK \l "_Toc367107478" C. Revisions PAGEREF _Toc367107478 \h 9
HYPERLINK \l "_Toc367107479" D. Transfers PAGEREF _Toc367107479 \h 9

HYPERLINK \l "_Toc367107481" TRANSFERS PAGEREF _Toc367107481 \h 10
HYPERLINK \l "_Toc367107482" A. Date of Posting PAGEREF _Toc367107482 \h 10

HYPERLINK \l "_Toc367107484" NEW POSITIONS - TEACHERS PAGEREF _Toc367107484 \h 10
HYPERLINK \l "_Toc367107485" A. Positions Included PAGEREF _Toc367107485 \h 10
HYPERLINK \l "_Toc367107486" 1. Date of Posting PAGEREF _Toc367107486 \h 10
HYPERLINK \l "_Toc367107487" 2. Application Procedure PAGEREF _Toc367107487 \h 10
HYPERLINK \l "_Toc367107488" B. Criteria for Notice PAGEREF _Toc367107488 \h 10
HYPERLINK \l "_Toc367107489" C. Applications PAGEREF _Toc367107489 \h 11
HYPERLINK \l "_Toc367107490" D. Promotions - All Other Staff PAGEREF _Toc367107490 \h 11

HYPERLINK \l "_Toc367107492" PROFESSIONAL DEVELOPMENT AND PAGEREF _Toc367107492 \h 11
HYPERLINK \l "_Toc367107493" EDUCATIONAL IMPROVEMENT - TEACHERS PAGEREF _Toc367107493 \h 11
HYPERLINK \l "_Toc367107494" A. Professional Development PAGEREF _Toc367107494 \h 11
HYPERLINK \l "_Toc367107495" B. Professional Development Committee PAGEREF _Toc367107495 \h 11
HYPERLINK \l "_Toc367107496" C. In-service Programs PAGEREF _Toc367107496 \h 12
HYPERLINK \l "_Toc367107497" D. Provisional Certificate PAGEREF _Toc367107497 \h 12
HYPERLINK \l "_Toc367107498" Applies to all Provisional Teachers PAGEREF _Toc367107498 \h 12
HYPERLINK \l "_Toc367107499" E. Educational Reimbursement PAGEREF _Toc367107499 \h 12
HYPERLINK \l "_Toc367107500" F. Professional Development PAGEREF _Toc367107500 \h 13

HYPERLINK \l "_Toc367107502" INSTRUCTOR EVALUATION PAGEREF _Toc367107502 \h 14
HYPERLINK \l "_Toc367107503" A. General Criteria PAGEREF _Toc367107503 \h 14
HYPERLINK \l "_Toc367107504" 1. Open Evaluation PAGEREF _Toc367107504 \h 14
HYPERLINK \l "_Toc367107505" B. Evaluation Procedure PAGEREF _Toc367107505 \h 14
HYPERLINK \l "_Toc367107506" 1. Reports PAGEREF _Toc367107506 \h 14
HYPERLINK \l "_Toc367107507" C. Tenured Teachers PAGEREF _Toc367107507 \h 14
HYPERLINK \l "_Toc367107508" D. Evaluations PAGEREF _Toc367107508 \h 14

HYPERLINK \l "_Toc367107510" WORK SCHEDULES PAGEREF _Toc367107510 \h 15
HYPERLINK \l "_Toc367107511" A. Teachers' Day PAGEREF _Toc367107511 \h 15
HYPERLINK \l "_Toc367107512" 1. Check-In Procedure PAGEREF _Toc367107512 \h 15
HYPERLINK \l "_Toc367107513" 2. Length of Day PAGEREF _Toc367107513 \h 15
HYPERLINK \l "_Toc367107514" 3. Attendance PAGEREF _Toc367107514 \h 16
HYPERLINK \l "_Toc367107515" 4. Lunch Periods PAGEREF _Toc367107515 \h 16
HYPERLINK \l "_Toc367107516" B. Custodians PAGEREF _Toc367107516 \h 16
HYPERLINK \l "_Toc367107517" C. Teacher Assistants PAGEREF _Toc367107517 \h 17
HYPERLINK \l "_Toc367107518" D. Support Staff PAGEREF _Toc367107518 \h 18
HYPERLINK \l "_Toc367107519" E. Technicians PAGEREF _Toc367107519 \h 18

HYPERLINK \l "_Toc367107521" WORK YEAR PAGEREF _Toc367107521 \h 18
HYPERLINK \l "_Toc367107522" A. In-School Work Year PAGEREF _Toc367107522 \h 18
HYPERLINK \l "_Toc367107523" B. Vacation Policy for Twelve (12) Month Employees PAGEREF _Toc367107523 \h 19

HYPERLINK \l "_Toc367107525" PROTECTION OF ALL PAGEREF _Toc367107525 \h 20
HYPERLINK \l "_Toc367107526" EMPLOYEES, STUDENTS AND PROPERTY PAGEREF _Toc367107526 \h 20
HYPERLINK \l "_Toc367107527" A. Right to Know PAGEREF _Toc367107527 \h 20
HYPERLINK \l "_Toc367107528" B. Assault to Employee PAGEREF _Toc367107528 \h 20

HYPERLINK \l "_Toc367107530" EMPLOYEE MILEAGE PAGEREF _Toc367107530 \h 20

HYPERLINK \l "_Toc367107532" SICK LEAVE PAGEREF _Toc367107532 \h 21

HYPERLINK \l "_Toc367107534" UNPAID LEAVE OF ABSENCE PAGEREF _Toc367107534 \h 22

HYPERLINK \l "_Toc367107536" TEMPORARY LEAVES OF ABSENCE PAGEREF _Toc367107536 \h 22
HYPERLINK \l "_Toc367107537" A. Bereavement Leave PAGEREF _Toc367107537 \h 22
HYPERLINK \l "_Toc367107538" B. Personal Leave PAGEREF _Toc367107538 \h 23

HYPERLINK \l "_Toc367107540" EXTENDED LEAVES OF ABSENCE PAGEREF _Toc367107540 \h 23
HYPERLINK \l "_Toc367107541" 1. Military Leave PAGEREF _Toc367107541 \h 24
HYPERLINK \l "_Toc367107542" 2. Leave Under the Federal Family Medical Leave Act and/or New Jersey Family Leave Act PAGEREF _Toc367107542 \h 24
HYPERLINK \l "_Toc367107543" 3. Leave for Child Rearing/Adoption Purposes PAGEREF _Toc367107543 \h 25
HYPERLINK \l "_Toc367107544" 4. Leave to Care for Family Member with Serious Health Condition PAGEREF _Toc367107544 \h 25
HYPERLINK \l "_Toc367107545" 5. Educational Leave PAGEREF _Toc367107545 \h 25

HYPERLINK \l "_Toc367107547" PAY AND SALARY GUIDES PAGEREF _Toc367107547 \h 25
HYPERLINK \l "_Toc367107548" A. Salary PAGEREF _Toc367107548 \h 25
HYPERLINK \l "_Toc367107549" B. Increments PAGEREF _Toc367107549 \h 26
HYPERLINK \l "_Toc367107550" C. Salary Deductions PAGEREF _Toc367107550 \h 26
HYPERLINK \l "_Toc367107551" D. Association Dues Payroll Deductions PAGEREF _Toc367107551 \h 26
HYPERLINK \l "_Toc367107552" E. Longevity PAGEREF _Toc367107552 \h 27
HYPERLINK \l "_Toc367107553" F. Coordinators PAGEREF _Toc367107553 \h 27
HYPERLINK \l "_Toc367107554" G. Advisors PAGEREF _Toc367107554 \h 27
HYPERLINK \l "_Toc367107555" H. Coaches PAGEREF _Toc367107555 \h 27
HYPERLINK \l "_Toc367107556" Coaches Driving to Practice/Matches/Meets/Games PAGEREF _Toc367107556 \h 27
HYPERLINK \l "_Toc367107557" I. Black Seal/Shift Differentials PAGEREF _Toc367107557 \h 28
HYPERLINK \l "_Toc367107558" J. Uniforms PAGEREF _Toc367107558 \h 28

HYPERLINK \l "_Toc367107560" PLACEMENT ON GUIDE PAGEREF _Toc367107560 \h 28

HYPERLINK \l "_Toc367107562" BENEFIT ELIGIBILITY PAGEREF _Toc367107562 \h 29

HYPERLINK \l "_Toc367107564" HEALTH BENEFITS PAGEREF _Toc367107564 \h 29
HYPERLINK \l "_Toc367107565" A. Health Benefits PAGEREF _Toc367107565 \h 29
HYPERLINK \l "_Toc367107566" B. Medical Insurance PAGEREF _Toc367107566 \h 30
HYPERLINK \l "_Toc367107567" C. Prescription Drug Benefits PAGEREF _Toc367107567 \h 30
HYPERLINK \l "_Toc367107568" D. Dental Insurance PAGEREF _Toc367107568 \h 30
HYPERLINK \l "_Toc367107569" E. Vision Benefit PAGEREF _Toc367107569 \h 30
HYPERLINK \l "_Toc367107570" F. Waiving Health Benefits PAGEREF _Toc367107570 \h 30
HYPERLINK \l "_Toc367107571" G. Flexible Spending Account PAGEREF _Toc367107571 \h 31

HYPERLINK \l "_Toc367107573" EMPLOYMENT NOTIFICATION, RETURN NOTICE PAGEREF _Toc367107573 \h 31

HYPERLINK \l "_Toc367107575" MISCELLANEOUS PROVISIONS PAGEREF _Toc367107575 \h 31

HYPERLINK \l "_Toc367107577" REPRESENTATION FEE PAGEREF _Toc367107577 \h 31
HYPERLINK \l "_Toc367107578" A. Purpose of Fee PAGEREF _Toc367107578 \h 31
HYPERLINK \l "_Toc367107579" B. Amount of Fee PAGEREF _Toc367107579 \h 31
HYPERLINK \l "_Toc367107580" 1. Notification PAGEREF _Toc367107580 \h 32
HYPERLINK \l "_Toc367107581" 2. Legal Maximum PAGEREF _Toc367107581 \h 32
HYPERLINK \l "_Toc367107582" C. Deduction and Transmission of Fee PAGEREF _Toc367107582 \h 32
HYPERLINK \l "_Toc367107583" 1. Notification PAGEREF _Toc367107583 \h 32
HYPERLINK \l "_Toc367107584" 2. Payroll Deduction Schedule PAGEREF _Toc367107584 \h 32
HYPERLINK \l "_Toc367107585" 3. Termination of Employment PAGEREF _Toc367107585 \h 32
HYPERLINK \l "_Toc367107586" 4. Mechanics PAGEREF _Toc367107586 \h 33
HYPERLINK \l "_Toc367107587" 5. Changes PAGEREF _Toc367107587 \h 33
HYPERLINK \l "_Toc367107588" 6. New Employees PAGEREF _Toc367107588 \h 33
HYPERLINK \l "_Toc367107589" D. Indemnification PAGEREF _Toc367107589 \h 33

HYPERLINK \l "_Toc367107591" DURATION OF AGREEMENT PAGEREF _Toc367107591 \h 33
HYPERLINK \l "_Toc367107592" A. Duration Period PAGEREF _Toc367107592 \h 33
HYPERLINK \l "_Toc367107593" B. Status of Incorporation PAGEREF _Toc367107593 \h 33

Unless otherwise indicated, the term “employee(s),” when used herein, shall refer to members of the Association.

ARTICLE II

During the term of this Agreement, neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in ARTICLE I of this Agreement with any organization other than the Association for the duration of this Agreement.

This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

The Board and the Association each agree to pay one-half (1/2) of the cost of the final printing of a mutually agreed number of copies of this Agreement.

Whenever any representative of the Association, or any employee, is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, s/he shall suffer no loss in pay.

1. The Association or its designees shall have the right to use the school building at all reasonable hours for meetings. The Principal of the building wing in which the meeting will take place will be notified in advance (48 hours) of the time and date of every meeting.
2. Representatives of the Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations or instructional assignments.

The Association shall have the privilege of using school equipment with the written permission of the Principal for each occasion for use at the close of the regular school day when it is not being used for school purposes. The Principal shall respond to such requests within 24 hours. Permission shall not be unreasonably withheld. Such use shall occur under the supervision of those who are responsible for said equipment. The Association agrees that only experienced operators will use the equipment and that the Association will pay the cost of all materials and supplies incident to such use and for any repairs necessitated as a result thereof. It is further understood that the use of school equipment shall be limited to that which is necessary for the preparation or reproduction of official Association communications or notices.

The Association shall have a bulletin board in the 100-wing Media Center, the 400-wing staff dining area, and Custodial area. The Association will also be assigned, by the principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices. Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.

The Association shall have the right to use the interschool mail facilities, school mailboxes, and the District’s electronic mail system as it deems necessary for the Association to inform its membership of votes, meetings, and other routine Association business consistent with the U.S. Postal regulations and Board of Education policies. As a courtesy, we will send the Superintendent a copy of pertinent e-mails.

The Association shall be provided with an office space to include a telephone. The Association shall reimburse the Board for the costs of the telephone.

The Board and the Association hereby agree that every employee, as defined in Article I - Recognition, of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection or to refrain from such activities. As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by N.J.S.A. 34:13A-1 or other laws of New Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his/her membership in the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance, complaint or proceedings under this Agreement or otherwise with respect to any terms or conditions of employment.

Nothing contained herein shall be construed to deny or restrict to any employee such rights as s/he may have under New Jersey school laws or other applicable laws and regulations. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.

Should any portion of this Agreement be deemed contrary to the law by a court of proper jurisdiction, only that portion of the Agreement so judged shall be affected and the remainder of the Agreement shall remain in force.

No employee shall be disciplined, reprimanded, reduced in rank or compensation 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.

No employee shall be prevented from wearing lapel pins or other similar identification of membership in the Association or its affiliates.

Whenever any employee is required to appear before any administration or supervisor, board of any committee, member, representative, or agent thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then s/he shall be given 24 hours prior notice, unless deemed an emergency. This notice shall be in writing and shall state the reason for such meeting or interview. The employee shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.

The personal life of an employee is not an appropriate concern or attention of the Board except as it may directly prevent the employee from performing properly his/her assigned functions during the workday or for the breach of the Code of Ethics.

Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the professional employment of such employee, and providing said activities do not interfere with the orderly operation of the school.

Any Association member shall have the right, upon twenty-four (24) hours advance notice, to review, in the presence of an assigned individual, the contents of his/her personnel file (excluding pre-employment information). During such review nothing will be removed, mutilated, or defaced. The Association member, at his/her own expense of $.05 per sheet for letter size and $.07 per sheet for legal size, may receive one copy of any documents contained therein with a limit of one copy of each document per year. If an Association member inventories the contents of the file, the assigned individual will validate such inventory in writing.

1. An alleged violation of this Agreement shall be subject to appeal through all levels of this procedure.
2. An allegation of unfair treatment by interpretation or application of a Board Policy or administrative decision may not be appealed beyond Level Four of this procedure.
3. A grievance is a claim by an employee, employees, or the Association based upon an alleged improper interpretation, application, or violation of this Agreement, policies, or administrative decisions affecting an employee or a group of employees.

1. A grievance should be presented for consideration as promptly as possible, and in no event later than ten (10) school days after the employee has become aware of the alleged occurrence, or when the Association reasonably knows. If not filed in writing within this period, then the grievance shall be considered as waived.
2. Level One - Discussion
a. Any employee who believes s/he has a grievance shall discuss the alleged grievance with his/her immediate Supervisor/Administrator in an attempt to resolve the matter informally at that level.
b. If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, s/he shall set forth his/her complaint in writing within an additional five (5) school days to his/her Supervisor/Administrator. The Supervisor/Administrator shall communicate his/her decision to the employee in writing within three (3) school days of receipt of the written complaint.
3. Level Two - Written Appeal
a. The employee may appeal in writing within seven (7) school days the Supervisor/Administrator's decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing and must set forth the grounds upon which the grievance is based. The Superintendent shall request a report on the grievance from the Supervisor/Administrator in writing. The Superintendent shall then confer with the concerned parties. S/he shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days. The Superintendent shall communicate his/her decision in writing, along with supporting reasons, to the employee and the Supervisor/Administrator within that time period.
4. Level Three - Review by the Board of Education
a. If the grievance is not settled after reaching the Superintendent, a review by the Board could be requested. 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. The Board shall review the grievance, hold a hearing with the employee, if requested, and render a decision in writing within thirty (30) calendar days.
5. Level Four - Impasse
a. The Association may, upon approval of the Executive Committee, submit the grievance of the employee. Arbitration procedure shall be conducted under Rules and Regulations of P.E.R.C. The decision of arbitration shall be final and binding on the Association and the Board for the full term of this Agreement.
b. All costs for the services of the arbitrator shall be shared equally by the Board and the Association representing the employee.
c. Only allegations of a violation of the Agreement may be considered at this level.

1. The last decision on any grievance at any step shall be considered a satisfactory adjustment unless, within the time periods provided after the decision has been given, the procedure is carried forward to the next level by the aggrieved.
2. In the event the 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.
3. The procedure shall be followed above unless any step or steps thereof are waived, combined, or extended by mutual consent so stated in writing.

Every person holding an office, employment, or position with a school district shall have his/her principal residence in the State of New Jersey. An employee who does not have his/her principal residence in the State of New Jersey as of September 1, 2011, shall not be subject to the residency requirement while the employee continues to work in the District without a break in service of greater than seven days. An employee employed after the effective date shall have one year from the time of employment to satisfy the requirement of principal residency.

Credit for military service shall be granted as required by N.J.S.A. 18A:29-11.

In accordance with N.J.S.A. 18A:26-2, the Board agrees to hire only certificated teachers or those qualified to obtain certificates issued by the New Jersey Department of Education.

1. All certificated Association members (10, 11, and 12 months) shall be notified of their contract and salary status for the ensuing year no later than May 15.

2. All teacher assistants, custodians, maintenance staff, technicians, and support staff shall be notified of their contract and salary status for the ensuing year no later than May 31.

All personnel who desire to leave the employment of the Board through retirement must provide sixty (60) days written notice in writing to the Superintendent as prescribed by N.J.S.A.18A:28-8.ARTICLE VIIARTICLE VII EMPLOYMENTEMPLOYMENT

Subject to N.J.S.A. 18A:28-9, the Superintendent shall notify the Association of any pending reduction in the teaching work force within a reasonable period of at least 60 days’ time prior to such action. Upon request the Superintendent and/or Board shall meet to discuss the situation. The Board's determination shall not be subject to the grievance procedure.

School District seniority is defined as service by appointed employees in the School District in the collective bargaining unit covered by this Agreement. An appointed employee shall lose all accumulated School District seniority only if s/he resigns or is discharged for cause or terminated with pay as provided herein, irrespective of whether s/he is subsequently rehired by the School District.

In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the employees shall be laid off in the inverse order of seniority of the employees in the department and group involved at the work location, consistent with N.J.S.A. 18A:17-4 and N.J.S.A. 18A:28-9.

In the event that within 1 year from the date of his/her lay off a vacancy occurs in the classification of his/her last appointment in the department from which s/he was laid off, or in a lesser classification in the same line of work in the department, a laid-off employee shall be entitled to recall thereto in the order of his/her departmental seniority.

Notice of recall to work shall be addressed to the employee's last address appearing on the records of the School District, by certified mail, return receipt requested. Within 30 days from the receipt of such notice of recall, the employee shall notify the Supervisor/Administrator of the department involved, in writing, whether or not s/he desires to return to the work involved in the recall. If s/he fails to reply or if s/he indicates that s/he does not desire to return to such work, s/he shall forfeit all of his/her seniority and all rights to recall. If s/he indicates that s/he desires to return to the work involved in the recall notice, then s/he shall report for such work within 30 days from the date s/he receives the recall notice or within such period of time as is set forth in a written extension of time signed by the Supervisor/Administrator of the department or his/her designee. In the event s/he shall fail to report to work, s/he shall forfeit all of his/her seniority and all rights to recall.

Seniority shall not be accumulated during the period of lay off. Upon recall the appointed employee shall have his/her accumulated seniority to the date of lay off.

To the extent required by law, nontenured employees who receive notice of nonrenewal shall have as their exclusive means of redress according to the procedures set forth in N.J.S.A. 18A:27-3.2 and N.J.A.C. 6A:32-4.6. No further right of appeal shall be available under this Agreement

A. Date for Presently Employed TeachersA. Date for Presently Employed TeachersA.Dateforpresentlyemployed teachers

All teachers shall be given written notice of their salary schedules, class and/or subject assignments, and building assignments via regular mail for the forthcoming year, postmarked no later than June 30^th.

The Superintendent shall assign all newly appointed personnel to their specific positions within that subject area and/or grade level for which the Board has appointed them. The Superintendent shall give notice of assignments to new teachers as soon as practicable, and except in cases of emergency, not later than 30 days post Board of Education approval.

In the event that changes in such schedules, class, and/or subject assignments are proposed after August 8, the teacher affected shall be notified promptly in writing, and said affected teacher shall be given the opportunity for one day (6.5 hours) preparation time to be paid at the additional compensation rate. This preparation time must take place prior to the first day of the semester and must take place within the district. Teachers must make arrangements for this preparation time with their supervisor in advance.

Teachers, who are voluntarily or involuntarily transferred to another classroom, building, grade level, or subject area that requires packing and unpacking shall be granted one day release time to complete such move.

No later than May 15 of each school year, the Superintendent shall deliver to the Association and post in all school buildings a list of the known vacancies which shall occur during the following school year. Timely notice of position openings will be made by the Superintendent. Teachers who desire a change in assignment are urged to transmit such request to the Superintendent.

Positions paying a salary differential and/or positions on the administrator supervisory levels of responsibility.
1. Date of Posting
. Date of Posting1.DateofPosting When school is in session, a notice shall be posted in the school as far in advance as practicable, ordinarily at least ten (10) school days before the final date when applications must be submitted. This period may be shortened at the discretion of the Superintendent and by mutual consent with the Association. A copy of said notice shall be given to the Association at the time of posting. Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent or his/her designee within the time limit specified in the notice, and the Superintendent or designee shall acknowledge promptly in writing the receipt of all such applications.
2. Application Procedure. Application Procedure
Teachers who desire to apply for a promotional position which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent or designee, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer. The Superintendent or designee shall notify all teachers who are certified in the area of the vacancy and those teachers who will be certified by the date of the commencement of the vacancy or possible promotion. Such notice shall be sent at least ten (10) calendar days before the final date when applications must be submitted. In addition, the Superintendent or designee shall, within the same time period, post a list of promotional positions to be filled during the summer period at the administration office.

In both situations set forth in Section A above, the qualifications for the position, its duties, and the rate of compensation, shall be clearly set forth. The qualifications set forth for a particular position shall be in compliance with standards established for certification by the New Jersey Department of Education.

All qualified teachers shall be given adequate opportunity to make application and no position shall be filled until all properly submitted applications have been considered. The Superintendent agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. Vacant positions shall be posted in the school or given to interested teachers. Announcements of appointments shall be made by posting a list in the office of the central administration. Said list shall be forwarded to the Association President indicating which positions have been filled and by whom. If postings are rescinded, notification will be placed wherever postings are ordinarily displayed.

The Association shall have a bulletin board in the 100-Wing Media Center, the 400-Wing staff dining area, and Custodial area. The Association will also be assigned, by the principal, space on the bulletin board in the General Offices of 400-Wing and 100-Wing for Association notices. Copies of all materials to be posted on such bulletin boards shall be furnished to the building Principal.

The Association recognizes that it shares with its professional staff responsibility for the upgrading and updating of teacher performance and attitudes. The Board and the Association support the principle of continuing training of teachers and the improvement of instruction. Each active teacher shall be required to complete 100 clock hours of State-approved continuing professional development and/or in-service every five years pursuant to N.J.A.C. 6A:9-15.2, et seq. Professional activities/meetings shall align with the Professional Standards for Teachers as set forth in N.J.A.C. 6A:9-3.3.

1. The Association agrees to cooperate with the Superintendent in arranging in-service courses, workshops, conferences, and programs designed to improve the quality of instruction. Such activities shall be coordinated through establishing a Professional Development Committee. The Committee shall consist of representatives of the teachers’ Association and the administration.
2. Whenever the Board requests an in-service course to be offered for the benefit of the system, all related charges approved by the Superintendent shall be paid by the Board.

In-service programs shall be conducted during the in-school teacher workday, if teacher attendance is required.

The Gloucester County Vocational-Technical School Board is permitted to employ teachers to work under a "Provisional Certificate" pending completion of teacher training to qualify for a standard teaching certificate. Holders of Certificates of Eligibility (alternate route) and Certificates of Eligibility with Advanced Standing (traditional route) must be registered in the Provisional Teacher Program. The requirements for completion of the Provisional Teacher Program by each novice teacher will depend on the certificate(s) that the teacher holds. These mentoring, supervision and evaluation, and formal instruction requirements, as established by the Office of Licensure and Credentials, must be met before a standard certificate may be issued. All fees required for participation will not be reimbursed by the District.

Applies to all Provisional Teachers

The Principal is responsible for evaluating the provisional teacher and will determine whether the new teacher is recommended for certification at the end of the first year of instruction. At the conclusion of the training program for alternate route teachers, the teacher will be required to forward a certified check or money order made payable to the Commissioner of Education for the administrative fee for processing the initial standard certification.
NOTE: No college credits are awarded for this provisional certification route.

The Principal will provide the provisional teacher with the support of a mentor teacher for 20 days prior to or during the provisional teacher's first 4 weeks (90 hours) of employment, and provide the Superintendent or designee with the name of the mentor.

All teachers who achieve full certification will be paid in accordance with the new salary rate commencing the payroll period following the Superintendent's review of documentation and recommendation for advancement on the salary guide.

The Board shall not reimburse for any courses taken that are subject to reimbursement by other agencies. For the duration of this Agreement the available pool of money is capped at $25,000.00 each year.

All certificated staff members shall be entitled to tuition reimbursement in accordance with N.J.S.A. 18A: 6-8.5. and with interpretations of this statute by the Commissioner of Education and the courts. The Board will pay the amount equivalent to costs (tuition and service fees) associated with taking six (6) graduate credits at Rowan University for in-state residents. Reimbursement will occur only if a grade of “B” or better is attained through an accredited institution. In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.

All other staff shall be entitled to tuition reimbursement in accordance with N.J.S.A. 18A: 6-8.5. and with interpretations of this statute by the Commissioner of Education and the courts. The Board will pay the amount equivalent to costs (tuition and service fees) associated with taking nine (9) credits at Gloucester County College for in-county rates. Reimbursement will occur only if a grade of “B” or better is attained through an accredited institution. In courses where the grading system is solely Pass or Fail, only a grading of Pass is acceptable for reimbursement.

All other staff shall have the opportunity to enroll, at no charge, in any evening school course. Charges for books and materials shall be borne by the employee. Courses taken shall relate to the employee's job description or upgrading a position in the district. In the case of a night shift worker, such courses may be taken during the day.

NOTE: The reimbursement shall be made only after prior approval by the Superintendent before courses are taken.

Reimbursement shall be made according to the following payment schedule for tuition reimbursement:
Fall Semester – Payment to be made on or before March 31;
Spring Semester – Payment to be made on or before July 31;
Summer Semester – Payment to be made on or before October 31,
provided verification of credits earned and payment receipts are received a minimum of 30 days prior to July 1, October 1, and March 1, respectively.

1. All applications for attendance must be submitted to the Superintendent at least two (2) weeks before date of participation, for approval.
2. In accordance with the Board’s Travel Policy, the Board will pay costs of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions or other such sessions, which have been pre-approved by the Board. Said Association member shall also be compensated for time spent in actual attendance at said session beyond his/her regular working day and year at his /her regular rate of pay.
3. Within ten days of completion of participation, a written evaluation of the experience shall be submitted to the Superintendent or as required by federal or state funding guidelines.
4. It is understood that professional development is to be defined as skill and/or trade development, not what is considered as traditional education courses for which credits are awarded.

All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address, and similar surveillance devices shall be strictly prohibited.

Evaluation reports shall be presented to each teacher based on a compilation of reports and observations by any or all supervisory personnel who come into contact with the teacher in a supervisory capacity. Such reports shall be written in narrative form and shall include, when pertinent:
Strengths of the teacher as evidenced.
Weaknesses of the teacher as evidenced.
Specific suggestions as to measures which the teacher might take to improve his/her performance in each of the areas wherein weaknesses have been indicated.
Increment in jeopardy. When a teacher's increment is in jeopardy, the narrative section will clearly set forth the improvements necessary for the increment to be maintained.

Tenured teachers shall be evaluated by their immediate supervisors a minimum of one (1) time in each school year.

Observations and evaluations shall be conducted in full compliance with the provisions of the N.J.S.A. 18A:27-3.1 et seq; N.J.A.C. 6:3-1.9 et seq; and N.J.A.C. 6:3-1.21.

1. Check-In Procedure. Check-In Procedure
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 placing a check mark and their signature in the appropriate column of the faculty "sign-in/sign-out" roster. In the event that a teacher arrives late or leaves early, s/he shall set forth the time and sign his/her name next thereto.
2. Length of Day. Length of Day
a. The scheduled work day will be:
8:00 a.m.-3:00 p.m. (Monday through Friday)
b. Teachers will have a maximum of 5 hours per day of pupil contact time with a minimum of 150 minutes of preparation time per week.
c. Notwithstanding the provisions of paragraph a and b above, the Board may, at the time of hire, employ new teachers or certificated staff members covered by this Agreement for a starting time and ending time different than that set forth in a and b above. The Board may also hire said teacher or certificated staff member for a scheduled work day/week which exceeds the length of the work day/week set forth in a and b above, in which event the longer day will be compensated at the individual’s salary level and calculated into salary if the responsibilities in the extended day involve the performance of the certified staff member’s normal duties. New teachers or certificated staff members will be provided with their schedules at the time of hire. Notice will be given in advance, normally one week, unless there is an emergency. Normal posting procedures will be used to notify presently employed personnel of opportunities that may become available.
d. Academic teachers will teach three (3) 74-minute block classes per semester. In the rare event that it becomes necessary for the administration to schedule a fourth class to an academic teacher, the teacher will receive a stipend of $1,500.00 per semester class for a 37-minute assignment and $3,000.00 per semester class for a 74-minute assignment class. These classes will be offered through the individual academic departments. An academic teacher who teaches four (4) classes will have only two (2) preparations, if assigned by administration, three (3) preparations if accepted by the staff member.
e. Teachers leaving the facility before the closing of the school day must first obtain permission from the Principal and shall log their time of departure and return and when leaving for lunch, notice thereof shall be given to the office.
f. One school nurse(s) must remain on the school premises at all times to assure the health and safety of the students when school is in session.
3. Attendance. Attendance3.Attendance
Teachers will be notified via “Power Announcement” when their attendance shall not be required due to inclement weather or other unforeseen event.
4. Lunch Periods. Lunch Periods4.LunchPeriods
a. Teachers shall have a daily unpaid duty-free lunch period of forty (40) minutes.

2. The scheduled work day shall not include the unpaid forty (40) minute meal break but shall include the two fifteen (15) minute breaks per day.
a. When leaving the premises during a meal break, sign-in and sign-out.
3. Work schedules showing each employee’s work day, breaks, lunch, shift, and hours shall be posted on the custodial bulletin board.
4. The district may hire new custodians or accept the voluntary transfer of an existing custodian for a workweek that begins on a day other than Monday.
5. The work rules and overtime provisions enunciated herein shall apply to said custodians. However, for the purpose of overtime, the 6th consecutive workday shall be deemed a “Saturday” and the 7th consecutive workday shall be deemed to be a “Sunday.”
All custodians will be subject to a 40 hour per week flexible work schedule. For example, Tuesday through Saturday/Wednesday through Sunday or other combinations with any change in work week subject to advance notice of 10 work days.
6. Employees will normally be given at least five (5) days-notice of any shift change, with a maximum of four (4) shift changes per year. A shift change without such notice would only be made under extraordinary circumstances. In the event such change is made without five (5) days-notice, written reasons for such change shall be provided to the employee. This provision for notice shall not apply in circumstances when employees are called in for snow removal. The Board will provide to the custodians and the Association the custodial shift schedule for the following year in June.

8. Whenever schools are closed due to an emergency, weather or facility related, declared by the Superintendent, staff is not obligated to report for duty. However, the nature of the maintenance/custodial position would require staff as-needed to report as part of a job specific requirement to help prepare the schools to open as soon as possible.
Therefore, facility managers or authorized designees will be obligated to report and technicians/custodians will be called on a seniority voluntary pattern until sufficient numbers are employed. In the event sufficient numbers cannot be secured, the Board may require the least senior qualified employee to perform. In the event the least senior qualified employee has worked eight (8) overtime hours in that week, then the next least senior qualified employee may be required to perform.
Also, this day shall be considered an "Emergency Closing Day" and the following conditions shall govern employment:
Employment shall be on an hourly basis. Compensation for emergency closure will be the regular rate of compensation plus overtime pay of 2 times (2x) the regular rate of compensation.
Timesheets shall be prepared and approved by the appropriate administrator.
When required to perform the duty and the employee is unavailable, appropriate documentation will be requested by the administration. If necessary, disciplinary action will be implemented.
9. Available overtime work shall be offered to qualified employees by seniority on a rotating basis. In the event that an insufficient number of such employees accept the overtime, the Board may require the least senior qualified employee to perform. In the event that the least senior qualified employee has worked eight overtime hours in a week, then the next least senior qualified employee may be required to perform.

1. Teacher assistants will work the teacher calendar and schedule. They will be required to sign in and out actual times and initial. Teacher assistants will have one (1) fifteen (15) minute break and an unpaid forty (40) minute lunch period daily. The extra assignment rate for teacher assistants for the term of this agreement is $18.50/hour.
2. All teacher assistants will work from 8:00 a.m. to 3:00 p.m.

1. Support staff shall work a forty (40) hour work week with one (1) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
2. All support staff will follow a forty (40)-hour work week schedule.
3. Summer hours for support staff shall be defined as beginning the first Monday in July until the third Friday in August (7 weeks), seven hours each day, five days per week with no reduction in pay.

1. Technicians will work a forty (40) hour work week, with two (2) fifteen (15) minute breaks daily, plus a forty (40) minute unpaid lunch break.
2. Summer hours for technicians shall be defined as beginning the first Monday in July until the third Friday in August (7 weeks), seven hours each day, five days per week with no reduction in pay.

1. Ten (10) month employees – The in-school work year for ten (10) month employees covered by this Agreement, except new employees, shall work one hundred and eighty-four & one half (184½) work days. These days will be utilized for classroom instruction, in-service training and other educational purposes at the discretion of the Board.
2. New teachers will be required to report for two (2) additional days that will be utilized for orientation of the new teachers to the practices and procedures of the district.
3. Twelve (12) month employees shall be employed from July 1 through June 30 and will follow the staff calendar as adopted by the Board. Twelve (12) month employees shall be granted 2 days to attend the N.J.E.A. Convention.
4. Teachers are subject to the assignment to attend, for a period not to exceed 3 hours beyond the scheduled work day, for each of the following since these are part of the 184.5 day work year:

b. two back-to-school programs (1.5 hours maximum each) or one (3 hour maximum)
5. All additional assignments before or after the work day for posted positions such as WIA, career exploration, customized training, evening school and similar positions, shall be compensated at $34.50/hour for the duration of the Agreement.

Homebound instruction assignments should be offered first to the teacher to whom the student is currently assigned, offered second to any teacher who is highly qualified in the subject area, and then to any qualified applicant thereafter. The rates of compensation for homebound instruction shall be $46.50/hour for the duration of the Agreement.
6. All additional assignments of a non-teaching nature that involves student supervision outside the normal work hours of certified staff shall be compensated at $20.00 per hour for the term of the Agreement.

Notwithstanding the provisions of paragraph 5 above, the rates of some positions will be dictated by grant guidelines.
7. Requests for flex time may not be granted unless mutually agreed in writing by the Superintendent and the Association.

The Board believes that it is beneficial to the District that personnel employed to work 12 months per year be given periodic relief from the responsibilities of their job without loss of compensation. The Board reserves the right to specify the conditions under which vacation time may be taken, when not otherwise covered by the terms of any negotiated Agreement.

Vacation shall be in addition to all holidays identified in the District calendar for 12-month employees as indicated below:

POSITION	ANNUAL ENTITLEMENT	CARRY-CAP
Maintenance/Systems Technician, Custodian, Secretary	10 days – 1-2 years prorated 15 days – 3+ years	5 days


The annual entitlement must be taken within one year of the time earned.

As of June 30, 2001, unused vacation days were placed in frozen status for staff. No days may be added to this bank of days; however, days may be used as needed, thereby decreasing that frozen status.

The vacation entitlement will be issued as of July 1 annually and must be taken within one year of the time earned. Exceptions will be made to allow employees to carry a capped amount. Any vacation days in excess of the designated cap will be eliminated annually after due notice to employees.

Payment of vacation days for separation from service shall be made as follows:
An employee who resigns or retires during the contract year shall receive cash payment for his/her unused vacation days at his/her per diem rate.
An employee who dies before his/her contract period is completed shall have payment for his/her unused vacation days given to his/her estate.
Payment for unused vacation days shall be combined with unused sick leave (after 10 years of service at severance rate). Payment will be made:
In one (1) lump sum if less than $20,000.00.
In equal installments over a period not exceeding three (3) years if more than
$20,000.00, but not more than $70,000.00; or
In a mutually agreed upon lump sum or sums over a period not exceeding five (5) years.
In no event will the total amount of unused sick leave and vacation day sell-back exceed stipulations of the negotiated Agreement (association and non-association).
Payment for unused earned vacation days will be prorated if separation occurs before contract year is completed. Days taken in excess before separation shall be deducted from the final payout.

1. It is the intent of the Board that employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well-being. Worker and Community Right to Know Act NJSA 34:5A-1 and Public Employee and Occupational Safety and Health Act NJSA 34:6A-25 are hereby noted and available on request to any staff members.
2. In the event of any disorder or disruption in the regular school program, the Association shall have the right to meet with the Administration to discuss the safety of students, employees, and property.

1. Employees shall immediately report cases of assault suffered by them in connection with their employment to their Principal or other immediate supervisor.
2. Such notifications shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the employee for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the employee, the police, and the courts.

1. An allowance of up to five (5) consecutive days, including the date of the funeral service, will be granted for death in the immediate family. If there is no funeral service, an allowance of up to five (5) consecutive days from the date of death will be granted for death in the immediate family. In computing the five (5) days, Saturdays, Sundays, and holidays will be excluded. The immediate family is defined as: father, mother, spouse/civil union partner, child, brother, sister, mother/father-in-law, grandparent, or grandchild.
2. An allowance of up to three (3) consecutive days including the date of the funeral service will be granted for the following family members: stepfather, stepmother, stepchildren, son/daughter-in-law, or brother/sister-in-law.
3. An allowance of one (1) day shall be granted to attend the funeral service of the following family members: aunt, uncle, niece, nephew, cousin, or any person who is legally domiciled in the immediate household.
4. The Superintendent, in his/her sole discretion, may grant additional bereavement leave in exceptional circumstances.

1. A full-time employee may request up to three (3) days personal leave per year.
2. Personal leave may be requested for personal business or legal matters, which cannot be completed other than during school time. Verification of the reason for the personal day may be required at the discretion of the Superintendent.
3. Personal days may be utilized for emergencies or other urgent reasons not enumerated above if the employee has received the approval of his/her immediate supervisor, has recorded the absence into AESOP, and has received final approval.
4. The following regulations shall apply to the granting of personal days:
a. Any unused personal days shall accumulate in the sick leave account for use as additional sick days. These days are reimbursable as accumulated sick leave upon retirement.
b. The request for personal leave shall be entered into AESOP at least three (3) days before the commencement of the leave, except in cases of emergency.
c. Any day’s absence which is for a purpose not enumerated above and not covered by sick leave shall result in the deduction of one (1) day's pay for each day of absence.

1. Requests for leave shall be in writing.
2. Eligibility shall be based on a minimum of twelve (12) months of continuous employment in the district.
3. All extended leaves shall be limited to a maximum of one (1) school year or, in the case of nontenured employees, to the end of their Agreement term. Further extensions, if any, shall be at the sole discretion of the Board after application by the affected employee.
4. Sick leave days and other benefits shall not accrue during the leave, but unused sick leave days shall be reinstated upon return to employment.
5. Notice of intention to either return to employment or to resign shall be given to the Superintendent on or before March 1 of the year in which the leave expires.
6. Reemployment during the school year shall be at the sole discretion of the Board. Extended leaves of absence are normally approved through the end of a program year. Employees may also request to return at mid-year. In approving an appropriate return date, the Board will take into consideration the desires of the employee and the need to maintain educational continuity. The Board’s judgment as to the maintenance of educational continuity shall not be subject to review.
7. In cases of disability, including pregnancy, employees must use current and accumulated sick leave.

a. Military leave without pay shall be granted in accordance with all applicable statutory requirements.

a. Leave to provide care as the result of the birth or adoption of a child or a serious health condition of a family member (as defined in the Act) is available to eligible employees pursuant to the Federal Family Medical Leave Act, N.J.S.A. 34:11B-1, et seq. Any such leave shall be in accordance with all statutory requirements and procedures.
b. Pursuant to the Federal Act, eligible employees are entitled to take up to a maximum of twelve (12) weeks of leave in a twelve (12) month period. The New Jersey Family Leave Act provides twelve (12) weeks in a twenty-four (24) month period to eligible employees. The twelve (12) or twenty-four (24) month period commences with the beginning of the leave.
c. Pursuant to the requirements of the Act, the Board will maintain in effect, for up to the maximum twelve (12) week duration of leave under the Act, the employee’s health insurance coverage as if the employee had continued in active employment.
d. Employees desiring family leave must meet with Human Resources staff to review the timeline for required documentation, submit a leave request indicating the last work day, anticipated full term of leave, anticipated return to work date. FMLA and/or NJFLA time run concurrently. An employee may return to work prior to the prearranged expiration of the family leave period only at the discretion of the Board, and upon receipt of a fitness for to duty certificate indicating s/he is able to perform 100% of his/her job functions. This certificate must be presented to Human Resources no later than the return to work date.
e. An employee desiring to take leave in excess of the maximum twelve (12) weeks allowable under the Family Leave Act must include a request for this additional leave time along with the original Family Leave Act request. Such additional leave may be granted at the discretion of the Board.
f. Family leave will not be taken concurrently with paid sick leave.
3. Leave for Child Rearing/Adoption PurposesLeave for Child Rearing Purposes
a. Requests for child rearing leave shall be submitted at least sixty (60) days prior to the anticipated commencement of the leave. The leave request must include the last work day, anticipated full term of the leave, and anticipated return to work date.
b. Leave for child rearing purposes under the Family Leave Act must start within one (1) year of the birth or adoption of the child.
4. Leave to Care for Family Member with Serious Health ConditionLeave to Care for Family Member with Serious Health Condition
a. An employee requesting family leave in order to care for a family member (as defined by the Act) who has an identified serious health condition, as supported by a completed medical certification, shall provide at least thirty (30) days prior notice to the commencement of the leave, except where emergent circumstances warrant shorter notice. The leave request shall include a prearranged commencement and expiration date.
5. Educational Leave
a. Educational leave will not be authorized by the Superintendent during the term of this Agreement (i.e., student teaching, etc.)

1. Salary will be paid by check on the 15th and the last day of every month (except the month of December), or the nearest working day if these dates fall during holidays or weekends, for all employees covered by this Agreement.

New hires will receive salary in accordance with the preceding paragraph. Direct deposit is available and employees are encouraged to participate. Applicable banking information must be provided to the payroll department at the time of hire.
2. Under no circumstances will the Board make payroll advances for employees covered by this Agreement.
3. Salary guides for all contracted teachers covered by this Agreement are set forth on Exhibits A, B and C. Guides for custodians and teacher assistants are listed separately on Exhibits D and E, respectively. Support staff salary guides are listed on Exhibits F, G and H. Maintenance technicians, other technicians, and Coordinators covered by this Agreement are set forth on Exhibits I, J and K, respectively.
4. Salary increases will be:

2013-2014 2.4%
2014-2015 2.4%

1. An increment is a monetary increase, which allows for the placement of an employee on the next step within a specific salary schedule (Where Applicable). When an increment is not granted, the employee will remain at the same step within a salary schedule.
2. An increment is not automatic. Increments can be granted annually only upon the recommendation of the Superintendent and the approval of the Board. Increments can be given until the top step of the employee's classification has been reached.
3. An increment may be withheld by the Board on the recommendation of the Superintendent if service is unsatisfactory. Unsatisfactory performance can be attributed to "evaluation of job performance," "insubordination," "failure to comply with Gloucester County School Board of Education policies,” or "lack of professional ethics.” The aggrieved employee has the right to appeal to the Board after receipt of reasons.
4. An increment will not be granted to those who do not have the following minimum days of service for the preceding year:

1. The Board offers many benefits to employees through payroll deductions. Compulsory deductions may include Federal Income Tax, F.I.C.A. (Social Security), Family Leave Insurance, and the New Jersey Public Employees' Retirement System, and/or Teachers’ Pension and Annuity Fund and of affiliated associates.
2. Contributory life insurance is compulsory for one (1) year. After the first year contributory insurance may be discontinued, however, it may not be reinstated once discontinued.
3. Other possible optional deductions from salary or wages are health benefit contributions, etc., American Vocational Association, Vocational Education Association of New Jersey as approved by the Board, Bonds, and ABCO Public Employee Federal Credit Union. Copies will be provided by the Business Office upon request.

1. The Board agrees to deduct from the salaries of its employees dues for the Gloucester County Vocational-Technical Education Association, the New Jersey Education Association, and the National Education Association as each employee individually and voluntarily authorizes the Board to deduct. Such deductions shall be made in compliance with Chapter 233 New Jersey Public Laws of 1969 (NJSA 52:1415.9e) and under rules established by the State Department of Education. Said monies together with current records of any corrections shall be transmitted to such person as may from time to time be designated by the Gloucester County Vocational- Technical Education Association by the 15th of each month following the monthly pay period in which deductions were made. The person designated shall disburse such monies to the appropriate Association or Associations.
2. 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.

All employees who currently receive compensation for longevity compensation will continue to receive this entitlement and their current amount will remain frozen for the term of the Agreement. All current employees not receiving longevity compensation will be eligible for this entitlement after their fifth (5) year of employment ($350.00) only. Employees hired after 7/1/2013, will not be eligible for longevity compensation.E. LongevityD.Longevity

Coordinators shall be paid an additional stipend of $1,400.00 per year for the term of the Agreement. This amount will be prorated for mid-year assignments.

All coordinator stipends shall include but not be limited to the following: Cosmetology, Culinary Arts, Baking and Pastry, Project House, Yearbook, Academy Staff and Performing Arts, Construction, Transportation, Construction Trades/Green Initiatives, English, World Languages, Fitness for Life, Foods, Science, Math, Social Studies, Special Education, and School Safety.

All advisor stipends shall be at the rate of $900.00 per year for the term of the Agreement, and to include but not be limited to the following: DECA, FBLA, FFA, FCCLA, NV-THS-two advisors, HOSA, CTSO (Skills USA)-four advisors, Yearbook, Key Club, Student Council, NHS, Thespian Society and Renaissance.

In lieu of a stipend, these advisor positions may become part of a teacher's assignment in the event a teacher does not have a full work schedule.

All head coaches will receive a per sport stipend at the rate of $5,000.00 for the term of the Agreement. All assistant coach/freshman coaches will receive a per sport stipend at the rate of $3,800.00 for the term of the Agreement. All intramural sport leaders will receive an annual stipend of $1,500.00 for the term of the Agreement.
Coaches Driving to Practice/Matches/Meets/Games
A stipend of $30.00 per trip will be compensated for coaches with CDL driving to/from one (1) such practice, match, meet and/or game. There will be no minimum or maximum drives depending of the scheduling and availability of the vehicles and a fair coordination of same by Athletic Director.

Allowances for special licenses and shift differentials:

All employees currently receiving compensation for holding a special license prior to the ratification of this contract will be grandfathered and continue to receive compensation at the previously agreed upon rates. All others are as follows:

The duties for those custodians holding a valid black seal license will include boiler maintenance and on-call responsibilities.

1. The Superintendent shall determine the classification of the employee and the proper salary step in accordance with the Salary Guide in effect at the time of entrance into employment.
2. A new teacher may be allowed one (1) full step credit for each full year of continuous full-time military service, up to a maximum of four (4) steps as defined in N.J.S.A. 18A:29-11 of New Jersey School Law.
3. Salary step credit for experience or military service shall be granted only when satisfactory evidence of such experience is provided as required by the Superintendent.
4. In order to receive credit for advanced professional preparation, official transcripts and records must be presented to the Superintendent for approval and evaluation.

1. For employees serving on a ten-month basis the daily rate shall be 1/200 of the annual base salary.
2. For employees serving on a twelve-month basis the daily rate shall be 1/260 of the annual base salary.

The Board of Education shall provide medical, prescription, and dental benefits for eligible employees and dependents through the School Employees’ Health Benefits Program (SEHBP) or an equivalent plan for the term of this Agreement.

Eligibility for enrollment requires the employee to work a minimum of twenty-five (25) hours per week. There is a two-month waiting period following the hire date before health coverage begins, provided the completed documentation is submitted. However, ten-month employees, when beginning work at the beginning of the contract year, will have coverage commence on September 1. Another exception occurs if the new employee was enrolled in the State Health Benefits Plan (SHBP) or the SEHBP with the previous employer and the coverage is still in effect on the day beginning work with the new employer. In this case, coverage begins immediately with no break.

Coverage changes involving the addition of dependents are effective retroactive to the date of the event (marriage, civil union, birth, adoption, etc.) provided that the application and all supporting documentation is filed within sixty (60) days of the event. Coverage will end based on the SEHBP timetable for termination of coverage.

Multiple coverage is prohibited under the SHBP/SEHBP. State statute specifically prohibits two members who are each enrolled in SHBP/SEHBP plans from covering each other. Therefore, an eligible individual may only enroll in the SHBP/EHBP as an employee or retiree, or be covered as a dependent.

For the duration of this Agreement, the Board will pay an amount equal to the premium cost, less the employee’s health benefits contribution as mandated by Chapter 78, P.L. 2011, for appropriate coverage (single, couple, parent/child(ren), family). Eligible employees may select from the medical plans available to the District through the SEHBP or an equivalent provider.

For the duration of this Agreement, the Board will pay an amount equal to the premium cost, less the employee’s health benefits contribution as mandated by Chapter 78, P.L. 2011, for appropriate coverage (single, couple, parent/child(ren), family). The employee prescription drug plan is provided based upon the medical plan the employee selects. The parties agree that the State Health Benefit and School Employees’ Health Benefit Plan Design Committees will establish the co-payment amounts on an annual basis.

In some plans, the prescription drugs are included in the plan and are subject to a deductible and coinsurance. This means that the member pays the full cost of medications until the deductible is reached. Once the out-of-pocket maximum is reached, the member pays the applicable coinsurance until the out-of-pocket maximum is met. For 2012, these plans are identified as NJ Direct HD1500, Aetna HD1500, or Cigna HD1500, but may change subject to the discretion of the SEHBP.

For the duration of this Agreement, the Board will pay an amount equal to the premium cost for appropriate coverage (single, couple, parent/child (ren), family). Employees are offered enrollment in one of the two basic types of dental plans: one of several Dental Plan Organizations (DPOs) or the Dental Expense Plan. DPOs contract with a network of providers for dental services. You must use providers who participate with the DPO you select to receive coverage. The Dental Expense Plan is administered by Aetna Dental.

For the duration of this Agreement, the Board will reimburse up to $150 per school year towards the cost of vision exams and/or prescriptive corrective lenses for the employee.

An employer other than the State participating in the SHBP or SEHBP may allow an employee who is covered as a dependent under other employer-provided health benefits coverage to waive SHBP/SEHBP health benefits and be reimbursed the waiver incentive. Waiver incentives are only payable if the other coverage is through a non-SHBP/SEHBP program. The waiver shall be the lesser of 25% of the waived annual premium cost to the Board or $5,000 annually.

In compliance with Chapter 78, P.L. 2011, employees may choose to participate in the Flexible Spending Account (FSA). The FSA allows employees to put aside pre-tax dollars for qualified unreimbursed medical expenses, and/or dependent day care expenses. During the term of this contract, the Board will maintain a Section 125 Plan (Plan) as defined by the Internal Revenue Service Code. At a minimum, the Plan will include options required under the New Jersey laws governing local Boards of Education.

The Board has the right to change insurance carriers or plans as long as equivalent benefits are provided.

If an employee does not become a member of the Association during any membership year (i.e., from September 1st to the following August 31st) which is covered in whole or in part by this Agreement, 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.

1. Notification. 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.
2. Legal Maximum. Legal Maximum
In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may be set up to eighty-five (85%) per cent of that amount as the maximum presently allowed by law. If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Association membership year immediately following the effective date of the change.

1. Notification. Notification
Once during each membership year covered in whole or in part by 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 by November 1st. The Board will deduct from the salaries of such employees, in accordance with paragraph 2 below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association.
2. Payroll Deduction Schedule. Payroll Deduction Schedule
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on a list provided by NJEA during the remainder of the membership year in question. The deductions will begin with the first pay check paid.
a. Ten (10) 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 pay check paid ten (10) days after the resumption of the employee's employment in a bargaining unit position, whichever is later.

If an employee who is required to pay a representation fee terminates his or 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 pay check paid to said employee during the membership year in question.
4. Mechanics. Mechanics
Except as otherwise provided in this Article, the mechanics for the deduction of representation fees 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 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.

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 during the preceding thirty (30) day period. This list will include names, job titles, and dates of employment for all such employees.

The Association shall indemnify and hold harmless the Board for all claims and/or liability, including counsel fees and court costs, arising out of or related to the withholding of monies under this Article and/or the application thereof. In the event that such a claim is presented to the Board, it shall promptly advise the Association and the Association shall forthwith take over the defense of the matter.

This Agreement shall be effective as of July 1, 2012 and shall continue in effect until June 30, 2015 , subject to the Association's 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.

An Extension shall be signed by the "Board" and the "Association" on or before June 30th and it shall be mutually understood that both parties shall continue to negotiate in good faith.

During the term of this extension, the Association will not call, sanction, or support any strike, slow down, or stoppage of work by any teacher or teachers employed by the Board.

In witness whereof, the Association has caused this Agreement to be signed, in quadruple, by its president and secretary, and the Board has caused this Agreement to be signed by its president, attested by its secretary and both corporate seals to be placed hereon, all on the day and year first above written.