As utilized in this Agreement, the term "employee" shall mean only those male or female personnel specified in this paragraph (1-A.).

Administrative Personnel

ARTICLE 2

SUCCESSOR AGREEMENT

A. The Association shall have the right to negotiate a successor Agreement. Therefore the parties agree to enter into collective negotiations over a Successor Agreement in accordance with Chapter 123, N.J. Public Law of 1974 (NJSA 34:13 A-1 et seq.), in a good faith effort to reach agreement on all matters concerning the terms and conditions of employment. Such negotiations shall begin not later than the October 1st immediately preceding the expiration date of this Agreement. Any agreement so negotiated shall apply to the Bargaining Unit, be reduced to writing, and after ratification by the Board and the Association, be executed by both parties, and said Agreement shall apply to all members of the bargaining unit.

B. Neither party in any negotiations shall have control over selection of the negotiating representatives of the other party.

C. The Board agrees not to negotiate concerning said employees in the bargaining unit as defined in Article 1 of this Agreement with any organization other than the Association for the duration of this Agreement nor may any sub-group of this Association or its membership negotiate for separate or improved benefits other than those negotiated by the authorized negotiating committees.

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. Any such amendment shall be inserted into the existing contract.

E. No benefit accruing to either party pursuant to this Agreement may be eliminated or reduced without being negotiated unless otherwise provided in this Agreement or unless found to be contrary to the laws of the State of New Jersey or the United States of America. Proposed new rules or modifications of existing rules of the Board governing working conditions shall be negotiated with the Association before they are established.

F. If any provision of this Agreement or any application of this Agreement to any employee or group of employees 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; provided, however, that if the voiding of the Section in question alters the intent of the article, said Article shall be re-negotiated within thirty (30) days of the determination of illegality.

ARTICLE 3

GRIEVANCE PROCEDURE

A. Definition

1. A grievance shall mean a complaint by an employee and/or the Association that there has been to him/her a personal loss or injury because of a violation, misinterpretation or inequitable application by the Board or any of its administrators of any terms of this Agreement.

2. A grievance to be considered under his/her procedure must be initiated in writing by the employee within thirty (30) calendar days from the time when the employee knows or should know of its occurrence.

1. Understood

a. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

b. It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance has been fully resolved under the terms of this section.

2. Any employee who has a grievance shall discuss it first with his or her immediate supervisor in an attempt to resolve the matter informally at that level.

3. If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee, the grievance shall be submitted in writing to the following:

a. Certificated Personnel, Clerical Staff, and Aides to the appropriate immediate supervisor.
b. Custodial personnel to the Business Administrator.

4. The grievance shall specify the following:

a. The nature of the grievance and redress desired.
b. The nature and extent of the injury or loss.
c. The results of previous discussions
d. His/her dissatisfaction with decisions previously rendered.

The decision shall be communicated to the employee in writing within five (5) working days of receipt of the written grievance.

5. The employee, no later than five (5) working days after receipt of the written decision, may appeal this decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted as specified above in paragraph four (4) and his or her dissatisfaction with the decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) working days. The Superintendent shall communicate his/her decision in writing to all signatories of the grievance.

6. If the grievance is not resolved to the employee's satisfaction, the employee, not later than five (5) working days after receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, hold a hearing with the employee and render a decision in writing within thirty (30) calendar days of receipt of the grievance by the Board. Notification of the Board's intent to have or not have a hearing shall be given within fifteen (15) calendar days of the date of receipt.

7. If the decision of the Board does not resolve the grievance to the satisfaction of the aggrieved, and the aggrieved, with the agreement of the Association, wishes review by a third party, the Association shall so notify the Board through the Superintendent within ten (10) working days of receipt of the Board's decision, except in the case of grievance involving any of the following points:

a. Any matter of which a method of review is prescribed by law or prescribed by any rule or regulation of the State Commissioner of Education or any matter which according to law is either beyond the scope of Board authority or limited to action by the Board alone.

b. A complaint of a non-tenured employee which arises by reason of his/her not being re-employed.

8. Procedure

a. The following procedure will be used to secure the services of an arbitrator:

1. A request will be made to the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question.

2. The procedures of the Public Employment Relations Commission shall be followed with regard to the selection of the arbitrator.

b. The arbitrator shall limit himself to the issue submitted to him and shall consider nothing else. He/She can add nothing to, nor subtract anything from the Agreement between the parties or any policy of the Board of Education. The nature of any arbitration shall be binding upon the parties.

c. Rights of Employees to Representation

1. Any aggrieved employee may be represented at all stages of the grievance procedure by a representative(s) selected by him/her or approved by the Association.

2. When an employee is not represented by the Association in the processing of a grievance, the Association shall, at the time of submission of the grievance at the first level, be notified that the grievance is in process. The Association shall also have the right to be present and present its position in writing at all hearing sessions at the Superintendent's level and beyond concerning the grievance and shall receive a copy of all decisions rendered. A copy of any written decision made in response to a written grievance shall be provided for the Association upon request, in accordance with the time limitations for transmission to the aggrieved party established in Article 3, Section B., Subsections 4., 5., 6., 7.

3. The Board and the Association shall assure the individual freedom from restraint, interference, coercion, discrimination or reprisal in presenting his/her appeal with respect to his/her personal grievance.

d. The parties shall be responsible for all costs incurred by each, and only fees and expenses, if any, of the arbitrator shall be shared by each party paying one-half.

e. In the event a grievance occurs which is beyond the authority of the person designated herein to adjudicate same, such grievance may, by mutual consent of the aggrieved party and the Board, be instituted directly with the Board of Education through the procedures set forth in the provisions of Article 3, Section B.6.

9. Any employee involved in any complaint issued by a parent, student or other person which is used in evaluating the employee shall be given the opportunity to respond to and/or rebut such complaint. Said complaint shall also be called to the attention of the employee and shall be promptly investigated.

ARTICLE 4

EMPLOYEE RIGHTS

A. Public Employee Rights

The Board and the Association will respect all employee rights and privileges as provided for in Chapter 123, N.J. Public Laws of 1974: (NJSA 34:13A-1 et seq.)

B. Management Rights

Except as otherwise provided in this Agreement and under the provisions of Chapter 123, Public Laws of 1974, the W.E.A. 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 Wildwood City Schools to the extent authorized by law.

C. Rights of Unit Members

1. Whenever any unit member is required to appear before the Board of Education or any committee or representative or member thereof concerning any matter which could adversely affect the continuation of the unit member in his/her office, position or employment or the salary or any increments pertaining thereto then he/she shall be given twenty four (24) hours prior written notice of the reasons for such appearance. He/she shall be entitled to have a person of his/her own choosing present to advise and represent him/her during such meeting or interview.

2. No unit member shall be disciplined, reprimanded, or reduced in rank or compensation, without just cause. The Board retains the right to discipline or discharge an employee during the term of his/her employment contract pursuant to law. Discipline may include written reprimands, increment withholdings, or suspensions without pay if consistent with law, and mid-contract discharges consistent with the law, but shall not include the non-renewal of a non-tenured unit member. All disciplinary acts shall be subject to the grievance procedure. Any discipline to be imposed shall take into account the nature of the offense, the length of service and general employment record of the employee, the number of previous offenses, any other mitigating circumstances, and previous discipline administered to others in similar situations. Discipline shall generally be applied in a progressive manner, unless it is determined that due to the egregious nature of the offense(s) committed, or the repetitive or multiple nature of the offense(s) committed, immediate, more severe disciplinary action is warranted. All discipline shall be applied in a non- discriminatory fashion.

3. If the administration changes a student's grade, consultation with the teacher involved shall be held, if possible, prior to the grade change.

1. The Board shall provide space in each classroom in which certificated personnel may store instructional materials and supplies.

2. For each school building, a certificated person's work area containing adequate equipment and supplies to aid in the preparation of instructional materials shall be provided and will include a copying machine, a typewriter, and all appropriate supplies and paper for said machines.

3. In addition to the aforementioned certificated person work area, an appropriately furnished room shall be reserved for the exclusive use of certificated personnel as a faculty lounge. Although these persons shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school's custodial staff.

1. Representatives of the Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with nor interrupt normal school operations.

2. The Association and its representatives shall have the right to use school buildings at reasonable hours for meetings. The principal of the building in question shall be notified in advance of the time and place of all such meetings. The principal may not withhold approval for use of the building except for good reasons.

3. 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 bargaining unit and to no other organizations.

4. In case of emergency, Association members shall have the right to utilize a telephone in the school office. In such event, the particular member of the Association shall reimburse the Board for his/her toll calls.

5. The Association shall have the right to utilize one copying machine for Association business subject to the following restrictions:

a. Prior approval of the Superintendent of Schools, or, in his/her absence, his/her designated agent, shall be obtained by the Association. The Superintendent or his/her agent aforesaid, shall have the right to withhold approval of any material he/she deems detrimental to the Board of Education or the Wildwood School System.

b. The Association shall supply its own paper when using the copier.

6. If the President of the Association is a high school teacher, he/she shall be assigned to hall duty for his/her supervisory period. At the discretion of the principal, or his/her designated agent, he/she may be released from hall duty to deal with Association business. The President of the Association shall also have a duty-free homeroom period.

ARTICLE 5

SCHOOL CALENDAR

A. School Calendar for Certificated Personnel

1. The school calendar shall be as set forth in the annual Superintendent's Handbook that is presented to each teacher.

2. Prior to the submission of his/her recommendation of the school calendar to the Board, the Superintendent will consult with the Association to receive its recommendations. The President of the Association will receive a copy of said calendar within three (3) days after its adoption by the Board of Education.

3. The in-school work year for certificated and aide personnel employed on a ten (10) month basis shall not exceed one hundred eighty-five (185) days.

a. The in-school work year shall include days when pupils are in attendance, orientation days, and any other days on which certificated and aide attendance is required.

b. New personnel to the district or those returning to the district after resignation or leave without pay may be required to attend two (2) additional days of orientation.

1. Clerical Personnel

a. Between and including the Board designated opening day of school and the Board designated last day of school, all clerical personnel shall work on those days when certificated personnel work.

b. Between the Board designated last day of school and the Board designated opening day of school, clerical personnel shall work Monday through Friday each week, but shall receive July 4th and Labor Day as paid holidays.

c. Those clerical personnel not attending the annual NJEA convention must work one (1) of the two (2) days involved.

a. The custodial calendar shall be structured by the Secretary of the Board of Education. The custodial staff shall have the following holidays off:

If any of these days occurs on the weekend, then each custodian shall be assigned an alternate day off, either the Friday before or Monday after the holiday, in the sole discretion of the Board Administrator. The Board Administrator may restrict a four-day weekend where dictated by the needs of the school. In such event, a different alternate day shall be assigned.

b. In the event that a holiday falls on a weekend, as set forth in paragraph a. above, the Association may designate not less than fourteen (14) days in advance of said holiday, whether the holiday pay, as set forth in this paragraph will be paid on the actual holiday, occurring on the weekend, or on the substitute day, scheduled on Friday or Monday, by the Board Administrator. The Board shall advise the Association of the proposed holiday or holidays no later than October first of that year.

c. In the event that any employee is called back to work on any holiday set forth in paragraph 2.a. above, he/she shall be compensated for the hours worked at the rate of one and one-half (1-1/2) times his/her straight time plus a replacement day off at a later time. Said replacement day shall be scheduled with the approval of the Board Administrator, but in no event later than sixty (60) days from the date of the original holiday. At the employee's option, the employee may cash out the replacement day at his/her straight time rate. He/She shall receive no other compensation.

ARTICLE 6

CLERICAL AND CUSTODIAL VACATION

A. Clerical and custodial personnel shall be entitled to annual vacation as follows:

1. First year personnel: one (1) working day for each full month of service (from date of hire) to a maximum of eight (8) working days. These days shall be allotted to the employee for use as of July 1st of the academic year following the date of hire.

Employees shall earn the following vacation allotments:

2. From July 1st of the first (1st) academic year of employment following the date of hire through June 30th of the second (2nd) academic year of employment - ten (10) working days.

3. From July 1st of the third (3rd) academic year of employment through June 30th of the fifth (5th) academic year of employment – thirteen (13) working days.

4. From July 1st of the sixth (6th) academic year of employment through June 30th of the tenth (10th) academic year of employment – fourteen (14) working days.

5. From July 1st of the eleventh (11th) academic year of employment through June 30th of the fifteenth (15th) academic year of employment – seventeen (17) working days.

6. From July 1st of the sixteenth (16th) academic year of employment – twenty (20) working days.

B. 1. For the purpose of this article, all references to “annual” and other related terms shall
mean a period commencing July 1 and ending the following June 30.

2. All earned vacation time is credited to an employee as of July 1 of the academic year
following the year in which it was earned.

C. Clerical Vacation Scheduling

1. Vacation eligibility shall be determined as of July 1 of each year. Vacation time accumulated during the year preceding July 1 may not be used prior to June 30. Vacation scheduling is to be arranged with approval by the employee's immediate superior, and the taking of vacations is not to be limited to the summer period.

2. Each secretary shall have the right to cash out up to five (5) vacation days annually at his/her per diem rate at the employee's option.

3. Earned vacation time shall normally be taken in the school year after it is earned. However, a secretary may elect not to take all of his/her vacation in one year, to a maximum of five (5) days, to be taken in the subsequent year along with his/her vacation for that year.

1. Vacations may be requested with sixty (60) day’ written notice. If vacation requests are submitted with less than sixty (60) days notice, approval may be granted only by the Business Administrator.

2. No more than one (1) custodian per building may exercise his/her vacation rights on any one (1) day. It is the expressed intention of this paragraph that no more than one (1) custodian may be on vacation from each building on any one (1) day. During July and August up to two (2) custodians may exercise vacation rights on any one (1) day in the high school building only.

3. All conflicts with regard to scheduling of vacations shall be determined on the basis of seniority.

4. Earned vacation time shall normally be taken in the school year after it is earned. However, a custodian may elect to have his/her vacation prorated in order to take some of these vacation days during the year in which they are earned. Likewise, a custodian may elect not to take all of his/her vacation in one year, to a maximum of five (5) days, to be taken in the subsequent year along with his/her regular vacation for that year.

5. Each custodian shall have the right to cash out up to five (5) days of earned vacation time annually at his/her per diem rate.

ARTICLE 7

WORK HOURS

A. Certificated Personnel

1. The normal in-school workday shall consist of not more than seven (7) hours and forty-five (45) minutes, which shall include a duty-free lunch period as guaranteed to teachers under Section A.7. of this Article.

2. No certificated person shall be required to report for duty earlier than fifteen (15) minutes before the start of homeroom/morning exercise. Each certificated person shall be permitted to leave thirty (30) minutes after the end of the designated school day. These thirty (30) minutes are to be used for tutoring students, curriculum development, or class preparation. On Fridays or days preceding holidays or vacation, the certificated person's normal school day shall end ten (10) minutes after the conclusion of the designated school day.

3. Certificated personnel are expected to maintain their usual professional responsibilities.

4. Teacher-Pupil Contact

ii. certificated staff members shall normally have the following schedule within a nine (9) period day:

d. Teachers are expected to supervise their rooms and the hallways in the area of their
homeroom before and after school. Teachers without homerooms may be assigned
a general supervisory duty during that same time. Teachers of classes are generally
expected to supervise the hall areas between classes.

5. Every effort shall be made to ensure that high school teachers shall not normally be required to teach more than two (2) subject areas, nor more than a total of two (2) teaching preparations. However, in no case shall a teacher, without his/her initiation, be required to teach more than three (3) subject titles over a continuing period, except when the number of courses offered by the department mandates otherwise, exclusive of activities and clubs (under our present scheduling system).

a. The notice of an agenda for any meetings shall be given to the certificated
personnel involved at least one (1) working day prior to the meeting, except in an
emergency. Certificated personnel shall have the opportunity to suggest items for
the agenda.

a. High school teachers shall, in addition to their lunch period, have daily preparation time of at least one class period in length except as provided herein. During that period, high school teachers shall not be assigned to any other duties. This period shall be used for purposes directly related to the instructional program: planning, tutoring, etc., at the teacher's option. High school teachers with laboratory subjects and high school teachers of the fine and practical arts shall not be entitled to one (1) preparation period per day but shall be entitled to a total of five (5) preparation periods per week.

additional monies regardless of whether a substitute is present or not for the absent ICS teacher.

The Board may require a high school or middle school teacher to teach an additional class (a sixth (6th) class subject to the following conditions:

1. The work day shall consist of eight (8) hours including a sixty (60) minute uninterrupted lunch hour.

2. The eight (8) hour workday for each secretary shall be arranged with the building principal between the hours of 7:00 a.m. and 5:00 p.m.

3. The assignment of a secretary shall be designated at the beginning of the school year and said shall remain in effect for the entire year except by mutual consent of the parties.

4. The additional compensation for the call-in secretary as provided in § 10 of this provision shall be unaffected by this paragraph.

b. Secretaries on twelve (12) month contracts shall work all of the Board-approved certificated personnel calendar days. The Board shall have the right to require one






(1) secretary to be on duty during all days on which an administrator is working, and the school is closed during the school year (summer excluded). Such time shall be compensated at time and one-half for all hours worked.

a. Each employee shall receive a minimum of one (1) hour's pay at the rate of time and one-half when compelled to return to work for scheduled call-back. For





purposes of this agreement, "scheduled call-back" shall mean any required return to work posted no later than thirty (30) minutes subsequent to the commencement of the shift on or before the date of said call-back.

b. Each employee shall receive a minimum of four (4) hours' pay at time and one-half for unscheduled call-back. For purposes of this Agreement, "unscheduled call-back" shall mean any required return to work by the employee of which he/she was not apprised on or before the first thirty (30) minutes of his/her shift on the date in question.

5. Each Custodian called upon to work the late night shift (10:45 p.m. to 7:00 a.m. or 11:00 p.m. to 7:15 a.m.) shall be paid an additional shift differential of ten percent (10%) of his/her hourly rate for said shift.

EMPLOYMENT PROCEDURES

A. Staff Vacancies

1. Whenever a staff vacancy occurs or when a new position is created, a notice shall be posted on the appropriate bulletin board in each building for a minimum of ten (10) calendar days when possible stating that the vacancy exists. Persons interested in being considered for any posted staff vacancy shall file a written request with the Superintendent. Vacancies occurring from June 15 to August 31 shall be brought to the attention of the Association by the Board's mailing a notice of vacancy to the President of the Association, at his/her legal domicile.

3. Nothing herein contained in this Article precludes the Board from filling any staff vacancy with persons not presently employed in the system.

consideration of the hiring of new staff, if a vacancy exists. Nothing in this Article shall prevent administrative assignment or transfers in the best interest of the School District.

4. In case of a reduction-in-force of secretarial staff, when secretarial skills are otherwise equal as recorded in the staff member's evaluations, seniority in a specific job classification, i.e. secretary to the principal or secretary, shall be implemented.

ARTICLE 9

SALARIES

A. Employees shall be paid during the term of this Agreement in accordance with the following schedules:

1. Certificated Personnel Schedule A (Longevity on Schedule A-5)
2. Clerical Personnel Schedule B
3. Custodial Personnel Schedule C
4. Teacher Aides Schedule D

B. Increments

1. Certificated Personnel Increments

a. Upon return from leave granted pursuant to Article 14, Sections A., B., or C., a certificated person shall be considered as if he/she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent, provided, however, that time spent on said leave shall not count towards the fulfillment of the time requirements for acquiring tenure. A certificated person shall not receive increment credit for time spent on a leave granted pursuant to Section D. of Article 14, nor shall such time count toward fulfillment of time requirements for acquiring tenure.

b. Certificated personnel shall be eligible for and/or entitled to incremental increases on July 1.

c. All certificated personnel, beyond Step 11, top-of-the-scale, shall be entitled to
longevity, based upon the years of experience in the district. "Years of experience" shall be defined to mean years actually worked in the Wildwood District plus any years of prior experience credited to the teacher by the Board of Education at the time of initial employment, as reflected in the initial placement on the guide. (Years of experience = time at Wildwood + initial placement - 1)

Certificated personnel, once they have reached the top of the salary scale, shall receive, starting the following year, an additional amount of longevity as described below and as shown on Schedule A:

For 2004-2008, Level 1 shall be paid pursuant to the schedules. In addition, after six (6) years at longevity level 1, an additional $1020.00, and after seven (7) years at longevity level 2, an additional $1275.00, for a total of $2295.00 as shown on the schedules.

a. All increments shall be based on satisfactory service and only granted upon recommendations of the Board Administrator.

b. Each custodian shall receive and sign a copy of any evaluation report within five (5) school days of the filing of said evaluations. The custodian's signature will indicate only knowledge of the contents of the report, not agreement with the contents. No custodian may be required to sign a blank form.

c. Any custodian may, after receiving an evaluation report, request a conference with the evaluator. In such event, the conference will take place within five (5) working days of said request. In such event, the custodian may have a representative from the collective bargaining unit present. If such a representative is present, the School Business Administrator shall be present at the conference.

d. Custodial personnel shall receive incremental increases in salary on July 1 except as provided above.

4. Aide Increments

Aide personnel shall receive incremental increases on July 1st. Increments shall be withheld only for just cause.

The Superintendent of Schools, with Board of Education approval, may grant credit for prior clerical experience for employees new to the Wildwood Public Schools.

ARTICLE 10

EXTRA-CURRICULAR COMPENSATION

A. The Board recognizes that the certificated personnel contribute considerably to the extra-curricular program through participation in the in-school club program and other extra duties, which invariably require additional amounts of a person's time, even though actual meetings may be scheduled during the school day.

B. Procedures

1. Certificated personnel will be able to apply for these positions as listed prior to the Superintendent's recommendation to the Board. As soon as the Board has taken action, each successful applicant shall be notified in writing. A contract will be issued to the successful applicant, to be returned to the Board Office within fifteen (15) days.

2. The Board agrees that it will make every effort to notify all applicants for positions as sponsors of extra-curricular activities at least thirty (30) days prior to the date the sponsor shall assume his/her responsibilities.

3. Activities which receive compensation shall be voluntary, unless there are no volunteers or applicants. Prior to involuntary assignments, all persons eligible shall again be asked to volunteer.

a. The stipend for any Board-initiated activity not covered in Schedule E, shall be negotiated with the WEA at the time of its inception.

a. Certificated personnel shall not receive compensation for those activities that are a part of a job for which they are already compensated or P.T.A. meetings.

b. Compensation for supervision or other activities at athletic events is not considered in this section.

c. Certificated personnel shall have the opportunity to volunteer for the duties indicated above, except that the school principal has the option to appoint someone who has not performed such duty for the first time in a school year. The principal also has the option of appointing someone if there are no volunteers. Involuntary assignments shall be made in such a way as to equitably distribute participation in these activities among the certificated personnel.

d. Baccalaureate services supervision shall be voluntary except for those staff members who have to fulfill their supervisory duties as stipulated above in C. 3.

e. An individual coaching two (2) concurrent sports during the same season will be paid one full stipend and one-half (1/2) of the other stipend.

f. The Board of Education may place applicants with previous out-of-district experience on an appropriate step of the Extracurricular Stipend Index Scale.

1. The amount of time required for the activity. This time is not to include time spent on extracurricular positions during the regular school day since the employee is already being compensated for those hours.

2. The responsibilities inherent in the position that are needed to complete the job.

3. Any combination of released classroom or duty time that is proposed with an extracurricular activity.

4. Any time there is a significant change in the requirements for an existing extracurricular position, a stipend classification adjustment may be considered.

5. Any proposed stipend changes shall be negotiated with the majority representative.

a. that the position holder be recommended to be rehired upon application and the person will move to the next step on the Extracurricular Stipend Index Scale

b. that the position holder will be recommended for rehire with assurances that specific changes be made to improve job performance as documented in the written evaluation, with no progression possible on the Extracurricular Stipend Index Scale

c. that the position holder will not be recommended for the extracurricular position for the following year.

EVALUATION

A. Observation--Certificated Personnel

1. All evaluations and formal observations of the work performance of a certificated person shall be done with the full knowledge of the certificated person.

2. All observations and evaluations of certificated personnel shall be done by supervisory-certificated personnel.

3. Class Observation

a. All certificated staff shall be observed and evaluated according to law.
b. Within three (3) days of a classroom observation, the staff member shall meet with his/her evaluator to hold an observation conference. The purpose of this conference is for the evaluator and staff member to mutually discuss the lesson that was observed.
c. Within eight (8) days of the observation conference, the staff member shall receive a copy of the written evaluation for signature.
d. The certificated person's signature will indicate only knowledge of the contents of the report, not agreement with the content. No certificated person may be required to sign a blank form.
e. Should the certificated staff member wish to have a rebuttal attached to an evaluation, he/she shall submit said document to the evaluator within ten (10) days of receipt of the written evaluation. Said rebuttal shall become part of the evaluation document.

4. The basic purpose of evaluation is to improve instruction. Specific suggestions should be made and an opportunity provided for improvement, with follow-up visits made.

5. A certificated person may request a formal observation from an appropriate supervisor.

6. Supervisory personnel shall observe and evaluate all extracurricular and athletic stipend positions.

ARTICLE 12

SICK LEAVE

A. Employees shall be entitled to sick leave as follows:

1. Certificated Personnel – 10 days

12 Month Employee – 12 days
10 Month Employee – 10 days

4. Aide Personnel – 10 days

1. Upon commencement of the receipt of pension benefits under T.P.A.F. or P.E.R.S., whichever is applicable, each employee covered by this Agreement shall be eligible for payment for unused sick leave pursuant to the following:

2. Employees who retire under T.P.A.F. or P.E.R.S. and commence receiving pension benefits, shall be eligible for payment for unused sick leave according to the following:

a. the employee must have completed fifteen (15) years of service in the Wildwood City Schools.

b. the employee, to qualify for payment for unused sick leave, must have accumulated a minimum of seventy-five (75) days of sick leave.

c. the employee shall be reimbursed for unused sick leave according to the following schedule:

E. Provision for Certificated Staff – Emergent Leave

Teachers who, for unforeseen emergency reasons, are unable to report to work in time for the start of the workday, who must leave work during the course of a workday, or who must leave work before the end of the workday (as outlined in Article VII:A.1) shall be charged with leave in accordance with the following provisions:

a. The teacher must confer with and receive administrative approval for any missed time.

ARTICLE 13

TEMPORARY LEAVES OF ABSENCE

A. Each employee shall be entitled to the following temporary non-accumulative leaves of absence with full pay annually:

BEREAVEMENT ILLNESS PERSONAL

a. First degree bereavement means the death of spouse, parent, child, sibling, parent-in-law, son-in-law, daughter-in-law or other person residing with the employee's family.

b. Second degree bereavement means the death of uncle, aunt, grandparent, grandchild, nephew, niece, cousin or brother/sister-in-law.

c. Illness in the immediate family shall mean illness of any first degree family member as defined in Article 13, (B1a).

If, in the determination of the Superintendent, an employee who is not under subpoena for court appearance warrants up to two (2) days annually, such leave may be granted. The decision of the Superintendent is not subject to the grievance procedure provided for in this Agreement.

ARTICLE 14

EXTENDED LEAVES OF ABSENCE FOR CERTIFICATED
AND NON-CERTIFICATED PERSONNEL


A. A leave of absence without pay of up to two (2) years may be granted to any tenured certificated person who joins or participates in any of the following:

1. The Peace Corps
2. VISTA
3. The National Teacher Corps
4. Exchange or overseas teacher
5. Fulbright Scholarship.

B. A tenured certificated person shall be granted a leave of absence without pay for up to one (1) year to teach in an accredited college or university.

C. Military leave shall be granted in accordance with state and federal law.

D. Maternity Leave

1. No employee may be removed from her teaching position or other duties based solely on the fact of pregnancy or a specific number of months of pregnancy.

2. An employee shall notify the Superintendent of her pregnancy as soon as it is medically confirmed.

3. a. All pregnant personnel may apply to the Board for a Maternity Leave of Absence without pay and shall be granted leave for up to six (6) months prior to the expected date of birth, or sooner if requested by the employee and administratively feasible or medically advisable, and up to one year for tenured certificated personnel or non-certificated employee after the birth of the child, at the option of the employee; however, an extension of up to one year may be granted for reasons associated with the pregnancy or birth or other just cause. The administration has the prerogative to extend the length of one leave of absence to the beginning of a half (1/2) school year. For non-tenured certificated personnel, maternity leave need not extend beyond that contract/school year in which the leave is granted. The Board shall continue to pay for the employee's Blue Cross/Blue Shield, Major Medical, dental coverage and prescription coverage during this leave of absence, for one (1) month before and up to three (3) months after the birth of the baby. For purposes of this paragraph, any child born during the first fifteen (15) days of any calendar month shall be considered to be born on the first day of that calendar month. Any child born subsequent to the fifteenth (15th) day of any calendar month shall be considered to be born the first day of the next subsequent calendar month. Both parties agree that this paragraph (Article 14 D. 3.) shall control the

payment of health benefits to each and every employee giving birth to a baby, regardless of the type of leave utilized. It is the express intention of the parties that in each and every case the Board shall provide medical benefits for each employee giving birth to a baby at least but no more than three months (as defined herein) subsequent to the birth of said baby unless the employee returns to work prior to the expiration of said three month period. If the employee opts to stay home earlier than one month before and/or longer than three months after the birth of the child, the employee shall inform the Board Secretary if the employee wishes to remain covered by this health insurance and shall pay the monthly premiums for the periods in question until returning to school.

b. Employees on a leave of absence must notify the Board, in writing, no
later than thirty (30) days prior to the end of the leave of their intent to
return to work on the date the leave ends.

c. Employees on leaves of absence that extend through the end of a school
year must notify the Board, in writing, of his/her intend to return to work
for the following school year no later than June 1st of the academic year.

be included up to a maximum of six (6) credits per semester. Under the conditions of a study program, evidence of successful completion of the program must be submitted to the Superintendent.

ARTICLE 15

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A. Certificated Personnel

1. a. The Board agrees to pay the full cost of reasonable expenses (including fees, meals, lodging, and transportation: an amount per mile allowed as a business deduction by the I.R.S as of September 1st of each year in which the contract is in effect) incurred in connection with any workshops, seminars, conferences, in-service training sessions or other such sessions which a certificated person is requested to take by the Superintendent, in writing.

b. The Board agrees to reimburse graduate level tuition, including required general fees, (not books, parking fees, or transportation costs) for coursework taken by a certificated staff member pursuant to the following provisions.

2. The Board recognizes the value of certificated personnel remaining up-to-date and agrees to reimburse them for cost of continuing education as follows:

3. The salaries of certificated personnel shall be computed on the basis of training and experience and:

a. All graduate credits earned at an accredited college or university will receive consideration on the salary scale, with the approval of the Superintendent.
b. Credits taken for initial certification will not apply beyond the BA level.
c. Graduate credits used toward the MA degree may not be counted toward post MA credit.
d. Undergraduate and in-service courses may be credited on the salary scale with advance approval from the Superintendent.
e. An official transcript must be filed with the Superintendent by October 1 of the year in which the credit is claimed.

a. retirement: regular or disability
b. reduction-in-force
c. non-renewal or dismissal
d. if an employee applies for an administrative position within the district and does not get chosen for the job.

Whereas the State of New Jersey has provided direction and funding for the first year of the mentoring of traditionally prepared novice teachers, special education novice teachers and alternate route novice teachers pursuant to N.J.A.C. 6:11-14 et seq, and;

Whereas the Administrative Code in § 14.8(d) provides direction for the uses of such State funding, and;

Whereas the Board and the Association desire to provide direction for the mentoring program and the use of the State funds within this school district, therefore;

Be it agreed that the district will comply with N.J.A.C. 6:11-14 et seq in establishing a mentor program and selecting mentors for novice teachers within the school district, and;

Be it agreed that as long as the State of New Jersey provides funding to the district for use in the first year mentoring of novice teachers, the Board agrees that it will reimburse novice teachers for up to $550 in mentoring costs and alternate route novice teachers up to $1,000 in alternate route mentoring costs, and;

Be it further agreed that the mentee will have the mentoring fee deducted from his/her salary as a payroll deduction over the academic year, and;

Be it also agreed that the mentor shall be paid the mentoring fee in two (2) equal installments on January 30th and June 30th, and;

Be it further agreed that the novice teacher shall be reimbursed the mentoring fee upon successful completion of the mentoring process. Successful completion shall mean that the novice teacher receives a recommendation from the Superintendent to the Department of Education that the novice teacher be granted his/her standard certification.

Be it further agreed that such reimbursement shall take place subsequent to the successful completion of the novice or alternate route teachers’ first year of employment within the district, and;

Be it further agreed, that should the State of New Jersey increase its first year funding or expand its funding to a second year of mentorship, the parties shall meet to discuss any cost reimbursement arrangement, and;

Be it also agreed that should the State of New Jersey fail to fund the mentoring program, the reimbursement of mentoring fees shall cease pursuant to this agreement and the practice in the district shall return to the mentee paying the required mentorship fees.

Secretaries shall be allowed to attend workshops with the prior approval of the Superintendent of Schools. The Board will reimburse secretaries for registration fees and mileage at the amount per mile allowed as a business deduction by the Internal Revenue Service as of September 1 of each year in which this Contract is in effect. Denial of approval by the Superintendent shall not be subject to the grievance procedure contained in this Agreement.

1. Each year, a stipend of $1,000 will be paid to any member of the custodial staff who has his/her Boiler License.

ARTICLE 16

HEALTH INSURANCE

A. The Board will pay the cost of Blue Cross/Blue Shield, Rider J, and Major Medical Insurance coverage for members of the bargaining unit and their dependents. This coverage will be provided under the New Jersey Public and School Employees' Health Benefits Plan.

B. The Board will pay the cost of The N. J. State Health Benefits Prescription-Drug program coverage for members of the bargaining unit and their dependents.

C. 1. The Board will pay the cost of dental insurance coverage, including 50% orthodontics, of its choosing for each member of the bargaining unit, and their dependents. The coverage provided shall be similar to that of Plan #2A of the Delta Dental Plan offered by New Jersey Dental Service Plan, Inc.

2. Effective July 1, 2005, employees shall contribute the following amounts towards the cost of their dental coverage each year of employment:

Certificated Staff: $250
Support Staff: $125
Aides: $ 75

3. Contribution will be deducted through an I.R.S. § 125 Premium Only Plan.

D. Each employee shall have the right to transfer his/her medical coverage to an HMO program of
his/her choosing provided he/she pays the difference between the cost thereof and the coverage
specified in A. above.

ARTICLE 17

SALARY PROVISIONS

A. The Board agrees that it will make such deductions as authorized by the employee in compliance with the provisions of Chapter 310, Public Law, 1967 and under the rules established by the New Jersey Department of Education.

B. The Board Secretary shall deduct eighty-five percent (85%) of the NEA-NJEA unified dues paid by a member of the Wildwood Education Association from the salary of any member of the representative (bargaining) unit who elects not to join the Union.

C. Employees may request direct deposit of their paychecks into an account or bank of their designation, provided such request results in no cost to the Board of Education. Subsequent to the implementation date, should a cost to the Board, as a result of instituting direct deposit be instituted, said practice may be terminated.

Direct deposit shall be suspended for the final payment of the annual contract period and payment will be made by check.

D. a. Each ten (10) month employee shall be paid on a ten (10) month equal semi-monthly basis.

b. Each twelve (12) month employee shall be paid on a twelve (12) month equal semi- basis.

E. All salary checks will be received by employees prior to lunchtime on the day on which the payment should be made except in emergencies.

F. Each employee shall have the option of joining a tax sheltered annuity plan as part of the payroll deduction plan. The employee may determine the amount to be deducted each month before taxes as allowed by federal law. One transaction shall be made by the Board Secretary and deductions shall be sent to an insurance company or agent to be designated by the Wildwood Education Association. Said insurance company or agent will, in turn, distribute the funds to their proper destination. The employee must sign for participation in the program for the entire school year.

G. If a an employee so wishes, his/her paycheck or any portion of it may be deposited into his/her saving account at the ABCO Federal Credit Union.

ARTICLE 18

PERSONAL AND ACADEMIC FREEDOM FOR EMPLOYEES

A. The personal life of an employee is an appropriate concern of the Board only when it may directly prevent that person from properly performing his/her assigned functions during the work day or at any school activity or function.

B. 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 employment of such person, providing said activities do not violate any local, state or federal law.

C. The Board and the Association agree that academic freedom is essential to the fulfillment of the purpose of the Wildwood School District. Accordingly, they agree that certificated personnel shall be granted full freedom, without censorship or restraint, in classroom presentation and discussions, provided that the material is relevant to the course content. Certificated personnel shall further be granted full freedom to express, without censorship their personal opinions on matters relevant to the course content, provided that said opinions are not detrimental to the welfare of the students of the Wildwood School District, and provided further that each certificated personnel shall indicate that he or she is expressing a personal opinion and is not speaking on behalf of the Wildwood School District, its administration, or the Board of Education.

D. The Association and the Board agree that they are extremely proud of the Wildwood School System, and that this pride should be shared and expressed by each employee. The Association and the Board further agree that disputes between it, and between individual employees and the Board and/or its administrators, are matters to be handled within the framework set forth in N.J.S.A. 34:13A-1 et seq.

E. Accordingly, the Association and the Board agree that their respective members shall refrain from discussing individual members of either group in the classroom or in public meetings. The Association and the Board further agree that their respective members, either collectively or individually, shall refrain from making disparaging or critical remarks in public about members of the opposite group. The Association agrees that this subsection is essential to the maintenance of pride in the Wildwood School System.

F. Any criticism of the performance of a unit member shall not be done in the presence of students, parents, other staff members or in public gatherings without justifiable, substantive reasons. This provision does not include directives necessary to deal with emergent situations.

ARTICLE 19

ACADEMIC DEPARTMENT HEADS

Department Heads shall be recommended annually by the Superintendent of Schools and shall be paid a stipend of $1,500 for the first year the position is held, $1,750 for the second year the position is held (consecutive) and $2,000 for the third year the position is held (consecutive).

Effective July 1, 2005, the rates shall increase to $1,600, $1,850, and $2,150 respectively.

When departments exist in more than one school, the Department Head shall have the responsibility to cooperate and consult closely with the principal of each school concerning the performance and administration of his/her department in the school. In the event that conflicting demands shall be made by the schools, the Superintendent shall be called on for final decision.

Organization Pattern

1. Department heads will teach five (5) classes per day (twenty-five [25] periods per week), have one (1) preparation period per day (five [5] days per week), and have one (1) duty period per day which is Department Head (five [5] periods per week) which shall be for Department Head duties. Academic Department Heads shall have no homeroom duty.

ARTICLE 20

UNIFORMS

Custodial Personnel

1. The Board agrees to provide each Custodian with three (3) short sleeve shirts, two (2) long sleeve shirts and four (4) pairs of pants to be worn by each custodian during the performance of his/her duties. Each Custodian shall be responsible for maintaining his/her work clothes in a neat, clean condition. No employee may wear his/her work clothes at any time except during the course of his/her employment. Uniforms shall be replaced from time to time at the sole discretion of the Board. Any member of the Custodian staff may purchase his/her old clothing from the Board at cost when same is worn out.

2. The Board shall provide each Custodian with a pair of safety shoes not to exceed sixty dollars ($60.00). All Custodians shall wear such safety shoes. Any Custodian requiring orthopedic safety shoes may receive a fifty dollar ($50.00) contribution toward the cost of said shoes, provided that he or she provides the Board Administrator with proof that the shoes were in fact purchased. The shoes shall be replaced at such time as the Board Administrator determines that they are worn out. No Custodian shall wear his/her safety shoes except while on the job.

3. Failure to be properly attired in uniform during working hours may be grounds for disciplinary action.

ARTICLE 21

FULLY BARGAINED

A. This Agreement represents the complete understanding between the parties, and during the term of this Agreement, neither party shall be required to reopen negotiations. However, if during the term of this Agreement, the Board upon its sole initiative, in meeting its responsibilities determines to undertake such changes in the organization and operations of the schools as to change or modify the terms and conditions of the employees covered by this Agreement, such changes may be made after the Board has negotiated with the Association regarding such changes.

B. The Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated.

ARTICLE 22

AGENCY SHOP

A. Purpose of the Fee:

If an employee, either a certificated or non-certificated employee of the Board in a position represented by the Association in the negotiating unit described in the Recognition Clause of this Agreement, does not become a member of the Association during any membership year which is covered in part or in whole 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.

B. Amount of the Fee and 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.

C. Deduction and Transmission of the Fee:

1. Notification: On or about the 15th of September of each year, the Board will submit
to the Association a list of all employees in the bargaining unit. On or about
January 1st of each year, the Association shall notify the Board as to the names of
those employees who are required to pay the representation fee.

2. Payroll Deduction Schedule: The Board will deduct from the salaries of the
employees referred to in Section C:1, the full amount of the yearly representation
fee in equal installments beginning in the first paycheck in February.

3. Termination of Employment: 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.

ARTICLE 23

MISCELLANEOUS PROVISIONS

A. When any notice is required to be given by either of the parties of this Agreement to the other pursuant to the provisions of this Agreement, either party shall do so in writing to the following addresses:

1. If by the Association to the Board – at the Office of the Secretary of the Board of
Education Wildwood, New Jersey, 08260

2. If by the Board to the Association – at the school of the President of the
Association. Written notification of the appropriate school will be submitted to the
Board of Education at the beginning of the school year.

3. The Board of Education will produce a “draft” copy of the new Agreement for
review by both parties. The Board will provide the Association with said “draft”
agreement on a disk. Subsequent to final agreement to the new contract language,
within forty-five (45) days the Board will produce and distribute the contract to
each employee in the unit.

B. Certificated personnel shall communicate with the Board of Education through proper and successive channels, principal, Superintendent, Board, except for Section A. of this Article.

C. The Board recognizes the Association's appointed "T. & E." representative as one of the designees for the required consultation in connection with Chapter 212 and Title 6.

d. A committee shall be formed pursuant to regulation to oversee the implementation of the requirement for 100 hours of professional growth for teaching staff members as mandated by the state.

ARTICLE 24a

DURATION OF AGREEMENT

Except as otherwise provided herein, this Agreement shall be effective as of July 1, 2004 and shall continue in effect until June 30, 2005. There shall be no re-openers.

President President

Secretary Secretary

____________________________________ _______________________________
Negotiating Team Chair Negotiating Team Chair

ARTICLE 24b

DURATION OF AGREEMENT

Except as otherwise provided herein, this Agreement shall be effective as of July 1, 2005 and shall continue in effect until June 30, 2008. There shall be no re-openers.

President President

Secretary Secretary

____________________________________ _______________________________
Negotiating Team Chair Negotiating Team Chair

Step	BA	BA+15	BA+30	BA+45	MA	MA+15	MA+30MA+45
1	42,231	43,231	44,431	45,631	47,031	48,231	49,431 50,631
2	42,531	43,531	44,731	45,931	47,331	48,531	49,731 50,931
3	42,831	43,831	45,031	46,231	47,631	48,831	50,031 51,231
4	43,131	44,131	45,331	46,531	47,931	49,131	50,331 51,531
5	43,431	44,431	45,631	46,831	48,231	49,431	50,631 51,831
6	43,731	44,731	45,931	47,131	48,531	49,731	50,931 52,131
7	45,006	46,006	47,206	48,406	49,806	51,006	52,206 53,406
8	46,881	47,881	49,081	50,281	51,681	52,881	54,081 55,281
9	48,856	49,856	51,056	52,256	53,656	54,856	56,056 57,256
10	51,071	52,071	53,271	54,471	55,871	57,071	58,271 59,471
11	54,276	55,276	56,476	57,676	59,076	60,276	61,476 62,676
L1	58,036	59,097	60,370	61,643	63,128	64,501	65,874 67,347
L2	59,056	60,117	61,390	62,663	64,148	65,521	66,894 68,367
L3	62,304	63,365	64,638	65,911	67,396	68,769	70,142 71,615

Step	BA	BA+15	BA+30	BA+45	MA	MA+15	MA+30	MA+45
1	44,241	45,241	46,441	47,641	49,041	50,241	51,441	52,641
2	44,541	45,541	46,741	47,941	49,341	50,541	51,741	52,941
3	44,841	45,841	47,041	48,241	49,641	50,841	52,041	53,241
4	45,141	46,141	47,341	48,541	49,941	51,141	52,341	53,541
5	45,441	46,441	47,641	48,841	50,241	51,441	52,641	53,841
6	45,741	46,741	47,941	49,141	50,541	51,741	52,941	54,141
7	47,016	48,016	49,216	50,416	51,816	53,016	54,216	55,416
8	48,891	49,891	51,091	52,291	53,691	54,891	56,091	57,291
9	50,866	51,866	53,066	54,266	55,666	56,866	58,066	59,266
10	53,081	54,081	55,281	56,481	57,881	59,081	60,281	61,481
11	56,286	57,286	58,486	59,686	61,086	62,286	63,486	64,686
L1	60,046	61,107	62,380	63,653	65,138	66,511	67,884	69,357
L2	61,066	62,127	63,400	64,673	66,158	67,531	68,904	70,377
L3	64,314	65,375	66,648	67,921	69,406	70,779	72,152	73,625

Step	BA	BA+15	BA+30	BA+45	MA	MA+15	MA+30	MA+45
1	46,061	47,061	48,261	49,461	50,861	52,061	53,261	54,461
2	46,361	47,361	48,561	49,761	51,161	52,361	53,561	54,761
3	46,661	47,661	48,861	50,061	51,461	52,661	53,861	55,061
4	46,961	47,961	49,161	50,361	51,761	52,961	54,161	55,361
5	47,261	48,261	49,461	50,661	52,061	53,261	54,461	55,661
6	47,561	48,561	49,761	50,961	52,361	53,561	54,761	55,961
7	48,836	49,836	51,036	52,236	53,636	54,836	56,036	57,236
8	50,711	51,711	52,911	54,111	55,511	56,711	57,911	59,111
9	52,686	53,686	54,886	56,086	57,486	58,686	59,886	61,086
10	54,901	55,901	57,101	58,301	59,701	60,901	62,101	63,301
11	58,106	59,106	60,306	61,506	62,906	64,106	65,306	66,506
L1	61,866	62,927	64,200	65,473	66,958	68,331	69,704	71,177
L2	62,886	63,947	65,220	66,493	67,978	69,351	70,724	72,197
L3	66,134	67,195	68,468	69,741	71,226	72,599	73,972	75,445

Step	BA	BA+15	BA+30	BA+45	MA	MA+15	MA+30	MA+45
1	48,278	49,278	50,478	51,678	53,078	54,278	55,478	56,678
2	48,578	49,578	50,778	51,978	53,378	54,578	55,778	56,978
3	48,878	49,878	51,078	52,278	53,678	54,878	56,078	57,278
4	49,178	50,178	51,378	52,578	53,978	55,178	56,378	57,578
5	49,478	50,478	51,678	52,878	54,278	55,478	56,678	57,878
6	49,778	50,778	51,978	53,178	54,578	55,778	56,978	58,178
7	51,053	52,053	53,253	54,453	55,853	57,053	58,253	59,453
8	52,928	53,928	55,128	56,328	57,728	58,928	60,128	61,328
9	54,903	55,903	57,103	58,303	59,703	60,903	62,103	63,303
10	57,118	58,118	59,318	60,518	61,918	63,118	64,318	65,518
11	60,323	61,323	62,523	63,723	65,123	66,323	67,523	68,723
L1	64,083	65,144	66,417	67,690	69,175	70,548	71,921	73,394
L2	65,103	66,164	67,437	68,710	70,195	71,568	72,941	74,414
L3	68,351	69,412	70,685	71,958	73,443	74,816	76,189	77,662

Step					Step
1	22,367				1	23,372
2	22,667				2	23,672
3	22,967				3	23,972
4	23,267				4	24,272
5	24,294				5	25,299
6	25,962				6	26,967
7	27,572				7	28,577
8	29,196				8	30,201
9	30,793				9	31,798
10	32,390				10	33,395
11	33,987				11	34,992
12	35,585				12	36,590
13	37,103				13	38,108

Step					Step
1	24,427				1	25,539
2	24,727				2	25,839
3	25,027				3	26,139
4	25,327				4	26,439
5	26,354				5	27,466
6	28,022				6	29,134
7	29,632				7	30,744
8	31,256				8	32,368
9	32,853				9	33,965
10	34,450				10	35,562
11	36,047				11	37,159
12	37,645				12	38,757
13	39,163				13	40,275

Step				Step
A	27,365			A	28,740
B	27,665			B	29,040
C	27,965			C	29,340
D	28,265			D	29,640
E	28,565			E	29,940
F	28,901			F	30,276
G	29,349			G	30,724
H	29,685			H	31,060
I	30,132			I	31,507
J	30,468			J	31,843
K	30,916			K	32,291
L	31,252			L	32,627
M	31,700			M	33,075
N	32,201			N	33,576
O	32,702			O	34,077
P	33,212			P	34,587
Q	33,864			Q	35,239
R	34,487			R	35,862
S	35,160			S	36,535
T	35,884			T	37,259

Step				Step
A	30,185			A	31,720
B	30,485			B	32,020
C	30,785			C	32,320
D	31,085			D	32,620
E	31,385			E	32,920
F	31,721			F	33,256
G	32,169			G	33,704
H	32,505			H	34,040
I	32,952			I	34,487
J	33,288			J	34,823
K	33,736			K	35,271
L	34,072			L	35,607
M	34,520			M	36,055
N	35,021			N	36,556
O	35,522			O	37,057
P	36,032			P	37,567
Q	36,684			Q	38,219
R	37,307			R	38,842
S	37,980			S	39,515
T	38,704			T	40,239

Step	Aides	6 Hrs	7.75 Hrs.		Step	Aides	6 Hrs	7.75 Hrs.
A	10.63	11,804	15,246		A	11.03	12,248	15,820
B	10.83	12,026	15,533		B	11.23	12,470	16,107
C	11.03	12,248	15,820		C	11.43	12,692	16,393
D	11.23	12,470	16,107		D	11.63	12,914	16,680
E	11.46	12,725	16,437		E	11.86	13,169	17,010
F	11.75	13,047	16,852		F	12.15	13,491	17,426
G	11.95	13,269	17,139		G	12.35	13,713	17,713
H	12.15	13,491	17,426		H	12.55	13,935	17,999
I	12.35	13,713	17,713		I	12.75	14,157	18,286
J	12.55	13,935	17,999		J	12.95	14,379	18,573
K	12.75	14,157	18,286		K	13.15	14,601	18,860
L	12.95	14,379	18,573		L	13.35	14,823	19,146
M	13.15	14,601	18,860		M	13.55	15,045	19,433

Step	Aides	6 Hrs	7.75 Hrs.		Step	Aides	6 Hrs	7.75 Hrs.
A	11.47	12,732	16,445		A	11.92	13,233	17,093
B	11.67	12,954	16,732		B	12.12	13,455	17,380
C	11.87	13,176	17,019		C	12.32	13,677	17,667
D	12.07	13,398	17,305		D	12.52	13,899	17,953
E	12.30	13,653	17,635		E	12.75	14,155	18,283
F	12.59	13,975	18,051		F	13.04	14,477	18,699
G	12.79	14,197	18,338		G	13.24	14,699	18,986
H	12.99	14,419	18,624		H	13.44	14,921	19,272
I	13.19	14,641	18,911		I	13.64	15,143	19,559
J	13.39	14,863	19,198		J	13.84	15,365	19,846
K	13.59	15,085	19,485		K	14.04	15,587	20,133
L	13.79	15,307	19,771		L	14.24	15,809	20,419
M	13.99	15,529	20,058		M	14.44	16,031	20,706