ARTICLE	TITLE	PAGE
	PREAMBLE	1
1	RECOGNITION	1
2	NEGOTIATIONS PROCEDURE	2
3	GRIEVANCE PROCEDURES	2
4	MEMBER RIGHTS	6
5	ASSOCIATION RIGHTS AND PRIVILEGES	7
6	BOARD RIGHTS AND RESPONSIBILITIES	8
7	BOARD-STAFF RELATIONS COMMITTEE	8
8	WORK HOURS AND WORK LOAD – CERTIFIED STAFF	9
9, A.	WORK YEAR AND WORK HOURS – SECRETARIES AND AIDES	11
9, B.	WORK YEAR AND WORK HOURS – CUSTODIANS/MAINTENANCE	14
9, C.	OTHER CONDITIONS OF EMPLOYMENT - CUSTODIANS/MAINTENANCE	16
9, D.	WORK YEAR AND WORK HOURS – BUS DRIVERS AND AIDES ON BUSES	18
9, E.	OTHER CONDITIONS OF EMPLOYMENT - BUS DRIVERS AND AIDES ON BUSES	20
10	SALARIES	23
11	EMPLOYEE ASSIGNMENT	28
12	EVALUATION PROCEDURES – CERTIFIED STAFF	29
13	EVALUATION PROCEDURES – NON-CERTIFIED STAFF	31
14	EMPLOYEE FACILITIES	32
15	SICK LEAVE POLICY	33
16	TEMPORARY LEAVES OF ABSENCE	34
17	EXTENDED LEAVES OF ABSENCE	36
18	SABBATICAL LEAVES	38
19	PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT	39
20	SUPERVISION OF STUDENT TEACHERS	40
21	PROTECTION OF UNIT MEMBERS	41
22	DEDUCTION FROM SALARY	41
23	INSURANCE PROTECTION	43
24	MISCELLANEOUS PROVISIONS	44
25	DURATION OF AGREEMENT	46
	LISTING OF SECRETARIES BY POSITION	47
	TABLE OF CONTENTS, continued
ARTICLE	TITLE	PAGE
SCHEDULE A-1	TEACHERS’ SALARY GUIDE – 2012-2013	48
SCHEDULE A-2	TEACHERS’ SALARY GUIDE – 2013-2014	49
SCHEDULE A-3	TEACHERS’ SALARY GUIDE – 2014-2015	50
SCHEDULE B-1	EXTRACURRICULAR STIPENDS – 2012-2013	51
SCHEDULE B-2	EXTRACURRICULAR STIPENDS – 2013-2014	55
SCHEDULE B-3	EXTRACURRICULAR STIPENDS – 2014-2015	59
SCHEDULE C	SECRETARIES’ SALARY GUIDES – 2012-2013, 2013-2014, and 2014-2015	63
SCHEDULE D	AIDES’ AND AUTISTIC PROGRAM AIDES’ SALARY GUIDES – 2012-2013, 2013-2014, and 2014-2015	64
SCHEDULE E	CUSTODIANS’, HEAD CUSTODIANS’ AND MAINTENANCE SALARY GUIDES – 2012-2013, 2013-2014, and 2014-2015	65
SCHEDULE F	TRANSPORTATION DRIVERS’ SALARY GUIDES – 2012-2013, 2013-2014, and 2014-2015	66

Classroom Teachers
Special Area Teachers including: music, art, physical education, home economics, family and consumer science, and industrial arts and technology
Librarians
Nurses
Compensatory Education and Title I Teachers
Teachers of Special Education
Speech Therapists
Child Study Team Members
Guidance Counselors
Athletic Trainer
Substance Abuse Coordinator
but excluding all supervisory personnel and all hourly rate employees.

The Board also recognizes the Association as the exclusive and sole representative for collective negotiations con­cerning the terms and conditions of employment for the following employees whether under contract or on leave:
Secretaries
Clerks
Bus Aides
Instructional Aides
General Aides
Custodians and Maintenance Personnel
Bus Drivers

but excluding the Supervisor of Buildings and Grounds, the Secretary to the Superinten­dent, the Payroll Secretary, the Secretary to the Board Secretary/Business Administrator, and the CDA Administrative Assistant and Secretary.

B. During negotiations, the Board and the Association shall present relevant data, exchange points of view and make proposals and counterproposals.

C. Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representa­tives shall be clothed with all necessary power and authority to make proposals, consider proposals and make counter­proposals in the course of negotiations. The Board and the Association retain the right to review, ratify or reject the tentative agreements reached by their negotiations represen­tatives.

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.

1. A "grievance" is a claim based upon an event or condition which affects the terms and conditions of employment of a unit member or group of unit members and/or the interpretation, meaning or application of any of the provisions of this Agreement.

2. An "aggrieved person" is the person or persons making the claim.

3. A "party-in-interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

1. The purpose of this procedure is to resolve grievances, at the lowest possible level, which may, from time to time, arise concerning the terms and conditions of employment of unit members. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2. Nothing herein contained shall be construed as limiting the right of any unit member having a grievance to discuss the matter informally with any appropriate member of the administration, and to have the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

3. The Association shall have an opportunity to file a grievance even when the aggrieved individual is unwilling to do so on his/her own.

1. Since it is important grievances be processed as rapidly as possible, the number of days indicated at each level shall be a maximum, and every effort should be made to expedite the process. Failure by a grievant to pro­cess the grievance in a timely fashion shall constitute a waiver of the right to grieve on the matter in question. Failure by the Administration or the Board to respond to a grievance in a timely fashion at Level One, Two or Three shall permit the grievant to proceed to the next step in the procedure. The time limits specified may, however, be extended by mutual agreement. A grievance must be initiated in writing at Level One within twenty (20) school days of the point of grievance.

2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as it is practic­able.

3. Level One

a. A unit member with a grievance shall first discuss it verbally; a teacher, secretary or aide with his/her principal; a custodian or maintenance person with the Supervisor of Buildings and Grounds; a bus driver and aide on a bus with the Transportation Supervisor--with the objec­tive of resolving the matter informally. The unit member may elect to have an Association representa­tive present.

b. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One (a), s/he may file the grievance in writing with the principal, or Business Administrator, in the case of custodians or maintenance personnel, bus drivers and bus aides within twenty (20) school days of the incident giving rise to the grievance, with the objective of resolving the matter by a written decision within five (5) school days after receipt of the written grievance.

4. Level Two
a. If the aggrieved person is not satisfied with the disposition of
his/her grievance at Level One, or if no decision has been
rendered within five (5) school days after written presentation of
the grievance, s/he may file the grievance, in writing, with the
Association within five (5) school days after the decision at Level
One or ten (l0) school days after the written grievance was
presented, whichever is sooner. Within five (5) school days after
receiving the written grievance, the Association should refer it to
the Superintendent of Schools if it determines that the grievance is
meritorious.

b. If the aggrieved person is not satisfied with the disposition
of his/her grievance at Level Two (a), or if no decision has been
rendered within five (5) school days after presentation of the
grievance to the Association, s/he may file the grievance, in writing,
with the Superintendent.

5. Level Three
a. If the aggrieved person is not satisfied with the disposition of
his/her grievance by the Superinten­dent, or if no decision has been
rendered within ten (10) school days after the grievance was
delivered to the Superintendent, s/he may, within five (5) school days after a decision by the Superintendent or fifteen (l5) school days after the grievance was delivered to the Superinten­dent, whichever is sooner, request, in writing, that the Association submit the grievance to the Board.

b. This request shall be submitted through the Superintendent who
shall attach all related papers and forward the request to the Board.

c. The Board, or a committee thereof, shall review the grievance, and,
if requested, shall hold a hearing with the employee and other
interested parties in order to establish all the facts.
d. The Board will render a decision, in writing, to the aggrieved
person within thirty (30) calendar days.

6. Level Four
a. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within thirty (30) calendar days after the grievance was delivered to the Board, the aggrieved person may, within five (5) school days after a decision by the Board or thirty-five (35) calendar days after the grievance was delivered to the Board, whichever is sooner, request in writing that the Association submit its grievance to arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance within fifteen (l5) school days after receipt of the grievance by the aggrieved.

b. Within ten (l0) school days after such agreement to submit the grievance to arbitration, the Board and the Association shall attempt to agree upon a mutual­ly acceptable arbitrator and shall obtain a commit­ment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators will be made, on a rotating basis, to the American Arbitration Associ­ation and the Public Employment Relations Commission, by either party. The parties will be bound by the rules and procedures of the agency utilized for that grievance.

c. The arbitrator's decision shall be in writing and shall be submitted to the Board and the Association and shall be final and binding on the parties regarding grievances involving alleged violations of the express terms of this Agreement, and shall be advisory to the parties regarding grievances involv­ing Board policy and administrative decisions affecting terms and conditions of employment.

d. The arbitrator shall limit him/herself to the issues submitted to him/her and shall consider nothing else. S/he can neither add nor subtract anything to or from the Agreement between the parties. The only grievances which may be arbitrated are those alleging that there has been a violation of the express, written terms of the locally negotiated Agreement. The arbitrator shall have only the power to interpret what the parties to the Agreement intended by the specific clause in the Agreement which is at issue. His/her recommendations on such an interpretation shall be binding on the parties.

Any unit member in interest may be represented at all stages of the grievance procedure by him/herself or, at his/her option, by a representative selected or approved by the Association.

l. Decisions rendered at Level One (b), Levels Two and Three of the grievance procedure shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to all parties.

2. All documents, records and communications between the grievant/Association and the Administration/Board dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants and shall be made available to the Association representative upon request.

3. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties-in-interest and their designated or selected representatives, heretofore referred to in this Article.

4. The costs for the services of the arbitrator shall be equally shared by both parties to the Agreement, and any additional costs shall be paid solely by the party incurring such costs.

5. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appro­priate distribution so as to facilitate operation of the grievance procedure.

6. If a grievance affects a group or class of unit members, and it cannot be resolved by the appropriate principal, the grievance committee may submit such grievance, in writing, to the Superintendent directly; and the processing of such grievance shall be commenced at Level Two.

An employee who chooses to arbitrate a grievance alleging a violation or misinterpretation of this clause shall be precluded from submitting the same grievance or complaint to any other legal forum. An employee who files a grievance or complaint in any other legal forum regarding the rights delineated in this paragraph shall be precluded from submitting the same grievance to arbitration.

scheduled at reasonable times, to be approved by the Superin­tendent, provided in his judgment this shall not interfere with or interrupt school operations.

F. The Association shall have, in each school building, the exclusive use of a bulletin board in each faculty room and teachers' dining room. The Association shall also be assigned adequate space on the bulletin board in the general school office for Association notices. Copies of all mate­rials to be posted on such bulletin boards shall be given to the building principal, if feasible, but no approval shall be required for materials to be posted in faculty rooms. His/her approval is required for materials to be posted in the general school office.

G. The Association shall have the option of reasonable use of the intra school mailboxes.

H. The Board may grant leave without pay to the president of the Association and/or the chairperson of the negotiating team as requested for transaction of Association business during their terms in office.

I. The Association shall have the right to purchase expendable office supplies and other materials from the Board at the price paid by the Board.

J. The Association shall have the right to have a representa­tive present at any orientation program for new personnel covered by this Agreement. The Association representative shall be offered the opportunity to welcome the new personnel.

The Association recognizes that the Board has the responsibi­lity and authority to manage and direct in behalf of the public all the operations and activities of the school district to the full extent authorized by Law. The exercise of these powers, rights, authority, duties, and responsibili­ties by the Board and the adoption of such rules, regulations and policies as it may deem necessary shall be limited only by the specific and expressed terms of this Agreement.

The Association agrees and recognizes that the Board reserves to itself sole jurisdiction and right, in compliance with the laws of the State of New Jersey and the rulings of the State Commissioner of Education, to hire, assign, promote, transfer and direct employees covered by this Agreement or to take disciplinary action against said employees (up to and in­cluding discharge) for just cause, to direct school opera­tions, and to take whatever other actions may be necessary to accomplish the mission of the school district except as may be specifically provided by the language of this Agreement.

ARTICLE 7

Formation of district-wide safety committee

The in-school work year of certified staff employed on a ten-month basis shall be 186 days, 180 workdays of which shall be student school days.

2. On Fridays and on days preceding holidays or vacations, the teacher unit members' day shall end at the close of the pupils' day. On the above days, staff meetings will be held only in emergencies. Teacher unit members understand that they are to remain on Fridays if Parent Conferences or In-Service Programs are scheduled.

C. 1. A. Duty-Free Preparation time for Peter Muschal, Clara Barton, MacFarland Intermediate, Bordentown Regional Middle and Bordentown Regional High Schools

As of July 1, 2009 prep time at each of the schools in the school district shall be as follows:

Peter Muschal Elem. School and Clara Barton Elem. School (PMES/CBS):
35 minute prep daily
30 minute lunch daily
15 prep/planning minutes attached to lunch
80 minutes daily and 400 minutes weekly

MacFarland Intermediate School (MIS):
35 minute prep daily
30 minute lunch daily
15 prep/planning minutes attached to lunch
80 minutes daily and 400 minutes weekly

Bordentown Regional Middle School (BRMS):
90 minute prep three days a week
45 minute prep two days a week
30 minute lunch
Daily minutes differ but weekly 510 minutes

Bordentown Regional High School (BRHS):
80 minute prep five days a week
38 minute lunch
Daily minutes differ but weekly 590 minutes

The time resulting from such reduction of prep at BRMS and BRHS will be used for PLC, hall duty, and other assigned duties, but excludes contractually agreed to terms and conditions such as class coverage.

Under the eight-period day, high school teachers shall be assigned a six-period teaching load. Under the block scheduling organization, high school teachers shall be assigned a three-period teaching load per semester. The right to consent, however, is given to those teachers who volun­tarily wish to exercise the option of accepting a greater teaching load. Teachers shall be compensated for this additional load on a pro rata salary basis. In addition, high school staff will be assigned to one non-teaching supervisory period per day. Other unit members may be assigned to non-teaching super­visory duties, except that such assignments must be in accord with the unassigned time and duty-free lunch period provided in C.1. above. Under the block scheduling organization, the duty assignment shall be during the open period adjacent to the lunch period.

3. Under the block scheduling organization, middle school teachers shall be assigned the equivalent of a three-period teaching load per semester. The right to consent, however, is given to those teachers who voluntarily wish to exercise the option of accepting a greater teaching load. Teachers shall be compensated for this additional load on a pro rata salary basis. In addition, middle school staff will be assigned to one non-teaching supervisory period per day. Other unit members may be assigned to non-teaching supervisory duties except that such assignments must be in accord with the unassigned time and duty-free lunch period provided in C. 1. above. Under block scheduling organization, the duty assignment shall be during the open period adjacent to the lunch period.

The parties agree that advisors and coaches will be provided relief of some duty time where needed to help students relative to college pursuits, such as meetings with college coaches and higher education personnel. The parties agreed to refer this matter to Board Staff in order to develop a Procedure for coaches and advisors to request this time.
4. Staff meetings called by the administration should take place after the normal workday and will be of no more than one hour in duration unless announced at least seventy-two (72) hours in advance. More than one such meeting per month may be required. If the meeting is to be longer than one hour, the approximate amount of addi­tional time will be specified by the administrator.

In the High School, the advisory period will be a Collaborative Learning Period/Professional Learning Communities to be scheduled on alternating weeks (One week PLC and one alternate week CLP) with a maximum of two a month. Staff members will facilitate relevant and varying topics. This advisory period excludes contractually agreed-to terms and conditions such as class coverage and non-supervisory duties. A committee shall be set up consisting of two high school administrators and two High School BREA representatives chosen by the BREA to study the implementation of the advisory period after the conclusion of the 2012-2013 school year, with recommendations as to possible changes to it.

a. Careful daily preparation;
b. Attendance at staff meetings;
c. Working individually with students for corrective and/or make-up work after school hours as needed by the students and determined by the teacher;
d. Conferring with parents at mutually convenient times or when scheduled in the program for all teachers;
e. Involvement in committee and coordinating activities as developed by the staff and administration;
f. Participation in PTA, open house, and student performances;
g. Field trips which are part of the curriculum; and
1. Meetings/conferences at other times when mutually agreed upon.
The regular workweek for unit members shall not exceed five (5) days.

All certified staff will be required to give sixty (60) calendar days’ notice of leaving their employment. This requirement may be waived by the Board in emergent situations. The Board will give sixty (60) calendar days’ notice of mid-contract termination except for disciplinary termination.

1. The work year for all secretaries shall consist of twelve months, in accordance with the calendar as determined by the Board, with these exceptions: The work year for the general office secretaries at the High School, the Middle School, MacFarland Intermediate School and the High School Assistant Principal’s secretary shall be September 1 through June 30 in accordance with the above calendar.

1. The work year for all Aides shall consist of 184 days. Two of the four workdays shall be dedicated to professional development and the remaining two days shall be applied pursuant to paragraph D.4. of this article.

2. The work year for Instructional Aides assigned to the Autistic Children Program shall consist of 186 days. Four (4) of the six (6) work days shall be dedicated to professional development, and two (2) of the days shall be applied pursuant to paragraph D. 4. of this article.

3. The work hours of Autistic Children Program Aides shall be seven(7) hours per day, including a one half hour duty free lunch period.

4. Autistic Children Program Aides shall be entitled to one fifteen(15) minute break per day, to be scheduled by the teacher-in-charge and the Aide.

5. Autistic Children Program Aides must be the holders of a county substitute
certificate (60 college credits).

6. Additional training may be required and will be provided during the summer months at the per diem rate of pay.

7. Autistic Children Program Aides’ salary guide shall be 1.065 x the Aides’ salary guide.

1. The work hours of secretaries shall be seven and one-half (7-1/2) hours per day, including a one-half (1/2) hour duty-free lunch. Overtime pay shall be provided at one and one-half (1-1/2) times the employee's hourly rate of pay [daily pay divided by seven (7)] for each hour over 40 per week. Secretaries who work on Memorial Day, Labor Day or July 4th shall receive two (2) hours pay for each hour worked.

2. Secretaries may leave at the same time as the students on the day before Thanksgiving, the day before winter recess and the day before the spring recess.

3. During July and August, secretaries will work thirty-three-and-three-quarters (33.75) hours per week, including a one-half (1/2) hour duty-free lunch, to be scheduled by the administra­tion.

4. Secretaries shall be entitled to one fifteen (15) minute break per day, to be taken in the morning. Said break is to be scheduled with the appropriate administrator.

5. Secretaries shall not be required to clock in or out by hours and minutes, but merely to indicate their presence by checking off their names on a sheet maintained in the building administrator's office.

1. The work hours of aides shall be six and one-half (6 ½) hours per day, including a one-half (½) hour duty-free lunch. Classroom Aides assigned to Block schedules or other Aides assigned to work a seven (7) hour workday, shall receive salary prorated to reflect the additional half hour (½) hour worked.

2. The duties of general aides shall be primarily cafeteria and playground duties and secondarily other duties as assigned by the building administrator.

3. Aides may leave at the same time as teachers on Fridays and all days before holidays or vacations.

4. Aides shall be entitled to one fifteen (15) minute break per day, to be scheduled by the teacher-in-charge and the aide.

5. On in-service half-days, aides are free to leave the building once all students are gone and administration has been notified. Aides must remain for duty on days parent conferences are scheduled and during those half days scheduled at the end of the work year. To meet the needs of the district, or upon agree­ment between the principal and the aide, days referred to in this provision may be switched or ex­changed on a day-for-day basis. On teacher in-service days or conference days, the district may provide job-related training to aides pursuant to above.

5. Aides shall not be required to clock in or out by hours and minutes, but merely to indicate their presence by checking off their names on a sheet maintained in the building administrator’s office.

F. Secretaries’ Vacation Days

1. Twelve-month secretaries shall be entitled to the follow­ing paid vacation days, to be scheduled and approved by the supervisor and the Superintendent.

a. l-5 years of service.............. 11 working days

2. Vacation days are awarded as of July l of the year following initial contract. Vacation time earned in the first year will be prorated based on percentage of time worked. (e.g., someone hired in September would receive 75% of vacation days the first year.) Employees may accrue up to one year's worth of vacation as of June 30 of any year. The vacation allowance provided on July 1 of any year is any addition to the maximum accumulated as of June 30 of any year. Under certain circumstances, when vacation cannot be used (e.g., extended illness), there can be an extension of the timeframe for using accumulated vacation with the approval of the Superintendent.

Secretaries may leave with the students in the event of early closing due to inclement weather after the building has been cleared following the arrival of district transportation. This provision does not apply to closings due to extreme heat.

Secretaries will not be responsible to work when school is closed for inclement weather.

Day Custodians 8 hours plus 1/2-hour lunch
Night Custodians 8 hours plus 1/2-hour dinner
Shift differential:
2012-2013: 32 cents per hour
2013-2014: 33 cents per hour
2014-2015: 34 cents per hour
Maintenance Custodians 8 hours plus 1/2-hour lunch

SUMMER SCHEDULE (July l - August 3l)

Length of day shall be eight (8) hours, including lunch, time to be set by the Superintendent or his designee.

HOLIDAY SCHEDULE

When custodians work during a regular scheduled school holi­day, the day hours will be the same as summer hours.

1. Contracted salary is for forty (40) hours per week - on guide negotiated with the Board of Education. Custodians will be paid on the 15^th & 30^th of the month, subject to Article 10, E. 1. and 2.

2. All overtime will be paid by the Board of Education at the rate of time and one-half, prorated on the salary of the individuals involved. Overtime shall be paid for all school or non-school functions when it is necessary for the employee to exceed forty (40) hours per week or over eight (8) hours per day. Double time will be paid for overtime for non-school-related groups if the group is billed for services by the Board of Education.

3. Double time will be paid for snow removal on Sunday and for work during a “state of emergency”. For this article, state of emergency is defined as (Declaration of a state of emergency by executive order as issued by the Governor of New Jersey wherein only those personnel providing essential services will be permitted on the roads.) On days that school is closed due to inclement weather (snow), custodial staff will be notified of the status of their workday and the district expectations (i.e., delayed opening and unit member arrival time). Unit members shall be able to leave following approval of the Supervisor of Buildings and Grounds, with pay, upon completion of snow removal.

4. Double time will be paid for overtime for non-school related groups if the Group is billed for services by the Board of Education.

5. When overtime is required and there are no volunteers, the Supervisor of Buildings and Grounds shall assign the overtime on a rotating basis starting with the lowest qualified person according to the seniority list by building.

6. Overtime payments will be included in regular checks.

7. An employee called back to work at a time not contiguous to the regular workday schedule shall receive a minimum of three (3) hours' compensation. This article does not apply to scheduled building checks or when an employee is called back due to shift error.

D. LUNCH PERIOD

Each custodian will be permitted to have a thirty (30) minute lunch period. During the summer recess, the lunch period will be forty-five (45) minutes. The period is to be designated by the Supervisor of Buildings and Grounds.

Each custodian will be permitted the following holidays:

New Year's (2 days) Memorial Day
Martin Luther King Day Independence Day
Presidents Day Labor Day
Good Friday Thanksgiving (2 days)
Easter Monday Christmas (2 days)

The school calendar will take preference in the event school is conducted during any of the holidays mentioned above. If school is open during a holiday, an alternative holiday will be given during the school year at the discretion of the Supervisor of Buildings and Grounds.

1. Vacations are provided for as follows, and must be scheduled and approved by the Supervisor of Buildings and Grounds and the Business Administrator.

2. All custodians and maintenance staff members must have vacation time approved by the supervisor. No vacations will be allowed, except by special permission of the Superintendent, during the last two (2) weeks of August or the first week of September.
3. Vacation days are awarded as of July l of the year following initial contract. Vacation time earned in the first year will be prorated based on percentage of time worked. (e.g., someone hired in September would receive 75% of vacation days the first year.) Employees may accrue up to one year's worth of vacation as of June 30 of any year. The vacation allowance provided on July 1 of any year is any addition to the maximum accumulated as of June 30 of any year. Under certain circumstances, when vacation cannot be used (e.g., extended illness), there can be an extension of the timeframe for using accumulated vacation with the approval of the Superintendent.

4. Upon approval no more than two (2) custodians per building per shift or two (2) maintenance personnel per district will be allowed to take vacation of over two (2) days at the same time.

ARTICLE 9, C.

Every custodian must obtain a boiler license by the end of the first full year of employment.

1. Part-time employees shall be entitled to personal leave-time benefits prorated in accordance with their work schedules, but they must work a minimum of twenty-six (26) hours/week to get insurance benefits.

1. Maintenance Equipment: The Board of Education, through the Supervisor of Buildings and Grounds, shall issue to each maintenance person the tools required for assigned work. These tools will be receipted by the maintenance person who shall be responsible for their care and pro­tection. The District shall replace any such tools that are broken, upon receipt of the broken tool; and the maintenance person shall be responsible for any lost or stolen equipment. Tools must be made available for inspection upon request by the Super­visor of Buildings and Grounds.

1. All custodians will be assigned and supervised in their jobs by the Supervisor of Buildings and Grounds, the Building Head Custodian and the Night Foreman, in that order. Duties to be performed by each custodian will be in accordance with Board of Education policies previously established.

2. Night custodians may be required to work days during school vacations. This will be determined by the Super­visor of Buildings and Grounds.

3. Job descriptions will be available to employees and to the Association.

4. A listing of positions in the bargaining unit that become available in the District during the school year shall be posted in the main office of each school, and a copy shall be given to the Association. Such listing shall include the position title, location, and timeline for filling the position and salary range. No position shall be filled prior to the timeline for submission.

5. Unit members who desire to transfer to another building or assignment shall file with the Supervisor of Buildings and Grounds a written statement of such desire. Such statement shall include the building and shift.

All Bordentown Regional Transportation employees covered by this agreement are directly supervised by the Transportation Supervisor.

1. The work year shall be 180 days – calendar to be based on school or district assignment. Two (2) additional workshop days each year may be scheduled by the Transportation Supervisor and will be paid at extra pay rate. One (1) of the additional workshop days will be the last Monday in August when drivers must report to work for the purpose of choosing runs for the year and for a mandatory wheelchair/lift training. Any driver or aide not attending on that day must use a sick, personal or family illness day. One (1) additional day may be scheduled as a workshop day with at least four (4) weeks’ notice to those required to attend.) Mandatory workshops will not be scheduled on holidays or holiday weekends.

2. Regular contracted workday shall be 4 hours/day for drivers; hours for aides on buses will be based on need. The schedule for aides will be assigned by the Transportation Supervisor. Aides may request a run, but the final decision is made by the Supervisor.

3. Drivers and aides on buses for summer work will be selected based on seniority from those requesting it. In case of emergency, other drivers may be called to fill in.

4. Any sick, personal or family illness days must be taken in at least half-day increments, regardless of total hours worked in the morning or afternoon.

1. The seniority list will be reviewed annually by the Supervisor and presented to the Association.

2. Upon the posting of each year’s school calendar, the Transportation Supervisor and the Unit Representative shall mutually agree upon the date when all contracted bus runs will be posted and bid on according to seniority. If a driver must be absent, it will be his/her responsibility to have another driver pick their desired run. If no pick arrangement or call out is made, the absent driver or drivers will be assigned the last remaining run or runs by the Transportation Supervisor. Openings after the beginning of the school year will be assigned by the Transportation Supervisor.

3. Drivers and aides are contracted by hours, not by routes. Routes are subject to change as conditions require. Drivers will need to do a trial run before the start of their contract as per the appropriate school calendar. Drivers will be paid at the extra pay rate shown on Schedule F for this time.

4. Drivers whose runs are not scheduled on a specific day shall, upon request, be called to substitute. These drivers shall be paid at the extra pay rate shown on Schedule F for this time. Days worked as a substitute do not count toward fulfillment of 180-day contract.

5. Drivers whose run is cancelled due to student absenteeism shall report for the regular workday and will be assigned work by the Transportation Supervisor. Days when the run is cancelled due to student absenteeism count toward the fulfillment of the 180-day contract. Drivers who do not report to work on these days must take a personal or other leave day.

6. In the event a trip or late run cannot be covered by the voluntary sign up, the last five (5) contracted drivers hired will be selected on a rotating basis to cover said trip/run. It will be the Transportation Supervisor’s responsibility to maintain the rotating work list.

7. Drivers must be familiar with and capable of safely driving all vehicles owned by the Transportation Department and must accept work using the vehicle assigned by the Transportation Supervisor.

8. Out of district drivers may not come off their contracted runs to do a field trip or athletic trips. Out of district drivers are all runs that transport students to a school in another district/town.

1. Report at least 15 minutes prior to scheduled departure time, allowing sufficient time to perform vehicle inspection, complete State mandated check list, fill out mileage sheets and be on time for contracted route. The pre-trip inspection time is part of the contracted four-hour day.

2. Sweep out bus on a daily basis. Drivers and aides are required to maintain cleanliness on the bus at all times.

3. Attend all meetings called by the State Department of Education (Transportation), County Superintendent Transportation Supervisor, Business Administrator or Superintendent.

4. Follow only those routes and stops approved by the Board of Education and County Superintendent of Schools.

5. Complete State mandated daily checklist neatly and completely front and back.

6. Any mechanical problem must be reported to the Mechanic immediately on an approved work order form and must correlate with the State mandated checklist.

7. All disciplinary problems must be reported, on a provided form, to the Transportation Office and the Building Principal or designee of the school which the student attends within 24 hours of the occurrence.

8. Any accident, regardless of how minor, involving a vehicle or a passenger on any vehicle, must be reported immediately to the Transportation Supervisor, followed by completion of a written accident report upon return to the Transportation yard. Forms are provided in the Transportation office. No bus directly involved in an accident is to be removed from an accident scene until an investigation is made by the proper police authorities and their permission is granted to move the bus.

9. Smoking is not permitted on the bus at any time. Eating and drinking are not permitted on the bus while transporting students. Cell phone use is prohibited when students are on the bus, except in the case of an emergency when the use of the radio would be inappropriate.

10. A daily transportation report will be kept on a form provided and will include miles and tenths for runs and the school(s) involved.

11. Fuel bus at one-half tank or as assigned.

12. Drivers and aides shall be responsible for checking to see that no children or articles are left on the bus.


ARTICLE 9, E.
OTHER TERM AND CONDITIONS
NON-CERTIFIED STAFF-BUS DRIVER AND AIDES ON BUSES

1. A substitute driver can gain driver seniority at the rate of two (2) years of substitute driving work equaling one (1) year of seniority, provided the substitute has worked at least 90 days per year. The seniority is accrued when a regular contract is accepted. All years served as a bus driver will be directly accrued. Aides do not accrue driver seniority, but accrue seniority as aides at the same rate as a driver. Years served within the transportation department in a position which requires a bus driver’s license will accrue seniority at the rate of one (1) year = one (1) year of driving seniority. In all cases, initial placement on the guide at the time of employment will be at the discretion of the Board of Education.

2. The Board of Education shall repay all fees levied on drivers by the state for testing, upgrades, renewals, fingerprints (every four years) and license after a driver has been employed for sixty (60) days. A driver hired by the District holding the necessary credentials (licenses and endorsements) shall not be reimbursed until the time of renewal.

3. A physical examination shall be required of all new employees and every two years thereafter as required by law. Employees will have the option to have the physical done by the school physician, at Board expense, or they may choose a doctor of their choice and pay the applicable fee charged by their insurance carrier and will not be reimbursed by the Board for any charge or copayment involved. A T.B. test will be administered at the Board’s expense as required.

4. Thirty (30) calendar days’ termination notice is required by either party.

5. Any motor vehicle violation is the responsibility of the driver, and further action will be taken in accordance with Section B. All motor vehicle fines for incomplete/incorrect paperwork for which the driver is responsible will be assessed to the individual driver.

6. An aides’ seniority list will be established for mid-day, extra or summer work and shall have no bearing on regular contracted runs. This list shall apply only when all factors are viewed as equal in the eyes of the administration. The Transportation Supervisor and Business Administrator will have the right not to grant a mid-day, extra or summer run to an aide who chooses it from seniority and is not suited for the run.

7. Reduction in force will be accomplished on a seniority basis.

Up to three (3) days suspension without pay may be given to any driver for the following:

1. Speeding: All drivers are to follow the posted speed limit.

2. Failure to obey any other State or local traffic regulations in or out of the District.

3. Changing stops and/or routes previously approved by the Board of Education and County Superintendent without the express permission of the Board of Education.

4. Failure to renew license as required by State Statutes. Also, a failure to comply with any other directive from the Board of Education, Superintendent, and/or Business Administrator.

1. All extra runs must be posted no later than 9:00 a.m. on the morning of the event whenever possible, unless it is an emergency situation, and all drivers given the opportunity to sign up for the work. All emergency slips are to be dated and time stamped and show when the work will be assigned. Runs will be assigned on the basis of seniority to drivers under the twenty (20) hour per week straight time extra pay limit whenever possible. All mid-day runs, whether contracted or not, will count toward the twenty (20) hours. Seniority lists developed by the operators’ unit will be used for the purpose of run assignment, selection, etc.

2. Failure to report for an extra run may result in ineligibility to sign up for extra work for a minimum of one month. Repeat violations will result in ineligibility for the remainder of the school year. Extenuating circumstances will be reviewed individually.

Each driver is eligible for up to a $200 allowance every three years at the beginning of the contract to be used for the purchase of outerwear. Outerwear shall be in school colors with samples provided by the Transportation Supervisor or the Business Administrator. Orders will be placed through the Business Administrator, and the district will be billed directly. Any employee ordering outerwear must wear it while on duty given appropriate weather conditions. Any employee hired after July 1 of the second year of the contract must wait until a new contract is negotiated in order to receive outerwear.

1. Drivers in training (for license and learning runs) will receive Federal minimum wage per hour during this period. Regular contracted drivers serving as new driver trainers will receive their regular contracted rate for all training runs.

2. Drivers for extra pay runs will be paid one (1) hour for any extra work which is cancelled after the bus driver’s arrival. If drivers/aides report to work as scheduled and school is cancelled or delayed upon their arrival, they will be paid one (1) hour contract rate pay.

3. On half-days when drivers and aides are required to return in addition to their AM/PM run, pay shall be at contracted hourly rate prorated for actual time worked, after a guaranteed minimum of (1/2) one-half hour. All time worked on half days counts toward the four hour requirement, and only time in excess of contracted four hours will be paid.

4. Extra pay shall be paid for all hours worked over and above four hours per day for runs other than contracted runs. Drivers will report at least fifteen (15) minutes early for High School, Middle School, Clara Barton, Peter Muschal, MacFarland and runs after school hours.

5. Drivers’ and aides’ regular contracted runs are scheduled for 180 days in accordance with the calendar of the school where the students on their run are transported. In the event that a conflicting calendar requires a driver to work in excess of 180 days, that driver and/or aide shall be paid their contracted rate for the actual time worked on additional days, with a minimum of one (1) hour paid.

6. Unpaid leave thirty (30) calendar days’ notice is required for an unpaid leave. An unpaid leave is considered an absence and not counted toward seniority when it exceeds ninety (90) days in a school year.

7. Any job vacated for ninety (90) days will be filled by a contracted employee.

8. If a regular contracted driver on an out-of-district approved bonus pay run is pulled off his/her run due to an administrative decision, said driver will not lose the bonus pay.

9. Contracted substitute drivers will be placed on the appropriate step of the salary guide.

10. Any member of the Transportation Department shall have the right, upon request, to review the contents of his/her personnel file. After review, the member has the right to request removal and/or respond in writing to material contained therein, and such response shall be included in the file. Copies of material in a member's personnel file will be supplied within twenty-four (24) hours to the member concerned at the members on expense if requested in writing. The determination for retention of documents (other than the written answers referred to above) in personnel files resides with the Superintendent. A written answer shall be removed only when the material to which it is attached is removed.

1. Each unit member shall be placed on his/her proper step of the salary schedule in each year of this Agreement in accordance with this Article.

2. Advancement of the Salary Guide

a. Unit members who were placed on a ½ step prior to July 1, 2012, shall move through their relevant guide on that ½ step.

b. 2012-2013 increment crediting shall follow the terms set forth in Article X, A. 2. through 4. of the 2009-2012 Agreement.

c. Effective July 1, 2013, credit for a step on the salary guide from the 2012-2013 year and in future years shall be earned in the following manner:

1) Unit members with 10-month contracts shall receive one year's credit on the relevant salary guide for each year in which they are in a pay status more than 94 days.

2) Unit members with 11-month contracts shall receive one year's credit on the relevant salary guide for each year in which they are in a pay status more than 104 days.

3) Unit members with 12-month contracts shall receive one year's credit on the relevant salary guide for each year in which they are in a pay status more than 120 days.

4) “In a pay status” is defined as at work, or on paid sick leave or personal leave, or on paid leave under Article 9.A., F., Article 9.B., F, Article 15 or Article 16.

3. Unit members shall have the option of direct electronic deposit of paychecks. Unit members can enroll in such plan once per year. Enrollment forms must be submitted to the Business Office. The parties agree that they are bound to bank rules with respect to direct deposit of paychecks.
Effective 30 days after mutual ratification of the 2012-2015 Agreement, all salaries will be paid by direct electronic deposit. Employees will have an annual opportunity to request a hard copy or an electronic copy of deposits.

1. The salaries of all certified unit members covered by this Agreement are set forth in Schedule "A" which is attached hereto and made part hereof.

2. Credit on the Teachers’ Guide

a. Credit shall be given to certified staff on the salary schedule upon initial employment, in recogni­tion of military experience or alternative civilian service required by the Selective Service System, but not to exceed four years credit, or

b. In recognition of time spent in the Peace Corps, VISTA, and National Teacher Corps or on a Fulbright Scholarship, but not to exceed two years credit.

3. Credit up to the highest step of any salary level on the salary schedule may be given to certified staff for previous outside work experience in a duly accredited school upon initial employment in accordance with the provisions of the schedule.

1. Unit members shall be paid on the 15th and 30th of each month. Paycheck distribution will be based on 20 equal pays for ten (10) month employees and 24 equal pays for twelve (12) month employees.

2. When a payday falls on or during a holiday or weekend, unit members shall receive their paychecks on the last previous working day. For the winter and spring recess, checks will be deposited for use on the preceding weekday if the 15th or 30th falls on a weekend.

Part-time employees' salaries shall be prorated according to hours worked per week.

1. Teachers will receive payments for graduate courses that have been completed with grade B, or better. (See Schedule A -- Graduate Credit Scale.)

2. Adjustments to the salaries of professional staff members for graduate credit advancement including the Masters step shall be made during the months of October and/or March and prorated to the prior month. Staff members will be required to present transcript evidence of suc­cessful completion of graduate work to the Superintendent during the months of

September and/or February.

3. Conference for the approval of graduate study can be requested with the Superintendent at any time. In general, the following graduate credits shall be approved:

a. Credits received while matriculated in a graduate program;

b. Credits received in the field of education;

c. Credits received which are in the same educational area as the instructor is teaching, e.g., history courses for history teachers;

d. Special dispensation may be given to those teachers taking undergraduate credits for specialized areas, e.g., modern math courses for teachers of mathe­matics.

4. At the time of application, new employees shall inform the Superintendent, in writing, of all graduate credits obtained prior to employment and the Superintendent shall make a recommendation to the Board which shall determine which credits may be utilized pursuant to J. 3. above.

5. Credits for course work taken prior to July l, 1982, while employed by the Bordentown Regional High School Board of Education for which tuition reimbursement was granted by the Board will not be counted toward the accrual of credit toward all the increments set out in Schedule A-- Graduate Credit Scale, but shall only count toward the Bachelor's + 30, Master's or Master's + 30 increments.

6. Employees shall be credited in the Bordentown Regional School District for all graduate courses for which they were credited in the Bordentown Township, Bordentown City or Bordentown Regional High School Districts prior to July 1, 1982, whether or not they meet the criteria discussed in J. 3. above.

1. Longevity payment shall be granted to secretaries and aides after l5 years of service in the District, and additional longevity payment shall be granted to secretaries and aides after 20 years of ser­vice to this District, in addition to their regular base salary. This shall include years of service in Bordentown Regional High School District, Bordentown City School District and Bordentown Township School District.

2. Longevity payment shall be granted to staff on the teachers’ salary guide after 25 years of service in the District, in addition to their regular base salary.

3. Longevity payment shall be granted to custodians, maintenance and grounds after 10, 14, 18, and 25 years of service in the District, in addition to their regular base salary.

4. Longevity payment shall be granted to transportation drivers after 11, 15, 20, and 25 years of service in the District, in addition to their regular base salary.

5. Longevity payments are shown on each Salary Schedule.

2012-2013: $34.50, or, for a 20 hour week: $691.00
2013-2014: $35.19, or, for a 20 hour week: $703.80
2014-2015: $35.89, or, for a 20 hour week: $717.88

2012-2013: $34.50
2013-2014: $35.19
2014-2015: $35.89

2012-2013: $27.60
2013-2014: $28.15
2014-2015: $28.72

2012-2013: $45.90
2013-2014: $46.82
2014-2015: $47.75

1. Following is compensation for athletic events:
a. for ticket sellers, ½ of the event rate, or:
2012-2013: $22.95
2013-2014: $23.41
2014-2015: $23.88

b. Security will be paid at the event rate This is for an entire evening, regardless of the “level” of the games.*

2012-2013: $45.90
2013-2014: $46.82
2014-2015: $47.75

c. Game announcers/clock operators will be paid at the event rate. This is for an entire evening, regardless of the “level” of the games.*

2012-2013: $55.90
2013-2014: $57.02
2014-2015: $58.16

. d. Site manager will be paid at the event rate for the length of the evening:

2012-2013: $63.90
2013-2014: $65.18
2014-2015: $66.48

e. Yearly site manager/supervisor/athletic coordinator:

BRHS $10,000 Fall $2,750, Winter $4,500, Spring $2,750

BRMS $5,000 Fall $1,667, Winter $1,667, Spring $1,667

*Note: The only time that a double stipend is permissible is if there are three or four varsity events during that same day or evening. An example of this would be wrestling quad meets or a holiday basketball tournament, which might include four games. The stipend for those events would be double the stipend listed. There cannot be triple or quadruple stipends for events that occur during the same day or evening.

1. Whenever a teacher is required to cover a class due to the unavailability of a substitute, such teacher shall be paid if the covering teacher loses his/her preparation time. The hourly rates of pay shall be $34.50 for 2012-2013, $35.19 for 2013-2014, and $35.89 for 2014-2015. Volunteers for class coverage will be solicited at the beginning of the school year, and the order of assignment to cover a class shall be as follows:

1^st Volunteers who are certified to teach the subject matter of the class to be covered

2^nd Non-volunteers who are certified to teach the subject matter of the class to be covered

3^rd Volunteers who are not certified to teach the subject matter of the class to be covered

4^th Non-volunteers who are not certified to teach the subject matter of the class to be covered

R. The Athletic Trainer shall be paid as follows: 1.15 times the appropriate step on the B.A. column plus the appropriate graduate-credit adjustment.

S. On in-service days, the Superintendent/designee shall determine time allocated for nurses to prepare for the opening of school in order to meet NJDOE mandates and regulations as provided in NJAC 6A.

T. Runs for special education extended school year programs will be paid at regular contracted rate.

U. Extra pay will be paid on regularly scheduled paydays provided proper vouchers have been filed on time and these must be approved by the Transportation Supervisor and Business Administrator.

V. Drivers in training (for license and learning runs) will receive federal minimum wage per hour during this period. Regular contracted drivers serving as new driver trainers will receive their regular contracted rate for all training runs.

The Superintendent shall assign all newly appointed personnel to their specific positions within that subject area and/or grade level or work position for which the Board has ap­pointed the unit members. The Superintendent shall give notice of assignments to new employees as soon as practic­able, and except in cases of emergency, not later than August 15.

In the event that changes in such schedules, class and/or subject assignments, building assignments, or room assign­ments are proposed after August 15, the Association and any employee affected shall be notified promptly in writing.

A listing of all positions that become available in the District during the school year (July 1 through June 30) shall be posted in the faculty/staff/drivers’ rooms, a copy given to the Associa­tion, and posted on the District’s website. This includes teaching, administrative, and extra­curricular activities.

1. On or before March 30 of each year, the Board will inform the Association of any anticipated reduction in unit member positions to be effective the following September. If a decision to reduce the work force becomes necessary at any other time during the year, the Board will inform the Association at least thirty (30) days prior to the effective date of such reduction.

2. The Association may submit concerns or alternative suggestions regarding the above to the Board through the Administration or via the Board/Staff Relations Committee.

3. Individuals recommended for dismissal or non-renewal due to a reduction in force shall be notified by the Superintendent at least ten (10) workdays in advance of the official Board action on same, or in case notice is not provided, the employee shall receive the equivalent number of days pay (i.e., 7 days notice is given, 3 days pay shall be paid.)

A minimum of twenty-four (24) hours shall be between receipt of the observation report and the observation conference.

2. A teacher shall be given a copy of any class visit or evaluation report prepared by his/her evaluators at least one day before any conference to discuss it. Discussion of any observation or visit shall be held privately. Evaluation reports shall be placed into the teacher's file or otherwise acted upon after the conference.

1. Any question or criticism by an administrator, Board mem­ber(s) or the Board in Toto, of a teacher and his/her instructional methodology shall be made in confidence and not in the presence of students, parents, or at any other public gathering. Likewise, any criticism of a supervisor, adminis­trator, Board member(s) or the Board in Toto shall be made in confidence and not in the presence of students, parents, or at any other public gathering. The exception is that a teacher, administrator or Board member shall be free to speak openly at any conference concerning his/her child.

The unit member shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or his/her designee and attached to the file copy. The determination for retention of documents (other than the written answers referred to in the preceding sentence) in personnel files resides with the Superintendent. A written answer shall be removed only when the material to which it is attached is removed.

1. Space in each classroom in which teachers may store instructional materials and supplies;

2. Vending machines in the rooms which become the responsibility of the Association;

3. A serviceable desk and chair for the use of each unit member; and

4. Free and adequate off-street, paved parking facilities, available on a building basis. The Board will request the appropriate municipal authorities to patrol such parking lots with police cars on a regular basis.

E. Pay for Unused Sick Leave

1. Reimbursement is $40 per day for all bargaining unit members.

2. Unit members must have a bank of a minimum of twenty-five (25) days accrued to be eligible for reimbursement, and upon reaching eligibility, all days will qualify for payment.

3. At the option of the unit member, such payment may be divided into three (3) equal payments, with the first payment on the first July 15 after the retirement or leaving the system, the second payment on the next July 15, and the third payment on the third July 15.

a. If the reimbursement amount exceeds $6,000.00, such payment must be divided into three (3) equal payments, with the first payment on the first July 15^th after retirement or leaving the system after ten (10) or more years of service in the district, the second payment on the next July 15^th and the third payment on the third July 15^th.

b. Beginning July 1, 2004, sick day payment is available for those retiring from the district or for those leaving the district after ten years of service.

c. Beginning with July 1, 2004, employees who leave the district will be eligible for the above if they leave the district with ten or more years of service in the district.

d.. Unit employees hired on or after July 1, 2012, will be eligible for the above if they meet the requirement under 2. above, have ten (10) or more years of service in the District, and retire under the terms of T.P.A.F. or P.E.R.S.

4. In the event of the death of a certified staff member, secretary, aide, custodian, bus driver and bus aide while under contract, the Board shall pay the employee's estate a sum for accumulated unused sick leave days in accordance with the above.

5. A bonus of $300 will be paid to each custodian and maintenance person and bus driver who has had no absences except for bereavement leave, vacation, one (1) personal leave day under paragraph A. 3. of this Article, and one (1) family illness day under paragraph A. 2. of this Article, in each contract year.

l. Death in immediate family (up to five (5) days per occurrence). Immediate family shall mean spouse, parent, child, brother, sister, grandparent, mother/father-in-law, brother/sister-in-law, son/daughter-in-law, and other household members;

2. Illness in nuclear family (up to three (3) days maximum per year). Nuclear family shall mean parent, spouse, child, and household members.

3. Up to three (3) days personal leave maximum per year, or up to four (4) days for twelve (12) month secretaries:

a. Certified staff shall submit a request for approval to the Building Principal at least twenty-four (24) hours in advance; custodians and maintenance personnel shall submit a request for approval to the Supervisor of Buildings and Grounds at least twenty-four (24) hours in advance.

b. Will not be granted on days immediately preceding or following scheduled holidays. Also, will not be granted at a time when absence may seriously hinder the overall operation of the school, e.g., opening day, closing day, conference days, etc. An exception may be provided if the reason for the leave was an unforeseeable emergency, or if it is absolutely impossible to schedule the matter on another day. Such requests shall have the reasons for such leave stated and be subject to approval by the administration. Leave to attend the funeral of a person not in the immediate family shall be an acceptable reason under this section;

c. Approved "emergency" days may be granted with less than 24 hours notice, with reasons stated and approved, including the reason of death in other than the immediate family.

d. Unused personal days shall be converted for credit as sick leave under the provisions of Article 15 of this Agreement.

4. Visitation days, conferences, conventions, etc., may be granted upon written request with approval of the Building Principal.

5. Up to two (2) additional days may be allowed for certified staff, secretaries, and aides, less sub­stitute pay, after the days allowed under A. 3. have been taken. This provision does not apply to custodians, maintenance, bus drivers or bus aides personnel. Days under this section may not be taken on consecutive work days with personal leave under paragraph A. 3. of this Article. An exception may be provided if the reason for the leave is an unforeseeable emergency, or if it is absolutely impossible to schedule the matter on another day. Requests for an exception under this section shall have the reasons for such leave stated and shall be subject to approval by the administration.

a. It is expected that the unit member will notify the Building Principal, or Supervisor of Buildings and Grounds, as appropriate, at least twenty-four (24) hours in advance except in emergencies;

b. Absence beyond provisions will be with loss of pay;

c. A day's pay is considered l/200 of a teacher's annual salary and 1/l0 of a two (2)-week salary check for non-certified staff.

The Board shall grant maternity leave without pay to any unit member upon request subject to the following stipulations and limitations:

1. The Board may remove any pregnant unit member from her duties on any one of the following bases:
a. Her physical condition or capacity renders her incapable of performing her assigned duties, which shall be deemed to exist if:
(1) the pregnant unit member fails to produce a physician's certificate that she is medically able to continue working; or

(2) the Board's physician concludes that the pregnant unit member is unable to continue working.

b. Any other just cause that is found to exist in NJSA Title 18A.

2. The Board shall grant a leave of absence for medical reasons associated with pregnancy and birth to pregnant unit members on the same terms and conditions governing leaves of absence for other illnesses or medical disabi­lities, as set forth in NJSA Title 18A:30-1 et seq.

3. Any tenured or non-tenured unit member seeking such leave shall apply to the Board thirty (30) school days prior to the beginning of leave. At the time of application the unit member shall specify in writing the date on which she wishes to return to work after birth. The Board may require any teacher to produce a certificate from a physician in support of the requested leave date. The physician's certification is subject to agreement by the Board's physician. Where medical opinion is supportive of the leave dates requested, such leave shall be granted by the Board, except that the Board may change the re­quested dates upon finding that the grant of a leave for the dates stipulated and medically confirmed would sub­stantially interfere with the administration of the school. Following the grant of such leave to any unit member, the commencement and termination dates thereof may be further extended or reduced for medical reasons upon application by the unit member to the Board. Such extension or reduction shall be granted by the Board for an additional reasonable period of time except that the Board may alter the requested dates upon finding that such extension or reduction would substantially interfere with the administration of the school and/or disrupt program, and provided that such date change is not medically contraindicated. The Board may require any unit member to produce a physician's certificate in support of the requested change and is subject to agree­ment by the Board's physician.

4. Upon return from a maternity leave of absence, the unit member shall be reinstated in her same position or a similar position for which she is certified.

5. The Board is under no compulsion to continue the employment of a non-tenured employee beyond the con­tracted period so long as the non-renewal of employment is not based solely upon a condition or pregnancy or childbirth.

6. Advancement on the salary guide shall be consistent with the terms of Article 10, A. 2. c. of this Agreement.

7. With respect to extension of leave, no such leave for a non-tenured unit member shall be extended beyond the end of the year in which the leave is to commence. For a tenured unit member, no such leave shall be extended beyond a period of 24 calendar months from the date on which said leave is to commence.

G. Leaves for Political Office

1. The Board shall grant a leave of absence without pay of one-half school year to a unit member to campaign for public office for him/herself or for another candidate. Such leaves shall be available to an individual no more than once in four years. Such leaves shall commence with the beginning of the school year and shall end in the month of January at a date determined by the Superin­tendent.

2. The Board shall grant a leave of absence of up to four full calendar years without pay to a unit member to serve in public office. Such leaves shall be renewable only once. Such leaves shall commence and end in the month of January at a date determined by the Superintendent.

Employees planning to return at a marking period shall confirm their plans by notifying the Administration thirty (30) days prior to the return date.

1. If there are sufficient qualified applicants, sabbatical leaves shall be granted to a maximum of four (4) teachers per year.

2. Requests for sabbatical leave must be received by the Superintendent, in writing in such form as may be mutually agreed upon by the Association and the Superin­tendent, no later than December 15, and action be taken on all such requests no later than January 30 of the school year preceding the school year for which the sabbatical leave is requested.

3. To be eligible, the teacher must have completed at least seven (7) full school years of service in the Bordentown Regional School District. This is understood to include all service in Bordentown City, Bordentown Regional, and Bordentown Township. This does not include time spent on any leaves granted under Article 15 of this Agreement.

4. A teacher on sabbatical leave (either for one half (1/2) of a school year or for a full school year) shall be paid by the Board at 50% of the salary rate which s/he would have received if s/he had remained on active duty.

5. Upon return from sabbatical leave, a teacher shall be placed on the salary schedule at the level which s/he would have achieved had s/he remained actively employed in the system during the period of his/her absence.

6. As a condition to accepting the sabbatical leave, the teacher hereby agrees to work for the District in whatever position assigned for a minimum of two (2) years immediately after the end of the leave. If this condition is not fulfilled, the teacher agrees that the District is entitled to the refund of all monies paid by the Board to the teacher during the leave.

7. At the end of the sabbatical leave, and no later than nine (9) weeks after returning to the teaching assignment, a written report will be submitted by the individual to the Board of Education through the proper channels. The contents of this report will include name and location of school, program or activity, length of the program, a description of the program or activity, an evaluation of what was accomplished and any other perti­nent information of interest.

8. All regular deductions will be made on sabbatical leave pay.

a. part of a matriculated graduate program in education or in the subject area of their teaching assignment

b. graduate courses in subject matter relevant to the teacher's certification and/or teaching assignment

c. courses leading to certification in educational administration

Teachers will be reimbursed fifty percent (50%) of the cost of tuition for approved courses, but in no case more per credit than 50% of the per credit tuition charges in the graduate school program at The College of New Jersey.

Reimbursement will be in the month of June for courses which are completed in the fiscal year ending in that June. Should the reimbursement requests exceed the specified yearly total, each applicant will receive 50% reimbursement for three (3) credits or, if this cost exceeds the annual allowance, a prorated amount. If, after this payment is made, there are funds remaining, the next three credits per teacher will be reimbursed or, if this cost exceeds the annual allowance, a prorated amount will be reimbursed. A grade of "B" or better shall be attained for reimbursement.

The reimbursement will be waived in the event of Social Security Disability, TPAF disability retirement, a medical condition that requires an end to a teaching career, loss of employment due to a RIF or non-renewal, or resignation due to the transfer of a spouse or domestic partner in his/her employment which requires relocation further than sixty (60) miles from Bordentown Regional School District. Time served in the military after receipt of the tuition payment counts toward the two (2) years return service obligation.

Failure to remain in the district for one (1) full school year after receipt of tuition reimbursement will require full repayment of the reimbursement in question. Leaving the district after one (1) full school year but before the completion of a second full school year after receipt of tuition reimbursement will require fifty percent (50%) repayment of the reimbursement in question.

Any money rebated to the school district under this paragraph will be added to the pool of money available for reimbursement in the year in which it is rebated.

1. Unit members shall immediately report cases of assault suffered by them in connection with their employment to their Principal or other immediate superior.

2. Such notification shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the unit member for information in the possession of the Superintendent relating to the incident or the persons involved and who shall act in appropriate ways as liaison between the unit member, the police, and the courts.

1. The Board agrees to deduct from the salaries of its unit members dues for the Bordentown Regional Education Association, the Burlington County Education Association, the New Jersey Education Association, or any one or any combination of such associations as said unit members individually and voluntarily authorize the Board to de­duct. Such deductions shall be made in compliance with Chapter 3l0, Public Laws of l967 (NJSA 52:l4-l5.9e) and under rules established by the State Department of Education. Said monies together with records of any corrections shall be transmitted to the treasurer of the Bordentown Regional Education Association by the 15th of each month following the pay period in which deductions were made. The Association treasurer shall disburse such monies to the appropriate association or associations. Unit member authorizations shall be in writing in the form set forth below:

2. Each of the associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any association which change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.

1. The Board of Education of the Bordentown Regional School District recognizes the Bordentown Regional Education Association as the majority representative and agrees, according to the New Jersey Representation Fee Law, Chapter 477, P.L. l979, to deduct representation fees from non-member employees in the unit, and to forward to the majority representative the representation fee in lieu of dues for services rendered by the majority representative.

2. The representation fee in lieu of dues shall be in an amount equivalent to the regular membership dues, initiation fees and assessments charged by the majority representative to its own members less the cost of benefits financed through the dues, fees and assessments and available to or benefiting only its members. This representation fee shall be levied at 85% of the regular membership dues, fees and assessments.

3. The Bordentown Regional Education Association shall indemnify and hold the employer harmless against and from any and all claims, demands, suits, and any other forms of liability or costs, whatsoever, including liability for reasonable counsel fees and other legal costs, paid to counsel of the employer's choice, that may arise out of, or by reason of any action taken or not taken by the employer in conformance with or in attempted conformance with the agency shop or representation fee provision. Furthermore, and in addition hereto, the Bordentown Regional Education Association guarantees that it will be responsible for any reimbursement to the employer of any costs or expenses arising from or by reason of any action taken or not taken by the employer in conformance with or in attempted conformance with the agency shop or repre­senta­tion fee provision.

Bus drivers and aides who work on school buses and who are employed and receiving health care coverage as of July 1, 2009, shall continue to be eligible for coverage provided they continue to be employees in good standing and remain in the position held on July 1, 2009. Said employees are named in a sidebar agreed to by both parties.

Procedure for implementations: The Board will extend health insurance coverage to domestic partnerships by adopting the domestic partnership coverage resolution.

E. The Board and the Association agree that there shall be no discrimination and that all practices, procedures, and policies of the school system shall clearly exemplify that there is no discrimination in the hiring, training, assignment, promotion, transfer, or discipline of unit mem­bers or in the application or administration of this Agree­ment on the basis of race, creed, color, religion, national origin, sex, domicile, or marital status. An employee who chooses to arbitrate a grievance alleging a violation or misapplication of this clause shall be precluded from sub­mitting the same grievance or complaint to any other legal forum. An employee who files a grievance or complaint in any other legal forum regarding the rights delineated in this Article shall be precluded from submitting the same dispute to arbitration.

F. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any unit member benefit existing prior to its effective date. It is the intent of the parties that any such benefits existing in a building or buildings prior to this Agreement shall not be expanded beyond that building to unit members in any other building in the Bordentown Regional School District.

SCHEDULE B 1 - EXTRACURRICULAR STIPENDS

2012-2013

Base 2012 – 2013: $8,872

BRHS Club and Class SponsorsRatioStep 1Step 2Step 3

Senior Class Advisors (each person)25$ 1,797 $ 1,996 $ 2,218

Junior Class Advisors (each person)23 $ 1,653 $ 1,837 $ 2,041

Sophomore Class Advisors (each person)20 $ 1,437 $ 1,597 $ 1,774

Freshman Class Advisors (each person)20 $ 1,437 $ 1,597 $ 1,774

BRHS Activity Ratio Step 1 Step 2Step 3

Academic Coach - Debate/Mock Trial58$ 4,168 $ 4,631 $ 5,146

Academic Coach - Model Congress/UN58 $ 4,168 $ 4,631 $ 5,146

Activity Points Coordinator9 $ 647 $ 719 $ 798

Art Club Advisor12 $ 862 $ 958 $ 1,065

DECA Advisor17 $ 1,222 $ 1,357 $ 1,508

Environmental Club Advisor12 $ 862 $ 958 $ 1,065

FBLA Advisor17 $ 1,222 $ 1,357 $ 1,508

HANDS Advisor17 $ 1,222 $ 1,357 $ 1,508

Honor Society Advisor24 $ 1,725 $ 1,916 $ 2,129

Interact Advisor24 $ 1,725 $ 1,916 $ 2,129

Language Club Advisor12 $ 862 $ 958 $ 1,065

Math Club Advisor17 $ 1,222 $ 1,357 $ 1,508

Marching Band Director60 $ 4,312 $ 4,791 $ 5,323

Assistant Band Director29 $ 2,084 $ 2,316 $ 2,573

Band Front Advisor38 $ 2,731 $ 3,034 $ 3,371

Music Chorus Advisor 37 $ 2,659 $ 2,954 $ 3,283

Newspaper Advisor23 $ 1,653 $ 1,837 $ 2,041

Step Drill Team Advisor25 $ 1,797 $ 1,996 $ 2,218

Student Council Advisor38 $ 2,731 $ 3,034 $ 3,371

Technology Student Association Advisor12 $ 862 $ 958 $ 1,065

Theatre Business Manager23 $ 1,653 $ 1,837 $ 2,041

Theatre Director (*each fall/spring season)56 $ 4,024 $ 4,471 $ 4,968

*Theatre director stipend assumes at least two (2) productions each season

Theatre Orchestra Director23$ 1,653 $ 1,837 $ 2,041

Theatre Vocal Director23 $ 1,653 $ 1,837 $ 2,041

Yearbook Advisor70 $ 5,030 $ 5,589 $ 6,210

Yearbook Business Advisor29 $ 2,084 $ 2,316 $ 2,573

SCHEDULE B 1 - EXTRACURRICULAR STIPENDS

2012-2013

Base 2012 – 2013: $8,872

Middle School AthleticsRatioStep 1Step 2Step 3

Field Hockey Coach54$ 3,881 $ 4,312 $ 4,791

Assistant Field Hockey Coach (1) n/a$1,640

Boys Soccer Coach54 $ 3,881 $ 4,312 $ 4,791

Assistant Boys Soccer Coach (1) n/a$1,640

Girls Soccer Coach54 $ 3,881 $ 4,312 $ 4,791

Assistant Girls Soccer Coach (1)n/a$1,640

Boys Basketball Coach61 $ 4,384 $ 4,871 $ 5,412

Assistant Boys Basketball Coach (1)n/a$1,640

Girls Basketball Coach61 $ 4,384 $ 4,871 $ 5,412

Assistant Girls Basketball Coach (1)n/a$1,640

Wrestling Coach61 $ 4,384 $ 4,871 $ 5,412

Assistant Wrestling Coach (1)n/a$1,640

Cheerleader Advisor - per season32 $ 2,300 $ 2,555 $ 2,839

Baseball Coach54 $ 3,881 $ 4,312 $ 4,791

Assistant Baseball Coach (1)n/a$1,640

Softball Coach54 $ 3,881 $ 4,312 $ 4,791

Assistant Softball Coach (1)n/a$1,640

Middle School ActivitiesRatioStep 1Step 2Step 3

Auditorium Coordinator (BRMS)30$ 2,156 $ 2,395 $ 2,662

Drama Club Advisor **38 $ 2,731 $ 3,034 $ 3,371

** Drama club stipend requires at least two productions per year.

Impact Club Advisor23$ 1,653 $ 1,837 $ 2,041

Intramural Coaches 17 $ 1,222 $ 1,357 $ 1,508

Newspaper Advisor18 $ 1,294 $ 1,437 $ 1,597

Outdoor Education Instruction *12 $ 862 $ 958 $ 1,065

* Stipend represents 100% or a five day trip. The actual stipend is based on the length of the trip. Each day equals 20% of the stipend.

RAPS Coach/Advisor20$ 1,437 $ 1,597 $ 1,774

Student Council Advisor18 $ 1,294 $ 1,437 $ 1,597

Team FAD Advisor23 $ 1,653 $ 1,837 $ 2,041

Weightlifting Club Advisor17 $ 1,222 $ 1,357 $ 1,508

Woodworking Club Advisor18 $ 1,294 $ 1,437 $ 1,597

Yearbook Advisor18 $ 1,294 $ 1,437 $ 1,597

SCHEDULE B 2 - EXTRA CURRICULAR STIPENDS

2013-2014

Add $150 longevity for each five (5) years in the same position after reaching the top level.
Base 2013-2014: $9,049
	Ratio	Step 1	Step 2	Step 3
BRHS Athletics
Varsity Football Coach	0.96	$7,037	$7,819	$8,687
Assistant Football Coach (4)	0.61	$4,471	$4,968	$5,520
Varsity Field Hockey Coach	0.79	$5,791	$6,434	$7,149
Assistant Field Hockey Coach (1)	0.54	$3,958	$4,398	$4,887
Cross Country Coach	0.66	$4,838	$5,375	$5,973
Cheerleading Coach (per season)	0.49	$3,592	$3,991	$4,434
Boys Soccer Coach	0.79	$5,791	$6,434	$7,149
Assistant Boys Soccer Coach (1)	0.54	$3,958	$4,398	$4,887
Girls Soccer Coach	0.79	$5,791	$6,434	$7,149
Assistant Girls Soccer Coach (1)	0.54	$3,958	$4,398	$4,887
Boys Varsity Basketball Coach	0.96	$7,037	$7,819	$8,687
Asst. Boys Basketball Coach (2)	0.61	$4,471	$4,968	$5,520
Girls Varsity Basketball Coach	0.96	$7,037	$7,819	$8,687
Asst. Girls Basketball Coach (2)	0.61	$4,471	$4,968	$5,520
Head Wrestling Coach	0.96	$7,037	$7,819	$8,687
Assistant Wrestling Coach (1)	0.61	$4,471	$4,968	$5,520
Bowling Coach	0.54	$3,958	$4,398	$4,887
Assistant Bowling Coach (1)	0.41	$3,005	$3,339	$3,710
Varsity Winter Track Coach	0.79	$5,791	$6,434	$7,149
Assistant Winter Track Coach (1)	0.54	$3,958	$4,398	$4,887
Varsity Baseball Coach	0.79	$5,791	$6,434	$7,149
Assistant Baseball Coach (2)	0.54	$3,958	$4,398	$4,887
Varsity Softball Coach	0.79	$5,791	$6,434	$7,149
Assistant Softball Coach (2)	0.54	$3,958	$4,398	$4,887
Boys Varsity Track Coach	0.79	$5,791	$6,434	$7,149
Assistant Boys Track Coach (1)	0.54	$3,958	$4,398	$4,887
Girls Varsity Track Coach	0.79	$5,791	$6,434	$7,149
Assistant Girls Track Coach (1)	0.54	$3,958	$4,398	$4,887
Summer Weight Trainer	0.21	$1,539	$1,710	$1,900
Varsity Golf Coach	0.41	$3,005	$3,339	$3,710
SCHEDULE B 2 - EXTRACURRICULAR STIPENDS
2013-2014
Base 2013-2014: $9,049
BRHS Club and Class Sponsors	Ratio	Step 1	Step 2	Step 3
Senior Class Advisors (each person)	0.25	$1,833	$2,036	$2,262
Junior Class Advisors (each person)	0.23	$1,686	$1,873	$2,081
Sophomore Class Advisors (each person)	0.2	$1,466	$1,629	$1,810
Freshman Class Advisors (each person)	0.2	$1,466	$1,629	$1,810
BRHS Activity	Ratio	Step 1	Step 2	Step 3
Academic Coach - Debate/Mock Trial	0.58	$4,251	$4,724	$5,249
Academic Coach - Model Congress/UN	0.58	$4,251	$4,724	$5,249
Activity Points Coordinator	0.09	$660	$733	$814
Art Club Advisor	0.12	$880	$977	$1,086
DECA Advisor	0.17	$1,246	$1,385	$1,538
Environmental Club Advisor	0.12	$880	$977	$1,086
FBLA Advisor	0.17	$1,246	$1,385	$1,538
HANDS Advisor	0.17	$1,246	$1,385	$1,538
Honor Society Advisor	0.24	$1,759	$1,955	$2,172
Interact Advisor	0.24	$1,759	$1,955	$2,172
Language Club Advisor	0.12	$880	$977	$1,086
Math Club Advisor	0.17	$1,246	$1,385	$1,538
Marching Band Director	0.6	$4,398	$4,887	$5,430
Assistant Band Director	0.29	$2,126	$2,362	$2,624
Band Front Advisor	0.38	$2,785	$3,095	$3,439
Music Chorus Advisor	0.37	$2,712	$3,013	$3,348
Newspaper Advisor	0.23	$1,686	$1,873	$2,081
Step Drill Team Advisor	0.25	$1,833	$2,036	$2,262
Student Council Advisor	0.38	$2,785	$3,095	$3,439
Tech Student Association Advisor	0.12	$880	$977	$1,086
Theatre Business Manager	0.23	$1,686	$1,873	$2,081
Theatre Director (*each fall/spring season)	0.56	$4,105	$4,561	$5,068
*Theatre director stipend assumes at least two (2) productions each season
Theatre Orchestra Director	0.23	$1,686	$1,873	$2,081
Theatre Vocal Director	0.23	$1,686	$1,873	$2,081
Yearbook Advisor	0.7	$5,131	$5,701	$6,335
Yearbook Business Advisor	0.29	$2,126	$2,362	$2,624

SCHEDULE B 2 - EXTRACURRICULAR STIPENDS

2013-2014

Base 2013-2014: $9,049

RatioStep 1Step 2Step 3

Field Hockey Coach0.54$3,958 $4,398 $4,887

Assistant Field Hockey Coach (1) n/a$1,673

Boys Soccer Coach0.54$3,958 $4,398 $4,887

Assistant Boys Soccer Coach (1)n/a$1,673

Girls Soccer Coach0.54$3,958 $4,398 $4,887

Assistant Girls Soccer Coach (1)n/a$1,673

Boys Basketball Coach0.61$4,471 $4,968 $5,520

Assistant Boys Basketball Coach (1) n/a$1,673

Girls Basketball Coach0.61$4,471 $4,968 $5,520

Assistant Girls Basketball Coach (1)n/a$1,673

Wrestling Coach0.61$4,471 $4,968 $5,520

Assistant Wrestling Coach (1)n/a$1,673

Cheerleader Advisor - per season0.32$2,346 $2,606 $2,896

Baseball Coach0.54$3,958 $4,398 $4,887

Assistant Baseball Coach (1)n/a$1,673

Softball Coach0.54$3,958 $4,398 $4,887

Assistant Softball Coach (1)n/a$1,673

Middle School ActivitiesRatioStep 1Step 2Step 3

Auditorium Coordinator (BRMS)0.30$2,199 $2,443 $2,715

Drama Club Advisor **0.38$2,785 $3,095 $3,439

** Drama club stipend requires at least two productions per year.

Impact Club Advisor0.23$1,686 $1,873 $2,081

Intramural Coaches 0.17$1,246 $1,385 $1,538

Newspaper Advisor0.18$1,319 $1,466 $1,629

Outdoor Education Instruction *0.12$880 $977 $1,086

* Stipend represents 100% or a five day trip. The actual stipend is based on the

length of the trip. .Each day equals 20% of the stipend.

RAPS Coach/Advisor0.20$1,466 $1,629 $1,810

Student Council Advisor0.18$1,319 $1,466 $1,629

Team FAD Advisor0.23$1,653 $1,837 $2,041

Weightlifting Club Advisor0.23$1,686 $1,873 $2,081

Woodworking Club Advisor0.18$1,319 $1,466 $1,629

Yearbook Advisor0.18$1,319 $1,466 $1,629

SCHEDULE B 3 - EXTRA CURRICULAR STIPENDS

2014-2015

Add $150 longevity for each five (5) years in the same position after reaching the top level.
Base 2014-2015: $9,230
	Ratio	Step 1	Step 2	Step 3
BRHS Athletics
Varsity Football Coach	0.96	$7,178	$7,975	$8,861
Assistant Football Coach (4)	0.61	$4,561	$5,068	$5,631
Varsity Field Hockey Coach	0.79	$5,907	$6,563	$7,292
Assistant Field Hockey Coach (1)	0.54	$4,037	$4,486	$4,984
Cross Country Coach	0.66	$4,935	$5,483	$6,092
Cheerleading Coach (per season)	0.49	$3,664	$4,071	$4,523
Boys Soccer Coach	0.79	$5,907	$6,563	$7,292
Assistant Boys Soccer Coach (1)	0.54	$4,037	$4,486	$4,984
Girls Soccer Coach	0.79	$5,907	$6,563	$7,292
Assistant Girls Soccer Coach (1)	0.54	$4,037	$4,486	$4,984
Boys Varsity Basketball Coach	0.96	$7,178	$7,975	$8,861
Asst. Boys Basketball Coach (2)	0.61	$4,561	$5,068	$5,631
Girls Varsity Basketball Coach	0.96	$7,178	$7,975	$8,861
Asst. Girls Basketball Coach (2)	0.61	$4,561	$5,068	$5,631
Head Wrestling Coach	0.96	$7,178	$7,975	$8,861
Assistant Wrestling Coach (1)	0.61	$4,561	$5,068	$5,631
Bowling Coach	0.54	$4,037	$4,486	$4,984
Assistant Bowling Coach (1)	0.41	$3,065	$3,406	$3,784
Varsity Winter Track Coach	0.79	$5,907	$6,563	$7,292
Assistant Winter Track Coach (1)	0.54	$4,037	$4,486	$4,984
Varsity Baseball Coach	0.79	$5,907	$6,563	$7,292
Assistant Baseball Coach (2)	0.54	$4,037	$4,486	$4,984
Varsity Softball Coach	0.79	$5,907	$6,563	$7,292
Assistant Softball Coach (2)	0.54	$4,037	$4,486	$4,984
Boys Varsity Track Coach	0.79	$5,907	$6,563	$7,292
Assistant Boys Track Coach (1)	0.54	$4,037	$4,486	$4,984
Girls Varsity Track Coach	0.79	$5,907	$6,563	$7,292
Assistant Girls Track Coach (1)	0.54	$4,037	$4,486	$4,984
Summer Weight Trainer	0.21	$1,570	$1,745	$1,938
Varsity Golf Coach	0.41	$3,065	$3,406	$3,784
SCHEDULE B 3 - EXTRACURRICULAR STIPENDS
2014-2015
Base 2014-2015: $9,230
BRHS Club and Class Sponsors	Ratio	Step 1	Step 2	Step 3
Senior Class Advisors (each person)	0.25	$1,869	$2,077	$2,308
Junior Class Advisors (each person)	0.23	$1,720	$1,911	$2,123
Sophomore Class Advisors (each person)	0.2	$1,495	$1,661	$1,846
Freshman Class Advisors (each person)	0.2	$1,495	$1,661	$1,846
BRHS Activity	Ratio	Step 1	Step 2	Step 3
Academic Coach - Debate/Mock Trial	0.58	$4,336	$4,818	$5,354
Academic Coach - Model Congress/UN	0.58	$4,336	$4,818	$5,354
Activity Points Coordinator	0.09	$673	$748	$831
Art Club Advisor	0.12	$897	$997	$1,108
DECA Advisor	0.17	$1,271	$1,412	$1,569
Environmental Club Advisor	0.12	$897	$997	$1,108
FBLA Advisor	0.17	$1,271	$1,412	$1,569
HANDS Advisor	0.17	$1,271	$1,412	$1,569
Honor Society Advisor	0.24	$1,794	$1,994	$2,215
Interact Advisor	0.24	$1,794	$1,994	$2,215
Language Club Advisor	0.12	$897	$997	$1,108
Math Club Advisor	0.17	$1,271	$1,412	$1,569
Marching Band Director	0.6	$4,486	$4,984	$5,538
Assistant Band Director	0.29	$2,168	$2,409	$2,677
Band Front Advisor	0.38	$2,841	$3,157	$3,508
Music Chorus Advisor	0.37	$2,766	$3,074	$3,415
Newspaper Advisor	0.23	$1,720	$1,911	$2,123
Step Drill Team Advisor	0.25	$1,869	$2,077	$2,308
Student Council Advisor	0.38	$2,841	$3,157	$3,508
Tech Student Association Advisor	0.12	$897	$997	$1,108
Theatre Business Manager	0.23	$1,720	$1,911	$2,123
Theatre Director (*each fall/spring season)	0.56	$4,187	$4,652	$5,169
*Theatre director stipend assumes at least two (2) productions each season
Theatre Orchestra Director	0.23	$1,720	$1,911	$2,123
Theatre Vocal Director	0.23	$1,720	$1,911	$2,123
Yearbook Advisor	0.7	$5,234	$5,815	$6,461
Yearbook Business Advisor	0.29	$2,168	$2,409	$2,677

SCHEDULE B 3 - EXTRACURRICULAR STIPENDS

2014-2015

Base 2014-2015: $9,230

Middle School AthleticsRatioStep 1Step 2Step 3

Field Hockey Coach0.54$4,037 $4,486 $4,984

Assistant Field Hockey Coach (1) n/a$1,706

Boys Soccer Coach0.54$4,037 $4,486 $4,984

Assistant Boys Soccer Coach (1)n/a$1,706

Girls Soccer Coach0.54$4,037 $4,486 $4,984

Assistant Girls Soccer Coach (1)n/a$1,706

Boys Basketball Coach0.61$4,561 $5,068 $5,631

Assistant Boys Basketball Coach (1) n/a$1,706

Girls Basketball Coach0.61$4,561 $5,068 $5,631

Assistant Girls Basketball Coach (1)n/a$1,706

Wrestling Coach0.61$4,561 $5,068 $5,631

Assistant Wrestling Coach (1)n/a$1,706

Cheerleader Advisor - per season0.32$2,393 $2,658 $2,954

Baseball Coach0.54$4,037 $4,486 $4,984

Assistant Baseball Coach (1)n/a$1,706

Softball Coach0.54$4,037 $4,486 $4,984

Assistant Softball Coach (1)n/a$1,706

Middle School ActivitiesRatioStep 1Step 2Step 3

Auditorium Coordinator (BRMS)0.30$2,243 $2,492 $2,769

Drama Club Advisor **0.38$2,841 $3,157 $3,508

** Drama club stipend requires at least two productions per year.

Impact Club Advisor0.23$1,720 $1,911 $2,123

Intramural Coaches 0.17$1,271 $1,412 $1,569

Newspaper Advisor0.18$1,346 $1,495 $1,661

Outdoor Education Instruction *0.12$897 $997 $1,108

* Stipend represents 100% or a five day trip. The actual stipend is based on the

length of the trip. .Each day equals 20% of the stipend.

RAPS Coach/Advisor0.20$1,495 $1,661 $1,846

Student Council Advisor0.18$1,346 $1,495 $1,661

Team FAD Advisor.23$1,686 $1.873 $2,031

Weightlifting Club Advisor0.23$1,720 $1,911 $2,123

Woodworking Club Advisor0.18$1,346 $1,495 $1,661

Yearbook Advisor0.18$1,346 $1,495 $1,661