Preamble……..…………………………………………………………………………………………….…….… 5

1 Recognition………………………………………………………………………………..……………………… 5

2 Negotiation Procedure……………………………………………………………………………………………. 7

3 Grievance Procedure……………………………………………………………………………………………… 8

4 Employee Rights………………………………………………………………………………………………….. 12

5 Association Rights, Privileges and Responsibilities………………………………………………………………. 13

6 School Calendar…………………………………………………………………………………………………… 16

7 Work Day………………………………………………………………………………………………………….. 19

8 Coach/Advisors……………………………………………………………………………………………………. 23

9 Non-Teaching Duties and Overtime…….………………………………………………………………………… 27

10 Teacher Employment………………………………………………………………………………………………28

11 Salaries……………………………………………………………………………………………………………. 29

12 Employee Assignment……………………………………………………………………………………………. 32

13 Employee Facilities………………………………………………………………………………………………. 33

14 Educational Council……………………………………………………………………………………………… 33

15 Teacher Transfers and Reassignments…… ……………………………………………………………………… 34

16 Teacher Promotion……………………………………………………………………………………………….. 34

17 Seniority, Post & Bid Procedures, Layoff & Recall, Secretarial/Clerical Employees and Cafeteria Workers……35

18 Evaluation………………………………………………………………………………………………………… 38

19 Sick Leave…….……………………………………………………………………………………………………39

20 Personal Absence…………………………………………………………………………………………..………..41

21 Extended Leaves of Absence………………………..………………………………………………………………44

22 Sabbatical Leaves…. ………………………………………………………………………………………………..46

23 Replacement of Teachers……………………………………………………………………………………..…… 47

24 Professional Development and Educational Improvement… …………………………………………………… 47

25 Adult School………………………………………………………………………………………………………….. 48

26 Insurance Protection………………………………………………………………………………………………….. 48

27 Deductions from Salary………………………………………………………………………………………………. 51

28 Mentor and Provisional Teachers……………………………………………………………………………………. 53

29 Transportation………………………………………………………………………………………………………… 54

30 Miscellaneous …………………………………………………………………………………………………………56

31 Board Rights……………………………………………………………………………………………………………57

32 Duration of Agreement…………………………………………………………………………………….……………57

Schedule A –

No. 1 Teachers’ Salary Guides………………………………………………………………….……………….58

No. 2 Longevity……………………………………………………………………………………………….. .59

No. 3 Guidance Counselors…………………………………………………….………………………………..59

No. 4 Special Services Personnel………….…………………………………………………………………….59

No. 5 Athletic Trainer…………………………….……………………………………………………………..59

No. 6 Co-Curricular Coaches/Advisors…………………………………………………………………………60

No. 7 School Social Worker, LDS, Psychologist……………………………………………………………….64

No. 8 Summer Personnel………………………………………………………………………………………..65

No. 9 Title I…………………………………………………………………………………………………….. 65

No. 10 Cafeteria Workers’ Salary Guides ………………………………………………………………………. 66

No. 11 Cafeteria Workers’ Hourly Salary Guide….…………………………………………………………..… 67

No. 12 Cafeteria Manager’s Salary Guides ………………………………………………………………………67

No. 13 Cafeteria Workers’ and Manager’s Longevity Guide……………………………………………………. 68

No. 14 Secretary (10 month and 12 month) Salary Guides………..……………………………………………...68

No. 15 Secretarial/Clerical Classifications….……………………………………………………………………..71

No. 16 Secretarial/Clerical Longevity……………………………………………………………………………..71

No. 17 Paraprofessionals’ Salary Guides ……………………………………………………………………… 72

No. 18 Paraprofessionals’ Longevity Guides……………………………………………………………………73

No. 19 Cued Speech Interpreter Salary Guide……………………………………………………………………73

No. 20 Transportation Workers’ Salary Guides………………………………………………………………… 73

No. 21 Transportation Worker’s Longevity Guides……………………………………………………………..74

No. 22 Bus Aides’ Salary Guides………………………………………………………………………………..74

Schedule B Contract for Coaches…………………………………………………………………………………….75

Schedule C Contract for Advisors……………………………………………………………………………………75

Sidebar Agreements…………………………………………………………………………………………………… 76

Disability Leave Form………………………………………………………………………………………………… 77

Childrearing Leave Form…………………………………………………………………………………………….. 78

1. Classroom Teachers

2. Nurses

3. Athletic Trainer

4. Guidance Counselors

5. Librarians

6. Social Workers

7. Full-time Supplemental Teachers (Formerly called Reading Specialists.)

8. Learning Disability Teacher Consultants

9. Speech Therapists

10. Special Education Teachers

11. Co-Curricular Advisors and Coaches

12. Replacement Teachers

13. School Psychologists

14. Home Instruction Teachers

15. Summer School Teachers

16. Supplementary Instruction Teachers

17. Summer Child Study Team

18. Summer or Saturday Supplementary Professional Staff

19. District Satellite Cafeteria Manager

20. Cafeteria Workers

21. Cafeteria Workers – Hourly

22. Financial Bookkeeper

23. Secretary to Building Principals

24. Paymaster

25. Payroll Processor

26. Secretary to Transportation Coordinator

27. Secretary to Pupil Personnel Service

28. Secretary to Asst. Superintendent

29. Accounts Payable Clerk

30. General Bookkeeper

31. Secretary to H.S. Guidance Dept.

32. Clerk-Typist

33. Switchboard Operator/Receptionist

34. Para-Professionals

35. Cued Speech Interpreter

36. Bus Aides

37. Full-time Bus Drivers

B. Unless otherwise indicted, the term “EMPLOYEES” when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiating unit as above defined.

C. Unless otherwise indicated, the term “TEACHERS,” when used hereinafter in this Agreement, shall refer to job titles listed in A.1 through 18.

D. Unless otherwise indicated, the term “CAFETERIA EMPLOYEES,” when used hereinafter in this Agreement, shall refer to all job titles listed in A.19 and 20.

E. Unless otherwise indicated, the term “CAFETERIA WORKERS – HOURLY,” when used hereinafter in this Agreement, shall refer to the job title listed in A.21. Said workers shall be employed as needed in the discretion of the Board.

F. Unless otherwise indicated, the term “SECRETARIAL/CLERICAL EMPLOYEES,” when used hereinafter in this Agreement, shall refer to job titles listed in A.22 through 33 above.

G. Unless otherwise indicated, the term “Paraprofessionals,” when used hereinafter in this Agreement, shall refer to the job title listed in A.34.

H. Unless otherwise indicated, the term “CUED SPEECH INTERPRETER,” when used hereinafter, shall refer to the job title listed in A.35.

I. Notwithstanding the job title “CLERK TYPIST” listed in A.32 above, the one currently existing clerk/typist position in the Superintendent’s office suite is specifically excluded from the negotiations unit.

J. Unless otherwise indicated, the term “TRANSPORTATION EMPLOYEES” when used hereinafter, shall refer to the job titles listed in A.36, A.37, and A.38.

K. Any one of the personnel in A.1 through A.20, above who terminates a full-time teaching contract automatically forfeits his rights under other contracts with the Board of Education as listed in this agreement.

B. During negotiations the Board and the Association shall exchange points of view and make proposals and counterproposals. The Board shall make available to the Association for inspection all public records. The Board shall make available to the Association tentative budget proposals for the next fiscal year when available to the Board Secretary’s Office.

C. The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J. Public Employer-Employee Relations Law in a good-faith effort to reach agreement on all matters concerning the terms and conditions of employment.

D. 1. Protection of Conditions – Cafeteria Employees, Cafeteria Workers – Hourly, Secretarial/Clerical Employees and Paraprofessionals, and Transportation Employees - The Board agrees that all conditions of employment relating to wages, hours or work, overtime differentials and general working conditions, shall be maintained at not less than the standards in effect at the time of the signing of this Agreement, except wherever specific provisions for changes are made elsewhere in this Agreement. It is agreed that provisions of this section shall not apply to inadvertent or bona fide errors made by the Board or Association in applying the terms and conditions of this Agreement if such error is corrected within ninety (90) days from the date of error.

2. This provision does not give the Board the right to impose or continue wages, hours and working conditions less than these contained in this Agreement.

1. A “grievance” is a claim based upon an event or condition which affects the terms and conditions of employment of an employee and/or the interpretation, meaning, or application of any of the provisions of this Agreement.

2. An aggrieved person is the person, persons, or Association making the claim who will sign the grievance forms. In the event of Association or group grievances, the class of aggrieved persons shall be identified.

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.

4. “Binding arbitration,” Level Four, shall refer only to those items concerning dispute on the meaning, interpretation and application of this Agreement.

1. The purpose of this procedure is to secure at the lowest possible level, proper solutions to problems which may from time to time arise under this Agreement and as set forth in paragraph A. above. 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 employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

1. Since it is important that grievances be processes as rapidly as possible, the number of days at each level is the maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement in writing.

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, and if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as it practicable.

3. Grievances, in order to be considered timely, must be filed at Level Two within thirty (30) calendar days of the event giving rise to the grievance. When this period extends beyond the last working day of the school year, the time limit shall be ten (10) calendar days from the first day of school.

4. Level One

If the grievance is timely within the terms of C.3, above, the employee may file a written grievance. The aggrieved person shall set forth the grievance in writing specifying:

a. The nature of the grievance, including the specific event, condition or contract section being grieved;

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

c. The date of the occurrence;

d. The remedy sought.

Cafeteria employees and Cafeteria Workers-Hourly shall file their grievances with the Director of Food Services. Teachers and Secretarial/Clerical and Paraprofessionals working in individual schools shall file their grievances with the appropriate principal. Secretarial/Clerical Employees in the Board office and the Superintendent’s Office shall file their grievances with the Superintendent. Transportation Employees shall file their grievances with the Transportation Coordinator. Within five (5) workdays after receiving the grievance, the supervisory employee who received it shall hold a hearing, unless mutually agreed otherwise and, within two (2) workdays of the hearing communicate his/her answer in writing to the aggrieved person.

5. Level Two
If the aggrieved person is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within seven (7) workdays of presentation of the grievance, the aggrieved person may file his/her grievance in writing with the Superintendent within five (5) work days of when the reply should have been received. Board and Superintendent Office Secretarial/Clerical Employees shall move from Level One to Level Three.
6. Level Three
a. If the aggrieved person is not satisfied with the disposition at Level Two or if no decision has been rendered within ten (10) work days after the grievance was delivered to the Superintendent, the Association may, within five (5) work days after the decision by the Superintendent or fifteen (15) work days after the grievance was delivered to the Superintendent, whichever is sooner, submit the aggrieved person’s grievance to the Board of Education, provided that the aggrieved person makes a written request within that time period for the Association to do so.

7. Level Four
a. If the aggrieved person is an individual or group of individuals, as opposed to the Association itself, and said aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within twenty (20) days after the grievance was scheduled to be heard by the Board, he may, within five (5) work days after decision by the Board or twenty-five (25) work days after the grievance was scheduled to be heard, whichever is sooner, request in writing that the Association submit his grievance to binding arbitration concerning dispute on this Agreement. If the Association is the aggrieved person, and chooses to seek arbitration, it shall submit the grievance to binding arbitration with the Public Employment Relations Commission within the time limits of this paragraph.

b. If the aggrieved person is not the Association itself, and the Association receives a written request to file for binding arbitration from the aggrieved person, within the time limits of Article 3-C.7.a., and the Association chooses to seek arbitration, it shall within ten (10) work days after such a request, file with the Public Employment Relations Commission. The parties shall then be bound by the rules and procedures of PERC.

c. The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his decision not later than twenty (20) days from the date of the close of the hearings, or, if oral hearings have been waived, then from the date when final statements and proofs on the issues are submitted to him. The arbitrator’s decision shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator, in his decision, shall be without the power of authorization to amend, modify, nullify, subtract from or add to the provisions of this Agreement. His authority will be strictly limited to the issue or issues presented. The decision of the arbitrator shall be submitted in writing to the Board and the Association.

d. The costs for the services of the arbitrator, including per diem expenses, if any, and actual necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses shall be paid by the party incurring same.

1. Any aggrieved person may be represented at all levels of the grievance procedure by himself, or at his option, by a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present at all stages of the grievance procedure.

2. Any individual employee of the district shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his appeal.

1. Decisions rendered at Levels One, Two, and Three shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to parties in interest and to the Association.

2. All documents, communications and records dealing with the processing of the grievance shall be filed with the Board, Association, aggrieved person, the affected principal and the Superintendent. These documents, communications and records shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

3. Forms for filing grievances, making reports and recommendations, and other necessary documents to process a grievance shall be prepared by the Association and approved by the Superintendent and given appropriate distribution so as to facilitate operation of the grievance procedure. The cost of these documents shall be shared equally by the parties.

4. Grievances shall be initiated at the lowest possible level where relief may be granted.

5. During the processing of any grievance, the aggrieved person shall continue his normal duties until said grievance has had a proper solution.

6. 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.

7. All meetings and hearings under this procedure shall be held at a time mutually agreeable to all parties concerned exclusive of class time.

8. Specifically excluded from this grievance procedure is the right of a nontenured Teacher to grieve failure of reemployment.

C. The Board respects the rights of all employees guaranteed to them under the laws and constitutions of New Jersey and the United States of America. The Board also recognizes that employees have the right to freedom from discrimination in all areas cited in New Jersey and Federal statutes.

D. Upon request, the Superintendent shall make arrangements with each employee to review his personnel file at a convenient time.

E. Under no circumstances shall any employee be requested to submit to a polygraph test or any other form of lie detector test.

F. No employee shall be prevented from wearing pins of membership in the Association.

G. Members of the teaching profession may advise in the formulation of policies and programs designed to improve educational standards.

H. Whenever any employee is required to appear before the Board or any committee or member thereof concerning their job performance which could adversely affect the continuation of that person in employment, or the salary or any increments pertaining thereto, she/he may request a written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise her/him and represent her/him during such meeting or interview, if she/he so desires.

I. No Cafeteria Employee, Cafeteria Worker-Hourly, Secretarial/Clerical Employee or Paraprofessional, other than probationary, shall be disciplined or discharged or reprimanded without just cause, except that nothing in this provision shall preclude the Board from terminating Cafeteria Worker-Hourly employees without just cause.

J. Military Leave: Employees enlisting or entering the Military Service of the United States, pursuant to the provisions of the Universal Military Training and Service Act and amendments thereof, shall be granted all rights and privileges by the Act.

K. None of the (full-time bus drivers) Transportation Employees shall be required to drive a Board owned vehicle in violation of the State Board of Education for Pupil Transportation Laws and Regulations.

L. Transportation Employees:

1. The Board shall not discharge or discipline or suspend an employee without just cause.

2. Before any employee shall be disciplined or suspended or discharged, there shall be a conference held between the Association and the Board or its representatives within seventy-two (72) hours.

3. All warnings must be given in writing, and a copy of such warning shall be given to the employee, the A/R and the Association.

B. Representatives of the Association, the Middlesex County Education Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times. The Association and its representatives shall be permitted to use school buildings at all reasonable hours for meetings. Any such use of school buildings shall be without interference with or interruption in normal school operations and with advance approval by the Superintendent. The Association shall reimburse the Board any extra janitorial labor cost required for such use.

C. Upon approval of the Building Principal and/or the Superintendent, the Association shall be permitted to use school equipment, including typewriters, photocopying equipment, computers, calculating machines, and all types of audiovisual equipment at times approved by the Building Principal. The Association shall supply all materials and supplies incident to such use.

D. The Association shall have, in each school building, the use of a bulletin board in each faculty lounge and employees’ dining room. Copies of all materials to be posted on such bulletin boards must be approved by the Association and given to the Building Principal and Superintendent.

E. The Association shall have the right to use of the school mail boxes within each school building
as it deems necessary, consistent with applicable law, and without the approval of Building
Principals or other members of the administration. The Association building representatives
shall be responsible for the distribution. A copy of all general distributions made by the
Association shall be simultaneously provided to the building principal.

F. The President of the Association, or designees, shall be granted a total of ten (10)
Association days subject to the personal day policy contained in Article 20.

During 2002-2003 and 2003-2004, the President will have two back-to-back teaching periods and a planning period during the first three periods of the school day. This language applies to the current President only.

2. In the case of an elementary Teacher who is President of the Association, the Board shall make every reasonable effort to schedule his/her preparation period as the last period(s) of the day.

4. Should a support staff employee become President of the Association, negotiations shall be re-opened between the Association and Board as to the issue of scheduling of such President’s workday to accommodate Association activities. These negotiations shall begin as soon as possible following notification from the Association of the new President’s name and position.

H. Teachers are expected to comply with the rules and regulations adopted by the Board of Education and its representatives.

I. Transportation Employees Work Rules:

1. The Board may establish general work rules for its employees provided such rules are not in conflict with the Agreement, and are neither arbitrary or unreasonable. The application of this provision shall in no way be used to reduce the benefits, terms of working conditions to the employee. The Board agrees to present in writing to the Association an intended rule at least thirty (30) calendar days prior to its effective date. Upon request of the Association, a discussion will take place within thirty (30) calendar day period.

K. We regard the employment agreement as a solemn pledge to be executed both in spirit and in fact in a manner consistent with the highest ideals of professional service. Sound professional personnel relationships with governing boards are built upon personal integrity, dignity and mutual respect.

L. The board agrees to furnish to the Association one (1) copy of the names and addresses of all Board employees.

M. The official minutes of each public Board meeting shall be sent by inter-school mail to the Association after each meeting or mailed when school is not in session.

N. 1. The Board will notify the Association in writing prior to a layoff. The Association will be notified verbally and in writing of all promotions, demotions, transfers, suspensions and of an intended discharges.

2. Effective July 1, 1986, the Board shall provide a copy of the seniority list(s) which is developed prior to a reduction-in-force. Said list(s) shall be forwarded to the Association at least thirty (30) days prior to the reduction-in-force notification to affected employees.

O. The Board agrees that should it decide to subcontract or privatize, cafeteria workers, secretarial/clerical services, paraprofessionals, or Transportation Employees, the Association shall receive ninety (90) calendar days notice prior to such action taking place.

P. Whenever any representative of the Association or any employee is scheduled by both the parties to participate during working hours in meetings or conferences, which directly involve negotiations or grievances, he/she will suffer no loss in pay. Meetings which continue after the regular workday or commence after the regular workday shall be attended without compensation.

Q. Any elected or appointed representative of the Association may request a leave of absence without pay for the purpose of attending to Association business outside the premises of the Board. Other leaves of absence may be granted by the Board for good reason.

B. The Teacher in-school work year shall include one hundred eighty-three (183) Teacher-pupil contact days and two (2) additional days. Effective September 1, 1996, the Teacher in-school work year shall include one hundred eighty-two (182) Teacher-pupil contact days and four (4) additional days, two (2) of the days will be prior to the students arrival in September.

C. All ten (10) month Secretarial/Clerical Employees shall begin work in September, report same
day as Teachers, not more than three (3) working days prior to the children attending school and
end three (3) working days after the Teacher’s last working day in June.

D. The four (4) elementary principals’ secretaries and the Middle School guidance secretary will
become twelve (12) month employees as of September 1, 2001.

E. All ten (10) month Cafeteria Managers shall begin work in September. They shall report
the same day as Teachers, not more than three (3) working days prior to the children
attending school and end three (3) working days after the Teacher’s last working day in
June. If work is completed within three (3) days then they will be released accordingly.
1. All ten (10) month Cafeteria Employees shall begin work in September and report

the same day as Teachers, not more than three (3) working days prior to the children
attending school.
2. All transportation employees will report to work on the same day as students in
September.

1. Twelve month certificated personnel shall have twenty (20) vacation days per year.

2. Office Personnel

a. Twelve (12) month employees hired after January 1 of any year, shall be entitled to one (1) vacation day with pay for every month of employment prior to July 1 of that calendar year, with the exception that this accrued vacation time shall not exceed one week. (1) A twelve (12) month employee who is employed more than fifteen (15) work days in any month shall have met the requirement for a full month’s employment for the purposed of vacation day accrual only.

b. Twelve (12) month employees hired after January 1, shall take their vacation entitlement during their initial year of employment between July 1 and August 31 of that calendar year. This vacation period shall be selected and scheduled by April 15 if possible.

for one year’s employment on the succeeding July 1 for the purpose of
computing vacation entitlement only.

twelve (12) month employees:



Period Employed	Entitlement Vacation Weeks
1 yr. - less than 5 yrs.	2
5 yrs. - less than 10 yrs.	3
10 yrs. - less than 20 yrs.	4
20 yrs. - less than 25 yrs.	5
25 yrs. or more	6
All secretarial/clerical employees hired before June 30, 1995, shall have vacation at the levels articulated above except for the four (4) principals’ secretaries and the middle school guidance secretary who become twelve (12) month secretaries on September 1, 2001.
All secretarial/clerical employees hired on or after July 1, 1995, as well as the 12 month principals’ secretaries and the middle school guidance secretary moved from ten month to twelve month positions as of September 1, 2001 shall have vacation at the levels articulated directly below:
Period Employed	Entitlement Vacation Weeks
1 yr. - less than 5 yrs.	2
5 yrs. - less than 15 yrs.	3
15 yrs. or more	4

e. It is the intention of the Board of Education to establish an elementary
school schedule that ensures school offices are open the maximum number
of days during the months of July and August. The Superintendent
reserves the right to disapprove vacation days that coincide with that of the
building principal.

f. Vacation entitlement shall be computed in accordance with the number of
years of employment the employee will complete prior to July 1 of any year.

(1) In the event a holiday named in this Agreement falls during an employee’s vacation period, such employee shall receive an additional day’s vacation.

(2) Single vacation days taken on a day when school is closed for purposes of emergency or inclement weather will be restored.

(3) If vacation time is lost due to school closing and these days are made up during Easter recess, appropriate vacation time will be granted.

g. Vacation shall be selected and scheduled by April 15th of each year.

h. Senior employees shall be given preference in the selection of vacation period. Vacations shall be scheduled July 1st through June 30th provided operation permits.

i. Vacation period may be changed provided no conflict is encountered.

receive full credit for the number of years worked for the purposes of computing
vacation entitlement.













3. Mechanic

Period Employed	Entitlement Vacation Weeks
6 mo. - less than 1 yr.	1
1 yr. - less than 5 yrs.	2
5 yrs. - less than 10 yrs.	3
10 yrs. - less than 20 yrs.	4
20 yrs. - less than 25 yrs.	5
25 yrs. Or more	6

1. Full-time bus drivers shall be paid for the Christmas and Easter recesses and for the Friday after Thanksgiving based on the number of hours daily in the individual’s run on the average.

2. Holidays eligible under the premium pay provisions are as follows: New Year’s Day, Martin Luther King Day, Presidents’ Birthday (1), Memorial Day, July Fourth, Labor Day, Yom Kippur, Veterans Day, Columbus Day, Thanksgiving Day, Christmas Day. Holidays are to be agreed upon at the beginning of the school year.

3. Mechanic’s Holidays: July Fourth, Labor Day, Yom Kippur, Columbus Day, Veteran’s Day, Thanksgiving Day/Friday, Christmas Eve, Christmas Day/Day after, New Year’s Eve, New Year’s Day, Martin Luther King Day, Presidents’ Birthday, (Fri./Mon.), Easter Monday, Memorial Day.

1. Teachers

b. The teacher work day shall include post-pupil attendance time of fifteen (15) minutes to allow smooth and supervised pupil arrival and dismissal, except on early dismissal days when teachers may be required to remain until normal departure time. Teachers will not be required to remain until the normal departure time when early dismissal days occur immediately preceding a holiday or for inclement weather.

c. Teachers may leave the building during their schedule duty-free lunch periods, provided they sign in and out. However, the total number allowed to leave during any lunch period shall not exceed the number of building staff divided by the number of building lunch periods.

class when a substitute teacher cannot be hired for a teacher who is absent
will receive payment per class period as follows:
$ 21.00 per period - 2001-2002
$ 22.00 per period - 2002-2003
$ 23.00 per period - 2003-2004

shall consist of five (5) consecutive days, Monday through Friday, six and three-quarters (6-3/4) hours each day. Twelve month secretaries will work a six and one-half (6-1/2) hour day beginning on the day after the last scheduled day for students in June, through the months of July and August, and until the first day students are in attendance in September. This will commence January 1, 2002.

3. CAFETERIA WORKERS - DISTRICT SATELLITE

CAFETERIA MANAGER
District Satellite	Work Day	Lunch
Cafeteria Manager	8 hours	30 minutes
Worker	6 hours	30 minutes

4. TRANSPORTATION EMPLOYEES

a. Full-time Bus Drivers

2. All bus runs will be coordinated and finalized by October 15th at which time the drivers have the right to rebid the run. All changes to the runs after October 15th must be rebid.

b. Bus Mechanic
1. The regular work week for the bus mechanic shall consist of five (5) consecutive days, Monday through Friday. His hours of work shall be from 6:30 a.m. to 3:00 p.m. that includes one/half (1/2) hour paid lunch.
c. All Transportation Employees

1. A job description for a full-time bus aide has been agreed upon and will be kept on file in the Superintendent’s office.
2. Full-time bus aides will be guaranteed a minimum of three (3) hours work, regardless of an early dismissal or a delayed opening.
3. Full-time bus aides will be guaranteed a maximum layover time of one-half (1/2) hour.
4. Full-time bus aides will be provided with health benefits consistent with state law.
5. Summer runs will be bid on in June for full-time bus aides.
B. Teachers will be required to attend all parent conferences, back-to-school nights, and all faculty and department meetings called by their respective Building Principals and department heads.

1. The notice of an agenda for any meetings shall be given to Teachers involved at least three (3) days prior to the meetings, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.

2. Such meetings shall not be held on a day immediately preceding a school holiday, on a Friday, or on any other day upon which Teacher attendance is not required at school.

3. Two (2) evening conferences and one (1) back-to-school night shall be scheduled on early dismissal days. A back to school night will be required attendance in each school.

1. Middle School - 1 period daily.

2. Senior High School - 1 period daily.

3. Full-time elementary school Teachers (grades K-6) shall have one preparation period each day as assigned by the Superintendent or his/her representative. If half-day kindergarten is reinstated, the prior practice of no guaranteed preparation time for kindergarten teachers shall be restored.

4. A teaching staff member carrying out the duties of Athletic Trainer shall receive five (5) planning periods during each five (5) full-day week. The employee shall receive no more than two (2) planning periods in one day.

H. 1. Employees traveling (those driving from one building to another in one day to perform the assigned tasks) shall be given mileage at the highest IRS rate.

2. Employees dividing their time between buildings or levels (Upper and Lower Middle School) will be assigned to one building or level to determine the length of time for planning and lunch periods and any other items that may be determined by length of school day or assignments.

3. Employees dividing their time between buildings will not be assigned either a homeroom and/or pre and post duties, or both, at the Superintendent’s discretion. If an employee is assigned a homeroom or pre-school duty he/she will only be assigned such duty at the building in which he/she has first period. If an employee is assigned post-school duties he/she will only be assigned such duty at the building in which he/she has last period. The assignment of pre and/or post duties will not extend the employees’ school day, nor shall it interfere with any co-curricular or extra-curricular positions.

A. The Board agrees that the term coach, when used in this Agreement, shall refer to the following
positions as listed in Schedule A-6, Co-curricular Coaches’ Salary Guide.

B. Rights of Coaches

1. The Board agrees to make available to all coaches all necessary information to comply with the rules and regulations of the New Jersey State Interscholastic Athletic Association, a copy of the rules and regulations of the New Jersey State Interscholastic Athletic Association, school record cards, names and addresses, and school medical records of all team members.

2. The coaches and their team members shall have the right to use school facilities at all reasonable hours, for meetings, for practice, exhibition and scheduled game sessions, with the approval of the Superintendent.

Seasons of Coaches will be pursuant to the N.J.S.I.A.A. Constitution and By-Laws.

Coaches shall not be required to perform the following duties in season; with the approval of the principal and/or Superintendent:

(a) attend school dances;

(b) supervise loading and unloading of buses;

E. Coaches’ Employment

1. Coaches shall be notified of their contract and salary status for the ensuing year no later than May 1st for fall and winter sports and June 30th for spring sports.

2. The individual contracts to be issued for each coaching position shall be set forth in Schedule B of the Agreement. Each contract shall include the dates of the coaching season, salary, and the dates on which each coach shall receive his installments.

3. The Board agrees to officially adopt each contract and notify each coach of such official action by presenting a copy of the contract no later than May 15th for fall and winter sports and June 30 for spring sports of the school year previous to the school year in which the individual contract is operative. Coaches shall sign and return the contract within fifteen (15) days of receipt and failure to return the contract within this period shall be considered resignation.

1. The salaries of all coaches shall be set forth in Schedule A. No. 6

2. Coaches shall be paid on the dates as set forth in Section M.

3. Coaching salary shall be paid by separate check.

1. No coach shall be precluded from accepting or applying for more than one (1) coaching assignment.

2. Any coach applying for a coaching position in which he has no experience, must receive a vote of confidence from the Athletic Director and the head coach of that sport, subject to the approval of the Superintendent.

1. No later than April 1st of each school year, the Board shall deliver to the Sayreville Education Association and post in each school building a list of known coaching vacancies which shall occur during the following year.

2. Such posting shall include the title of the coaching position being vacated, the contracted salary offered, and the qualifications necessary. Such posting shall be in accordance with all provisions of the Agreement.

3. Any coach holding a current coaching position that is not being re-hired for the position, will be notified in writing by the Athletic Director prior to the posting of said position.

a. adequate team equipment and supplies;

c. a complete copy of the rules and regulations of NJSIAA.

as the need arises, with the approval of the Athletic Director and the Superintendent:
$ 21.00 in 2001-2002, $ 22.00 in 2002-2003 and $ 23.00 in 2003-2004.

No coach shall be required to attend a practice, exhibition or officially scheduled game session if he was excused from school that same day because of sick leave or a temporary leave of absence as cited in this Agreement.

1. Coaches who attend clinics or general coaching sessions of an extended nature, with approval of the Superintendent and/or the board, outside of their athletic training season shall be reimbursed for expenses incurred as a result of their attendance. The coach shall be reimbursed for mileage at the highest current IRS allowable rate.
2. With approval of the Superintendent and the Board, each coach will be allowed
to attend two clinics of his/her choice not in addition to the two (2) days listed in

ARTICLE 20. Each coach will be allowed one (1) additional day to attend clinics,
meetings or conferences other than those listed in ARTICLE 20. The amount
budgeted shall not exceed $ 140.00 per day.

1. The Board agrees to protect and save harmless every coach from any financial loss resulting from an act or omission arising out of and in the course of the performance of his coaching duties.

2. No coach shall be required to drive students to activities which take place away from the school building. A coach may do so voluntarily, however, with the advance approval of the Superintendent. He/she shall be compensated at the highest current IRS allowable rate.

3. Coaches contract shall be set forth in Schedule B.

Coaches in season shall be paid in two equal payments during season:

Fall Sports: October 15th and November 30th

Winter Sports: January 15th and March 15th

Spring Sports: April 15th and June 15th

A. The Board agrees that the term advisor when used in this Agreement shall refer to the following positions as listed in Schedule A-6, Co-curricular Advisors Salary Guide.

B. 1. The Board agrees to make available to all advisors all necessary information needed to complete their duties including any rule and regulations required to complete such duties, school duties, school records cards, names and addresses of all activity members.

2. Advisors and their activity members shall have the right to use school facilities at all reasonable hours, for meetings, rehearsals, exhibitions activities and scheduled performances, with the approval of the Superintendent.

2. The individual contracts to be issued for each advisor position shall be set forth in Schedule C of the Agreement. Each advisor contract shall include the school year of advisorship, salary and the dates on which each advisor shall receive payment.

2. Advisors shall be paid in two equal payments during the school year:
1st payment - January 15

2nd payment - June 15

Advisor’s salary shall be paid by separate check.

1. No later than April 1st of each school year, the Board shall deliver to the Sayreville Education Association and post in each school building a list of known advisorship vacancies that shall occur during the following year.

2. Such posting shall include the title of the positions vacated, the contracted salary offered, and the qualifications necessary. Such posting shall be in accordance with all provisions of the Agreement.

3. Any Advisor holding a current advisorship position that is not being re-hired for the position, shall be notified in writing by the Principal prior to the posting of said position.

1. No advisor shall be required to attend a rehearsal, exhibition or official scheduled session if he/she was excused from school that same day because of sick leave or temporary leave of absence as cited in this Agreement.

1. The Board agrees to protect and save harmless every advisor from any financial loss resulting from an act of omission arising out of and in the course of the performance of his/her advisor duties.

2. No advisor shall be required to drive students to activities that take place away from the school building. An advisor may do so voluntarily, however, with the advance approval of the Superintendent. He/She shall be compensated at the highest current IRS allowable rate.

3. Advisors’ contracts shall be set forth in Schedule C.

B. Teachers shall not be required to chaperone any school dances during holidays and extended weekends. This shall be on a voluntary basis.

C. Teachers shall not be required to drive students to activities which take place away from the school building. A Teacher may do so voluntarily, however, with the advance approval of the Board of Education. He/She shall be compensated at the highest current IRS allowable rate.

D. The Board shall arrange for and maintain a reasonable amount of insurance to cover damages incurred by a Teacher against whom any action shall be brought for any action or omission arising out of the authorized use of his own automobile in the performance of school duties.

E. Pupils returning insurance and picture money to school shall do so in sealed envelopes and said envelopes shall be turned in to the principal’s office. Teachers are not required to count and/or tally monies for the above-mentioned items.

F. Bedside tutoring and approved tutoring will be paid at the rate of: $ 38.50 per hour in
2001-2002, $ 40.25 per hour in 2002-2003, and $ 42.25 per hour in 2003-2004.

G. Teachers assigned to supervise the Saturday suspension program shall be paid at a rate
of $ 46.50 per hour in 2001-2002, $ 47.65 per hour in 2002-2003, and $ 50.00 per
hour in 2003-2004.

H. The position of School Website Assistant will be created as of September 1, 2001.
Each school will have one (1) Website Assistant who will be paid an annual stipend
of $ 1,200.

I. The position of Board of Education Video Assistant will be created as of September 1,
2001, with a stipend of $ 25.00 per hour with a minimum of two (2) hours per session.
The schedule of meetings and airings will be determined by the Board of Education.

J. Overtime

1. Secretarial/Clerical Employees and Cafeteria Employees and Paraprofessionals and Transportation employees shall be given advance notice of work required to be performed on an overtime basis whenever it is practicable to do so.

2. Cafeteria Workers’ overtime shall be distributed as equitably as possible. Overtime shall first be offered to the employee possessing the most seniority, on a rotation basis, within the school they are working. Title jobs excluded.

rate of pay.

B. 1. Each Teacher may be placed on his proper step of the salary schedule as follows:

Up to five (5) years credit may be given for previous outside teaching experience in a duly accredited school upon initial employment in accordance with the provisions of Schedule A. In addition, credit may be given for military experience to the maximum permitted by law. Credit may also be given for alternative civilian service required by the Selective Service System and/or the Peace Corps., VISTA or National Teachers Corps, work and/or time spent on a Fulbright Scholarship. However, this credit shall not be a retroactive credit allotted for reasons stated in this paragraph exceeding five (5) years.
2. In the event of a recall, any riffed teacher who wishes to return, but is under contract to another school district and is unable to obtain a release from that contract, shall be given a grace period of up to sixty (60) days to begin employment, in order to fulfill his/her other contractual obligations.

2. Teachers entering the Armed Forces of the United States from the Sayreville Public Schools will, when reemployed, be given a salary equal to that which they were receiving at the time they entered the Armed Forces, plus all increments received by the Teachers of the district during the period of service in the Armed Forces.

3. Teachers employed in this system prior to 1955, and having been allowed prior service credit for service in the Armed Forces of this country at the time of their employment, shall continue to have this time counted as prior service in determining their salaries for subsequent years under the provision of this Guide.

2. When possible, Teachers who are not to be rehired will be notified in writing by May 31.

1. maintain high professional standards;

2. report for duty at designated times;

3. prepare appropriate lesson plans, as requested by administration;

4. attend faculty meetings as described in Article 7, B.

1. Employees employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments. Employees employed on a twelve (12) month basis shall be paid in twenty-four (24) equal semi-monthly installments.

2. The Board agrees to deduct from an employee’s salary money for the Teachers’ Credit Union in Middlesex County in the denominations requested by the employee and according to the guidelines of the credit union. Said deposits shall be made twice per month to the Credit Union when paychecks are distributed. However, an employee may make only one alteration in the deduction denomination per year. The year is defined as September 1 through August 31.

3. When a pay day falls on or during a school holiday, bank holiday, vacation or weekend, employees shall receive their pay checks on the last previous working day, except in an emergency.

4. Ten (10) month employees shall receive their final pay checks no later than June 30, provided the building principal certifies that they have completed duties for which they are responsible.

5. Payment for Co-Curricular shall be paid by separate check.

6. All employees will have the option of direct deposit of paychecks into their respective bank accounts.

Employees are eligible for the annual increment if:

1. Teachers are “off guide” if their present contract salary is different from that provided by the guide, computed in terms of local service plus prior service credit.

2. Teachers changing their salary classification by reason of obtaining a higher degree during any school year shall be placed on their proper place on this guide for the following year.

3. Teachers must notify the Superintendent of any degree change prior to the first regular Board meeting in September and verify by official transcript or record no later than the October Board meeting to be eligible for such change in degree status for the current year.

Upon retirement, as retirement is defined by the T.P.A.F., a teacher with fifteen (15) years of service in the Sayreville School System and with a good attendance record, shall receive a retirement bonus of 1.40% of his/her salary for every three (3) years of service. A teacher with an exceptional attendance record shall receive a retirement bonus of 1.55% of his/her salary for every three (3) years of service. A good attendance record shall be defined to mean a teacher who is able to maintain an average of sixty percent (60%) of his/her accumulated leave days per year for the last fifteen (15) years of service. An exceptional attendance record shall be defined to mean a teacher who is able to maintain an average of eighty percent (80%) of his/her accumulated leave days per year for the last fifteen (15) years of service. In extreme circumstances, where a teacher, upon retirement, has not met the definition of good attendance due to catastrophic illness or other extenuating circumstances, the Board may, in its discretion, confer upon the teacher a good service bonus of up to $1,000.00. Timely notice of intent to apply for the retirement bonus must be given to the Board not later than November 1 preceding the school year of the requested retirement date. If timely notice is not given, the Board may delay the retirement bonus until the following school year.

Immediately prior to retirement, an employee will be granted a number of days off with full pay equal to one-half (1/2) of unused sick days with a maximum of seventy-five (75) days of terminal leave, or the employee may elect to work until his retirement date and receive an additional pay equal to one-half (1/2) of unused sick days with a maximum of seventy-five (75) days.

1. The Board agrees to pay one and one half (1-1/2) times the straight time hourly rate for work performed.
a. In excess of eight (8) hours in a calendar day.

b. In excess of forty (40) hours in a work week.

c. On any Saturday (this provision shall not apply to hourly bus drivers).

d. On any Sunday.

e. On any observed holiday, in addition to holiday pay entitlement, if any.

2. Requests to work overtime shall not be canceled once the overtime assignment is made. Should a trip requiring overtime be canceled after it is assigned, the affected employee shall receive the next unassigned trip.

3. Employee(s) called in shall be guaranteed four (4) hours work or pay in lieu thereof. Whenever applicable, premium pay rules shall apply.

a. Full-time bus drivers who are assigned a trip following the four (4) hour guarantee which is of less than one (1) hour duration and is either preceded or followed by work with a waiting period of less than one (1) hour shall be guaranteed one (1) hour’s pay.
4. Breaks of less than one (1) hour for full-time bus drivers and one-half (1/2) hour for full-time bus aides will count as hours worked.

6. Overtime will be equalized to the fullest extent practicable within each work group.
a. Full-time bus drivers’ field trips and athletic trips shall be offered in the order of seniority. There shall be a separate rotation list for field trips as well and for athletic trips.
7. The Board shall not substitute compensatory time off in place of wages earned.

and/or building assignments for the forthcoming year. This notice shall be given to
twelve (12) month Secretarial/Clerical Employees, and Cafeteria Employees by
August 1. Every effort will be made to notify the Paraprofessionals of changes as
soon as possible.

2. The Superintendent shall assign all newly appointed personnel to their tentative positions within that subject area and/or grade level for which the Board has tentatively appointed the Teacher. The Superintendent shall give notice of assignments to new Teachers as soon as practicable.

3. In the event that changes in such schedules, class and/or subject assignments, work assignments, or building assignments, are proposed after the dates set forth in 1.a. and b. above, the employee affected shall be notified in writing as soon as possible.

2. Teachers who are assigned to more than one (1) school building shall be given adequate travel time between schools.

3. Employees dividing their time between buildings or levels (Upper and Lower Middle Schools) will be assigned to one building or level as per Article 7, at the discretion of the Superintendent.

4. Employees diving their time between buildings during the school day, shall be providing parking spaces as close as possible to a building entrance.

Superintendent’s report, at all Board of Education meetings.

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

2. A desk, chair, and filing cabinet for each classroom.

3. A separate dining area for the use of the employees, wherever possible.

4. Space for each employee to store coats, overshoes, and personal articles.

5. Chalkboard space in every classroom.

6. A dictionary in every classroom and secretarial work station.

7. Books, paper, pencils, pens, chalk and erasers, as appropriate, shall be provided in every classroom and secretarial work station.

1. The Board shall provide each Cafeteria Employee and Cafeteria Hourly with, $ 165.00 in 2001-2002, $ 170.00 in 2002-2003 and $ 175.00 in 2003-2004 per year for uniforms and/or shoes for the length of contract. The type and quality of such uniform will be determined by the supervisor. Money will be paid on April 1 to all working employees.

2. Uniforms for the bus mechanic shall be replaced on a fair “wear and tear” basis. Each article of clothing shall be turned in to the supervisor prior to replacement. The mechanic may choose to utilize a clothing allowance of $ 238.00 in 2001-2001, $ 249.00 in 2002-2003 and $ 257.00 in 2003-2004. In the event that the mechanic selects this option uniforms will be replaced by the mechanic. Work shoes will be provided in accordance with Board policy.

B. The function of the Educational Council is to recommend for Board of Education consideration the establishment of policies and practices pertinent to the items in paragraph A. The Council, in preparing their recommendations for the Board of Education consideration, shall at all times avail itself of the most up-to-date research pertinent to such recommendations. In addition, it shall provide for majority reports and minority reports, if any, pertaining to its recommendations.

C. All reports and recommendations outlined above in paragraph B. shall be in writing.

D. Meetings shall generally be held during evening hours, usually beginning at 7:00 p.m.

B. Notice of any involuntary transfer or reassignment shall be given to Teachers as soon as practicable and, except in cases of emergency, not later than June 15.

C. An involuntary transfer or reassignment shall be effective only after a meeting between the Teacher involved, and the principal, at which time the Teacher shall be notified of the reason, if requested by the Teacher. The Teacher may, at his option, have an Association representative present at such meeting.

D. Teachers shall be given a signed copy of their notice of transfer, if possible, no later than
June 15 of the year preceding said transfer.

Positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility. Extra work and/or extra pay assignments do not constitute a promotion.

1. A notice shall be posted in each school and Administrative Building as far in advance as practicable. Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time limits specified in the notice. A copy shall be sent to the Association President.

2. Should such promotional vacancies arise when school is not in session, the Superintendent shall send notice of said vacancy to the Association. Time limits shall be in accordance with Section 1. of this Article.

A. Seniority

1. General
a. “Seniority” is defined to mean preference in employment based upon the length of continuous service with the Board from the date of initial hire provided such service has not been terminated by:
(1) Quitting

(2) Discharge

(3) Expiration of recall rights.

b. If a new employee is retained by the Board beyond the probationary period, his/her seniority will be retroactive to the date of employment.

c. Seniority shall prevail in matters of layoff, recall, and vacation selection except as otherwise provided in this Agreement. To break ties in seniority, the lowest number on the application will prevail.

2. Specific
a. Secretarial/Clerical Employees
Vacancies in the Superintendent’s Office shall be filled by management selection. These jobs consist of one (1) Confidential Secretary and two (2) Clerk-Secretaries. Seniority will not be a controlling factor in the filling of these vacancies.

b. District Satellite Cafeteria Manager

manager position. All Cafeteria Manager seniority is additionally
credited to Cafeteria Worker seniority.

c. Cafeteria Workers, Paraprofessionals
In a case of a school closing, Cafeteria Workers and Paraprofessionals have the right to “bump” into the school of choice through seniority.
d. Transportation Employees

1. There shall be a separate seniority list for each unit: Bus Aides, Hourly
Drivers and Mechanic.

excluding July and August, shall be a probationary period and the Board shall
have the right to discharge a probationary employee without assigning any
reason for the discharge and shall not have recourse under the grievance
procedure.

1. It is the intention of the Board to fill job vacancies from within each unit sub-group (Secretarial/Clerical, Cafeteria Manager, Cafeteria Workers, Paraprofessional) before hiring new employees.

2. The Board shall post all vacancies for permanent positions. The Board shall prepare a notice stating the name of the job classification, location of the assignment and requirements. In addition, the statement shall invite bids. This notice shall be posted on all bulletin boards for five (5) working days. In addition, the Board agrees to publish a notice for bid to each employee, even when absent.

the new assignment. During this trial period, the successful bidder will be
compensated at the rate of pay of the new classification. Easter, Christmas and
summer recesses, where applicable, will not count toward the completion of the
ninety (90) working days’ trial period. The Association and the employee will be
kept advised of the bidders’ progress in learning of the new assignment and be
given every reasonable assistance to successfully meet the requirements of the
job. If the bidder does not wish to stay in the lateral/upgrade position, the bidder
may return to his/her previous position within twenty (20) days of the new
appointment. If the bidder fails to successfully meet the requirements of the job
within the ninety (90) working day trial period, or expresses his/her desire to
return to his/her previous position within twenty (20) days of the new appoint-
ment, such person shall assume seniority and pay as though such old
classification had never been left.

a. Transportation Employees. A successful bidder will be granted a trial period of ninety (90) calendar days, excluding July and August, on the new assignment. During his/her trial period, the successful bidder will be compensated at the rate of pay for the new classification. The Association and the employee will be kept advised of the bidder’s progress in learning the new assignment and be given every reasonable assistance to successfully meet the requirements of the job. If the bidder fails to successfully meet these requirements within ninety (90) calendar day trial period, such person shall assume seniority and pay as though such old classification had never been left.
4. Once a Cafeteria Worker, District Satellite Cafeteria manager or Secretarial/Clerical
employee successfully bids for a new job, he/she will be restricted from bidding for
one (1) year after the date of the last move unless a posting is for a higher-rated job.

1. General Provisions
The Board may reduce the working force only due to a lack of work. In such event, the following procedures shall be followed:

a. Any employee laid-off shall be placed on the recall list in the unit sub-group (see B.1.) for a period of two (2) years.

b. Any notice of re-employment to an employee who has been laid off shall be made by registered mail to the last known address of such employee.

c. The employee must notify the Board within ten (10) working days of intent to return to work.

d. The employee shall give notice of intent to return within ten (10) working days of receipt of a reemployment notice and actually return to work within thirty (30) calendar days.

e. Notice of the layoffs of Cafeteria Employees, and Secretarial/Clerical Employees shall be given at least thirty (30) days before the scheduled layoffs. Paraprofessionals and Transportation Employees shall be given at least ten (10) working days notice before the scheduled layoffs.

f. The employee with the least amount of seniority in a unit sub-group (see B.1. above), regardless of classification within the unit sub-group will be the first laid off.

g. The Board, upon rehiring, shall do so in order of seniority. The Board shall rehire the last employee laid-off in a unit sub-group providing that such employee has the qualifications for the position for which he is rehired.

h. Under no circumstances shall the Board hire Secretarial/Clerical Employees from the open market while Secretarial/Clerical Employees on the recall list who are qualified to perform the duties of the vacant position are ready, willing and able to be re-employed.

i. Any non-professional employee who maintains his/her employment within the district and bids for a job previously held by that employee will be placed on the same step of the salary guide that he/she would have been on had they never left the position.

If a reduction in the Secretarial/Clerical work force involves changing a position from twelve (12) months to ten (10) months, the following rules will apply:

1. Each nontenured Teacher shall be evaluated at least three (3) times each year by his/her immediate supervisor.

2. A Teacher shall be given a copy of any class visit or evaluation report prepared by his evaluators not more than four (4) working days following the evaluations.

1. Any employee shall have the right to have his written comment, regarding the evaluation, included in his personnel file.

2. The Teacher shall be given a copy of the Annual Performance Report after the Teacher has signed said report. When any report on performance goes into a nonteaching employee’s personnel file, a copy shall be provided to the employee.

3. No observation or evaluation report shall be submitted to any central office, placed in the employee’s file or otherwise acted upon without prior conference with the employee. No employee shall be required to sign a blank or incomplete evaluation or observation form.

4. When any report on performance goes into a non-teaching employee’s personnel file, a copy shall be provided to the employee.

5. All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of eavesdropping, public address, cameras, audio systems, and similar surveillance devices shall be strictly prohibited.

All cafeteria workers-hourly shall be entitled to one sick leave day per moth. A sick leave day shall be defined as the number of hour per day normally worked by the worker taking sick leave. Any day not used may accumulate but cannot be used for a determination of terminal leave pay under Article 11E unless the worker becomes full time in a position in the district. Should a worker become full time, that number of sick leave hours that the worker has accumulated shall be retained.

1. The Cued Speech Interpreter shall receive one (1) day per working month.

When absence, under the circumstances described in section 18A:30-1 of this Article, extends the annual sick leave and the accumulated sick leave, the Board of Education may pay any such person each day’s salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if non is employed, for such length of time as may be determined by the Board of Education in each individual case. A day’s salary is defined as 1/200 of the annual salary for ten (10) month employees and 1/240 of the annual salary for twelve (12) month employees.

D. No sick leave entitlement is to accrue to employees while on an unpaid leave of absence.

E. Every effort shall be made to provide all employees an annual accounting of accumulated sick leave by September 30.

F. Paraprofessionals on a paid sick leave will continue to accrue seniority.

G. Transportation Employees

1. Employees entitled to sick days with pay shall be paid for the scheduled hours of run, inclusive of late runs.

2. Employees with less than six (6) years of employment may receive the difference between their salary and the wages paid to a substitute for thirty (30) days after their cumulative sick days have been exhausted only once for same occurrence. The Board retains case by case discretion in granting any additional leave.

3. Employees with more than six (6) years of employment may receive the difference between their salary and wages paid to a substitute for ninety (90) days after their cumulative sick days have been exhausted for each occurrence, provided there is a break of at least thirty (30) calendar days. The Board retains case by case discretion in granting any additional leave.

4. No sick leave entitlement is to accrue to employees while on leave of absence.

5. Employees on sick leave will continue to accrue seniority.

A perfect attendance incentive will be given to staff members who have perfect attendance in any given school year. Perfect attendance shall be defined as “not having used any sick days or personal days.” The incentive shall be as follows: $ 200.00 in 2001-2002, $ 250.00 in 2002-2003, and $ 300.00 in 2003-2004.

1. Days for personal business that require absence during school hours. The applicant need not be required to state the reason for taking such leave other than that he is taking it under this section. The applicant must submit and receive approval from the Superintendent or his designee three (3) days before taking such leave. Teachers shall not request personal days immediately before and after a holiday. Regulations in this paragraph may be waived in case of an emergency.
a. Teachers with less than nine (9) years of service in the District - three (3) days.

b. Teachers with nine (9) years or more service in the District - four (4) days.

d. Teachers employed after December 1st shall receive a prorated number of personal days according to the following schedule:
Employed before March 1st two (2) days

Employed after March 1st one (1) day

situation, the Teacher shall report his/her intent to be absent in the normal
manner. On the first day the Teacher returns to work, the Teacher shall
submit a personal leave day request, with the emergency reason stated, to
the Superintendent, or his/her designee for approval/disapproval.

1. An employee must submit and receive approval from the Superintendent or his/her designee three (3) days before taking such leave. In the event an employee desires to use a personal day in an emergency situation, the employee shall report his/her intent to be absent in the normal manner. On the first day the employee returns to work, the employee shall submit a personal leave day request, with the emergency reason stated, to the Superintendent, or his/her designee for approval/disapproval.

2. The Board will consider granting a personal leave day either on the scheduled workday prior to or following Independence Day and prior to Labor Day.

3. Personal days will be reimbursed for Hourly drivers based on scheduled hours of work, inclusive of late runs.

D. Up to two (2) days per year for Teachers for the purposes of attending meetings or conferences of an educational nature upon approval of the Superintendent. In order to be considered for such leave, the Teacher shall apply for such leave in writing no later than ten (10) school days prior to the meeting or conference. An individually prepared report will be submitted to the Superintendent’s office within seven (7) days of attendance at such an activity. Coaches shall be allowed to take an additional professional day as per Article 8 of this contract. In addition, support staff employees may apply to attend meetings or conferences of an educational nature upon approval of the Superintendent. There shall be an aggregate cap of $2,000.00 in expenses for such conferences for support staff. No more than two (2) support staff employees within the district will be allowed to attend any one conference and no support staff employee will attend more than one (1) conference in the year. Employees shall be reimbursed for attending conferences in an amount not to exceed $ 140.00 per day. Transportation employees: two (2) employees will be allowed to attend an NJEA sponsored conference on non-school days. Expenses shall not exceed $35.00 per person. The Superintendent may approve additional professional days at his/her discretion.

E. 1. An allowance of five (5) bereavement days will be granted for a spouse, child, mother,

father, step-parents, step-children, siblings or “significant other” without deduction in pay in case of death provided the leave can be taken within ten (10) days. “Significant other” shall be defined as one of two adults living in the same household as domestic partners in an established relationship, acknowledged by the parties and with co-mingled financial obligations.

2. Three (3) bereavement days will be granted for mother-in-law, father-in-law, grandmother, grandfather, and grandchildren, provided these can be taken within seven (7) days.

G. An allowance of one (1) school day for attendance at delayed funeral services for relatives in the above-mentioned categories under extenuating circumstances according to the discretion of the Superintendent.

H. In the event of the death of a student or staff member, the building principal will allow a suitable number of staff members to leave the building at attend the funeral.

I. Ten-month employees absenting themselves and failing to comply with the procedures delineated above will be deducted one two-hundredth (1/200) of the annual salary for such day’s absence. Twelve-month employees absenting themselves and failing to comply with the procedures delineated above will have one-two hundredth and fortieth (1/240) of the annual salary deducted for such day’s absence.

J. Jury Duty Service - Teachers, Secretarial/Clerical Employees, Cafeteria Employees, Paraprofessionals and Transportation Employees.

1. Any such employee who is called to jury duty shall immediately notify the employer.

2. Said employee who is excused from jury duty service on any day shall report for work on such day.

3. Said employee shall not be required to report back to work on any day he is in attendance at court for jury duty service, regardless of the employee’s shift.

4. The employer agrees to pay said employee a full day’s pay for each day of jury duty service in addition to whatever compensation such employee may receive as jury duty services fees from the court. Full-Time Bus Drivers shall not be paid less than four and one half (4-1/2) hours or scheduled hours not including late runs.

1. Any employee who anticipates undergoing a state of disability such as but not limited to surgery, hospital confinement, medical treatment or pregnancy may apply for a leave of absence based upon said anticipated disability in accordance with provisions hereinafter set forth.

2. Employees requiring time off for reasons of disability are required to request such leave of the Board on the form included in this contract, through the Superintendent, as soon as the condition which may result in disability is known.

3. Any employee who desires to continue in the performance of his or her duties during a period prior to a state of disability shall be permitted to do so provided said employee produces a statement from his or her physician stating that said employee is physically capable of continuing to perform his or her duties and further stating up to what date is the opinion of said physician the employee is capable of performing said duties.

4. The employee requesting a leave under the provisions of Section A. shall specify in writing on the form included in this contract the date on which the disability is anticipated to commence and terminate.

5. The employee requesting leave under Section A. must produce a statement of his or her physician stating that the employee is or will be disabled pursuant to Section A.1. The statement must include anticipated commencement and termination dates for said disability.

6. The Board retains the right to set the start date and/or return date for said leave in order to avoid interference with the administration of the schools or with the education of its students. Should the Board choose to accelerate a stating date for an anticipated disability leave under this provision, the date will be set no earlier than the first day of the marking period in which the employee anticipates leaving. The employee shall not lose any insurance benefits if his/her starting date is accelerated under this provision.

7. The Board shall have the right to require any employee who has been on a disability leave and who desires to return to his or her duties by a fixed date following recovery from disability to produce a certificate from his or her physician stating that he or she is capable of resuming their duties.

8. During the period of actual disability an employee granted an unpaid leave or absence may use accumulated sick leave pursuant to the provisions of N.J.S.A. 18A:30-1 et seq.

9. The provisions of Section A. shall not be deemed to impose on the Board any obligation to grant or extend a leave of absence of any non-tenured employee beyond the end of the contract school year in which the leave is obtained.

1. In the case of a birth of a child, any employee shall have the right to apply for a leave without pay for child-rearing purposes.

2. Applications for child-rearing leave shall be made by the employee to the Superintendent at least sixty (60) days prior to the anticipated birth of the child. Employees shall utilize the form included in this contract for this purpose.

3. Child-rearing leave shall be granted to all employees for a period of up to the end of the work year in which the birth of the child occurs. In the case of a tenured employee, such leave shall, upon the request of the employee, be extended for one (1) additional work year, providing application is made no later than March 15 of the prior work year. Exception the case when the child is born after March 15, the application shall be made no later than July 1.

4. Any employee adopting a child shall be granted a child-rearing leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary, to fulfil the requirements for the adoption. The employee shall notify the Superintendent as soon as the employee knows of the date of custody.

5. An employee may request to terminate an unpaid leave of absence under Sections B.3. and B.4. prior to the termination date adopted by the Board. The Board may deny such a request based upon its determination that the earlier leave termination date would interfere with the administration of the schools or its students.

6. A Teacher returning from an unpaid leave of absence under B.3. and B.4. above shall be placed in a position within the certification of such Teacher.

7. The provisions of Section B. shall not be deemed to impose on the Board any obligation to grant or extend a leave of absence to any nontenured employee beyond the termination date of his or her contract.

D. 1. Employees leaving for pregnancy disability purposes shall have extended insurance coverage until the termination of the work year in which the pregnancy disability occurs.

2. All benefits to which an employee was entitled at the time his or her sick leave under this Article commenced, including unused accumulated sick leave and credits toward sabbatical eligibility shall be restored to him upon his return.

3. All applications for extension or renewals of leaves shall be made in writing.

F. Supplemental Leaves - Transportation Employees

1. Supplemental leaves of absence without pay may be granted by the Superintendent of Schools or the Board Secretary provided that the needs of the service permit and also provided that overtime coverage is not required by the granting of the leave of absence without pay. Request must be made at least forty-eight (48) hours in advance of the start of such lave, except in cases of emergency.

2. Other leaves of absence without pay may be granted by the Board for good reasons.

3. A leave of absence for the purpose of pursuing additional education may not exceed a period of two (2) years.

1. If there are sufficient qualified applicants, sabbatical leaves shall be limited to three (3) Teachers at any one time.

2. Requests for sabbatical leave must be received by the Superintendent in writing no later than February 1st and action must be taken on all such requests no later than May 1st, of the school year preceding the school year for which the sabbatical leave is requested.

3. Tenured Teachers who have completed at least seven (7) full school years of service in the Sayreville School District are eligible.

4. A Teacher on sabbatical leave for a full school year shall be paid by the Board at fifty percent (50%) of the salary rate which he would have received if he had remained on active duty.

5. Upon return from sabbatical leave, a Teacher shall retain salary, seniority, retirement and tenure rights as if they were in regular employment.

6. The recipients of sabbatical leaves shall agree, in writing, to return to the Sayreville School District for a period of at least two (2) years after the leave. Failure to comply with this section will require reimbursement of salary received during said leave.

7. Final selection of recipients shall be made by the Superintendent of Schools and require approval by the Board of Education.

8. The recipients of sabbatical leaves shall prepare and submit written reports for evaluation work or research undertaken during the leave. Number and frequency of written reports submitted by the candidates to the Board of Education will be determined by the Superintendent and will depend on the course of study being pursued by the candidate.

9. Should the recipient not receive his Doctorate within two (2) years after returning to the Sayreville School District, he is to reimburse the Board fifty percent (50%) of the pay he received while on sabbatical.

B. This language shall not apply to vacancies created by resignation, retirement or death except for those vacancies which occur after April 30 in any year. Vacancies which occur after April 30 may be filled under the substitute procedures and shall not be covered under A. above.

C. When guidelines related to the new professional development programs are promulgated from the State of New Jersey, the parties will work to implement the recommendations and negotiate over the terms and conditions related to those changes if necessary. A committee involving the Superintendent of Schools and administrators of his/her choosing and members of the Association selected by the president shall review these guidelines and make recommendations to the Board for future actions.

D. Teacher training per diem rate: $ 184.00 for 2001-2002, $ 191.00 for 2002-2003, and
$ 198.00 for 2003-2004.

Effective July 1, 1998, the Board shall provide the Healthcare Insurance designated below:

-- Blue Card PPO Plan will be offered to all eligible employees (and their dependents)for the July 1, 1998 to June 30, 1999 year. Thereafter, 20% of any premium rate increase from the Insurance Company will be paid by the employees. The Board will pay the remainder of the premium. An outline of the PPO Plan is shown as Exhibit C.

-- Blue Choice (Point of Service) plan will continue to be offered to all eligible employees as an alternative to the PPO Plan above at no cost to the employee. If in any subsequent year, the Blue Choice rates exceed the 1998-99 PPO rates, employees will be required to pay 20% of the premium that exceeds the 1998-99 PPO rates.

-- All existing HMOs will continue to be offered. These HMO’s are:

Aetna/US Healthcare

Blue Cross Blue Shield PPO/POS Plan
If at any time there are less than 5 employees enrolled in any one of these plans, the Board will have the right to cancel that Plan as of the following July 1st.

Employees will be required to pay the difference in premium (if any) between the PPO Plan and the HMO in which they are enrolled.

The Pre-Admission Certification Review maximum penalty is $ 400.00 per incident.


EXHIBIT C

Benefit Period-Calendar Year	In Network	Out of Network
Deductible (Total combined per year) Hospital/Facility Professional/Supplemental	None	$200 per indiv. two indiv. per family
Coinsurance Hospital/Facility Professional Supplemental	100% 100% 80% (R&C)	80% (R&C) 80% (R&C)
Catastrophic Limit (Svcs. reimbursed at 100% after catastrophic limit is reached)	None	$2,000 per indiv./two indiv. per family
Maximums Benefit period/Lifetime Out-of-Pocket Protection	Unlimited 100%	Unlimited 80% after ded. of Single $400 Family $800
Room & Board (Semi-Private)	100%	80% after ded.
Intensive Care & Other Hospital Services (therapy/diagnostic services, blood administration, general nursing, operating room, etc.)	100%	80% after ded.
Maternity Benefits Organ Transplant (includes ABMT)	100% after $10 copay 100%	80% after ded. 80% after ded.
Outpatient Services Routine Medical Care	100% $10 copay	80% after ded. (R&C)
Hospital Services (Operating room, gen. nursing, therapy/diagnostic, etc.) Blood administration	100% 80% after ded.	80% after ded.
Pre-Admission Testing	100%	80% after ded.
Medical Emergency/Accidental Injury	100% after $25 copay 80% after ded.
Surgical Center	100%	80% after ded.

Effective July 1, 2001, each employee shall receive dental coverage from Blue Cross/Blue Shield Direct Dental Network, which includes Dental Maintenance Organization Plan. The Board has the right to change dental carriers at any time so long as the new carrier provides the same or better coverage than the Traditional portion of the plan only. The dental plan will continue for the term of the agreement expiring July 1, 2004.

The Prescription Drug co-payments will be as follows: Brand $10, Generic $5, Mail Order $5. Employee contributions for the Prescription Drug will continue to be required as follows: 40% of the annual cost that exceeds the following amounts per covered employee: $ 475.00 in 2001-2002, $ 535.00 in 2002-2003 and $ 600.00 in 2003-2004.

Prescription Drug Benefits will only be provided if the employee elects the Prescription Drug Card and pays the required employee contributions. The July 1, 2001 premium rates for Blue Card (PPO), Blue Choice (POS) and Prescription Drug Card are annexed as Exhibit D.

	Blue Card (PPO)		Blue Choice (POS)
Single	$273.02		$228.73
Parent & Child(ren)	$398.38		$337.77
Husband & Wife	$595.57		$509.10
Family	$696.18		$592.33
Rate change from prior year:	0%		23.5 %
Prescription Drug Card
Single		$136.42
Parent & Child(ren)		$136.42
Husband & Wife		$136.42
Family		$136.42
Rate change from prior year		2.95%

E. The Board shall reserve the right to consider other plans, subject to Article 2 of this Agreement.

B. The Board agrees to deduct from an employee’s salary, money for the tax-sheltered annuities and to transmit the monies to the SEA designee provided, however, that such monies shall only be invested in companies financial or insurance, who are properly licensed to do business in the State of New Jersey and who shall agree to furnish the Board with indemnification protection as to such funds transmitted to said SEA designee. Said deposits shall be made twice per month when paychecks are distributed. However, an employee may make only one alteration in the deduction denomination per year. The year is defined as September 1 through August 31.

C. The Board agrees to deduct from an employee’s salary money for the United States Government Bonds in the denominations requested by the employee.

D. Agency Fee

1. Determination of Fee
Prior to the beginning of each academic year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for the academic year. The agency fee to be paid by non-members will be determined by the Association in accordance with the law.
2. Deduction and Transmission of Fee
a. Notification
Once during each academic year the Association will submit to the Board a list of those employees who have not become members of the Association for ht then current academic year. The Board will deduct from the salaries of such employees, in accordance with b. below.
b. Payroll Deduction Schedule
The Board will deduct the agency fee from the paychecks paid to each employee on the aforesaid list during the remainder of the academic year in question.
c. Termination of Employment
If an employee terminates his or her employment with the Board before the Association has received the full amount of the agency fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the academic year in question.

dues or are agency fee payers shall be treated identically with regard to the
payment of dues/fees. Upon termination of employment, the disbursing
officer shall deduct any remaining amount owed under the terms of statute
for the current work year.

e. Mechanics
The mechanics for the deduction of a transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.
f. New Employees
Representatives of the Association shall receive, upon request, a written list of names, job titles and dates of employment of any new employees.
3. Indemnification
The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.

F. 1. The Board agrees to make available to all employees covered by this Agreement all benefits provided for in the Teacher’s Pension and Annuity Fund or the Public Employee’s Retirement System, whichever is applicable.

2. Pension shall be based on regular straight time wages and longevity pay.

3. Pension for Transportation employees shall be based on Base Wages calculated
from the previous year’s W-2 form.

The Provisional Teacher shall be included in the Recognition clause of Article I and A.B.1., B. and C.

A. Mentor Teachers

1. Teachers hired as First Year Mentor Teachers shall be fully certified, experienced teachers currently employed by the Sayreville School District. Qualifications for First Year Mentors must also meet Department of Education requirements.

2. Teachers shall volunteer to be First Year Mentor Teachers. The positions for First Year Mentor Teachers shall be posted in the appropriate school with specifications as to but not limited to a job description, salary, workday and year, etc.

B. Provisional Teacher

1. Provisional Teachers shall meet with the First Year Mentor Teacher and the Certified Support Team at the times prescribed in the NJ Department of Education guidelines. All involved shall be given copies of all regulations, procedures and contract language that will be followed during the year no later than the first day of school for the Provisional Teacher.

2. Provisional Teachers shall be paid on the salary guide Schedule A - No. 1 and Article 11.

3. Provisional Teachers shall pay the Mentor Teacher whatever the state mandates as to the cost. The Board of Education will deduct the payment, if necessary, from the Provisional Teachers check in 20 equal installments. First Year Mentor Teachers will be paid according to NJ Department of Education guidelines.

1. Observation and evaluation of Provisional Teachers shall be in compliance with the Administrative Code governing the Mentor Process and Article 18 of the Agreement.

2. Mentor Teachers shall not participate in any formal evaluations that might have a bearing on the employment or certification of Provisional Teachers. They shall not be asked to evaluate the performance of the Provisional Teacher.

3. The Mentor Teachers’ Annual Evaluations shall not be impacted in any way based upon their participation in the mentoring process.

1. The Administration will make all arrangements to fulfill the requirements of the

Provisional Teacher/Mentor Regulations.

Teachers shall not be assigned AM or PM bus duty and/or supervision duties.

contracted amount for one period of substitute coverage to use his/her
planning/lunch period to work with the Provisional Teacher. The days of
entitlement will be the actual number of school days from September 1st through
October 31st , regardless of when the Provisional Teacher begins his/her contract.
First Year Mentors and Provisional Teachers will both sign invoices for these
payments.

1. The Board shall pay the State fee for the grant or renewal of any special licenses which the employee is required by State law to have in the performance of their duties and responsibilities covered by the employee job classification, except license to operate motor vehicles.

2. All physicals required by the Board or by law shall be paid for by the Board except when verification of illness is requested by the Administration. Physicals should be required annually on anniversary date of license, even if license is not due.

1. Physical examinations are to be paid for directly by the Board.

2. Outside cleanliness of business shall not be the responsibility of the bus drivers, except for the following: rear windows, windshields (with the auto windshield squirter provided), headlights, tail and brake lights, which shall be cleaned as needed as part of the bus drivers walk around inspection.

3. It shall be the responsibility of the driver to clean the inside of the bus unless the Board does not provide the necessary tools and equipment to do so.

4. Assistance will be provided during the regular pickup and delivery times in A.M. and P.M. and until all buses are parked for the night.

5. All directives shall be in writing.

6. The Board shall make available all safety and defense driving courses required by law at no cost to the employee.

7. During the summer, drivers shall be given at least one (1) day’s notice in taking their buses to inspection.

8. Employees shall not be required to advance money for tolls at the beginning of a trip. Receipts and remaining cash shall be turned in at the end of the day.

9. Drivers will not be required to check oil and water levels before starting out of the compound each morning.

10. No driver shall be required to confront a parent over a discipline problem without the Building Administrator or Transportation Coordinator being present.

11. New employees will be reimbursed after working for the Board six (6) months for all physicals and any monies needed to obtain a Bus Driver’s license for hourly drivers.

12. Prior to the start of the school calendar, the Board shall conduct a sufficient number of workshops to explain the procedures to be utilized in carrying out the rules and regulations to the District. Attendance at said workshop(s) is required. Employees will be compensated at a maximum of two (2) hours pay.

when they pass the test. If the driver leaves the District prior to the end of the
school year, the cost of the reimbursement will be withheld from the driver’s
last paycheck..

14. The Board will make safe driving awards to drivers who are not at fault in an accident or in receipt of a traffic ticket as follows:
1 year = pin

3 years = $50.00 U.S. Savings Bond at the end of three (3) years

The bond shall be purchased in June and the employees shall be recognized at the first public portion of the regular September Board meeting.

15. Bus Mechanic
a. Shall be a twelve (12) month position.

b. Shall be under the direct supervision of the Transportation Coordinator.

c. TRAVEL EXPENSE: Mileage to be paid in accordance with the IRS maximum, plus $215.00 annual allowance for wear, tear, and depreciation of private vehicles used by bus mechanic.

16. If diesel buses are purchased the Board will provide training for the mechanic.

17. Supervisory Personnel and Other Employees

a. Supervisory personnel and other excluded employees shall be restricted from performing the work which is recognized as the work of employees covered by this Agreement, except for the purposes of instruction, safety operations, and in cases of emergency over which the Board has no control.

b. Substitutes to fill vacancies caused by absences will be limited to a list approved by the Board of Education; however, the Board will not fill such vacancies exclusively with substitutes but allow coverage with overtime whenever it is practical to do so.

B. Any individual contract between the Board and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration shall be controlling.

C. One thousand (1,000) copies of this Agreement shall be reproduced at the expense of the Board and the Association within reasonable time after the Agreement is signed and then presented to the Sayreville Education Association.

D. Whenever any notice is required to be given by either of the parties to this Agreement to
other, pursuant to the provisions of this Agreement, either party shall do so by telegram
or registered letter at the following addresses:
1. If by Association, to Board at:
P.O. Box 997, Sayreville, NJ 08872

2. If by Board, to Association at:
P.O. Box 70, Parlin, NJ 08859

E. Nothing herein contained shall be interpreted or construed as an abrogation or waiver of any of the rights, privileges or responsibilities granted by the State Legislature to a Board of Education in Title 18A of the New Jersey Revised Statutes, and anything contained in this contract inconsistent with the law of the State shall be null and void.

B. It is understood by all parties that he Board of Education is forbidden to waive any rights or powers granted it by law.

B. IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon.

SAYREVILLE BOARD OF EDUCATION:
Kevin Ciak, President
Michael Poll, Secretary

SAYREVILLE EDUCATION ASSOCIATION
William H. Doll, President
Pamela Launhardt, Recording Secretary

	Title	2001-02	2002-03	2003-04
	GROUP #1 BASE	$ 7,359	$ 7,690	$ 8,074
	Football
	Head Varsity Coach – HS	7,359	7,690	8,074
	#1 Asst. Varsity	5,519	5,768	6,056
	Frosh Coach	5,519	5,768	6,056
	#2 Assistant	5,151	5,383	5,652
	#3 Assistant	5,151	5,383	5,652
	#4 Assistant	5,151	5,383	5,652
	#5 Assistant	5,151	5,383	5,652
	#6 Assistant	5,151	5,383	5,652
	#7 Assistant	5,151	5,383	5,652
	GROUP #2 BASE	$ 6,094	6,368	6,686
	Basketball – Boys
	Head Varsity Coach – HS	6.094	6,368	6,686
	JV Coach	4,266	4,458	4,680
	Frosh Coach	4,266	4,458	4,680
	MS Coach	4,266	4,458	4,680
	Basketball – Girls
	Head Varsity Coach	6,094	6,368	6,686
	JV Coach	4,266	4,458	4,680
	Frosh Coach	4,266	4,458	4,680
	MS Coach	4,266	4,458	4,680
	Baseball
	Head Varsity Coach – HS	6,094	6,368	6,686
	JV Coach	4,266	4,458	4,680
	Varsity Assistant	4,266	4,458	4,680
	Frosh Coach	4,266	4,458	4,680
	MS Coach	4,266	4,458	4,680
	Softball
	Head Varsity Coach	6,094	6,368	6,686
	Varsity Assistant	4,266	4,458	4,680
	JV Coach	4,266	4,458	4,680
	MS Coach	4,266	4,458	4,680
	Spring Track – Boys
	Head Varsity Coach	6,094	6,368	6,686
	#1 Assistant	4,266	4,458	4,680
	#2 Assistant	4,266	4,458	4,680
	#3 Assistant	4,266	4,458	4,680
	Spring Track – Girls
	Head Varsity Coach	6,094	6,368	6,686
	#1 Assistant	4,266	4,458	4,680
	#2 Assistant	4,266	4,458	4,680
	#3 Assistant	4,266	4,458	4,680
	Wrestling
	Head Varsity Coach	6,094	6,368	6,686
	JV Coach	4,266	4,458	4,680
	Frosh Coach	4,266	4,458	4,680
	MS Coach	4,266	4,458	4,680
	Soccer - Boys
	Head Varsity Coach	5,907	6,297	6,686
	JV Coach	4,135	4,408	4,680
	Frosh Coach	4,135	4,408	4,680
	MS Coach	4,135	4,408	4,680
	Soccer - Girls
	Head Varsity Coach	5,907	6,297	6,686
	JV Coach	4,135	4,408	4,680
	Frosh Coach	4,135	4,408	4,680
	MS Coach	4,135	4,408	4,680
	Field Hockey
	Head Varsity Coach	5,907	6,297	6,686
	JV Coach	4,135	4,408	4,680
	MS Coach	4,135	4,408	4,680
	GROUP #3 BASE	$ 5,195	5,429	5,700
	Winter Track – Boys & Girls
	Head Varsity Coach	5,195	5,429	5,700
	#1 Assistant	3,637	3,800	3,990
	#2 Assistant	3,637	3,800	3,990
	Gymnastics – Boys
	Head Varsity Coach	5,195	5,429	5,700
	Gymnastics – Girls
	Head Varsity Coach	5,195	5,429	5,700
	Cross-Country – Boys
	Head Varsity Coach	4,888	5,294	5,700
	Cross-Country – Girls
	Head Varsity Coach	4,888	5,294	5,700
	Tennis – Boys
	Head Varsity Coach	4,535	5,117	5,700
	Tennis – Girls
	Head Varsity Coach	4,535	5,117	5,700
	Golf
	Head Varsity Coach	4,535	5,117	5,700
	Swimming – Boys & Girls
	Head Varsity Coach	4,535	5,117	5,700
	Cheerleading – HS (2 seasons)
	Head Varsity Coach	4,535	5,117	5,700
	GROUP #4 BASE	3,505	3,663	3,846
	Strength & Conditioning
	Summer	3,505	3,663	3,846
	Fall	3,505	3,663	3,846
	Winter	3,505	3,663	3,846
	Spring	3,505	3,663	3,846
	Athletic Trainer
	Fall	3,505	3,663	3,846
	Winter	3,505	3,663	3,846
	Spring	3,505	3,663	3,846
	GROUP #5 BASE	2,924	3,056	3,208
	Diving
	Head Varsity Coach	2,924	3,056	3,208
	GROUP #6 BASE	1,040	1,087	1,141
	Athletic Aide
	Fall	1,040	1,087	1,141
	Winter	1,040	1,087	1,141
	Spring	1,040	1,087	1,141
	Add’l. Stipend for Winter Athletic Aide	343	359	377

SCHEDULE A - NO. 6

	Title	2001-02	2002-03	2003-04
	GROUP #1 BASE	$ 6,276	6,558	6,885
	Band Director	6,276	6,558	6,885
	#1 MS Assistant	4,393	4,491	4,820
	#2 Assistant (70% of #1 Assistant)	3.075	3,214	3,374
	GROUP #2 BASE	3,762	3,931	4,127
	Musical Director	3,762	3,931	4,127
	Musical Asst. – Business Manager	2,633	2,752	2,889
	District Technical Director	3,554	3,840	4,127
	Yearbook – HS	3,386	3,756	4,127
	Intramurals Director	3,344	3,735	4,127
	Custodian of School Funds – HS	3,304	3,715	4,127
	Custodian of School Funds – MS	2,313	2,601	2,889
	Winter Color Guard	3,286	3,707	4,127
	Winter Color Guard Assistant	2,300	2,595	2,889
	GROUP #3 BASE	2,515	2,628	2,759
	Drama Director	2,515	2,628	2,759
	Student Council – HS	2,515	2,628	2,759
	Student Council Asst. – HS	1,761	1,840	1,931
	Student Council – MS	1,761	1,840	1,931
	Newspaper – HS	2,472	2,615	2,759
	Newspaper – MS	1,730	1,831	1,931
	Odyssey of the Mind – HS	2,472	2,615	2,759
	Odyssey of the Mind – MS	1,730	1,831	1,931
	Head Class Advisor – Grade 12	2,384	2,572	2,759
	#1 Asst. Advisor – Grade 12	1,669	1,800	1,931
	#2 Asst. Advisor – Grade 12	1,669	1,800	1,931
	#3 Asst. Advisor – Grade 12	1,669	1,800	1,931
	Head Class Advisor – Grade 11	1,876	2,317	2,759
	#1 Asst. Advisor – Grade 11	1,313	1,622	1,931
	#2 Asst. Advisor – Grade 11	1,313	1,622	1,931
	#3 Asst. Advisor – Grade 11	1,313	1,622	1,931
	Literary Magazine – HS	1,993	2,376	2,759
	Literary Magazine – MS	1,395	1,663	1,931
	TIGS – HS	1,894	2,326	2,759
	Willow Tree – Upper MS	1,618	1,774	1,931
	Willow Tree – Lower MS	1,618	1,774	1,931
	Choral Director – HS	2,191	2,475	2,759
	Choral Director – MS	1,678	1,804	1,931
	Stage Production – Art	2,032	2,395	2,759
	GROUP #4 BASE	1,446	1,511	1,586
	Academic Team – HS	1,446	1,511	1,586
	Stage Production – Shop	1,446	1,511	1,586
	Stage Production – Make-Up/Hair Styling	1,446	1,511	1,586
	Stage Production – Costume	1,446	1,511	1,586
	Stage Production – Technical	1,446	1,511	1,586
	National Honor Society	1,372	1,479	1,586
	International Society	1,372	1,479	1,586
	Head Class Advisor – Grade 10	1,163	1,374	1,586
	#1 Asst. Class Advisor – Grade 10	814	962	1,110
	#2 Asst. Class Advisor – Grade 10	814	962	1,110
	#3 Asst. Class Advisor – Grade 10	814	962	1,110
	Head Class Advisor – Grade 9	1,017	1,301	1,586
	#1 Asst. Class Advisor – Grade 9	712	911	1,110
	#2 Asst. Class Advisor – Grade 9	712	911	1,110
	#3 Asst. Class Advisor – Grade 9	712	911	1,110
	GROUP #5 BASE	900	941	988
	Pianist	900	941	988
	Upper MS Concert Band	900	941	988
	Lower MS Concert Band	900	941	988
	Lower MS Chorus	900	941	988
	SPECIAL PROGRAMS
	TIGS Summer Program	872	911	955
	Willow Tree Institute	872	911	955
	Intramurals Supervisor (Hourly Rate)	27	28	29

SCHEDULE A – NO. 7

SCHEDULE A - NO. 14

SUBSTITUTION