ARTICLE NUMBER	TITLE	PAGE NUMBER
	Preamble	1
1	Recognition	1
2	Board’s Functions	1
3	Grievance Procedure	1
4	insurance	4
5	Employee Evaluations	4
6	Work Day/Year, Responsibilities and Salaries	5
7	Employee Assignment	5
8	Sick Leave	6
9	Temporary Leave of Absence	6
10	Vacation	8
11	Educational Improvement	8
12	Dues Payment	8
13	Protection of Supervisors	8
14	Involuntary Transfer and Reduction In Force	10
15	Retirement Incentive	10
16	Duration of Contract	10
17	ID Badges	10
18	Attendance of Members’ Children at Sterling	10
19	Modification of Agreement	10
	Signature Page	11

PREAMBLE

WHEREAS, the Board of Education of the Sterling High School District is required by law to negotiate with its employees as to the terms and conditions of employment and as to grievances; and

WHEREAS, the parties hereto through negotiations in good faith have reached agreement on certain matters, their agreement with regard to such matters is hereby reduced to writing as required by law.

1. An aggrieved person shall institute action under the provisions hereof within twenty-one (21) calendar days of the occurrence complained of or within twenty-one (21) calendar days after the aggrieved person would reasonably be expected to know of its occurrence. Failure to act within said twenty-one (21) day period shall be deemed to constitute an abandonment of the grievance, as will any failure of the aggrieved person to comply with the term limitations at any level of the proceeding.

2. A person processing a grievance shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal by the Board or any agent, thereof.

3. In the presentation of a grievance, the person shall have the right to present their own appeal or to designate a representative to appear with the aggrieved person at any step in their appeal. A minority organization shall not have the right to present or process a grievance. Such right of representation shall be applicable only to presentation of a grievance as defined herein. It does not extend to conference with administrative personnel where no formal grievance, as defined herein, has been filed on behalf of the aggrieved party.

4. Whenever the person appears with a representative, the Board shall have the right to designate its own representative.

5. An employee shall first discuss the grievance orally with the Vice Principal if the subject matter of the grievance is within the Vice Principal's jurisdiction. If the subject matter of the grievance is not within the Vice Principal's jurisdiction, then the employee shall discuss the grievance orally with the Principal.

6. An employee shall submit the grievance at Superintendent's level by submitting the grievance, in writing, and specifying

Within three (3) workdays of receipt of the written grievance (unless a different period which is mutually agreed upon), the Superintendent shall hold the hearing at which all parties in interest shall have the right to be heard. Within three (3) workdays of said hearings (unless a different period is mutually agreed upon), the Superintendent shall, in writing, advise the person and the person's representative, if any, of the determination.

7. In the event the Superintendent's decision is deemed unsatisfactory by either party, the Superintendent shall within ten (10) school days schedule a meeting with the parties concerned and the Personnel Committee of the Board.

8. The Personnel Committee shall conduct a hearing and compile a record concerning the merits of the grievance. The Personnel Committee may also make a recommendation to the Board for disposition. The record and recommendation, if one is included, shall be forwarded to the Board Secretary/Business Administrator for placement before the Board within fifteen (15) calendar days of the conclusion of the hearing before the Personnel Committee. Copies of the Personnel Committee Report and Recommendations shall be furnished to the grievant.

9. Where an appeal is taken to the Board, there shall be submitted by the appellant to the Personnel Committee: a statement in writing setting forth the appellant's dissatisfaction with the Superintendent's action. A copy of said statement shall be furnished the Superintendent and the adverse party.

10. The person appealing to the Board may submit written materials in support of their application, provided however, that the same shall be served upon adverse parties at least ten (10) school days prior to the Board hearing.

11. The Board shall make a determination within thirty (30) calendar days from the receipt of the grievance and shall in writing notify the person, their representative if there be one, and the Superintendent of its determination. This time period may be extended by mutual agreement of the parties.

12. In the event a person is dissatisfied with the determination of the Board, they have the right to request arbitration pursuant to rules and regulations established by the Public Employment Relations Commission under the Provisions of Chapter 303, Laws of 1968. A request for arbitration shall be made no later than fifteen (15) calendar days following the determination of the Board, or thirty (30) calendar days have passed with no determination having been made by the Board. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Board mutually agree upon a longer time period within which to assert such a demand.

13. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from this agreement.

14. The arbitrator shall render a decision in writing within thirty (30) days after the completion of the arbitration proceedings. Only the Board and the aggrieved person (or representative) shall be given copies of the arbitrator's decision. The decision of the arbitrator shall be advisory on both parties.


15. Each party shall bear the total cost incurred by themselves. Fees and expenses of the arbitrator will be shared by the parties equally.

1. Duties and responsibilities OF Supervisors are outlined in Board policy.

2. SALARIES

These are the negotiated salaries for the term of the Agreement. All salaries will be paid over a 12-month period in 24 equal installments.

SUPERVISOR 2006-2007 2007-2008

Mr. Gallagher $119,599 $131,558
Mr. Hiltner $113,240 $126,060

3. Board Rights

The Board of Education has the right to determine the number of Supervisory positions. At its discretion, the Board may unilaterally abolish, increase, reduce and/or consolidate the number of Supervisory positions.

It is further agreed that any tenured Supervisor who is removed from a position for unacceptable performance will automatically revert to a previous tenured 10-month position and salary held within the District.

Employees shall be notified of their contract and salary status for the ensuing year in accordance with the statutory timetable requirements.

Administrative Hours – From July 1 to June 30, the administrative office will be covered during normal working hours by an administrator.


Administrators may be required to work beyond normal office hours to provide coverage and supervision of school activities. Administrative Assignments for these duties will be developed by the Principal and shall be subject to approval of the Superintendent.

Each administrator shall be granted twelve paid holidays:

During the winter and spring breaks, each administrator shall work a total of four (4) days subject to the Superintendent’s approval.

Each administrator shall be granted two additional days when school is closed in November for the NJEA and NJPSA convention.

a. Personal problems
b. Legal matters
c. Death of an immediate or distant member of the family
d. Accident
e. Settlement of the permanent residence or one (1) second or vacation home
f. Religious observance
g. Educational matters.

2. The remaining two (2) days under E. 1. will be granted with pay at the discretion of the Principal, for absence for personal business, such as settlement of a house, death of an immediate or distant member of the family or friend or accident.

Among the bases that discretionary personal leave under E. 2. above may be granted, shall be serious illness in the immediate family. "Immediate family" is defined in Article 9, A. In all such cases, medical certification must be provided.

3. The four days specified herein for personal leave shall not be cumulative if not used in the year granted except in those conditions listed below:

Personal leave may be used for illness in the year granted provided that such Supervisor has exhausted the annual sick leave and all accumulated sick leave. Unused personal leave may also be used in future years for illness provided that the Supervisor has exhausted all his/her annual sick leave and all accumulated sick leave. However, from and after July 1, 1977 any unused personal leave accruing after such date (which is herein made eligible for use in future years for illness where the Supervisor has exhausted all annual and accumulated sick leave) shall not be deemed "accumulated unused sick leave", as defined in Article 8. For purpose of any future legislation mandating payment on retirement or otherwise for accumulated unused sick leave.

At the employee’s option annually, he/she may either continue to convert unused personal leave to sick leave as defined above or convert unused personal leave to accumulated sick leave which may be used as sick leave at the following rate:

2 or 3 unused personal leave days = 1 accumulated sick leave day