Millstone Township Board of Education Page 45
~ and ~ 2002-2003 and 2003-2006 Contract
Millstone Township Education Association 09-Apr-04

Section I – General Employee Section

Teaching staff members [including Nurse, Basic Skills, Resource Room and CST] Secretaries Clerk Typists (10 and 12 month)3

1 this category includes bus aides
2 a replacement teacher is defined as an individual hired into a long-term substitute position. Long-term shall be defined as employment for more than sixty (60) working days in the same position. It does not mean sixty (60) days service in incidental substitute assignments. It does mean service in a long-term capacity in one (1) position substituting for one (1) individual.
3 includes media assistant
But excluding:

The aggrieved person shall first discuss the grievance with his principal or immediate supervisor with the objective of resolving the matter informally.

Assistant Superintendent [for Child Study Team, Technology Coordinator, and Technology Specialist]

If the grievance is not resolved informally to the satisfaction of the aggrieved person, or if no response has been given by the principal or immediate supervisor within five (5) work days after the informal discussion, then the aggrieved person shall file the grievance in writing with his principal or immediate supervisor within five (5) work days after the principal or immediate supervisor’s response or ten (10) work days after the informal discussion, whichever is sooner. At all levels of the grievance procedure commencing with Level Two, the grievance shall be in writing and shall contain the following information:
a) articles, policies and/or administrative decision allegedly misinterpreted, misapplied, or violated,

If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within five (5) work days after the presentation of the grievance at Level Two, he may file the grievance in writing within five (5) work days after the decision at Level Two or ten (10) work days after the grievance was presented, whichever is sooner.

If the aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within ten (10) work days after the grievance was delivered to the
appropriate central office administrator, the grievant may, within five (5) work days after the



decision by the administrator or fifteen (15) work days after the grievance was delivered to the administrator, whichever is sooner, file the grievance in writing with the Board of Education. The Board or a committee thereof shall review the grievance and may, at its discretion, hold a hearing
with the employee and render a decision in writing within thirty (30) work days of receipt of the grievance by the Board.

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

If the event or occasion giving rise to the grievance for a ten (10) month employee prior to the Winter recess, the Spring recess, or the Summer recess, the requirement for initiating the grievance as set forth in 3.5 above shall be suspended, but shall be effective immediately on the first day of school following the end of the recess.

If the event or occasion giving rise to the grievance occurs within ten (10) school days of a recess, that period of time elapsing from the day on which the event or occasion giving rise to the grievance occurred to the last day prior to the time requirement set forth in 3.5 above shall be counted. The time requirement shall be reinstated immediately on the first school day following the end of the recess prior to which the grievance arose.

If an employee does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31), which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.

a) Notification

Prior to the beginning of each membership year, the Association will notify the Board, in writing, of the amount of the regular membership dues, initiation fees, and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with the laws of the State of New Jersey.

b) Legal Maximum

In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee has been set at 85% of that amount solely because that is the maximum presently allowed by law. If the law is changed in this regard, the amount representation fee automatically will be changed to the maximum allowed, said change to become effective as of the beginning of the Association membership year immediately following the effective date of the change.

Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees the full amount of the
representation fee and promptly will transmit the amount so deducted to the association.

1. Liability

The Association agrees to indemnify and hold the Board harmless against any liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that:

a. The Board gives the Association timely notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph; and




b. If the Association so requests in writing, the Board will surrender to it full responsibility for the defense of such claim, demand, suit or other form of liability and will cooperate fully with the Association in gathering evidence, securing witnesses, and in all other aspects of said defense.

It is expressly understood that the above said liability will not apply to any claim, demand, suit or other form of liability which may arise as a result of any type of willful misconduct by the Board or the Board's imperfect execution of the obligations imposed upon it by this Article.

7.3 Eleven (11) or twelve (12) month employees shall be paid in twenty-four (24) equal semi-monthly installments

b) Tax Sheltered Annuity

(a) Teachers shall have the option on a yearly basis, during the life of this contract 2002-2003, to receive a cash option for medical benefits as listed below or to resort back to their original medical plan.

a. Support staff shall have the option on a yearly basis, during the life of this contract 2002-2003, to receive a cash option for medical benefits as listed below or to resort back to their original medical plan.

Application for the refund must be submitted to the Business Office by June 30th.
b. The Board shall keep on file section 125 plan associated with 15.1a

$100 / $200 deductible & 20% of $2,000 out-of-network
Blue Cross / Blue Shield POS – shall be an option

[co-pay applied one (1) time on mail order purchase]

[co-pay applied two (2) times on mail order purchase]

[co-pay applied two (2) times on mail order purchase]

NOTE: employees earning less than $20,000 per annum shall pay only 10% of the cost of the dependent coverage chosen.

[2] Prescription: in the prescription plan outlined in 9.B.1.b.1

NOTE: For pre-July 1, 1992, employees who, as of the 2002-2003 school year, had fully paid prescription coverage, for the life of this agreement, that is through 2005-2006, the Board shall provide these employees with direct reimbursement to make their prescription co-pay as follows:
$5.00 brand or generic retail
$5.00 brand or generic mail order
[co-pay applied two (2) times on mail order purchase]

The District Business office will develop the forms for requesting submission.

NOTE: employees earning less than $20,000 per annum shall pay only 10% of the cost of the dependent coverage chosen.

[b] For 2004-2005

NOTE: employees earning less than $21,000 per annum shall pay only 7.5% of the cost of the dependent coverage chosen.

[2] Prescription: in the prescription plan outlined in 9B.1.b.2

NOTE: For pre-July 1, 1992, employees see [a-2] above

NOTE: employees earning less than $21,000 per annum shall pay only 7.5% of the cost of the dependent coverage chosen.

[c] For 2005-2006

NOTE: employees earning less than $22,000 per annum shall pay only 7.5% of the cost of the dependent coverage chosen.

[2] Prescription: in the prescription plan outlined in 9B.1.b.3

NOTE: For pre-July 1, 1992, employees see [a-2] above

NOTE: employees earning less than $22,000 per annum shall pay only 7.5% of the cost of the dependent coverage chosen.

For example: if an employee with husband/wife coverage dropped medical, dental and prescription coverage, he/she would be eligible for 50% of the cost of the single coverage in each of the plans and 50% of the cost of the Board’s share of the husband/wife dependent cost. In 2003-2004 that would be 50% of 55% of the cost; in 2004-2005 that would be 50% of 70% of the cost; and in 2005-2006 that would be 50% of 85% of the cost.

a) Elementary School grade level coordinators and Middle School core team leaders will not be required to attend after-school district functions as noted herein.

b) Any teacher that serves on a yearly committee shall not be requested to attend after school district functions as noted herein.

Volunteer faculty chaperones will be recruited by the sponsor, if any new event is scheduled giving less than the thirty (30) days required notice. No new event may be scheduled after March 1st.

Full time teachers in the Middle School shall have a duty-free lunch period of thirty (30) minutes daily.

Full time teachers in the Middle School shall have an Administrative duty period of forty (40) minutes daily.

Full time 5th grade teachers in the Middle School shall have a duty free lunch period of forty (40) minutes daily.

a) In the event a student is not picked up at the end of the thirty (30) minutes, the teacher will be compensated at the contractual hourly rate of $35.00 prorated in fifteen (15) minute intervals.

a) Teachers in the Middle School (Grade 6, 7, 8) may be assigned a 7th teaching period in lieu of administrative duty. Teachers assigned will be compensated at 1/7th of their contracted salary as negotiated and agreed upon by both.

(b) Compensation will be given when teachers cover classes for one marking period or any amount of time which will cause the teacher to be responsible for planning lessons and/or grading students as mutually agreed upon by the assigned teacher and administration.

2002-2003 $26.00 per session.

2002-2003 $31.20

Except as otherwise stated in 6.2 of this Agreement, teachers shall be allowed up to three (3) days, without loss of pay, for personal business during the school year, upon approval of the Superintendent. These days may not be accumulated.

All personal leaves are subject to the following conditions:

a) Personal leave shall be limited to urgent legal, family, or personal matters that necessitate the teacher's absence on a school day. Personal leave shall not be used for recreation, entertainment, other employment, or for matters which can be scheduled outside of school hours.

b) Requests for personal leave shall be filed with the Superintendent, or his designee at least three (3) school days in advance of the contemplated absence. The teacher shall state, on the employee absence form, the reason for the request. (Urgent legal, family or personal business).

c) Personal days will not be granted on the first five days of school, or on days immediately preceding or following a holiday or a scheduled school recess.

d) The Superintendent, or his designee, shall review each application and approve or disapprove the request.

e) In an emergency, the Superintendent, or his designee upon being informed by the teacher of the nature of the emergency, may waive all restrictions and authorize an emergency personal day, if satisfied that the restriction in b. or c. above impose an undue hardship.

f) At end of each school year, unused personal days may become supplemental sick days which may not be used until regular sick days have been used. These days may not be used for reimbursement of sick leave at retirement as detailed in 19.1 of this Agreement.

Supplemental sick days may be used per Article XVIII - 18.2b with the approval of the Superintendent.

g) Three (3) supplemental sick days may be used per occurrence with the approval of the Superintendent in case of critical family illness.

a) All teachers shall be allowed up to a maximum of five (5) consecutive calendar days for death in the immediate family. The immediate family shall be defined as spouse, parent, child, sibling, parent-in-law, grandparent, grandchild, step-relatives or other members of the immediate household. In cases of extenuating circumstances an additional two (2) days may be granted by the Superintendent.

b) Two (2) work days may be granted for the death of in-laws or other relatives not in the immediate family.

a) All full-time teachers may be allowed one professional day, provided approval is granted by the Superintendent or his designee. All fees will be paid by the Board of Education.

b) At the discretion of the Superintendent, additional professional days may be granted.

c) Within five (5) school days after each professional day(s) taken, the teacher shall present a written report to the Superintendent or his designee. This report shall highlight the main interests and ideas observed by the teacher.

d) The teacher shall request professional leave days at least three (3) school days prior to the date of the requested leave. At the Superintendent's discretion, the three (3) school day notice requirement may be waived.

a) A teacher who anticipates a disability shall notify his/her immediate supervisor in writing of the anticipated commencement of the disability as soon as the employee knows of it.

1) In the case of pregnancy, the teacher shall inform the supervisor of the anticipated delivery date.

2) No later than five (5) months prior to the anticipated delivery date, the teacher shall request either: 1) a leave of absence while she is disabled, for which accumulated sick leave may be utilized; or 2) an unpaid leave of absence for child care, as provided for in 19.4 below; or 3) a leave of absence while she is disabled, for which accumulated sick leave may be utilized followed immediately by an unpaid leave of absence for child care, as provided for in 19.4 below.

b) The Board of Education reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve educational continuity. When this occurs, a teacher who is placed on an involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the negotiated agreement and the rules of the insurance carrier. However, time spent on an unpaid leave shall not be counted for accrual of any benefits.

a) Leave of absence for reasons of child care due to the birth or adoption of a child may be granted for up to twelve (12) weeks in any twenty-four (24) month period, upon application by the candidate.

b) Leave of absence for reasons of the serious illness or health condition of a family member of the employee may be granted for up to twelve (12) weeks in any twenty-four (24) month period in accordance with the terms of the Family Leave Act for eligible employees.

c) Any employee seeking a leave of absence for child care or family leave shall apply to the Board for said application, the employee shall specify in writing the date on which he/she wishes to commence leave and the date on which he/she wishes to return to work.

d) The provisions of this section shall be administered in accordance with provisions of the Family Leave Act and application regulations.

e) To be eligible for a salary increment and credit toward longevity payments and sabbaticals, a teacher must work at least ninety (90) days in the school year that the leave commences or terminates.

f) A teacher on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.

c) The maximum credits allowable per full time teachers shall be granted in accordance with the following schedule, per fiscal year (July 1 thru June 30).
1st year teacher - 0 credits
2nd year teacher - 0 credits
3rd year teacher - 3 credits maximum
Tenured teacher - 9 credits maximum

e) Reimbursement must be requested no later than two (2) months after the approved graduate course(s) have been completed. Payment will be made within thirty (30) days following proof of successful completion of the course(s) of study.


f) The maximum yearly total payments to be made by the Board will not exceed the following:
for 2002-2003 $30,000
for 2003-2004 $40,000
for 2004-2005 $50,000
for 2005-2006 $60,000

Application for reimbursement will be approved based upon date of application, matriculation, status and relevance of the course to the teacher's assignment.

g) Teachers earning their BA + 30, MA, MA + 30 and Doctorate will be eligible for movement on the guide providing notification and transcripts are submitted by September 1 and/or February 1.

A total of twelve (12) school related or professional out of school in-service credits can be used by any faculty member to move laterally on the salary guide (i.e.) BA to BA + 30 or MA to MA + 30 with approval of the Superintendent.

[a] to qualify for payment for unused sick leave at retirement, the employee must have a minimum accumulation of one hundred (100) sick leave days.

[b] if a certificated employee provides notice of a retirement no later than two hundred (200) calendar days prior to the effective date of the retirement, the daily rate for compensation for separation pay shall be seventy-five dollars ($75) for the first one-hundred (100) days and one hundred dollars ($100) for each additional day up to the maximum number of days above.

[1.1] employees who retire by December 31st of a school year are eligible for payment for one-half (½) of their total for unused sick leave the following July 1st

[1.2] said employees shall receive the second one-half (½) payment on July 1st one (1) year following the first payment.

[2.1] employees who retire by June 30th of a school year are eligible for payment for one-half (½) of their total for unused sick leave the following January 1st

[2.2] said employees shall receive the second one-half (½) payment on January 1st one (1) year following the first payment.

[d] an employee who has provided notice of retirement pursuant to [b] above and who utilizes incidental sick leave after the acceptance by the Board of the notice of retirement that is not supported by medical verification of the need for such leave shall have his/her full per diem rate deducted from the payment for unused sick leave entitlement under [b] for each day the employee is absent.

[e] if an employee fails to provided the notice required in [b] above, accumulated days for certificated employees shall be reimbursed at fifty dollars ($50) per day for a maximum of 200 days for a maximum pay out of $10,000. Payment shall be made in two (2) installments pursuant to [c] above.

[f] If an employee dies after having his/her notice of retirement accepted by the Board, but prior to the completion of payments for unused sick leave according the above schedule, the payments due shall be paid to the employee’s estate pursuant to the schedule outlined in [c] above.

a) Full-time personnel who are employed in district will receive holidays as approved by the Board of Education and the following vacation entitlements:

SERVICE COMPLETED AS

b) Aides employed in the district shall work in accordance with days determined in their individual contractual agreement and have no vacation or paid holidays.

Reference to years of employment in the Article shall not be construed as an implied promise or contract of continued employment and that the term of employment for any particular employee is not the subject of Article VI, but instead controlled by the entire Contract document. The vacation period shall be subject to the approval of the immediate administrative supervisor.

and one half hours (7 1/2) per day, including lunch (35 hour work week).

b. All secretaries, clerk/typists and the technology specialist shall work a seven (7) hour day from July 1 through August 15, including lunch and break time.

c. All instructional aides shall work a seven (7) hour work day including lunch (32.5 hour work week).

e. Custodial/Maintenance full-time employees work day shall be eight and one half hours (8 1/2) per day, including lunch (40 hour work week).

f. The Custodial/Maintenance personnel work day shall be an eight (8) hour day from July 1 through August 15 including lunch and break time. The summer work schedule will be determined by the supervisor of building and grounds.

The decision of the supervisor or administrator as exercised under this paragraph shall not be subject to the Article III grievance procedure.

Fourth of July Labor Day
Thanksgiving Day Christmas Day

All employees shall receive three (3) personal days for emergency, as approved by the Superintendent.

a. Personal leave shall be limited to urgent legal, family, or personal matters which necessitate the absence on a school day. Personal leave shall not be used for recreation, entertainment, other employment, or for matters which can be scheduled outside of school hours.

b. Request for personal leave shall be filed with the Superintendent, or his designee, at least three (3) school days in advance of the contemplated absence. The employee shall state, on the employee absence form, the reason for the request. (urgent legal, family or personal business).

c. Personal days will not be granted on the first five days of school, or on days immediately preceding or following a holiday or a scheduled school recess.

d. The Superintendent, or his designee, shall review each application and approve or disapprove the request.

e. In an emergency, the Superintendent, or his designee, upon being informed of the nature of the emergency, may waive all restrictions and authorize an emergency personal day, if satisfied that the restriction in b. or c. above impose an undue hardship.
f. At the end of each school year unused personal days may become supplemental sick days which may not be used until regular sick days have been used. These days may not be used for reimbursement of sick leave at retirement (as detailed in 29.1 of this Agreement). Supplemental sick days may be used per Article XXX – 30.2 with the approval of the Superintendent.

All employees shall be allowed up to a maximum of five (5) consecutive calendar days for death in the immediate family, to be used within seven days of the funeral. The immediate family shall be defined as husband, wife, mother, father, son, daughter, brother, sister, mother-in-law, father-in-law, grandchild, and other members of the immediate household. At the discretion of the Superintendent, a total of two (2) additional workdays may be granted for the death in the immediate family or to attend the funeral of another relative who is not a member of the immediate family.

a. Three (3) supplemental sick days may be used per year with the approval of the Superintendent in the case of a critical family illness.

a. Leave of absence for reasons of disability may be granted upon application by the candidate.

b. An employee granted leave without pay during the period of his/her disability, according to the provisions of this section, may at his/her discretion, elect to use all or any part of his/her accumulated sick leave during the period of such leave.

* All maternity leaves are considered disability.

c. The Board of Education reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve continuity of services. When this occurs, an employee who is placed on an involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the negotiated agreement and the rules of the insurance carrier. However, time spent on an unpaid leave shall not be counted for accrual of any benefits

a. Leave of absence for reasons of child care due to the birth or adoption of a child may be granted for up to twelve (12) weeks in any twenty-four (24) month period, upon application by the candidate.

b. Leave of absence for reasons of the serious illness or health condition of a family member of the employee may be granted for up to twelve (12) weeks in any twenty-four (24) month period in accordance with the terms of the Family Leave Act for eligible employees.

c. Any employee seeking a leave of absence for child care or family leave shall apply to the Board for said application, the employee shall specify in writing the date on which he/she wishes to commence leave and the date on which he/she wishes to return to work.

d. The provisions of this section shall be administered in accordance with provisions of the Family Leave Act and application regulations.

e. To be eligible for a salary increment and credit toward longevity payments and sabbaticals, a teacher must work at least ninety (90) days in the school year that the leave commences or terminates.

f. An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.

a. Drivers in the bargaining unit shall be evaluated in writing once a year, no later than April 30th.

b. The driver shall be given a copy of the evaluation report within ten (10) working days and at least twenty-four (24) hours prior to a formal conference if requested by the Supervisor or driver. The driver shall have the right to respond in writing to the evaluation and a copy of the response shall be attached to the evaluation report provided it is given to the evaluator no later than fifteen (15) working days following the conference.

c. The driver shall sign copy of the year end evaluation report to acknowledge receipt of a copy of same, but the signature shall not constitute agreement with contents of the report. No driver shall be required to sign a blank or in-complete evaluation form. See Addenda "A".

morning route/ routes. In the event a substitute is not available, after being called by the Supervisor/Transportation Coordinator, a contracted driver will be assigned the route/routes according to seniority and work schedule availability. No call backs will be permitted during this process.

b. When not an emergency, a contracted driver with seniority and work schedule availability will be used before a substitute driver. The Supervisor/Transportation Coordinator will call by seniority and work schedule availability until the first available contracted driver is reached and accepts the assignment.

a. The driver submits formal notice to the Board by April 1, immediately preceding the effective date of retirement: and

Drivers, by seniority order, will choose first and second choice together. Time frame must be compatible.

If the bumping process is not activated, the Board of Education has the right to have the driver perform other duties for that lost time, as a substitute driver or an assignment outside of the Transportation Department for a period of no more than (30) thirty days. Salary for canceled route will terminate after (30) thirty days.

The Supervisor/Transportation Coordinator will assign any new second pick route, based on seniority, of those drivers who have not passed on a second pick or whose route was eliminated. The time frames must be compatible with existing route/routes.

During the life of this contract all drivers will receive a third personal day when they reach the (ninth) 9th step of the salary guide in this contract. These days may not be accumulated except as stated in 36.2.

a. Personal leave shall be limited to urgent legal family or personal matters which necessitates the drivers absence on a school day. Personal leave shall not be used for recreation, entertainment, other employment, or for matters which can be scheduled outside of school hours.

b. Requests for personal leave shall be filed with the Superintendent, or his designee at least three (3) school days in advance of the contemplated absence on the District approved form. The driver shall state the reason for the request. (Urgent legal, family or personal business.)

c. Personal days will not be granted on the first five (5) days of school, or on days immediately preceding or following a holiday or a scheduled school recess.

d. The Superintendent, or his designee, shall review each application and approve or disapprove the request.

e. In an emergency the Superintendent or his designee, upon being informed by the bus driver of the nature of the emergency, may waive all restrictions and authorize an emergency personal day if satisfied that the restriction in b. or c. above impose an undue hardship.

All drivers shall be allowed up to a maximum of five (5) consecutive calendar days for death in the immediate family. The immediate family shall be defined as husband, wife, mother, father, son, daughter, brother, sister, mother in-law, father in-law, grandchild and other members of the immediate household. At the discretion of the Superintendent, a total of two (2) additional work days may be granted for the death in the immediate family or to attend the funeral of another relative who is not a member of the immediate family.

a. Three (3) supplemental sick days may be used per occurrence with the approval of the Superintendent in case of critical family illness.

If a driver has to serve on jury duty, he/she will be compensated the difference between his/her regularly daily wages and what he/she receives from jury duty. Upon notification to serve on jury duty if it conflicts with work schedule, the driver shall request letter of postponement by administration.

a. A driver who anticipates a disability shall notify his/her immediate supervisor in writing of the anticipated commencement of the disability as soon as the employee knows of it.

In the case of pregnancy, the driver shall inform the supervisor of the anticipated delivery date.

b. No later than five (5) months prior to the anticipated delivery date, the driver shall request either;
1) a leave of absence while she is disabled, for which accumulated sick leave may be utilized, or;
2) an unpaid leave of absence for child care, as provided for in 14.4 below; or;
3) a leave of absence while she is disabled, for which accumulated sick leave maybe utilized followed immediately by an unpaid leave of absence for child care, as provided for in 14.4 below.

The Board of Education reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve operational continuity. When this occurs, a driver who is placed on involuntary unpaid leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the negotiated agreement and the rules of the insurance carrier. However, time spent on an unpaid leave shall not be counted for accrual of any benefits.

a. Leave of absence for reasons of child care due to the birth or adoption of a child may be granted for up to twelve (12) weeks in any twenty-four (24) month period, upon application by the candidate.

b. Leave of absence for reasons of the serious illness or health condition of a family member of the employee may be granted for up to twelve (12) weeks in any twenty-four (24) month period in accordance with the terms of the Family Leave Act for eligible employees.

c. Any employee seeking a leave of absence for child care or family leave shall apply to the Board for said application, the employee shall specify in writing the date on which he/she wishes to commence leave and the date on which he/she wishes to return to work.

d. The provisions of this section shall be administered in accordance with provisions of the Family Leave Act and application regulations.

e. To be eligible for a salary increment and credit toward longevity payments and sabbaticals, a teacher must work at least ninety (90) days in the school year that the leave commences or terminates.

f. An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.

a. Drivers shall be paid an hourly rate equal to 90% of his/her regular hourly rate for all approved hours on field trips, class trips, and similar trips, involving the transportation of students. The Board has the discretion to use charter buses when more than 3 district buses are required, the field trip is in excess of 3 hours each way or the time of regularly scheduled bus runs is delayed or altered due to a lack of district vehicles. The Board also may choose to use charter buses for 3 trips of their choice per school year. The Association will be notified of all charter bus trips as soon as arrangements have been finalized.

b. All approved field trips shall be posted, 5 (five) working days prior to trip or no more than one (1) month prior to trip. Drivers shall be awarded trip on basis of seniority, as soon as possible, but no later than (2) two working days before the scheduled trip.

c. Upon driver’s request, an itinerary and directions will be provided at least twenty-four (24) hours before field trip. Tolls and parking expenses shall be provided to drivers prior to a trip. Drivers will provide receipts.

All drivers are required to attend up to four (4) in-service meetings per year. The meeting at which routes are selected is counted as one (1) of the four meetings. The other three (3) meetings may be no longer than one and a half (1 1/2) hours in length. Any additional meetings or overtime for meetings will be paid at the negotiated rate. Drivers shall be notified seventy-two hours (72) in advance of said meetings, with agenda available. In an emergency the Supervisor/
Transportation Coordinator or his/her designee may call a meeting without advance notification.