Advancement on the schedules is not automatic and is dependent upon a favorable recommendation by the Superintendent and Board of Education approval.

Effective July 1, 1995, academic credit for advanced level placement beyond the MA column shall be based only on approved graduate degree credits obtained after attainment of the Masters degree. Teachers matriculated in Board approved Masters Degree program on July 1, 1995, shall be granted exemption from this requirement.

Teachers shall be notified of their contract and salary status for the ensuing year no later than May 15th.

individual salary as follows: 2006-2007 4.65%; 2007-2008 4.65% 2008-2009 4.55%. There will be a minimum starting salary of $30,000 from July 1, 2006 to June 30, 2009.

Custodians must, as a condition of employment, possess a valid Black Seal Boiler Operator License. The Board reserves the right to waive this requirement and allow the employee time to obtain the license. During this extended period of time the employee shall remain at his/her entry level eligible for salary adjustment but not salary increment.

The minimum starting salary for a new full time custodian shall be $30,000 per year. The board has the discretion to pay a new custodian in excess of this minimum starting salary.

The head custodian shall receive an annual stipend of $1,500.00. Said stipend shall be off the established guide.

Any custodian holding a Black Seal License shall receive an annual stipend of $250.

C. Each teacher may individually elect to have ten percent (10%) of his/her monthly salary deducted and placed in a personal interest-bearing account in a bank of the Board’s choosing.

D. Whenever the 15th day of and/or the last day of the month falls on/or during a school holiday, vacation, weekend, or Bank Holiday, employees shall receive payments on the last previous working date provided such an accommodation is administratively possible. Employees shall be notified one week in advance regarding any changes in this procedure.

E. The Board agrees to deduct from the salaries of its employees’ dues for the Roseland Education Association, the Essex County Education Association, the New Jersey Education Association, and National Education Association as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233, N.J. Public Laws of 1969 (N.J.S.A. 52:14-15.9e) and under rules established by the State Department of Education. Said moneys, together with current records of any corrections, shall be transmitted to such person as designated by the Association by the 15th of each month following the monthly pay period in which deductions were made. The person designated shall disburse such moneys to the appropriate Association or Associations.

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

2. Representation Fee

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 the Agreement, said employees will be required to pay a representation fee to the Association for that membership year. This fee shall not exceed 85% of the Association’s regular membership dues and shall be determined by NJEA in accordance with the Association’s filing of the annual LAFAP report.

The Association shall indemnify and hold the employer harmless against any and all claims, demands, suits and other forms of liability, including liability for court expenses that may arise out of, or by reason of any action taken by the employer in conforming with this provision. Dues shall be transmitted electronically, if payroll provider maintains capability on a monthly basis.

scheduled pay day may, upon request, receive payment on their last working day immediately prior to a scheduled pay day provided it is administratively possible to do so.

An employee first employed by the Board prior to July 1, 1994, and who, during the term of this Agreement, permanently ceases employment in the Roseland School District due to retirement shall receive a lump sum payment of Fifty ($50.00) Dollars, in the first year of the contract, Fifty-two ($52.00) Dollars in the second year of the contract and Fifty-eight ($58.00) Dollars in the third year of the contract, for each day of accumulated unused sick leave up to a maximum of 185 days. In order to qualify for this payment, an employee must accumulate a minimum of 100 days of unused sick leave. For employees first employed by the Board effective July 1, 1994, or thereafter, must accumulate a minimum of 125 days of unused sick leave in order to qualify for this payment.

At the discretion of the recipient, payment may be delayed until January 15 or thereabouts of the year after retirement. Should an employee eligible to receive this benefit die while actively employed, payment should be made to the employee’s estate.

A. Travel: Employees shall be paid at the Internal Revenue Service (IRS) rate for the use of their car in the performance of their duties with prior approval of the appropriate administrator.

B. Lunch-Time Supervisor: Teachers supervising lunch-time cafeteria for the full year shall be compensated at the rate of $1,500 per school year.

C. Curriculum Writing: Teachers who are approved to write curriculums will be compensated:

2006-07 $45.00/hour
2007-08 $47.00/hour
2008-09 $49.00/hour

The number of hours required to write the curriculum will be predetermined by the Superintendent of Schools.

D. Presentations: Teachers required to make a presentation at a Board meeting or kindergarten orientation if scheduled in the evening shall receive one (1) hour compensation at the curriculum rate established for that year. Compensation shall be limited to one (1) hour.

E. Extracurricular Activities (Owl’s Eye & Student Council): Teachers who moderate the Owl’s Eye or Student Council shall receive the following stipends:

Owl’s Eye $1,800
Student Council $1,800
Head Custodian $1,500
Black Seal $ 250

If the extracurricular positions are shared by more than one person the annual stipend shall be divided among the individuals assigned to the position.

comparable to the present coverage for medical and dental provided through Horizon Blue Cross/Blue Shield of New Jersey for single employees and 100% for family plan for all those employees under contract in the Association’s unit, subject to the following exceptions:

1. All employees hired after July 1997 but prior to July 1, 2000, shall be entitled to
individual medical and dental coverage without contribution. After three (3) years of employment, these employees shall be eligible for family medical coverage without contribution. However, the Board does have the discretion during this three (3) year period to offer family coverage with contribution to a “newly hired” custodian should the Board deem it to be in the best interest of the school.

2. All employees hired after July 1, 2000 but prior to July 1, 2006 shall be entitled to individual Horizon Blue Card PPO medical and dental coverage without contribution. After three (3) years of employment these employees shall be eligible for family Blue Card PPO medical coverage without contribution. The Board has the discretion during this three (3) year period to offer family coverage with contribution to a “newly hired” custodian should the Board deem it to be in the best interest of the school.

3. All employees hired on or after July 1, 2006 shall be entitled to individual or family coverage in Horizon Blue Card POS without contribution.

4. Any employee covered by exceptions 1, 2 or 3 above may purchase family coverage under the applicable plan at his/her own expense through payroll deduction.

coverage (first come, first served) may waive said coverage in return for a lump-sum payment. Waiver by an employee who is eligible for employee-only coverage shall be entitled to a lump sum payment of $5,000 for the waived medical coverage. Employees eligible for full-family coverage, after three (3) years of employment, will receive a lump sum payment of $5,000 for the waived medical coverage. Employees selecting to waive coverage shall receive this payment simultaneous with their last paycheck.
Employees who waive coverage and subsequently discover that their alternate coverage is no longer available may return to the plan for any of the following reasons:
death of spouse
disability of spouse
divorce
legal separation
loss of employment change of employment resulting in ineligibility for benefits
If an employee is reinstated to coverage under the plan for any of the above reasons, the appropriate proportional share of payment for the waiver will not be made.
A spouse’s loss or reduction in benefits in the same position is not a reason for automatic return to the plan.
The Board shall establish an Internal Revenue Service §125 plan for making medical and dental contributions.

1. It is the purpose of this procedure to secure, at the lowest possible administrative level, appropriate solutions to grievances of employees through pre-determined and orderly procedures without threat of reprisal.

2. Any individual member or group of the staff shall have the right to appeal (through administrative channels) the application of policies and administrative decision affecting him/her. With respect to his/her personal grievances he/she shall be assured freedom from interference, coercion, discrimination, or reprisal in presenting his/her appeal. The person or persons involved shall have the right to present their own appeal or designate representatives of the Roseland Education Association or another person of their own choosing to appeal with them in any step in their appeal. Both parties agree that these procedures would be as informal and confidential as may be appropriate at all levels of the proceedings.

interpretation, application or violation of this Agreement, policies or administrative decisions. However, the term “grievance” shall not apply to any matter for which (a) a method of review is prescribed by law or State Board Rule, or wherein (b) the Board of Education is without authority to act, or where (c) a complaint relates to the nonrenewal or termination on notice of a non-tenure employee’s contract.

whether full or part-time, receiving compensation from the Board.

3. IMMEDIATE SUPERIOR – Said term shall mean the person to whom the grieved employee is directly responsible under the organizational scheme prevailing in this School District at the time that any grievance occurs.

1. TIME LIMITS – Any employee who has a grievance shall discuss it within ten (10) school days of its occurrence with his/her immediate superior in an attempt to resolve the matter informally at that level.




2. If, as a result of the informal appeal, the matter is not resolved to the satisfaction of the employee within five (5) school days, he shall set forth this claim in writing, giving date and specific details of the grievance, to the immediate superior. The immediate superior shall communicate his/her decision to the employee in writing within five (5) school days of receipt of the written claim. Failure to petition within the said five (5) school days shall be deemed to constitute an abandonment of the grievance and an assent to the immediate superior’s determination.

3. The employee may appeal the immediate superior’s decision to the Superintendent. This appeal must be made in writing and must set forth the date and grounds upon which the grievance is based. The Superintendent shall request a written report on the grievance from the immediate superior. The Superintendent shall attempt to resolve the matter as quickly as possible but within a period not to exceed ten (10) school days. The Superintendent shall communicate his/her decision in writing along with supporting reasons to the employee and the immediate superior.

4. If the grievance is not resolved to the employee’s satisfaction by the Superintendent, the grievant may request a review by the Board of Education. The request shall be submitted within fifteen (15) days in writing through the
Superintendent who shall attach all related papers and forward the request to the
Board of Education. The Board shall review the grievance, hold a hearing with the employee, if requested. The grievant may be accompanied at the hearing with a representative. The Board of Education shall render a decision in writing within fifteen (15) days of the conclusion of the hearings.

5. If the aggrieved person is not satisfied with the disposition of his or her grievance by the Board, or if no decision has been rendered within fifteen (15) school days after it was delivered to the Board, the Association is to decide whether the grievance is to proceed to arbitration in which case the matter shall be submitted to the New Jersey Public Employment Relations Commission within fifteen (15) school days of the Board’s decision or decision date.

The Board and the Association shall agree upon a mutually acceptable arbitrator from a

The decision of the arbitrator shall be advisory in all cases except in matters of grievance of disciplinary action in which case the decision of the arbitrator shall be binding. Grievances of disciplinary action may proceed to binding arbitration in accordance with the provisions of applicable law. The Board of Education retains the option of petitioning the Public Employment Relations Commission for a Scope of Negotiations Determination of the issue of grievance.

meeting, provided they are not meeting with a parent or child, in which case they shall continue to do so.

Those teachers who have scheduled bus duties are required to perform those bus duties on any of the days in the above four exceptions.

minutes per five day week for regular full-time teachers of grades 3 through 6; 165 minutes per five day week for regular full-time teachers of grades 1 through 2; 115 minutes per five day week for regular kindergarten teachers; 150 minutes per five day week for specials teachers working a full-time schedule; and a pro rata share of 150 minutes per week for specials teachers working no less than a 90% work schedule. Regular classroom teachers shall provide student instruction in the absence of the specialist schedules to cover the class during the classroom teacher’s preparation period.

2. Teachers having more preparation time than the contracted allowances can be assigned to additional duties by administration between 8:30 a.m. and 3:45 p.m.

3. Preparation time for full-time regular and specials teachers shall be scheduled between 8:50 a.m. and 3:20 p.m. Preparation time for kindergarten teachers during the months of September through December shall be scheduled between 8:50 a.m. and 1:40 p.m. Preparation time for specials teachers working a flex time schedule shall be scheduled during the hours of their regularly scheduled workday.

6. Weekly guaranteed preparation time shall be scheduled in blocks of no less than thirty (30) minutes.

7. Required loss of a preparation period (except for such instances as a shortened day, assembly, field trips, etc.) shall be paid at the rate of fifteen dollars ($15.00) per period, provided the staff member’s weekly guaranteed preparation time as set forth in Article V, D.l, is reduced below its minimum. Vouchers are to be submitted for this payment on the first day of each month.

1. Each day custodian is to work eight (8) hours, exclusive of lunch hour, per day, five (5) days per week. The night custodian is to work eight (8) hours, including dinner hour, to compensate for night shift assignment. Custodians shall indicate their presence for duty by placing their initials in the sign-in roster immediately upon arriving to assume their duties. This procedure is also to be followed at the conclusion of each work day.

2. Work performed in excess of eight (8) hours in one day is to be paid at a rate of time-and-one half. Work performed on Sunday and holidays is to be paid at the rate of double time.

Weekend and holiday building check is performed by custodians on a rotating basis at a remuneration of time-and-one-half for one hour.

For those custodians performing building check whose residence is more than five (5) miles from the school, an additional remuneration of time-and-one-half for one half hour shall be paid.

3. The Board and Association recognize the Board’s right to require that one custodian be present at all times between the hours of 7:45 a.m. and 6:00 p.m. on days when school is in session. In the event that by reason of absence of one or more of the custodians, there is only one custodian on duty on a given day, the Superintendent or building principal may require that the custodian on duty not leave the school building during his/her lunch hour. However, unless the custodian is required by the principal or his/her secretary to perform services of an emergency nature, any lunch hour during which a custodian is required to remain in his/her building under the provisions of this Paragraph shall not entitle him/her to the payment of overtime compensation under the provisions of H.2. above. In the event that a custodian is required to perform service of an emergency nature during such a lunch hour, either his/her lunch hour will be extended by the amount of tie spent in dealing with the emergency or he/she will be compensated at the overtime rate for the time spent in dealing with such emergency, in the principal’s discretion. In all cases, the custodian shall, immediately upon completing such services, report to the building principal, or, in his/her absence, his/her secretary, the amount of time spent by the custodian in performing such services. Nothing contained in this Paragraph shall be construed so as to permit a custodian to voluntarily work through his/her lunch period on matters of a non-emergency nature and thereby entitle him/her to overtime compensation for that hour in the absence of a direction from the principal or his/her secretary.

The work year shall be one hundred eight-six (186) days for returning teachers, one
hundred eighty-seven (187) days for newly hired teachers and one hundred eighty-three
(183) days for students, plus an additional nine (9) hours of professional development
time. The last scheduled day in June shall be reduced for teachers by three (3) hours.
Teachers must conclude the check out procedure in order to leave. The last student days
before Thanksgiving and Christmas recesses shall be four hours each.

1. All custodians shall be eligible for a vacation according to the following:

a. Two weeks vacation (10) days will be granted during each of the
first five (5) years of employment.

b. After five (5) years of employment in the Roseland School System,
three (3) weeks paid vacation will be granted.
c. After ten (10) years of employment in the Roseland School System, four (4) weeks paid vacation will be granted.
d. After ten (10) years of employment in the Roseland School System, two (2) additional vacation days will be added for every five (5) years of service.
e. Custodians must take one (1) week vacation consecutively or in days when school is closed for holiday during the school year. Once (1) week must be taken when school is closed for summer vacation. Additional accrued vacation time can be taken at the custodian’s discretion providing three weeks notice for vacation is given to the school principal.

2. All custodians are entitled to twelve (12) paid holidays each year except when Yom Kippur and Rosh Hashanah should fall on a school day. Then those days shall be additional holidays.

If any of the aforementioned holidays fall on a day when school is in session, a lieu day will be granted in accordance with the school calendar.

3. Upon submission of a request and with prior approval of the Superintendent, the custodians will get one (1) Professional Day per year to be rotated among all custodians which may include one of the NJEA convention days or any other custodial workshop or seminar. Proof of attendance must be submitted upon return to work immediately after the Professional Day.

1. Ten days of absence for ten-month employees and twelve days for twelve-month employees will be allotted for personal illness. Part-time employees shall be granted absence with pay for illness on a pro-rata basis of number of days employed for the year as compared to full-time employees. Entitlement of sick days for all new employees shall be on a pro-rata basis according to their time of hire. Entitlement shall accrue upon first day of employment each year.

2. If less than the allotted days for sick leave is used during the school year, the balance is to be accumulated without limitation for use in subsequent years.






3. In cases of absence beyond the accumulated sick leave time, a deduction of 1/200th of the annual salary for ten-month employees for each day of absence will be made. In cases of absence beyond the accumulated sick leave time a deduction of 1/240th of the annual salary for twelve-month employees for each day of absence will be made. The Board of Education, at its discretion, may make an exception to this rule.

4. At the start of each school year, all employees are to receive notification of their accumulated sick leave.

5. Within one day of returning to work after an absence, a “Staff Absent Report” form (agreed to by both Parties) shall be completed by the employee and submitted to the building principal. The required form shall be placed in the employee’s box prior to his/her return.

This policy shall cover brief absences not chargeable to sick leave or for professional reasons directly beneficial to the school system. The provisions for leave at full pay stated below shall be for one year, and no unused days shall be accumulative for use in another year, except as provided in Paragraph B.2.

1. DEATH/RELIGIOUS – An allowance of up to six (6) days total leave per year shall be granted. Up to six (6) days may be used for a death in the immediate family (spouse, father, mother, child, grandchild, grandparent, brother, sister, step-mother, step-child, step-father or any member of the immediate household.) Up to three (3) days out of the six (6) total days may be used for attendance at funerals other than immediate family and religious holidays.

2. OTHER EMERGENCIES OF PERSONAL NATURE – An allowance of up to a total of three (3) days leave during the school year. All employees are required to give at least forty-eight (48) hours notice unless it is impossible to do so. Personal leave shall not be taken on the day immediately preceding or following a holiday or vacation period. However, if an employee needs to use a personal day during the above-cited period, he/she shall provide the Superintendent with the reason for such request for approval. If at the end of the school year any of the three (3) leave days of a personal nature remain unused, they shall be accumulated as sick days for use in the next school year.

3. COMPASSIONATE LEAVE – Unused personal days may be converted into Compassionate Leave Days and banked as follows: 2006-2007 two (2) days, 2007-2008 three (3) days, 2008-2009 five (5) days; no more than five (5) days accumulated – these days are to be used for family appointments, emergencies, etc. Upon request, Compassionate Leave Days can revert back to sick day pool.

4. PROFESSIONAL DEVELOPMENT – The Superintendent may grant such time, up to one day per instance, for professional development of staff personnel.

Leave days under this Article shall only be granted for a full working day.

a. Maternity Leave shall be defined as that period of time during a pregnancy in which the woman is disabled. With a standard physician’s certificate of disability due to pregnancy, a staff member shall be entitled to be off the twenty working days immediately preceding and the twenty working days immediately following the anticipated date of birth. These days may include school holidays or recess periods where applicable, but do not include periods during the summer vacation. The staff member may be paid for these days, provided she has sufficient annual and/or accumulated sick days.

If a pregnant staff member incurs disability which exceeds the norm referred to in the prior paragraph, she may obtain a special doctor’s certification, explaining the medical necessity for additional days of absence. Upon provision of such a certificate, the staff member may be paid for these additional days provided she has sufficient annual and/or accumulated sick days.

b. CHILD CARE LEAVE – leave for the purpose of caring for a natural or adopted child.

a. MATERITY LEAVE – Application shall be made in writing to the Superintendent. Such application shall contain the desired dates for beginning and terminating the leave in accordance with Section 4.

b. CHILD CARE LEAVE – Application shall be made in writing to the Superintendent. Such application shall contain the reason for requesting the leave and supporting information regarding the necessity of having the leave. Application for child care leave shall be considered by the Board of Education on an individual basis.

a. MATERNITY LEAVE – Notification – An employee of the Board of Education shall notify the Superintendent as soon as she is pregnant, presenting medical certification of her conditions and estimated date of birth.

MEDICAL CERTIFICATION – An employee who continues to work beyond her seventh month of pregnancy must present a certificate of physical fitness from her physician, including the estimated date of birth for the child and the date to which the employee is capable of safely performing her duties.

NOTIFICATION – An employee of the Board shall notify the Superintendent as soon as a need for this leave is evident.

PAYMENT – If child care leave is granted, it will be without pay or increment.

c. NON-TENURE EMPLOYEE – Leaves for non-tenure employees under this Article need only be granted to the end of the contract year.

After the employee presents application for either/or both leaves under this Article, mutual agreement shall then be reached with the Superintendent, in writing, on the date of beginning the leave and the date of the employee’s return.

The dates beginning the leave may be determined mutually with the Superintendent according to the mother’s needs, in the case of maternity leave. In the case of an employee who adopts a child for whom the employee will have direct and major responsibility for rearing, child care leave may be granted upon receiving defacto custody of the child or earlier if necessary in order to fulfill the requirements for adoption.

If unusual conditions prevail, the employee may apply, on recommendation of the Superintendent, with a doctor’s written approval, to the Board, for permission to return to a position for which the employee qualifies, prior to the termination of the period for which leave was granted. It is understood, however, that the Board in its discretion may or may not grant permission for change of the original agreed upon term of the leave.

Employees covered by this Agreement are eligible for leaves of absence under the provisions of the New Jersey Family Leave Act and the Federal Family and Medical Leave Act. These leaves are without pay unless the employees have paid days available to them under other provisions of this Article applicable to these statutes.

2. Proof of tuition payment must be submitted to the school’s Superintendent within the school’s fiscal year and must be submitted immediately after the completion of each course.

2. Undergraduate courses shall not be eligible for reimbursement except in those instances where no graduate courses are offered within a reasonable distance.

4. The Board of Education may request teachers who have not earned a Masters Degree or equivalency (BA+30) to successfully complete graduate courses amounting to at least 6 credits over a 3 year period.

The tuition reimbursement program shall operate in a manner consistent with the School District’s fiscal year of July 1 through June 30. All courses taken during the summer, fall, and spring semesters shall be submitted and approved prior to the commencement of the course. Evidence of satisfactory completion of the course should be submitted as soon as available. Upon receipt of evidence of successful completion from all teachers taking approved courses during the spring semester, the Board will reimburse all teachers simultaneously in accordance with the above program. If the total number of approved courses and/or other professional development opportunities, as contained in the teacher’s P.I.P. exceeds the pool, then each teacher will be reimbursed the equivalent pro-rata cost per credit completed, up to the individual maximum of the pool. In no event shall the total annual reimbursement exceed the pool.

1. All vacancies for mentoring positions shall be posted as early as the district is aware of its needs. The postings shall include the qualifications for the position.

2. No teacher shall be assigned to serve as a mentor if there are qualified volunteers available.

4. Those teachers acting as mentors for individuals obtaining certification via the alternate route shall receive the amount provided for by state funding.

5. Those teachers acting as mentors for individuals obtaining certification via the provisional route shall receive the amount provided for by state funding.

The Parties agree to enter into collective negotiations over a successor Agreement in accordance with Chapter 123, Public Laws of 1974 in good faith effort to reach agreement on all matters concerning the terms and conditions of employees’

employment. Such negotiations shall begin no later than October 1st of the calendar year preceding the calendar year in which this Agreement expires. Any Agreement so negotiated shall apply to all members of the bargaining unit, be reduced to writing, be signed by the Board and the Association, and be adopted by the Board.

All meetings between the Parties shall be regularly scheduled whenever possible to take place when the employees involved are free from assigned responsibilities, unless otherwise agreed.

Jersey State Department of Education.
c. undergraduate courses taken wherever and whenever graduate courses are unavailable within a reasonable distance

For part time teachers, longevity entitlement shall be prorated on basis of salary.

b. If a teacher worked as a substitute for one hundred (100) days in any of his/her years of service, such years shall be counted on a pro-rata basis (see below) towards eligibility

c. All service as a teacher in the district will count toward eligibility, whether consecutive or not, with the following exception: If an individual voluntarily quits, but is subsequently rehired by the Board of Education, time counting toward eligibility must occur within the following consecutive spans:

d. Partial years and less than full time service will be pro-rated. Partial years will count as fractions of years for time eligibility. Less than full time service will be prorated by applying the fraction of the salary to the stipend.

e. Once a stipend is awarded, it is locked in. A subsequent longevity step will be calculated anew.

This salary guide format is effective July 1, 2006, and shall continue as format for any successor agreement salary guide.

This salary guide format is effective July 1, 2006, and shall continue as format for any successor agreement salary guide.