Effective: July 1, 2003 through June 30, 2006

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ARTICLE I RECOGNITION 2

ARTICLE II GRIEVANCE PROCEDURE 2

ARTICLE III ASSOCIATION MEMBERS’ RIGHTS AND BENEFITS 4

ARTICLE IV PROFESSIONAL DEVELOPMENT 5

ARTICLE V SABBATICAL LEAVE 5

ARTICLE VI ABSENTEE POLICY 7

ARTICLE VII INSURANCE 11

ARTICLE VIII BOARD’S RIGHTS 11

ARTICLE IX ASSOCIATION MEMBER’S WORK YEAR 11

ARTICLE X REASSIGNMENT OF ASSOCIATION MEMBERS 12

ARTICLE XI PHYSICAL EXAMINATION 12

ARTICLE XII CHILDREN OF STAFF 12

ARTICLE XIII REIMBURSEMENT OF EXPENSES FOR MEALS AND TRAVEL 13

ARTICLE XIV SALARIES AND OTHER COMPENSATION 13

ARTICLE XV SUCCESSOR AGREEMENT 14

ARTICLE XVI DURATION 15

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C. PROCEDURE
1. An Association Member shall, within twenty (20) school days of the known occurrence of the claim, present in writing and promptly discuss the claim orally with his immediate supervisor with the objective of resolving the matter informally. Failure to do so shall be deemed to constitute an abandonment of the claim.
2. Within five (5) school days after that discussion the immediate supervisor shall issue a written memorandum to the grievant setting forth his/her determination.
3. If a satisfactory settlement is not reached at the informal level, the grievant may present the grievance in writing, within five (5) days after the determination made in Paragraph C.2 above, to the Superintendent of Schools or his designee. The written grievance shall set forth:
a. The nature of the grievance and remedy requested;
b. The nature and extent of injury or loss; and
c. The basis of dissatisfaction with the prior determination.
Failure to follow this procedure shall be deemed to constitute an abandonment of the grievance.

4. The Superintendent’s written decision shall be rendered to the grievant within fifteen (15) days after receipt of the written grievance by the Superintendent or his designee.
5. If the grievance is not satisfactorily disposed of in the prior step, then the grievance may be referred by the individual or the Association to the Board within ten (10) days of the completion of the proceedings in the preceding paragraph, or twenty-five (25) days after the grievance was delivered in writing to the Superintendent, whichever is sooner. The submission to the Board shall be in writing and shall include copies of all relevant documents previously considered in the grievance procedure together with a statement explaining the dissatisfaction with those decisions previously rendered. Failure to follow this procedure shall be deemed an abandonment of the grievance. The Board shall, in writing, within thirty (30) days, advise the Association and the individual of its determination and shall forward a copy thereof to the Superintendent.
6. Copies of all written documents referred to in (1) through (5) above shall be submitted to the Board President and the Board Attorney upon the date of their submission to the appropriate personnel as provided herein.
7. The stipulated times referred to in (1) through (5) above shall be considered as outer limits to be strictly followed except where extenuating circumstances occur, in which case the time limits specified may be extended upon the mutual written consent of the parties.
8. If the aggrieved person is not satisfied with the decision of the Board, notice of intention to proceed to mediation shall be given to the Board through the Superintendent within fifteen (15) days after the receipt of the decision which is being appealed. The grievance not resolved by timely resort to the foregoing procedure shall be subject to mediation initiated and conducted under the rules of the New Jersey Public Employee Relations Commission (“PERC”).
The mediator selected shall confer with the representatives of the Board and the aggrieved member and/or the member’s representative in an attempt to resolve the issue. During this time, the mediator shall be free to offer suggestions and opinions concerning ways to resolve the dispute. The mediator shall establish the procedure and time period.

The mediator shall limit him/herself to the issues submitted concerning alleged violations of the written terms of this Agreement. Alleged statutory violations may be appealed before the appropriate legal forum. Nothing can be added or subtracted from this Agreement between the parties or any policy of the Board.

D. RIGHTS OF ASSOCIATION MEMBERS
Any aggrieved Association Member may be represented at all stages of the grievance procedure by him/herself, or at his/her option, by representative(s) selected or approved by the Association or by legal counsel.

E. MISCELLANEOUS
1. Group Grievance Procedure
The procedures for group grievances shall be the same as procedures for individual grievances.

2. Separate Grievance File
All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

3. Continuation of Assignments
Any and all grievants shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

ARTICLE III

ARTICLE IV

B. ELIGIBILITY
Association Members may apply for grants during each year of employment. Applicants may apply each year to the Superintendent for a non-cumulative grant of a maximum of $1,580. The calendar year is defined in the same manner as the school budget year of July 1 through June 30.

C. PROCEDURE
1. The applicant must submit to the Superintendent a brief outline of the purpose for which the grant is to be expended. If the proposed program is approved by the Superintendent, it is then brought to the attention of the Board for consideration. The applicant will be notified of the Board’s decision as soon as is practical, but, in any case, no later than December 1 for the spring semester and May 1 for the summer or fall semesters.
2. Application for the professional development grants must be submitted to the Superintendent not later than March 1 of the year preceding the one in which the grant is to be expended.
3. Requests for payment of grants shall be submitted on the official form, accompanied by a regular voucher.
4. Tuition fees received through Federal grants, etc., may not be duplicated by utilization of this policy. Tuition grants, subject to the above conditions, may be awarded during sabbatical leave.
D. MEMBERSHIP DUES
The Board shall reimburse Members of the Association for the cost of membership in Principals and Supervisors Association. Members of the Association shall also be reimbursed for the costs of membership in such professional associations selected by the Members as representing the job title and subject related to his/her assignment and approved by the Superintendent or his representative.

ARTICLE V

B. APPLICATION
Preliminary application for sabbatical leave shall be made prior to December 15 of the year previous to the year for which the leave of absence is desired. The purpose, date of this application, and length of service will be factors in determining the number of grants within the budgetary limits for that year. The final application must be submitted by February 15. Due consideration shall be given to the reasonable and equitable distribution of the applications among the different schools and departments. The Board shall give notice of the approval for sabbatical leave, or rejection, together with an explanation thereof, no later than April 1 of the year previous to the year for which the leave is requested.

C. CONDITIONS
1. Since the policy for sabbatical leave is solely to promote the more efficient conduct of the schools, no application for such leave shall be recommended by the Superintendent or approved by the Board unless, after considered judgment, the professional competence of the staff member and the general efficiency of the school system will thereby be benefited.
2. During any sabbatical leave, the Association Members shall not engage in any employment for remuneration without the approval of the Superintendent and shall devote the major portion of his/her time and effort toward the purpose of the sabbatical leave
3. As a condition of sabbatical leave, the Association Members shall agree that, if he/she does not continue in service for two years after expiration of the leave of the absence, he/she shall be required to repay the Board a sum of money bearing the same ratio to the amount of salary received while on leave of absence, unless such Association Member is incapacitated, has been discharged without cause or has been released by the Board from this obligation.
4. If the Superintendent has reason to believe that an Association Member on sabbatical leave is not fulfilling the purpose for which the leave of absence was granted, he/she shall report this fact to the Board. The Board may eliminate the leave of absence for non-fulfillment of purpose after giving the Association Member involved the opportunity of a hearing.
5. If an Association Member on sabbatical leave shall ascertain that she is pregnant, she shall immediately report this fact to the Superintendent. The Superintendent shall, after considering her doctor’s report, recommend to the Board whether or not the leave shall continue, dependent upon the probability of the successful completion of the sabbatical program. Transfer to maternity leave shall be governed by the maternity leave policy.
D. ELIGIBILITY
1. Any Association Member who has completed seven (7) or more years of satisfactory service in the Springfield Public Schools may, on the recommendation of the Superintendent and the approval of the Board, be granted a leave of absence for one academic year or one-half (1/2) of an academic year, for the purpose of professional improvement through study and research. Such study shall be directly connected with his/her work in the school system. The Association Member’s application for a sabbatical shall outline in detail the proposed professional study plan for administrative review.
2. Any Association Member shall be eligible for another sabbatical leave after he/she has had seven (7) additional school years of service in the Springfield district. This time limit may be waived at the discretion of the Board.
E. SALARY
The recipient shall receive, in lieu of salary, a sum equal to two-thirds (2/3) of the salary to which the Association Member would otherwise be entitled if not on leave, less such regular deductions for government income tax, Pension and Annuity Fund, and other deductions as required by law or customary in the School District. Said sum shall be paid in installments in accordance with the general time schedule for payment of salaries to employees in the regular employ of the School District.

F. RETURN
1. An Association Member on sabbatical leave shall notify the Superintendent, in writing, on or before March 1 of that year, of his/her intention to return to duty. Failure to give such information on the part of the Association Member on leave will be interpreted as an indication that such Association Member does not wish to return to the employ of the Board. Every Association Member on sabbatical leave shall present a written report to the Superintendent covering the studies engaged in while on sabbatical leave and the benefits anticipated therefrom. Such report is due prior to August 1 but, in any event, not later than two months after the completion of the sabbatical program. If said report is not timely submitted, the Association Member shall repay to the Board an amount equaling one-half (1/2) of the salary received during the sabbatical leave.
2. Upon satisfactory completion of the sabbatical leave, the Association Member will be returned to service at a salary on the same basis as if he/she had rendered continued and satisfactory service in the school system during the interim.
ARTICLE VI

A day’s salary for Association Members shall be defined at 1/220 of the annual salary for 11 month personnel and 1/210 of the annual salary for 10.5 month personnel, in no instance where a deduction is made from a salary, shall the deduction be greater than the regular wage of the individual for the day involved.

The provisions of each section of this policy operate independently of all other sections.

B. PERSONAL ILLNESS
Sick leave with full pay during any school year shall be granted Association Members of the Board as follows:

1. The sick days allowance for non-tenured Association Members shall be the same as that for tenured Association Members: 20 days.
2. Each year, any unused portion of the first fifteen (15) days leave shall be cumulative without limit.
3. Absences on sick leave shall be charged, first, to the annual allowance of any Association Member until it is fully utilized and, thereafter, to, the accumulated credit.
4. For Association Members who are suffering from an extended illness and are under the continuous care and treatment of an attending physician, sick leave in excess of that provided under (1) and (2) may be allowed subject to Board approval. Up to 20 days time may be allowed for each completed year of service by the Association Member on sick leave and limited to 10 months in any current 10-year period. A deduction equivalent to the substitute teacher salary rate shall be made from such payments.
5. Absence for illness in excess of 5 consecutive days must be certified by the attending physician. In the case of frequent or intermittent illness the Board or Superintendent will require the Association Member to submit a certificate of illness from the attending physician or submit to an examination or examinations by the school physician, or both.
6. Upon written request from an Association Member a written accounting of that Association Member’s accumulated sick leave will be provided.
C. ILLNESS IN THE FAMILY
For absence due to a serious illness of anyone, not in the employ of the Association Member, living in the Member’s immediate household or a mother, father, or child, full pay for not more than five (5) days in each school year shall be paid the Association Member. For absence due to serious illness of a child who is not living in the household of an Association Member, full pay for not more than three (3) days in each school year shall be paid the Association Member. Days needed for this purpose will be deducted from the accumulated sick leave allowance which is in excess of that which is stipulated as mandatory by New Jersey State Law. Such absence shall be approved by the Superintendent. If there is no such accumulation of sick leave, such pay shall be subject to the deduction of salary paid a substitute.

D. DEATH
1. Absences because of death in the Association Member’s immediate household or the Association Member’s spouse, children, parents, grandparents, grandchildren, brothers and sisters, including father-in-law and mother-in-law, shall be allowed with full pay for a period not exceeding five (5) days in each such case.
2. Absences due to death of any other family member will be permitted with full pay for the day of the funeral.
E. PROFESSIONAL BUSINESS
1. Leave of absence with pay may be granted for school business if application is made in writing five (5) days in advance and approved by the Superintendent.
F. PERSONAL BUSINESS
An Association Member will be granted, if needed, two (2) personal business days per year, which shall be with full pay, to accomplish legitimate business requirements that cannot be attended to on other than the normal workday. The Superintendent shall be notified three (3) days in advance, in writing, of the reason stated, unless an unforeseen emergency arises, in which case the three (3) day advance requirement may be relaxed at the discretion of the Superintendent. A personal business day shall not be granted for a day preceding or the day following holidays or vacations and the first and last day of the school year, except by special approval from the Superintendent.

Unused personal days will be accumulated as additional sick leave days; however, in no event shall more than fifteen (15) days be accumulated in any school year.

G. MATERNITY LEAVE
1. Notification
An Association Member shall notify the Superintendent of her intent to take a maternity leave of absence, no later than sixty (60) calendar days prior to the date on which she intends to leave. Such notification will be accompanied by a written statement from her doctor. The leave of absence shall begin on the date stipulated by the Association Member, subject to her continued ability to perform all professional responsibilities, as determined by her doctor.

2. At the time an Association Member applies for said leave, she shall also submit the date on which she expects to return to employment. The leave for a tenured Association Member may extend up to one (1) year following the birth of the child, plus as much time as may be required for her to return on the next succeeding September 1. For a non-tenured Association Member, the leave may not extend beyond the end of her contract period. The Board will grant such a leave of absence without pay, except as provided in paragraph (3) below. The Association Member may return to her position prior to the expected date of return upon sixty (60) calendar days advance written notice to the Superintendent.
3. Period of Disability
Under normal conditions, pregnancy shall be deemed to be a temporary disability during the four (4) weeks immediately preceding the expected birth of the child and the four (4) weeks following the termination of the pregnancy. For this period of disability the Association Member may elect to use her accumulated sick leave up to a maximum of eight (8) weeks.

H. CHILD ADOPTION
Any Association Member adopting a child shall be eligible to receive leave similar to maternity leave. Any Association Member planning adoption should notify the Superintendent upon submitting legal application for adoption. Said leave shall commence upon his/her receiving de facto custody of said child or earlier, if necessary to fulfill the requirements for adoption.

I. JUDICIAL PROCEEDINGS
Absences from school by reason of a subpoena by any court shall be allowed with full pay, provided a copy of the subpoena is shown to the Superintendent. If an Association Member is a party to a suit and is required to appear in court, absence from school shall be with pay less deductions for substitutes for a maximum of five (5) days.

J. QUARANTINE IN CASE OF CONTAGIOUS DISEASES
1. When a quarantine is not because of personal illness, the Association Member shall be allowed full pay, provided the certificate is filed with the Superintendent.
2. When the quarantine is because of personal illness, Section (B) of this Article shall control.
K. OPTIONAL LEAVE
On the recommendation of the Superintendent, absence in excess of that referred to in Sections (F) through (J) may be reviewed by the Board for special consideration, but there shall be no deviation from these rules except by vote of the Board.

ARTICLE VII

ARTICLE XII

ARTICLE XIII

ARTICLE XIV

The salary decision for new Members of the Association is subject to agreement between the candidate and the Superintendent and approved by the Board.

B. UNUSED SICK DAYS
1. An Association Member who retires pursuant to N.J.T.P.A.F. shall be paid for accumulated unused sick days, at the rate of:
· 2003/2004 $78.00/day to the maximum of $7,800.00
· 2004/2005 $81.00/day to the maximum of $8,112.00
· 2005/2006 $84.00/day to the maximum of $8,436.00
2. If an Association Member dies prior to retirement, his/her estate shall receive the above payment.
3. An Association member who notifies the Board in writing by February 1, 2005 of his/her intention to retire by June 30, 2005 shall be paid a per diem rate for accumulated unused sick days based upon his/her current salary up to a maximum payment equal to 29% of his/her annual salary. Said payment shall be paid in three equal installments on September 1, beginning September 1, 2005.
4. For purposes of calculating the per diem rate of (3) above, the salary shall be divided by 210 for the ten and one half (10 ½) month personnel and 220 for the eleven (11) month personnel.
C. DOCTORATE
1. Members of the Association with an earned doctorate on the date of execution of this Agreement will receive $5,000 per year in addition to their salary as shown in (D) below. All other Members of the Association with an earned doctorate will receive $2,500 per year in addition to their salary as shown in (D) below.
D. SALARY SCHEDULE
1. Stipends

a. Teaching Supervisors shall receive a stipend as follows:

b. The Supervisor of Guidance and the Supervisor of Special Services shall receive a stipend as follows:

2003/2004 $0.00

2005/2006 $7,700.00

1. Salaries

The salaries of the Association Members for each year of this Agreement shall be as set forth in Appendix A.

Any Association Member covered by this contract who has served the required years as an Association Member will be eligible for longevity pay if not already receiving an annuity.

5 years - $500

10 years - $1,000

B. REPRESENTATIVES
The Board and the Association agree that their respective representatives shall be given full authority to negotiate, but any agreement reached shall be subject to ratification by the respective bodies.

C. MODIFICATION
This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

ARTICLE XVI

ATTEST: BOARD OF EDUCATION OF THE TOWNSHIP OF SPRINGFIELD, COUNTY OF UNION

BY
SECRETARY PRESIDENT

ATTEST: SPRINGFIELD SUPERVISORY ASSOCIATION

BY
SECRETARY PRESIDENT

Ahrens, Allison $89,260 $92,532 $100,688
Falzarano, Peter $103,899 $103,899 ---
Vaccarino, Leslie $86,971 $90,159 $98,106
Gray, Pamela $103,899 --- ---
LoRicco, Michael $88,315 $91,583 $95,063
Hung, Susie $88,315 $91,583 $95,063
Gula, Tom $72,706 $75,371 $78,286
Jones, Karen $58,024 $60,847 $63,718
Scott-Jonach, Laurie $58,976 $61,847 $64,764
Winland, Darryl $77,212 $80,043 $83,139
Motto, Erica --- $55,702 $58,330