I. Recognition PAGEREF _Toc479693058 \h 3

II. Negotiation of Successor Agreement PAGEREF _Toc479693059 \h 4

III. Grievance Procedure PAGEREF _Toc479693060 \h 4

IV. Teacher Rights PAGEREF _Toc479693061 \h 7

V. Association Rights and Privileges PAGEREF _Toc479693062 \h 10

VI. Teacher Work Year PAGEREF _Toc479693063 \h 11

VII. Teaching Hours and Teaching Load PAGEREF _Toc479693064 \h 12

VIII. Cafeteria Supervision PAGEREF _Toc479693065 \h 15

IX. Salaries PAGEREF _Toc479693066 \h 15

X. Health Benefits PAGEREF _Toc479693067 \h 17

XI. Sick Leave PAGEREF _Toc479693068 \h 18

XII. Professional Development Fund PAGEREF _Toc479693069 \h 19

XIII. Personal Leave PAGEREF _Toc479693070 \h 21

XIV. Teacher Observation and Evaluation PAGEREF _Toc479693071 \h 22

XV. Professional Courses PAGEREF _Toc479693072 \h 24

XVI. Deductions from Salary PAGEREF _Toc479693073 \h 26

XVII. Agency Fee PAGEREF _Toc479693074 \h 26

XVIII. Board Rights PAGEREF _Toc479693075 \h 27

XIX. Teacher Responsibilities PAGEREF _Toc479693076 \h 28

XX. Miscellaneous Provisions PAGEREF _Toc479693077 \h 29

XXI. Duration of Agreement PAGEREF _Toc479693078 \h 30

XXII. Payment for Unused Sick Leave PAGEREF _Toc479693079 \h 30

Status of Incorporation PAGEREF _Toc479693080 \h 32

Schedule A-1: 1999–2000 Salary Guide PAGEREF _Toc479693081 \h 33

Schedule A-2: 2000–2001 Salary Guide PAGEREF _Toc479693082 \h 34

Schedule A-3: 2001–2002 Salary Guide PAGEREF _Toc479693083 \h 35

Longevity PAGEREF _Toc479693084 \h 36

Schedule B: Extra Curricular Pay Guide PAGEREF _Toc479693085 \h 37

Schedule C: Extra Curricular Pay Guide PAGEREF _Toc479693086 \h 38

Schedule D: Extra Curricular Pay Guide PAGEREF _Toc479693087 \h 39

Schedule E: Extra Curricular Pay Guide PAGEREF _Toc479693088 \h 39
2

The Board hereby recognizes the Association as the executive and sole representative for collective negotiation concerning grievances and terms and conditions of employment for all professional personnel under contract, on leave, employed or hereafter employed, including:

Classroom Teachers
Guidance Counselors
Librarians
School Nurses
Speech Correctionists
Directors of Athletics
School Psychologists
School Social Workers
Learning Disability Teacher Consultants
Chapter I Teachers
Reading Specialists
Compensatory Education Teachers
District Coordinator of Technological Services
Coordinator of Staff Developmentbut excluding:
Superintendent
Principals
Vice Principals
Supervisors of Instruction
Board Secretary/Business Administrator
Directors of Student Personnel
Administrative Assistants and Secretaries
Transportation Officer
Library Technicians
Attendance Officers
Cafeteria Aides
Substitute Teachers
Custodians and Maintenance Personnel
Teacher Aides
Health and Safety Officers.

Whenever a new position is created, the Superintendent and the President of the PVREA will meet to determine the proper placement of the job, i.e. shall it be placed in the “excluded” or “included” list of Article I Section A.

Unless otherwise indicated, the term “teacher” when used hereinafter, in this agreement, shall refer to all professional employees represented by the Association in the negotiation unit as above defined.

The parties agree to enter into discussion over a successor agreement in accordance with Chapter 123, Public Law 1974, prior to October 1 of the calendar year preceding the calendar year in which this agreement expires.

The Board of Education hereby declares as a statement of policy that any employee invoking the Grievance Procedure herein set forth shall be free from any prejudicial or punitive action by reason of invoking such procedure.

Further, all documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

Grievance

A grievance is a claim by an employee or the Association based upon the application or violation of this agreement, policies, or administrative decisions involving a term or condition of employment of an employee or group of employees.

The term “Grievance” shall not apply to any matter as to which (1) a method of review is prescribed by law, or by any rule, regulation or by law of the Commissioner of Education or of the State Board of Education having the force or effect of law; or (2) in cases where the Board of Education is without authority to act; or (3) the failure or refusal of the Board of Education to offer a contract to a probationary employee.


Grievant

The grievant is the person or persons making the claim or on whose behalf the Association is making the claim.

The purpose of this procedure is to resolve disputes that arise involving the terms and conditions of employment covered by this agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

Time Limits

The number of days indicated at each level is the maximum and every effort should be made to expedite the process. The time limits specified may, however, be modified by written mutual agreement.

Limitations on Filing

A grievance shall be initiated at Level One of the procedure within thirty (30) work days of the occurrence of an event which gives rise to a grievance. Failure to act within said thirty (30) work day period shall be deemed to constitute an abandonment of the grievance.

The grievant shall first discuss it with his or her immediate supervisor (or principal if applicable) either directly, or through the Association’s designated representative within five (5) work days after the filing date of the actual grievance as outlined in Section D Paragraph 2 in an attempt to resolve the matter informally at that level.

If the grievance is not resolved informally to the satisfaction of the grievant, then the grievant shall file the grievance in writing with the building principal within five (5) work days after the supervisor’s response. The building principal shall respond in writing within five (5) work days of receipt of the grievance.

If the grievant is not satisfied with the disposition of his or her grievance at Level Two, he or she may file the grievance in writing with the Superintendent of Schools within five (5) work days of receipt of the response from the building principal. The Superintendent of Schools shall respond in writing within (5) work days of receipt of the grievance.

If the grievant is not satisfied with the disposition of his or her grievance at Level Three, he or she may, within five (5) work days after a decision by the Superintendent, file the grievance in writing with the Secretary of the Board of Education. The Board of Education shall review the grievance at its next regular meeting, and all parties who have been involved at any stage of the procedure shall have the right to be heard. The Board of Education shall render a decision in writing within thirty (30) days of the hearing.

If the grievant is not satisfied with the disposition of the grievance at Level Four, he or she may, within five (5) work days after the decision by the Board of Education, request in writing that the Association submit the grievance to binding arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to binding arbitration within five (5) work days after receipt of a request by the grievant.

Within ten (10) work days after such written notice of submission to binding arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the Public Employment Relations Commission by either party. The parties shall then be bound by the rules and procedures of the Public Employment Relations Commission.

The arbitrator shall be limited to the issues submitted to him or her and shall not add to, subtract from, or modify the terms of the agreement. The only grievances which may be arbitrated are those alleging that there has been a violation of the express, written terms of the locally negotiated agreement. The arbitrator shall not have authority to rule on grievances which concern the interpretation, application or alleged violation of the Board policies and administrative decisions affecting terms and conditions of employment, or of statutes and regulations setting terms and conditions of employment.

Arbitration meetings will be held at times other than the regular school day.

Each party shall pay its own costs for arbitration preparation. The parties shall share equally the fee and expenses of the arbitrator and arbitration proceedings.

At any state of the grievance procedure, the aggrieved employee shall have the right to summon and have present witnesses on his or her behalf. The aggrieved employee shall have the right to be represented by counsel and to have speak on his or her behalf a representative of the Association. The right to participate in cross examination and/or argument on behalf of the aggrieved employee shall be limited to one person.

Nothing contained herein this procedure shall be deemed to require any employee to become a member of any organization, and any employee shall be entitled to a hearing under this procedure whether a member of any organization or not.

If in the judgment of the Representative Council of the Association, a grievance uniquely affects a group of teachers covered by this agreement, the Association may submit such grievance in writing directly to the Superintendent of Schools. If the Superintendent agrees that the grievance is such as to warrant direct consideration by him or her, then the processing of such grievances shall commence at this level. This procedure is not intended to apply to common grievances that could be resolved by immediate superiors or principals, but to unique grievances over which immediate superiors or principals have no control.

Pursuant to Chapter 123, Public Laws of 1974, the Board hereby agrees that every employee of the Board shall have and shall be protected in the exercise of, the right, freely and without fear of penalty or reprisal, to form, join, and assist any employee organization or to refrain from any such activity.

As a duly elected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by Chapter 123, Public Laws 1974 or other laws of New Jersey or the Constitutions of New Jersey and the United States; that it shall not discriminate against any teacher with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association and its affiliates, participation in any activities of the Association and its affiliates, collective negotiations with the Board, or institution of any grievance, complaint or proceeding under this agreement or otherwise with respect to any terms or conditions of employment.

Whenever any teacher is required to appear before the Superintendent or a designee, Board, or any committee, member, representative or agent thereof concerning any matter which could adversely affect the continuation of that teacher in office, position or employment, or the salary or any increments pertaining thereto, then the teacher shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise and represent the teacher during such meeting or interview.

Evaluation of students shall be per Board Policy No. 5121 adopted August 5, 1986. This provision shall be grievable to Board level only.

Any criticism by a supervisor, administrator, or Board Member of a teacher and the teacher’s instructional methodology shall be made in confidence and not in the presence of students, parents, or other public gatherings. Nothing contained herein shall be deemed to prevent the Board from carrying out its duties, responsibilities, and obligations from acting publicly or disciplinary actions against teachers, which actions may possibly result from criticism of the teachers.

In the event of complaints, the appropriate administrator shall make a determination as to whether to make an investigation. If the administrator decides to conduct an investigation, the teacher shall be notified in writing of that determination, and of the allegations being investigated, and of the name(s) of the complainant(s). The teacher shall have the right to representation by the Association for the duration of the investigation. If a written report results from the investigation, the teacher shall have the right to reply in writing and to have this reply appended to the report. The complaint shall not appear in any evaluation nor shall it influence an evaluation unless the investigation substantiates the complaint.

The provisions of the above paragraph are intended to apply to those cases where a complaint may be used in connection with evaluating a teacher, but shall not be deemed applicable with reference to any complaints that may result in the determination by the Board to forward charges which may be made against a teacher to the Commissioner of Education for processing in accordance with the Tenure Hearing Act set forth in the provision of Title 18A.

No material derogatory to a teacher’s conduct, service, character, or personality shall be placed in the teacher’s personnel file unless said teacher has had an opportunity to review the material, except such material as may have been received in connection with the application for employment of the teacher. The teacher shall acknowledge that there has been the opportunity to review such material by signing the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents or assents to its inclusion in the teacher’s personnel file. The teacher shall have the right to append a written reply to such material.

The Board shall not establish any separate personnel file unless it is available for the teacher’s inspection, with the exception of personal references solicited by the Board at the time of employment.


This provision shall not limit the Board’s right to establish personnel files as may be required in the operation of the school system, with the understanding that such files will be available for the teacher’s inspection.

Teachers shall have the right, upon request to review the contents of these personnel files in the presence of a person authorized by the Board. After an initial review of personnel files, a teacher may request a second review of the files accompanied by a representative of the Association, in the presence of the Superintendent or his or her designee.

The Board and the Association agree that there shall be no discrimination in the policies and practices of the District. Said policy of non-discrimination shall be in accordance with Title VI and Title IX and any other applicable State or Federal Legislation.

A full-time tenured teacher in the District shall be entitled to enroll dependent children in either high school at no tuition, provided that the children shall not compete in interscholastic activities unless meeting eligibility requirements met by other students.

Teachers are prohibited from smoking in school buildings and on school property, including but not limited to, in his or her own personal vehicle in designated areas for teacher parking.

The Board agrees to make available to the Association all public information concerning the school district.

Whenever any representative of the Association or any teacher is mutually scheduled by the parties to participate during the working hours in negotiations, grievance proceedings, conferences, or meetings, said representative shall suffer no loss in pay.

Whenever the presence of a single teacher representative is required by counsel for the Association in connection with a court appearance involving PVREA-Pascack Valley Regional High School District matters where no testimony is to be taken, that representative shall suffer no loss in pay.

Whenever the Association desires to use school buildings for meetings, it shall request permission for such use. The Principal shall grant the permission, provided that the use by the Association does not conflict with any other scheduled activities and provided, further, that in connection with said use, no additional costs are incurred by the Board.

The Association shall have the right to use school facilities and equipment at reasonable times, when such equipment is not otherwise in use. The Association shall furnish all materials and supplies in connection with said use and pay for any damages and repairs to the facilities and equipment occasioned by such use.

Bulletin board space shall be provided in the main teacher’s room and in each faculty cafeteria in each building for the posting of the Association notices.

No approval shall be required for the posting of said notices.

Prior to posting, copies of all materials to be posted on such bulletin boards shall be given to the building principal, but no approval shall be required for their posting.

Nothing contained herein, however, shall be deemed to relieve the Association and any teacher of the consequences of any improper postings on said bulletin boards.

Upon oral notice first being given to the building principal and without approval of the contents by the principal, the Association shall have the right to use the school mailboxes reasonably. Nothing contained herein, however, shall be deemed to relieve the Association, or any teacher, of the consequences of any improper use of mailboxes. Notice shall consist of oral notice to the building principal or if the building principal is not available in the office, through written notice consisting of a copy of the communication delivered to the principal’s secretary or assistant principal.

The PVREA President will be provided an office with a telephone.

Ten (10) Month Personnel

The in-school work year for teachers employed on a ten month basis (other than new personnel who may be required to attend one (1) additional day of orientation) shall not exceed one hundred eighty-five (185) days. Whenever, any member of the bargaining unit is required to complete any work which is customary and which should have been reasonably anticipated to be completed prior to the close of the school year, the member shall complete such work even if the fact that the completion of said work shall require the member to remain beyond the aforementioned 185 day period.

Eleven (11) Month Personnel

The in school work year of teachers employed on an eleven month basis shall not exceed two hundred five (205) days. Whenever any member of the bargaining unit is required to complete any work which is customary and which should have been reasonably anticipated to be completed prior to the close of the school year, the member shall complete such work even if the completion of said work shall require the member to remain beyond the aforementioned 205 day period.

The school calendar shall be approved by the Board at a regularly scheduled meeting. Prior to this meeting, the Association will discuss with the Board, through the Superintendent of Schools, any date or dates that it feels should be considered in the school calendar. This meeting between the Superintendent of Schools and the representative of the Association shall take place before December 1.

The final determination of the calendar is a Board prerogative and nothing contained herein shall prevent the Board from adopting this calendar.

Check-in Procedure

As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to “clock in or clock out” by hours and minutes, except during the course of the school day. Teachers shall indicate their presence for duty by placing a check mark in the appropriate column of the faculty “sign-in” roster.

Length of the Day

The total in-school work day shall consist of not more than seven (7) hours and one (1) minute which shall include a duty-free lunch period and at least one (1) planning period.

Arrival and Dismissal time

Teachers shall be required to report for duty five (5) minutes before the opening of the school day, and shall be permitted to leave five (5) minutes after the close of the pupils’ day. In accordance with school policy, teachers shall be required to remain to give extra help on the appropriate assigned days. It is the responsibility of all teachers to be present in their assigned classes and duties at the appointed times.

Meetings

Teachers shall attend regularly scheduled faculty and departmental meetings, serve on curriculum and other professional committees for the welfare of the District and the profession. Such committee assignments shall be distributed as equitably as possible among all by the administration, who will, in turn, take into consideration each teacher’s regular teaching load, abilities, and interests. Special meetings may be called on at least twenty-four (24) hours notice; however, in emergency situations this requirement shall be waived. The notice of an agenda for any faculty meeting shall be given to the teachers at least twenty-four (24) hours prior to the meeting, except in an emergency.

Teachers shall be required to remain one (1) hour after the close of the pupils’ day one (1) day per month to work on curriculum.

Normal Load

A teacher whose teaching duties require daily preparation for teaching, and involve such items as checking homework, marking papers, etc. shall not be required to teach more than five (5) classes per day, except as herein otherwise provided.

A teacher shall take charge of a homeroom or perform equivalent services which shall be assigned by the administration.

A teacher shall be required to supervise one study hall period per day or perform equivalent services of professional or non-professional nature which shall be assigned by the administration. Whenever possible, non-professional duties will be rotated during the school year.

Teachers assigned to both schools on a daily basis shall not be assigned a supervisory period.

The Association President shall not be assigned a supervisory period or a homeroom.

Interdisciplinary pilots of the 1996–1997 school year will be reviewed at the end of the school year and will not be precedent-setting in terms of teaching load. The review committee members will consist of the contract language subcommittee and teachers of the collaborative classes.

In the event of the implementation of flexible scheduling, teachers may volunteer for a flex-time schedule. If a teacher is on a flex-time schedule, his or her workday may begin up to 45 minutes before the start of the normal school day or conclude up to 45 minutes after the end of the normal school day. In no case would a teacher’s workday exceed the length of day set forth in Article VII, Section A.2.


Exceptions

Under extraordinary circumstances and after a thorough investigation of all viable alternatives by the teacher, and administration, a teacher may be required to teach a sixth period per day. Teachers assigned to a sixth period per day will not be required to perform the duties listed in B.1.c. above.

Mentoring

A teacher serving as a mentor and a provisionally certified teacher shall not be assigned a supervisory period. The extra release time shall be scheduled for the mentor and the provisionally certified teacher assigned to him or her at the same time.

The mentor shall provide regular assistance to the provisional teacher through classroom visits and individual conferences during his or her regularly scheduled preparation period. The mentor’s preparation period shall instead be taken during the regularly scheduled extra release time during the day in question.

A teacher serving as a mentor shall be paid by the provisionally certified teacher in accordance with state guidelines.

All vacancies for mentoring positions shall be posted as early as the district is aware of its needs. The posting shall include the qualifications for the position. No employee shall be assigned to serve as a mentor if there are qualified volunteers available. If an employee is involuntarily assigned to a mentoring position, he or she shall not be involuntarily assigned again until all other qualified employees have been assigned.

The Board of Education shall provide training for all teachers who serve as mentors before the start of their assignment. The district shall pay the tuition connected with the training approved by the Board including travel to any out-of-district training site.

There shall be a committee of two administrators or supervisors designated by the Superintendent and two teachers appointed by the Association president. The committee shall review the state requirements concerning certification and support services for provisional teachers and make recommendations to the Board regarding those aspects which do not have an impact on terms and conditions of employment.

The salary of each teacher covered by this agreement is set forth in Schedules A1 through A3 which are attached hereto and made a part hereof.

The salary of each Athletic Director is greater than that of a teacher with the equivalent education level and credited years of service according to the following schedule: 9.5% greater for the first year in the position, 10% greater for the second year and 10.4% greater for subsequent years.

The stipend for certain extra-curricular activities covered by this agreement is set forth in Schedules B and C which are attached hereto and made a part thereof.

The stipend for each of these positions is set forth in Schedules D and E.

When the members of the professional staff are assigned to cover teaching situations which would ordinarily require a substitute, such teachers shall be recompensed at the rate of $15 per period commencing with the first class covered. Effective July 1, 2000 the rate shall be $20 per period.

When teachers covered by this agreement are employed on an eleven (11) month basis, they shall receive one-tenth (1/10) of their previous year’s annual base pay as compensation for the additional month of employment.

When a teacher qualifies for mileage compensation, the teacher shall be compensated at the rate of $0.26 per mile. Effective July 1, 2000 the rate shall be $0.28 per mile.

Each teacher employed on a ten (10) month basis shall be paid in twenty (20) semi-monthly installments.

Each teacher employed on an eleven (11) month basis shall be paid in twenty-four (24) semi-monthly installments.

Exceptions


When a pay day falls on or during a school holiday, vacation, or weekend, teachers shall receive their paychecks on the last previous working day.

The first paycheck in September shall be paid on September 10.


Employees may elect to have their pay deposited electronically into the Paragon Federal Credit Union. Selection of this option must be made prior to September 1; this option may be canceled at any time.

The granting of any salary increment and/or adjustment as set forth in the salary schedule shall not be deemed to be automatic.

The Superintendent shall have the responsibility to recommend to the Board, the withholding of any salary increment and/or adjustment for inefficiency or other good cause.

Whenever the withholding of an increment and/or adjustment is proposed, the individual concerned shall be given written reasons for such proposed withholding and said individual shall have the right to appeal in accordance with the provisions of the Grievance Procedure applicable in such matters.

In cases involving the withholding of increments pursuant to the provision of R.S. 18A 29-14, an individual affected by such action shall have the right to invoke the Grievance Procedure through the hearing before the Board. From the final determination by the Board, the method of review shall be that set forth in R.S. 18A 29-14.

Whenever an increment has been withheld, the Board shall have the right, at its discretion, to restore the teacher to the appropriate place on the guide in any succeeding year.

As of the beginning of 1976-77 school year, the Board shall provide the health-care insurance protection through New Jersey State Health Benefits Program. The Board shall pay the full premium for each teacher and for the teacher’s family.

Provisions of Coverage


Provisions of the health care insurance program shall consist of Blue Cross, Blue Shield and Major Medical, or their equivalent.

The Board shall pay the full premium for each teacher and the teacher’s family the Dental insurance contracted with the New Jersey Dental Service Plan.


Carriers

After consultation with the Association, the Board has the right to choose an insurance carrier, provided that the benefits and coverage are at least equivalent to the benefits and coverage which presently exist.

Complete Annual Coverage

For each teacher who remains in the employ of the Board for the full school year, the Board shall make payment of Health Care insurance premiums to provide insurance coverage for the full twelve (12) month period commencing September 1 and ending August 31. When necessary, payment of premiums in behalf of the teacher shall be made retroactively or prospectively to assure uninterrupted participation and coverage.

In the event that a teacher should decide to waive employee only coverage or dependent coverage if he or she is otherwise eligible for such coverage, then the teacher shall receive 50 percent (50%) of the premium for the coverage waived, provided a cafeteria plan is developed which satisfies the requirements of the IRS.

Whenever material is made available by the carriers describing the provisions of the policies and such material is made available to the Board, the Board shall, in turn, distribute said materials to the teachers.

Any ten (10) month teacher of the school district shall be eligible for ten (10) sick leave days during the teacher’s contract period. Any eleven (11) month teacher in the school district shall be eligible for eleven (11) sick leave days during the teacher’s contract period. Any teacher who has been employed continuously for a period of ten years shall be eligible for twelve sick leave days per contract year. If one or two of these twelve sick leave days are not used in a given contract year, then the day(s) shall be accumulated in a separate unused sick leave bank. This separate unused sick leave bank may be utilized after the unused sick leave accumulated in accordance with Section C of this Article has been exhausted. The days accumulated in the separated unused sick leave bank shall not be eligible for Payment for Unused Sick Leave in accordance with Article XXII of this agreement.

Sick leave is hereby defined to mean the absence from his or her post of duty, of any person because of personal disability due to illness or injury, or because he or she has been excluded from school by the District’s medical authorities on account of contagious disease or of being quarantined for such a disease in his or her immediate household.

When a teacher uses less than the allotted number of sick leave days during a contract period, the number of such unused days is cumulative, beginning from the date of the teacher’s initial employment in the district. Such cumulative days shall be credited as additional days beyond the regular allotted days for any one year. Cumulative days are not transferable when a teacher enters the employment of the school district.

A statement listing the total amount of cumulative unused sick leave credited is to be submitted to each teacher at the beginning of each school year by the Board Secretary.

If a teacher who forfeits or discontinues a contract for any reason, has expended the sick leave and taken additional sick leave before the contract is forfeited, the Board may deduct from the teacher’s terminal paycheck reimbursement for the days missed in excess of allowable sick leave.

Whenever a teacher is granted sick leave, with pay, by the Board, the basic health insurance coverage shall be paid by the Board. Such payment shall be made during the period of such sick leave for a maximum of twelve (12) months. If the teacher is granted sick leave, without pay, the teacher may continue coverage under the health benefit program at Board expense for a maximum of three (3) months. At the expiration of the three month period, coverage may continue if the teacher elects to pay the required premiums directly to the carrier at non-group rates.

When a teacher’s absence exceeds the annual and accumulated sick leave, the Board may pay any teacher each day’s salary less the pay of a substitute, for a reasonable length of time, as may be determined in each individual case by the Board and the Superintendent.

The Superintendent and the Association will, by mutual agreement, establish detailed procedures for receiving, evaluating and making recommendations relative to all project proposals. The Board shall approve or disapprove all recommended proposals submitted to it, but shall be committed to the expenditure of the total amount allocated for the fund if there are adequate, acceptable proposals.

The following general guidelines are to be incorporated into the document of procedures:

1. Specific deadlines for receiving and acting upon proposals shall be clearly established.
2. The P.D.F. Committee established to receive, evaluate, and make recommendations concerning projects shall be broadly representative of the entire professional staff.
3. All projects must have as their primary purpose the improvement of curriculum and instruction.
4. No single project proposal shall receive funding in excess of 15 percent of the total monies provided in the Professional Development Fund, except by mutual agreement of the P.D.F. Committee and the Board.
5. Project expenditure may include compensation for services rendered by members of the teaching staff, secretaries and clerks, and consultants, purchase of materials and travel expenses.
6. In the event that P.D.F. funds are not expended in any fiscal year, it is the intent of the Board and the Association that such funds shall be incorporated into the P.D.F. for the next fiscal year.
7. Should funds remain in the P.D.F. account from two years prior to the current academic year, the Superintendent, with the approval of the P.V.R.E.A. President and Representative Council, shall determine how such funds might be used in the best interest of the District.
8. Expenditures under the P.D.F. shall not be considered a substitute for monies regularly budgeted by the Board for in service projects, workshops, or professional travel unconnected with an approved P.D.F. project.

Personal leave is a privilege which allows teachers to be absent for important reasons. The Board expects this privilege to be used in a responsible manner.

Five (5) days personal leave shall be allowed with pay for each ten month teacher per year. Six (6) days leave shall be allowed for each eleven month teacher per year. Prior approval should be obtained whenever possible, at least 24 hours before the leave is to occur, in writing, on the appropriate form. Application should be made through the line of communication to the Superintendent.

This policy shall cover all absences not chargeable to sick leave, professional leave or bereavement leave. These reasons include absences for

death,

illness in the immediate family,

presentation of a degree,

religious holidays,

court appearances,

any emergency situation,

personal business that is not related to employment outside the district except in an emergency or does not result in financial remuneration, either of which cannot be handled outside of school hours and by any other member of the family.

Requests for personal leave which serve only to extend a weekend, holiday or vacation shall be denied.

When a teacher is absent for less than half the normal working day, it will be considered one half-day of personal leave. More than one-half day’s absence will be considered a full day of personal leave.

No unused days shall be cumulative for use in another year.

Every absence must be reported in writing on the Employee’s Absence Form on returning to work.

Teachers shall be entitled to up to four days at any one time in the event of bereavement. If at the end of the contract period either the Board or the Association is dissatisfied, the bereavement policy will revert to the 1993–1996 contract language.

Observation and evaluation of the work performance of a teacher shall be conducted openly and with the full knowledge of the teacher. Such on-the-job evaluation shall include only school related activities and responsibilities.

Information regarding the performance of a teacher obtained by an administrator as the result of an on-the-job observation by another administrator may be included in an annual evaluation. However, such observations must be communicated to the teacher in writing. The teacher shall have the right to dissent with any or all parts of the evaluation and to have this written dissent appended to the report.

The Administration shall have the right to determine when the evaluation shall be made. In selecting the time for evaluations, supervisors shall consider all relevant factors which should be taken into consideration and shall avoid making evaluations at those times when, in the opinion of the evaluator, a fair evaluation may not be made. Supervisors shall make all evaluations as comprehensive as possible keeping with conditions then in existence.

Non-tenure teachers shall be observed by their immediate superiors (e.g., Supervisors of Instruction and/or Principal/Vice Principal) at least three (3) times each year. Tenure teachers shall be observed at least one (1) time each year. Each one of the minimum required observations shall be one class period in duration. The teachers shall be furnished with a copy of any classroom observation report within two (2) school days of the observation. A conference between the teacher and the observer for the purpose of identifying any deficiencies, extending assistance for their correction and improving instruction shall be held within three (3) school days of the observation. Additional observations and help are recommended for teachers experiencing difficulty. When possible, two or more persons should observe teachers independently. Where both teacher and observer agree that there has been an oversight, or a mistake in fact, in connection with any observation report, said observation report shall be rewritten to reflect the facts.

When the principal is not the observer, no observation report shall be submitted to him or her or any supervisor while such conference as outlined in B.1 above is pending. The teacher shall have the right to dissent with any or all parts of the observation report and to have his or her written dissent appended to the report at the time of submission to the principal or other supervisor.

All teachers shall be required to sign completed observation forms. The signing of such forms does not signify approval by the teacher. Where teacher and supervisor agree that there has been an oversight, or a mistake in fact in connection with any observation, said observation shall be rewritten to reflect the facts.

Prior to the submission of annual evaluations, the administrator or supervisor writing the evaluations shall hold a conference with each teacher. Where both teacher and evaluator agree that there has been an oversight, or a mistake in fact in connection with any evaluation, said evaluation shall be rewritten to reflect the facts before submission. If the teacher objects to, or disagrees with statements in his or her evaluation he or she shall be allowed five (5) school days to append a written reply to the evaluation. The evaluation shall not be forwarded without this reply. If the teacher does not reply within the allotted time, the evaluation shall be forwarded to the Principal/Superintendent on the sixth school day.

All teachers shall be required to sign completed evaluation forms. The signing of such forms does not signify approval by the teacher. Where teacher and evaluator agree that there has been an oversight, or a mistake in fact in connection with any evaluation, said evaluation shall be rewritten to reflect the facts.

Annual evaluation reports shall be in addition to the classroom observation reports.

Eligibility

The teacher shall have been a full time member of the professional staff for a full school year prior to enrollment in the course.

To be approved it must meet the following requirements:

The value and suitability of the courses shall have had approval of the Superintendent prior to enrollment by each individual.

Unlimited credits will be allowed for courses within a teacher’s subject matter or in instructional strategies.

Up to ten credits will be allowed for courses outside the teacher’s area of specialization. Up to three credits will be allowed for affective (personal) courses.

All courses must be taken in residence at an approved or accredited college or be part of the district’s staff development program. Attendance at classes is required. Approval of independent study, research, dissertation, thesis credits and correspondence courses will be considered on an individual basis by the Superintendent.


All applications are to be submitted to the Superintendent of Schools for approval by the dates announced by the Superintendent of Schools to the staff for courses to be taken during the Fall, Spring or Summer semester. In the event that evidence is presented that college catalogues were not available by the dates announced yearly by the Superintendent, the Superintendent has the prerogative of extending the announced date for submission of application on an individual basis.

Proof of successful completion of the course shall be furnished to the Superintendent and endorsed by him or her before payment is made.

A teacher who does not return from the summer session will not be reimbursed.

Teachers not returning to their positions for the school year following that in which an approved course of study was taken will be required to reimburse the Board for such payment and will sign an agreement to that effect at the time of the application. Teacher reimbursement will be on or about June 30 of that school year providing they are still members of the school district.

For the term of this contract, this subsidy shall be one hundred percent (100%) of the tuition and laboratory fees. This one hundred percent (100%) is not to exceed $1000 to any one teacher in a school year. Payment shall be made upon furnishing proof of successful completion of the course, and the total payment by the Board of Education will not exceed $20,000 per year. Effective July 1, 2000 the maximum amount payable to one teacher in a school year shall not exceed $1200, and the total payment by the Board will not exceed $24,000.

Reimbursement for courses outside a teacher’s area of specialty will be made from monies remaining after subsidies have been paid for courses within a teacher’s area of specialty.

The Board agrees to pay the full cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions, or other such sessions which a teacher is required by the Board to take.

Deductions from salary of members of the negotiating unit for dues for the Pascack Valley Regional Education Association, The New Jersey Education Association or the National Education Association shall be made in accordance with the laws of the State of New Jersey (Chapter 310, PL. 1967)

Whenever the Association desires to participate in an annuity program in accordance with the provisions of R.S. 18A:66-127, the Board shall participate on behalf of the employees in said program provided, however, that there shall be no more than three plans covering such annuity programs. These plans shall be agreed upon mutually between parties.

If a teacher 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 to offset the costs of services rendered by the Association as majority representative.

The representation fee in lieu of dues shall be in an amount equivalent to the regular membership dues, initiation fees and assessments charged by the majority representative to its own members less the cost of benefits financed through the dues, fees and assessments and available to or benefiting only its members, but in no event shall such fee exceed 85% of the regular membership dues, fees and assessments.

The Board agrees to deduct from the salary of any teacher who is not a member of the Association for the current membership year the full amount of the representation fee set forth in Section B above and promptly will transmit the amount so deducted to the Association.

The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each teacher during the remainder of the membership year in question. The deductions will begin thirty (30) days after the teacher begins his or her employment in a bargaining unit position.

If a teacher who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said teacher during the membership year in question and promptly forward same to the Association.

Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

The Association shall save the Board harmless from any claim raised against it by an employee as a result of fulfilling its obligation under this article.

1. To direct employees of the school district;
2. To hire, promote, transfer, assign and retain employees in positions in the school district, and to suspend, to demote, discharge, or take other disciplinary action against employees (subject, however, to the provisions of the applicable statutes and rules and regulations of the State Board of Education in such cases made and provided) and all applicable laws and decisions of any New Jersey State or applicable Federal agency regarding these matters;
3. To maintain the efficiency of the school district operations entrusted to them.
4. To determine the methods, means, and personnel by which such operations are to be conducted, subject to all applicable laws and decisions of any State or applicable Federal Agency; and
5. To take whatever other actions may be necessary to carry out the matters of the school district; and to carry out without limitation, all the powers, rights, authority, duties and responsibilities conferred upon and vested in it, by the Constitutions of the State of New Jersey and of the United States and the laws of the State of New Jersey and of the United States, as the same have been interpreted either by administrative decisions or by appropriate courts of competent jurisdiction.

1. The instruction, guidance, discipline, and supervision of students assigned to their classes.
2. Evaluation of the progress of students under their direction.
3. The maintenance of such records and reports as they may be required to keep under the provisions of State law or as required by their superiors.
4. Attendance at staff meetings, called by their superiors according to Article VII.
5. Complying with all applicable rules, regulations and policies of the Board, except as where otherwise provided by this agreement.
6. Where called upon by their superior to plan, guide, direct, evaluate, and supervise extra-curricular activities within the sphere of their competence, scheduled as per past practices. Volunteers shall first be sought.
7. Recommending to the Guidance Department such pupils as in the opinion of the teachers require assistance from the Guidance Department.
8. Any question or criticism of a supervisor or administrator by a teacher shall be made in private and not in the presence of students, parents, or other public gatherings.
9. Meeting with students for extra help as provided elsewhere in this agreement.

If any provision of the agreement or any application of the agreement or any application of this agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

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

The Association and the Board shall share equally in the costs of preparing, printing, and reproducing this agreement.

Whenever any notice is required to be given by either of the parties to this agreement to the other, pursuant to the provision(s) of this agreement, either party shall do so by telegram or registered letter at the following addresses:

1. If by Association, to Board at:


46 Akers Avenue
Montvale, New Jersey 07645

2. If by Board, to Association at:

Pascack Hills High School
Grand Avenue
Montvale, New Jersey 07645

Should any difficulties arise in implementation of this agreement, either party may request a meeting to clarify the disputed section(s).

This agreement represents and incorporates the complete and final understanding of the parties on all matters which were or could have been the subject of negotiations. During the term of this agreement, neither party shall be required to negotiate with respect to any such matter.

The failure of either party to exercise any right it may have under this agreement shall not constitute a waiver of that right.

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.

1. A teacher must notify the Board of Education of intention to retire at least 6 full months prior to June 30 and shall retire at the end of the school year (June 30).
2. Qualifying days are all sick days accumulated within the district in excess of 25 days.
3. The Board of Education will pay $75 for each qualifying day.
4. The total amount paid to any one teacher shall not exceed $15,000.

Years Completed	Salary
16–18	300	Credited Service
19–21	600	Credited Service
22–24	900	Credited Service
25–27	1200	Credited Service
28–30	1500	Credited Service
30+	1800	District Service

Schedule B: Extra Curricular Pay Guide

	1999–2000		2000–2001		2001–2002
Head Coaches	1	2	3		123123
Football	7005	7310	7630		725075707895750578358170
Wrestling	5875	6180	6490		608063956715629066206950
Basketball	5875	6180	6490		608063956715629066206950
Baseball	5140	5455	5760		532056455960550558456170
Softball	5140	5455	5760		532056455960550558456170
Spring Track	5140	5455	5760		532056455960550558456170
Soccer	5140	5455	5760		532056455960550558456170
Volleyball	4740	5045	5350		490552205540508054055730
Cross Country	4020	4305	4625		416044554790430546104955
Tennis	4020	4305	4625		416044554790430546104955
Indoor Track	4020	4305	4625		416044554790430546104955
Golf	4020	4305	4625		416044554790430546104955
Gymnastics	4020	4305	4625		416044554790430546104955
Bowling	4020	4305	4625		416044554790430546104955
Cheerleading	3095	3290	3495		320534053615331535253740
Dance Team	3095	3290	3495		320534053615331535253740
	1999–2000		2000–2001		2001–2002
Assistant Coaches	1	2	3		123123
Football	4440	4735	5040		459549005215475550705400
Wrestling	4045	4335	4640		419044904805433546454975
Basketball	4045	4335	4640		419044904805433546454975
Baseball	3755	4045	4345		389041904500402543354655
Softball	3755	4045	4345		389041904500402543354655
Track	3755	4045	4345		389041904500402543354655
Soccer	3755	4045	4345		389041904500402543354655
Volleyball	3155	3455	3755		326535803890338037054025

A coach within the district who transfers to a new or different sport or who takes on an additional assignment during a different season, shall receive credit for all prior coaching experience.

A coach from another school who comes to this district as a head or assistant coach will be given prior coaching credit provided it is in the same or equivalent sport.

The following sports are equivalent: Baseball and Softball, Cross-Country, Winter and Spring Track.Schedule C: Extra Curricular Pay Guide

	1999–2000		2000–2001		2001–2002
Positions at Each School	1	2	3		123123
Band Director	5065	5265	5455		524554455645542556405845
Yearbook Advisor	3960	4240	4525		409543854680424045404845
Yearbook Business Manager	3960	4240	4525		409543854680424045404845
Debating Team Advisor	3730	3930	4135		386040654280399542104430
Musical Director	3730	3930	4135		386040654280399542104430
Drama Director	3730	3930	4135		386040654280399542104430
Student Government Advisor	3730	3930	4135		386040654280399542104430
Senior Class Advisor (2)	2895	3095	3300		299532053415310033153535
Newspaper Advisor	2895	3095	3300		299532053415310033153535
Peer Program Coordinator	2895	3095	3300		299532053415310033153535
Advisorship Coordinator	2895	3095	3300		299532053415310033153535
Auditorium Advisor	2560	2700	2820		265027952920274528953020
Band Front Advisor	2265	2480	2680		234525652775243026552870
Literary Magazine Advisor	2060	2255	2455		213023352540220524152630
Assistant Band Director	2060	2255	2455		213023352540220524152630
Assistant Band Front Advisor	2060	2255	2455		213023352540220524152630
Jazz Band Advisor	1830	2040	2230		189521102310196021852390
Set Construction Advisor	1830	2040	2230		189521102310196021852390
Set Design and Decoration	1830	2040	2230		189521102310196021852390
Musical Costume Advisor	1830	2040	2230		189521102310196021852390
Musical Choreographer	1830	2040	2230		189521102310196021852390
Musical Orchestra Director	1830	2040	2230		189521102310196021852390
Junior Class Advisor	1710	1710	1710		177017701770183018301830
Sophomore Class Advisor	1495	1495	1495		155015501550160016001600
Freshman Class Advisor	1300	1300	1300		134513451345139013901390
Public Relations Coordinator	760	865	970		78589510008159251035
Advisors of other Approved Clubs and Activities	760	865	970		78589510008159251035
Chaperones (per event)	52	52	52		545454555555

An activity advisor from another school who comes to this district as an advisor shall be given prior advising credit provided it is in the same or equivalent activity.Schedule D: Extra Curricular Pay Guide

	1999–2000		2000–2001		2001–2002
	1	2	3		123123
District Coordinator of Technological Services	2560	2700	2820		265027952920274528953020

Schedule E: Extra Curricular Pay Guide

	1999–2000		2000–2001		2001–2002
Intramurals	17.75 per period		18.50 per period		19.25 per period