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TABLE  OF CONTENTS
PAGE

I. PROVISIONS APPLICABLE TO ALL EMPLOYEES IN THE
BARGAINING UNIT 1

PREAMBLE  1

ARTICLE 1
RECOGNITION  2

ARTICLE 2
NEGOTIATION PROCEDURE  4

ARTICLE 3
GRIEVANCE PROCEDURE  6

ARTICLE 4
ASSOCIATION RIGHTS AND PRIVILEGES 17

ARTICLE 5
JOB POSTING 21

ARTICLE 6
INVOLUNTARY TRANSFERS AND REASSIGNMENTS 22

ARTICLE 7
PROMOTIONS 23

ARTICLE 8
EMPLOYEE-ADMINISTRATION LIAISON 24

ARTICLE 9
SALARIES 25

ARTICLE 10
DEDUCTION FROM SALARY 27

ARTICLE 11
INSURANCE PROTECTION 29


ARTICLE 12
MISCELLANEOUS PROVISIONS 32

ARTICLE 13
DURATION OF AGREEMENT 34

ARTICLE 14
NO STRIKE, NO SANCTIONS 35

II. PROVISIONS APPLICABLE TO TEACHERS ONLY 36

ARTICLE 15
TEACHER RIGHTS 36

ARTICLE 16
TEACHING HOURS AND TEACHING LOAD 38

ARTICLE 17
TEACHER ASSIGNMENT 40

ARTICLE 18
TEACHER ASSESSMENT AND INSTRUCTIONAL IMPROVEMENTS 41

ARTICLE 19
TEACHER FACILITIES 45

ARTICLE 20
ACCUMULATED SICK DAYS UPON RETIREMENT 47

ARTICLE 21
NON-TEACHING DUTIES 50

ARTICLE 22
SUBSTITUTES 51

ARTICLE 23
SICK LEAVE 52

ARTICLE 24
TEMPORARY LEAVE OF ABSENCE -
NON-CUMULATIVE 53

ARTICLE 25
EXTENDED LEAVES OF ABSENCE - TENURED TEACHERS 57


ARTICLE 26
PROTECTION OF TEACHERS,
STUDENTS AND PROPERTY 61

ARTICLE 27
SABBATICAL LEAVE 63

ARTICLE 28
WITHHOLDING OF INCREMENTS 64

ARTICLE 29
TEACHER EMPLOYMENT AND RE-EMPLOYMENT 66

ARTICLE 30
MISCELLANEOUS TEACHER COMPENSATION 67

ARTICLE 31
EDUCATIONAL IMPROVEMENT 70

ARTICLE 32
IN-SCHOOL WORK YEAR 74

ARTICLE 33
MANAGEMENT PREROGATIVE AND MAINTENANCE OF
CONDITIONS PERTAINING TO TEACHERS 75

III. PROVISIONS APPLICABLE TO SECRETARIES ONLY 76

ARTICLE 34
SECRETARIES’ WORK SCHEDULES 76

ARTICLE 35
SECRETARIES’ PAID VACATIONS 79

ARTICLE 36
SECRETARIES’ HOLIDAYS 80

ARTICLE 37
SECRETARIES’ SICK LEAVE 82

ARTICLE 38
SECRETARIES’ TEMPORARY LEAVES OF ABSENCE 84

ARTICLE 39
SECRETARIES’ SENIORITY 86

ARTICLE 40
SECRETARIES’ RIGHTS 87

ARTICLE 41
SECRETARIES’ COURSE REIMBURSEMENT 88

IV. PROVISIONS APPLICABLE TO CUSTODIANS ONLY 89

ARTICLE 42
CUSTODIANS’ HOLIDAYS 89

ARTICLE 43
CUSTODIANS’ VACATIONS 90

ARTICLE 44
CUSTODIANS’ OVERTIME 91

ARTICLE 45
CUSTODIANS’ CLOTHING ALLOWANCE 92

ARTICLE 46
CUSTODIANS’ STIPENDS 93

ARTICLE 47
CUSTODIANS’ PAYMENT FOR UNUSED SICK LEAVE 94

ARTICLE 48
CUSTODIANS’ RIGHTS 95

ARTICLE 49
CUSTODIANS’ COURSE REIMBURSEMENT 96

ARTICLE 50
CUSTODIANS’ DISABILITY INSURANCE 97

V. SALARY SCHEDULES 98

SCHEDULE A
TEACHERS’ SALARIES 2002/03 98

SCHEDULE B
TEACHERS’ SALARIES 2003/04 100

SCHEDULE C
TEACHERS’ SALARIES 2004/05 102

SCHEDULE D
SECRETARIES’ SALARIES 2002/03-2004/05 104

SCHEDULE E

CUSTODIANS’ SALARIES 2002/03-2004/05 106

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I. PROVISIONS APPLICABLE TO ALL EMPLOYEES IN THE BARGAINING UNIT This Agreement is divided into 5 sections; Section I is applicable to all employees in the bargaining unit; Section II applies only to Teachers; Section III applies only to Secretaries and Section IV applies only to Custodians; Section V contains the Salary Schedules.


PREAMBLE


This Agreement, entered into this First day of April 2002 by and between the Board of Education of Upper Saddle River, New Jersey, hereinafter called the "Board", and the Upper Saddle River Education Association, hereinafter called the "Association", for the contractual years 2002 - 2003, 2003 - 2004 and 2004-2005.
WHEREAS, the Board has an obligation, pursuant to Chapter 123, Public Laws of 1974, to negotiate with the Association as the representative of employees hereinafter designated with respect to the terms and conditions of employment; and
WHEREAS, the Parties have reached certain understandings which they desire to confirm in this Agreement;
In consideration of the following mutual covenants, it is hereby agreed as follows:

ARTICLE 1
RECOGNITION

A. The Board hereby recognizes the Upper Saddle River Education Association as the exclusive and sole representative for collective negotiations concerning terms and conditions of employment for negotiating unit members.
Those represented by the Association shall include all certificated personnel under contract, whether on leave, employed or hereafter employed by the Board as Teachers, Nurses, Librarians, Audio-Visual Coordinator, Grade Chairpersons & Department Heads, Guidance Counselor, Social Worker, Speech Pathologist, Learning Disability Specialists and Reading Teachers (except Supervisors). Also included shall be Secretaries, Clerical Teacher Aides, Library Clerks, Payroll Clerks, Bookkeepers, Custodians, Grounds Helpers and Maintenance Helpers, excluding the Secretary to the Superintendent, the Secretary to the Board Secretary, and all other classifications of employees.
B. Unless otherwise indicated, the term "Teachers", when used hereinafter in this Agreement, shall refer to all certificated employees represented by the Association. The term "support staff" shall refer to all covered employees other than "teachers"; the term "custodian" shall refer to custodians, grounds helper, and maintenance helper; the term "secretary" shall refer to secretaries, clerical teacher aides, library aides, library clerks, payroll clerks, accounts payable clerks, and receptionist.  The term "employees" refers to the entire bargaining unit collectively.  References to male employees shall be understood to include female employees.
C. This recognition shall not impair the right of any employee or group of employees under Section 19 of Article I of the New Jersey Constitution or any applicable law or State administrative regulation now or hereafter enacted or promulgated.

ARTICLE 2
NEGOTIATION PROCEDURES

A. The parties agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, Public Laws of 1974, in a good faith effort to reach agreement on all terms and conditions of employment.  Such negotiations shall begin in accordance with the rules and regulations of the Public Employment Relations Commission in the year preceding the calendar year in which agreement expires.  Any agreement so negotiated shall apply to all employees specified,  be reduced to writing, be signed by the Board and the Association, and be adopted by a majority vote of the full Board of Education at a public meeting after ratification by the membership of the Association.
B. During negotiations, after the presentation of proposals by each party, the Board and the Association shall present relevant data, exchange points of view and counter proposals.  The Board will make available for inspection by the Association, on reasonable request, such records, data and information as are public, not confidential, and not the work product of the Board.
C. Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party.  The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counterproposals in the course of negotiations.
D. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation.  During the term of this Agreement, neither party shall be required to negotiate with respect to any such matter (except for a future agreement) whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.
E. 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 3
GRIEVANCE PROCEDURE
A. 1. A Grievance is a claim based upon an alleged misinterpretation, misapplication, or violation of this Agreement which affects the terms and conditions of employment in this Agreement inclusive of claims based upon changes in Board policy or Administrative Procedure which allegedly affect the terms and conditions of employment in this Agreement.
2. An "aggrieved person" is the person or persons making the claim.
3. A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.
4. An "immediate supervisor" shall mean the person who has the responsibility for immediate, direct administration of the aggrieved person.
5. "School day" shall mean a day in which the central office is open to transact business and classes are being conducted.
B. 1. The purpose of this procedure is to secure, at the lowest possible level, solutions to the problems which from time to time arise concerning the interpretation, application or alleged violation of this Agreement affecting the terms and conditions of employment.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any covered employee having a grievance to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with terms of this Agreement.
C. General Provisions
1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process.  The time limits specified may, however, be extended by mutual agreement.
2. In the event a grievance is filed by a ten month employee at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.
3. Employees shall have the right to participate or to refrain from participation in the Grievance Procedure without fear of coercion, interference, restraint, discrimination or reprisal from any party to this Agreement.
4. An aggrieved person shall have the right to be represented at any state of the procedures by persons of his own choice.
5. Each party shall have access to all written statements and records pertaining to such case, except that data regarding individual employee regarded as confidential by the Board shall be released to the Association with the written consent of the individual employee involved.
6. All hearings shall be confidential to the parties in interest.
7. Both parties agree that they will act responsibly in attempting to expedite this grievance process.
8. At each step of the procedures, if differences are not resolved within the prescribed time, the aggrieved person has the right to move directly to the next stage.
9. At each step of this procedure, failure by a Grievant to appeal a decision within the specified time limit shall be deemed to be an acceptance of that decision at the previous level provided however that said failure to appeal is not due to or the result of illness.
D. Procedure
1. Level One
An aggrieved person shall within forty-five (45) days of the alleged occurrence constituting the Grievance discuss it with his Principal or immediate supervisor, either directly or through the Association's designated representative, with the objective of resolving the matter informally.
2. Level Two
If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within five (5) school days after presentation of the grievance, he may file the grievance in writing with the Chairman of the Association's Committee on Professional Rights and Responsibilities (hereinafter referred to as the "PR&R Committee") within five (5) school days after the decision at Level One or ten (10) school days after the grievance was presented, whichever is sooner.  The written Grievance shall contain the following elements:
a. The nature of the Grievance and date occurred.
b. The specific section or sections of the Agreement alleged to have been violated.
c. The results of the previous discussions.
d. The employee's dissatisfaction with the decision previously rendered.
e. The specific relief sought.
Within five (5) school days after receiving the written grievance, the Chairman of the PR&R Committee shall refer it to the Superintendent of Schools.

3. Level Three
a. If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within five (5) school days after the grievance was delivered to the Superintendent, he may, within five (5) school days after a decision by the Superintendent, or ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, request in writing that the Chairman of the PR&R Committee submit his grievance to the Board of Education.  If the PR&R Committee determines to submit the grievance to the Board of Education, it shall do so within fifteen (15) school days after receipt of a request by the aggrieved person.  In submitting  such a grievance to the Board of Education, the PR&R Committee shall state in writing the nature of the claim, the factual allegations of the grievant and of other parties involved, findings of fact with respect to any factual dispute, its opinion as to whether or not the grievance is meritorious, and its recommendations including, but not in limitation, an appropriate remedy.
b. Within five (5) school days after receipt of such a written submission of the grievance from the PR&R Committee, the Board and the PR&R Committee shall attempt to agree upon a mutually acceptable time and place for the Board to hear the grievance.  In any event, the Board shall schedule a hearing as promptly as possible and in no event later than twenty (20) school days from the date of the submission of the grievance in writing to the Board, and the Board shall hold such hearings as are necessary and issue its decision not later than twenty (20) school days from the date of the close of the hearings or, if oral hearings have been waived, then the date upon which the written statement of the grievance and proof on the issues have been submitted to the Board.  The Board's decision shall be in writing and shall set forth its determination on the issue or issues presented.
4. Level Four
a. If the PR&R Committee is not satisfied with the disposition of the grievance by the Board, and the grievance is an arbitrable grievance as hereafter defined, the PR&R Committee may submit the matter to arbitration, in the manner hereafter provided, by serving a written notice upon the Board of the Committee's intent to arbitrate within ten (10) days after decision by the Board.
b. Within ten (10) school days after such written notice of submission to arbitration, the Board and the PR&R Committee 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 in the selection of an arbitrator.
c. The arbitrator so selected shall confer with the representatives of the Board and the PR&R Committee and hold hearings promptly and shall issue his decision not later than twenty (20) days from the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs on the issues are submitted to him.  The arbitrator's decision shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted.  The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement.  The decision of the arbitrator shall be submitted to the Board and the Association and shall be final and binding on the parties.
d. The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room, shall be borne equally by the Board and the Association.  Any other expenses incurred shall be paid by the party incurring same.
e. Binding arbitration under this Agreement shall apply only to Administrative decisions which contravene or misapply the provisions of this Agreement in such a way as to affect the terms and conditions of employment in this Agreement and such Administrative decisions shall include any changes in Board Policy or Administrative Procedure which so affect the terms and conditions of employment in this Agreement; but no Grievance shall be arbitrable that involves the discipline of any employee, the non-renewal of non-tenure employees, or any other matter for which a method of review is provided in PERC or under the Commissioner of Education or otherwise provided for by statute.
E. 1. A grievant may represent himself at any stage of the grievance procedure or, at his option, a grievant may elect to be represented by the Association at any step subsequent to Stage One.
2. No grievant shall be denied the right to use the procedure herein established by reason of membership in the Association or lack thereof, but no employee organization other than the Association shall be privileged to present grievances.
3. When at the option of the employee he is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure following Level One.
4. Should the Board or any of its agents or employees determine to meet with an employee organization other than the Association (which organization purports to represent employees in the unit) for the purpose of hearing the views and requests of its members, the Association shall be informed of the meeting and shall have the right to be present and state its views, and any changes or modifications in terms or conditions of employment arising out of or by reason of such meeting shall be made only through negotiation with the Association.
5. Only the Association or persons represented by the Association shall be entitled to use Level Four of the Grievance Procedure herein provided for.
F. All grievances shall be initiated within forty-five (45) calendar days of the time when the grievant knows or reasonably should have known of the alleged occurrence constituting the grievance.  Any grievance not so initiated within the forty-five (45) calendar day period shall be deemed conclusively waived.
G. 1. If, in the judgment of the PR&R Committee, a grievance  affects a group or class of teachers, the PR&R Committee may submit such grievance in writing to the Principal or immediate supervisor or, if more appropriate, to the Superintendent directly, in which case the processing of such grievance shall be commenced at Level Two.  The PR&R Committee may process such a grievance through all levels of the grievance procedure.
2. Decisions rendered at Level Two which are unsatisfactory to the aggrieved person, and all decisions rendered at Levels Three (a) and Three (b) of the grievance procedure, shall be in writing, setting forth the decision and the reasons therefore, and shall be transmitted promptly to all parties in interest and to the Chairman of the PR&R Committee.
3. All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file, and copies thereof may be kept in the personnel file of any of the participants.
4. Forms for filing grievance, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Board or its designee and the Association and given appropriate distribution so as to facilitate operation for the grievance procedure.
5. No meetings and hearings under this procedure shall  be conducted in public and such meetings shall include only such parties in interest and their designated or selected representatives heretofore referred to in this Article.

ARTICLE 4
ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to furnish to the Association, if reasonable, or otherwise to make available for inspection, in response to reasonable requests from time to time, all available information concerning the financial resources of the district, including but not limited to: annual financial reports and audits, register of certificated personnel, notices of special meetings, and minutes of all Public Board meetings, census data, names and addresses of all teachers, and such other information that shall assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with information which may be necessary for the Association to process any grievance or complaint, provided that the Board shall not be required to furnish any information under this Paragraph which is not public information or which is confidential or the work product of the Board or Administration.
B. Whenever any representative of the Association or any employee  is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, he shall suffer no loss in pay, provided that nothing herein shall be construed to require that such negotiations, grievance proceedings, conference or meetings be scheduled during working hours.
C. Representatives of the Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations or regular teacher assignments and such representatives have checked in with the Principal of the building.
D. The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings, subject to the provisions of the Board's "Rules for Use and Rental of Facilities and Equipment", provided, however, that the Association shall not be required to furnish insurance certificates, shall not be denied use of the facilities unless there is a conflict with other scheduled events, shall make its application to the Secretary of the Board, rather than to the Board, and such application shall be determined by the Board's Secretary after consultation with the building Principal, that the Association shall not be required to pay for a custodian if their meeting occurs when the custodian is ordinarily on the premises, and that the Board or its agents will not unnecessarily interfere with Association meetings.
E. The Association shall have the right to use school typewriters, mimeographing machines, duplicating equipment, calculating machines and audio-visual equipment when such equipment is not otherwise in use or about to be used.  The Association shall furnish all materials and supplies required for use of such equipment or incidental thereto.  The Association shall be responsible for providing experienced and qualified operators of any such equipment, and permission shall in all cases be obtained from the building Principal or the person in charge of the equipment before the equipment is used.  Damage by reason of negligence of operation shall be the Association's responsibility.
F. The Association shall have, in each school building, the exclusive use of a bulletin board in each faculty lounge or employee dining room.  No approval shall be required of the material to be posted on such bulletin boards.
G. The Association shall have the right to use the inter-school mail facilities and school mail boxes as it deems necessary and without the approval of building Principals or other members of the Administration, provided that no Board personnel shall be required to assist the Association in use of such boxes of facilities, and the Association shall not overburden such inter-school facilities.
H. During any orientation program for new employees scheduled by the Board, the Association shall be allocated one hour for the purpose of conducting Association programs of any kind to which the new employees may be invited.  The Board shall not discourage attendance at such programs.

ARTICLE 5
JOB POSTING
A. The Board will post for a period of ten (10) working days openings for all unit positions which arise during the school year, time permitting, and for a period of two (2) weeks (fourteen (14) calendar days) for all unit positions which arise at any other time.  Members of the negotiating unit will be given the opportunity to apply for posted openings.  A copy of the notice posted will be sent to the Association.  Applications received after the period of posting need not be considered.
B. Any ten month employee who desires to apply for a different position which may be filled during the summer period shall submit his name to the Superintendent, together with the position for which he wishes to apply, and an address and telephone number where he can be reached for the summer.  The Superintendent, or his designee, shall notify the Association and only these employees of any vacancy in a position for which they have applied.  Such notice shall be sent as far in advance as is practicable.
C. The filling of the vacancies shall not be grievable.

ARTICLE 6
INVOLUNTARY TRANSFERS AND REASSIGNMENTS
A. An involuntary transfer or reassignment shall be made only after the employee has been given an opportunity of a meeting with his Supervisor, Principal or the Superintendent, at which meeting the employee shall be notified of the reason therefor.  The validity of such reason shall not be grievable.
B. A list of open positions in the school district for which the employee is qualified shall be made available to all employees  being involuntarily transferred.


ARTICLE 7
PROMOTIONS
A. All vacancies in positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility shall be posted for a period of two (2) weeks (14 calendar days).  A copy of the notice posted will be sent to the Association.  Members of the Association may apply for such positions.  Applications received after the two (2) week period of posting need not be considered.
B. Any ten month employee who desires to apply for a promotional position which may be filled during the summer period shall submit his name to the Superintendent, together with the position for which he wishes to apply, and an address and telephone number where he can be reached for the summer.  The Superintendent, or his designee, shall notify the Association and these employees of any vacancy in a position for which they have applied.  Such notice shall be sent as far in advance as is practicable.
C. The filling of the vacancies shall not be grievable.

ARTICLE 8
EMPLOYEE-ADMINISTRATION LIAISON
A. The Association shall select a Liaison Committee of not more than six (6) persons and inform the Board of the Committee members each September.  The purpose of the Liaison Committee is to provide an opportunity for the Association, the Board of Education, and the Administrators, jointly or separately, to discuss any questions, problems, or mutual objectives which may arise and shall not circumvent Article II hereof.
B. Meetings will be mutually agreed upon and may be initiated by either side.

ARTICLE 9
SALARIES
A. The salaries of all employees covered by this Agreement shall be as set forth in Schedules "A" through "F" which are attached thereto and made a part thereof.
1. Ten month employees  may individually elect by filling in the appropriate form when returning their contracts to have a dollar amount (up to ten (10) percent of their monthly salary) deducted from their paychecks and held on deposit for them by the Bank utilized by the Board for payroll processing and in accordance with the terms of the agreement between the Board and said bank.  Withdrawals from this account may be made by the employees in accordance with the provisions of the Bank Plan or the teachers may allow all deposits to accrue (with interest if applicable) and the proceeds of same to be paid annually to the teacher on or about 15 June in accordance with the Board/Bank agreement.
2. When a pay day falls on or during a school holiday, vacation or week-end, teachers shall receive their pay checks on the last previous working day.
3. Ten month employees shall receive their final checks for the following year on the last day on which their  attendance is required.
C. The Board shall have the right to award a merit pay stipend, or bonus, in its discretion, to any bargaining unit member.  The maximum any one individual may receive under this program shall be $1,000 per year.

ARTICLE 10
DEDUCTION FROM SALARY
A. 1. The Board agrees to deduct from the salaries of its employees dues for the Upper Saddle River Education Association and its affiliates as said employees  individually and voluntarily authorize the Board to deduct.  Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 (N.J.S.A. 52:14-15.9e), and under rules established by the State Department of Education.  Said monies, together with records of any corrections, shall be transmitted to the Treasurer of the Upper Saddle River Education Association by the 15th of each month following the monthly pay period in which deductions were made.  The Association Treasurer shall disburse such monies to the appropriate association or associations.  Employee  authorizations shall be in writing on the appropriate form.
2. The Upper Saddle River Education Association and its affiliates 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 at least one month prior to the effective date of such change.
B. The Board agrees to deduct from employees' salaries money for local, state and/or national association services and programs as said employees individually and voluntarily authorize the Board to deduct, and to transmit the  monies promptly to such association or associations.
C. The Association agrees to save the Board harmless from any claims raised against it as result of its obligations arising under the provisions of this Article.

ARTICLE 11
INSURANCE PROTECTION
A. 1. The Board shall pay the full premiums for such coverage set forth in the State Health Benefit Plan for each employee, and in cases where appropriate, for family, husband and wife, or parent and child plan coverage.
2. The Board shall pay up to the following amounts each year for an employee/family dental plan, vision care plan and a disability plan.
2002/03 contract year up to $ 250,946.00

2003/04 contract year up to $ 250,946.00

2004/05 contract year up to $ 250,946.00

Said plan shall be of the Association's choice.  The amounts listed above are totals for teachers only.  Support staff shall, however, receive the same benefits, except that custodians will receive a separate disability plan in lieu of the one mentioned above.
3. One half of any unused premium funds from each contract year shall be carried forward and added to the next year’s available funds.  The remaining half will be applied by the Board of Education to pay for dependent health insurance.
4. The Board shall keep such coverage in effect and pay the premiums therefor for a full twelve (12) month period, except as follows:
a. If an employee resigns or is otherwise terminated at a time other than at the end of the contract year, coverage will be terminated at the end of the month following the month of termination.
b. The Board shall not be required to keep such coverage in force for any employee on an extended leave of absence, but any such employee may elect to reimburse the Board for its costs and thereby keep such coverage in force.
c. The Board shall provide to each employee a description of the health care insurance coverage provided under this Article, which shall include a clear description of conditions and limits of coverage as listed above, provided that such a description of coverage can be obtained from the carrier or carriers.
B. Stipend: In lieu of the free-standing prescription plan previously provided in the collective bargaining agreement, the Board shall provide to each bargaining unit member, a stipend in the amount of $1200 per year, to be paid on or about
December 1st and June 1st (in two equal payments).  The stipend shall be appropriately referred to as a payment in-lieu of free-standing prescription coverage.  The Board and the Association specifically agree that this payment shall be made on an annual basis during the three years of this agreement only, and will cease being made on June 30, 2005. The amount of the stipend shall be prorated annually for bargaining unit members who are employed for less than a full year and is only provided to those bargaining unit members who would have been entitled to the prescription plan.  The parties agree and understand that this payment is not salary, and will not be added to salary for pension or any other purpose. The Association agrees that it will not file any grievance, any action in any court or any action before any administrative agency for either continuance of the stipend beyond the three years of this agreement or a declaration that the stipend is salary for any purpose, or for the continuance of the previously provided prescription plan beyond June 30, 2002, nor will it support any such action(s) on behalf of any of its member.

ARTICLE 12
MISCELLANEOUS PROVISIONS
A. If any provision of this 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.
B. Any individual contract between the Board and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement.  If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration shall be controlling.
C. The Board and the Association agree that there shall be no discrimination in the hiring, training, assignment, promotion, transfer or discipline of employees, or in the application or administration of this Agreement on the basis of race, creed, color, religion, national origin, sex, domicile, or marital status.
D. After the agreement is signed, a copy of said agreement will be given to all employees employed by the Board during the term of this Agreement.  Any employee being considered for employment may inspect a copy of the Agreement.
E. 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 Mailgram or registered letter at the following addresses:
1. If by the Association, to the Board at 395 West Saddle River Road, Upper Saddle River, New Jersey  07458.
2. If by the Board, to the Association at 395 West Saddle River Road, Upper Saddle River, New Jersey  07458.
F. Copies of approved Board Policy shall be placed in each general office, library and faculty room, and with grade or department chairmen and the Upper Saddle River Education Association.

ARTICLE 13
DURATION OF AGREEMENT
This Agreement shall be effective as of July 1, 2002 and shall continue in effect until June 30, 2005, subject to the Association's right to negotiate over a successor agreement as provided in Article II.  This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated.

ARTICLE 14
NO STRIKE, NO SANCTIONS
The Association agrees to refrain from strikes, work stoppages, boycotts, sanctions and other concerted action against the Board or the District for the term of this Agreement.

II.    PROVISIONS APPLICABLE TO TEACHERS ONLY
ARTICLE 15
TEACHER RIGHTS
A. The rights of each and every teacher in the unit herein recognized are protected pursuant to the terms, conditions and application of Public Law, 1974, Chapter 123.
B. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he may have under New Jersey School Laws or other applicable laws and regulations where these rights shall be enforced exclusively by the appropriate statutory procedure.  The rights granted to teachers hereunder shall be deemed to be in addition to those provided elsewhere.
C. Separation
All non-tenure teachers not to be re-employed will be notified in writing by the Superintendent at the time staff appointments are being made.
A non-tenure teacher who is not to be recommended for reappointment will be notified in writing by his immediate superior by May 1.
Nothing in this Agreement shall be construed to limit the absolute right of the Board to decline to employ or to reemploy any non-tenure teacher for any reason whatever or for no reason at all except as such power is explicitly now or hereafter limited by law.
D. Whenever any teacher is required to appear before the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that teacher in his office, position or employment or the salary or any increments pertaining thereto, then he shall be given prior written notice by the Board or its designee of the reasons for such meeting or interview, and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview.
E. No teacher shall be prevented from wearing reasonable pins or other reasonable identification of membership in the Association or its affiliates.

ARTICLE 16
TEACHING HOURS AND TEACHING LOAD
A. The weekly teaching load, meaning scheduled contact with classes or groups of children for instructional or classroom supervisory purposes, shall not exceed twenty-six and three fourths (26¾) hours per week.
B. All teachers shall have a daily duty-free lunch period of at least forty (40) minutes.
C. Teachers may leave the building without requesting permission during their scheduled duty-free lunch periods, provided they check out and check in at the office.
D. 1. Ordinarily, teachers will not be required to attend building or general faculty meetings during a week when a required in-service program is scheduled.  Ordinarily, Mondays will be reserved for these meetings and in-service training programs.
2. Every effort will be made to terminate general faculty meetings by 4:00 p.m.  If, however, a need arises for a special meeting extending beyond 4:00 p.m., or for one which must take place on a day other than a Monday, teachers will be notified in advance.
3. Teachers may be required to attend in-school meetings from student dismissal time until normal teachers' dismissal time on any school day.
E. Each teacher is required to report for duty ten (10) minutes before the opening of the pupil's school day, and  shall be permitted to leave thirty (30) minutes after the close of the school complex.
F. Each teacher shall continue to be available to meet with parents regarding student problems. Said meetings shall be mutually scheduled by the individual parents and teachers involved, and if necessary may be at other than normal school hours, including evenings.  Beginning in 1997-98, the Board shall be allowed to schedule two (2) evenings in each school year for conducting parent-teacher conferences during the hours of six (6:00) p.m. to nine (9:00) p.m. without granting any early dismissal or release time or additional pay.
G. Teachers shall assist in supervision of official school activities during the course of the school year, providing said assignments are reasonable and equitably distributed.
H. Notwithstanding paragraph E, upon mutual agreement of an individual staff member and the Administration, flexible work schedules may be arranged on an annual basis, or, if agreed, for a shorter duration.

YEARS OF SERVICE COMPLETED	2002-03	2003-04	2004/05
9 – 14 years	$1,200	$1,250	$1,250
15 – 19 years	$2,100	$2,175	$2,175
20 – 24 years	$3,100	$3,200	$3,200
25 or more years	$3,440	$3,500	$3,500

YEARS OF SERVICE COMPLETED	2002/03	2003/04	2004/05
8-17 years	$3,000	$3,150	$3,300
18 or more years	$3,500	$3,700	$3,800