ARTICLE	TITLE	PAGE
	PREAMBLE	1
1	RECOGNITION OF BARGAINING UNIT	1
2	NEGOTIATION OF SUCCESSOR AGREEMENT	2
3	ASSOCIATION PRIVILEGES	2
4	WORKING CONDITIONS	3
5	SALARIES	7
6	VACATIONS	7
7	HEALTH CARE BENEFITS	8
8	EMPLOYEE’S RIGHTS	9
9	TEACHER EMPLOYMENT AND ADJUSTMENTS	11
10	EMPLOYEE ASSIGNMENTS AND REDUCTION IN FORCE	11
11	EXTRA CURRICULAR AND ADDITIONAL DUTIES	12
12	PROFESSIONAL DEVELOPMENT AND TUITION REIMBURSEMENT	13
13	GRIEVANCE PROCEDURE	14
14	SICK LEAVE	18
15	LEAVES OF ABSENCE	19
16	HOLIDAYS (TWELVE MONTH SUPPORT STAFF)	20
17	PREGNANCY LEAVE/CHILD REARING LEAVE	21
18	MISCELLANEOUS	22
19	AGENCY SHOP FEE	23
20	DURATION OF AGREEMENT	25
APPENDIX A-1	TEACHERS’ SALARY GUIDES - 2014-2015	26
APPENDIX A-2	TEACHERS’ SALARY GUIDES - 2015-2016	27
APPENDIX A-3	TEACHERS’ SALARY GUIDES - 2016-2017	28
APPENDIX B-1	INSTRUCTIONAL AIDES’ SALARY GUIDES – 2014-2015, 2015-2016, and 2016-2017	29
APPENDIX B-2	SECRETARIES’ SALARY GUIDES – 2014-2015, 2015-2016, and 2016-2017	30
APPENDIX B-3	NON-INSTRUCTIONAL AIDES’ HOURLY RATES – 2014-2015, 2015-2016, and 2016-2017	31
APPENDIX C	GENERAL MAINTENANCE SALARY AND MINIMUM ENTRY RATE - 2014-2015, 2015-2016, and 2016-2017	32
APPENDIX D	INSURANCE WAIVER INCENTIVE PLAN	33

Teachers (Including School Nurse)
Instructional Aides
Secretaries (Excluding the secretary to the Chief School Administrator and all Board office staff)
Non-Instructional Aides
Maintenance Personnel

All administrative and supervisory staff as well as per diem personnel to include substitute teachers are excluded. In the event a substitute teacher would be engaged by the District for a consecutive number of days as prescribed by New Jersey regulations so as to allow that teacher to be excludable from this exclusion, then that teacher, after complying with all other requirements for coverage, would be eligible for coverage under this agreement.

1. For employees hired prior to 1 July 1999, the term “full-time employee” shall refer to those regularly and presently employed persons working a minimum of twenty (20) hours per week. The term “part-time employee” shall refer to those regularly and presently employed persons working less than twenty (20) hours per week.

2. For employees hired after 1 July 1999, the term “full-time employee” shall refer to those regularly and presently employed persons working a minimum of either (if salaried) sixty-five percent (65%) of Full Time Equivalent, as calculated for pay purposes, or (if hourly) twenty-five (25) hours per week. The term “part-time employee” shall refer to those regularly and presently employed persons working less than these criteria.

E. If the District ever restores in-house custodial employees, the Board recognizes the right of the Association to represent those positions within this unit.

B. The Association or its representative shall have the right to conduct Association business provided such action does not interfere with the normal operation of the school, the duty of any employee, or the instructional program.

C. The Association shall be permitted the continual use of an air-conditioned faculty lounge for its personnel. Although Association members shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school’s custodial staff.

D. The Association shall be permitted to conduct Association meetings in a room provided by the administration, however, no meeting shall be held prior to 3:30 p.m., and no staff member shall be permitted to attend any meeting until the end of his/her respective workday. Secretaries shall be allowed to attend a maximum of one (1) Association meeting per month prior to the end of the work day, provided that the Chief School Administrator is given at least forty-eight (48) hours’ notice of the meeting and further provided that the unworked time is reduced from the lunch period on the day of the meeting.

1. The working day for full time teachers shall be seven and one half (7.5) hours, with the exception of Fridays where it shall be seven (7.0) hours; total thirty-seven (37) hours. The standard working hours for full time teachers will be from 8:00 a.m. to 3:30 p.m. Upon mutual agreement between teacher and Chief School Administrator, whose decision in such matters is final and not appealable to the Board of Education, an individual full time teacher’s work day of seven and one half (7.5) hours or seven (7.0) hours may be scheduled at a time other than the standard working hours. Full and part time teachers may be required, upon request of the administration, to perform duties in accordance with their job description during time which is not specifically reserved for designated purposes such as instructional time, lunch period, and preparation periods.
Effective with the 2015-2016 year, increase instructional time by 25 minutes per day. Said additional time shall be taken from the current pre-student and post-student time, leaving the length of the teacher day at 7 and ½ hours. A committee shall be established to determine the use of the additional instructional time for the 2015-2016 and 2016-2017 school years. The committee shall consist of the Chief School Administrator, a school board member, two (2) parents appointed by the school board, and four (4) representatives appointed by the Association. The determination of the committee shall be by consensus and shall occur by April 1, 2015.

Effective September 1, 2015, pre-student time and the post-student time shall be duty-free for teachers. Effective September 1, 2015, the District shall provide substitutes for all teachers five (5) times a year for two (2) consecutive teaching periods each time to collaborate. A special education teacher assigned to a grade level shall be provided a substitute each time that grade level meets under the preceding sentence.

2. Each full time teacher shall be entitled to five (5) duty-free periods per week for planning and preparation. Said period shall be equivalent to the current standard instructional period, but no less than forty (40) minutes in length except in the case of half days.
Part-time teachers shall receive a prorated amount of preparation time on the days they work proportionate to their total teaching periods within a cycle. Said time may be added onto pre-student and/or post-student time and may be divided into no more than two (2) reasonably divided periods of time during the day.
3. A duty free lunch period of not less than forty-five (45) minutes shall be provided to all full time teachers each weekday. Teachers wishing to leave the building during this scheduled duty-free lunch period shall sign out and in at the building office.

4. Full and part time PM teachers shall be required to remain after the end of the regular workday for the purpose of attending faculty or other professional meetings. Such meetings shall begin no later than fifteen (15) minutes after the student dismissal time and shall end by 4:00 p.m. in 2014-2015. Effective with the 2015-2016 school year, such meetings shall end by 4:15 p.m. The notice for any meeting shall be given to the teacher(s) involved at least one (1) week prior to the meeting, except in an emergency. The number of meetings involving the total faculty shall be limited to 11 per year in 2014-2015, 13 per year in 2015-2016, and 15 per year in 2016-2017, with no more than two (2) per month, except for an emergency or special circumstances requiring an additional meeting or meetings. Part-time AM teachers who are not required to attend faculty meetings must contact the Principal to become informed of the agenda items from the missed faculty meetings pertaining to their responsibilities

5. In the event of absence, or in case of extreme emergency, when a full or part time teacher may be called away from class and no substitute can be secured, the classes of said teacher may be covered by faculty members in the manner set forth below:

a. An administrator may assign a full or part time teacher to aid in such an emergency by relieving him from a non-teaching period. The faculty members involved shall be notified as soon as possible.

b. The teacher so designated will be compensated at the rate of $40 per period when such designation shall consume any part of the minimum periods allowed per week for planning and preparation.

c. At the time of said assignment, if any compensation is involved, the teacher will present a voucher from the Board office to be signed and returned to the Chief School Administrator for payment after the duty has been completed.

6. No full or part time teacher can be required to teach more than four (4) periods without a break, except in the event of an emergency.

a. The in-school work year for teachers employed on a ten (10) month basis shall not exceed one hundred and eighty-eight (188) days.

b. A committee of teachers shall make suggestions to the Chief School Administrator by March 1st of the preceding school year and before he/she makes recommendations to the Board concerning the school calendar.

c. At the beginning of the school year, the calendar will provide two (2) half days for pupils (full day for teachers) to facilitate planning and organization for the coming year.

d. A half-day for students and teachers will be provided prior to Christmas vacation. For those teaching staff members who are scheduled to actively participate in the nighttime activities for Back-To-School night and parent conferences, two (2) additional half days shall be scheduled as compensatory time in lieu of any other payment on the Wednesday before Thanksgiving and the second day shall be a day assigned by the administration and contained in the adopted calendar.

e. Teacher attendance shall not be required on a day when student attendance is not required due to inclement weather or emergencies. Any such inclement weather or emergency days shall not be counted in the calculation of the in-school work year in sub-paragraph “a”.

f. Part-time assistants who are assigned three (3) or more instructional periods on a daily basis with a specific grade level teacher shall be paid their hourly rate for attendance at Back to School Night.

8. The Board through the administration shall provide up to one (1) week of combined time for new teacher in-service/orientation programs for all teaching staff members new to the district. This shall be scheduled at the administration’s discretion throughout and during the first thirteen (13) months of the teacher’s employment in the district. Attendance and participation on the part of the teacher shall be mandatory, and shall be in addition to time requirements set forth elsewhere in this agreement. Compensation for this attendance is incorporated within the salaries set forth on the salary guides in this contract and hence there shall be no additional compensation for attendance or participation in this program.

1. All full-time twelve-month and ten-month secretaries shall work a thirty-nine and one half (39.5) hour week, inclusive of a forty-five (45) minute lunch and a fifteen (15) minute break each day. All twelve-month secretaries hired before July 1, 2005 shall work a 38.25 week, inclusive of a forty-five (45) minute lunch and a fifteen (15) minute break each day. Breaks are to be scheduled by the Chief School Administrator. The departure time for secretaries on Fridays shall be 3:00 p.m.

2. Secretaries shall not be required to attend work on declared inclement weather days.

3. Only secretaries employed prior to 1 July 1999 shall be eligible for summer hours. Summer hours shall be in effect from the day after the last teacher’s day of the school year until one (1) full week prior to the first teacher’s day of the new school year. Summer hours shall consist of a thirty-four (34) hour workweek, inclusive of a forty-five (45) minute lunch and a fifteen (15) minute break each day. Breaks are to be scheduled by the Chief School Administrator.

4. The work period of ten-month secretaries shall begin on the Monday two weeks prior to Labor Day and shall end on June 30.

5. A half-day will be provided prior to Christmas vacation.

1. All non-instructional aides shall be paid only for the hours actually worked. Schedules are to be set at the beginning of the year by the administration.

2. Non-instructional aides are not eligible for paid vacation or paid holidays.

3. Non-instructional aides shall not be required to attend work on declared inclement weather days.

All personnel shall sign in and out at the beginning and end of their workday, as well as any time they leave the building. The sign in sheet shall be located at the main office.

B. Employees shall be paid on the 15th and last day of each month. The last pay in June will be made on the last teacher work day. If the 15^th or last day of the month falls on a Saturday or Sunday, the pay date shall be the prior Friday.

C. Summer Pay

Employees may, if they wish, have a pre-specified amount of their wages withheld from each paycheck. In addition, at the option of the employee, a pre-specified amount may be deducted for payment to the South Jersey Federal Credit Union.

D. Other deductions may be specified for purposes such as United Way, tax shelters or other savings plans.

E. The Board agrees to transmit all tax shelter annuity and credit union deductions to the agency authorized by the individual within thirty days of the deduction. Every effort will be made to minimize the time it takes to transmit said deductions.

F. Direct Deposit shall be mandatory.

G. Certified aides who are asked to substitute for a teacher will be paid at the standard rate or their hourly rate, whichever is greater, for the time they substitute.

B. Vacation time is cumulative beyond the year of entitlement but is not reimbursable except in the contract year of termination of employment. A maximum of one (1) year’s worth of vacation time may be carried over into a new school year.

C. Amount

1. Eligible employees who have completed at least one (1) full year with the district as of 1 July of a given year shall accrue the full annual vacation entitlement at that time. Other eligible employees shall accrue vacation at the rate of one (1) day per month, up to ten (10) days maximum; these employees may not, however, take any vacation until they have completed six (6) consecutive months employment in the district.

2. Eligible employees who have completed at least one (1) but less than five (5) years with the district as of 1 July will receive ten (10) days’ vacation per year.

3. Eligible employees who have completed at least five (5) but less than fifteen (15) years with the district as of 1 July will receive fifteen (15) days’ vacation per year.

4. Eligible employees who have completed at least fifteen (15) years with the district as of 1 July will receive twenty (20) days’ vacation per year.

1. Vacation times shall be scheduled to coordinate with the work schedule and shall be taken at the sole discretion of the Chief School Administrator, taking into consideration the request of the employee.

2. Employees resigning other than at year end shall be paid pro rata for any unused vacation days, and shall have any days over pro rata deducted from their last check.

1. The Board shall provide basic hospital and medical coverage, major medical coverage, dental and a prescription drug program to each full-time employee and, in cases where appropriate, to spouses and families. Except for the payroll deductions required from the employees pursuant to this contract, the Board shall make the remaining full payment for these services.

2. The Board retains the right to unilaterally change carriers so long as the coverage is equal to or better than coverage currently being provided.

3. The insurance programs are as follows:

a. Health and hospitalization coverage is provided through the School Employees Health Benefits Plan.

b. Effective July 1, 2008, the prescription plan shall be provided through the SEHBP Employee Prescription Drug Plan at full Board assumption of premium. Effective July 1, 2008, the Board shall reimburse 100% of the mail order premiums incurred by an eligible unit member. Claims shall be filed with the Business Office by December 31, for reimbursement by January 31. Claims shall be filed with the Business Office by June 30, for reimbursement by July 31.

c. Dental Plan: the plan in effect during the 2007-2008 year with the following changes: 1) increase the annual maximum benefit from $1,200 to $2,000; and, 2) replace the 50%/50% co-insurance with 100%/80%/50% co-insurance.

1. For employees electing dependent coverage, there shall be a systematic deduction, under procedures established by the administration, from their periodic payroll payments equal to 17.5% of the cost of dependent coverage as may be in effect from time-to time under the plan in which the employee has chosen to obtain heath care coverage.

2. In the application of B. 1. above, the Board agrees that the maximum employee premium obligation shall be the highest of: a) 1.5% of the employee’s base salary under P.L. 2010, c. 2; or, b) the premium share set forth in Section 39 of P.L. 2011 c. 78); or c) the calculated contribution under B. 1. above.

Under the preceding paragraph, the dollar value of the employee contribution required under B. 1., if any, shall be reduced by the minimum contribution set by law under P.L. 2010, c. 2 and Section 39 of P.L. 2011 c. 78. Therefore, in no case shall the employee pay the full 17.5% set in B. 1 plus the minimum contribution required by law; in some cases, the employee will pay somewhat more than the minimum contribution set by law; and in some cases, the employee will pay no more than the minimum contribution set by law.

B PERSONNEL RECORDS

1. An employee shall have the right, upon prior written request, to review the content of his/her personnel file and to receive copies of any documents contained therein. The employee may submit a written response to any materials in the personnel file, which shall be reviewed by the Chief School Administrator or his designee, and shall be attached to such material in the personnel file.

2. The Board agrees to protect the confidentiality of personnel records and other similar documents.

3. No material derogatory to an employee’s conduct, service, character or personality shall be placed in his/her personnel file unless the employee has acknowledged that he/she had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.

D. STATUTORY RIGHTS

Nothing contained herein shall be construed to deny or restrict any employee such rights as he/she may have under New Jersey School Law or other applicable laws and regulations.

Any question or criticism by a supervisor, administrator, or Board member of a teacher’s job performance shall be made in confidence and not in the presence of students, parents, or other public gatherings unless the individual teacher involved elects to have the matter publicly discussed.

Whenever any employee is required to appear before the Chief School Administrator or his designee, Board or any committee member or representative agent of the Board concerning any matter which could result in discipline or adversely affect the continuation of that employee in his/her office, position or employment, then he/she shall be given notice of the reasons of such meeting and shall be entitled to have a representative of the Association present to advise and/or represent him/her at such meeting.

B. Salary adjustments from column to column will be made effective as of September 1 and February 1 of each year if transcripts for additional courses successfully completed prior to those dates are filed no later than sixty (60) days after the respective dates.

B. Teachers who desire a change in grade and/or subject assignment may file a written statement of such desire at any time with the Chief School Administrator. Such statement shall include the grade and/or subject to which the teacher desires to be assigned, in order of preference if the choices are multiple.

C. Any teacher who is notified of a room change after August 1 shall receive $250 for the time needed to move classroom materials and to set up a new classroom.

D. The Association will be notified of any reduction in force planned by the Board before the Board takes any action.

E. If a reduction in force becomes necessary for teachers, the Board shall notify all affected teachers and the Association as soon as practicable, but not less than sixty (60) days prior to the lay-off; for other employees thirty (30) days’ notice shall be given.

F. In the event of a reduction in force, tenured teachers shall be placed on a preferred list of eligibility for recall in order of seniority. Said list shall be presented to the Association president prior to the lay-off.

G. Any support staff member hired shall have a sixty (60) day probationary period and shall not be permitted to utilize the grievance procedure during the probationary period.

H. Support staff shall not be eligible for tenure acquisition.

B. STIPENDS

1. Extracurricular Activities.

	2014-2015	2015-2016	2016-2017
Cheerleading	4,408	4,496	4586
Cheerleading – no out-of-district events	2,200	2,244	2,289
Basketball	4,408	4,496	4586
Newsletter(per issue)	300	306	312
Field Hockey	1,893	1,931	1,969
Softball (Boys)	1,893	1,931	1,969
Softball (Girls)	1,893	1,931	1,969
Soccer	1,893	1,931	1,969
Safety Patrol	2,500	2,550	2,601
Yearbook	1,445	1,474	1,503
Student Council	1,445	1,474	1,503
Jr. Honor Society	1,445	1,474	1,503
Musical Director	1,445	1,474	1,503
Band Director	1,445	1,474	1,503
Choir Director	1,445	1,474	1,503
Garden Club	1,445	1,474	1,503
Naturalist Club	1,445	1,474	1,503
Art Club	1,445	1,474	1,503
Stage Crew	1,445	1,474	1,503
Assistant Musical Director	723	737	752

2. No extracurricular activity is to commence prior to the end of the established teaching day.

3. Teachers who develop curriculum shall be paid $40 per hour. The Chief School Administrator shall set the maximum number of hours for each project.

4. ESY teachers and speech therapists who work beyond the school year shall be paid $40 per hour.

D. TRIPS

1. Teachers responsible for supervising student day trips as part of an instructional program approved by the administration and the Board of Education shall be compensated for such supervision. For trips beginning outside of school hours, and ending by 11 PM, teachers shall be compensated per the table below for the time from the scheduled end of school that day until the end of the trip and the dismissal of the students.

2. Teachers responsible for supervising student overnight trips as part of an instructional program approved by the administration and the Board of Education shall be compensated for such supervision. Teachers shall be compensated per the table below. No more than one (1) overnight trip per year is expected of any teacher. A minimum of one (1) months’ notice will be given for any overnight trip.

Hourly	Per Night
15.00	150.00

Teachers may apply, in writing, for participation in this tuition reimbursement plan by submitting their requests to the Chief School Administrator for approval one (1) month prior to the first meeting of the course. Participants must earn a grade of “B” or better (or “PASS” in “PASS/FAIL” courses) in (an) approved graduate level course(s) in order to be eligible for reimbursement. All courses must require attendance and participation at classes at an approved college and university.

1. On-line graduate courses taken from a fully-accredited college or university recognized by the New Jersey Department of Education will be deemed acceptable by the Board as eligible for reimbursement under this clause. Denials of Board approval shall be appealable to the Board but shall not be subject to arbitration under Article 13.

C. The Board shall 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 session which an employee is required by the Board to take.

D. Support staff personnel shall be reimbursed a maximum of $400.00 per year upon successful completion of job related training or additional education that will further enhance their expertise in their particular job. The course must be offered by a qualified institution, school or college. Prior approval of the course is necessary by the Chief School Administrator or the Board of Education to be eligible for reimbursement.

E. Tuition reimbursement in any school year shall not exceed $17,500 in the unit, including reimbursements made under D. above. If requests are made which would total in excess of this cap, the Chief School Administrator will allocate funds among some or all applicants at his discretion, utilizing the funds to meet Personal Improvement Plan needs first, district education goals second, and other goals last.

If all tuition reimbursement claims under the first sentence exceed the maximum cap set forth above, all claims shall be prorated. For example, if the cap set forth in the first sentence of the prior paragraph can cover 95% of all eligible claims, all individual claims will be reimbursed at 95% of the claimed amount, up to the maximum set forth in the first sentence of the prior paragraph.

1. A grievance is a claim by an employee or the Association based upon the interpretation, application or violation of this Agreement or policies, or administrative decisions affecting the terms and conditions of employment of an employee or group of employees.

2. An “aggrieved person” is the person or persons making the claim.

3. The term “grievance” and the procedure relative thereto, shall not be deemed applicable to the failure or refusal of the Board to renew the contract of the non-tenured employee.

4. A “party in interest” is a person(s) who might be required to take action, or against whom action might be taken in order to resolve the claim.

1. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to any grievance which may arise. 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 employee having a grievance to discuss the matter informally with the appropriate member of the administration, and having the grievance adjusted without intervention of the Association, providing the adjustment is not inconsistent with the terms of the Agreement.

1. The number of days indicated at each level should be considered a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended or reduced by mutual agreement.

2. Failure to act within twenty (20) calendar days of the occurrence of complaint shall be deemed to constitute an abandonment of grievance.

3. In the event a grievance is filed 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 by mutual agreement between the Board and the Association so the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as it practicable.

4. Level I

An employee with a grievance shall first discuss it with his/her immediate supervisor, either directly or together with the Associations’ designated representative, with the objective of resolving the matter informally.

5. Level II

If, as a result of the discussion at Level I, the grievance is not resolved to the satisfaction of the employee within seven (7) calendar days, he/she may set forth the complaint in writing with the Chief School Administrator. The written grievance shall state:

a. the nature of the grievance

b. the result of the previous discussion at Level I

c. the reason for dissatisfaction

d. the remedies sought

e. the Agreement provision or the Board policy alleged to have been violated

6. Level III
a. If the aggrieved person is not satisfied with the disposition of the written grievance at Level II, or if no decision has been rendered within seven (7) calendar days after the written grievance was delivered to the Chief School Administrator, he may within seven (7) calendar days after a decision by the Chief School Administrator, or fourteen (14) calendar days after the written grievance was delivered to the Chief School Administrator, request a review by the Board. The request shall be duly signed and submitted through the Chief School Administrator who shall attach all related papers and forward the request to the Board.

b. The Board, or a committee thereof, shall meet with the aggrieved person and/or his representative, review the grievance, and render a written decision within thirty-five (35) calendar days of receipt of the grievance by the Board.

7. Level IV
a. If the aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within thirty-five (35) calendar days after the grievance was delivered to the Board, he must notify the Board, in writing, of his intent to submit the grievance to arbitration within twenty-one (21) calendar days after a decision by the Board or fifty-six (56) calendar days after the grievance was delivered to the Board.

b. 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 commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association for the selection of an arbitrator.

c. The arbitrator selected shall confer with the representatives of the Board and of the Association and hold hearings promptly and shall issue his decision in accordance with the time limits of the American Arbitration Association. The arbitrator’s decision shall be rendered in writing to both parties, and shall set forth his findings of fact, reasoning and conclusion on the issues submitted. The arbitrator shall be without power or authority to make any decision which would lead to the commission of an act prohibited by law or which is violative of terms of this agreement.

d. The arbitrator’s decision concerning the interpretation, application or violation of this agreement shall be binding on both parties.

e. The costs of the services of the arbitrator, including any per diem expenses, 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.

1. Any employee may be represented at all stages of the grievance procedure by himself/herself, or at his/her option, by a representative(s). When an employee is not represented by the Association, the Association shall have the right to be present at all stages of the grievance procedure.

2. No reprisals of any kind shall be taken by the Board or by any member of the Administration against any party in interest, any building representative, or any member of the executive committee or any other participant in the grievance procedure by reason of such participation.

1. Written decisions shall be required commencing at Level Two of the grievance procedure, and shall set forth the decisions and reasons thereof. A copy of said decision shall be given to all parties involved.

2. Separate grievance files shall be maintained for all documents, communications, and records dealing with the processing of a grievance. Grievance file materials shall not be kept in the personnel file of any of the participants.

3. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Chief School Administrator and the Association and given appropriate distributions so as to facilitate operation of the grievance procedure.

4. Meetings and hearings under this procedure shall not be conducted in public unless a public hearing is requested in writing by the individual teacher. This does not restrict the calling of witnesses.

1. All ten (10) month employees shall be entitled to ten (10) sick days each school year. All twelve (12) month employees shall be entitled to twelve (12) sick days each year. Unused sick days shall be accumulated from year to year with no maximum limit. In September of each year the Board will provide each employee with a yearly report of unused sick days as of June 30th of the previous year. Part-time employees shall be entitled to pro-rata sick leave. An employee hired after the beginning of the school year shall receive sick days equivalent to the number of months remaining in the school year inclusive of the month of hire. Should an employee move from a part-time position to a full-time position, each “day” of his/her accumulated sick leave shall be calculated in the same proportion to the time worked in the part-time position relative to the full employee work day. For example, a part-time teacher who works half time and then moves to a full time position and who has accumulated 50 sick leave days by the time of the move, shall be credited with 25 days of accumulated sick leave.

2. In no case shall leave taken for any cause other than actual personal illness be counted as sick leave. Sick leave is granted in full days and half days only.

1. Amounts
a. Upon retirement, an employee who has been employed for at least fifteen (15) years in the district shall be eligible for payment for unused sick leave accumulated in the district.

b. Eligible employees retiring in each listed year shall be paid $75 for each accumulated sick day up to a maximum of $15,000.

c. An employee who, as of June 30, 2011, has an accumulated sick leave value higher than $15,000 is exempted from the limit in b. above. In his/her case, the value of the employee’s accumulated sick leave as of June 30, 2011, shall be his/her limit of his/her maximum payment under this section.

d. Under any case, the maximum payment shall not exceed $20,000.

e. Amounts over $10,000 shall be paid out over two years.

f. In the event of the death of an employee who, at the time of death, is at least 55 years old and has completed 25 years of creditable pension service, the payment will be made to the employee’s estate.

2. To be eligible for payment by August 1, an employee must notify the Board in writing of his intention to retire on or before January 1 of the contract year in which retirement is to occur. The Board shall have the option to make these payments by August 1 following the employee’s retirement date.

3. If it becomes necessary for an employee to retire for unforeseen emergency circumstances arising after January 1 and before June 30, the retiree may receive payment after notifying the Board in writing of the reason. The Board shall determine whether the emergent nature of the circumstances is sufficient to constitute an exception to the notification requirements above. If not, payment will be made on the following August 1 after the appropriate January 1 notification date.

4. “Retirement” means (1) that a person qualifies for a Service Retirement or Early Retirement as those terms are defined by the State of New Jersey Teachers’ Pension and Annuity Fund (“TPAF”) or the New Jersey Public Employees’ Retirement System (“PERS”), and, (2) that the person formally applies for retirement benefits from TPAF or PERS concurrently and in concert with any advice of retirement from the Merchantville School District, and(3) that the person is actually receiving retirement benefits from TPAF or PERS at the time of the payment of any reimbursement hereunder.

In the event a person who qualifies under (1), (2) and (3) above and who has received payment for unused sick leave subsequently changes qualification under (1), (2) or (3) that person shall have no liability to return any payment actually received.

A. PERSONAL LEAVE

Personal leave of up to three (3) days per year is provided for bona fide business of a personal nature which requires absence during school hours according to the following schedule:

1. First year in the district - one (1) day.

2. Two years in district - two (2) days.

3. Three years or more in district - three (3) days.

4. At the end of each school year unused personal days shall become unused sick leave days.

Employees may be provided opportunities to visit other schools and to attend meetings or conferences of an educational nature for the development of increased competence beyond that which they may attain through the performance of their assigned duties. Requests for approval shall be submitted to the Chief School Administrator.

1. Up to five (5) days at one time in the event of death of spouse, parent, son, daughter, brother, sister, or stepchild shall be given.

2. Up to three (3) days at one time in the event of death of parent-in-law, son or daughter-in-law, grandparent, or grandchild, or other step relationship shall be given. The Chief School Administrator may consider up to a two (2) day extension when extenuating circumstances occur.

3. An individual may apply for a one (1) day leave for purposes of attending a funeral to be granted at the sole discretion of the Chief School Administrator.

An employee who is required to be present at a legal proceeding because he/she is required to serve as a member of the jury or has been subpoenaed as a witness to render testimony, shall receive full pay for such days, less the remuneration received for such service.

Other leaves of absence without pay may be granted by the Board for good cause. Failure to grant such a leave of absence shall not in any way be deemed a violation of the terms of the Agreement.

* If any of these holidays falls on a weekend, the administration will designate a substitute weekday to be treated as the holiday.

Ten-month secretaries shall be entitled to any of the above holidays that fall within their period of employment.

C. If any of the holidays listed in A. or B. above are included in the school calendar as a working day for full or part time salaried twelve (12) month non-certified support staff, the administration will designate a substitute day during the next succeeding winter or spring break to be treated as the holiday.

D. Full or part time salaried twelve (12) month non-certified support staff, other than secretaries, may be allowed to substitute one (1) listed holiday for one (1) day of the NJEA Convention. This substitution shall be staggered such that only one staff member at a time shall be absent. This substitution shall be granted at the discretion of the Chief School Administrator.

B. To avoid unnecessary interruption in instruction, a professional staff member granted a leave related to childbirth shall provide written notice by April 15th of the leave year, stating whether or not he/she will return at the beginning of the school year the following September.

C. Any teacher granted leave shall at his/her request be restored to the same teaching position vacated at the commencement of said leave; however, if this position is not available, the teacher shall be assigned to equivalent certificated position. Non-tenured teachers shall not be granted such leave beyond the contract year. No teacher shall be required to leave work because of pregnancy or reasons related to childbirth at any specific time prior to expected childbirth, unless such teacher is no longer physically able to perform her duties. Sick leave, with pay, shall be granted to an employee for a period of actual pregnancy-related disabilities to the extent of accumulated sick leave. A doctor’s certificate as to extent of actual disability must be presented.

D. Any compensated or uncompensated time-off taken under this Article shall concurrently count as time taken off under the Federal Family Emergency Leave Act.

B. Copies of this Agreement shall be reproduced at the expense of the Board after agreement with the Association on format within thirty (30) days after the Agreement is signed. The Agreement shall be presented to all employees now and hereinafter employed.

C. The Association shall be permitted to use school equipment provided such use does not interfere with the normal operation of the school. The Association will pay for any supplies used at the rate charged by the Board supplier.

D. The Association will be permitted to give input regarding decisions concerning arranging in-service courses, workshops, conferences and programs designed to improve the quality of instruction.

E. The Association and the administration shall meet as necessary during the school year unless by mutual consent a meeting is postponed. This liaison meeting shall be used to attempt to resolve matters of faculty concerns. It is expected that the concerns will be seriously considered and agreed upon resolutions put into effect as soon as possible.

F. Whenever the term administrator or administration are used in this agreement, they shall mean the Chief School Administrator or his/her specific designee for a specific purpose under the agreement.

G. Upon expiration of this contract, personnel shall not advance to the next increment of the salary guide until both parties agree to new salary guides.

H. The Board shall arrange for an Internal Revenue Code Section 125 Plan to be established so that eligible employees may elect to have eligible payroll deductions withheld from their pay on a pre­tax basis. All matters of eligibility thereunder shall be based on Code, law or regulations of the Internal Revenue Service.

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

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

1. Notification
On or about the 15 of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about December 1 of each year the Association shall notify the Board of Education as to the names of those employees who are required to pay the representation fee.
2. Payroll Deduction Schedule
The Board will deduct from the salaries of the employees referred to in section C. 1. the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February and ending with the last paycheck in June.
3. Termination of Employment
For any member or non-member paying a representation fee, who terminates his or her employment with the Board before the Association has received the full amount to which it is entitled, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.
4. Mechanics
Except as otherwise provided in this Article, the mechanics for transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.

The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits, and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses, that may arise out of, or by reason of, any action taken or not taken by the Board in conformity with this provision.

The obligation of the Board to deduct representation fees in accordance with this Article is expressly contingent upon the establishment by the Association of a “demand-and-return system” in accordance with law. The Association shall, on an annual basis, provide the Board with evidence of its establishment of a “demand-and-return.” The Board shall have no obligation, however, to satisfy itself that such “demand-and-return system” satisfies the requirements of law.

The Board shall have no obligation to deduct this membership fee if this evidence is not furnished prior to December 1 of each year.

B. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated.

C. The parties agree to enter into collective negotiations over a Successor Agreement in accordance with Chapter 123, Public Laws of 1974, as amended. Such negotiations shall begin not later than as directed by statute.

IN WITNESS WHEREOF, the Board and the Association have caused this Agreement to be signed by their respective presidents, attested to by their respective secretaries, and their corporate seal placed thereon.

STEP	STEP	BA	B9*	B15	B21*	B30	B45**	M	M9***	M15	M30
13-14	14-15
***	1	51815		54035		56255		59585		61805	64025
1	2	52815		55035		57255		60585		62805	65025
2	3	53315		55535		57755		61085		63305	65525
3	4	54122		56342		58562		61892		64112	66332
4	5	54955		57175		59395		62725		64945	67165
5	6	55988		58208		60428		63758		65978	68198
6	7	57024		59244		61464		64794		67014	69234
7	8	58637		60857		63077		66407		68627	70847
8	9	59758		61978		64198		67528		69748	71968
9	10	61324		63544		65764		69094		71314	73534
10	11	62740		64960		67180		70510		72730	74950
11	12	64287		66507		68727		72057		74277	76497
12	13	66534		68754		70974		74304		76524	78744
13	14	69161		71381		73601		76931		79151	81371
14	15	71828		74048		76268		79598		81818	84038
15	16	73023		76227		80543		84583		86514	89245
16	17	74218		78406		84818		89568		91210	94453
17-18	18	75413	76924	80585	87268	89093	92748	94552	95902	95905	99660
*These columns were eliminated beginning July 1, 2008. The salary shown is for teachers on the columns by June 30, 2008.
** This column was eliminated beginning July 1, 2009. The salary shown is for teachers on the column by June 30, 2009.
*** This column was eliminated beginning July 1, 2010. The salary shown is for teachers on the column by June 30, 2010.

STEP	STEP	BA	B9*	B15	B21*	B30	B45**	M	M9	M15	M30
14-15	15-16
***	1	53053		55273		57493		60823		63043	65263
1	2	54053		56273		58493		61823		64043	66263
2	3	55053		57273		59493		62823		65043	67263
3	4	56053		58273		60493		63823		66043	68263
4	5	57053		59273		61493		64823		67043	69263
5	6	58053		60273		62493		65823		68043	70263
6	7	59053		61273		63493		66823		69043	71263
7	8	60553		62773		64993		68323		70543	72763
8	9	62053		64273		66493		69823		72043	74263
9	10	63553		65773		67993		71323		73543	75763
10	11	65053		67273		69493		72823		75043	77263
11	12	66553		68773		70993		74323		76543	78763
12	13	68653		70873		73093		76423		78643	80863
13	14	70773		72993		75213		78543		80763	82983
14	15	72973		75193		77413		80743		82963	85183
15	16	74168		77372		81688		85728		87659	90390
16	17	75363		79551		85963		90713		92355	95598
17-18	18	76553	78064	81725	88408	90233	93888	95692	97042	97045	100800
*These columns were eliminated beginning July 1, 2008. The salary shown is for teachers on the columns by June 30, 2008.
** This column was eliminated beginning July 1, 2009. The salary shown is for teachers on the column by June 30, 2009.
*** This column was eliminated beginning July 1, 2010. The salary shown is for teachers on the column by June 30, 2010.

STEP	STEP	BA	B9*	B15	B21*	B30	B45**	M	M9***	M15M30
15-16	16-17
***	1	54923		57143		59363		62693		6491367133
1	2	55923		58143		60363		63693		6591368133
2	3	56923		59143		61363		64693		6691369133
3	4	57923		60143		62363		65693		6791370133
4	5	58923		61143		63363		66693		6891371133
5	6	59923		62143		64363		67693		6991372133
6	7	60923		63143		65363		68693		7091373133
7	8	62423		64643		66863		70193		7241374633
8	9	63923		66143		68363		71693		7391376133
9	10	65423		67643		69863		73193		7541377633
10	11	66923		69143		71363		74693		7691379133
11	12	68423		70643		72863		76193		7841380633
12	13	70323		72543		74763		78093		8031382533
13	14	72223		74443		76663		79993		8221384433
14	15	74223		76443		78663		81993		8421386433
15	16	75418		78622		82938		86978		8890991640
16	17	76613		80801		87213		91963		9360596848
17-18	18	77803	79314	82975	89658	91483	95138	96942	98292	98295102050
*These columns were eliminated beginning July 1, 2008. The salary shown is for teachers on the columns by June 30, 2008. ** This column was eliminated beginning July 1, 2009. The salary shown is for teachers on the column by June 30, 2009. *** This column was eliminated beginning July 1, 2010. The salary shown is for teachers on the column by June 30, 2010.

2014-2015 2015-2016 STEP STEP STEP STEP 13-14 14-15 RATE 14-15 15-16 RATE *** 1 23.97 *** 1 24.24 1 2 24.13 1 2 24.40 2 3 24.29 2 3 24.56 3 4 24.45 3 4 24.72 4/5 5 25.77 4/5 5 26.04 2016-2017 STEP STEP 15-16 16-17 RATE *** 1 24.50 1 2 24.66 2 3 24.82 3 4 24.98 4/5 5 26.30

STEP	STEP			STEP	STEP
13-14	14-15	SALARY		14-15	15-16	SALARY
***	1	40092		***	1	41195
1	2	41276		1	2	42411
2	3	42405		2	3	43572
3	4	43653		3	4	44853
4/5	5	48891		4/5	5	50235

STEP	STEP
15-16	16-17	SALARY
***	1	42328
1	2	43578
2	3	44770
3	4	46087
4/5	5	51617

2014-2015 2015-2016 STEP STEP STEP STEP 13-14 14-15 RATE 14-15 15-16 RATE *** 1 13.82 *** 1 14.09 1 2 14.30 1 2 14.57 2 3 14.78 2 3 15.05 3 4 15.63 3 4 15.90 4/5 5 16.31 4/5 5 16.58 2016-2017 STEP STEP 15-16 16-17 RATE *** 1 14.35 1 2 14.83 2 3 15.31 3 4 16.16 4/5 5 16.84

Salary of the current occupant of the title as of the date of ratification:

2014-2015 - $47,500

2015-2016 - $48,806

2016-2017 - $50,148

The General Maintenance position shall have a minimum entry level salary of $40,000.

Employees who are eligible to receive any enrollment level above single for any of the insurance under Article 7, A. 3. c.

3. What is the purpose of the plan?

The purpose of the plan is to encourage eligible employees to waive unnecessary duplicate family coverage.

Employees who are eligible for any enrollment and who waive all coverage for any of the three types of insurance for a full calendar year shall receive the percentage of cost set forth in Article 7, C.

Yes.

Yes, but only at the open enrollment periods, subject to carrier rules.

Yes.

The payment will be made after the close of the fiscal year in which the District had a premium saving because of a waiver.

Each potentially eligible employee will receive a form from the Business Office. It will contain a final return date and examples of incentive award calculations.

Yes. In order to protect all employees from Federal and State taxation of existing benefits if this plan is in effect, the District has set up a Section 125 account. Note that employees who receive an incentive award are subject to normal Federal and State withholding on such payment.