ARTICLE	TITLE	PAGE
	Preamble	1
	Witnesseth	1
1	Recognition	1
2	Negotiation of Successor Agreement	2
3	Grievance Procedure	3
4	Association Rights and Privileges	6
5	Board Rights	7
6	Protection of Employees	7
7	Complaint Procedure	8
8	Employee Rights and Privileges	9
9	Employment Procedures	10
10	Notification of Contract	12
11	Assigned Duties	12
12	Notification of Vacancies	13
13	Transfers and Reassignments	13
14	Employees Evaluation	13
15	Employee-Administration Liaison	14
16	Agency Shop/Representative Fee	15
17	Deduction from Salary	15
18	Extended Leave of Absence	16
19	Probationary Employment	17
20	Sick Leave	18
21	Temporary Leaves of Absence	19
22	Vacations and Holidays	20
23	Terms of Employment	21
24	Medical Benefits and Insurance Protection	25
25	Job Classification	28
26	Salaries/Other Compensation	28
27	Miscellaneous Provisions	30
28	Duration of Agreement	31
Schedule 1	Bus Aides	32
Schedule 2	Bus Drivers	33
Schedule 3	Custodians with boilers’ license	34
Schedule 4	Custodians without boilers’ license; buildings and grounds custodians; bus mechanic helpers	35
Schedule 5	Bus mechanics; facilities maintenance mechanics	36
Schedule 6	Secretaries	37
Schedule 7	Clerical aides	38
Schedule 8	Attendance officer	39
Schedule 9	Teacher aide/1-1 assistant; Library media aide	40

The Township of Franklin Board of Education recognizes the Township of Franklin Supportive Staff Association as the exclusive and sole representative for collective negotiation concerning grievances and terms and conditions of employment for the following positions: bus driver, bus aide, bus mechanic, bus mechanic's helper, clerical aide, day custodian, educational interpreter, facilities maintenance mechanic, night custodian, one to one assistant, outside building and grounds custodian, school secretary, transportation/maintenance secretary, attendance officer, classroom teacher aide and library media aide.

Unless otherwise indicated, the term "employee," when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiating unit as above defined, and references to male employees shall include female employees.

Consistent with Chapter 123, P.L. of N.J. 1974, the Board shall not affect any change in Policy concerning terms and conditions of employment except those so negotiated and included as part of this Agreement and contained herein.

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

1. Grievance

A "Grievance" is a claim by an employee or the Association based upon the interpretation, application, or violation of this negotiated agreement, board policies or administrative decisions affecting the terms and conditions of employment.

2. Aggrieved person

Aggrieved person is defined as the employee and/or Association making the claim.
3. Definition of Days

Days as referred in Article 3 shall mean school attendance days, except as specifically referenced as calendar days.
4. Immediate Supervisor
The administrator who is assigned by the Superintendent as the person primarily responsible for the evaluation of the employee during the current school year.

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise affecting employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

1-A. Time Limits

Since it is important that a grievance 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.

1-B. A grievance, to be considered, must be initiated by the aggrieved person within fifteen (15) days from the alleged grievance.








2. Year End Grievances

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 the aggrieved person, 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. Level One - Immediate Supervisor

The aggrieved person shall submit claim in writing on the approved form to his/her immediate supervisor. The date of grievance shall be the date received by the immediate supervisor. Should the grievance seek such relief that the immediate supervisor does not have the authority to grant, as determined at the discretion of the School Business Administrator, the grievance procedure shall begin at level two.

4. Level Two - School Business Administrator

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) days after the presentation of the grievance, he may refer it to the School Business Administrator.

5. Level Three - Board of Education

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) days after the grievance was delivered to the School Business Administrator, he may within five (5) days after a decision by the School Business Administrator or ten (10) days after the grievance was delivered to the School Business Administrator whichever is sooner, present the grievance to the Board for a hearing.

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-seven (37) calendar days after his grievance was delivered to the Board of Education, he may, within five (5) days after a decision by the Board of Education, or forty-two (42) calendar days after the grievance was delivered to the Board of Education, whichever is sooner, request in writing that the Association submit its grievance to arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to arbitration within fifteen (15) days after receipt of a request of the aggrieved person. The only grievances which may be arbitrated are those alleging that there has been a violation of the express written terms of this agreement.



b. Grievances over statutory and regulatory terms and conditions of employment may be appealed to the appropriate agency.

c. Grievances alleging a violation of board policies or administrative decisions affecting terms and conditions of employment shall terminate upon the rendering of the Board decision at Level Three.

d. Grievances alleging a violation of the express written terms of this negotiated agreement may be submitted to binding arbitration.

e. The arbitrator shall have no authority to rule on grievances which concern the interpretation, application, or alleged violation of Board policies or administrative decisions affecting terms and conditions of employment or of statutes and regulations setting terms and conditions of employment.

f. Within ten (10) days after such written notice of submission to arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain 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 American Arbitration Association by either party. The parties shall then be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

g. The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from the Agreement between the parties. The arbitrator's decision shall be in writing and shall be submitted to the Board and the Association and shall be final and binding on the parties.

h. 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.

a. Any matter for which a review is prescribed by law.

b. Any rule or regulation of the State Commissioner of Education.

c. Any matter which according to law is beyond the scope of Board authority.

d. A complaint by any employee who is not being re-employed.

e. A complaint by any employee occasioned by appointment or lack of appointment to retention in position.

1. Employee and Association

Any aggrieved person may be represented at all stages of the grievance procedure by himself, or, at his option, by a representative selected or approved by the Association. When an employee 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.

2. Reprisals

No reprisals of any kind shall be taken by the Board or by any member of the administration against any party in interest, any representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.

1. Written Decisions

Decisions rendered at Level One which are unsatisfactory to the aggrieved person and all decisions rendered at Levels Two, Three, and Four of the grievance procedure shall be in writing and a copy given to the aggrieved. Decisions rendered at Level Four shall be in accordance with the procedures set forth in Section C. 6. of this Article.

2. Forms

Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the School Business Administrator/Board Secretary and the Association.

3. Meetings and Hearings

All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article.

the school district, and to suspend, demote, discharge, or take other disciplinary action against employees; (c) to relieve employees from duty because of lack of work or for other legitimate reasons; (d) to maintain efficiency of the school district operations entrusted to them; (e) to determine the methods, means, and personnel by which such operations are to be conducted; and (f) to take whatever actions may be necessary to carry out the mission of the school district in situations of emergency.

Any complaints regarding an employee made to any member of the Administration by any parent, student, or other person which does or may influence evaluation of an employee shall be in writing and shall be processed according to the procedure outlined below.

The principal or immediate supervisor shall meet with the employee to appraise the employee of the full nature of the complaint and they shall attempt to resolve the matter informally.

The employee shall have the right to be represented by the Association at any meeting or conferences regarding such complaint.

Step 1
All complaints shall be submitted in writing by the complainant or the employee to the building principal or counterpart supervisor who shall forthwith forward a copy to the School Business Administrator/Board Secretary or his designee and the complainant.
Step 2

Upon receipt of the written complaint the School Business Administrator/Board Secretary or his designee shall confer with all parties. The employee shall have the right to be present at all meetings of the School Business Administrator/Board Secretary or his designee and the complainant.
Step 3

If the School Business Administrator/Board Secretary or his designee is unable to resolve a complaint to the satisfaction of all parties concerned, at the request of the complainant or the employee he shall forward the results of his investigation along with his recommendation, in writing, to the Board and a copy to all parties concerned.

After receipt of the findings and recommendations of the School Business Administrator/Board Secretary or his designee, and before action thereon, the Board shall afford the parties the opportunity to meet with the Board and show cause why the recommendations of the School Business Administrator/Board Secretary or his


designee should not be followed. Copies of the action taken by the Board shall be forwarded to all parties.
Step 5

Any complaint unresolved under Step 4, may be submitted by the employee according to the grievance procedure as set forth in ARTICLE 3 of this Agreement and shall commence at Level 4.

Any employee reduced in rank or job classification, regardless of compensation, may request and receive from the School Business Administrator/Board Secretary or his designee reasons for such reduction not later than fifteen (15)

working days following receipt of such request. Requests shall be made within fifteen (15) working days of either the effective date of reduction in rank or job classification of the date on which the employee was formally notified.

1. Although the following are considered to be extremely important and just cause for suspension and/or dismissal, they are not limited to:

a. Any employee charged with the drinking of intoxicating beverages or use of drugs or under the influence of the same while under the employ of the Board.

b. The use of profanity in the presence of children, adults or officials of schools during working hours.

c. Unauthorized leave from assigned building excluding time for lunch.

2. The Township of Franklin Board of Education encourages open communication, in the interest of developing full understanding between and among its employees and,

a. Whenever a staff member has requested in writing and has received a written statement of reasons for suspension, the employee may request in writing an informal appearance before the Board of Education. Such written request must be submitted to the Board within ten (10) calendar days of receipt of the Board's statement of reasons. The informal appearance shall be conducted in private in every instance and no exceptions to such a private proceeding shall be permitted.

b. The employee may be represented by counsel or one individual of his/her own choosing.

c. The employee may present witnesses and such witnesses need not present testimony under oath and should not be cross examined by the Board. Witnesses should be called into the meeting to address the Board one at a time and should be excused from the meeting after making the statements. Within three (3) days following the informal appearance the Board shall notify the affected employee in writing, of its final determination. The decision of the Board is final.


3. All suspensions shall be for cause and in writing. If the outcome of charges is not resolved within ninety (90) days the employee shall be paid his regular pay thereafter. If found innocent of charges, all back pay shall be reimbursed to him.

1. First violation; appearance before the Board; a suspension for a maximum of twenty (20) work days, at the discretion of the Board, without pay.

2. Second violation; appearance before the Board; a suspension for a maximum of forty (40) work days, at the discretion of the Board, without pay.

3. Third and subsequent violations; appearance before the Board; a suspension for a maximum of sixty (60) days, without pay, or dismissal, at the discretion of the Board.

4. 1., 2, and 3. above apply only to Article 9, A. 1. a., b., and c.

1. An employee may be dismissed for just cause.

2. Whenever an employee has requested in writing and has received a written statement of reasons for dismissal, the employee may request in writing an informal appearance before the Board of Education. Such written request must be submitted to the Board within ten (10) calendar days of receipt of the Board's statement of reasons. The informal appearance shall be conducted in private in every instance and no exceptions to such a private proceeding shall be permitted.

3. The employee may be represented by counsel or one individual of his/her own choosing.

4. The employee may present witnesses and such witnesses need not present testimony under oath and should not be cross examined by the Board. Witnesses shall be called into the meeting to address the Board one at a time and should be excused from the meeting after making the statements. Within three (3) days following the informal appearance the Board shall notify the affected employee in writing of its final determination. The decision of the Board is final.

1. You will abide by all rules and regulations of the Township of Franklin Board of Education heretofore and hereafter made including, but not limited to, the following:

a. The bus interior is to be swept out each day. The interior surfaces are to be kept clean.

b. The bus exterior is to be washed periodically.


c. The driver is to have the bus at the maintenance garage for scheduled service, maintenance, and repair work.

d. The driver is to take his/her bus for the semiannual motor vehicle inspections.

e. The driver is to make out reports as required.

f. The driver will accept scheduled noontime kindergarten routes and special trips when assigned.

2. Change in the duties and responsibilities with exception of terms and conditions of employment of the bus drivers will be designated by the Board of Education or an authorized agent of the Board of Education.

1. It is understood and mutually agreed that either party may terminate this employment by notifying the other party in writing thirty (30) calendar days in advance of the date of termination or the notification required in the employees employment contract, whichever is greater.

In the event a present position becomes vacant or a new position is established, such vacancy or new position will be posted in each school building and copies of the same shall be mailed to the Association President.

By July 1 the School Business Administrator/Board Secretary shall provide the Association President with the identification of all Support Staff personnel, their salaries, and their assignments.

1. Filling of any vacancies occurring from the original will be at the Board's discretion.

Employees who desire a transfer to another assignment may file a written statement of such desire with the School Business Administrator/Board Secretary. Such statement shall include the school or schools to which he desires to be transferred, in order of preference. Such requests for transfers and reassignments for the school year shall be submitted no later than five working days after the posting of the vacancy. During the summer recess, vacancy postings shall be mailed to all ten month employees.

In the determination of requests for voluntary reassignments and/or transfer; the wishes of the individual employee shall be honored to the extent that the transfer does not conflict with the best interests of the school system.

All employees shall be evaluated by their immediate supervisor at least two (2) times each school year, to be followed in each instance by a written evaluation report and by
a conference between the employee and his immediate supervisor for the purpose of identifying any deficiencies and extending assistance for their correction. Evaluations shall be completed on or before December 1 and March 1 of each year for ten month employees; and, on or before September 1 and March 1 of each year for twelve month employees.

1. Copies of Evaluation

An employee shall be given a duplicate copy of an evaluation report at least one (1) work day prior to the evaluation conference. Such report shall not be submitted to the central office or placed in the employee's file without a prior conference. Such a conference shall occur during regular work hours as scheduled by the evaluator. At the conclusion of the conference the employee shall confirm that he/she participated in the evaluation by signing the evaluation report. Such signature does not affirm that all parts of the report are agreeable to the employee. Should an employee refuse to sign such report, the report shall be filed and the refusal shall be noted on the report. An employee shall not be required to sign a blank or incomplete evaluation report.

2. Reports

Evaluation reports shall be presented to each employee by his immediate supervisor in accordance with the following procedures:

a. Such reports shall be issued in the name of the immediate supervisor based on a compilation of reports and observations by any or all supervisory personnel who come into contact with the employee in a supervisory capacity.

b. Such reports shall be addressed to the employee.

c. Such reports shall be written in narrative form and shall include, when pertinent:

(1) Strengths of the employee as evidenced during the period since the previous report.

(2) Weaknesses of the employee as evidenced during the period since the previous report.

(3) Specific suggestions as to measures which the employee might take to improve his performance in each of the areas wherein weaknesses have been indicated.

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

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

The Board agrees to deduct money from an employee's salary for local, state and national association membership(s) as said employee authorizes and to transmit such money promptly to the respective association(s). An employee may have such deductions discontinued upon completion of proper forms and notice to the Board and the appropriate association during the months of January and July.

ARTICLE 18

Military leave without pay shall be granted to any employee who is inducted into any branch of the armed forces of the United States for the period of said induction.

The Board shall grant a disability leave without pay to any employee upon written request subject to the following:

1. An employee who anticipates a disability shall notify the SBA/BS in writing of the anticipated commencement of the disability as soon as the employee knows of it or within ninety (90) calendar days of the leave commencement, whichever is less.

2. Maternity

a. In the case of pregnancy, the employee shall submit a doctor's certificate indicating the anticipated delivery date to the SBA/BS.

b. No later than ninety (90) calendar days prior to the anticipated delivery date, the employee may request a leave of absence while she is disabled, for which accumulated sick leave may be utilized.
3. The Board shall continue the employee's coverage in the district's group health plans during the unpaid leave at the written request and expense of the employee.

1. Child care leave is available to eligible employees either through the Family Leave Act and/or through the provisions of this article.

2. At the discretion of the employee, child care leave shall begin immediately upon either; a) the termination of the disability leave defined above, or b) no earlier than ninety (90) calendar days prior to a written request to the Board for such leave.

3. In the case of adoption, child care leave shall be requested in writing as soon as the employee knows of it or within ninety (90) calendar days of the leave commencement, whichever is less.

4. Child care leave shall terminate no later than the end of the school year in which it was initiated. Extensions to the duration of the leave shall be at the full discretion of the Board of Education.

A leave of absence without pay for a maximum of the remainder of a school year ending June 30 shall be granted for the purpose of caring for a relative of the employee as follows: spouse, mother, step-mother, mother-in-law, father, step-father, father-in-law, child, step-child, or grandchild. Such leave request must be supported by certification of the patient's physician. The health condition of the family member must render the family member incapable of self-care and involve the ongoing care or supervision of the family member in a medical facility or continuing medical treatment or supervision by a health care provider. Additional leave may be granted at the discretion of the Board.

All benefits to which an employee was entitled at the time his approved leave commenced shall be restored to him upon his return to employment and he shall be assigned to the same job title in which he was employed at the time the leave commenced.

An employee may request an unpaid leave of absence for a maximum of one (1) school year. The reason for the requested leave shall be at the discretion of the employee. Such request for an unpaid leave of absence shall be submitted in writing to the SBA/BS at least (60) calendar days prior to the requested effective date of the leave except in an emergency as approved by the Board. The request shall be approved at the sole discretion of the Board.

1. All ten (10) month employees shall be entitled to ten (10) days sick leave each school year as of the first official day of said school year. Ten (10) month employees who are hired for less than a full school year shall be entitled to sick days on a prorated basis. Unused sick leave days shall be accumulated from year to year with no maximum limit.

2. All twelve month employees shall be entitled to twelve (12) days sick leave as above.

3. Employees with twenty (20) continuous years of employment, excluding board approved leaves in the district, and who retire according to the regulations of P.E.R.S. will be paid the following at retirement:




Accumulated sick days		Less than 30 hours per week		30 or more hours per week
120 - 150		$12.00/day		$20.00/day
151 - 180		$15.00/day		$25.00/day
181 and above		$20.00/day		$30.00/day


4. Notification in writing must be made to the Board by October 1 of the preceding school year of when he/she plans to retire.

5. The maximum amount of payment by the Board to a retired employee shall be $4,800.

6. In the event of the employee’s death prior to retirement, payment will be made to the employee’s estate under the guidelines set forth in Article 20, A. 3. through 5.

Employees shall be given a written accounting of accumulated sick leave days not later than September 30 of each year.

Three (3) days maximum per occurrence may be used for death of a member of the employee’s family including: mother-in-law, father-in-law, brother, sister, grandparent, grandchild, or any relative of the employee who has lived within the same household as the employee during the last two years or more.

One (1) day maximum per occurrence may be used for death of a member’s brother-in-law, sister-in-law, niece, or nephew.

For each occurrence, these days shall be used within ten (10) calendar days, following the first bereavement day. Unused bereavement days shall not accumulate.

1. After one (1) complete year of employment - 10 days

2. After seven (7) complete years of employment - 15 days

3. After twelve (12) complete years of employment - 20 days

4. After twenty (20) complete years of employment - 23 days

5. After twenty-five (25) complete years of employment - 25 days

6. On July 1 following the employee's initial employment date and upon successful completion of the probationary period, vacation days earned will be prorated to reflect July 1 as the anniversary date for vacation leave accrual. All subsequent vacation leave accruals shall become available on the respective July 1.

Fourth of July
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve
Christmas Day
New Year's Day
Martin Luther King, Jr. Day
Friday prior to George Washington's Birthday Observance
George Washington's Birthday Observance
Good Friday
Memorial Day

If any of these holidays fall on a weekend, the employee shall have off the previous Friday or following Monday in conjunction with the school calendar for that holiday. Should schools be open on any of the above holidays, that holiday shall become a workday and the twelve month employees will be credited with an additional vacation day as compensation.

Full-time twelve month employees' work days shall be eight (8) hours, which includes a half hour duty free lunch and one fifteen minute morning and afternoon break. The specific work hours shall be determined by the Board. However, regular work hours shall not be scheduled between 12:00 a.m. and 6:00 a.m. The work week shall be five days Monday through Saturday.

No custodian shall be required to work more than three (3) Saturdays in a year (July 1 through June 30.)

2. During the summer recess all twelve month employees shall be subject to temporary reassignment within their job classification.

a. During the summer recess, the regular work day for twelve month employees shall be scheduled between the hours of 5:00 a.m. to 4:00 p.m.

b. During the summer recess, the regular work day for twelve month secretaries shall consist of seven (7) hours which includes a half hour duty free lunch and one fifteen minute morning and afternoon break. The specific work hours shall be determined by the Board.

c. Four day work week – all unit members except secretaries

If a four (4) day work week is considered during the summer months, full-time twelve (12) month employees’ work days shall be Monday through Thursday, ten (10) hours per day, which will include a half-hour duty free lunch and one fifteen (15) minute morning and afternoon break. The specific work hours shall be determined by the Board.
d. Four day work week – secretaries

If a four (4) day work week is considered during the summer months, full-time twelve (12) month employees’ work days shall be Monday through Thursday, eight and three-quarter (8.75) hours per day, which will include a half-hour duty free lunch and one fifteen (15) minute morning and afternoon break. The specific work hours shall be determined by the Board.
3. Ten month employees' work day shall be as defined below. The specific work hours shall be determined by the Board. The work week shall be Monday through Friday.

a. Attendance Officer - as per job description.

b. Bus Aide, Bus Driver - as per actual verified time.

c. Classroom Teacher Aide, Library Media Aide - seven hours which includes a half hour duty free lunch. The work year shall include each day on which students are present for school.

If a classroom teacher’s aide or library media aide works beyond 7 hours in a day, she/he shall be paid for such extra time at the rate of $10.00 per hour.

d. Clerical Aide - eight hours which includes a half hour duty free lunch and two (2) fifteen minute breaks. The work year shall include each day on which students are present for school.

Overtime shall be defined as all time worked in excess of forty (40) hours per week or eight (8) hours per day by an employee.

1. When overtime is necessary, the Board will first attempt to have such work performed by volunteers. If no employee volunteers, the Board shall have the right to require an employee to work overtime by taking said employee's name from a rotating list based on seniority.

2. All overtime shall be compensated based upon the actual time worked. The compensation for overtime shall be at the rate of one and one-half (1 1/2) times the employee's regular salary, with the exception of Sundays and Holidays being paid at the rate of two (2) times the employee’s regular salary.

3. The Facilities Maintenance Mechanic shall be on call twenty-four (24) hours per day and seven (7) days each week to respond to alarm activations. All responses to alarm activations outside the regular work day shall be compensated at the rate of one and one-half (1 1/2) times the employee's regular hourly salary with a minimum compensation of one (1) hour. Responses to alarm activations on
Saturday, Sunday, and holidays designated in Article 22, B. shall be compensated a minimum of two (2) hours at the rate of one and one-half (1 1/2) times the employee's regular hourly salary. The duration of each response shall be determined from the time of alarm deactivation until alarm is activated.

4. The Facilities Maintenance Mechanic shall conduct a weekend and holiday buildings check as assigned. The time spent checking buildings shall be compensated at the rate of one and one-half (1.5) times the employee’s regular hourly salary, with a minimum of two (2) hours.

1. The Board reserves the right to establish in-service programs and/or training at its discretion and require employee attendance. Such in-service programs and/or training shall not exceed three (3) occasions per school year for each unit group unless mutually agreed upon by the Association and Board.

2. Each participating employee shall be compensated their regular wage for attending such programs.

3. Should a program be held on a Saturday, notification shall be given to each respective employee at least two (2) weeks prior to date of the program.

4. Employees may request to be excused from a Saturday program by submitting such a request in writing to the School Business Administrator/Board Secretary at least three (3) work days prior to the date of the program.

5. There shall be a tuition reimbursement program under the following terms:

a. Reimbursement for classes taken must be determined by the Superintendent to enhance the capabilities of the employee in the position she/he holds at the time the course is taken. The decision of the Superintendent in this regard is not grievable.

b. In order to obtain tuition reimbursement, the employee must apply in writing for the approval of the Superintendent in advance of taking the course.

c. In order to obtain tuition reimbursement, the employee must successfully conclude the course and provide to the District proof of successful completion of the course.

d. Reimbursement may only be made for tuition for a course, Fees and other costs associated with a course are not reimbursable.

e. The maximum annual reimbursement for an employee shall be $600.

f. If an employee who has received a reimbursement under this section separates from the District through a voluntary resignation, within a year of course completion, he/she shall reimburse the District said monies.

6. Staff members shall be compensated for preparation time needed to develop in-district professional development workshops/trainings. All preparation time needed to develop in-district professional development workshops/trainings shall be done outside of the normal work hours. The district shall not provide preparation time for workshops/trainings during normal work hours.
When two (2) or more employees present a workshop/training together, the compensation shall be evenly divided. The preparation for a repeat of the same workshop/training shall be compensated at a flat rate of $50.

Professional Development Presentations on in-service or regularly scheduled work days:

Preparation Compensation Minimum Presentation Length
$50 1 hour
$100 2 hours
$150 3+ hours

Professional Development Presentations that occur outside normal work hours or during the summer months when school is not in session:

Preparation Minimum Presentation Additional Presentation

Length Time
$75 1 hour $25 per hour after the
First hour of presentation

Professional Development Attendees that participate in an in-district workshop or training that occurs outside normal work hours during the school year beyond those set forth in C. 1. above shall be paid $14 per hour.

Professional Development Attendees who participate in a workshop or training that occurs during the summer months when school is not in session shall be paid $18 per hour.

The transportation supervisor shall distribute a field trip survey form to each bus driver at their initial meeting of each school year. The survey shall be returned no later than September 15 to the transportation supervisor. All interested drivers' names shall be placed on a building eligibility list by district seniority.

a. Bus drivers shall be paid from point of origin back to point of origin. The point of origin shall be determined at the sole discretion of the Board. Point of origin is defined as the location at which the respective assigned bus is housed overnight.

b. Each driver shall perform duties and a pretrip inspection every morning prior to beginning their route.

c. If a driver wishes to have their regular run certified for additional verified time, they shall no later than September 30 of each year, present to the transportation supervisor in writing a request for certification. The transportation supervisor shall deliver the decision of certification for additional verified time in writing to the driver no later than November 30. All additional verified time shall be retroactive to the first day of work for the year certified. A disagreement regarding the decision of the transportation supervisor may be processed through the grievance procedure.

d. A bus driver who is interested in being assigned a kindergarten run shall submit a written application to the SBA/BS in June for the following school year assignment. Assignment to a specific kindergarten run shall be made solely at the discretion of the Board.

e. Should a kindergarten run be eliminated during the school year, the least senior bus driver shall lose their kindergarten run assignment.

f. Upon the vacancy of a kindergarten run position, a posting shall be advertised.

g. Supplemental time is work related time, in addition to verified time, which is required to complete regular job responsibilities such as fueling of vehicle, conferences, vehicle accident, vehicle breakdown, weather delay, delay caused by road construction, and other similar additional time. Each bus driver, except special education bus drivers, shall be paid $200 in consideration for all supplemental time. Such payment shall be made in June.

h. Special education route bus drivers and bus aides shall be paid for all supplemental time as described in Article 22, E. 1. g. based upon actual fueling of vehicle time and their base salary. Such time shall be paid as supplemental time and not as verified time.

i. Special education route bus drivers and bus aides who are employed in such positions as of June 1, 1995 shall be paid for all supplemental time as described in Article 23, E. 1. g. based upon actual fueling of vehicle time and their base salary. Such time shall be paid as verified time as long as they are employed on a special education route.

j. Upon the acceptance by the Board of a bus driver's or bus aide's retirement resignation, the current school year verified hours of the respective employee will not be decreased from the date of the retirement resignation acceptance through the retirement resignation effective date provided that the Board acceptance and the retirement resignation effective date are in the same school year.

The Board will pay one hundred percent (100%) of the premium, as modified by the State-mandated employee premium share, as follows:

All employees shall be enrolled in the AmeriHealth PC-20 plan, or equivalent, at Board expense. Should an employee wish to enroll in or change to the CMM plan, they will be responsible for the difference in premium of the CMM plan and the AmeriHealth PC-20 plan, or equivalent, through payroll deduction each pay period. The Board shall select the carrier.

The Board will pay one hundred percent (100%) of the premium, as modified by the State-mandated employee premium share, as follows:

1. The program shall provide for a twenty dollar ($20) co-pay for brand drugs and a ten dollar ($10) co-pay for generic drugs. The mail order co-pay shall also be twenty dollars ($20) for brand drugs and ten dollars ($10) for generic drugs.

2. The Board shall select the carrier.

The Board will pay one hundred percent (100%) of the premium, as modified by the State-mandated employee premium share, as follows:

1. The group premium shall not exceed thirty-three thousand dollars ($33,000) each year of this agreement.

2. If the dental cap is exceeded the employees participating in the plan shall share the excess cost amount on a percentage basis of the premium over the cap and reimburse the Board through payroll deductions.

3. The Board shall select the carrier.

E. Eligibility for Insurance

1. An employee hired before July 1, 2011, shall be eligible for employee-only insurance coverage under A., B. and C. above, if they work 20 or more hours per week. An employee may enroll his/her eligible dependents in any of the plans at his/her own expense provided that the Board is reimbursed through payroll deduction. After working three (3) continuous years in his/her position, the employee and his/her dependents will be provided with insurance coverage under A., B., and C. above.

2. An employee hired before July 1, 2011, who works between 15 hours but less than 20 hours shall be eligible for employee-only insurance coverage under A. above after the employee has worked four (4) complete years, (excluding unpaid leaves of absence). An employee may enroll themself and his/her eligible dependents in any of the plans under A., B., and C. above, at his/her own expense, provided that the Board is reimbursed through payroll deduction.

3. An employee hired on or after July 1, 2011, shall be eligible for employee insurance coverage under A., B. and C. above, if he/she works 25 or more hours per week. An employee may enroll his/her eligible dependents in any of the plans at his/her own expense provided that the Board is reimbursed through payroll deduction. After working three (3) continuous years in their position, the employee and his/her dependents will be provided with insurance coverage under A., B., and C. above, provided that the Board is reimbursed through payroll deduction.

The Board of Education shall provide the physical examination for bus driver's license as required by law. Such examination shall be completed by the Board of Education physician.

1. An employee may elect to waive the Hospital and Medical Plan benefit coverage and in return, shall receive extra compensation according to the following schedule:

Coverage Status		Amount
Single		$1,500.00
Parent/Child(ren)		$2,700.00
Husband/Wife		$2,800.00
Family		$2,900.00

a. This provision does not apply to dental and prescription insurance coverage.

b. The cash payment is treated as taxable income. Prorated amounts will be distributed in the employee's December 15 and June 30 paycheck.

c. The waiver of medical benefits must be for a year (July 1 through June 30) unless benefits available from other sources are discontinued for some reason (loss of job, loss of benefits, divorce, etc.). Employees who lose benefits would be reenrolled in the district's plan. Enrollment can only become effective as of the first day of a month. It is the employee's responsibility to notify the School Business Ad­ministrator/Board Secretary in writing of any benefits discontinuation.

d. Employees choosing the waiver program must sign a release indicating that they and their dependents are covered under another health benefit program. If applicable, employees must provide proof of qualification status.

e. Employees planning to retire during or at the end of a year and receive their lifetime benefits through pension should not enroll in the buy back. One of the stipulations of the retirement health coverage is that the employee be actively enrolled in the district's plan at the time of retirement.

f. Employees who are not employed during the full year (July 1 – June 30) and choose the waiver shall have their payments prorated accordingly. This applies to new hires after September 1 and any employment termination that is effective prior to August 31. Employees who choose the waiver and are on unpaid leave of absence without medical benefits shall have their payments prorated as well.

g. If an employees' coverage status changes during the waiver period, it is the employee's responsibility to notify the School Business Administrator/Board Secretary in writing. Payments would be adjusted and/or prorated accordingly.

1. Employees hired on or after July 1, 2004 shall hold the necessary boiler license for operation of low pressure water boilers. Each employee shall be reimbursed the renewal fee for their boiler license.

2. Employees shall have the responsibility for minor maintenance and repairs of the buildings as assigned by the designee of the Board of Education.

3. Employees shall utilize themselves in the most efficient manner to keep the assigned buildings in a sanitary condition and plan and coordinate the work so that cleaning and repairs are taken care of promptly and in such a way they do not interfere with education programs.

The salary of each employee covered by this Agreement is set forth in the attached salary guides. Employees must be contracted to work (excluding unpaid leaves of absence) at least half of the respective 10/12 month work year plus one day in order to be eligible to move to the next step of the salary guide. Employees cannot advance to the “Off-Guide” steps.

Each ten (10) month employee shall be paid in twenty (20) equal semi­monthly payments. Each employee employed on a twelve (12) month basis shall be paid twenty-four (24) equal semi-monthly installments.

Salaries shall be paid by direct deposit.

Extra pay for bus drivers will be paid on the 15th of the month for the previous calendar month. Whenever hours in addition to verified hours are worked, the bus drivers shall submit the designated form to the Transportation Supervisor on the workday immediately following the day the additional hours were earned.

4. Exceptions


Ten Month Employees
When a pay day falls on or during a school holiday, school vacation or weekend, employees shall receive their pay checks on the last previous working day.
Twelve Month Employees
When a pay day falls on or during a school holiday, (as listed in Article 22, B. 1.) or weekend, employees shall receive their pay checks on the last previous working day. When a pay day falls during a vacation of at least three (3) consecutive working days duration, the employee, upon written request to the School Business Administrator/Board Secretary, shall receive their pay check on the last previous working day provided at least fifteen (15) work days prior notice has been given.

1. All regular bus drivers shall be paid $160.00 for compliance with the provisions of Article 9, D. 1. a., b., c. and e.

2. Employees, whose job description requires the transportation of students in district vehicles, shall be reimbursed the fingerprinting cost necessary for the renewal of their Commercial Driver's License with Passenger Endorsement B.

3. Effective July 1, 2011, employees whose job description requires the transportation of students in a district vehicle shall be reimbursed the difference in the fee between the regular State driver’s license and a Commercial Driver’s License with a Passenger B, P, S, and Air Brake endorsement. This shall be reimbursed every three (3) years.

4. Bus drivers shall be compensated for fifteen (15) minutes each day for daily bus pre-trip inspection.

5. Bus drivers shall be paid two (2) hours’ pay at their regular hourly rate for the “dry run” and one (1) hour’s pay for their bus notes. Bus notes are to be submitted by September 30.

1. The Board agrees to purchase uniforms and/or reimburse for work shoes for each day custodian, facilities maintenance mechanic, night custodian, bus mechanic, bus mechanic's helper and outside buildings and grounds custodian in an amount not to exceed two hundred dollars ($200) per school year. These employees shall dress in a uniform of color and style determined by the Board during all work hours.

1. A head custodian for each school building housing more than 300 students shall be appointed annually by the Board. Such position(s) shall be posted prior to such appointment. The annual stipend for head custodian shall be $1500.00.

1. Entry level salaries shall be negotiated between the new employee and the Board of Education. Employees shall be placed on a salary level on or below district employees with comparable district experience.

2. The rate of pay for each position shall be in accordance with the respective salary guide.

Should the Attendance Officer be required to use his/her own automobile in the performance of his/her duties, he/she shall be reimbursed for all such travel at the rate (per mile) established and used by the State of New Jersey.

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.

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 letter at the following addresses:

1. If by the Association, to Board at 3228 Coles Mill Road, Franklinville, New Jersey 08322-3029.

2. If by the Board, to Association at home address of President.

This Agreement shall be effective for the period July 1, 2014, through June 30, 2017. The Association's right to negotiate a successor Agreement is recognized under the provisions of Article II. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on June 30, 2017, unless it is extended in writing by both parties.

In witness whereof the Association has caused this Agreement to be signed by its President, attended by the Secretary and its corporate seal to be placed hereon this _______ day of ________, 2014, and to be in effect on the day and year in Paragraph A above.

STEP	HRLY
1	10.94
2	11.10
3	11.26
4	11.48
5	12.38
6	13.42
7	14.22
8	15.07
9	15.48
10	16.17

STEP	STEP			STEP	STEP
13-14	2/1/15	HRLY		Before 9/1/16	9/1/16	HRLY
***	1	11.08		***	1	11.72
1	2	11.24		1	2	11.92
2	3	11.40		2	3	12.12
3	4	11.62		3	4	12.32
4	5	12.52		4	5	12.52
5	6	13.56		5	6	13.56
6	7	14.36		6	7	14.36
7	8	15.21		7	8	15.21
8	9	15.48		8	9	15.48
9-10	10	16.17		9-10	10	16.28

STEP	HRLY
1	15.71
2	15.94
3	16.16
4	18.34
5	18.80
6	19.31
7	19.85
8	20.41
9	21.00
10	21.81

STEP	STEP			STEP	STEP
13-14	2/1/15	HRLY		Before 9/1/16	9/1/16	HRLY
***	1	15.71		***	1	16.34
1	2	15.94		1	2	16.84
2	3	16.16		2	3	17.34
3	4	18.34		3	4	18.34
4	5	18.80		4	5	18.80
5	6	19.31		5	6	19.31
6	7	19.85		6	7	19.85
7	8	20.41		7	8	20.41
8	9	21.00		8	9	21.00
9-10	10	22.21		9-10	10	22.61

STEP	STEP			STEP	STEP
13-14	2/1/15	HRLY		Before 9/1/16	9/1/16	HRLY
OG1	OG1	23.15		OG1	OG1	23.55

STEP
1	32631
2	33096
3	33568
4	34982
5	36396
6	38049
7	38945
8	39885
9	40941
10	42474

STEP	STEP			STEP	STEP
13-14	1/1/15	SALARY		Before 7/1/16	7/1/16	SALARY
***	1	33331		***	1	33631
1	2	33796		1	2	34096
2	3	34268		2	3	34568
3	4	35682		3	4	35982
4	5	37096		4	5	37396
5	6	38749		5	6	39049
6	7	39645		6	7	39945
7	8	40585		7	8	40885
8	9	41641		8	9	41941
9-10	10	43174		9-10	10	43474

STEP	STEP			STEP	STEP
13-14	2/1/15	SALARY		Before 7/1/16	7/1/16	SALARY
OG1	OG1	45647		OG1	OG1	45947

STEP	STEP			STEP	STEP
13-14	14-15	SALARY		14-15	15-16	SALARY
***	1	31000		***	1	31500
1	2	32100		1	2	32600
2	3	33200		2	3	33700
3	4	34300		3	4	34800
4	5	35400		4	5	35900
5	6	36500		5	6	37000
6	7	37600		6	7	38100
7	8	38700		7	8	39200
8	9	39800		8	9	40300
9-10	10	40932		9-10	10	41432

STEP	STEP
15-16	16-17	SALARY
***	1	33000
1	2	34000
2	3	35000
3	4	36000
4	5	37000
5	6	38000
6	7	39000
7	8	40000
8	9	41000
9-10	10	42000

STEP	STEP			STEP	STEP
13-14	14-15	SALARY		14-15	15-16	SALARY
***	1	35600		***	1	36200
1	2	36600		1	2	37300
2	3	37600		2	3	38400
3	4	38600		3	4	39500
4	5	39600		4	5	40600
5	6	40600		5	6	41700
6	7	41600		6	7	42800
7	8	42600		7	8	43900
8	9	43639		8	9	45000
9-10	10	45627		9-10	10	46000

STEP	STEP			STEP	STEP
13-14	14-15	SALARY		14-15	15-16	SALARY
OG1	OG1	49889		OG1	OG1	50239

STEP
1	27540
2	28040
3	28540
4	29069
5	29851
6	30693
7	31615
8	32421
9	33272
10	34624

STEP	STEP			STEP	STEP
13-14	1/1/15	SALARY		Before 7/1/16	7/1/16	SALARY
***	1	28540		***	1	29140
1	2	28740		1	2	29340
2	3	29240		2	3	29540
3	4	29769		3	4	30069
4	5	30551		4	5	30851
5	6	31393		5	6	31693
6	7	32315		6	7	32615
7	8	33121		7	8	33421
8	9	33972		8	9	34272
9-10	10	35324		9-10	10	35624

STEP
1	14080
2	15025
3	15970
4	16915
5	17860
6	18805
7	19750
8	20695
9	21640
10	23017

STEP	STEP
13-14	2/1/15	SALARY
***	1	14080
1	2	15025
2	3	15970
3	4	16915
4	5	17860
5	6	18805
6	7	19750
7	8	20695
8	9	21640
9-10	10	23017

STEP	STEP			STEP	STEP
13-14	14-15	SALARY		14-15	15-16	SALARY
***	1	7305		***	1	7505
1	2	7705		1	2	7905
2	3	8105		2	3	8305
3	4	8505		3	4	8705
4	5	8905		4	5	9105
5	6	9305		5	6	9505
6	7	9705		6	7	9905
7	8	10105		7	8	10305
8	9	10505		8	9	10705
9-10	10	10905		9-10	10	11205

STEP	STEP
15-16	16-17	SALARY
***	1	7805
1	2	8205
2	3	8605
3	4	9005
4	5	9405
5	6	9805
6	7	10205
7	8	10605
8	9	11005
9-10	10	11605

STEP	STEP			STEP	STEP
13-14	2/1/15			Before 9/1/16	9/1/16
***	1	17305		***	1	17534
1	2	17505		1	2	17734
2	3	17705		2	3	17934
3	4	17934		3	4	18134
4	5	18329		4	5	18529
5	6	18752		5	6	18952
6	7	19205		6	7	19405
7	8	19602		7	8	19802
8	9	20110		8	9	20310
9-10	10	21690		9-10	10	21890