THE GREATER EGG HARBOR REGIONAL
BOARD OF EDUCATION

AND

THE GREATER EGG HARBOR REGIONAL
EDUCATION ASSOCIATION






JULY 1, 2010 THROUGH JUNE 30, 2012

ARTICLE		PAGE NUMBER
	Preamble	3
I	Recognition	5
II	Negotiating Procedure	5
III	Grievance Procedure	6
IV	Non-Discrimination Clause	8
V	Employee Rights	9
VI	Association Rights	10
VII	Board Rights Clause	10
VIII	Employment Procedures	11
IX	School Calendar and Employee Work Year	12
X	Class Size, Teaching Hours and Teaching Load	16
XI	Salaries and Benefits	18
XII	Health Insurance	20
XIII	Evaluation Procedures	22
XIV	Sick Leave	23
XV	Temporary Leaves of Absence	24
XVI	Extended Leaves of Absence	25
XVII	Holidays – Support Staff	27
XVIII	Vacations – Support Staff	28
XIX	Promotions and/or Job Vacancies	28
XX	Voluntary Transfers and Reassignments - Teachers	31
XXI	Involuntary Transfers and Reassignments - Teachers	31
XXII	Involuntary Transfers and reassignments – Support Staff	31
XXIII	Extra-Curricular Activities	32
XXIV	Protection of Employees	33
XXV	Summer School Teachers	34
XXVI	Complaint Procedure	34
XXVII	Vandalism to Automobiles	35
XXVIII	Tuition Reimbursement - Teachers	35
XXIX	Uniform allowance – Support Staff	36
XXX	Seniority and Reduction in Force- Support Staff	36
XXXI	Association/Administration Liaison Committees	37
XXXII	Cost of Printing	37
XXXIII	Miscellaneous Provisions	38
XXXIV	Duration	39
Schedule A-1	Teachers – 2010-2011	40
Schedule A-1	Teachers – 2011-2012	41
Schedule B-1	Secretarial Employees – 2010-2011	42
Schedule B-2	Secretarial Employees – 2011-2012	43
Schedule C-1	Custodian, Groundskeepers & Maintenance - 2010-2011	44
Schedule C-2	Custodian, Groundskeepers & Maintenance -2011-2012	45
Schedule D-1	Assistants – 2010-2011	46
Schedule D-2	Assistants – 2011-2012	46
Schedule E-1	Athletic Salary Schedule	47
Schedule E-2	Extra-Curricular Salary Schedule	49
Schedule E-3	Additional Extra Duty Stipends	51

1. Certified Staff
Classroom Teachers
Guidance Counselors
Librarians
Nurses
Social Workers
L.D.T.C.’s
Speech Correctionists
Media Specialists (Non-print)
2. Non-Certified Staff

Secretaries
Secretary to the Director of Curriculum and Instruction
Computer Operators
Custodians
Groundskeepers
Maintenance Workers
Assistants
Painters

3. Excluding:

Superintendent
Assistant Superintendent
Directors
Principals
Vice Principals
Supervisor of Special Services
Board Secretary/Business Administrator
Supervisors
School Psychologists
All other Board Employees

1. Whenever the terms “employees” or “members of the bargaining unit” are used, they shall refer to all the personnel mentioned above (A1 and A2).
2. Whenever the term “teacher” is used, it shall only refer to the certified personnel mentioned above.
3. Whenever the term “support staff” is used, it shall refer only to the non-certified personnel mentioned above.
4. Whenever a specific classification of employees is used (example – “custodians”), it shall refer to only those employees in that specific job classification.
5. Whenever the term “he” is used, it shall refer to both male and female employees.

Representatives of the Board and the Association shall begin negotiations prior to or during the second week of December, or as the parties shall otherwise determine.

During negotiations, the Board and the Association shall present relevant data, exchange points of view, and make proposals and counterproposals. The Board shall make available to the Association, upon reasonable request, all information which is in the public domain.

Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party.

Except as this Agreement shall hereinafter otherwise provide, all terms and conditions of employment applicable on the effective date of this Agreement to employees covered by this Agreement shall continue to be so applicable during the term of this Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce, or otherwise detract from any employee benefit existing prior to its effective date.

The Board agrees not to negotiate concerning said employees in the negotiating unit as defined in Article 1 of this Agreement, with any organization other than the Association for the duration of this Agreement.

This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

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.

If any member of the bargaining unit is required or permitted to be in attendance at a grievance or negotiations session which meets during work hours, there shall be no loss of pay suffered by said employee.

In accordance with the mandates of Chapter 123, P.L. 1974, changes in terms and conditions of employment shall first be negotiated with the Association and any mutual modification shall be reduced to writing and signed by the Association and Board.

Although the complaint of a nontenure teacher that is not granted a contract is not subject to the provisions of this Article 3, such teacher may, if he so desires, request a meeting with the Board to discuss the situation as set forth in N.J.A.C. 6:3-4.2.

Although the complaint by an employee occasioned by appointment to or lack of appointment to, retention in or lack of retention in any position for which tenure is either not possible or not required is not subject to the provisions of this Article 3, but such employee may, if he so desires, request a meeting with the Superintendent to discuss the situation, and such meeting shall take place within a fifteen (15) work day period of time after such request was made to the Superintendent. The Association will be notified in writing if such meeting is to be held and may participate in the discussion if the employee so desires.

Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the Administration, and having the grievance adjusted without the intervention of the Association, provided the adjustment is not inconsistent with terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment.

Procedure

Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

Level One

An employee with a grievance shall first discuss it with his immediate supervisor with the objective of resolving the matter informally. If the employee is not satisfied with the decision of his immediate superior, he may proceed to discuss the grievance with the Principal of his building or the Facilities Manager, as the case may be, either directly or through the Association’s designated representative, with the objective of resolving the matter informally.

A grievance, to be formally instituted under the provisions of this Article, must be in writing and given to the Principal or the Facilities Manager within fifteen (15) school days after the grievant should have reasonably known of the event which occasioned the grievance. The Principal or Supervisor shall consider the grievance if he has the authority to make the decision or if he has authority over the decision-maker. If he does not have such authority, the grievance shall be first submitted in writing at Level Three by the grievant.

Level Two

If the aggrieved employee is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within fifteen (15) school days after presentation of the grievance at Level One, he may file and sign the grievance in writing with the Principal or Supervisor in compliance with subparagraph F. 2. of this Article.
Level Three
If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within ten (10) school days after presentation of the grievance at this step, he may file the grievance within five (5) school days thereafter with the Superintendent or Business Administrator, as the case may be.
Level Four
If the aggrieved person is not satisfied with the disposition of his grievance at Level Three, or if no decision has been rendered within ten (10) school days after presentation of the grievance to the Superintendent or Business Administrator, he may file the grievance, within five (5) school days after receipt of the disposition of the grievance by the Superintendent or Business Administrator, with the Board through the Superintendent.
Level Five
The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, hold a meeting with the employee and render a decision in writing within fifteen (15) school days after receipt of the grievance by the Superintendent for transmittal.
Level Six
If the aggrieved employee is not satisfied with the disposition of his grievance at Level Five, the Association may, within five (5) school days after such disposition, notify the Board through the Superintendent of its intention to arbitrate the grievance. Within ten (10) school days of such written notice to the Superintendent, the Association may file a demand for arbitration with the Public Employment Relations Commission which shall be processed under PERC’s Voluntary Labor Arbitration Rules. The arbitrator shall limit himself to the issues submitted to him and shall consider nothing else. He can add nothing to nor subtract anything from the Agreement between the parties or any policy of the Board of Education. As to those grievances which involve a decision of the meaning or interpretation of the language of this Agreement, the arbitrator’s decision shall be final and binding on the parties. Each party will bear the total cost incurred by themselves. The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs shall be shared equally.

Any party in interest 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 at all stages of the grievance procedure. However, only the Association can process a grievance to arbitration.

No reprisals of any kind shall be taken by either party against any party in interest, any building representatives, or any other participant in the grievance procedure by reason of such participation.

If, in the judgment of the Association, a grievance affects a group or class of employees, the Association may submit such grievance in writing to the Superintendent or Business Administrator directly, as the case may be, and the processing of such grievance shall be commenced at Level Three. The statement of the grievance shall identify the group or class of employees on whose behalf the grievance is being filed by the Association.

No meetings and/or hearings under this procedure shall be conducted in public and shall include only such parties in interest and their designated or selected representatives.

The parties concerned will not be limited to the number of days called for in this Article for actions on grievance handling, if written notification, at least one day before deadline, is given to the other party stating reasons for the needed delay. In no case will this delay exceed five (5) school days and may not occur at more than one level unless by mutual consent of both parties.

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 harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

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

Support Staff personnel shall have a probationary period of six (6) months. Discipline up to and including discharge during this probationary period shall not be subject to the grievance procedure.

No employee shall be disciplined without just cause. This clause does not apply to the non-renewal of non-tenured employees.

If any employee is to be suspended without pay, denied increment(s) or terminated, then the employee will be supplied written reason(s) for such action.

1. Administrators/Supervisors shall be encouraged to place in the employee’s personnel file his outstanding achievements in the educational field or in his assigned work.

An employee will be permitted to read and initial any letter of a negative or disciplinary nature which may be used to evaluate him, prior to placing same in his personnel file. The signature of an employee in no way indicates agreement with the contents thereof. An employee may write a statement, not to exceed one typewritten page, expressing his point of view in regards to the above negative or disciplinary action, provided this statement is written and filed with the Superintendent or Business Administrator within twenty-five (25) school days after the employee was permitted to read and initial the original letter(s) of negative or disciplinary nature.

The Board shall establish only one official personnel file for each employee.

The Association and its representatives shall have permission to use school buildings at all reasonable hours for meetings, subject to approval of the Principal of that building. The Principal of the building in question shall be notified in advance of the time and place of all such meetings. Any use of a building by the Association for a meeting or activity after 6 p.m. on a week day or on Saturdays, Sundays, or other days when school is closed shall require advanced written approval of the Principal of the building and the Superintendent. Support staff shall be allowed to attend two (2) general meetings per year without loss of pay or time. Notice of such general meetings shall be provided to the Business Administrator at least forty-eight (48) hours prior to such meetings. Such general meetings shall not exceed two (2) hours in length.

The Association shall have permission to use school equipment, subject to administrative approval and as long as such equipment remains in the same school building; including typewriters, other duplicating equipment, calculating machines, and all types of audiovisual equipment at reasonable times when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incidental to such use.

The Association shall have, in each school building, the exclusive use of a portion of the bulletin board in each employee lounge, clock rooms, transportation office and other locations to be mutually agreed upon by the parties. Copies of all materials to be posted on such bulletin boards shall be given to the building Principals or his designee at or before posting the subject material or materials.

The Association shall have the right to use the inter-school mail facilities and school mail boxes with the approval of the building Principal or other members of the administration. The Principal in each building shall receive copies of all materials for general distribution sent through inter-school mails or which are placed in mailboxes.

The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representative of the employees, and to no other organization.

The Board agrees to make available to the Association, in response to reasonable requests, all available information in the public domain which may be necessary for the Association to process any grievance.

It is understood that employees shall, during and not withstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

It is understood by all parties that under the rulings of the court of New Jersey and the State Commissioner of Education, the Board is forbidden to waive any rights or powers granted by it under law.

A. Placement on Salary Schedule:
Each employee shall be placed on his proper step of the salary schedule. Any ten (10) month employee employed prior to February 1 of any school year and any twelve (12) month employee employed prior to January 1 of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year.
B. Resignation:
An employee who is resigning from his position shall be required to give either sixty (60) days notice or the notice as per a non-tenured employee’s individual employment contract. A non-tenured support staff employee who is resigning from his position shall be required to give two weeks (14 calendar days) notice to the District Office.

Earned vacation for twelve (12) month support staff personnel shall be paid according to the proportion of full months worked to the total contract year, unless fourteen (14) days notice has not been given.

If proper notice is not given, earned vacation shall be paid only in the same proportion as the amount of notice actually given. For this purpose, ten (10) full working days shall be used in calculating the amount of notice given by the support staff employee.

Contracts for non-tenured teachers shall contain a standard 60 day notification clause for termination of their contract.

D. Notification for Support Staff Employees

1. Employees shall be notified of their contract status for the ensuing
year as follows: by May 30 for custodial employees, secretarial employees and assistants. Employment contracts shall contain a standard sixty (60) day notification clause for termination of contract.
Buildings and Grounds Department employees, Secretarial and
Assistant layoffs shall be district-wide and shall be by seniority per classification, i.e., last-in, first-out. Recall lists shall be maintained for one hundred twenty (120) calendar days. Recalls shall be by reverse procedure. Recalled employees shall have seniority rights and accumulated sick leave restored.
E. Employees shall not be required to transport students in their own vehicles. An employee may do so voluntarily, however, with the advance approval of his immediate supervisor.

F. Employees required to travel between buildings during the normal work day shall not forfeit pay and shall be reimbursed at the rate established by law or regulation or adopted Board Policy.

TEACHER WORK YEAR

1. Effective 2010-2011, the work year for teachers working in the employ of the Board prior to September 1, of any school year, shall not exceed 183 days. At least two (2) days of in-service per year will be devoted to meeting the State’s 100-hour requirement. One of the in-service days will be 4-hours of in-service, with the remainder of the day specifically being utilized for departmental meetings.

2. Teachers newly employed for a school year may be required to work one (1) additional day. The Association shall have representation on any committee which examines the topic of in-service.

Guidance Counselors may be assigned up to five (5) evenings during course selection weeks for parent conferences and telephone calls regarding course selection. Such evening assignments will be for a maximum of three (3) hours and shall run no later than 9:00 p.m. Counselors shall be granted three (3) full days compensatory time for such assignments.

Guidance Counselors shall be assigned up to two (2) days immediately following the last teacher day for the purpose of performing guidance counselors’ duties. Such days shall be six (6) hours in length. Work under this section shall be compensated at the per diem rate and computed as part of the annual salary. For the purposes of this section, effective 2010-2011, the per diem rate is calculated as 1/183 of annual salary.

The work year for guidance counselors shall include eight (8) week days prior to the normal reporting date for a teacher in his/her building. Work under this section shall be compensated at the per diem rate and computed as part of the annual salary. For the purposes of this section, the per diem rate is calculated as 1/183 of annual salary. Any of these days may be scheduled earlier in August on a per counselor voluntary basis. The guidance counselor shall designate these days before the conclusion of the last workday in June.

Use of Compensatory Time

Compensatory time under B. 3. above may be taken in half-day segments.

Such consecutive periods may not be taken during the months of September or June.

No more than two (2) counselors in the district and one (1) counselor in each school may take compensatory time on the same day.

Compensatory time shall be taken upon approval of the Superintendent or his designee, which approval shall be consistent with the above provisions.

Members of the Child Study Team who are required to attend evaluation or IEP meetings beyond the last day of school for teachers shall be paid at an hourly rate according to their salary.

Custodians, Groundskeepers and Maintenance Personnel
a. The September to June work schedule is as follows:

(1) The base work day shall not exceed eight (8) hours, including a designated thirty (30) minute uninterrupted lunch period, except for overtime requirements.

(2) The lunch period will be taken between four (4) and five and one-half (5 ½) hours after the established starting time.

(3) Starting time of each shift shall be designated annually by the Board of Education not later than thirty (30) days prior to September 1 of each year.

(4) In addition to thirty (30) minutes uninterrupted lunch period, each such employee covered under this Agreement shall be entitled to a designated fifteen (15) minute coffee break. Said coffee break shall be taken after the first two hours of work in the shift and before the third hour except in extenuating circumstances.

Each work week shall consist of five (5) days except for holidays approved by the Board.

Second shift employees shall be paid twenty-five cents (.025) per hour night differential for each hour of work performed between 6:00 p.m. and 6:00 a.m. in addition to their base hourly rate (and overtime if applicable).

The Board may schedule two (2) custodial employees per building on a Monday-Thursday and Saturday schedule. The District may not involuntarily assign any employee who was on staff before December 2, 1997 to such a schedule. An employee assigned to the Monday-Thursday and Saturday shift shall remain on that shift for at least six months, unless the Board allows a transfer before that date. On the first work day of the pay period following the six-month anniversary, the employee may transfer to a Monday-Friday shift if there is a custodian on staff with less seniority than he/she has at that time. In the absence of volunteers, the least senior employee shall be assigned to the Monday-Thursday and Saturday shift.

Summer Work Hours

(1) The summer work schedule will begin on the first Monday immediately following the formal closing of school for students. Such work shall be day work subject to operational needs and/or mutual agreement.

(2) The summer work day for all such employees covered under this contract shall consist of eight (8) hours including uninterrupted lunch period and coffee break as detailed in Paragraph 1.a.2 and 4. Starting time of the summer work day shall be designated by the Board of Education annually.

(3) Each work week shall consist of five (5) days except for holidays approved by the Board.

(1) All work performed in excess of any work week of forty (40) hours, including two and one-half (2-1/2) hours uninterrupted lunch period, shall be compensated at the rate of time and one-half. If compensatory time has been granted in lieu of payment, such time must be used within ninety (90) calendar days of crediting or shall be lost. Compensatory time shall not exceed forty (40) hours on any last day of a quarter (September 30, December 31, March 31 and June 30). The supervisor and Business Administrator must approve use of such leave in writing in advance.

(2) All overtime work shall be determined by the BusinessAdministrator. Reasonable effort shall be made to equitably distribute overtime to all members per shift.

(3)If any work week shall include a bona fide school holiday,granted under Article XVII, or if an employee is absent due to bereavement leave granted under Article XV, Paragraph A.1.b, of this Agreement: “Death in Immediate Family”, then this day shall be counted as an eight (8) hour day for computation of overtime for the work week for that employee. In cases where multiple holidays or a holiday and personal leave occur within the same work week, only one such eight (8) hour day shall be counted in the work week for computation of said overtime. Any work performed on a bona fide school holiday referred to above, shall be compensated at time and one-half, regardless of the number of hours worked in that week.

(4)The parties agree that the retroactive overtime pay rates between July 1, 2009 and the date of mutual ratification of the 2009-2010 and 2010-2012 Agreements shall be paid based on the hourly rates in effect for that specific year.

(5) All such employees shall be granted a maximum of ten (10) minutes prior to the end of the work shift in which to put away equipment and supplies and for the purpose of clean-up. Such period shall not be deducted from the work week calculation for overtime.

(6) Any such employee who is called in to work at times other than his regularly scheduled shift shall be paid for a minimum of two (2) hours at straight-time pay or for the time actually worked, whichever is greater. If appropriate, such pay shall be at an overtime rate. This minimum time provision shall not be applicable if the required time is contiguous to an employee’s regular work schedule, and, therefore, less than two (2) hours may be appropriate.

(7) Any such employee who is called in for the purpose of snow removal beyond their regular shift shall be paid overtime for those hours associated with the snow removal, regardless of the number of hours worked during the week.

1. The normal work day for secretarial personnel is eight (8) hours including a thirty (30) minute lunch period and a scheduled fifteen (15) minute break period each morning and afternoon for a full work day.

2. All work performed in excess of forty (40) hours in any week shall be compensated at the rate of time and one-half. If any work week includes a bona fide school holiday, granted under Article XVII, then the “normal” hours scheduled for that day in that week shall be creditable for overtime computation. If an employee is granted entitled leave for a death in immediate family, per Board Policy, then such time shall be counted as one “normal” work day for computation of weekly overtime. In cases where multiple holidays, or a holiday and leave for death in the family occur within the same work week, only one such “normal” work day shall be counted in the work week for computation of overtime. In addition, if any work is performed on a bona fide school holiday referred to above, then such time shall be paid at the rate of time and one-half regardless of the number of hours in that week.

3. Each work week shall consist of five (5) days except for holidays approved by the Board.

Ten (10) month employees shall commence their work year no less than two (2) days before all teachers are first scheduled to arrive for the next school year. Their work year shall end no less than two (2) work days after the students’ school year ends, with two (2) additional work days worked at either the beginning or end of their work year at the discretion of the principal. This work year will not exceed 191 total days. In addition, ten (10) month Secretarial personnel shall not be required to work on or attend two (2) days of in-service for teachers.

(1) All overtime worked shall be mutually agreed upon by the employee and immediate supervisor. In the event of an emergency, overtime assignment shall be made at the discretion of the Board Secretary-Business Administrator.
If a secretary is required to work during a day when the total District is

closed for the full day due to inclement weather or other emergency closing, compensatory time will be granted within ninety (90) working days at a time of mutual convenience of the parties involved.


6. Holidays

Secretary’s holidays shall correspond to the school calendar during the school year. When students and teachers are not in attendance, secretaries shall not be required to be present. In addition, twelve (12) month secretarial employees shall receive July 4^th and Labor Day as holidays.

7. Summer Schedule

Twelve (12) month employees shall work a summer schedule of seven (7) hours commencing the day after Graduation. Such a schedule shall end two (2) days before teachers are first scheduled to arrive for the next school year.



The administration shall make a reasonable attempt to secure a substitute for any secretarial employee who has been absent five (5) consecutive work days or more.

1. The work year for assistants shall be 173 full days and eight (8) half days. This work year includes assistants not being required to attend or work on one (1) day in which in-service training is given to teachers.

2. All days under 1. above shall be scheduled on days which are listed in the school calendar.

3. The work day for full-time assistants shall be seven (7) hours and 30 minutes Monday through Friday. Half days under C.1. above shall be three (3) and one-half hours in length. The Board may create and fill less than full-time assistants positions.

4. Full-time assistants shall receive a 30 minute duty-free lunch.

5. Full-time assistants shall receive two (2) twenty (20) minute breaks per day. There shall be one (1) twenty (20) minute break on half days.

6. When assistants are directed by the Board or its agents to participate in training outside the work day as defined in paragraph 3 above, they shall be paid for all such time at the negotiated hourly rate, paying overtime where applicable.

7. When an assistant who is certified to work as a substitute is assigned by the Board or its agents to act as a full day substitute, he/she shall receive $15 in addition to his/her pay as an assistant.

During the 2009-2010 school year, the school day and week will be status quo for teachers.

Effective July 1, 2010, the in-school workday for certified staff, exclusive of extra-curricular positions, shall not exceed seven (7) hours, fifteen (15) minutes Monday through Friday. The student day shall be reduced by ten (10) minutes per day from the 2009-2010 student day which will become effective upon the signing of this Agreement. Class periods shall not exceed 46 minutes in length; however, teachers are required to remain until the departure of school buses. Athletic coaches and activity advisors are required to remain until the departure of the activity or athletic buses when their activities are in session.

Breakfast duty (no additional compensation) will be rotated.

Teachers may be required to attend up to 14 meetings per year on Mondays which will extend the workday as defined in A.2 above not more than forty-five (45) minutes for each meeting. A tentative schedule will be provided by the Principal in September of each year.

A class period will not exceed forty-six (46) minutes in length.

Classroom Teachers
Each classroom teacher will be required to teach five (5) teaching periods or its equivalent, with exception for those teachers wishing to volunteer to teach six (6) periods.

Each classroom teacher shall have daily preparation time (which also means “conference time”) of two (2) periods or the equivalent during which they shall not be regularly assigned to any other duties. If the period configuration is changed, the parties must discuss the effect, if any, of such a change upon this clause.

Each classroom teacher shall be responsible for one (1) period daily of an administratively assigned responsibility.

Classroom teachers shall be assigned homeroom supervision on a rotating basis. Those not assigned to homeroom supervision may be assigned to an equivalent duty.

Each classroom teacher shall receive a duty-free lunch period which shall be of the same length available to students. Teachers may leave the building without requesting permission during their scheduled duty-free lunch periods upon notification in advance to the Supervisor or the Principal.

Specialized Personnel
Included in this section are: social workers, nurses, guidance counselors, L.D.T.C.’s, speech correctionists.

Section D. 1. d. above may be applied to these personnel. They may be assigned to breakfast duty if the program is implemented.

Specialized personnel shall receive two (2) fifteen (15) minute breaks daily, one in the morning and one in the afternoon.

Librarians - Media Specialists
Sections D. 1. b., D. 1. d, and D. 1. e. above shall be applied to these personnel. They shall also be subject to being included in the regular duty assignments.

Librarians shall have six (6) periods of student contact daily.

2 In the event that changes in a teacher’s school assignment are proposed, the teacher affected shall be notified promptly and upon the request of the teacher, the change shall be promptly reviewed between the Superintendent or his representative and the teacher affected.

1. The salaries of all certified employees covered by this Agreement are set forth in Exhibits “A-1” and “A-2” as attached and made a part hereof.

2. The salaries of all support staff employees covered by this Agreement are set forth in Exhibits “B-1” and “B-2”; “C-1” and “C-2”; and “D-1” and “D-2” as attached and made a part hereof.

B. All support staff employees covered by this Agreement shall be placed on the proper step of the appropriate salary guide. If after advertising for a supportive staff vacancy, the Board is unable to employ a satisfactory, acceptable candidate, the Board shall first notify the Association and thereafter employ up through Step 6 of the appropriate salary guide.

Procedure for Withholding Employment or Adjustment Increments of Certified Staff

The Board of Education believes that each certified employee whether or not tenured in this system will continually strive to improve his performance.

Each teacher shall be apprised of the results of his evaluation by his immediate supervisor. In the event a deficiency(ies) is detected, specific recommendations to overcome same shall be made by the supervisor.

Should there be a recommendation by the supervisor that a salary increment be withheld, the building Principal shall notify the teacher and provide him with a reasonable opportunity (not to exceed ten school days) to speak in his own behalf.

Should the building Principal, following his meeting with the employee, concur in the decision to recommend withholding an increment or employment, he shall state his reasons for so doing and forward same to the Superintendent for presentation to the Board.

The Board reserves the right to accept or reject any recommendation to withhold a salary increment.

Prior to voting on a recommendation to withhold a salary increment, the Board shall offer the teacher the right to a meeting before this Board. The employee has the right under law to appeal a decision of this Board to the Commissioner of Education.

Any employment or adjustment increment withheld under the procedure shall be considered for restoration in the following year by the Board, if requested by the employee.

1. Employees shall have the opportunity to participate by payroll deduction in Tax Sheltered Annuity programs of 1) an educational fund; and 2) a second fund to be agreed upon by Association and the Board.
Payroll deductions will be made only for those employees who participate in the two approved funds.

The Board will add a payroll deduction option for a Flexible Spending account under the rules and regulations of the IRS. The district’s current Section 125 plan used for the voluntary health incentive waiver plan will be expanded to permit these flexible spending accounts as well as allowing for any state mandated contributions for health insurance coverages.

The Board will add a disability insurance plan option for employees in any year (July 1^st through June 30^th) when at least 10% of the Association unit membership has indicated in writing that they will participate for the year.

The Board will add a Fitness Club payroll deduction option for employees for one Fitness Club chosen by the Association.

Effective July 1, 2010, “crossover” teachers who are so scheduled for a full year between two (2) or more schools in the district shall receive a $500.00 stipend.

A teacher, who gives up a preparation-conference period to cover a class after the first such coverage per year, shall be compensated at the rate of 20% of the regular substitute rate of pay. Payment shall be made in July for the previous year.

For all pay purposes under this contract, a day’s salary is defined as the annual salary of an employee divided by the number of workdays set forth in Article 5.

There shall be a direct deposit approach under the following terms:

All employees must use direct deposit.

All direct deposits will be of the entire paycheck. There shall be no partial direct deposits.

The Board shall have no responsibility for receiving bank rules regarding access to deposited funds.

L. The custodian managing the receiving room in each school shall receive an annual stipend of $600.00.

M. PAINTER SALARIES:

2011 2012

$58,440 $60,018

N. Boiler checks on weekends and holidays are to be paid at a rate of 1½ times the straight time hourly rate for all hours worked during these checks, regardless of the number of hours worked during the week.

1. Insurance under A. above shall include the Voluntary Second Surgical Opinion and Mandatory Pre-Admission Review.

Each employee eligible and choosing shall be entitled to select an HMO for insurance in accordance with the rules promulgated by the SEHBP.

C. There shall be a co-pay prescription drug plan for an employee and his/her dependents. The employee co-pay shall be $15.00 co-pay for name brands and $7.50 for generic and $15.00 for mail order. The dosage limits per co-payment shall be: 1) up to a 30 day supply at retail; and, 2) 90 days for mail order. These rates become effective as soon as they can be implemented after ratification.

D. The Board contribution toward a family Dental Plan shall be the actual premium in effect each year of this Agreement. The premium in effect at each enrollment level for 2011-2012 shall become the Board maximum contribution for future years unless and until changed by the parties in writing.

E. Employees retiring from the district under the Teachers’ Pension and Annuity Fund (TPAF) or the Public Employees’ Retirement System (PERS) shall be eligible to enroll for any or all of the coverages provided under A. or B., in the District Sub-Group Retirees plan. Enrollment in this plan shall be the responsibility of the retiree. Payment of the cost of coverages elected shall be the responsibility of the retiree and shall be remitted as directed.

F. Voluntary Health Incentive Waiver Plan

There shall be a voluntary health insurance waiver plan for employees eligible to receive family or husband/wife coverage under this Article.

An employee may waive insurance under one or more insurances under Sections A., B. or C. above.

Each year, the Board shall provide appropriate forms to all employees covered by family or husband/wife coverage and to employees who are eligible to receive prescription or dental insurance. Said form will contain a final return date.

Employees who voluntarily elect to waive dental coverage shall be entitled to receive 25% of the premium cost of the waived insurance. Employees waiving medical/health and/or prescription coverages shall be entitled to an incentive as prescribed by law or regulation and by the Board.

Payment of the monies in 4. above shall be made by separate check before July 31 after the conclusion of the waived year.

Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment.

Employees who have no other comprehensive family or husband/wife insurance shall not be permitted to waive coverage.

An employee who waives coverage may re-enroll for the next year during the open enrollment period. The only exception is for a “Life Event” such as loss of spousal coverage, divorce or birth of a child within the District’s insurance year, the employee may re-enroll immediately in the District’s plan. If such re-enrollment occurs during the insurance year, no incentive payment will be made to the employee for that year.

In order to protect all employees from Federal taxation of existing benefits when this plan is in effect, the District will comply with all Federal paperwork (a Section 125 account).

The procedures set forth in Board policies relating to evaluation of teaching staff members shall be the procedures used in evaluating all teachers.

1. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.

A teacher shall be given a copy of any class visit or evaluation report prepared by his evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the teacher’s file or otherwise acted upon without the teacher having an opportunity for a conference with the evaluator. The evaluation conference shall be held within ten (10) working days from the date of the observation.

A job description will be provided to all support staff employees. When such job description is changed, a copy of the changed job description will be given to affected employees.

All monitoring or observations of the work performance of an employee shall be conducted openly by members of the Administrative Staff. The use of eavesdropping, public address, cameras, audio system, and similar surveillance devices shall not be permitted.

3. Employees shall be evaluated at least once per year.

will indicate the following on each criterion: Satisfactory, Unsatisfactory, and Needs Improvement. The evaluator may append evaluative comments supporting his/her assessment of performance.
5. An employee shall be given a copy of any evaluation report prepared by his evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the employee’s file or otherwise acted upon without the employee having an opportunity for a conference with the evaluator within fifteen (15) working days of the observation.

Any employee will be permitted to read and initial any letter of a negative or disciplinary nature which may be used to evaluate him prior to placing same in his/her personnel file. This signature in no way indicates agreement with the contents thereof. An employee may write a statement, not to exceed one typed page, expressing his/her point of view in regards to the above negative or disciplinary action, provided this statement is written and filed with the Secretary-Business Administrator within ten (10) working days after the employee was permitted to read and initial the original letter(s) of a negative or disciplinary nature.

7. The Board of Education shall establish only one (1) official personnel file for each employee.

Each employee shall be provided with a written accounting of sick leave once each year.

Absence resulting from required medical attention, available only during working hours, shall be covered by sick leave.

Employees newly employed after the beginning of any school year shall, at the time of employment, be credited with sick leave at the rate of one (1) day for each month or portion of a month remaining in the school year. Any portion of a month shall be considered as a full month.

Pay for Sick Leave upon Retirement

1. Teachers
The parties agree that there shall be payment for accumulated sick leave upon retirement under the following provisions:

a. “Retirement” is defined as applying to and qualifying for payment under T.P.A.F.


b. Sick leave days credited to an employee upon initial hire and earned in other school districts shall be deducted from the total accumulated sick leave days available for payment.

c. In order to be eligible for said payment, the employee must advise the Business Administrator in writing of his/her intention to retire at least six (6) months prior to said retirement. In the case of June 30 retirements, this written notice shall be given in advance of the January 1 prior to the retirement date. An employee who fails to give the required notice of intention to retire, shall receive said payment on the July 1st of the year following the retirement.

d. Payment shall be at the following rates:

For the first 100 days…………...$45.00

For days 101 through 200………$55.00

For days over 200………………$65.00

The parties agree that there shall be payment for accumulated sick leave upon retirement.

Upon retirement after at least fifteen (15) years of service in the district, an employee shall be compensated for all unused sick leave at the following rates of pay and under the following conditions.

a. Employee must have at least fifty (50) days accumulated sick leave to be eligible for reimbursement.

b. An employee must give the Board written notice of intent to retire one (1) year prior to the proposed retirement date. Failure to do so will delay payment for one (1) full year.

c. Employees will be reimbursed up to a maximum of 160 days.

Rates of Pay:

Buildings and Grounds Department Employees, Secretaries and Assistants
$15.00 per day - maximum $2,400.00.

1. Personal Leave
a. Application to the employee’s principal or other immediate supervisor for personal leave shall be made at least five (5) school days before taking such leave (except in the case of emergencies where direct notification to the administration is acceptable).

b. Approval for personal leave for teachers will not be granted on the days preceding or following a vacation period except with the approval of the Superintendent.

c. Any personal leave day under (1) and (2) above which is not taken by the employee shall be added as an additional accumulative sick leave day in the next school year: subject, however, to the employee having the option to instead designate up to two (2) unused personal days to carry over to the following year if used as family illness days. In no event shall the total number of personal days in the following year exceed five (5) days, consisting of up to the two (2) carried over for family illness plus the three (3) personal days which are available each year pursuant to paragraphs (1) and (2) above.

d. Any ten (10) month employee who begins initial employment after February 1st of any school year or any twelve (12) month employee who begins initial employment after January 1^st of any school year shall be entitled to personal leave during that school year only under the provisions of A.1. a. (1) and no other provision of the “Personal Leave” provisions of this Article.

Death in the Immediate Family
With approval of the Superintendent or Business Administrator, an employee may be granted days of absence, without loss of salary, due to death in the staff member’s immediate family.

The number of days absence granted shall be determined by individual circumstances, and shall not be deductible from the three (3) days of personal leave as defined above in Section a. “Immediate Family” shall be defined as the employee’s:

Husband or wife

Children

Father and mother

Brother or sister

Father and mother-in-law

Grandparents

Grandchild

Brother-in-law

Sister-in-law

Member of the household

Pregnant employees who are medically disabled are entitled to sick leave utilization in accordance with N.J.S.A. 18A:30-1 et seq.

An employee with a child less than three (3) months old may apply for and will be granted an unpaid Child Rearing Leave of Absence without pay provided application is made at least sixty (60) days prior to commencement of such leave.

A teacher who is granted Child Rearing Leave shall return to work at the start of the second semester or at the start of an academic year provided written notice of such intent is given to the Board at least sixty (60) days prior to the beginning of the second semester, or by April 1 of the prior school year, if return is to commence at the beginning of the subsequent school year.

A support staff employee who is granted Child Rearing Leave shall return to work at the beginning of a pay period, provided written notice of such intent is given to the Board at least sixty (60) days, which is at least sixty (60) days after written notice of such return is provided to the Board.

Child Rearing Leave shall not exceed eighteen (18) calendar months, without the approval of the Board.

A non-tenured employee shall be granted Child Rearing Leave in accordance with the above except that such leave shall be granted only to the end of the current work year in which the leave commences.

Any teacher granted a Child Rearing Leave, upon return, will be afforded a teaching position equal to the one vacated at the time of the Child Rearing Leave.

For the purposes of salary guide placement for the year subsequent to the Child Rearing Leave, six (6) full months constitutes one year credit for twelve (12) month employees and five (5) full months constitutes one year credit for ten (10) month employees.

Rearing Leave time shall not be counted as experience time for salary purposes and the employee shall return to the District’s employ on the salary guide in effect at the time of return.

The Board shall grant adoption leave without pay to any teacher upon request, subject to the following stipulations and limitations:

Any teacher adopting an infant child shall receive leave similar to Child Rearing Leave, which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.

No teacher shall be prevented from returning to work after adoption solely on the grounds that there has not been a time lapse between adoption and the desired date of return provided the Superintendent has been notified in writing sixty (60) days in advance of return date.

Adoption Leave shall not exceed twenty-four (24) calendar months, without the approval of the Board.

Child Rearing (All Employees) and Adoption Leaves (Teachers Only)

Salary shall not be paid to the employee during leave under Paragraphs A (excluding A. (1) or Paragraph B. above.

Leave time under A. and B. above shall not be considered as experience time for salary purposes and the employee shall return to the district’s employ on the salary guide in effect at the time of return with employees having the same number of years’ experience and training.

One-half (1/2) year or more of experience gained prior to or upon return from leave under A. and B. above during an academic or school year shall be considered as one full year of experience for purposes of salary guide placement for the subsequent school year.

Health insurance coverages during leaves under A. or B. above are governed by the Federal and/or New Jersey Family and Medical Leave Acts for all leaves under A. and B.

During the term of such leave, in A. and B. above, an employee may request, in writing, to return earlier than the original leave expiration date. The Superintendent shall have the sole discretion to determine whether the request is in the best interest of the school district.

number of sick days that he/she has accumulated, the Board of Education may pay such person each day’s salary less the pay of a substitute, if a substitute is employed, or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board of Education in each individual case. A day’s salary is defined as 1/200 of the annual salary.

All requests and extensions of leaves shall be applied for in writing and granted in writing.

Independence Day

Labor Day

Columbus Day

Veterans Day

Thanksgiving Day

Day after Thanksgiving

Day before Christmas

Christmas Day

Day after Christmas

Day before New Years Day

New Years Day

Martin Luther King Day

Presidents Day

Good Friday

Easter Monday

Memorial Day

During the first year of employment, each employee shall receive one (1) vacation day per month of continuous service up to a maximum of eleven (11) days per year (employment on or before the 15^th of a month shall constitute one month of service).

After one and through five years of continuous service, each employee shall receive eleven (11) vacation days.

After six years of continuous service each employee shall receive sixteen (16) vacation days.

After twenty (20) years of consecutive service, each employee shall receive twenty-one (21) vacation days.

All vacation schedules shall be subject to final approval by the Business Administrator.

Employees who change positions from ten (10) month to twelve (12) months shall receive credit for all ten (10) month service toward vacation entitlement. Employment must be without a break in service; only full months of service are creditable.

For Buildings and Grounds Employees

During the students’ in-school year, all employees shall be entitled to utilize vacation as per practice. In addition, up to three (3) custodial employees per district, one (1) maintenance worker per district and (1) groundskeeper per district may utilize more than five (5) consecutive days of vacation. These approvals shall be based on a first come, first serve basis based on seniority.

Vacations can be utilized year round.

The limitations as specified in G. 1. above as to the number of employees able to use more than five (5) consecutive vacation days, shall not be in effect during the time which students are not present due to “summer break”

The administration maintains the right to grant additional custodial/maintenance/grounds employees more than five (5) consecutive vacation days as per G. 1. above, during the school year for extenuating/emergent situations.

1. An employee who is resigning from his position shall be required to give two (2) weeks (14 days) notice to the District office.

2. Earned vacation for twelve (12) month personnel shall be paid according to the proportion of full months’ worked to the total contract year, unless proper notice (14 days) has not been given.

3. If the full two-week notice is not given, earned vacation shall be paid only in the same proportion as the amount of notice actually given. For this purpose, ten (10) full working days shall be used in calculating the amount of notice given by the employee.

1. Whenever a professional staff vacancy, new, or temporary position is created, during the calendar year, including per hour, per diem, or per term positions, the following procedure must be followed:
A job notice describing requirements, type of position, (job description) rate of pay, terms of payment, must be posted on the teachers’ bulletin boards in main office and in the faculty lounge. A copy of the posted job notice will be sent to the President of the Association and/or his designee at the time of the job notice posting.

All notices of promotions and/or job vacancies will remain posted for no less than six (6) days.

Applications for positions and/or vacancies shall be made in writing.

All appointments are subject to final approval by the Superintendent of Schools and the Board of Education. Decisions of the Board are final, provided the terms of this Article are met.

All of the provisions of Article 12 shall apply to teachers holding positions in summer school, home teaching and/or under Federal or State Programs.

It is understood that the Board has the prerogative(s) to make temporary appointments to existing positions until permanent appointments are made. If a salary or stipend for such position is specified in this Agreement, then it must be pro rata.

1. Vacancies and/or new positions within the district shall be posted in all buildings and on all appropriate bulletin boards, including but not limited to the bulletin boards by the custodial time clock, in the teachers’ lounge and in the Main Office copy room. A notice of the same shall be delivered to the President of the Association. All vacancies shall be posted for at least seven (7) calendar days before the application deadline for the position. Nothing herein shall interfere with the Board’s right to make interim or permanent appointments.

Consideration for a vacancy or new position in the bargaining unit will be first given to applicants who are members of the classification of the department in which the vacancy occurs. In the event two (2) or more employees have the same relative qualifications, as solely determined by the employer, the employee with the greatest seniority shall be selected. The parties agree that the above language does not give preference in filling a position to a current employee over an outside candidate for a position.
If the position is not filled by an employee from the classification, consideration will be given to applicants from each lower classification within such department. In the event two (2) or more employees have the same relative qualifications, as determined solely by the employer, the employee with the greater departmental seniority shall be selected. If the position is not filled by any member of the department in which the vacancy occurs, equal consideration will be given to all other applicants from the remaining departments. In the event two (2) or more employees have the same relative qualifications, as solely determined by the employer, the employee with the greater District seniority shall be selected. It is expressly understood that promotional positions are excluded from the provisions herein. It is also expressly understood that no “bumping” shall result from any such appointments as provided for herein.
There shall be separate classifications of seniority, departmental seniority, and district wide seniority.
Seniority shall mean the length of continuous service within the classification, within the department, and within the district in the bargaining unit.

DEPARTMENT CLASSIFICATION

Building and Grounds Maintenance

Custodians-Groundskeepers
Secretarial Secretary to Principal
Data Processing and

High School Secretary

Assistants Assistants *
* If the Board creates a new assistant title, that position shall be a separate classification under Article 9, A.4. and Article 10, A. 3.
All extra-duty assignments shall be posted on a yearly basis and subject to B. 1. and B. 2.

Newly hired or current employees newly appointed to a position shall be awarded the position with a ninety (90) day trial period. During this trial period, it is the Board’s sole prerogative to determine whether the said employee will be retained on a permanent basis. Nothing herein is understood to revise or circumvent tenure or statutory provisions.

Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building may file a written statement of such desire with the Superintendent no later than April 25th. Such statement shall include the grade and/or subject to which the teacher desires to be assigned and the school or schools to which he desires to be transferred, in order of preference. A new request must be submitted, in writing, each school year if the request is not granted on the initial application.

As soon as practical and no later than the last day of school, the Superintendent shall post in each school and deliver to the Association the system-wide schedule listing the names of all teachers who have been reassigned or transferred and the position to which they have been appointed.

When a voluntary transfer is necessary, all factors, including length of service, shall be considered by the Superintendent making the decision.

No involuntary transfer will be made after the last day of school except in an emergency (as determined by the Superintendent).

Notification of an involuntary transfer or reassignment and the reason therefore shall be made during a meeting between the teacher involved and his/her principal. In the event the teacher objects to the transfer or reassignment at this meeting, upon request of the teacher, the Superintendent will meet with him/her. The teacher being transferred will be placed in a position for which he/she is certified.

Experience gained as class advisor shall count whether or not it is continuous no matter in which class that experience is obtained, so long as that experience is gained at Oakcrest HS, Absegami HS and/or Cedar Creek HS.

When an assistant coach at Oakcrest HS, Absegami HS and/or Cedar Creek HS is assigned to the position of Head Coach in the same sport within the district, the following formula shall be applied in determining his step on the Head Coaching salary guide.

a. Minimum of four (4) years’ assistant coaching experience shall be

counted as one (1) year’s experience on head coaches’ guide.

From five (5) to eight (8) years’ assistant coaching experience shall be counted as two (2) years experience on head coaches’ guide.

More than eight (8) years’ experience as an assistant coach shall be counted as three (3) years’ experience on head coaches’ guide.

Payment for extra-curricular activities shall be made in two (2) payments. One payment shall occur in the pay period which ends closest to January 31st. The second payment shall be in the last pay period of the year. The payments shall be included in the regular salary check issued for that period. The option to choose a 28% Federal Income Tax Rate in order to preclude excessive withholding shall be made available by the business office. The Graduation/Baccalaureate stipend shall be paid at the end of the year.

When no assistant coach or assistant advisor is available (where called for), the remaining coach(es) or advisor(s) for the given activity will

receive fifty percent (50%) of the assistant coach at Step 1 or assistant advisor scale at Step 0. Said monies will be divided equally by the number of remaining coaches or advisors.

The phrase “where called for” refers to the specified number of assistant coaches or advisors contained in the Athletic Salary Guides and the Extra-curricular Salary Guides. (See Sidebar Agreement, May 10, 1983).

a. Teachers may volunteer to assist in extra-curricular activities without additional compensation as long as the “where called for” number of assistant coaches or assistant advisors is maintained as defined in A. 4. above.
In order for paragraph a. above to be effective, the following conditions must be met:
The head coach or head advisor must approve;

The volunteer shall receive written assurance that he/she is covered by liability insurance and worker’s compensation.

The Association shall be given written notice.

No person employed or engaged in a school or educational institution, whether public or private, shall inflict or cause to be inflicted corporal punishment upon a pupil attending such school or institution; but any such person may, within the scope of his employment, use and apply such amounts of force as is reasonable and necessary:
to quell a disturbance threatening physical injury to others;

to obtain possession of weapons or other dangerous objects upon the person or within the control of a pupil;

for the purpose of self-defense; and

for the protection of persons or property and such acts, or any of them, shall not be construed to constitute corporal punishment within the meaning and intention of this section. Every resolution, by-law, rule, ordinance, or other act or authority permitting or authorizing corporal punishment to be inflicted upon a pupil attending a school or education institution shall be void. Reference: 18A:6-1.

The Board shall give full support including legal and other assistance for any assault upon the employee while acting in the discharge of his duties. Financial support shall be limited to reasonable legal fees.

Whenever any employee who is entitled to sick leave pursuant to this Agreement is absent from his post or duty as the result of personal injury caused by accident arising out of and in course of his/her employment, the Board of Education shall pay such employee full salary or wages for the period of such absence beyond in accordance with applicable workers compensation law without having such absence charged to the annual sick leave or the accumulated sick leave provided herein. Salary payments shall be made for absence during the waiting period and during the period the teacher received or was eligible to receive temporary disability benefit under Chapter 15 of Title 34 of the Revised Statutes. Any amount of salary or wages paid or payable to the employee pursuant to this section shall be reduced by the amount of workmen’s compensation award made for temporary disability.

Employees shall immediately report cases of assault suffered by them in connection with their employment to their Principal or immediate supervisor, and to the Association.

Such notification shall be immediately forwarded to the Superintendent, who shall act in appropriate ways as liaison between the teacher, the police and the courts.

The Board shall reimburse employees for any clothing or personal property damaged or destroyed as a result of an assault suffered by an employee while the employee is working in the scope of his employment. Scope of employment shall mean so long as authorized by the School Board of Education and/or school administrators.

When, in the judgment of a teacher, a student is by his behavior seriously disrupting the instructional program to the detriment of other students, the teacher may temporarily exclude the student from the classroom and refer him/her to the proper administrator.

Any teacher who desires to teach in summer school shall so inform the Superintendent in writing by March 15 annually. Failure to provide such notice shall bar appointment to that year’s summer school unless there is no available candidate on both the summer school seniority list under A. 1. above or the District seniority list referred to in A. 4. below.

a. Seniority is defined as service in a summer school teaching position in the district. A teacher shall be given one (1) year’s credit for each year which they taught in summer school in the district beginning in 1983.

A teacher on the summer school seniority list may choose to not teach in summer school one (1) year without being removed from the summer school seniority list. If a teacher chooses to not teach a second year (which may or may not be consecutive with the first non-teaching year), he/she shall be removed from the summer school seniority list.

If a teacher on the summer school seniority list has notified the Superintendent of availability by March 15 but there are insufficient positions to employ him/her, this year will neither count toward seniority nor count as a non-working year under A. 3. b. above.

In the event that there are more positions available than there are available teachers from the summer school seniority list, then teachers who apply for summer teaching positions by March 15 shall be appointed based upon the district seniority list.

The Board will establish a fund of $1000 for each of the school years covered by this contract to pay for valid claims of a support staff employee for damage to a vehicle of the support staff employee due to vandalism while parked at the school during the time the support staff employee is on school business and/or attending a school sponsored or school related function or activity held at the school or at another location such as field trips, extra-curricular activity, etc. Upon presentation of a claim and appropriate validation of such claim by a support staff employee to the Board of Education, the Board will reimburse to the support staff employee the deductible amount paid by the employee under comprehensive insurance coverage to a maximum of the employee’s deductible up to four hundred dollars ($400).

The Board will not be liable for such payment if the employee’s vehicle is on school property for a reason that is not related to the employee’s job.

The teacher must be enrolled in a graduate level course which is designed to improve the teacher’s knowledge and/or skills and is clearly related to the assigned duties of the teacher at the time the course is taken.

The course must be approved by the Superintendent in writing before registration.

The teacher must receive a grade of B or better in the course. Proof of grade will be made by way of transcript.

The individual per-teacher maximum tuition reimbursement shall be $1,500.00 per teacher. Unit-wide Board maximum reimbursement per year shall not exceed $53,000.00.

Payments will be made once per year.

Teachers shall receive a prorated payment in any year when the qualified course reimbursements exceed the unit-wide Board maximum reimbursement set in 4. above. Such proration shall be based on the number of qualified credits successfully completed.

Effective upon mutual ratification of the Agreement, tuition reimbursement under this Article shall be available to teachers for college-sponsored graduate-level non-classroom courses such as video courses, Internet courses and other non-traditional courses. Such a course may be approved by the Superintendent when, in his/her discretion, it is deemed that the course will be of value to the District. Such discretion is not grievable under Article 3.

Custodians and maintenance employees who only work inside the buildings on a given day between the work day after student dismissal for the summer to the work day before students return may wear Board-supplied shorts when working. The uniform for custodian and maintenance employees will include cotton or cotton blend shirts. The parties recognize that the provision of these shirts will occur as the cycle for uniform replacement occurs for employees. Until the cycle is completed, custodians may wear Board-approved shirts (cotton blend) which they supply.

During the summer months when students are not in session, the buildings and grounds employees may wear 100% cotton short sleeve golf shirts supplied by the district. These shirts are part of the regular uniform allowance in Section A above.

Secretary to the Principal

High School Secretary

Computer Operator

Custodian

Groundskeeper

Maintenance Employee

Assistant

Copies of these lists shall be made available to the Association.

In the event of a recall, any employee who has at least three (3) years of experience in the District shall be recalled to their position (the last one filled before the reduction in force) in order of seniority within the affected job title.

Support staff employees who have been reduced in force shall remain on the recall list for three (3) years from the effective date of the reduction in force. Support staff employees who have been reduced in force and who have five (5) years or more of seniority at the time of the reduction in force shall remain on the recall list for five (5) years from the effective date of the reduction in force.

Notice of recall to work shall be addressed to the support staff member’s last address appearing on the records of the school district by certified mail, return receipt requested. Within eight (8) calendar days from receipt of such notice of recall, the support staff member shall notify the Board of Education, in writing, whether or not he/she desires to return to work in the recall. If he/she fails to reply or if he/she indicates that he/she does not desire to return to such work, he/she shall forfeit all of his/her seniority and all rights to recall.

Seniority shall not be accumulated during the period of layoff. Upon recall the support staff member shall have his/her accumulated seniority restored to the date of layoff.

A support staff employee shall lose all accumulated school district seniority only if he/she resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the school district.

The Association shall select a Support Staff Liaison Committee consisting of one (1) member from each school and the President and/or his designee for the district which shall meet with the Business Administrator at the call of either party during the school year, to review and discuss local problems and practices. Meetings shall not exceed one (1) per month. Both the Association and the Business Administrator may suggest topics for discussion.

The Association’s representatives which shall not be more than eleven (11) per building shall meet with the Superintendent at the call of either party during the school year to review and discuss current school problems and practices and the administration of this Agreement. Meetings shall not exceed one (1) per month.

These meetings will take place after school and there shall be no extra compensation for attending these meetings regardless of their length.

Both the Association and the Superintendent may suggest topics for discussion.

Injuries:

All employees shall immediately report to the District Office, all injuries no matter how slight, suffered by them in connection with their employment.

Support staff employees must punch their own time cards upon arrival to work as well as upon leaving the building. In no case will a time card of an employee be punched by any other person. Failure to comply strictly with this procedure shall constitute grounds for dismissal.

IN WITNESS THEREOF, the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.

GREATER EGG HARBOR REGIONAL GREATER EGG HARBOR REGIONAL
EDUCATION ASSOCIATION: BOARD OF EDUCATION:

________________________________ ____________________________
President President

________________________________ ____________________________
Secretary Secretary

			Schedule A-1
			Teachers
			2010 -2011
Years of Experience as of 6/10	Step	BA +0	BA +15	BA +30	MA	MA +15	MA +30MA +45
0	1	$46,652	$47,902	$49,152	$50,402	$51,652	$52,902$54,152
1	2	$47,152	$48,402	$49,652	$50,902	$52,152	$53,402$54,652
2	3	$47,652	$48,902	$50,152	$51,402	$52,652	$53,902$55,152
3	4	$48,175	$49,425	$50,675	$51,925	$53,175	$54,425$55,675
4	5	$49,275	$50,525	$51,775	$53,025	$54,275	$55,525$56,775
5	6	$50,775	$52,025	$53,275	$54,525	$55,775	$57,025$58,275
6&7	7	$51,975	$53,225	$54,475	$55,725	$56,975	$58,225$59,475
8	8	$53,375	$54,625	$55,875	$57,125	$58,375	$59,625$60,875
9	9	$56,275	$57,525	$58,775	$60,025	$61,275	$62,525$63,775
10&11	10	$60,475	$61,725	$62,975	$64,225	$65,475	$66,725$67,975
12&13	11	$65,275	$66,525	$67,775	$69,025	$70,275	$71,525$72,775
14&15	12	$69,775	$71,025	$72,275	$73,525	$74,775	$76,025$77,275
16&17	13	$74,575	$75,825	$77,075	$78,325	$79,575	$80,825$82,075
18+	13L	$74,575	$75,825	$77,075	$78,325	$79,575	$80,825$82,075
Longevity
The years teaching in District requirement and the longevity amount are as follows:
		Years in District
	L1	0-19	$3,000
	L2	20-22	$5,000
	L3	23-25	$6,000
	L4	26-28	$7,000
	L5	29-31	$8,000
	L6	32+	$9,000
	Schedule A-2
		Teachers
		2011 -2012
Years of Experience as of 6/11	Step	BA +0	BA +15	BA +30	MA	MA +15	MA +30MA +45
0	1	$46,652	$47,902	$49,152	$50,402	$51,652	$52,902$54,152
1	2	$47,152	$48,402	$49,652	$50,902	$52,152	$53,402$54,652
2	3	$47,652	$48,902	$50,152	$51,402	$52,652	$53,902$55,152
3	4	$48,175	$49,425	$50,675	$51,925	$53,175	$54,425$55,675
4	5	$49,275	$50,525	$51,775	$53,025	$54,275	$55,525$56,775
5	6	$50,775	$52,025	$53,275	$54,525	$55,775	$57,025$58,275
6	7	$51,975	$53,225	$54,475	$55,725	$56,975	$58,225$59,475
7&8	8	$53,375	$54,625	$55,875	$57,125	$58,375	$59,625$60,875
9	9	$56,275	$57,525	$58,775	$60,025	$61,275	$62,525$63,775
10	10	$60,475	$61,725	$62,975	$64,225	$65,475	$66,725$67,975
11&12	11	$65,275	$66,525	$67,775	$69,025	$70,275	$71,525$72,775
13&14	12	$69,775	$71,025	$72,275	$73,525	$74,775	$76,025$77,275
15&16	13	$76,075	$77,325	$78,575	$79,825	$81,075	$82,325$83,575
17+	13L	$76,075	$77,325	$78,575	$79,825	$81,075	$82,325$83,575
Longevity
The years teaching in District requirement and the longevity amount are as follows:
		Years in District
	L1	0-19	$3,000
	L2	20-22	$5,000
	L3	23-25	$6,000
	L4	26-28	$7,000
	L5	29-31	$8,000
	L6	32+	$9,000
Schedule B-1 Secretarial Employees 2010 - 2011 09-10 Step 10-11 Step Secretary to Principal Annual Salary High School Secretary / Computer Operator Annual Salary *** 1 $38,303 $36,971 1 2 $39,303 $37,971 2 3 $40,303 $38,971 3 4 $41,303 $39,971 4 5 $41,503 $40,171 5 6 $41,713 $40,381 6 7 $41,933 $40,602 7 8 $42,165 $40,834 8 9 $42,405 $41,074 9 10 $42,655 $41,326 10 11 $42,916 $41,658 11 12 $43,176 $41,976 12 13 $43,437 $42,301 13 14 $43,697 $42,628 14 15 $43,958 $42,953 15 16 $44,229 $43,289 16 17 $44,744 $43,804 17 18 $45,260 $44,321 18 19 $45,774 $44,837 19 20 $46,292 $45,352 20 21 $46,807 $45,867 21 22 $47,323 $46,384 22 23 $47,838 $46,899 23 24 $48,356 $47,416 24 25 $48,871 $47,932 25 26 $49,387 $48,448 26 27 $49,902 $48,964 27 28 $50,420 $49,480 28 29 $52,367 $51,367 29 29 $52,367 $51,367 Off 2 Off 2 N/A $54,106
		Schedule B-2
		Secretarial Employees
		2011-2012
10-11 Step	11-12 Step	Secretary to Principal Annual Salary		High School Secretary / Computer Operator Annual Salary
***	1	$39,146		$37,749
1	2	$40,146		$38,749
2	3	$41,146		$39,749
3	4	$42,146		$40,749
4	5	$42,346		$40,949
5	6	$42,556		$41,159
6	7	$42,776		$41,380
7	8	$43,008		$41,612
8	9	$43,248		$41,852
9	10	$43,498		$42,104
10	11	$43,759		$42,436
11	12	$44,019		$42,754
12	13	$44,280		$43,079
13	14	$44,540		$43,406
14	15	$44,801		$43,731
15	16	$45,072		$44,067
16	17	$45,587		$44,582
17	18	$46,103		$45,099
18	19	$46,617		$45,615
19	20	$47,135		$46,130
20	21	$47,650		$46,645
21	22	$48,166		$47,162
22	23	$48,681		$47,677
23	24	$49,199		$48,194
24	25	$49,714		$48,710
25	26	$50,230		$49,226
26	27	$50,745		$49,742
27	28	$51,263		$50,258
28	29	$53,778		$52,754
29	29	$53,778		$52,754
Off 2	Off 2	N/A		$55,513
		Schedule C-1
		Custodians – Groundskeepers - Maintenance
		2010-2011
09-10 Step	10-11 Step	Custodians / Groundskeeper Annual Salary		09-10 Step	10-11 Step	Maintenance Annual Salary
***	1	$28,596		***	1	$40,112
1	2	$29,761		1	2	$40,762
2	3	$30,874		2	3	$41,412
3	4	$31,936		3	4	$42,034
4	5	$32,586		4	5	$42,334
5	6	$33,268		5	6	$42,649
6	7	$33,985		6	7	$42,979
7	8	$34,737		7	8	$43,327
8	9	$35,390		8	9	$43,688
9	10	$36,242		9	10	$44,063
10	11	$36,995		10	11	$44,715
11	12	$37,747		11	12	$45,324
12	13	$38,500		12	13	$45,865
13	14	$39,252		13	14	$46,210
14	15	$40,005		14	15	$46,560
15	16	$40,815		15	16	$47,127
16	17	$41,772		16	17	$47,457
17	18	$42,358		17	18	$47,785
18	19	$42,900		18	19	$48,115
19	20	$43,373		19	20	$48,443
20	21	$43,790		20	21	$48,772
21	22	$43,902		21	22	$49,101
22	23	$44,259		22	23	$49,430
23	24	$44,589		23	24	$50,753
24	25	$44,916		24	24	$50,753
25	26	$45,246
26	27	$45,574
27	28	$45,905
28	29	$46,234
29	30	$46,563
30	31	$46,891
31	32	$49,058
32	32	$49,058
		Schedule C-2
		Custodians - Groundskeepers - Maintenance
		2011-2012
10-11 Step	11-12 Step	Custodians / Groundskeeper Annual Salary		10-11 Step	11-12 Step	Maintenance Annual Salary
***	1	$29,021		***	1	$40,959
1	2	$30,186		1	2	$41,609
2	3	$31,299		2	3	$42,259
3	4	$32,361		3	4	$42,881
4	5	$33,011		4	5	$43,181
5	6	$33,693		5	6	$43,496
6	7	$34,410		6	7	$43,826
7	8	$35,162		7	8	$44,174
8	9	$35,815		8	9	$44,535
9	10	$36,667		9	10	$44,910
10	11	$37,420		10	11	$45,562
11	12	$38,172		11	12	$46,171
12	13	$38,925		12	13	$46,712
13	14	$39,677		13	14	$47,057
14	15	$40,430		14	15	$47,407
15	16	$41,240		15	16	$47,974
16	17	$42,197		16	17	$48,304
17	18	$42,783		17	18	$48,632
18	19	$43,325		18	19	$48,962
19	20	$43,798		19	20	$49,290
20	21	$44,215		20	21	$49,619
21	22	$44,327		21	22	$49,948
22	23	$44,684		22	23	$50,277
23	24	$45,014		23	24	$52,123
24	25	$45,341		24	24	$52,123
25	26	$45,671
26	27	$45,999
27	28	$46,330
28	29	$46,659
29	30	$46,988
30	31	$47,316
31	32	$50,383
32	32	$50,383
	Assistants
	Schedule D-1	Schedule D-2
	2010-2011			2011-2012
09-10 Step	10-11 Step	Hourly Rate		10-11 Step	11-12 Step	Hourly Rate
***	1	$13.27		***	1	$13.38
1	2	$13.59		1	2	$13.70
2	3	$13.86		2	3	$13.97
3	4	$14.05		3	4	$14.16
4	5	$14.07		4	5	$14.18
5	6	$14.27		5	6	$14.38
6	7	$14.47		6	7	$14.58
7	8	$14.67		7	8	$14.78
8	9	$14.87		8	9	$14.98
9	10	$15.32		9	10	$15.43
10	11	$16.10		10	11	$16.21
11	12	$16.87		11	12	$16.98
12	13	$17.59		12	13	$17.70
13	14	$18.16		13	14	$18.27
14	15	$18.87		14	15	$18.98
15	16	$19.17		15	16	$19.28
16	17	$19.50		16	17	$19.61
17	17	$19.50		17	17	$19.61

	Group A		Step 0	Step 1	Step 2
	Physical Fitness Club / Voice of Democracy
		2010-2011	$1,004.70	$1,071.00	$1,132.20
		2011-2012	$1,024.79	$1,092.42	$1,154.84
	Chess Assistant
		2010-2011	$1,264.80	$1,346.40	$1,428.00
		2011-2012	$1,290.10	$1,373.33	$1,456.56
	Art / Forensics / Mock Trial Asst. / Model Congress / Model UN / NHS Asst. / NHS Asst (Technology) / Ski
		2010-2011	$1,489.20	$1,626.90	$1,769.70
		2011-2012	$1,518.98	$1,659.44	$1,805.09
	Weight Room: Fall, Winter and Spring
		2010-2011	$1,412.70	$1,438.20	$1,463.70
		2011-2012	$1,440.95	$1,466.96	$1,492.97
	Academic Competition / Academic Decathlon / Anytown / Computer Club / Future Homemakers / Habitat for Humanity / Peer Counseling / Peer Mediation / SADD / SAVVY / STOP / Stagecraft Asst. / Varsity Mentor
		2010-2011	$1,616.70	$1,769.70	$1,922.70
		2011-2012	$1,649.03	$1,805.09	$1,961.15
	Chess / ESL / French / Latin / Literary Mag / Math / Multi-Cultural Interest / Science / Spanish / Vocal Music Asst. (Chorus) / STEP Team / Key Club
		2010-2011	$1,820.70	$1,943.10	$2,075.70
		2011-2012	$1,857.11	$1,981.96	$2,117.21
	Drama Asst.
		2010-2011	$1,989.00	$2,065.50	$2,152.20
		2011-2012	$2,028.78	$2,106.81	$2,195.24
			Step 0	Step1	Step 2
	Photography / Media Asst. / Mock Trial / Stage Band / Student Council Asst.
		2010-2011	$2,065.50	$2,198.10	$2,330.70
		2011-2012	$2,106.81	$2,242.06	$2,377.31
	NHS / NHS (Technology)
		2010-2011	$2,167.50	$2,330.70	$2,432.70
		2011-2012	$2,210.85	$2,377.31	$2,481.35
	Class 09' / Yearbook Business / Yearbook Edit Asst.
		2010-2011	$2,259.30	$2,483.70	$2,636.70
		2011-2012	$2,304.49	$2,533.37	$2,689.43
	Group B		Step 0	Step 1	Step 2
	Class 10' / Service / Stage Craft / Vocal Music
		2010-2011	$2,585.70	$2,738.70	$2,840.70
		2011-2012	$2,637.41	$2,793.47	$2,897.51
	Class 11' / Drama / Modern Dance / Newspaper
		2010-2011	$3,044.70	$3,146.70	$3,248.70
		2011-2012	$3,105.59	$3,209.63	$3,313.67
	Social Studies
		2010-2011	$3,095.70	$3,151.80	$3,238.50
		2011-2012	$3,157.61	$3,214.84	$3,303.27
	Band Front / Class 12' / GAA / Media / School Store / Student Council
		2010-2011	$3,315.00	$3,452.70	$3,656.70
		2011-2012	$3,381.30	$3,521.75	$3,729.83
	Group C		Step 0	Step 1	Step 2
	Yearbook Editorial
		2010-2011	$3,656.70	$3,860.70	$4,166.70
		2011-2012	$3,729.83	$3,937.91	$4,250.03
	Band / Band Front (summer)
		2010-2011	$3,927.00	$4,187.10	$4,370.70
		2011-2012	$4,005.54	$4,270.84	$4,458.11
	Band (Summer)
		2010-2011	$5,967.00	$6,777.90	$7,532.70
		2011-2012	$6,086.34	$6,913.46	$7,683.35