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AGREEMENT
Between
BOARD OF EDUCATION
of the
CITY OF NORTH WILDWOOD, NEW JERSEY
and the
NORTH WILDWOOD EDUCATION ASSOCIATION
July 1, 2008 - June 30, 2011
TABLE OF CONTENTS
ARTICLE PAGE
PREAMBLE............................................................................................. 3
I. RECOGNITION....................................................................................... 4
II. NEGOTIATION PROCEDURE............................................................... 5
III. GRIEVANCE PROCEDURE................................................................... 6
IV. EMPLOYEE RIGHTS.............................................................................. 11
V. ASSOCIATION RIGHTS & PRIVILEGES.............................................. 15
VI. EMPLOYEE WORK YEAR..................................................................... 16
VII. TEACHING HOURS & TEACHING LOAD............................................ 20
VIII. TEACHER EMPLOYMENT.................................................................... 23
IX. SALARIES............................................................................................... 24
X. TEACHER ASSIGNMENTS.................................................................... 26
XI. VOLUNTARY ASSIGNMENTS.............................................................. 27
XII. INVOLUNTARY REASSIGNMENTS..................................................... 28
XIII. PROMOTIONS......................................................................................... 29
XIV. TEACHER EVALUATION....................................................................... 30
XV. TEACHERS FACILITIES......................................................................... 32
XVI. ASSOCIATION-ADMINISTRATION COMMUNICATION.................... 33
XVII. COMPREHENSIVE SELF-STUDY & EVALUATION PROGRAM........ 34
XVIII. SICK LEAVE............................................................................................ 35
XIX. TEMPORARY LEAVES OF ABSENCE................................................... 36
XX. EXTENDED LEAVES OF ABSENCE...................................................... 39
XXI. PROFESSIONAL DEVELOPMENT & EDUCATIONAL
IMPROVEMENT........................................ 42
XXII. MAINTENANCE OF CLASSROOM CONTROL & DISCIPLINE........... 44
XXIII. INSURANCE PROTECTION.................................................................... 45
XXIV. BOOKS & OTHER INSTRUCTIONAL MATERIALS & SUPPLIES....... 46
XXV. DEDUCTION FROM SALARY................................................................ 47
XXVI. REIMBURSEMENT FOR UNUSED SICK LEAVE................................. 48
XXVII. MISCELLANEOUS.................................................................................. 49
XXVIII. REPRESENTATION FEE......................................................................... 51
XXIX. DURATION OF AGREEMENT................................................................ 53
SCHEDULE A........................................................................................... 54
SCHEDULE B........................................................................................... 55
SCHEDULE C........................................................................................... 56
SCHEDULE D........................................................................................... 57
SCHEDULE E........................................................................................... 58
SCHEDULE F........................................................................................... 59
SCHEDULE G.......................................................................................... 60
SCHEDULE H.......................................................................................... 61
PREAMBLE
THIS AGREEMENT entered into this First day of July,
2005, by and between the Board of Education of the City of
North Wildwood, New Jersey, hereinafter called the “Board”,
and the North Wildwood Education Association, hereinafter
called the “Association”.
W I T N E S S E T H :
WHEREAS, the Board and the Association recognize and declare
that providing a quality education for the children of the North Wildwood
School District is their mutual aim and that the character of such
education depends predominantly upon the guidance and wisdom of
the administration and the quality and morals of the teaching service, and
WHEREAS, the Board has an obligation, pursuant to Chapter 123,
Public Laws of 1974, to negotiate with the Association as the
representative of employees hereinafter designated with respect to the
terms and conditions of employment, and
WHEREAS, the parties have reached certain understandings which
they desire to confirm in this Agreement, be it
RESOLVED, in consideration of the following mutual covenants,
it is hereby agreed as follows:
ARTICLE I
RECOGNITION
A. The Board hereby recognizes the Association as the
exclusive and sole representative for collective
negotiations concerning grievances and terms and
conditions of employment for the following employees
1. Full-time professional and certified personnel
(teachers and nurses).
2. Full-time custodial employees.
3. Full-time clerical employees. Excluding part-time employees, supervisors (including the head custodian), managerial executives, confidential employees and administrative employees.
4. Full-time aides.
B. Reference to male teachers shall include female teachers.
ARTICLE II
NEGOTIATION PROCEDURE
A. The parties agree to enter into collective negotiation over a
successor Agreement in accordance with Chapter 123, Public
Laws of 1974, in a good faith effort to reach agreement on
all matters concerning the terms and conditions of teachers’
employment. Such negotiations shall begin not later than
December 1 of the calendar year preceding the calendar year
in which this agreement expires. Any Agreement so
negotiated shall apply to all teachers, secretaries, custodians,
and aides as may be applicable, be reduced in writing, be signed by the
Board and the Association, and be adopted by the Board.
B. The Board agrees to inform the Association, within five (5)
days of notification, of the availability of state and/or federal
funds, and to consult with the Association concerning the
most beneficial implementation of these funds in the North
Wildwood School District. It is understood by the Association
that final determination in the expenditure of these funds shall
rest with the Board.
C. This agreement shall not be modified in whole or in part by the
parties except by an instrument in writing duly executed by both
parties.ARTICLE III
GRIEVANCE PROCEDURE
A. Definitions
A “grievance” is a dispute or difference between the Board and the
Association, or the employees represented by the Association, which
affects the terms and conditions of employment of an employee or
group of employees with respect to the interpretation, application or
violation or policies of this Agreement or administrative decisions.
Matters which are not within this definition and matters for which
a statutory remedy is provided, including the Board’s failure to
retain a non-tenure teacher, shall not be a grievance as that term is
used in this Agreement.
B. Purpose
1. 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 the terms and conditions of
employment of teachers. Both parties agree that these
proceedings will be kept as informal and confidential as may
be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the
right of any teacher having a grievance to discuss the matter
informally with any appropriate member of the Administration,
and having the grievance adjusted without intervention of the
Association, provided the adjustment is not inconsistent with
the terms of this Agreement and that the Association has been
given the opportunity to be present at such adjustment and
to state its view.
C. Procedure
1. Since it is important that the grievances be processed as
rapidly as possible, the number of days indicated at such
level should be considered as maximum and every effort
should be made to expedite the process. The time limits
specified may, however, be extended by mutual agreement.
2. In the event a grievance is filed at such time that it cannot
be processed through all steps in this grievance procedure
by the end of the school year and, if left unresolved until
the beginning of the following school year, could result in
irreparable harm to a party in interest, the time limits set
forth herein shall be reduced so that the grievance procedure
may be exhausted prior to the end of the school year or as
soon thereafter as is practicable.
3. Level One
A teacher with a grievance shall first discuss it with the
Superintendent, either directly or through the Association’s
designated representative, with the objective of resolving
the matter informally. Any teacher or teachers having a
grievance, or the Association, must institute the proceedings
at this level within twenty-one (21) days after the teacher,
teachers or the Association knew or should have known of
the grievance.
4. Level Two
If the aggrieved person is not satisfied with the disposition of
his grievance at Level One, or if no decision has been rendered
within five (5) school days after presentation of the grievance,
he may file the grievance in writing with the Chairman of the
Association’s Committee on Professional Rights and
Responsibilities (hereinafter referred to as the PR and R Committee), within five (5) school days after the decision at Level One or ten (10) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chairman of the PR & R Committee shall refer it to the Superintendent of Schools.
5. 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) days after the grievance was delivered to the
Superintendent, he may within five (5) school days after a
decision by the Superintendent or fifteen (15) days after the
grievance was delivered to the Superintendent or whichever is
sooner, request in writing that the Chairman of the PR & R
Committee submit his grievance for review by the Board of
Education. The Board shall review the case; shall hold a
hearing with the employee, if requested by the employee; and
shall render a decision in writing within twenty-one (21)
calendar days of receipt of the grievance. Copies of the
decision of the Board of Education shall be sent to the
aggrieved, to the Superintendent, and the Chairman of the
PR & R Committee.
6. Level Four
a. A grievance which remains unresolved to the
satisfaction of the employee, after a decision has
been rendered by the Board, may be submitted to
arbitration within ten (10) school days.
b. Within ten (10) school days after such written notice
of submission to arbitration, the Board and the PR & R
committee shall proceed to select an arbitrator in
accordance with the rules of the American Arbitration
Association. The conduct of the arbitration shall be in
accordance with the rules and procedures of the
American Arbitration Association.
c. The arbitrator so selected shall confer with the
representatives of the Board and the PR & R Committee
and hold hearings promptly and shall issue his decision not
later than twenty (20) days from the date of the close of the
hearings, or if oral hearings have been waived, then from
the date the final statements and proofs on the issues are
submitted to him. The arbitrator’s decision shall be in
writing and shall set forth his findings of fact, reasoning,
and conclusions on the issues submitted. The arbitrator
shall be without power or authority to make any decision
which requires the commission of an act prohibited by law
or which is violative of the terms of this Agreement. The
decision of the arbitrator shall be submitted to the Board
and the Association and shall be final and binding on the
parties.
d. The costs for the services of the arbitrator, including per
diem expenses, if any, and actual and necessary travel,
subsistence expenses and the cost of the hearing room
shall be borne equally by the Board and the Association.
Any other expenses incurred shall be paid by the party
incurring same.
D Rights of Teachers to Representation
1. 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
a teacher 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. No reprisals of any kind shall be taken by the Board or by any
member of the Administration against any party in interest, any
building representative, or any member of the PR & R Committee
or any other participant in the grievance procedure by reason of
such participation.
E. Miscellaneous
1. If, in the judgment of the PR & R Committee, a grievance affects
a group or class of teachers, the PR & R Committee may submit
such grievance in writing to the Superintendent directly and the
processing of such grievance shall be commenced at Level Two.
the PR & R Committee may process such a grievance through all
levels of the grievance procedure even though the aggrieved person
does not wish to do so.
2. Decisions rendered at Level One which are unsatisfactory to the
aggrieved person and all decisions rendered at Levels Two and Three of the grievance procedure shall be in writing setting forth the decision and the reasons therefor and shall be transmitted promptly to all parties in interest and to the Chairman of the
PR & R Committee. Decisions rendered at Level Four shall be in accordance with the procedures set forth in Section C, paragraph six (6) of this Article.
3. All teachers, including a teacher who has filed a grievance under
this Agreement, shall continue to work in accordance with the
directions of the Superintendent, notwithstanding that grievances
may be pending.
4. All documents, communications, and records dealing with the
processing of a grievance shall be filed in a separate grievance file
and shall not be kept in the personnel file of any of the participants.
5. 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 the Article.
The same terms and conditions of the teachers’ Grievance Procedure shall apply to the Custodians, Clerical employees, and Aides with the following exceptions:
The arbitration step referred to in the teachers’ Grievance procedure shall not be binding, but rather shall be advisory only, until the Custodian, Clerical employee, or Aide has completed five (5) years of continuous employment in the North Wildwood School District.
Therefore, on the first (1st) day of the sixth (6th) year of continuous employment in the North Wildwood School District, a Custodian, Clerical employee, or Aide shall receive the same terms and conditions of the teachers’ Grievance Procedure, including binding arbitration.
ARTICLE IV
EMPLOYEE RIGHTS
A. In accordance with existing laws, the Board hereby agrees that every employee of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by Chapter 123, Public Laws of 1974 or other laws of the New Jersey or the Constitutions of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment, by reason of his membership in the Association and its affiliates, his participation in any activities of the Association to its affilliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.
B. 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. The rights granted to the employees hereunder shall be deemed to be in addition to those provided elsewhere.
C. Subject to law, no employee shall be disciplined, reprimanded, reduced in
rank or compensation or deprived of any professional advantage without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
D. 1. When any non-tenure employee is directed to appear before the
Board or any committee, member, representative, or agent thereof concerning any matter which could adversely affect the continuation of that employee in his office, position or employment or the salary or any increments pertaining thereto, then he shall be given prior written notice of the reasons for such a meeting or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview. Any suspension of an employee shall be with pay until formal charges are preferred by the Board.
2. Any charge made against any employee of a Board of Education under tenure during good behavior and efficiency shall be filed with the secretary of the Board in writing, and a written statement of evidence under oath to support such charge shall be presented to the Board. The Board of Education shall forthwith provide such employee with a copy of the charge, a copy of the statement of the evidence and an opportunity to submit a written statement of position and a written statement of evidence under oath with respect thereto. After consideration of the charge, statement of position and statements of evidence presented to it, the Board
shall determine by majority vote of its full membership whether there is probable cause to credit the evidence in support of the charge and whether such charge, if credited, is sufficient to warrant a dismissal or reduction of salary. The Board of Education shall forthwith notify the employee against whom the charge has been made of its determination, personally or by certified mail directed to his last known address. In the event the Board finds that probable cause exists and that the charge, if credited, is sufficient to warrant a dismissal or reduction of salary, then it shall forward such written charge to the commissioner for a hearing pursuant to N..J.S.A. 18A:6-16, together with a certificate of such determination. Provided, however, that if the charge is inefficiency, prior to making its determination as to certification, the Board shall provide the employee with written notice thereto, and allow at least ninety (90) days in which to correct and overcome the inefficiency. The consideration and actions of the Board as to any charge shall not take place at a public meeting.
a. Upon certification of any charge to the commissioner, the
Board may suspend the person against whom such charge
is made, with or without pay, but, if the determination of the charge by the Commissioner of Education is not made
within one hundred and twenty (120) calendar days after
certification of the charges, including all delays which are
granted at the request of such person, then the full salary
(except for said 120 days) of such person shall be paid
beginning on the one hundred twenty-first (121) day until
such determination is made. Should the charge be dismissed the person shall be reinstated immediately with full pay from the first day of such suspension. Should the charge be dismissed and the suspension be continued during an appeal therefrom, then the full pay or salary of such person shall continue until the determination of the appeal. However, the Board of Education shall deduct from said full pay or salary any sums received by such employee or officers by way of pay or salary from a substituted employment assumed during such period of suspension. Should the charge be sustained on the original hearing or an appeal therefrom, and should such person appeal from the same, then the suspension may be continued unless and until such determination is reversed, in which event he shall be reinstated immediately with full pay as of the time of such suspension.
E. No employee shall be prevented from wearing pins or other identification
of membership in the Association or its affiliates.
F. The employee shall have initial responsibility to determine grades and other evaluations of the students within the grading policies of the North Wildwood School District. However, the ultimate determination of grades and other evaluations of students shall be that of the Administration.
1. No grades or evaluations shall be changed without first consulting
with the employee involved.
G. Any question or criticism by a supervisor, administrator, or board member
of an employee and that particular employee's instructional methodology
shall be made in confidence and not in the presence of students, parents or
other public gatherings.
Complaints, accusations and criticisms made at public board meetings
regarding employees of the North Wildwood School District shall be
referred to a closed session of the Board. All complaints regarding
particular employees and their instructional methodology will be
referred to the chief administrative officer and such complaints,
accusations and criticisms will be discussed only at a regular meeting
after failure of an administrative solution. Personal criticisms by board
members in their capacity as board members of school employees will
be referred to the appropriate administrative officer at a closed session.
The above shall be consistent with the Sunshine Law and the Right to
Know Law.
ARTICLE V
ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to make available to the Association all available public
information together with information which may be necessary for the
Association to process any grievance or complaint.
B. Whenever any representative of the Association or any teacher participates, with mutual consent, during working hours in negotiations, grievance proceedings, conferences or meetings, he shall suffer no loss of pay.
C. The Association and its representatives shall have the right to use the
school building for Association business at all reasonable hours, contingent upon availability of the building.
D. The Association shall have the right to use the inter-school mail facilities
and school mail boxes as it deems necessary and without approval of the
Superintendent or other members of the administration.
E. The Association shall have the exclusive use of a bulletin board in the
faculty lounge.
F. Employees covered under this Agreement shall have the option of enrolling their dependent children in Margaret Mace School at no cost. Students of full time out of district employees may attend the Margaret Mace Elementary School so long as:
1. There is room for them without undue crowding in the respective
class or programs.
2. The student is not an academic social, or discipline problem, as
determined by the Superintendent after consulting with the Child
Study Team.
3. The student's attendance does not interfere in any way with the
performance of the said employee.
ARTICLE VI
EMPLOYEE WORK YEAR
A. Teachers In-School Work Year
1. The in-school work year for teachers employed on a ten (10)
month basis shall not exceed one hundred and eighty-six (186) days.
2. The in-school work year shall be as follows:
a. One hundred and eighty (180) days when pupils are
in attendance.
b. Orientation day.
c. Cape May County Education Association Day (1).
d. Two (2) days at N.J.E.A. Convention.
e. Professional Days (2) - Between second and third
marking period.
3. The school calendar shall be as set forth in Schedule "H". Changes
in the school calendar shall be made only after consultation between the Association and the Board.
B. CUSTODIANS
1. Holidays
a. There shall be twelve (12) paid holidays per school year,
which shall be as follows:
New Year's Day Labor Day
Good Friday Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Eve Day
Martin Luther King Day Christmas Day
However, no additional leave may be taken during the Christmas break including any of the three (3) additional holidays, vacation time, or personal time without specific approval of the Superintendent in advance.
In addition, three (3) additional holidays shall be granted by
the Superintendent after consulting with the Supervisor of
Building Services.
b. If any of the above holidays shall fall on a Saturday, it shall
be celebrated on the preceding Friday. If it falls on a Sunday, it shall be celebrated on the following Monday.
c. To be eligible for holiday pay, an employee must work the
last scheduled work day before the holiday and the first
scheduled work day after the holiday unless for a justifiable
reason.
2. Work Week
a. Day Assignments - The work week shall consist of eight (8)
hours per day, five (5) days per week, exclusive of one-half
(1/2) hour per day for lunch.
b. Night Assignments - The work week shall consist of seven
and one-half (71/2) hours per day, five (5) days per week,
exclusive of one-half (1/2) hour per day for lunch.
c. If a custodian is called to work after his regular shift, or on a non-work day on the custodial calendar (ref: Article VI. B.1), he shall be guaranteed a minimum of two (2) hours call-back time.
d. On a day when the entire custodial staff is working the day shift (6:00 a.m. – 2:00 p.m.) and the night shift has worked the previous night, individuals on the night shift have the option to work from 8:00 a.m. to 4:00 p.m. with at least 24 hours prior notification to the Facilities Manager.
3. Overtime
a. Custodial employees shall be paid one and one-half (1 1/2)
times their hourly rate for all hours worked in excess of forty (40) hours per week provided authorization for said overtime work was obtained prior to working thereof from the Superintendent or the Supervisor of Building
Services.
4. Vacations
a. After one (1) year of continuous service, the employee shall be entitled to two (2) weeks vacation with pay.
b. After six (6) years of continuous service, the employee shall be entitled to three (3) weeks vacation with pay.
c. After ten (10) years of continuous service, the employee
shall be entitled to four (4) weeks vacation with pay.
d. Continuous service shall include Board approved paid
or unpaid leaves. Employees RIFed and subsequently
rehired by the Board shall have their time of employment
considered continuous.
C. CLERICAL EMPLOYEES
1. Holidays
a. Clerical employees shall receive the holidays called for by the school calendar during the school year. In addition, they shall receive Independence Day and Labor Day.
2. Work Week
a. Effective July 1, 1990, when school is in session, the work week shall be from 8:00 am to 3:30 pm. including forty- five (45) minutes per day for lunch, five (5) days per week.
When school is not in session, during the summer recess,
the work week shall be from 8:30 am to 2:30 pm, including
forty-five (45) minutes per day for lunch, five (5) days per
week.
b. Compensatory Time - Clerical employees shall be paid one and one-half (1 1/2) hours for one (1) hour for time worked in excess of their thirty seven and one half (37 1/2)
hour work week.
Prior to working overtime, an individual employee may ask for authorization to receive compensatory time on a one and one-half (1 1/2) hour for one (1) hour basis in lieu of overtime pay, up to a forty (40) hour work week. The Superintendent may grant or deny compensatory time. If compensatory time is denied, the
clerical employee shall be paid one and one-half (1 1/2) times their hourly rate for all hours worked in excess of their thirty-seven and one-half (37 1/2) hour work
week.
3. VACATION
a. After one (1) year of continuous service, the employee shall be entitled to two (2) weeks vacation with pay.
b. After six (6) years of continuous service, the employee shall be entitled to three (3) weeks vacation with pay.
c. After ten (10) years of continuous service, the employee
shall be entitled to four (4) weeks vacation with pay.
d. Continuous service shall include Board approved paid or
unpaid leaves. Employees who are RIFed and subsequently
rehired by the Board shall have their total time of
employment considered continuous.
D. AIDES
1. Work Year
a. Effective July 1, 2005, the aides' work year shall be the regular school calendar, not to exceed 184 days which includes the student school calendar, the day before school, and up to three (3) additional in-service days.
2. Holidays
a. Effective July 1, 2005, the aides shall be paid for two (2) holidays – Christmas and Easter.
TEACHING HOURS AND TEACHING LOAD
A.
1. The total in-school work day shall consist of six (6) hours and ten (10) minutes, exclusive of lunch time. The lunch period shall be duty-free and be equal in length to that of the pupils, or thirty (30) minutes, whichever is greater.
2. The teachers' workday shall not begin earlier than 8:00 a.m. and shall not exceed six (6) hours and forty (40) minutes.
a. All teachers shall be permitted to leave at the close of the
pupils’ day on the day preceding holidays or vacations. In
addition, other than those assigned to the afternoon duty
roster, all teachers shall be permitted to leave at the close
of the pupils’ day on Friday, as well. Teachers assigned to
the afternoon duty roster shall not leave on any Friday until
twenty (20) minutes after the close of the pupils’ day.
b. Teachers assigned to the afternoon duty roster may, upon
prior notice to the superintendent, arrange for their duty to
be covered by another teacher.
B. The daily teaching load shall not exceed five (5) hours and twenty-four (24) minutes of pupil contact.
C. Teachers may leave the building without requesting permission during
their scheduled duty-free lunch periods providing they sign in and out on a sheet provided or notify the superintendent or designee. In the event of a school-wide emergency, teachers may be required to remain in school during their lunch periods.
D. 1. Teachers may be required to remain after the end of the regular
work day, without compensation, for the purpose of attending
district approved faculty meetings, committee meetings or other professional meetings three (3) days each month. Such meetings shall not exceed one hundred and fifty (150) minutes per month.
a. Teachers shall have the opportunity to suggest items
for the agenda.
2. Meetings which take place after the regular in-school work day
and which require attendance shall not be called on Fridays, or
any day immediately preceding any holiday, or other day upon
which teacher attendance is not required at school.
E. The practice of using a regular teacher as a substitute, thereby depriving
him of preparation period, is undesirable and shall be discouraged. In
those cases where regular substitutes are not available, regular teachers
who volunteer may be used as substitutes during their non-teaching time.
In the absence of volunteers, a teacher may be assigned to serve as
substitute. Volunteers and assigned teachers shall credit these periods to
additional personal time off to be used before the end of the current
school year.
F. Teacher participation in extra-curricular activities which extend beyond
the regularly scheduled in-school day shall be voluntary, insofar as possible, and shall be compensated according to the rate of pay in Schedule “G”.
G. Field trips shall be scheduled and implemented in a manner which shall be
mutually agreed upon by the teachers participating in them. For partici-
pation in educational and/or reward field trips, certified employees who work beyond an eight (8) hour day will be paid at the rate of twenty dollars ($20.00) per additional hour for 2008-2011. For participation in educational and /or reward field trips, non-certified employees who work beyond an eight (8) hour day will be paid at the rate of seventeen dollars ($17.00) per additional hour for 2008-2011. The overtime compensation shall not exceed an amount equal to one and one-half (1 ½) times each individual teacher’s daily pay. For trips which extend overnight, teachers will receive two (2) additional days pay for each twenty-four (24) hour period.
Certified staff who are required to work at school after hours shall be
compensated at the following rates:
Approved Curriculum Development $30.00 per hour
Homebound Instruction $30.00 per hour
Official Sports Chaperone $40.00 per event
Detention Supervision $28.00 per event
ARTICLE VIII
TEACHER EMPLOYMENT
A. The Board agrees to hire, insofar as possible, only fully certified teachers
holding standard certificates issued by the New Jersey State Board of
Examiners, or those persons eligible under the alternate certification
procedure, for every teaching assignment.
B. Previously accumulated unused sick leave days may be restored to all
returning teachers at the discretion of the Board.
C. Teachers shall be notified of their contract status for the ensuing year no
later than April 30th.
D. Non-certified personnel shall not replace or be hired in lieu of a teacher
to perform duties of a certified teacher, except in the case of per diem
substitution not to exceed three (3) consecutive days.ARTICLE IX
SALARIES
A. 1. The salary of each employee covered by this Agreement is set
forth in the following schedules:
Teachers Schedule A Page 54
Schedule B Page 55
Schedule C Page 56
Custodial Schedule D Page 57
Clerical Schedule E Page 58
Aides Schedule F Page 59
Extracurricular Schedule G Page 60
Calendar Schedule H Page 61
These schedules represent salaries for 2008-2011
2. To the extent permitted under law, coaches and advisors, upon
application and acceptance of position, will agree to possess
knowledge of said extra-curricular activity. In order for an
applicant to enhance his/her knowledge, he/she will agree to take
credits or training relating to his/her extra-curricular activity. The
type and time of training will be scheduled by the selected extra
curricular coach or advisor, subject to approval by the
superintendent. The Board agrees to pay the cost of training that
has been submitted and approved by the superintendent.
B. 1. Each ten (10) month employee (teachers and aides) with a contract beginning September 1st to July 1st, ten (10) months, shall be paid every two (2) weeks, beginning on the Friday following the second Monday in September.
2. Beginning September, 1997, the Board agrees to deduct and
withhold an amount equal to 10% of a participating teacher’s
annual salary (deducted in 20 equal installments). Accumulated
deductions shall be paid to each employee or his estate at the end
of the academic year, or in such a manner as permitted by NJSA
18A:29-3 and NJAC 6:2-11.
3. When a pay day falls on or during a school holiday, vacation, or
weekend, employees shall receive their pay checks on the last
previous working day.
4. Teachers shall receive their final checks on the last working day
in June, pending completion of all records, folders and all duties
connected with closing of school. These duties shall not be of a
janitorial nature.
5. The Board shall have no liability for personal items of teachers left
on the premises upon close of school.
C. Custodial and Clerical employees shall be paid every other Friday.
ARTICLE X
TEACHER ASSIGNMENTS
A. All teachers shall be given written notice of their class and/or subject
assignments and room assignments for the forthcoming year not later
than May 15th.
1. In the event that change in such schedule, class and/or subject
assignments,or room asignments are designated after May 15th,
the Association and any teacher affected shall be notified
promptly in writing and upon the request of the teacher and the
Association, the changes shall be promptly reviewed between the
Superintendent and the teacher affected and at his option a
representative of the Association.
B. In order to assure that pupils are taught by teachers working within their
areas of competence, teachers shall not be assigned outside the scope of
their teaching certificates and/or their major or minor fields of study insofar as possible.
ARTICLE XI
VOLUNTARY ASSIGNMENTS
A. No later than June 1st of each school year, the Superintendent shall deliver to the Association and post on the bulletin board in the faculty lounge, a list of the known vacancies which shall occur during the following school year. This list is to be updated if vacancies occur after this date.
1. Teachers who desire a change in grade and/or subject assignments
may file a written statement of such desire with the Superintendent
not later than March 15th. Such statement shall include the grade
and/or subject to which the teacher desires to be assigned in order
or preference.
B. As soon as practicable and no later than June 1st, the Superintendent shall
post in the faculty lounge and deliver to the Association a system-wide
schedule showing the names of all teachers who have been reassigned and
the nature of such reassignment.
C. As soon as practical the Superintendent shall notify those teachers who will be employed in summer school.
ARTICLE XII
INVOLUNTARY REASSIGNMENTS
A. Notice of an involuntary reassignment shall be given to teachers as soon
as practicable, not later than June 8th .
B. When an involuntary reassignment is necessary, a teacher’s area of
competence, major or minor field of study, length of service and needs of
the North Wildwood School District, shall be considered in determining
which teacher is to be reassigned.
C. An involuntary reassignment shall be made only after a meeting between
the teacher involved and the Superintendent of the school, at which time
the teacher shall be notified of the reason therefor. In the event that a
teacher objects to the reassignment of this meeting, upon the request of
the teacher, the Superintendent shall meet with him again, at which time
the teacher may, at his option, have an Association representative present
at such meeting. A determination of who shall be reassigned involuntarily
is a matter which rests solely with the Superintendent.
D. A teacher being involuntarily reassigned shall be placed in a position which does not involve reduction in total compensation or rank.
ARTICLE XIII
PROMOTIONS
A. Members of the bargaining unit will be considered for promotional
vacancies. In the event a vacancy, a new position, or a new program
shall occur, notification shall be given in writing to the Association.
The employee shall have fifteen (15) days to indicate interest. The
final choice shall be made by the Board of Education.
B. Notice of promotional vacancies occurring during the summer recess
shall be sent to the president of the Association. The time limit set
forth above shall apply.
ARTICLE XIV
TEACHER EVALUATION
A. All monitoring or observation of the work performance of a teacher
shall be conducted openly and with full knowledge of the teacher.
1. Teachers shall be evaluated only by persons certificated
by the New Jersey Board of Examiners to supervise
instruction.
2. A teacher shall be given a copy of any class visit or
evaluation report prepared by his evaluators at the time
of the conference to discuss it. No such report shall be
acted upon without prior conference with a teacher.
No teacher shall be required to sign a blank or incomplete
evaluation form.
B. A teacher shall have the right, upon request, to review the contents
of his personnel file. A teacher shall be entitled to have a representative
of the Association accompany him during such review. Copies may be
obtained at the teacher’s expense.
1. No material derogatory to a teacher’s conduct, service, character
or personality shall be placed in his personnel file unless the teacher has had an opportunity to review the material. The teacher shall acknowledge that he has had the opportunity to review such
material by affixing his signature to the copy to be filed with the
express understanding that such signature in no way indicates
agreement with the contents thereof. A teacher shall also have the
right to submit a written answer to such material and his answer
shall be reviewed by the Superintendent and attached to the file
copy.
C. 1. Any complaints regarding a teacher made to any member of the
Administration by any parent, student, or other person which are
or may be used in any manner in evaluating a teacher shall be
processed according to the following procedure:
2. The Superintendent shall meet with the teacher to apprise the
teacher of the full nature of the complaint, including the identity
of the complainant, and they shall attempt to resolve the matter
informally. The teacher shall have the right to be represented by
the Association at any meetings or conferences regarding such
complaint.
D. Evaluation and observation of non-tenure teachers shall be carried out in
accordance with N.J.S.A. 18A 27:3.1 to 3.3 and N.J.A.C. 6:3-1.20.
E. Final evaluation of a teacher upon termination of his employment shall be
concluded prior to severance and no other evaluation shall be placed in the
personnel file of such teacher after severance.
ARTICLE XV
TEACHERS FACILITIES
A. Copier shall be made available for use by teachers for school use only.
1. The copier shall be available for teacher use in the event that
operation by aides is not available.
ARTICLE XVI
ASSOCIATION - ADMINISTRATION COMMUNICATION
A. The Association’s officers or appointed representatives shall meet with
the Superintendent periodically to review and discuss local school problems and practices.
B. One meeting is to be held before December 1st and the second meeting
is to be held before April 1st.
ARTICLE XVII
COMPREHENSIVE SELF-STUDY AND EVALUATION PROGRAM
A. The Board and the Association recognize that there are certain readily
observable aspects of school operation which encourage excellence in
educational service to the children of the community. A comprehensive
and continuing evaluation of school facilities, curriculum, teaching
techniques, administrative practices, by the Board of Education is to be
desired. In the light of current research, critical self-evaluation in these
areas must take place to insure that school operation is based on
principles which are not only philosophically sound, but conscientiously
applied.
B. Therefore, the Board and the Association agree to establish a Coordinating
Committee. The purpose of the Committee shall be to initiate a program
for comprehensive self-evaluation of the North Wildwood School System.
1. The committee shall consist of nine (9) members, four (4)
appointed by the Board, four (4) appointed by the Association
and the Superintendent or his appointee.
2. The Committee shall consider guidelines for evaluation of all
matters regarding the effective operation of the North Wildwood
School District.
3. The Board, the Superintendent and the Association shalll consider
and study all written recommendations submitted to it by the
Committee for action.
4. This committee shall have its first meeting by October 15th of the
academic year and shall have no less than three (3) meetings per
year.
5. The recommendations not adopted shall not be made public by any
of the parties.ARTICLE XVIII
SICK LEAVE
A. All ten month employees shall be entitled to ten (10) sick leave days each
school year as of the first official day of said school year whether or not
they report for duty on that day. Unused sick leave days shall be
accumulated from year to year with no maximum limit.
1. All employees shall be given a written accounting of accumulated
sick leave days no later than September 15th of each year.
B. All twelve (12) month Custodial and Clerical employees shall be entitled
to twelve (12) sick leave days each year from the date of hire to the third
year of employment.
C. Beginning with the fourth year of employment in North Wildwood, one (1)
day additional accumulative sick leave per year shall be granted employees
up to a maximum of fifteen (15) sick leave days per year.ARTICLE XIX
TEMPORARY LEAVES OF ABSENCE
A. Teacher shall be entitled to the following temporary leaves of absence each school year with full pay:
1. Three (3) days leave of absence for personal, legal business,
household or family matters which require absence during school
hours. The applicant for such leave shall not be required to state
the reasons for taking such leave other than that he is taking it
under this section. In case of emergencies where extended days
are necessary, the Board agrees to receive and act on requests for
additional days beyond those presently in the contract.
Except in cases of emergency, forty-eight (48) hours notice
The application for leave shall be required to state whether
the leave is for personal reasons, legal business, household
or family matters.
No personal leave days shall be granted either during the
first week or the last week of school or a school day before
or after a holiday.
After 6 years of continuous service in the North Wildwood School District, one (1) unused personal day may be rolled over into one (1) sick day per school year.
After six (6) years of continuous service in the North Wildwood School district, two (2) unused personal days may be rolled over into two (2) sick days per school year.
2. Time necessary for appearances in any legal proceeding connected
with the teacher’s employment or with the school system.
a. The Board shall not be required to pay teachers for time
taken in connection with appearances in any legal
proceedings where the teacher’s participation is adverse
to the Board’s interests.
1. Notwithstanding the above, no teacher called to
appear as a witness in any legal proceeding will
be affected by the loss of any financial remuneration.
3. Up to five (5) days in any one year in the event of death or serious
illness of a teacher’s spouse, child, parents, parents-in-law,
son-in-law, daughter-in-law, brother, brother-in-law, sister,
sister-in-law, or other member of the immediate household.
Teachers shall be granted up to one (1) day in any one year in the
event of a death of a teacher’s friend or relative outside the
teacher’s immediate family as defined above. In the event of a
death of a teacher or student in the North Wildwood School
District, the Superintendent or immediate superior of said teacher
or student shall grant to an appropriate number of teachers
sufficient time off to attend the funeral.
4. Time necessary for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard. An
employee hall be paid his regular pay in addition to any pay which
he received from the state or federal government. This may not
exceed one hundred eighty (180) school days per school year.
B. Each custodial employee shall be entitled to three (3) days each year for
personal time which will be granted upon application to the
Superintendent, provided the reason for the application is that the absence
is for personal business that cannot be accomplished during nonworking
hours. After 6 years of continuous service in the North Wildwood School District, one (1) unused personal day may be rolled over into one (1) sick day per school year.
After 6 years of continuous service in the North Wildwood School district, two (2) unused personal days may be rolled over into two (2) sick days per school year.
C. Clerical employees shall be entitled to three (3) days each year for personal
time which will be granted upon application to the Superintendent,
provided the reason for the application is that the absence is for personal
business that cannot be accomplished during nonworking hours. After 6 years of continuous service in the North Wildwood School District, one (1) unused personal day may be rolled over into one (1) sick day per school year.
After six (6) years of continuous service in the North Wildwood School district, two (2) unused personal days may be rolled over into two (2) sick days per school year.
D. Each Custodial and Clerical employee shall be entitled to up to five (5)
days leave of absence in any one year with pay in the event of death or
serious illness of said employee’s spouse, child, parents, son-in-law,
daughter-in-law, brother, brother-in-law, sister, sister-in-law, or any other
member of the immediate household.
E. Aides shall be entitled to two (2) days each year for personal
time which will be granted upon application to the Superintendent,
provided the reason for the application is that the absence is for personal
business that cannot be accomplished during nonworking hours. After six (6) years of continuous service in the North Wildwood School District, two (2) unused personal days may be rolled over into two (2) sick days per school year.
F. Each Aide employee shall be entitled to one (1) day leave of absence in any one year with pay in the event of death or serious illness of said employee's spouse, child, parents, son-in-law, daughter-in-law, brother, brother-in-law, sister, sister-in-law, or any other member of the immediate household.
ARTICLE XX
EXTENDED LEAVES OF ABSENCE
A. Due to a medical disability which is substantiated by a certified medical
or osteopathic doctor, an employee shall be granted an extended leave of
absence. However, during the leave the employee’s accumulated sick
leave benefits shall be paid until such benefits are exhausted or the
personal medical disability has terminated. Upon termination of medical
benefits when applicable, the employee may elect to retain said benefits
by reimbursing the Board of Education on a monthly basis, so as to
continue group rate premiums. In the event paid leave is exhausted, the
leave shall be continued unpaid.
B. The Board need not grant or extend the leave of absence of any non-
tenured employee beyond the end of the contract year in which the leave
is obtained. An employee returning from a medical disability leave shall
be entitled to all benefits to which said employee was entitled at the
time leave commenced.
C. No employee shall be barred from returning to work after a medical
disability leave on the grounds that not enough time has elapsed during
the recovery time, unless competent medical evidence indicates
otherwise.
D. Nothing herein contained shall be construed to require the Board to
grant tenure to any non-tenured employee who would not have been
granted tenure in the absence of this provision or to offer a new
contract for a new school year to any non-tenured employee who
would not have been offered such a contract in the absence of this
provision.
E. An employee may make application to the Board for an infant child
rearing leave of absence for a period of up to one year. Said
application shall be made to the Superintendent at least ninety
calendar days prior to the commencement of the child rearing leave.
The date of requested return may be adjusted by the Board to
commence in January or September or any other natural break in
time which the Board deems in keeping with the educational needs
cited above. Said child rearing leave shall be without pay. The
Board of Education secretary shall, upon request, provide the
employee with the necessary information in order that the employee
can take over the payments of insurance premiums.
F. A leave of absence shall be granted for the purpose of caring for a
sick member of the employee’s immediate family under the provisions
of the New Jersey Family Leave Act. Additional leave may be
granted at the discretion of the Board.
G. The Board may grant a leave of absence without pay to an employee
to serve in a public office.
H. Other leaves of absence without pay may be granted by the
Board for good reason.
I. A leave of absence without pay of up to two (2) years shall be
granted to any tenured teacher who joins the Peace Corps,
National Teacher Corps, or serves as an exchange teacher or
overseas teacher, and is a full-time participant in either of such
programs, or accepts a Fullbright Scholarship.
J. No more than two (2) tenure teachers shall be granted a leave
of absence without pay for up to one (1) year to teach in an
accredited college, university, or other private school while
obtaining a Master’s or a Doctor’s degree.
K. Military leave without pay shall be granted to any teacher who
is inducted or enlists in any branch of the armed forces of the
United States for a period of said service and three (3) months
thereafter, or three (3) months after recovery of any wound
or sickness at time of discharge.
L. Upon return from leave granted according to Section A above,
an employee shall be considered as if he/she were actively
employed by the Board during the leave and shall be placed
on the salary schedule at the level as he/she would have
achieved if he/she had not been absent, provided, however,
that time spent on such leaves shall not count toward fulfillment
of time requirements for acquiring tenure. An employee shall
not receive increment credit for time spent on leave granted
under Sections E, F, G, and H above, nor shall such time
count toward the fulfillment of time requirements for
acquiring tenure. Leave granted under A, shall count toward
increment if the employee worked during that school year.
M. Advancement on the salary guide or raises the following year of
the extended leaves of absence shall be based upon the date of
commencement of the leave of absence. The employee will be
granted a full salary guide step or raise if he/she works more
than 90 days in that school year and is a ten (10) month employee.
Working 90 days or less shall result in no advancement on the
salary guide or raise the following year. Twelve (12) month
employees shall be granted advancement on the guide if he/she
works one hundred twenty days.
N. All extensions or renewals of leaves shall be applied for in
writing by May 1st of the year in which leave is requested and
may be granted at the discretion of the Board, also in writing.
ARTICLE XXI
PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT
A. The Board agrees to implement the following:
1. To pay the full cost of tuition and other reasonable expenses
incurred in connection with any courses, workshops, seminars,
conferences, in-service training sessions, or other such sessions
which an employee is required by the Administration to take.
B. Effective July, 2005, the Board will pay full-time certified personnel,
subject to a maximum limitation for the bargaining unit of:
08-09 $12,000 09-10 $12,000 10-11 $12,000
for tuition and cost of books for graduate courses at NJ state colleges
or other approved colleges or universities offering graduate courses.
Tuition and book fee reimbursement for each employee achieving a
grade of “B” or better in an approved graduate course will be paid
at the NJ state college rate in a two-tiered system. Teachers will not
receive reimbursement for tuition and book fees for any graduate course resulting in a grade of C, D, F, I or W.
In the first tier, all teachers shall be entitled to be reimbursed for six credits providing the reimbursement cap has not been reached, and if the cap is reached, then a pro-rated amount to each teacher shall be disbursed.
If the unit cap was not reached in the first tier then in the second tier, all teachers shall be entitled to be reimbursed from the balance for credit above six credits. If the unit cap is reached in the second tier then a pro-rated amount shall be disbursed to each teacher.
1. In the event that any part of the above funding is left over in
any school year, it shall be carried over to the succeeding year
in an amount not to exceed $2,000.00.
2. A maximum of four (4) graduate courses per year may be taken.
The graduate courses in which a teacher intends to enroll must be
submitted to the Superintendent for approval. Such approval shall not
be withheld provided the course is related to education or is part of a
curriculum leading to a degree related to education.
In the event that a teacher’s graduate course is cancelled, he may
submit an alternative graduate or approved graduate course for the
Superintendent’s approval.
A. When in the judgement of a teacher, a student requires the attention of
the Superintendent or auxiliary services which are available within the
system, he shall so inform his Superintendent. The Superintendent shall
arrange as soon as possible for a conference among himself, the teacher
and an appropriate specialist, if available, to discuss the problem and the
appropriate steps for its resolution.
ARTICLE XXIII
INSURANCE PROTECTION
A. The Board shall continue to provide New Jersey Public Employees
Health Benefits insurance protection or its equivalent.
B. The Board shall provide to each full-time employee a description of the health care insurance coverage provided under this Article which shall
include a clear description of conditions and limits of coverage as
listed above.
C. Custodial employees shall receive the same medical insurance coverage
which is received by teachers in the school district.
D. The Board shall reimburse all full-time employees for medical expenses not covered by existing insurance, including, but not limited to, eye glasses, orthopedic shoes, chiropractic visits, deductible insurance amounts, etc. All receipts shall be submitted to the Board Secretary between May 1 and May 15 of each contract year, with the reimbursement check to be issued in June of contract year. The maximum limits payable to each teacher during each contract year shall be as follows:
E. Clerical employees shall receive the same insurance benefits received by
the teachers in the school district. F. Aides shall receive the same insurance benefits received by the teachers in the school district.
G. 1.
For the 2008-2009, 2009-2010 and 2010-2011 school years, the Board shall provide the current Delta Dental Plan or equivalent for full-time employees and their families at an annualized rate equal to the amount needed to fully fund the plan.
ARTICLE XXIV
BOOKS AND OTHER INSTRUCTIONAL MATERIALS AND SUPPLIES
A. An instructional expenditure fund shall be established for use in
purchasing incidental supplies for classroom instructional use.
Expenditures from this fund shall be at the discretion of the teacher.
The teacher shall be reimbursed upon presentation to the
Superintendent, of a paid receipt for such expenditures up to
One hundred dollars ($150.00) per year, presentation no later
than May 15th of that year.ARTICLE XXV
DEDUCTION FROM SALARY
A. 1. The Board agrees to deduct from the salaries of its employees
for the North Wildwood Education Association, the Cape May
County Education Association, the New Jersey Education
Association or the National Education Association, or any one
or 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 310, Public
Laws of 1967 (N.J.S.A.52:14-15, 9e) and under rules established
by the State Department of Education. Said monies, together with
records of any corrections, shall be transmitted to the treasurer by
the 15th of each month following the monthly pay period in which
deductions were made. The Association treasurer shall disburse
such monies to the appropriate association or associations.
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.
ARTICLE XXVI
REIMBURSEMENT FOR UNUSED SICK LEAVE
A. An employee shall qualify for full reimbursement as stated below for
unused sick leave if he/she has completed at least fifteen (15) years of
service in the North Wildwood School District or for half reimbursement
as stated below if he/she has completed five (5) to fourteen (14) years
of service at the time of retirement as defined by the New Jersey Pension
and Annuity Fund. The payment to which the qualified employee shall
be entitled is as follows:
EFFECTIVE JULY 1, 2008 - JUNE 30, 2011:
TEACHERS - number of days x seventy-five percent (75%) of Board
approved teachers’ substitute rate.
SECRETARIES - number of days x fifty-six percent (56%) of Board
approved teachers’ substitute rate.
CUSTODIANS - number of days x fifty-six percent (56%) of Board
approved teachers’ substitute rate.
AIDES – number of days x fifty-six percent (56%) of day's wages based upon the minimum wage as the hourly rate.
B. For employees hired after July 1, 2002, total reimbursement for unused sick leave as specified in “A” is subject to a maximum of $15,000.
C. Employees who plan to retire between the close of the school year and December 31st shall be paid, in accordance with the above formula, thirty (30) days following retirement providing the employee has notified the BOE of his/her intention to retire four (4) months prior to the retirement date. Employees who retire at other times and employees who fail to give required advance notice shall be paid during the month of July in the fiscal year that begins no less than six (6) months after the employee retires. The Board will not hold the employee to the retirement date should the employee not be able to retire on the advance notice date.
ARTICLE XXVII
MISCELLANEOUS
A. This agreement constitutes Board Policy for the term of said Agreement,
and the Board and the Association shall carry out their respective
commitments contained herein and give them full force and effect as
Board policy.
B. If any provisions of this Agreement or any application of this Agreement
to any employee or group of employees is held to be contrary to law, then
such provision or application shall not be deemed valid and subsisting,
except to the extent permitted by law, but all other provisions or
applications shall continue in full force and effect.
C. 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.
D. Copies of this Agreement shall be provided at the joint expense of the
Board and the Association on format within thirty (30) days after the
Agreement is signed. The Agreement shall be presented to all teachers
now employed, or considered for employment by the Board.
E. Whenever any notice is required to be given by either of the parties to
this Agreement to the other, pursuant to the provisions of this Agreement,
either party shall do so by registered letter at the following address:
1. If by Association to the Board at:
1201 Atlantic Avenue, North Wildwood, NJ 08260
2, If by the Board, to the Association at:
1201 Atlantic Avenue, North Wildwood, NJ 08260
F. Mileage - Employees who are authorized to use their own
automobiles in the performance of their duties shall be reimbursed
for all such travel at the rate per mile established by the State of New Jersey.
The board shall provide 5 complete uniforms for custodial employees
the first year and 3 complete uniforms in each of the subsequent years. A complete set shall consist of one pair of pants, one short sleeve collar type shirt, and one short sleeve Tee shirt. The board and employees shall confer regarding the design of the uniforms. The board will give serious consideration to the suggestions of the employees. During the summer, shorts may be substituted for long pants at the employees’option and cost.
Custodians who attain or currently hold a fireman’s black seal boiler license, or equivalent, shall receive an additional $300 added to their yearly salary. Fees to renew said license shall be reimbursed by the board upon submission of proof of renewal by the custodian.
ARTICLE XXVIII
REPRESENTATION FEE
A. Purpose of Fee
If an employee does not become a member of the Association during
any membership year (ie: from September 1 to the following August 31)
which is covered in whole or in part by this Agreement, said employees
will be required to pay a representation fee to the Association for that
membership year. The purpose of this fee will be to offset the employee’s
per capita cost of services rendered by the Asociation as majority
representative.
B. Amount of Fee
1. NOTIFICATION: Prior to the beginning of each membership
year, the Association will notify the Board in writing of the
amount of the regular membership dues, initiation fees and
assessments charged by the Association to its own members for
that membership year. The representation fee to be paid by
non-members will be determined by the Association in
accordance with the law.
2. LEGAL MAXIMUM: In order to adequately offset the per capita
cost of services rendered by the Association as majority
representative, the representation fee should be equal in amount
to the regular membership dues, initiation fees and assessments
charged by the Association to its own members and the
representation fee may be set up to 85% of that amount as the
maximum presently allowed by law. If the law is changed in this
regard, the amount of the representation fee automatically will be
increased to the maximum allowed, said increase to become
effective as of the beginning of the Association membership year
immediately following the effective date of the change.
C. Deduction and Transmission of Fee
1. NOTIFICATION: Once during each membership year covered in
whole or in part by this agreement, the Association will submit to
the Board a list of those employees who have not become members
of the Association for the then current membership year. The
Board will deduct from the salaries of such employees, in
accordance with paragraph 2 below, the full amount of the
representation fee and promptly will transmit the amount so
deducted to the Association.
2. PAYROLL DEDUCTION SCHEDULE: The Board will deduct
the representation fee in equal installments, as nearly as possible,
from the paychecks paid to each employee on the aforesaid list
during the remainder of the membership year in question. The
deductions will begin with the first paycheck paid:
a. ten (10) days after receipt of the aforesaid list by the Board;
or
b. thirty (30) days after the employee begins his/her
employment in a bargaining unit position, unless the
employee previously served in a bargaining unit position
and continued in the employ of the Board in a non-
bargaining unit position or was on layoff, in which event
the deductions will begin with the first paycheck paid
ten (10) days after the resumption of the employee’s
employment in a bargaining unit position, whichever is later.
3. TERMINATION OF EMPLOYMENT: If an employee who is
required to pay a representation fee terminates his employment
with the Board before the Association has received the full amount
of the representation fee to which it is entitled under this Article,
the Board will deduct the unpaid portion of the fee from the last
paycheck paid to said employee during the membership year in
question.
4. MECHANICS: Except as otherwise provided in this Article, the
mechanics for the deduction of representation fees and the
transmission of such fees to the Association will, as nearly as
possible, be the same as those used for the deduction and
transmisseion of regular membership dues to the Association.
5. CHANGES: The Association will notify the Board in writing of
any changes in the list provided for in Paragraph 1 above and/or
the amount of the representation fee, and such changes will be
reflected in any deductions made more than 10 days after the
Board received said notice.
6. NEW EMPLOYEES: On or about the last day of each month,
beginning with the month this Agreement becomes effective,
the Board and Association will prepare a list of all employees
who began their employment in a bargaining unit position
during the preceding thirty (30) day period. The list will include
names, job titles and dates of employment for all such employees.ARTICLE XXIX
DURATION OF AGREEMENT
A. This Agreement shall be effective as of July 1, 2008 and shall continue
in effect until June 30, 2011. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date
indicated unless it is extended in writing.
B. IN WITNESS WHEREOF, the Association and the Board of Education
have caused this Agreement to be signed by their respective Presidents
and Secretaries and seals affixed, all on the day and year above written.
NORTH WILDWOOD NORTH WILDWOOD
BOARD OF EDUCATION EDUCATION ASSOCIATION
By:_________________________________ By:_________________________________
Michael Brown, Sr., NWBOE President Date Richard Morinelli, NWEA President Date
ATTEST: ATTEST:
___________________________________ ___________________________________
John Hansen, NWBOE Secretary Date Megan Lowe, NWEA Secretary Date
Schedule A
2008-2009 TEACHER SALARY GUIDE
Step | BA | | BA+15 | | BA+30 | | MA | | MA+15 | | MA+30 |
1 | $ 45,500 | | $ 46,413 | | $ 47,335 | | $ 48,380 | | $ 49,425 | | $ 50,470 |
2 | $ 46,266 | | $ 47,140 | | $ 48,022 | | $ 49,022 | | $ 50,022 | | $ 51,022 |
3 | $ 47,266 | | $ 48,140 | | $ 49,022 | | $ 50,022 | | $ 51,022 | | $ 52,022 |
4 | $ 48,106 | | $ 48,990 | | $ 49,872 | | $ 50,872 | | $ 51,872 | | $ 52,872 |
5 | $ 48,913 | | $ 49,798 | | $ 50,679 | | $ 51,679 | | $ 52,679 | | $ 53,679 |
6 | $ 50,113 | | $ 50,998 | | $ 51,879 | | $ 52,962 | | $ 53,962 | | $ 54,962 |
7 | $ 51,354 | | $ 52,237 | | $ 53,119 | | $ 54,119 | | $ 55,119 | | $ 56,119 |
8 | $ 52,685 | | $ 53,569 | | $ 54,450 | | $ 55,450 | | $ 56,450 | | $ 57,450 |
9 | $ 54,085 | | $ 54,969 | | $ 55,850 | | $ 56,850 | | $ 57,850 | | $ 58,850 |
10 | $ 55,485 | | $ 56,369 | | $ 57,250 | | $ 58,250 | | $ 59,250 | | $ 60,250 |
11 | $ 56,885 | | $ 57,769 | | $ 58,650 | | $ 59,650 | | $ 60,650 | | $ 61,650 |
12 | $ 58,285 | | $ 59,169 | | $ 60,050 | | $ 61,050 | | $ 62,050 | | $ 63,050 |
13 | $ 59,685 | | $ 60,569 | | $ 61,450 | | $ 62,450 | | $ 63,450 | | $ 64,450 |
TEACHER LONGEVITY SCALE
Teachers hired before September 2005 with more than 13 years experiene shall receive salary and longevity equal to the following amount to their previous salary and longevity: $3,203
Teachers hired after September 2005 who have reached the top of the salary guide shall receive salary and longevity equal to…..Level One (years 1-5 of longevity) …the largest sum given to any unit member going from one step to the next on the BA guide plus $300 added to their previous year's salary and longevity.
Level Two (years 6-10 of longevity)
…the largest sum given to any unit member going from one step to the next on the BA guide plus $400 added to their previous year's salary and longevity.
Level Three (years 11 and above of longevity) …the largest sum given to any unit member going from one step to the next on the BA guide plus $500 added to their previous year's salary and longevity.
SCHEDULE B
2009-2010 TEACHER SALARY GUIDE
Step | | BA | | BA+15 | | BA+30 | | MA | | MA+15 | | MA+30 |
1 | | $47,547 | | $48,501 | | $49,465 | | $50,557 | | $51,649 | | $52,741 |
2 | | $48,400 | | $49,313 | | 50,235 | | $51,280 | | $52,325 | | $53,370 |
3 | | $49,166 | | $50,040 | | 50,922 | | $51,922 | | $52,922 | | $53,922 |
4 | | $50,166 | | $51,040 | | 51,922 | | $52,922 | | $53,922 | | $54,922 |
5 | | $51,006 | | $51,890 | | 52,772 | | $53,772 | | $54,772 | | $55,772 |
6 | | $51,813 | | $52,698 | | 53,579 | | $54,579 | | $55,579 | | $56,579 |
7 | | $53,013 | | $53,898 | | 54,779 | | $55,862 | | $56,862 | | $57,862 |
8 | | $54,254 | | $55,137 | | 56,019 | | $57,019 | | $58,019 | | $59,019 |
9 | | $55,585 | | $56,469 | | 57,350 | | $58,350 | | $59,350 | | $60,350 |
10 | | $56,985 | | $57,869 | | 58,750 | | $59,750 | | $60,750 | | $61,750 |
11 | | $58,385 | | $59,269 | | 60,150 | | $61,150 | | $62,150 | | $63,150 |
12 | | $59,785 | | $60,669 | | 61,550 | | $62,550 | | $63,550 | | $64,550 |
13 | | $61,185 | | $62,069 | | 62,950 | | $63,950 | | $64,950 | | $65,950 |
TEACHER LONGEVITY SCALE |
 |
| Teachers hired before September 2005 with more than 13 years experience shall receive salary and |
| longevity equal to the following amount added to their previous salary and longevity: $3,281 |
|
| Teachers hired after September 2005 who have reached the top of the salary guide shall receive salary |
| and longevity equal to.. |
Level One (years 1-5 of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $300 added to their previous year's salary and longevity. |
|
Level Two (years 6-10 of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $400 added to their previous year's salary and longevity. |
|
Level Three (years 11 and above of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $500 added to their previous year's salary and longevity. |
|
SCHEDULE C
2010-2011 TEACHER SALARY GUIDE
Step | | BA | | BA+15 | | BA+30 | | MA | | MA+15 | | MA+30 |
1 | | $48,047 | | $49,001 | | $49,965 | | $51,057 | | $52,149 | | $53,241 |
2 | | $50,497 | | $ 51,451 | | $ 52,415 | | $ 53,507 | | $ 54,599 | | $ 55,691 |
3 | | $51,350 | | $ 52,263 | | $ 53,185 | | $ 54,230 | | $ 55,275 | | $ 56,320 |
4 | | $52,116 | | $ 52,990 | | $ 53,872 | | $ 54,872 | | $ 55,872 | | $ 56,872 |
5 | | $53,116 | | $ 53,990 | | $ 54,872 | | $ 55,872 | | $ 56,872 | | $ 57,872 |
6 | | $53,956 | | $ 54,840 | | $ 55,722 | | $ 56,722 | | $ 57,722 | | $ 58,722 |
7 | | $54,763 | | $ 55,648 | | $ 56,529 | | $ 57,529 | | $ 58,529 | | $ 59,529 |
8 | | $55,963 | | $ 56,848 | | $ 57,729 | | $ 58,812 | | $ 59,812 | | $ 60,812 |
9 | | $57,204 | | $ 58,087 | | $ 58,969 | | $ 59,969 | | $ 60,969 | | $ 61,969 |
10 | | $58,535 | | $ 59,419 | | $ 60,300 | | $ 61,300 | | $ 62,300 | | $ 63,300 |
11 | | $59,935 | | $ 60,819 | | $ 61,700 | | $ 62,700 | | $ 63,700 | | $ 64,700 |
12 | | $61,335 | | $ 62,219 | | $ 63,100 | | $ 64,100 | | $ 65,100 | | $ 66,100 |
13 | | $62,735 | | $ 63,619 | | $ 64,500 | | $ 65,500 | | $ 66,500 | | $ 67,500 |
TEACHER LONGEVITY SCALE |
|
| Teachers hired before September 2005 with more than 13 years experience shall receive salary and |
| longevity equal to the following amount added to their previous salary and longevity: $3,531 |
|
| Teachers hired after September 2005 who have reached the top of the salary guide shall receive |
| salary and longevity equal to.. |
Level One (years 1-5 of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $300 added to their previous year's salary and longevity. |
|
Level Two (years 6-10 of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $400 added to their previous year's salary and longevity. |
|
Level Three (years 11 and above of longevity) |
| …the largest sum given to any unit member going from one step to the next on the BA guide plus |
| $500 added to their previous year's salary and longevity. |
SCHEDULE D
CUSTODIAL GUIDE
2008-2011
Step | | 2008-09 | | 2009-10 | | 2010-11 |
1 | | $28,039 | | $28,882 | | $29,790 |
2 | | $28,639 | | $29,482 | | $30,393 |
3 | | $29,239 | | $30,082 | | $30,993 |
4 | | $29,839 | | $30,682 | | $31,593 |
5 | | $30,439 | | $31,282 | | $32,193 |
6 | | $31,039 | | $31,882 | | $32,793 |
7 | | $31,639 | | $32,482 | | $33,393 |
| | | | | | |
Employees who have worked in the North Wildwood School District for more than seven years shall receive salary and longevity equal to the following amounts added to their previous year's salary and longevity:
08-09 $1,437 09-10 $1,500 10-11 $1,566
The parties acknowledge that in the event of a "status quo" application under the law during negotiations for a successor agreement, no longevity pay under the status quo shall be in a greater dollar amount than that paid in 2010-2011.
SCHEDULE E
SECRETARIAL GUIDE
2008-2011
Step | | 2008-09 | | 2009-10 | | 2010-11 |
1 | | $26,617 | | $27,314 | | $28,043 |
2 | | $27,117 | | $27,814 | | $28,543 |
3 | | $27,640 | | $28,337 | | $29,065 |
4 | | $28,162 | | $28,883 | | $29,612 |
5 | | $28,685 | | $29,429 | | $30,182 |
Employees who have worked in the North Wildwood School District for more than five years shall receive
salary and longevity equal to the following amounts added to their previous year's salary and longevity:
08-09 $1,492 09-10 $1,564 10-11 $1,638
The parties acknowledge that in the event of a "status quo" application under the law during negotiations for a successor agreement, no longevity pay under the status quo shall be in a greater dollar amount than that paid in 2010-2011.
SCHEDULE F
 SCHEDULE G
EXTRACURRICULAR COMPENSATION
2008-2011
| 2008-2009 | 2009-2010 | 2010-2011 |
| Student Council | $ 1,755 | $ 1,855 | $ 1,955 |
| School Newspaper | $ 1,855 | $ 1,955 | $ 2,055 |
| Marching Band | $ 1,855 | $ 1,955 | $ 2,055 |
| Yearbook | $ 2,855 | $ 2,955 | $ 3,055 |
| Cheerleading | $ 2,255 | $ 2,355 | $ 2,455 |
| JV Basketball - boys | $ 2,255 | $ 2,355 | $ 2,455 |
| JV Basketball - girls | $ 2,255 | $ 2,355 | $ 2,455 |
| Intramurals-Fall-boys | $ 2,005 | $ 2,105 | $ 2,205 |
| Intramurals-Spring-boys | $ 2,005 | $ 2,105 | $ 2,205 |
| Intramurals-Fall-girls | $ 2,005 | $ 2,105 | $ 2,205 |
| Intramurals-Spring-girls | $ 2,005 | $ 2,105 | $ 2,205 |
| Varsity Basketball - boys | $ 2,855 | $ 2,955 | $ 3,055 |
| Varsity Basketball - girls | $ 2,855 | $ 2,955 | $ 3,055 |
| Baseball - boys | $ 2,255 | $ 2,355 | $ 2,455 |
| Assistant Baseball - boys | $1,178 | $1,278 | $1,378 |
| Softball - girls | $ 2,255 | $ 2,355 | $ 2,455 |
| Assistant Softball – girls | $1,178 | $1,278 | $1,378 |
| Soccer | $ 2,255 | $ 2,355 | $ 2,455 |
| Assistant Soccer | $1,178 | $1,278 | $1,378 |
| Volleyball | $ 2,255 | $ 2,355 | $ 2,455 |
| Wrestling | $ 2,255 | $ 2,355 | $ 2,455 |
| Chorus | $ 1,855 | $ 1,955 | $ 2,055 |
Schedule H NORTH WILDWOOD SCHOOL DISTRICT
Margaret Mace School Calendar
2008-2009 Month # Teaching DaysSeptember 20
2 (Tuesday) Teacher Orientation Day
3 (Wednesday) School Open
October 21
10 (Friday) Professional Day – Closed for Students
13 (Monday) Columbus Day – School Closed
November 16
6 (Thursday) NJEA Convention – School Closed
7 (Friday) NJEA Convention – School Closed
26 (Wednesday) Thanksgiving – Early Closing
27 (Thursday) Thanksgiving – School Closed
28 (Friday) Thanksgiving – School Closed
December 17
23 (Tuesday) Winter Break – Early Closing
January 18
5 (Monday) School Open
16 (Friday) Teacher In-service – Closed for Students
19 (Monday) Martin Luther King Day – School Closed
February 18
13 (Friday) Professional Day – Closed for Students
16 (Monday) President’s Day – School Closed
March 22
April 16
9 (Thursday) Spring Break – Early Closing
20 (Monday) School Open
May 20
25 (Monday) Memorial Day – School Closed
June 12
16 (Tuesday) Last Day for Students
TOTAL TEACHING DAYS 180
Note: Early closing for additional teacher in-services will be scheduled on an as needed basis. Days lost due to inclement weather, etc. (up to five days) will be made up at the end of the school year. After five (5) days, make-up days may be scheduled during vacations, after consultation with Association.
BOE Approved: February 25, 2008 |