to the Board or its delegated representatives at the first meeting. The second meeting and all necessary subsequent meetings shall be called at times and in a place mutually agreed upon by the parties and with the minimum possible time between meetings.

opinions, proposals, and counter-proposals in an effort to reach mutual understanding and agreement.

express opinions in terms and conditions of employment that are negotiated with other units in matters that reflect upon the function of administrators, e.g., school calendar.

The Board will provide reimbursement for up to nine (9) credits per year for courses taken during a year. Each credit shall be reimbursed up to the Rutgers the State University rate. Applications for course reimbursement must be approved by the Superintendent before course registration is made. Reimbursement shall be provided when evidence that the approved course was taken and successfully completed is submitted to the Superintendent of Schools. At the discretion of the Superintendent reimbursement for additional credits beyond the six (6) credit limit may be approved.

The Board and the Association mutually agree that members of the Association
shall be allowed to attend conferences in accord with the reimbursement policy of the
Board upon recommendation of the Superintendent.

Membership fees will be provided for professional organizations at the discretion and approval of the Superintendent, in an amount not to exceed $750.00 per contract years 05-06, 06-07, and 07-08 respectively. Memberships shall be in such organizations that the Principal deems necessary to maintain and/or improve his/her professional skills.

Administrative costs for principal training assessment required by the State shall be paid (one-time) by the Board in the amount not to exceed $1,100.

of the educational work or research undertaken during the leave. Number of frequency
of written reports submitted to the Board of Education will be determined by the
Superintendent and will depend on the course of study being pursued by the candidate.

A. HEALTH PLAN 5

Effective July 1, 2005 the Board shall provide the Healthcare Insurance designated below:

-- A Preferred Provider Organization (PPO) Plan will be offered to all eligible employees and their dependents for the July 1, 1998 to June 30, 1999 year. Thereafter, 20% of any premium rate increase from the Insurance Company will be paid by the employees. The Board will pay the remainder of the premium. Effective November 1, 2005, the PPO Plan office visit copay will increase to $ 15.00 and the PPO Plan employees’ contributions will be frozen at 20% of the difference between the 1998-1999 and 2004-2005 policy period PPO plan rates. The freeze will remain in effect until June 30, 2007. As of June 30, 2007, the new employee contribution schedule will be based on 20% of the difference between the July 1, 2004 Base Rate and the July 1, 2007 policy period renewal. An outline of the PPO Plan is shown in Exhibit C.

-- A Point of Service (POS) Plan will continue to be offered to all eligible employees as an alternative to the PPO Plan above at no extra cost to the employee. If in any subsequent year, the POS Plan rates exceed the 1998-99 PPO Plan rates, employees will be required to pay 20% of the premium that exceeds the 1998-99 PPO rates. Effective November 1, 2005, the POS Plan employee contributions will be eliminated and the POS Plan will be provided free to employees, as long as the average cost of the POS Plan remains below the average cost of the HMO Plan. The average cost of both the POS and HMO Plans will be calculated as follows: Add all four (4) monthly rate tiers (i.e. Single, Parent/Child[ren], Employee/Spouse, Family) and divide by four to determine the average monthly plan cost of each Plan separately. If at any time the POS Plan average monthly cost exceeds the HMO Plan, employees will be required to pay 20% of the difference for their enrollment tier.

-- The existing Aetna, Inc. HMO will continue to be offered at no cost to the employee. If at any time there are less than five (5) employees enrolled in this plan, the Board will have the right to cancel the Plan as of the following July 1st. The employee will be required to pay the difference in the premium, if any, between the PPO Plan and the Aetna, Inc. HMO.

-- The Pre-Admission Certification Review maximum penalty is $400.00 per incident.

EXHIBIT C

Benefit Period-Calendar Year	In Network	Out of Network
Deductible (Total combined per year) Hospital/Facility Professional/Supplemental	None	$200 per indiv. Two indiv. per family
Coinsurance
Hospital/Facility Professional Supplemental	100% 100% 80% (R&C)	80% (R&C) after ded. 80% (R&C) after ded. 80% (R&C) after ded.
Catastrophic Limit (Svcs. reimbursed at 100% after catastrophic limit is reached)	None	$2,000 per indiv./two indiv. per family
Maximums Benefit Period/Lifetime	Unlimited	Unlimited
Out-of-Pocket Protection (including deductible)	100%	Single $600 Family $1,200
Room & Board (Semi-Private)	100%	80% (R&C) after ded.
Intensive Care & Other Hospital Services (therapy/diagnostic services, blood administration, general nursing, operating room, etc.)	100%	80% (R&C) after ded.
Maternity Benefits (Hospital services)	100%	80% (R&C) after ded.
Organ Transplant (includes ABMT)	100%	80% (R&C) after ded.
Outpatient Services Routine Medical Care	100% after $15 copay	80% (R&C) after ded. 80% (R&C) after ded.
Hospital Services (Operating room, gen. nursing, blood admin., therapy/diagnostic etc.)	100%	80% (R&C) after ded.
Pre-Admission Testing	100%	80% (R&C) after ded.
Medical Emergency/Accidental Injury	100% after $25 copay applies to facility & prof. charges.
Surgical Center	100%	80% (R&C) after ded.

B. Dental Plan

Effective July 1, 2005, each employee shall receive dental coverage from Horizon Healthcare Dental Services, which includes a Dental Maintenance Organization Plan.

Prescription Drug Benefits will only be provided if the employee elects to enroll in the Prescription Drug Plan and pays the required employee contributions found in Exhibit D.

Effective July 1, 2005, employee contributions for the Prescription Plan will be frozen at the 2004-2005 rates calculated at 40% of the annual cost that exceeds $ 600.00 per covered employee. The freeze will remain in effect until June 30, 2007, along with the current copay structure of Brand $ 10, Generic $ 5, Mail Order $ 5.

As of June 30, 2007, employee contributions for the Prescription Drug Plan will be required as follows: 40% of the annual cost that exceeds $ 900 per covered employee. The Prescription Drug copayments will increase to Brand $ 20, Generic $ 10, Mail Order $ 5.

E. The Board shall reserve the right to consider other plans, subject to Article 2 of this Agreement.

$2,000 for waiver of family coverage
$1,500 for waiver of parent/child or husband/wife coverage
$1,000 for waiver of single coverage

All Association members are entitled to four (4) days with pay for personal business, which requires absence during working hours. The applicant need not be required to state the reason for taking such leave, other than it is being taken under this section.

3. Other leaves of absence with pay may be granted by the Board for good reason. Personal leave shall be in addition to any sick leave to which the Supervisor is entitled.

5. Twelve (12) month employees hired after July 1 of any year, shall be entitled to one (1) personal day with pay for every three (3) months of employment prior to July 1 of that succeeding year, with the exception that this accrued personal time shall not exceed four (4) days. A twelve (12) month employee who is employed more than fifteen (15) work days in any month shall have met the requirement for a full month’s employment for the purposes of vacation day accrual only.

C. Maternity Leave

Personnel requiring time off for reasons of maternity are required to request such leave of the Board of Education in writing through the Superintendent as soon as the need is deemed necessary, but not less than sixty (60) days prior to the leave's taking effect.

A normal maternity leave shall be one year from the effective date of the leave ending on the next first day of September following the full year. By the prior April 1, the leave recipient shall submit, in writing, to the superintendent her
intention of returning to the system.

Maternity leaves, as described above, are granted only to employees under tenure.

In the case of an unusual pregnancy or birth, the Superintendent may, with the approval of the Board, terminate the leave earlier than specified providing
an administrative position is available within the recipient’s certification.

E. All benefits to which a Principal was entitled at the time a leave of absence commenced, including unused accumulated sick leave and credits towards sabbatical eligibility, shall be restored to the Principal upon return.

All applications for extensions or renewals of leaves shall be in writing.

Personnel leaving for maternity purposes shall have extended insurance
coverage until termination of pregnancy.

F. Longevity increments will be paid each year as per the following guide based on continuous service in the Sayreville School District.

For all individuals, the term “years” refers to years of completed employment prior to December 31st.If the years of employment are completed after December 31st, the stipend shall be payable on July 1st of the following year.

G. Mileage

Personnel required to utilize personal vehicles in the conduct of school business shall be reimbursed at the IRS allowable rate and consistent with district practice.

Any Association member required to attend meetings or school functions directly related to school business but after working hours will be entitled to a meal allowance not to exceed ten ($10) per year.

Unused sick leave days shall be accumulated from year to year with no maximum limit.

A member with fifteen (15) years of continuous service in the Sayreville School System with a good attendance record shall receive a retirement reward of .7% of his/her salary per year. A member with a good attendance record shall be defined to mean a person who is able to maintain an average of 60% of his/her accumulated leave days per year for the last fifteen (15) years of service. A member whose attendance falls below 60% of accumulated leave days shall receive $75.00 per day for each remaining leave day.

In order to receive an attendance retirement reward in the year following retirement, timely notice of intent to apply for the reward must be given to the Board of Education no later than November 1st of the preceding school year of the requested retirement date. If timely notice is not given, the Board may delay the attendance retirement reward until the following school year. The November 1st deadline will be modified in such cases of Board adoption of an Early Incentive Retirement Program with state-mandated compliance dates. Retirement shall be defined as being eligible and collecting TPAF benefits.

Vacation times for Principals during the summer shall be set at the discretion of the Superintendent.

On an annual basis, administrators may be reimbursed for a maximum of five (5) unused vacation days. The rate of reimbursement shall be calculated as 1/240 of the salary for the year in which the days would have been taken. Alternatively, up to five (5) unused vacation days may be carried over for use at a later time. An accumulated maximum of ten (10) vacation days may be banked.

The experience factor is .05 per year which is cumulative for a period of nine (9) years for a total of .45.