Contract Between
W Deptford B/E-Gloucester
- and -
W Deptford EA
* * *
07/01/2004 thru 06/30/2007

CategorySchool District
UnitClerical, Custodians, Teaching/Professional Staff
Contract Text Below
38








AGREEMENT
Between the
WALLINGTON EDUCATION ASSOCIATION
and the
WALLINGTON BOARD OF EDUCATION
WALLINGTON, NEW JERSEY


July 1, 2004 to June 30, 2007





























TABLE OF CONTENTS
PREAMBLE…………………………………………………………………………………………………………………………………………Page 3 PART ONE: ARTICLES APPLICABLE TO ALL BARGAINING UNIT MEMBERS
      ARTICLE I: Recognition ………………………………………………………………………………………4 ARTICLE II: Grievance Procedure……………………………………………………………………4 ARTICLE III: Employee and Board Rights……………………………………………………4 ARTICLE IV: Association Rights and Privileges………………………………5 ARTICLE V: Salaries………………………………………………………………………………………… 5-9 ARTICLE VI: Temporary Leaves of Absences……………………………………9-11 ARTICLE VII: Deductions From Salary…………………………………………………………11 ARTICLE VIII: Representation Fee……………………………………………………………11-12 MISCELLANEOUS PROVISIONS…………………………………………………………………………………12-13
PART TWO: ARTICLES APPLICABLE TO TEACHERS
      ARTICLE IX: School Calendar……………………………………………………………………………14 ARTICLE X: Teaching Hours & Teaching Load……………………………14-18 ARTICLE XI: Non-Teaching Duties…………………………………………………………18-19 ARTICLE XII: Teacher Notification of Employment……………………… 19 ARTICLE XIII: Teacher Assignments…………………………………………………………19-20 ARTICLE XIV: Vacancies, Promotions, Transfers & Reasign 20
      ARTICLE XV: Teacher Evaluation………………………………………………………… 20-21 ARTICLE XVI: Extended Leave of Absence…………………………………………21-22
PART THREE: ARTICLES APPLICABLE TO CUSTODIANS
      ARTICLE XVII: Work Year……………………………………………………………………………………23-24 ARTICLE XVIII: Daily Work Hours…………………………………………………………………24-25 ARTICLE XIX: Overtime…………………………………………………………………………………… 25-27 ARTICLE XX: Assignments…………………………………………………………………………………… 27 ARTICLE XXI: Vacancies………………………………………………………………………………………… 27 ARTICLE XXII: Articles of Clothing………………………………………………………27-28 ARTICLE XXIII: Seniority & Job Security……………………………………………………28 ARTICLE XXIV: Sick Leave…………………………………………………………………………………28-29
PART FOUR: ARTICLES APPLICABLE TO SECRETARIAL STAFF
      ARTICLE XXV: Work Year……………………………………………………………………………………………30 ARTICLE XXVI: Daily Work Hours…………………………………………………………………………31 ARTICLE XXVII: Sick Days……………………………………………………………………………………31-32 ARTICLE XXVIII:Guide Levels……………………………………………………………………………………32 ARTICLE XXIX: Tuition Reimbursement……………………………………………………………32 ARTICLE XXX: Duration of Agreement………………………………………………………… 33
          Schedule “A” (Grievance Procedure)……………………………………………34-36 Schedule “B” (Teacher Salary Guide, 2004-05.…………………………37 Schedule “C” (Teacher Salary Guide, 2005-06)……………………… 38 Schedule “D” (Teacher Salary Guide, 2006-07)……………………… 39 Schedule “E” (Custodian Salary Guide, 2004-05)………………… 40 Schedule “F” (Custodian Salary Guide, 2005-06)………………… 41 Schedule “G” (Custodian Salary Guide, 2006-07)………………… 42 Schedule “H” (Secretarial Salary Guide, 2004-05)…………… 43 Schedule “I” (Secretarial Salary Guide, 2005-06)…………… 44 Schedule “J” (Secretarial Salary Guide, 2006-07)…………… 45 Schedule “K” (Co-curricular & Athletic Salary Guides
              2004-05, 2005-06, 2006-07)…………………… … 46-50








PREAMBLE

This Agreement is applicable as of the 1st day of July, 2004 and is entered into by and between the Board of Education of the Borough of Wallington, New Jersey, hereinafter called the "Board", and the Wallington Education Association, hereinafter called the "Association".

































PART ONE
ARTICLES APPLICABLE TO ALL BARGAINING UNIT MEMBERS

ARTICLE I: RECOGNITION
The Board hereby recognizes the Association as the exclusive and sole representative for collective negotiations concerning the terms and conditions of employment for all full-time certificated teaching, non-confidential secretarial and custodial personnel under contract to the Board, and the School Nurses, but excluding:
      Principals Hourly Employees Superintendent Vice-Principal
      Supervisors School Board Secretary/ Executive Secretaries Business Administrator
(The term custodian shall apply to all custodial, maintenance, groundskeeping and maintenance/engineering personnel and the term employee shall apply to all personnel covered by this Agreement. Full-time employees are those staff members who work a minimum of 30 hours per week as per the policy that has been in effect since September 1, 1996.)

ARTICLE II: GRIEVANCE PROCEDURE
The Grievance Procedure shall be as set forth in Schedule “A” attached hereto. However, it is agreed by and between the parties that on all non-tenure teachers, the question of the renewal of their contracts is in the sole discretion of the Board and is not grievable.

ARTICLE III: EMPLOYEE AND BOARD RIGHTS
      a. Nothing contained herein shall be construed to deny or restrict to any employee or to the Board such rights as each may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to each party hereunder shall be deemed to be in addition to those provided elsewhere.
      b. No employee shall be disciplined, reprimanded or reduced in rank without just cause.
      c. Whenever any employee is required to appear before the Superintendent, Board, or any committee or member thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment, or the salary or any increments pertaining thereto, then he/she shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.
      d. A majority representative of public employees in an appropriate unit shall be entitled to act for and to negotiate agreements covering all employees in the unit and shall be responsible for representing the interests of all such employees without discrimination and without regard to employee organization membership.

ARTICLE IV: ASSOCIATION RIGHTS AND PRIVILEGES
      A. Representatives of the Wallington Educational Association, New Jersey Education Association, Bergen County Education Association and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.
      B. The Association or its representatives shall have the right to use school buildings at all reasonable hours
      for meetings with prior approval. The Superintendent of Schools shall be notified in advance of the time and place of all such meetings, provided same shall not interfere with or interrupt normal school operations.
C. The Association agrees that it will not engage in any act violative of State law.
      D. The WEA President & Vice-President will be provided release time for Association business. If the officer is a member of the Wallington Jr./Sr. High School staff, the release time will be a maximum of one period per week with prior notification of the building principal. This would be taken during their ‘duty’ period.
      If the President/Vice-President is a member of either elementary school, the release time will begin at 2:40 pm, a maximum of once per week, with prior notification of the principal, or Supervisor of Elementary School Services. Classroom coverage will be provided.

ARTICLE V: SALARIES
      A. The salaries of all employees covered by the Agreement are set forth in the 2004-05, 2005-06 and 2006-07 salary guides which are attached hereto and made a part hereof.
      B. 1) Teachers employed on a ten month basis shall be paid in twenty equal semi-monthly installments. Custodians and secretaries employed on a twelve month basis shall be paid in twenty-four equal semi-monthly installments.
      2) a. Employees may individually elect to have ten percent (10%) of their monthly salary deducted from their pay. These funds shall be deposited by the Board of Education Business Office in the Employees, Credit Union in individual accounts, and controlled by the individual staff member. The board office must be notified by October 1 if the employee elects to participate. This decision will be for the entire school year.
      b. All employees shall have the option of direct deposit of their paychecks. The board office must be notified by the first day of school if the employee elects to participate. This decision will be for the entire school year.
3) When a pay day falls on or during a school holiday, bank holiday, vacation or weekend, employees shall receive their pay checks on the last previous working day.
      The Association will inform the School Business Administrator on the 1st day of each school year of specific banking holidays that will impact upon this provision for each year in question.
      4) Individual teachers shall receive their final checks on the last working day in June after all check-out materials have been submitted and reviewed, and all end-of-year responsibilities have been met (i.e. grades, final records, etc.) as verified by the Superintendent of Schools or his/her designee.
      5) Employment or adjustment increments may be withheld in whole or in part for inefficiency or other just cause related to the performance of duties and only in accordance with the following:
              (a) That procedures be adhered to as outlined in Article XII, "Teacher Evaluation".
              (b) The immediate superior and/or the principal shall not forward any recommendation to withhold a teacher's increment, or a part thereof through the Superintendent, to the Board unless at least
              sixty calendar days prior thereto, and in no case no later than April 1st of the preceding
              year in which such action would take effect, the principal has given to the teacher against whom the recommendation shall be made, written notice of the alleged cause(s) for the recommendation, specifying the nature thereof with such particulars as to furnish the teacher an opportunity to correct and overcome the same.
              (c) Once a recommendation is forwarded to the teacher and the Board, the teacher may within ten school days file a grievance commencing at the Board level. The Board shall take no action on the recommendation until the grievance is heard
              by the Board according to the grievance procedure as set forth heretofore in Schedule “A” of this Agreement.
              (d) Any action by the Board to withhold an increment or any part thereof shall be subject to advisory arbitration as set forth in Schedule "A of this Agreement. The arbitrator shall have the opportunity to recommend to restore all or any part of the increment withheld, retroactively.
              (e) Any employment increment or adjustment increment or part thereof withheld under this provision may be restored the following year.
      C. MEDICAL HEALTH PLAN - The Board agrees to pay the cost of a medical health plan for all full time employees during the period that they are on the Board payroll and actually being paid for services rendered. Any employee on leave of absence or maternity leave or for any other leave or reason with no pay, will be dropped from the aforementioned Plan for the applicable period, excluding those on leave as per the State or Federal Family Leave Act who will be entitled to coverage as per law. (Effective July 1, 1999)
      D. DENTAL PLAN - The Board agrees to pay the full premium rate of a 70/30 Dental Service Plan, according to the limits of the application, in any event, not more than the cost of a family plan, if applicable, for all full-time employees during the period employees are on the Board payroll and actually being paid for services rendered. Any employee on leave of absence or maternity leave or for any other leave or reason with no pay, will be dropped from the aforementioned Plan for the applicable period.
      E. PRESCRIPTION PLAN - The Board agrees to pay the full premium cost of a Co-Pay Prescription Plan. As of July 1, 2004 the Co-Pay will be to $5 for generic drugs and increased to $15 for brand name drugs, according to the limits of the application, for all full time employees during the period that they are on the Board payroll and actually being paid for services rendered. Any employee on leave of absence or maternity leave or for any other leave or reason with no pay, will be dropped from the aforementioned Plan for the applicable period, excluding those on leave as per the State or Federal Family Leave Act who will be entitled to coverage as per law.
      F. TUITION - The Wallington Board of Education agrees to pay full tuition costs for faculty members who are required to earn certification to teach a new course which has been approved by the Board as part of the school curriculum. A grade of “B” or better is required for reimbursement.
      G. SALARY GUIDE MOVEMENT - Teachers expecting to receive educational credits necessary for advancement to a higher salary level for the next school year shall notify the Superintendent by November 1 of the preceding year in which they will be eligible for such placement. Failure to do so will not result in the denial of the higher placement.
      H. TUITION REIMBURSEMENT - The Board agrees to pay the cost of tuition reimbursement up to 50% for graduate courses taken at an accredited college/university within the individual’s subject area, or in the areas of student personnel services, technology, or administration/supervision, and approved by the Superintendent of Schools, excluding mail order, Internet or video courses. A grade of “B” or better is required. The Board has agreed to a cap of a total $10,000 in 2004-05, $12,000 in 2005-06 and $14,000 in 2006-07. The permissible per credit cost will be capped based on the average of the three closest State universities, Montclair State University, William Paterson University and Ramapo University, for each of the three years of the Agreement. Teachers will be reimbursed for a maximum of 9 credits per year. Reimbursement will be made upon the first day of employment of the school year following the course completion (July 1 for secretaries, first day of school in September for teachers). If the staff member was non-renewed at the end of the year that the course was taken, he/she will receive the reimbursement upon the completion of that year, if all appropriate paperwork has been submitted. A staff member who retires from his/her position at the end of the year in which he/she met the requirements for tuition reimbursement will be reimbursed at the end of the school year of retirement. A staff member who resigns his/her position will not be reimbursed for tuition costs taken during their final year in the Wallington Public School District.

      If the reimbursement requests from Association members exceeds the cap in any given year, the reimbursement will be prorated as per the number of credits earned.

      Although credits earned through Internet courses are not eligible for tuition reimbursement, the successful completion of Internet graduate level courses at accredited colleges or universities will count towards horizontal guide placement (i.e. BA + 15, MA, MA + 15, MA + 30, Dr.)
      Reimbursement

          1. Staff members must present the Superintendent of Schools with notice of attendance at graduate level courses prior to attending the first class for review and approval.
          2. Verification of payment and completion of coursework must be submitted upon the completion of the course according to the following timelines.
                  a) Transcripts for fall courses must be submitted to the Superintendent of Schools with all other required material no later than Feb. 1.
                  b) Transcripts for spring courses must be submitted no later than August 1.
                  c) Transcripts for summer courses must be submitted no later than November 1.
          3. Reimbursement will be made after the first day of school of the next school year.

Column Movement

          1. Only approved graduate level courses will count towards horizontal guide movement on the salary guide.
          2. In order to enact horizontal guide movement on the salary guide the Superintendent of Schools must be notified of the possibility of such movement by February 15 of the year prior to movement, and all coursework must be verified 30 days prior to the start of the school year.
          3. Column movement will take place the school year following the credit/degree acquisition. No movement will take place during a school year.

I. UNUSED SICK DAY BUY-OUT OPTION - Within 60 days of the end of a given school year an employee who is retiring from his/her position may request compensation for unused sick days. The rate of compensation will be 20%.
J. DISABILITY INSURANCE (CUSTODIANS) - The Board will provide $500 to each 12 month full time custodian/groundskeeper/maintenance person towards the employees securing personal disability insurance policy upon the submission of evidence of purchase of the policy.
ARTICLE VI: TEMPORARY LEAVES OF ABSENCE/PERSONAL DAYS
A. DEATH IN IMMEDIATE FAMILY
      An allowance of five consecutive calendar days shall be granted for bereavement. Immediate family shall be considered as father, mother, spouse, child, brother, sister, grandmother, grandfather, mother-in-law, father-in-law, son-in-law, daughter-in-law, step child, brother-in-law, sister-

      in-law, or “significant other.” (The days will begin to be assessed the day following the date of death.)
B. DEATH OF OTHER RELATIVE OR CLOSE FRIEND
      An allowance of one bereavement day leave shall be granted with pay for attendance at a funeral of “other relative.” An allowance of up to two bereavement days per year shall be granted with pay for attendance at a funeral of a “close friend.”
C. SERIOUS ILLNESS IN THE IMMEDIATE FAMILY
      An allowance of up to two days leave shall be granted for the immediate family in case of serious illness (immediate family same as “A” above). Employees are to report the person(s) in the immediate family who is ailing to the Superintendent of Schools when calling in the information regarding the absence. Illness in the immediate family days may be taken on a one-half day basis.
D. OTHER EMERGENCIES OF A PERSONAL NATURE (PERSONAL DAYS)
      An allowance of up to two days leave with pay shall be granted for any of the following reasons:
      1. Court Subpoena.
      2. Marriage of the employee.
          3. Personal business which cannot be handled outside school hours.
          4. Religious holidays as listed by the Commissioner of Education.
          5. Any other emergency or urgent reason not included in 1 to 4 above, with the approval of the Superintendent of Schools.
          Personal days as hereinbefore defined shall be granted upon a written request submitted to the Superintendent of Schools at least five days in advance, except in an Emergency, then the five day period may be waived by the Superintendent. Furthermore, no personal day or days shall be granted for the day or days immediately preceding or following a school holiday or vacation period unless specifically approved by the Superintendent of Schools.

          If a staff member is given permission to report to work after the middle of his/her work day, or to leave prior to the middle of his/her work day for personal reasons as per items #1 – 5 above, he/she will be charged one-half of a personal day.
· Elementary school teachers will have to work until 11:30 a.m. if requesting a p.m. half personal day, and will have to report to work by 12:15 p.m. if requesting an a.m. half personal day.
    · Secondary School teachers will have to work four periods in the a.m. session to request a p.m. half personal day, and will have to report to work by 11:30 a.m. if requesting an a.m. half personal day.
      E. REIMBURSEMENT OF UNUSED DAYS
              Employees will receive one additional sick day for each personal day not used on an annual basis.

      ARTICLE VII: DEDUCTIONS FROM SALARY
      Deductions from salary for members of the Negotiation Unit for
      dues for the Wallington Education Association, the Bergen County Education Association, the New Jersey Education Association, or the National Educational Association shall be made in accordance with the laws of the State of New Jersey (Chapter 310, P.L. 1967), NJSA S2:14-15.9c.


      ARTICLE VIII: REPRESENTATION FEE
      A. Purpose of Fee
          If an employee does not become a member of the Association during any membership year (i.e., from July 1 to the following June 30, which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee (85% of total membership fees) to the duly authorized representatives for that membership year, to offset the cost of services rendered by the Association as majority representation.
      B. Amount of Fee
          Prior to the beginning of each membership year, the Association will notify the Board in writing 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 equal to the maximum allowed by law.
      C. Deduction and Transmission of Fee
          The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee during the remainder of the membership year in question. The deductions will begin thirty (30) days after the employee begins employment in a bargaining unit position. D. Termination of Employment
          If an employee who is required to pay a representation fee terminates his or her 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 and promptly forward same to the duly authorized representative.
          E. Mechanics
          Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the duly authorized representative will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the duly authorized representative.

      MISCELLANEOUS PROVISIONS
          A. This Agreement constitutes Board Policy for the term of said Agreement and the Board shall carry out the commitments contained therein 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. The Board and the Association agree that there shall be no discrimination, and that all practices, procedures and policies of the school system shall clearly exemplify that there is no discrimination in the hiring, training, assignment, promotion, transfer or discipline of employees or in the application or administration of this Agreement on the basis of race, creed, color, religion, national origin, sex, domicile or marital status.
          E. Copies of this Agreement shall be duplicated at the expense of the Board within thirty days after the Agreement is signed and presented to the employees.
          F. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provisions(s) of this Agreement, either party shall do so by telegram or certified letter, return receipt requested, at the following addresses:
              1. If by the Association to the Board, at Jefferson School, Wallington, New Jersey.
              2. If by the Board, to the Association President, at the designated school, Wallington, New Jersey.
          G. Except as this contract shall hereafter otherwise provide, all terms and conditions of employment applicable on the effective date of this Agreement to employees covered by this Agreement, as established by the rules, regulations and/or policies of the Board in force on said date, shall continue to be applicable during the term of this Agreement.
      H. The Board and the Association recognize the complexity of the subject matter of this written Agreement between the parties dealing with terms and conditions of employment. It is, therefore, agreed that the inclusion of any item or article in this contract, shall not be used by either of the parties as evidence of the item's or article's negotiability or non-negotiability in any future negotiations or proceedings.




























          PART TWO
          ARTICLES APPLICABLE TO TEACHERS

      ARTICLE IX: SCHOOL CALENDAR
        A. The school calendar for the 2004-05, 2005-06, and 2006-07     school years shall be 187 days each (including three snow days), of which the teachers shall be required to attend 180 days of teaching each year, and a total of 4 additional days for orientation (1), professional development (2), and end-of-year processing (1). The orientation day will be the day prior to student arrival, and the end-of-year processing will be the day following student dismissal.  No workshops or meetings will be scheduled on this end-of-year processing day, and teacher dismissal will be 12:55 pm.
        B (1) Teachers will receive ten (10) paid ill days for a school year. These days are cumulative. In the event a teacher is hired in mid-month no sick time will be provided for that month if the appointment is effective after the 15th of said month. One (1) day will be provided if the appointment is effective on or prior to the 15th.
      (2) If a teacher who reports to work leaves prior to the middle of the day due to an illness he/she will be charged a full ill day. If a teacher leaves work due to an illness after the middle of the day, he/she will be charged one-half on an ill day. The mid-point of the day will be defined as:
            Elementary School Teachers (8:20 am – 3:15 pm)
                Mid-Point – 11:47 am
        Secondary School Teachers (8:10 am – 3:05 pm)
                Mid-Point – 11:37 am
                (Note the secretarial and custodial mid-points for future reference.)
        Child Study Team Secretary (8:00 – 4:00) – 12:00 noon
        Principals’ Secretaries (7:45 – 3:30) – 11:37 am
            Guidance office and main office secretaries, receptionist, Attendance officer (8:00 – 3:45) 11:52 am
        Custodians
                First Shift (7:00 – 4:00) 11:30 am
                Second Shift (11:00 – 8:00) 3:30 pm
                Third Shift (3:00 – 11:00) 7:00 pm
                Fourth Shift (1:00 – 9:00) 5:00 pm

        ARTICLE X: TEACHING HOURS & TEACHING LOAD
            A. SIGN IN - Teachers shall place a checkmark in the appropriate column of the faculty “sign-in” roster when reporting for duty; in the event they are late, they shall

            write in the time of their actual arrival and explain their lateness in an appropriate space provided, which explanation shall then be signed.
            B. LUNCH PERIOD - The teachers shall have a daily duty-free lunch period. In the elementary schools assigned first teacher will be on duty for twenty-five minutes and will have a twenty minute lunch. The assigned second teacher will be on duty for twenty minutes and will have a twenty-five minute lunch period. The assigned teacher will be available to assist and supervise in all emergency and lunchroom responsibilities. In the high school teachers will continue to supervise the lunchroom area for the first twenty-five minutes of each lunch period. Supervision for each second half will be handled administratively.
            Designated location of teachers:
                Frank W. Gavlak School - Teachers' Room
                Jefferson School - Teachers' Room
                    High School - The teacher will be assigned to a specific part of the building by the building principal as designated.
            The present policy of assigning a teacher on a rotating basis to supervise the student lunch period will be continued.
            When a teacher is assigned to supervise the students' lunch period, compensation for such completed assignment shall be in the form of early release at the end of the school day, such time being defined as ten (10) minutes subsequent to the final bell signifying student departure. However, in the event a parent requests a parent/teacher conference on the day of the teacher's completed assignment as supervisor of a lunch period, the conference shall be conducted by said teacher. Administrators and teachers shall use their best efforts to schedule a parent/teacher conference on days other than those on which a teacher is assigned the duties hereinbefore stated. Where such a request by a parent is in conflict with the teacher's assigned duties, such request shall be granted or denied at the sole discretion of the administrator. In the event an administrator schedules a teachers' meeting on a day a teacher has completed the assignment hereinbefore described, said teacher shall attend the meeting and shall be compensated on the day following, such compensation time being defined as early departure as described in this paragraph.
            C. EXTRA CURRICULAR ACTIVITIES - Teacher participation in extra-curricular activities shall be voluntary. However, in the event sufficient volunteers are not available, the Superintendent shall make such appropriate assignments on a rotating basis, as
        may be necessary.
            D. FIELD TRIPS - Teacher participation in field trips which extend beyond the teacher's in-school workday, and overnight week-end trips, shall be voluntary. However, in the event sufficient volunteers are not available, the Superintendent shall make such appropriate assignments as
        may be necessary, on a rotating basis.
            CHAPERONING - Assigned staff members who are chaperoning a school function outside of the regular school day will be compensated at the rate of $27.50 (04-05), $30 (05-06) and $35 (06-07) per function, excluding the advisor. The maximum number of assigned teachers will be four to six, depending upon the school activity and need.
            If the chaperone assignment requires an overnight stay the staff member will receive compensation of $100 per night. If a Saturday assignment is required, compensation will be $50 if less than 4 hours and $100 if over 4 hours, including time for transportation. This excludes any personnel that are paid as advisors, coaches, etc.
            E. Teacher assignments for the purposes as set forth in “C” and “D” above, by the Superintendent shall not be grievable. However, if the decision of the Superintendent is arbitrary or capricious, the same shall be grievable.
            F. DAILY TIME SCHEDULE - Teachers shall be required to report for duty by 8:10 a.m. at the high school, and 8:20 a.m. at the elementary schools, and shall remain and be available for pupils, aid and other professional responsibilities for thirty (30) minutes after the close of the pupils' school day, except on days preceding school holidays and vacations, and on Fridays; on such days, the teachers may leave ten (10) minutes after the close of the pupils' school day.
        G. FLEX TIME
        Classes can be scheduled outside of the traditional
        school day in the following manner:
                High School - A “period zero”, could be scheduled as follows:
                1. The class would meet from 7:40 a.m. to 8:22 a.m.
                2. The staff member would be required to report no later than 7:30 a.m.
                3. The staff member would have to consent to such a schedule for it to take effect.
            4. The staff member would be excused 42 minutes early
                to compensate for the early arrival. (2:23 p.m. for regular dismissal and 2:06 p.m. as early dismissal days such as Friday's and days prior to a holiday.)

                5. On regularly scheduled early dismissal days, 12:40 p.m., teacher departure would be at 12:02 p.m., 32 minutes early.
                6. The staff member will call the Superintendent's office whenever they may be late for work so that coverage can be arranged.
                7. The staff member will be required to attend the principal's monthly meeting, Superintendent's meetings and district staff development programs. He/She will not be required to attend department meetings, or meetings of any other nature after school. However, they can attend if they so desire.
                ELEMENTARY SCHOOL - Early morning classes may be scheduled in the following manner:
                1. The class would meet from 7:50 a.m. to 8:20 a.m. (30 minutes)
                2. The staff member would be required to report no later than 7:40 a.m.
                3. The staff member would have to consent to such schedule for it to take effect.
                4. The staff member would be excused 30 minutes early to compensate for the early arrival. (2:45 p.m. on regular days.)
                5. On regularly scheduled early dismissal days, 12:40 p.m., teacher departure would be at 12:10 p.m., 30 minutes early.
                6. The staff member will call the superintendent's office whenever they may be late for work so that coverage can be arranged. Absences will be covered internally if substitutes cannot be arranged.
                7. The staff member will be required to attend the principal's monthly meeting, superintendent's meetings and district staff development programs. He/She will not be required to attend department or grade level meetings, or meetings of any other nature after school. However, they can attend if they so desire.
            H. REPORTING ABSENCES - The Board agrees to provide a telephone tape answering service between 4:00 p.m. and 7:00 a.m. for teachers to report unavailability for work.
            I. INTERNAL SUBSTITUTION - Whenever a teacher covers another teacher's class during their normal unassigned period, they will be compensated at the rate of $26 (04-05), $27 (05-06) and $28 (06-07) per class period.
        J. HOME INSTRUCTION - The rate of pay for home instruction will be $35 per hour. The compensation is for instructional time only. Transportation is not included. The student’s parent/guardian, or the adult present during the home instruction, must sign off on the time in and out. Once a student is approved for home instruction by the Board, or its designee, the principal (elementary) or guidance office (secondary) will initiate the process to schedule appropriately certified teachers. The process will be:
                1. The classroom, or subject area teacher that the student has for the course, will be asked to provide the instruction first.
                2. In the event that the classroom or subject area teacher is unavailable, another teacher at the same grade level (elementary), subject area (secondary) or with the appropriate certificate will be offered the home instruction assignment.
                3. In the event that no teacher is found to provide the instruction after steps one and two a teacher with the appropriate certification will be assigned by the Superintendent of Schools.
            K. IN SERVICE - Compensation for conducting in-service workshops: The teacher will receive $100 per session and there must be a minimum of two hours presentation by the individual conducting the workshop; workshop to have prior consent and approval of the Superintendent.
            L. PREP TIME - A minimum of 150 minutes per week will be provided for each elementary school teacher for preparation, excluding those in the area of special education who are guaranteed a minimum of 100 minutes per week.
            M. EXTRA TEACHING ASSIGNMENT - If there is a need to expand the academic course offerings, a teacher may be approached by the administration regarding his/her willingness to accept a sixth period teaching assignment. Advance notification of the meeting between the teacher and administrator will be sent to the WEA president. The teacher has the right to refuse this additional assignment. If the teacher agrees to the assignment compensation will be $2,500.
        N. FACULTY MEETINGS
        The instructional staff will be required to remain after
            the end of the regular work day, without additional compensation, for the purpose of attending principals',
            department, grade level, superintendent's or other professional meetings at the rate of a minimum of two per month, with a third, if needed. The meetings may extend to 3:45 p.m. When the meeting is determined to be concluded by the person(s) responsible, the participants are free to leave. (This does not include individual meetings with parents, supervisors or administrators.)

        ARTICLE XI: NON-TEACHING DUTIES
            A. STAFF TRANSPORTAION – Staff members shall not be required to drive students to activities which take place away from the school building. A teacher may do so voluntarily, however, with the advance approval of the Superintendent. In such event, he/she shall be compensated at the rate per mile established by the IRS for the use of his/her own automobile.
            Employees who use their automobiles daily during the course of a school day between the hours of 8:33 and 11:30 a.m. and 12:30 and 2:55 p.m. traveling from one building to another, excluding lunch, shall be reimbursed at the rate of $100 per school year. If a staff member travels to another school on less than a daily basis, the rate of reimbursement will be $.50 per one-way trip.
            B. PEER OBSERVATION - Each teacher will do one Peer Observation per year. These observations will not be used in any manner in the formal observation/evaluation process. The assignment will be made by the building principal or department supervisor.
        C. TRANSLATIONS - Any teacher who is requested to perform language translations by the building principal, vice-principal, child study team, guidance personnel, or superintendent’s office, such that their preparation/professional period is lost will be compensated at the appropriate internal substitution rate, $26.00 in 2004-05, $27 in 2005-06 and $28 in 2006-07 per class period.
            D. IEP MEETINGS - The administrators will attempt to schedule IEP/”504” meetings at the most convenient time for all concerned (teacher, parent, child study team member(s), specialists). In the event that a teacher is required to attend an IEP/”504” meeting during their preparation period, he/she will be permitted an early dismissal on that day (ten minutes after student dismissal). The early dismissal must be clearly noted on the daily sign-in sheet as “IEP mtg.”

        ARTICLE XII: TEACHER NOTIFICATION OF EMPLOYMENT
            Teachers shall be notified of their contract and salary status for the ensuing year no later than May 15th if the salary guide has been adopted by the Board by May 1st. If adopted later, the teachers shall be notified within thirty days of its adoption.

        ARTICLE XIII: TEACHER ASSIGNMENTS
            A. All teachers shall be given written notice of their salary schedules, class and/or subject assignments and building assignments for the forthcoming year not later than June 15th, except for necessary changes, and such changes to be solely within the discretion of the Superintendent; the teachers shall be notified of such changes as soon as possible.
            B. Decisions of the Superintendent and the assignment by the Superintendent shall not be grievable. However, the
            teacher shall have the right to discuss the matter with the Superintendent.

        ARTICLE XIV: VACANCIES, PROMOTIONS, TRANSFERS & RE-ASSIGNMENTS
        A. 1. No later than April 30th of each school year, if
                known, the Superintendent shall deliver to the WEA's President, and post in all school buildings a list of the known vacancies which are anticipated for the following year.
                2. 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 not later than May 15th. 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/she desires to be transferred, in order of preference; however, the decision to change the assignments rests solely within the Superintendent's discretion and is not grievable.
                3. As soon as practicable, and no later than the last day of school in June, the Superintendent shall post in each school and deliver to the WEA’s President, a system-wide schedule showing the names of the teachers and their assignments.
            B. All openings for positions in the summer school, home teaching federal projects, and other programs (including non-teaching positions for which teachers may be qualified and eligible), shall be adequately publicized by the Superintendent in accordance with the procedure for publicizing promotional vacancies set forth in Section “A” above.

        ARTICLE XV: TEACHER EVALUATION
        Procedure for Evaluation
            1. The major purpose of classroom visitations is to provide help to the teacher and to evaluate the teaching process. The responsibility for making recommendations regarding the teacher rests with the department supervisor, building principal and the Superintendent of Schools.
            2. The emphasis in classroom visitation will be to provide any help needed to insure that classes are under control of the teacher; that learning activities are being conducted in an organized and orderly manner; and that teachers have the instructional materials to carry out the program.
            3. Formal observation will last from thirty to forty-two minutes. Should questions of performance arise, additional observations may be made.
            4. Observation reports will be written after each visitation. A conference will be held with the teacher to interpret the report. One copy of the report will be distributed to the Superintendent, one copy is to remain with the principal, and one copy of this report will be given to the teacher. The teacher will acknowledge receipt of the observation report by affixing his/her signature and the date. Should the teacher wish to comment on the observation report, he/she will submit an attachment to the report within seven days.
            5. The principal and the Superintendent will continue to visit teachers during the year, giving particular attention to the new teacher, the teacher approaching tenure, and those whose adequacy has been questioned.
            6. Independent conclusions regarding re-employment or placement on tenure will be reached by March 1st and reported to the Superintendent. Where differences in judgement prevail, further study will be given to the individual.
            7. If deemed advisable by the Superintendent, contract offers will be withheld to provide time for further study and consultation. In this case, teachers in question will be notified before contracts are distributed. Final decision will be made and non- tenure teachers notified as soon as possible after March 1st, but not later than May 15th.
            8. The Superintendent will make the final decision and recommendation to the Board of Education.
            9. Following Board action, contract offers will be sent to all teachers whose evaluations are positive, and who plan to continue their services insofar as it is known to the administration.
            10. Following receipt of contract offer, teachers will be given fifteen (15) days within which to declare their intent to accept offer.

        ARTICLE XVI: EXTENDED LEAVE OF ABSENCE
            1. A leave of absence without pay, of up to two years shall be granted to any teacher who joins the National Teacher Corps, or serves as an exchange teacher and is a full-time participant in either of such programs, or accepts a Fullbright Scholarship. This is limited to one teacher a year, and for tenured teachers only.
            2. Military leave, without pay, shall be granted to any teacher who is inducted into any branch of the Armed Forces of the United States for the period of said induction, and three months thereafter, or three months after recovery of any wound or sickness at the time of discharge, or until the expiration of two years from the date of discharge, whichever comes first.
            3. Other leave of absence, without pay, may be granted by the Board for good reasons.
            4. a. Upon return from leave granted pursuant to Section 1 or 2 of this Article, a teacher shall be considered as if he were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent, provided, however, that time spent on said leave shall not count toward the fulfillment of the time requirements for acquiring tenure. A teacher shall not receive increment credit for the time spent on a leave granted pursuant to section 3 of this Article, nor shall such time count toward the fulfillment of the time requirements for acquiring tenure.
            b. All benefits to which a teacher was entitled at the time the leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored upon their return, and they shall be assigned to the same position which they held at the time said leave commenced, if available, or if not, to a substantially equivalent position.
























        PART THREE
        ARTICLES APPLICABLE TO CUSTODIANS

        ARTICLE XVII: WORK YEAR
        A. Holidays
                All custodians (see Article I for definition) covered by this Agreement shall receive the following holidays each year:
                Labor Day New Years Day
                    Columbus Day Lincoln's Birthday (floating) Veterans Day Washington's Birthday Thanksgiving Day Good Friday
                    Friday after Thanksgiving
                Christmas Eve Memorial Day
                Christmas Day Independence Day
        Martin Luther King Day
                Custodians will be assigned for work on New Year's Eve as per building need. They will work a minimum of four (4) hours. Custodians who work on New Year's Eve will receive a day off when school is not in session. It may not be the day immediately preceding or following a holiday.

        B. Vacations
            1. Vacation schedule for all custodians:
                    1-5 years of service--------------- 10 working days 6-13 years of service-------------- 15 working days 14 + years of service-------------- 20 working days (Grandfather clause for all custodians on staff with approval of this agreement: Wojcik and Stagg)
                Vacation time may be taken only in the summer months, excluding the groundskeeper, unless a request is made and approved by the Superintendent of Schools or Board Secretary for an exception.
                2. Vacation time for new hires will be prorated based upon the month of hire. Staff hired between July 1 and August 30 will receive the full ten (10) days allocated for staff from 1-5 years of service. Staff hired from September 1 – June 30 will receive one vacation day for each month worked. The appointment must be effective on or before the 15th of the month for it to count towards this calculation.
                3. When due ten vacation days, five of the groundskeeper’s days will be taken during the period of time from December 1 to February 28. The additional five will be taken during the months of July and August, unless a request is made and approved by the Superintendent for an exception.
                When due fifteen vacation days, ten of the groundskeeper’s days will be taken during the period of time from December 1 to February 28. The additional five will be taken during the months of July and August, unless a request is made and approved by the Superintendent of Schools and Board Secretary for an exception.

                During the time from December 1 to February 28, excluding the February recess week, the groundskeeper will replace custodians for days in lieu of the following holidays (Veterans Day, Washington’s Birthday, Lincoln’s Birthday and Martin Luther King Day), thereby enabling custodians to work during the February break to attend to the schools while classes are not in session. This schedule will be arranged by the School Business Administrator.

        C. NJEA Convention
                In addition to the holidays all custodians are entitle to, they shall be allowed to attend the NJEA Convention with no loss of pay, provided that there is prior notice to the Superintendent of Schools and that evidence of attendance at the Convention is submitted to the Superintendent of Schools or Board Secretary upon their return. Duration of attendance shall be limited to one (1) day, such day to be the day on which the program applicable to the custodians is presented.

        ARTICLE XVIII: DAILY WORK HOURS
            A. During the entire year, the workday for all custodians shall consist of eight (8) hours as follows:
                    First Shift - 7:00 a.m. to 4:00 p.m. (total 9 hours), excluding one hour duty free lunch period (total of 8 working hours).
                    Second Shift - 11:00 a.m. to 8:00 p.m. (total 9 hours), excluding one hour duty free lunch period (total of 8 working hours).
                    Third Shift - 3:00 p.m. to 11:00 p.m. (total 8 hours), including one-half hour duty free lunch period.

                    Fourth Shift (as of Dec. 2, 1999 agreement) – 1:00 to 9:00 pm (total of 8 hours) including one-half hour duty free lunch.
            Variations of shifts or hours may be assigned on a temporary basis as needed (i.e. single-session days, assemblies, athletic events, vacation weeks, emergencies).
            B. Summer Work Hours begin on July 1 and continue to August 31. The workday for all custodians shall consist of eight (8) hours, 8:00 a.m. to 4:00 p.m., including one hour duty free lunch period.

        C. Evening Hours - July and August
            If any school must be open for a night program during the months of July and August, the Board reserves the right to change the hours to meet the need, and such rescheduling and reassignment by the Superintendent of Schools or Board Secretary shall not be grievable.

        ARTICLE XIX: OVERTIME
            A. Overtime is defined as time spent at regular or other assigned duties, consistent with this agreement, beyond the regular work week.
        Regular work week consists of:

        Shift 1 7:00 a.m. – 4:00 p.m. 40 hours
        Shift 2 11:00 a.m. - 8:00 p.m. 40 hours
        Shift 3 3:00 p.m. – 11:00 p.m. 37.5 hours
        Shift 4 1:00 p.m. – 9:00 p.m. 37.5 hours
        The Superintendent and board Secretary reserve the right to decide which shifts shall be used to meet the needs and best serve the school district. The decision will not be grievable.

        1. Time and a half shall be paid to custodians who work in excess of their regular weekly shift.
        2. Time and one half shall be paid to custodians who work on holidays, plus receive the paid holiday, if worked in excess of their regular weekly shift.
        3. Double time shall be paid to all custodians who work on Sunday, if worked in excess of their regular weekly shift.
        4. The hourly rate shall be determined and pro-rated from the annual gross salary, based upon a forty hour work week.



        B. Conditions of Overtime
                1. All weekend and holiday overtime shall be pre- scheduled by the Superintendent of Schools or the Board Secretary. A minimum of two (2) hours of overtime will be provided if a custodian is called in or scheduled to work and is sent home due to a mistake in scheduling.
                2. a. A minimum of two (2) hours will be provided and paid to a custodian (shifts 1, 2, 3 & 4) who is required to report for snow removal. The custodians from the 2nd, 3rd and 4th shifts will remain and work the required two hours. Custodians who work the first shift will be required to work the second hour of overtime at the end of their shift, 4:00 – 5:00 p.m..
                    b. A minimum of two (2) hours will be paid if a custodian is called in for an emergent need or the alarm system. Should there be a recurring problem during that two hour timeframe, no second payment for two hours will be allowed.

                3. It is the sole responsibility of the assigned custodian to inform the Board Secretary or Superintendent of Schools by 3:00 p.m. on the Thursday prior to the assigned date if he/she is unavailable for weekend duty. Reasons must be given in writing.

                4. Refusal to report for assigned overtime will require the submission of a reason in writing to the School Business Administrator at least 24 hours prior to the assignment. Custodians are not to arrange replacements for overtime themselves. Such reassignments may be made by the School Business Administrator, Superintendent of Schools, Principals or Athletic Director in the absence of the School Business Administrator. In such a case the Business Administrator must be notified as soon as possible.
                Custodians who refuse assigned overtime without a legitimate reason may be bypassed on any seniority list for such overtime assignments at the discretion of the School Business Administrator or Superintendent of Schools.

                5. All overtime for weekends and holidays will be based on the need to use the buildings and/or grounds, and custodial coverage. Assignments for each building will be based on a seniority call list including the custodial staff of that building. In certain circumstances the overtime shifts may be filled by maintenance or grounds keeping personnel based upon the need for their services, or the availability of building custodial personnel.

                6. For overtime purposes, the forty hour work week (shift 1 and 2) or the thirty seven and a half hour work week (shifts 3 and 4) must be worked, Monday through Sunday before any time and one half, double time or paid holiday plus time and one half will be paid to a custodian. All paid hours will be considered as time worked. This includes regular work, sick time, illness in family, vacation, personal, death in family, etc. Docked time must be made up before overtime will be paid.

        ARTICLE XX: ASSIGNMENTS
            The custodians' supervisor (Board Secretary or Superintendent of Schools), at his/her discretion, shall have the right to require the custodian to work where assigned. The decision of the Board Secretary and/or Superintendent of Schools is not grievable.

        ARTICLE XXI: VACANCIES
            Notification of all vacancies shall be posted for bid by currently employed staff. Seniority shall be considered in making new assignments and promotions.

        ARTICLE XXII: ARTICLES OF CLOTHING
        The Board shall provide the following items:
            1. Foul Weather Gear: Storm jacket, pants, and boots will be provided upon the custodian’s request through the Board Secretary's office. Worn and/or unusable foul weather gear must be returned to the Board Secretary concurrent with the request.
            2. Clothing: Each year the Board shall provide three cotton short-sleeved shirts and three pairs of pants to each custodian. The groundskeeper and maintenance person shall receive four shirts and four pants.
            The Board shall also provide three sets of light, summer T-shirts. These are based on sizes that the Custodian/groundskeeper/maintenance personnel state in a form that will be provided from the School Business Administrator.
        3. Shoes: The Board will reimburse each custodian/groundskeeper/maintenance person at a maximum of $150 for shoes upon the submission of a receipt of purchase.
        4. Safety Equipment: The board of education will provide appropriate safety equipment to all custodial/groundskeeping/maintenance personnel. This includes safety belts, goggles, safety masks, etc. Safety/respiratory masks will be provided upon written request.

        ARTICLE XXIII: SENIORITY & JOB SECURITY
            A. School District seniority is defined as service by appointed custodians in the Wallington School District in the collective bargaining unit covered by this Agreement. An appointed Custodian shall lose all accumulated Wallington School District seniority only if he/she:
            Resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the Wallington School District.
            B. In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the custodians shall be laid off in the inverse order of seniority of the custodians in the district.
            C. In the event that within one year from the date of his/her layoff, a vacancy occurs in the classification of his/her last appointment in the district, a laid-off custodian shall be entitled to recall hereto in the order of his/her departmental seniority.
            Notice of recall to work shall be addressed to the custodian at last address appearing on the records of the Wallington School District, by certified mail, return receipt requested.

        ARTICLE XXIV: SICK LEAVE
            Effective July 1, 1995 accumulated sick days for the custodial staff has been increased to twelve (12) days per year.
        a. In the event that a custodian is hired in mid-month one sick day will be provided for that month if the appointment is effective prior to or on the 15th of said month. No days will be provided if appointed to work after the 15th.
        b. If a custodian who reports to work leaves prior to the mid point of his/her work day due to an illness he/she will be charged a full ill day. If the custodian leaves work due to an illness after the middle of the day, he/she will be charged one-half of an ill day.

                        Shift Mid-point
                First Shift (7:00 – 4:00) 11:30 am
                Second Shift (11:00 – 8:00) 3:30 pm
                Third Shift (3:00 – 11:00) 7:00 pm
                Fourth Shift (1:00 – 9:00) 5:00 pm








































        PART FOUR
        ARTICLES APPLICABLE TO THE SECRETARIAL STAFF

        ARTICLE XXV: WORK YEAR
        A. SCHOOL CALENDAR
                1. Secretaries are contracted from July I through June 30.
                2. Secretaries do not work during scheduled vacations, holidays or recesses when schools are closed as per the Board approved calendar from September 1 through June 30.
        B. VACATIONS
                1. Secretaries employed prior to May 1,1994 receive 22 vacation days, plus the Fourth of July, during the summer months (July 1 through August 31). There will be no scheduled vacation days during the last week of the summer prior to the opening of school without approval of the Superintendent of Schools.
                2. Secretaries employed after May 1, 1994 will receive the Fourth of July and additional days as per the following schedule:

                Vacation schedule for all secretaries:
                    1 to 5 years of full time service…..10 working days
                    6 – 13 years of full time service…….15 working days

                14+ years of full time ………………….….…20 working days

                Vacation time may be taken only in the summer months unless special approval is received from the Superintendent.

                Vacation time for new hires will be prorated based upon the month of hire. Staff hired between July 1 and August 30 will receive the full ten (10) days allocated for staff from 1-5 years of service. Staff hired from September 1 – June 30 will receive one vacation day for each month worked. The appointment must be effective on or before the 15th of the month for it to count towards this calculation.



                Vacation time must be taken by August 31 and is non-cumulative unless otherwise approved by the Superintendent of Schools.

        ARTICLE XXVI: DAILY WORK HOURS
        A. SEPTEMBER I - JUNE 30 (SEVEN HOUR WORK DAY)
                Child Study Team Secretary 8:00 a.m. to 4:00 p.m.
                with a one hour lunch.
            Principals’ Secretaries 7:45 a.m. to 3:30 p.m.
            with a 45 min. lunch.
                Guidance Office Secretary 8:00 a.m. to 3:45 p.m. Main Office Secretaries with a 45 min. lunch. Receptionist (High School) “ Attendance Officer “
                On Fridays and days immediately preceding a holiday they are permitted to leave 30 minutes early. (Holidays are defined as the Thanksgiving, Christmas, Easter and Presidents’ week recesses.)


        B. July I Through August 31
                All secretaries/clerical staff work from 8:00 a.m. to 3:00 p.m. with an hour lunch or 8:30 a.m. to 3:00 p.m. with a one-half hour lunch as per their choice.

        C. Single-Session Days
                When students are dismissed at 12:55 p.m. for a single-session day, including emergency closings and those days prior to the Thanksgiving and Christmas recesses, the secretaries work until 1:15 P.M.
                This does not include any scheduled single-session days during the first week of September, the last week(s) of school in June, or those scheduled during the year for professional development.

        ARTICLE XXVII: SICK DAYS
            A. Each secretary is provided with twelve (12) sick days per year. Secretaries who are hired during the school year will receive one cumulative sick day for each month worked during that contractual year. Unused sick days are cumulative.
            B. In the event that a secretary is hired in mid-month one sick day will be provided for that month if the appointment is effective prior to or on the 15th of said month. No days will be provided if appointed to work after the 15th.
            C. If a secretary who reports to work leaves prior to the mid point of his/her work day due to an illness he/she will be charged a full ill day. If the secretary leaves work due to an illness after the middle of the day, he/she will be charged one-half of an ill day.
                        Hours Mid-Point
                Child Study Team Secretary (8:00 – 4:00) 12:00 noon
                Principals. Secretaries (7:45 – 3:30) 11:37 am
        Guidance office, main offices, receptionist,
                Attendance officer (8:00 – 3:45) 11:52 am


        ARTICLE XXVIII: GUIDE LEVELS
            Class B - Principal’s secretary and guidance department secretary.
            Class C - General office and child study team secretaries, and the high school receptionist.
        Attendance Officer

        ARTICLE XXIX: TUITION REIMBURSEMENT
        The Board will pay 50% towards tuition reimbursement for coursework related to the responsibilities of the secretaries' positions with the prior approval of the Superintendent of Schools. This is not to exceed $1,500 per year, non-cumulative, for the entire secretarial staff. A grade of “B” or better, or “pass”, in a pass/fail situation is required for reimbursement.

        Tuition reimbursement will be awarded upon the first day of the next year (July 1) following the successful completion of the course. If the staff member is non-renewed at the end of the year that the course was taken, he/she will receive reimbursement if the course was successfully completed and all paperwork has been submitted. A secretary who retires from his/her position at the end of the year in which he/she met the requirements for tuition reimbursement will be reimbursed at the end of the school year of retirement. A secretary who resigns his/her position will not be reimbursed for tuition costs taken during their final year in the Wallington Public school district.
          If the reimbursement requests exceed the $1,500 provided the reimbursement will be prorated.











          ARTICLE XXX: DURATION OF AGREEMENT

          THIS AGREEMENT shall be effective as of July 1, 2004 and shall continue in effect until June 30, 2007, or until a successor agreement is negotiated and ratified by the WEA and the Board.

          IN WITNESS WHEREOF, the Association has caused this Agreement to be signed by its President and Secretary, and the Board has caused this Agreement to be signed by its President attested to by its Secretary, and its Corporate Seal to be placed thereon, all on the day and year first above written.

          WALLINGTON EDUCATION ASSOCIATION WALLINGTON BOARD OF EDUCATION


          BY____________________________ ______________________________
          President President


          BY_______________________________ ______________________________
          Secretary Secretary


          ______________________ ______________________
          Date Date






















          SCHEDULE “A”
          GRIEVANCE PROCEDURE

          DEFINITION
          The term "grievance" shall be defined herein as set forth in Public Laws of 1968, Chapter 303.

          The term "grievance" and the procedure relative thereto, shall not be deemed applicable in the following instance:
          The failure or refusal of the Board to
          renew a contract of a non-tenure teacher.

          PROCEDURE
          1. Any aggrieved employee who has a grievance shall discuss it first with his/her principal (or immediate superior or department head, if applicable) , within ten (10) working days following the treatment, act or condition, or ten (10) working days after he/she should have reasonably known of the aforesaid treatment, act or condition which is the basis of his/her complaint. Failure to act within ten (10) working days, as aforesaid, shall be deemed to constitute an abandonment of the grievance.

          2. If, as a result of the discussion, the matter is not resolved to the satisfaction of the aggrieved employee, he/she shall, within seven (7) days, set forth his/her complaint in writing to the Principal. The Principal/supervisor shall communicate his/her decision to the employee in writing (5 copies), within three (3) days of the receipt of the written complaint.

          3. The employee may appeal a decision to each next higher authority in turn. The sequence shall be, employee to the immediate supervisor, to the building principal, to the Superintendent, to the Board of Education. Prior to each appeal, the employee shall (in writing), inform the authority
          who last rendered a decision of his/her intention to appeal to the next higher authority.

          4. If any employee wishes to carry his appeal beyond the level of the building principal, the employee shall present his full complaint in writing, along with a copy of the principal's decision, and the employee's written reason setting forth the grounds for his/her continued appeal, to the Superintendent
          within one (1) week of the date of the principal’s decision as outlined in #2 above.

          5. The Superintendent shall review the materials submitted and discuss the issues with parties involved, and will attempt to resolve the matter as expeditiously as possible. The Superintendent shall render a written decision (5 copies to appellant), within ten (10) days of the date of the appeal.

          6. At no point prior to an official hearing or meeting with the Board shall the employee discuss with any Board members or any one of them, the subject of the employee's complaint or matters relating to the substance of the complaint.

          7. If dissatisfied with the action taken by the Superintendent of Schools, the employee may request a meeting with the Board. Such a request shall be made in writing to the Secretary of the Board and copies sent to the principal and to the Superintendent of Schools. The request shall describe the points of issue including reasons for the employee's dissatisfaction with the action taken in the preceding steps.

          8. To carry an appeal to the Board of Education, the employee shall submit to the Board Secretary the complete records thus far accumulated, as well as his/her written reason for continuing the appeal. The appeal to the Board of Education must be submitted to the Board of Secretary within one (1) week of the Superintendent's decision. The employee shall notify the Superintendent of his action in writing.

          9. Upon receipt of any appeal to the Board, the Secretary shall notify the President of the Board who shall determine whether to schedule the appeal for an executive session, unless the same is such as required to be heard at a public meeting, on longer than three (3) weeks after receipt of the appeal by the Secretary. In the event any of the hearings on the appeal are not completed in the session set by the Board, as aforesaid, the Board shall schedule additional or continued hearings within seven (7) days until the conclusion of the hearing. This time element shall be followed unless mutually agreed otherwise, in writing, by the parties.

          10. The Board of Education shall review the facts and shall make
          the final decision in all cases of dispute referred to it within three (3) weeks. The final decision shall be communicated to the parties concerned through the Superintendent of Schools immediately after the decision.

          11. In the event a teacher is dissatisfied with the determination of the Board he/she shall have the right to advisory arbitration pursuant to rules and regulations established by the Public Employment Relations Commission under the provisions of Chapter 303, Laws of 1968.

          A demand for advisory arbitration shall be made no later than fifteen (15)days following receipt of the written determination of the Board. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Board shall mutually agree, in writing, upon a longer time period within which to assert such a demand.

          In the event of arbitration, the costs of the arbitrator's service shall be shared equally by the appellant and the Board. If the appellant is represented by the Association, the Association will bear the expense for the appellant.

          12. 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 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.

          13. In the event that the seven day period mentioned in #1 of this Grievance Procedure within which a grievance must be initiated, falls within a holiday vacation period, those vacation days shall not be included in the seven day count. This exclusion for a holiday vacation period shall not pertain to the summer vacation period.


























          Teachers Guide
          2004-2005
          Step
          BA
          BA+15
          MA
          MA+15
          MA+30DOCT.
          -------
          1
          37215
          38440.53
          40076.93
          41732.92
          43428.145145.96
          2
          38469.4
          40165.61
          41861.82
          43558.02
          45253.246971.06
          3
          39020.02
          40716.23
          42412.44
          44106.59
          45802.7947521.69
          4
          39609.83
          41412.24
          43107.42
          44801.57
          46494.6848212.55
          5
          40425.45
          42174.25
          43770.44
          45442.93
          47222.6649047.76
          6
          41843.26
          43513.69
          45163.49
          46904.04
          48683.7750509.9
          7
          43209.5
          44843.84
          46612.23
          48390.93
          50170.6652210.24
          8
          44312.81
          46028.61
          47810.4
          49695.31
          51325.5353902.32
          9
          45468.71
          47234
          49108.6
          51218.29
          52507.255352.09
          10
          47146.36
          49021.98
          51111.05
          53429.03
          55299.557982.5
          11
          48909.59
          51003.81
          52882.53
          55966.64
          57518.4960935.66
          12
          51218.29
          53237.24
          55298.47
          58734.2
          60989.2863888.81
          13
          54413.76
          56793.61
          57822.68
          61526.5
          63458.8367378.16
          14
          60355.13
          62692.7
          63835.2
          66539.85
          68076.2370729.33
          15
          66035.63
          67515.3
          69109.43
          70706.65
          72693.6374625.97
          18+
          66535.63
          68015.3
          69609.43
          71206.65
          73193.6375125.97
          20+
          69035.63
          70515.3
          72109.43
          73706.65
          75693.6377625.97
          25+
          70235.63
          71715.3
          73309.43
          74906.65
          76893.6378825.97
          30+
          71435.63
          72915.3
          74509.43
          76106.65
          78093.6380025.97
          35+
          72635.63
          74115.3
          75709.43
          77306.65
          79293.6381225.97
          =======
          Longevity will be paid upon completion of 18 years, 20 years, 25 years, 30 years
          and 35 consecutive years in the district, to be effective beginning with the 19th, 21st,
          26th, 31st and 36th years.
          Teachers Guide
          2005-2006
          Step
          BA
          BA+15
          MA
          MA+15
          MA+30DOCT.
          -------
          1
          38608
          39722.9
          41413.9
          43125.13
          44876.8646652.03
          2
          39752.74
          41505.53
          43258.33
          45011.12
          46762.8548538.02
          3
          40321.73
          42074.52
          43827.32
          45577.98
          47330.7849107.01
          4
          40931.21
          42793.76
          44545.48
          46296.15
          48045.7549820.92
          5
          41774.04
          43581.18
          45230.62
          46958.91
          48798.0150683.99
          6
          43239.15
          44965.3
          46670.15
          48468.76
          50307.8652194.91
          7
          44650.97
          46339.83
          48167.22
          50005.25
          51844.3553951.97
          8
          45791.09
          47564.13
          49405.36
          51353.15
          53037.7555700.5
          9
          46985.54
          48809.73
          50746.86
          52926.93
          54258.8457198.64
          10
          48719.16
          50657.36
          52816.12
          55211.42
          57144.2959916.8
          11
          50541.21
          52705.3
          54646.69
          57833.69
          59437.3162968.47
          12
          52926.93
          55013.24
          57143.23
          60693.57
          63023.8866020.15
          13
          56229
          58688.24
          59751.64
          63579.02
          65575.8269625.89
          14
          62368.58
          64784.13
          65964.74
          68759.62
          70347.2673088.86
          15
          68238.58
          69767.61
          71414.92
          73065.42
          75118.6977115.49
          18+
          68738.58
          70267.61
          71914.92
          73565.42
          75618.6977615.49
          20+
          71238.58
          72767.61
          74414.92
          76065.42
          78118.6980115.49
          25+
          72438.58
          73967.61
          75614.92
          77265.42
          79318.6981315.49
          30+
          73638.58
          75167.61
          76814.92
          78465.42
          80518.6982515.49
          35+
          74838.58
          76367.61
          78014.92
          79665.42
          81718.6983715.49
          =======
          Longevity will be paid upon completion of 18 years, 20 years, 25 years, 30 years
          and 35 consecutive years in the district, to be effective beginning with the 19th, 21st,
          26th, 31st and 36th years.
          Teachers Guide
          2006-2007
          Step
          BA
          BA+15
          MA
          MA+15
          MA+30DOCT.
          -------
          1
          40001
          40896.32
          42637.26
          44399.05
          46202.5348030.14
          2
          40927.03
          42731.6
          44536.18
          46340.75
          48144.2249971.83
          3
          41512.83
          43317.41
          45121.98
          46924.36
          48728.9350557.63
          4
          42140.32
          44057.88
          45861.36
          47663.74
          49465.0251292.63
          5
          43008.05
          44868.57
          46566.73
          48346.07
          50239.552181.2
          6
          44516.43
          46293.58
          48048.78
          49900.53
          51793.9653736.75
          7
          45969.96
          47708.71
          49590.08
          51482.41
          53375.8455545.71
          8
          47143.76
          48969.17
          50864.79
          52870.12
          54604.4857345.9
          9
          48373.5
          50251.57
          52245.92
          54490.39
          55861.6558888.28
          10
          50158.32
          52153.77
          54376.3
          56842.37
          58832.3461686.74
          11
          52034.2
          54262.22
          56260.96
          59542.1
          61193.0964828.56
          12
          54490.39
          56638.33
          58831.24
          62486.46
          64885.667970.38
          13
          57890.01
          60421.89
          61516.71
          65457.14
          67512.9371682.64
          14
          64210.95
          66697.86
          67913.34
          70790.78
          72425.3175247.91
          15
          70254.34
          71828.54
          73524.51
          75223.77
          77337.779393.49
          18+
          70754.34
          72328.54
          74024.51
          75723.77
          77837.779893.49
          20+
          73254.34
          74828.54
          76524.51
          78223.77
          80337.782393.49
          25+
          74454.34
          76028.54
          77724.51
          79423.77
          81537.783593.49
          30+
          75654.34
          77228.54
          78924.51
          80623.77
          82737.784793.49
          35+
          76854.34
          78428.54
          80124.51
          81823.77
          83937.785993.49
          =======
          Longevity will be paid upon completion of 18 years, 20 years, 25 years, 30 years
          and 35 consecutive years in the district, to be effective beginning with the 19th, 21st,
          26th, 31st and 36th years.
          Custodial Guide
          2004-2005
          CUSTODIAN
          MAINT.MAINT.
          Step
          GROUNDS
          ENGINEER
          1
          24500
          25000
          2830034300
          2
          25500
          26000
          2930035050
          3
          26500
          27000
          3030036050
          4
          27500
          28000
          3130037050
          5
          28500
          29000
          3230038050
          6
          29500
          30000
          3330039050
          7
          30000
          30500
          3430040050
          8
          31600
          32000
          3530041050
          15+
          33100
          33500
          3680042550
          20+
          34600
          35000
          3830044050
          =====
          Longevity will be paid upon completion of 15 years, and 20
          consecutive years in the district, to be effective beginning with
          the 16th and 21st years.
          Custodial Guide
          2005-2006
          CUSTODIAN
          MAINT.MAINT.
          Step
          GROUNDS
          ENGINEER
          1
          25028
          25528
          2860034800
          2
          25828
          26328
          2960035800
          3
          26828
          27328
          3060036800
          4
          27828
          28328
          3160037800
          5
          28928
          29428
          3260038800
          6
          30228
          30728
          3360039800
          7
          31528
          32028
          3460040800
          8
          33128
          33878
          3560041800
          15+
          34628
          35378
          3710043300
          20+
          36128
          36878
          3860044800
          =====
          Longevity will be paid upon completion of 15 years, and 20
          consecutive years in the district, to be effective beginning with
          the 16th and 21st years.
          Custodial Guide
          2006-2007
          CUSTODIAN
          MAINT.MAINT.
          Step
          GROUNDS
          ENGINEER
          1
          26350
          27350
          2900035200
          2
          27150
          28150
          3000036200
          3
          27650
          28650
          3100037200
          4
          28650
          29650
          3200038200
          5
          29950
          30950
          3300039200
          6
          31250
          32250
          3400040200
          7
          32750
          33750
          3500041200
          8
          34750
          35750
          3600042700
          15+
          36250
          37250
          3750044200
          20+
          37750
          38750
          3900045700
          =====
          Longevity will be paid upon completion of 15 years, and 20
          consecutive years in the district, to be effective beginning with
          the 16th and 21st years.
          Secretarial Guide
          2004-2005
          ATTEND.
          Step
          CLASS B
          CLASS C
          		OFFICER
          1
          28000
          26500
          		 27500
          2
          29400
          27500
          		28000
          3
          30800
          28500
          		29000
          4
          32200
          29500
          		30000
          5
          33600
          30500
          		31000
          6
          35000
          31500
          		32000
          7
          36400
          32500
          		33000
          8
          37800
          33500
          		34000
          9
          39200
          34500
          		35000
          10
          40600
          35500
          		36000
          MAX
          42385
          36875
          		37000
          20+
          43385
          37875
          		38000
          25+
          44385
          38875
          		39000
          30+
          45385
          39875
          		40000
          =====
          Longevity will be paid upon completion of 20 years, 25 years
          and 30 consecutive years in the district, to be effective
          beginning with the 21st, 26th and 31st years.
          Secretarial Guide
          2005-2006
          ATTEND.
          Step
          CLASS B
          CLASS C
          		OFFICER
          1
          28250
          26500
          		 27750
          2
          29850
          27700
          		28850
          3
          31450
          28900
          		29950
          4
          33050
          30100
          		31050
          5
          34650
          31300
          		32150
          6
          36250
          32500
          		33250
          7
          37850
          33700
          		34350
          8
          39450
          34900
          		35450
          9
          41050
          36100
          		36550
          10
          42650
          37300
          		37650
          MAX
          44350
          38780
          		39000
          20+
          45350
          39780
          		 40000
          25+
          46350
          40780
          		 41000
          30+
          47350
          41780
          		 42000
          =====
          Longevity will be paid upon completion of 20 years, 25 years
          and 30 consecutive years in the district, to be effective
          beginning with the 21st, 26th and 31st years.
          Secretarial Guide
          2006-2007
          ATTEND.
          Step
          CLASS B
          CLASS C
          		OFFICER
          1
          28500
          27000
          		 28000
          2
          30100
          28250
          		29300
          3
          31700
          29500
          		30600
          4
          33300
          30750
          		31900
          5
          34900
          32000
          		33200
          6
          36500
          33250
          		34500
          7
          38100
          34500
          		35800
          8
          39700
          35750
          		37100
          9
          41300
          37000
          		38400
          10
          42900
          38250
          		39700
          MAX
          46300
          40600
          		41150
          20+
          47300
          41600
          		 42150
          25+
          48300
          42600
          		 43150
          30+
          49300
          43600
          		 44150
          =====
          Longevity will be paid upon completion of 20 years, 25 years
          and 30 consecutive years in the district, to be effective
          beginning with the 21st, 26th and 31st years.
          CO-CURRICULAR SALARY GUIDE: 2004-2007
          ATHLETICS
          POSITIONSTEP
          2004-052005-062006-07
          Football - Varsity
          1
          690072357590
          2
          702573607715
          3
          715074857840
          4
          725075857940
          Football - Assistant
          1
          435045754790
          2
          447547004915
          3
          460048255040
          4
          470049255140
          Bowling
          1
          430045104735
          2
          442546354860
          3
          455047604985
          4
          465048605085
          Volleyball - Varsity
          1
          624065506870
          2
          636566756995
          3
          649068007120
          4
          659069007220
          Volleyball - Junior Varsity
          1
          422544304650
          2
          435045554775
          3
          447546804900
          4
          457547805000
          Volleyball - 7 & 8 Grade
          1
          194020352135
          2
          206521602260
          3
          219022852385
          4
          229023852485
          Soccer - Varsity
          1
          624065506870
          2
          636566756995
          3
          649068007120
          4
          659069007220
          Soccer - Junior Varsity
          1
          422544304650
          2
          435045554775
          3
          447546804900
          4
          457547805000
          Soccer - 7 & 8 Grade
          1
          194020352135
          2
          206521602260
          3
          219022852385
          4
          229023852485
          ::
          Basketball - Varsity
          1
          611064106725
          (Boys &Girls)
          2
          623565356850
          3
          636066606975
          4
          646067607075
          Basketball - Junior Varsity
          1
          401042104415
          (Boys &Girls)
          2
          413543354540
          3
          426044604665
          4
          436045604765
          Basketball - Freshman
          1
          401042104415
          2
          413543354540
          3
          426044604665
          4
          436045604765
          Basketball - 7 & 8 Grade
          1
          194020352135
          (Boys & Girls)
          2
          206521602260
          3
          219022852385
          4
          229023852485
          Baseball & Softball - Varsity
          1
          645067707100
          2
          657568957225
          3
          670070207350
          4
          680071207450
          Baseball & Softball - J. V.
          1
          409042904500
          2
          421544154625
          3
          434045404750
          4
          444046404850
          Track - Varsity
          1
          624065506870
          (Boys & Girls Together)
          2
          636566756995
          3
          649068007120
          4
          659069007220
          Track - Assistant
          1
          383040154215
          2
          395541404340
          3
          408042654465
          4
          418043654565
          Cheering Advisor - Varsity
          1
          388040704275
          2
          400541954400
          3
          413043204525
          4
          423044204625
          Cheering Advisor - J.V.
          1
          228023952510
          2
          240525202635
          3
          253026452760
          4
          263027452860
          ::
          Cheering Advisor
          1
          482550605310
          (If 1 for both)
          2
          495051855435
          3
          507553105560
          4
          517554105660
          Cheering - Split V
          1
          283029703120
          A
          1285
          13501415
          V
          2
          295530953245
          A
          1410
          14751540
          V
          3
          308032203370
          A
          1535
          16001665
          V
          4
          318033203470
          A
          1635
          17001765
          Band Director
          1
          598062756580
          2
          610564006705
          3
          623065256830
          4
          633066256930
          Band - Summer
          149515701645
          Band Assistant
          1
          215022552370
          2
          227523802495
          3
          240025052620
          4
          250026052720
          Weight Training
          1
          301531653320
          2
          314032903445
          3
          326534153570
          4
          336535153670
          ::
          Post Season Play
          Head Coaches
          200200200
          Assistant Coaches
          100100100
          Longevity - Upon completion of consecutive years as a coach in the same sport.
          7 Years12 Years
          Head Coach
          200200
          Assistant Coach
          100100
          Athletic Trainer:
          1
          		If full time, the salary will be determined by the appropriate
          placement on the teachers' salary schedule.
          2
          		If part time, the compensation will be determined on an
          hourly basis.
          Compensation:
          Advisors and coaches will be paid when all duties have
          been successfully completed, including inventories,
          collection of equipment, end of year reports, etc.
          ::
          CLASS ADVISORS
          4.9%4.9%4.9%
          POSITION
          2004-052005-062006-07
          Grade 12
          225523652480
          Grade 11
          178518351895
          Grade 10
          178518351895
          Grade 9
          144515151590
          Grade 8
          144515151590
          Grade 7
          144515151590
          -----
          Total
          101601058011040
          =====
          ::
          MISCELLANEOUS ACTIVITIES
          4.9%4.9%4.9%
          POSITION
          2004-052005-062006-07
          Ex Libris - (Literary)
          170517901875
          Ex Libris - (Financial)
          162017001785
          Courier
          124013001360
          Junior/Senior Class Play
          221523252435
          Chorus - Elemantary
          96010101055
          Band - Elementary
          96010101055
          Chorus - High School
          96010101055
          Academic Decathlon
          128013451410
          Math League
          685715750
          Elementary B.S.I.
          685715750
          Elementary Student Council
          380395415
          Elementary Student Council
          380395415
          Student Government Coordinator
          3325
          34903660
          Student Activities Coordinator
          3325
          34903660
          Affirmative Action Officer
          515540570
          Web Site Coordinator
          605635665
          Mock Trial
          325340360
          -----
          211652220523275
          =====

          W Deptford BE and W Deptford EA 2004.pdf