Table of ContentsaRTICLe I

Recognition 1
Article ii

Negotiation Procedure 2
Article III

Medical Insurance 3
Article IV

Grievance Procedure 4-8
Article V

Meetings 9
Article VI

Fringe Benefits 9-11
Article VII

Temporary Leave of Absence 12
Article VIII

Extended Leaves of Absence 13-15
Article IX

Evaluations 16-17
Article X

Administrators’ Schedule 18-19
Article XI

Programs 19
Article XII

Defense of Officers and Employees 19
Article XIII

Rights and Privileges 20-21
Article XIV

Association-Board-Admin. Liaison 22
Article XV

Salary 23
Article XVI

Building Use 24
Article XVII

Professional Development 24
Article XVIII

Miscellaneous 25
appendix a

Salary Schedule 27-30
Appendix B

Health Benefit Description 31 - 333

A G R E E M E N T July 1, 2007 T H R O U G H June 30, 2010

High School Principal
Middle School Principal
Elementary School Principals
Director of Academic and Enrichment Programs
Director of Elementary Education
Director of Special Services
Director of Special Projects
Director of Staff Development
Director of Student Personnel/Security
Assistant High School Principals
Assistant Middle School Principals
Supervisors

1. Categories established hereafter by the Board shall be included in the unit upon approval by the Association and the Board.

1. The parties agree to comply with the requirements of the New Jersey Employer-Employee Relations Act as amended, in a good faith effort to reach agreement. Such negotiations shall begin not later than December 1 of the calendar year preceding the calendar year in which this Agreement expires. Any Agreement so negotiated shall apply to all members of the unit defined in Article I., be reduced to writing, and shall be subject to ratification by both parties.

1. During negotiations, the Board and the Association shall present relevant data, exchange points of view, and make proposals and counter-proposals. The Board shall make available all public information of the North Brunswick Township School District.

1. At the close of each negotiation session, the parties will agree on an agenda for the next negotiation session. Either party may add to this agenda by written notice to the other party no less than five (5) days prior to the previously set negotiation session.

All negotiation sessions between parties shall be scheduled at least five (5) five days in advance, to take place when persons involved are free from professional responsibilities, unless otherwise agreed.

100% of the cost of Connecticut General Medical and Surgical Plan, Prescription Plan, Dental Plan, and Major Medical coverage. Effective with this contract, the Board paid health/hospitalization plan shall be the CIGNA-PPO Plan. Benefits and deductibles for this plan are summarized in Appendix B.

1. The Board may, upon reasonable prior notification to the Association, substitute other insurance carriers so long as the insurance coverage provided above are equal to or better than those now provided.

1. A “grievance” shall mean a complaint in writing by an employee that there has been a violation, misinterpretation or inequitable application of any of the provisions of this Agreement; except that the term “grievance” shall not apply to any matter as to which (a) a method of review is prescribed by law; or (b) the Board of Education is without authority to act; or (c) a complaint of a non-tenure employee which arises by reason of his/her not being re-employed; or (d) any matter which the Public Employees Relations Commission has ruled or has the power to rule. As used in this definition, the term “employee” shall mean also a group of employees having the same grievance.

1. An “aggrieved person” is the person or persons claiming the grievance.
1. A “party in interest” is the person or persons claiming the grievance and any person who might be required to take action or against whom action might be taken in order to resolve the grievance.

1. PURPOSE

The purpose of this procedure is to resolve, at the lowest possible level, any grievance presented. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure. An aggrieved person shall first discuss the grievance with an immediate supervisor or principal.

Any person in interest shall be assured freedom from restraint, interference, coercion, discrimination or reprisal due to participation in presenting a grievance.

An employee may designate a representative of the Association or other person of his/her own choosing to appear with him/her at any step after Level 1.

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

1. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the work year, and if left unresolved until the beginning of the following work year could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the work year, or as soon thereafter as is practicable.
1. It shall be the general practice of all parties in interest to process grievance procedures during times which do not interfere with assigned duties; provided, however, in the event it is agreed by the Board or its agent to hold the proceedings during regular working hours, an employee participating in any level of the grievance procedure, with any representative of the Board, shall be released from the assigned duties without loss of salary.

4. LEVEL ONE

An employee with a grievance shall first submit it in writing to his/her immediate supervisor, with the objective of resolving the matter informally. Forms for filing grievance and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution.

5. LEVEL TWO

The grievant, no later than five (5) days after receipt of the immediate superior’s decision, may appeal this decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing reciting the matter submitted to the immediate superior as specified above and his dissatisfaction with the decision previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible but within a period not to exceed ten (10) workdays. The Superintendent shall communicate his decision in writing to the grievant.

6. LEVEL THREE

If the grievance is not resolved to the grievant's satisfaction, he/she, no later than five (5) work days after the receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent, who shall attach all related papers and forward the request to the Board of Education. The Board or a Committee thereof, shall review the grievance and shall, at the option of the Board, hold an informal appearance, with the grievant and render a decision in writing within thirty (30) work days of receipt of the grievance by the Board.

1. LEVEL FOUR

a. If the aggrieved person does not accept the disposition of his/her grievance at Level Three and wishes to review by a third party and the claim pertains exclusively to violation, misinterpretation, or in­equitable application of any of the provisions of this Agreement, he/she shall notify the Board, through the Superintendent, within ten (10) school days or the receipt of the Board's decision. An aggrieved person, in order to process his/her grievance beyond Level Three, must have his/her request for such action accompanied by the written recommendation for such action by the Association.

b. In order to secure the services of an arbitrator, a request will be made to the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question. The parties shall then be bound by the Rules and Procedures of the Public Employment Relations commission in the selection of an arbitrator.

c. The decision of the arbitrator shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision, which requires the commission of an act by the Board, prohibited by or in violation of any law, or which is in violation of the terms of this Agree­ment. As his/her power is limited to matters involving the application of the terms of this Agreement, grievances must be resolved within the terms of this Agreement, and the arbitrator shall have no power to add to or subtract from or modify any of the terms of this Agreement. Nor shall the arbitrator have the authority to establish any wage rate or change any wage rate contained herein without specific authority from the parties. The arbitrator shall not in any case have power to rule on any issue or
dispute which is not a grievable matter under this Article IV., or so specified under the provisions of this Agreement. The decision of the arbitrator shall be advisory.

d. The costs of arbitration shall be subject to the following:
1) Each party shall bear the total costs that it incurs.

2) The fee and expense of the arbitrator are the only costs which shall be shared equally by the parties.

3) Time lost by any administrator for attendance at arbitration hearings shall be with pay. Arbitration hearings will be after-school hours.
1. The filing fee will be borne by the moving party.
Limitations
An administrator or group of administrators shall not have the right to refuse to follow an administrative directive or Board policy on the grounds that he/she has instituted a grievance.

e. Miscellaneous

1. All decisions at Level One and Two of the grievance procedures shall be in writing and shall be transmitted promptly to all parties in interest.

2. No meeting or informal appearance conducted under this procedure shall be public. The only parties in attendance shall be the parties in interest and the designated or selected representatives contemplated in this article.

3. All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

4. When a custodian files a grievance with his/her immediate supervisor, a copy shall be simultaneously filed with the building Principal.

5. It has been agreed that the Association shall consolidate similar grievances.

6. The Board of Education, subject only to the express written provisions of this Agreement, reserves to itself all rights and responsibilities of management of the School District and full jurisdiction and authority to make and revise policy, rules, regulations and practices in furtherance thereof.
1. a. In the event of a grievance being filed by a teacher against an Association member, the Board of Education shall provide, when necessary, legal assistance to the administrator when he/she is performing functions in accordance with his/her job a. In the event of a grievance being filed by a teacher against descriptions or whatever other assignments might be directed by the administration.

b. In the event that a grievance is filed by a teacher against an Association member, said member and an Association representative of his choosing shall have the right to attend any appearances pertaining to it.

By way of illustration and not by way of limitation of the rights
and responsibilities reserves to the Board, are the rights to select and direct employees of the School District; to hire, assign, promote transfer and retain employees covered by this Agreement within the School District, or to suspend, demote, discharge, or take other disciplinary action against employees; to relieve employees from duties because of lack of work or for other legitimate reasons; to maintain the thoroughness and efficiency of the School District operations entrusted to it; to determine the methods, means and personnel by which School District operations are to be con­ducted; to introduce new or improved methods and facilities; to contract out for such goods and services as may be permitted by law; and to take whatever other actions may be necessary to accomplish the mission of the School District in any situation. In exercising the foregoing rights, the Board shall not violate any other provision of this Agreement.

1. Either party may request a meeting outlining their concern in writing and sub­mitting such documents five (5) days in advance of the meeting.

2. The meeting, when requested, must be held within two (2) weeks of such a request unless mutually agreed to such extension of time that seems desirable.

3. Request for meetings shall be answered in writing and become a permanent part of the record of both groups.

4. This section shall not be used to deny the right to file an individual or group grievance.

1. Each employee shall be allowed full pay for absence from duty for personal illness according to the following schedule:
10 month employee 11 days
11 month employee 12 days
12 month employee 13 days

2. Medical Insurance
100% of the cost of the District’s health insurance plan as described in the “Preferred Provider Organization Benefit Summary” (Appendix B).

3. Twenty-two (22) days vacation per year for 12 month administrators; if an administrator is required to forego any part of his/her contracted vacation period by order or request of the Board of Education and/or the Superintendent of Schools, the portion lost will be applied to the vacation period of the next year. For any given calendar year a maximum of ten (10) unused vacation days as of June 30^th may be carried over to the next calendar year with prior approval of Superintendent. Any additional unused vacation days, up to the extent allowed by law, will be placed in the individual’s bank of sick days.

4. 100% payment of Group Income Protection Plan - The salary of the employee will be continued at 60% during the 90-day waiting period, after depletion of accumulated sick days. An Administrator uninsurable under this plan will be given credit toward another plan in an amount not to exceed the cost of enroll­ment in the Group Plan. This provision applies to all administrators employed, with the exception of others who may fail the physical, but will receive benefits equal to the other administrators, with the added costs involved to be borne by the employee.

5. At the start of the 15^th year of employment in North Brunswick Township, all 12-month employees will receive one (1) additional vacation days per year for a total of 23 days annually.
At the start of the 20^th year of employment in North Brunswick Township, all 12-month employees will receive two (2) additional vacation days per year for a total of 24 days annually.
At the start of the 25^th year of employment in North Brunswick Township, all 12-month employees will receive three (3) additional vacation days per year for a total of 25 days annually.

6. A member who dies before his/her contract period is completed shall have pay­ment for the proportionate vacation days and unused sick leave reimbursement (as defined for retirees) due him/her, given to his/her estate.

7. A member who resigns or retires during the contract year shall receive pro­portionate cash payment for the vacation days due him/her.

8. Any money due an administrator during his/her vacation shall be given to him/her in advance of the vacation, provided the Business Office has been notified of his/her vacation prior to June 1st.

9. Administrators will be reimbursed for the use of their personal car at the rate established in the district.


10. Upon retirement to a State retirement system, on a pay status, (excluding deferred retirement), administrators with ten (10) or more years of service in the North Brunswick Township School District, will receive payment for each accumulated sick day upon date of retirement at a rate per accum­ulated days as follows: $105 effective July 1, 2007; $110 effective July 1, 2008; and $115 effective July 1, 2009. Upon resignation in good standing, administrators with ten (10) or more years of service in the District will receive payment for each accumulated sick day, upon date of resignation, at the following established rates per day as follows: $30 effective July 1, 2007, $32 effective July 1, 2008, and $34 effective July 1, 2009.

Meal reimbursement for attending evening meetings shall be at the rate of $20.00.

Maternity leave without pay shall be granted by the Board of Education in accord­ance with the following procedure:

1. All initial applications for, and application for extensions or reductions of, maternity leave shall be made in writing to the Superintendent.

2. Any administrator intending to apply for maternity leave shall advise the Super­intendent of the fact of her pregnancy and of her prospective plans for taking maternity leave and of her best estimate of when the maternity leave will com­mence and terminate. The administrator shall request maternity leave of the Superintendent of Schools in writing at least ninety (90) days prior to the date she wishes her leave to commence. Such written request shall specify the date when the administrator wishes her leave to commence and to terminate.

3. The commencement date of the maternity leave shall be determined by taking into account the needs of the district and the physical ability of the administrator to continue her assignment.

4. The Board may require an administrator, during her pregnancy, to produce a certificate from her physician stating that she may continue working effectively at the duty to which an administrator has been assigned. Except for good reason, the Board shall not require the administrator to produce such a certif­icate (update) more than once every thirty (30) calendar days.

5. In the event of any question as to the condition of the pregnant administrator, a conference shall be arranged between the Board^ts physician and the attending physician.

6. Nothing stated herein is intended to restrict the right of the Board to remove any pregnant administrator from her duties if it should determine that her perform­ance has substantially decreased from the time immediately prior to her pregnancy or for any other just cause.

7. Maternity leave may be granted for a period of up to the end of the academic school year in which the maternity leave commenced and upon the request of an administrator under tenure or who has received a tenure-year contract for an additional academic school year for such administrator. An administrator on maternity leave shall notify the Board in writing of her intention to return to the district by April 1st of the school year preceding the school year in which she wishes to return to the district, or ninety (90) days prior to said intended return date, whichever is sooner. Failure to provide such written notification shall be deemed a resignation as an administrative staff member in the district.

8. When an administrator who has been granted a maternity leave returns to the system, such administrator may be assigned to any position decided upon by the Superintendent so long as such assignment is within the certification of such administrator.

9. The Board may set reasonable conditions for the granting of the maternity leave, including requirement that the administrator receiving such leave not accept full-time employment, or undertake any employment or full-time graduate study during all or part of the period of the maternity leave which would interfere with the purpose of such leave.

10. Except as provided in Paragraph 7, above, nothing herein is intended to create any right with respect to non-tenured administrators to maternity leave except as such non-tenured administrators may have under requirements of law. A maternity leave granted to any non-tenured administrator shall not extend be­yond the end of the academic school year in which the leave is granted unless the Board, at its sole discretion, grants an extension of such leave.

11. Any administrator who has applied for and received maternity leave may re-apply for permission to return to employment during any academic school year for which such leave was granted, and such leave may thereupon be terminated by the Board, at its sole discretion.

1. All maternity leaves of absence shall be without benefit of experience incre­ment credit.

13. Paternity leave shall be made available on the same basis and subject to the same conditions as herein provided by Article VIII, H.

1. Each October non-tenured administrators will have an evaluation conference with their evaluator.

1. Each December the evaluator and administrator/supervisor will meet to review management and objective status and overall performance using the job description as a guide.

1. All non-tenured administrators will receive a written mid-year evaluation, while tenured administrators may receive one.

1. By May 15, each administrator/supervisor will prepare a self-assessment of their progress in meeting management objectives and job performance criteria.

1. From May 15 to May 30 evaluators and administrators/supervisors will meet to review the self-assessment. A written year-end evaluation will be provided by June 30.

In the event that the administrator evaluated feels it desirable to bring to the Superintendent or Board of Education factors of disagreement or additional information in the evaluation, he/she may request a meeting with the Superintendent or Board. In the event of such a request, the meeting shall be held within three (3) weeks of the date of such a request. This procedure will not be used as an informal grievance procedure.

In the event that the administrator evaluated does not wish to meet with the Superintendent or Board, he/she shall have the right to attach a written addendum to the evaluation.

a. Referred, in writing, to that Association member

1. Then promptly investigated

1. More evaluations than the minimum required in their contract be a matter of record.
2. When a deficiency or problem of job performance is of such a nature to be consideration for a recommendation of withholding increases, the Superintendent shall:

1. Inform the Administrator in writing.
2. Meet and consult with the Administrator and give advice and help to correct the problem.
3. Notify the Administrator prior to making such recommendations to the Board.
4. The Administrator shall be given ten (10) days to exercise an option of writing to the Board or appearing before the Board prior to the Board’s action concerning the Superintendent’s recommendation. The Board’s decision shall be rendered in written form to the Administrator involved immediately after it is made.
5. The intent of all actions in this matter shall be to improve job performance and not be constituted as punishment or of a personal nature.

c. Any Administrator having part or all of his salary increase withheld, shall have an opportunity to better his performance and shall, for the year following the year in which the amount was withheld, be eligible for the full salary increase scheduled for that year.

1. Administrators may leave the building upon notification to the Office. All administrators will sign in and out of their buildings. On early dismissal days for teachers, administrators will be allowed to leave the building once all students are gone, with the approval of the superintendent.

1. The ideal teaching load for Supervisors will not be more than two classes per day. The Superintendent, in consultation with the principal, may adjust this load based upon the overall needs of the school.

1. Directors shall not be required to teach any classes, except in case of an emergency.

1. Ten-month administrators, including Directors of Elementary Education, shall be employed on an extended ten-month (September 1 through June 30) calendar and will otherwise follow the teachers’ calendar. Subject to specific needs, these administrators may be assigned up to five additional workdays during July-August.

1. The Board of Education shall determine the school calendar after consultation with the Association through the building principals.

1. The rights and privileges granted to the Association by this Agreement as exclusive representative of the administrators are not intended by the parties to be granted to any other organization representing any administrators in the unit in connection with terms and conditions of employment.

1. The Board agrees to furnish to the Association, in response to reasonable request, all available public information concerning the educational program of the district.

1. Whenever any representative of the Association or any other person is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meeting, he shall suffer no loss in pay.

1. Official Association business may be transacted on school property except during regular school hours, provided that this time shall not interfere with or interrupt normal school operations and with prior approval of the Superintendent. Duty-free lunchtime may be used to transact official Association business.

1. The Board agrees to furnish to the Association two (2) copies of the following:

1. Minutes of all public Board meetings
2. NBTEA – Board of Education Contract.

1. The Board agrees to provide access to all policies, copies of which shall be housed in each school’s central office.

1. The Board of Education, subject only to the express written provisions of this agreement, reserves to itself all rights and responsibilities of management of the School District and full jurisdiction and authority to make and revise policy, rules, regulations, and practices in furtherance thereof.

1. In the event that the North Brunswick Township Board of Education and the North Brunswick Township Administrative Education Association have not reached a settlement prior to June 30th of a contract year during which this Agreement is in effect, the administrators will be paid at their present salaries until a contract settlement is reached. At this time, the administrators will re­ceive their increases retroactive to July 1st of the contract year under consideration.

1. All administrators, upon completion of the following years of service, shall receive a service bonus.
Years 2007-2008 2008-2009 2009-2010
5-9 $515.00 $530.45 $546.36
10-14 $875.50 $901.77 $928.82
15-19 $1,957.00 $2,015.71 $2,076.18
20-24 $2,884.00 $2,970.52 $3,059.64
25+ $3,811.00 $3,925.33 $4,043.09

1. All administrators who have earned a Doctorate Degree shall receive the following stipend:
2007-08 2008-09 2009-10

$1,300 $1,350 $1,400

1. All other proposals not specifically included herein are withdrawn.

1. If any provision of this Agreement or any application of the 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

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

Guide 1
High School Principal
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 109,997 $ 111,867 $ 114,104
2 $ 113,434 $ 115,363 $ 117,670
3 $ 116,872 $ 118,858 $ 121,236
1 $ 118,531 4 $ 120,309 $ 122,354 $ 124,801
2 $ 121,917 5 $ 123,746 $ 125,850 $ 128,367
3 $ 125,304 6 $ 127,184 $ 129,346 $ 131,933
4 $ 128,691 7 $ 130,621 $ 132,842 $ 135,499
5 $ 132,077 8 $ 134,059 $ 136,338 $ 139,064
6 $ 135,464 9 $ 137,496 $ 139,833 $ 142,630
Guide 2
Middle School Principal
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 104,493 $ 106,269 $ 108,395
2 $ 107,758 $ 109,590 $ 111,782
3 $ 111,024 $ 112,911 $ 115,169
1 $ 112,600 4 $ 114,289 $ 116,232 $ 118,557
2 $ 115,817 5 $ 117,555 $ 119,553 $ 121,944
3 $ 119,035 6 $ 120,820 $ 122,874 $ 125,331
4 $ 122,252 7 $ 124,085 $ 126,195 $ 128,719
5 $ 125,469 8 $ 127,351 $ 129,516 $ 132,106
6 $ 128,686 9 $ 130,616 $ 132,837 $ 135,494
Guide 3
Elementary School Principal
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 101,197 $ 102,917 $ 104,976
2 $ 104,360 $ 106,134 $ 108,256
3 $ 107,522 $ 109,350 $ 111,537
1 $ 109,049 4 $ 110,684 $ 112,566 $ 114,817
2 $ 112,164 5 $ 113,847 $ 115,782 $ 118,098
3 $ 115,280 6 $ 117,009 $ 118,998 $ 121,378
4 $ 118,396 7 $ 120,172 $ 122,215 $ 124,659
5 $ 121,511 8 $ 123,334 $ 125,431 $ 127,939
6 $ 124,627 9 $ 126,496 $ 128,647 $ 131,220
Guide 4
Director
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 98,922 $ 100,604 $ 102,616
2 $ 102,013 $ 103,747 $ 105,822
3 $ 105,105 $ 106,891 $ 109,029
1 $ 106,597 4 $ 108,196 $ 110,035 $ 112,236
2 $ 109,643 5 $ 111,287 $ 113,179 $ 115,443
3 $ 112,688 6 $ 114,378 $ 116,323 $ 118,649
4 $ 115,734 7 $ 117,470 $ 119,467 $ 121,856
5 $ 118,780 8 $ 120,561 $ 122,611 $ 125,063
6 $ 121,825 9 $ 123,652 $ 125,754 $ 128,270
Guide 4A
Director of Curriculum
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 98,922 $ 100,604 $ 102,616
2 $ 102,013 $ 103,747 $ 105,822
3 $ 105,105 $ 106,891 $ 109,029
1 $ 106,597 4 $ 108,196 $ 110,035 $ 112,236
2 $ 109,643 5 $ 111,287 $ 113,179 $ 115,443
3 $ 112,688 6 $ 114,378 $ 116,323 $ 118,649
4 $ 115,734 7 $ 117,470 $ 119,467 $ 121,856
5 $ 118,779 8 $ 120,561 $ 122,611 $ 125,063
6 $ 121,825 9 $ 123,652 $ 125,754 $ 128,270
Guide 4A
Director of Support and Enrichment
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 98,922 $ 100,604 $ 102,616
2 $ 102,013 $ 103,747 $ 105,822
3 $ 105,105 $ 106,891 $ 109,029
1 $ 106,597 4 $ 108,196 $ 110,035 $ 112,236
2 $ 109,643 5 $ 111,287 $ 113,179 $ 115,443
3 $ 112,688 6 $ 114,378 $ 116,323 $ 118,649
4 $ 115,734 7 $ 117,470 $ 119,467 $ 121,856
5 $ 118,779 8 $ 120,561 $ 122,611 $ 125,063
6 $ 121,825 9 $ 123,652 $ 125,754 $ 128,270
Guide 5
High School Assistant Principal
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 96,829 $ 98,475 $ 100,445
2 $ 99,855 $ 101,553 $ 103,584
3 $ 102,881 $ 104,630 $ 106,723
1 $ 104,342 4 $ 105,907 $ 107,708 $ 109,862
2 $ 107,323 5 $ 108,933 $ 110,785 $ 113,001
3 $ 110,304 6 $ 111,959 $ 113,862 $ 116,140
4 $ 113,286 7 $ 114,985 $ 116,940 $ 119,278
5 $ 116,267 8 $ 118,011 $ 120,017 $ 122,417
6 $ 119,248 9 $ 121,037 $ 123,094 $ 125,556
Guide 6
Middle School Assistant Principal
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 93,096 $ 94,678 $ 96,572
2 $ 96,005 $ 97,637 $ 99,590
3 $ 98,914 $ 100,596 $ 102,608
1 $ 100,319 4 $ 101,824 $ 103,555 $ 105,626
2 $ 103,185 5 $ 104,733 $ 106,513 $ 108,643
3 $ 106,051 6 $ 107,642 $ 109,472 $ 111,661
4 $ 108,918 7 $ 110,551 $ 112,431 $ 114,679
5 $ 111,784 8 $ 113,461 $ 115,389 $ 117,697
6 $ 114,650 9 $ 116,370 $ 118,348 $ 120,715
Guide 7
Supervisor (10 months)
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 82,085 $ 83,481 $ 85,150
2 $ 84,650 $ 86,089 $ 87,811
3 $ 87,215 $ 88,698 $ 90,472
1 $ 88,454 4 $ 89,781 $ 91,307 $ 93,133
2 $ 90,981 5 $ 92,346 $ 93,916 $ 95,794
3 $ 93,508 6 $ 94,911 $ 96,524 $ 98,455
4 $ 96,036 7 $ 97,476 $ 99,133 $ 101,116
5 $ 98,563 8 $ 100,041 $ 101,742 $ 103,777
6 $ 101,090 9 $ 102,606 $ 104,351 $ 106,438
Guide 8
Supervisor (12 months)
Step 2006-07 Step 2007-08 2008-09 2009-10
1 $ 93,096 $ 94,678 $ 96,572
2 $ 96,005 $ 97,637 $ 99,590
3 $ 98,914 $ 100,596 $ 102,608
1 $ 100,319 4 $ 101,824 $ 103,555 $ 105,626
2 $ 103,185 5 $ 104,733 $ 106,513 $ 108,643
3 $ 106,051 6 $ 107,642 $ 109,472 $ 111,661
4 $ 108,918 7 $ 110,551 $ 112,431 $ 114,679
5 $ 111,784 8 $ 113,461 $ 115,389 $ 117,697
6 $ 114,650 9 $ 116,370 $ 118,348 $ 120,715
Guide 9
Director of Elementary Instruction
Step 2007-08 2008-09 2009-10
1 $ 73,006 $ 74,248 $ 75,732
2 $ 75,288 $ 76,568 $ 78,099
3 $ 77,569 $ 78,888 $ 80,466
4 $ 79,851 $ 81,208 $ 82,832
5 $ 82,132 $ 83,528 $ 85,199
6 $ 84,414 $ 85,849 $ 87,566
7 $ 86,695 $ 88,169 $ 89,932
8 $ 88,977 $ 90,489 $ 92,299
9 $ 91,258 $ 92,809 $ 94,666

Benefits	HORIZON BLUE CROSS BLUE SHIELD OF NEW JERSEY Preferred Provider Organization-Coinsurance Plan
	In-NetworkOut-of-Network
Lifetime Maximum:	Unlimited
Calendar Year Deductible: Individual Family Maximum Aggregate	Not applicable $200 per person $400 per family Yes
Out-of-Pocket Maximum: Includes deductible Individual Family Maximum Aggregate	Not applicable Yes $1,200 per person $2,400 per family Yes
Outpatient Doctor’s Office Visits: For illness/injury Allergy Treatment	$10 Copay per Visit $80% coinsurance after deductible
Preventive Care: Routine Preventive Care for children Through age 2 (including immunizations)	$10 Copay per Visit Not covered
Routine Mammogram	$10 Copay per Visit80% coinsurance after deductible
Second Opinions for Surgery (Voluntary)	$10 Copay per Visit80% coinsurance after deductible
Outpatient Preadmission Testing: Office Visit Outpatient Facility	In Full – No Copay 80% coinsurance after deductible
Inpatient Hospital – Facility Services: Semi-private Private Room Intensive Care Unit	In Full – No Copay Limited to the semi-private negotiated rate Limited to the semi-private negotiated rate Limited to the negotiated rate80% coinsurance after deductible Limited to the semi-private rate Limited to the semi-private rate Limited to the ICU daily room rate
Inpatient Hospital Doctor’s Visits/Consultations	In Full – No Copay80% coinsurance after deductible
Inpatient Hospital Professional Services Surgeon Radiologist Pathologist Anesthesiologist	In Full – No Copay 80% coinsurance after deductible

Benefits	HORIZON BLUE CROSS BLUE SHIELD OF NEW JERSEY Preferred Provider Organization-Coinsurance Plan
	In-NetworkOut-of-Network
Outpatient Surgical Facility Services:
Outpatient Professional Services: Surgeon Radiologist Pathologist Anesthesiologist	In Full – No Copay 80% coinsurance after deductible
Emergency Care: Doctor’s Office (Participating/Non-participating) Hospital Emergency Room, Outpatient Facility or other Urgent Care Facility Ambulance	$10 Copay per Visit $50 Copay per Visit $10 Copay per Visit $50 Copay per visit * *except if not a true emergency, then 80% coinsurance after deductible Same as In-Network if True Emergency or Deductible/Coinsurance applies
Skilled Nursing Facility Up to a max. of 60 days/calendar year No prior hospitalization required	In Full – No Copay 80% coinsurance after deductible
Independent Lab and X-ray Services: (Facility and Professional Services) Hospital Outpatient Lab and X-ray Facility Doctor’s Office	In Full – No Copay 80% coinsurance after deductible
Outpatient Short Term Rehabilitation Includes: Physical Therapy Speech Therapy Occupational Therapy Chiropractic Therapy (includes Chiropractors)	$10 Copay per Visit 60 Consecutive Day Maximum Per Condition80% coinsurance after deductible 60 Consecutive Day Maximum Per Condition
Home Health Care: Up to a maximum of 60 visits per calendar year	In Full – No Copay 80% coinsurance after deductible
Outpatient Private Duty Nursing	In Full – No Copay80% coinsurance after deductible
Maternity: Initial visit to determine pregnancy All subsequent Prenatal visits, Postnatal visits and Delivery Hospital/Birthing Center	$10 Copay per Visit In Full – No Copay 80% coinsurance after deductible

Benefits	HORIZON BLUE CROSS BLUE SHIELD OF NEW JERSEY Preferred Provider Organization-Coinsurance Plan
	In-NetworkOut-of-Network
Organ Transplants: (Includes all medically Appropriate, non-experimental transplants) Inpatient Facility Physician’s Services	I In Full – No Copay 80% coinsurance after deductible
Durable Medical Equipment	$10 Copay80% coinsurance after deductible
External Prosthetic Appliances	$10 Copay80% coinsurance after deductible
Mental Health: Inpatient up to 30 days/calendar year: $50,000 lifetime maximum Outpatient: up to 60 visits/calendar year; up to $2,500 per calendar year; $50,000 lifetime maximum	100% Coinsurance $25 Copay per Visit 80% coinsurance after deductible 50% coinsurance after deductible
Drug Abuse Rehabilitation: Inpatient up to 30 days/calendar year: $50,000 lifetime maximum Outpatient: up to 60 visits/calendar year; up to $2,500 per calendar year; $50,000 lifetime maximum	100% Coinsurance $25 Copay per Visit 80% coinsurance after deductible 50% coinsurance after deductible
Dental Care: Limited to accidental injury of sound and natural teeth sustained while covered under the Medical plan.	Not applicable 80% coinsurance after deductible
Prescription Drugs:	Effective 11/1/00 $6 copayment: Name Brand $3 copayment: Generic $0 copayment: Mail Order
Preadmission Certification – Continued Stay Review (required for all Inpatient Admissions)	Mandatory 20% penalty reduction up to $500 applied to hospital inpatient charges for failure to contact Contemporary Health Care Management (CHCM) to precertify admission (employee responsible for contacting CHCM. 20% reduction up to $500 for any admission reviewed by CHCM and not certified. 20% reduction up to $500 (room and board) for any additional days not certified by CHCM.