A grievance is an allegation by an employee covered by this Agreement or the Association that there has been a violation of Board policies. The Board shall be the last step in this procedure on this type of grievance. These non-contract grievances may not be submitted to binding arbitration.

a. A grievance is an allegation that there has been a violation of a provision of this Agreement. Such grievances may be submitted through the entire grievance procedure up to and including binding arbitration as the final step in that procedure. Only grievances that deal with violations of the provisions of this Agreement may be submitted to binding arbitration.

c. "Representative" is a person or agent designated to represent either party in this procedure.

e. "Party in interest" is a person, agent or agency with an interest in the grievance.

1. Grievances shall be processed promptly and expeditiously.

2. Formal grievances and appeals shall be filed in writing, with a copy simultaneously delivered to the Director of Personnel.

5. Either party may add additional evidence during the course of the grievance process, provided that any such evidence is provided to the other party prior to the next step in which the additional information will be presented.

6. Failure by a grievant to process a grievance within the specified time limits shall render the grievance null and void.
7. Failure by the Board to issue a decision within the special time limits shall render the grievance advanced to the next level.

8. Grievances shall be adjudicated according to the terms of this procedure and the filing, pendency, or hearing of any grievance shall not impede the normal management of the work force or operations of any of the activities or functions of the Board.

9. Forms for grievance processing shall be developed between the parties and shall be mutually agreed upon by the parties and distributed on an as needed basis by either party. The forms will be printed on forms that yield two copies in addition to the original copy.

10. The parties in interest will cooperate in investigating and providing pertinent information concerning a grievance being processed.

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 consent of the parties. Such mutual consent shall be drafted and signed by the parties in writing.

1. STEP ONE - A grievance, to be considered under this procedure, must be initiated by the grievant within fifteen (15) days from the time of its occurrence. Any employee covered by this Agreement who has a grievance shall discuss it first with his/her principal or immediate supervisor in an attempt to resolve the matter informally at that level.

STEP TWO – If, as a result of the above discussion, the matter is not resolved satisfactorily within ten (10) days, the grievant shall set forth his/her grievance in writing to the principal, or in the case of non-teaching personnel, to the next level of supervision on the form provided within ten (10) days. Any grievance not submitted on the form provided will be considered void and not eligible for resubmission, except it may be resubmitted if the original time limit for submission of grievances has not expired and the grievance is resubmitted within the original time limit on the proper form. The principal or appropriate supervisor shall communicate his/her decision to the grievant in writing within ten (10) days after receipt of the written grievance.

STEP THREE - The grievant, no later than ten (10) days after receipt of the decision in the foregoing step, may appeal the decision to the Superintendent of Schools. The appeal to the Superintendent must be made on the form provided, reciting the matter as specified above and his/her dissatisfaction with decisions previously rendered. The Superintendent shall attempt to resolve the matter as promptly as possible, but within a period not to exceed twenty (20) days. The Superintendent shall communicate his/her decision in writing to the grievant and all related papers and evidence shall be attached.

4. STEP FOUR - If the grievance is not resolved to the grievant’s satisfaction, he/she may request, not later than ten (10) days after receipt of the Superintendent's decision, a review by the Board. The request shall be submitted in writing to the Superintendent of Schools. All related papers and evidence shall be attached. The Board, or a committee thereof, shall review the grievance and shall, at the option of the Board, hold a hearing with the grievant and render a decision in writing within twenty (20) days of receipt of the grievance by the Board.

5. STEP FIVE

a. If a decision of the Board does not resolve the grievance to the satisfaction of the grievant and the Association wishes review by a third party, the grievance may be submitted to binding arbitration as long as the grievance concerns a matter that is an allegation that a provision of the contract has been violated. If arbitration is requested, the Association shall notify the Board of Education, within fifteen (15) days of receipt of the Board's decision in Step Four. The notification to the Board of Education shall be submitted by certified mail, to the office of the Superintendent of Schools.

b. Grievances concerning (1) any matter for which a specified method of review is prescribed either by law or in any regulation of the State Commissioner of Education or any matter which according to law is either beyond the scope of Board authority or limited to action by the Board alone; (2) a complaint of a non-tenured teacher which arises by reason of his/her not being re-employed; (3) a complaint by any teacher occasioned by an appointment to or lack of appointment to, retention or lack of retention in these positions, in which tenure is either not possible or not required; (4) any matter not part of this Agreement; and (5) any Board policy shall not be deemed to be arbitrable.

c. The following procedures shall be used to secure the services of an arbitrator:

(1) Once the Board of Education has received notification within the time limits stated in paragraph "A" above, the parties shall seek to agree upon an arbitrator to serve. If no agreement can be reached within fifteen (15) working days, the Association may invoke the arbitration selection procedures of the Public Employment Relations Commission (PERC). It is the responsibility of the parties to follow those procedures in determining who shall serve as the arbitrator in each instance.

(a) The arbitrator must first rule on the Arbitrability of the grievance if so requested by either party.

(b) The arbitrator shall have no power to add to, subtract from or alter the language of the Agreement. He/she will have no power to make an award inconsistent with law and he/she shall have no power to entertain grievances that do not constitute violations of this Agreement. The arbitrator shall rule only on the allegation that a provision of the Agreement has been violated.

(c) The arbitrator's decision shall be final and binding on all parties on matters regarding violations of the contract.

(d) The cost of the services of the arbitrator shall be shared equally by the parties in interest.

If a grievance occurs at the end of the school year and if an insufficient number of school days exists before the last day of school in which the grievance can be processed fully, the time limits may be reduced or extended by mutual agreement.

Upon request, the Board agrees to furnish to the Association information concerning class size, number of specialists, minutes of all public Board meetings, individual and group employee health insurance premiums, names and addresses of all employees, scattergrams and other information in the public domain.

Whenever it is mutually agreed between the Association and the Superintendent or designee that any employee participates during working hours in negotiations, grievance proceedings, conferences or meetings, that employee shall suffer no loss in pay.

The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings with prior approval of the principal. Such approval shall not be unreasonably withheld.

Subject to prior approval of the building principal, the Association shall have the right to use school facilities and equipment, including typewriters, mimeographing machine, other duplicating equipment, calculating machines, computers and all types of audio­visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use, and for any repairs necessitated as a result thereof. Such approval shall not be unreasonably withheld.

The Association shall have, in each school building, the exclusive use of a bulletin board in each staff lounge and employees' dining room for reasonable and legitimate Association business.

The Association shall have the right to reasonable and legitimate use of the inter-­school mail facilities and school mail boxes for Association business as it deems necessary and without approval of building principals or other members of the administration.

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

No employee shall be prevented from wearing regular membership pins of the Association or its affiliates.

The Association president shall be assigned no other duties beyond the regular classroom/service schedule.

1. Employees on a twelve (12) month basis shall be paid in twenty-four (24) semi-monthly installments.

2. Employees on a ten (10) month basis shall be paid in twenty (20) semi-monthly installments.

3. When a payday falls on or during a school holiday, ten (10) and twelve (12) month employees shall receive their paychecks on the last previous working day.

4. Ten (10) month employees shall receive their final checks for the school year and a list of pay dates for the following year on their last working day in June.

1. Level 1 on the salary guide shall pertain to persons appointed to the instructional staff with a Bachelor's degree (or its equivalent) from an accredited college or university and to non-degree nurses.

2. Level 2 on the guide will be defined as thirty (30) approved credits beyond a Bachelor's degree.

3. Level 3 will require the awarding of a Master's degree from an accredited college or university.

1. Credit for placement on Level 4 will be defined as thirty (30) approved credits beyond a Master’s degree.
1. Credit for professional experience in previous employment will be allowed at the prevailing annual increment for the particular training level, if such experience is equivalent to service in the district in the judgment of the Board.

6. Credit for military service in initial employment will be allowed for a maximum of four (4) years at the prevailing annual increment for the particular training level.

7. Change in classification: A professional employee who reaches a new training level classification during the school year will be placed on the new level for the current year if submission of appropriate documents or official verification is submitted to the BOE as of September 1 and February 1 of that year.

2. Credit for up to five (5) years may be given at initial hiring for secretarial experience in the education field.

1. Health and accident insurance including Blue Cross, Blue Shield, Rider J, Major Medical, Prescription Drug and Dental Care

Curriculum Work 34.76 35.46 36.16
Supplemental Instruction 34.76 35.46 36.16
Home Instruction 34.76 35.46 36.16


Summer School 39.62 40.41 41.22
Summer Guidance 39.62 40.41 41.22
Summer CST 39.62 40.41 41.22

Presenter * 42.00 42.84 43.70
* A presenter is a teacher who provides inservice/professional development programs to in-district staff. The above rate shall apply to the actual time spent in presenting the inservice/professional development program, plus up to two (2) hours of preparation time, in accordance with the standards of the New Jersey Department of Education, and as approved by the Superintendent or designee.

1. Any maintenance, custodian personnel employed prior to June 30, 1995, working the Mid-day or Night shift shall be paid an hourly premium as follows:

3. One and one-half (1˝) times his/her straight time hourly rate shall be paid an employee for all hours he/she works in excess of forty (40) hours in any one week. Also, one and one-half (1˝) times the straight time hourly rate shall be paid an employee for all hours he/she works in excess of eight (8) hours in any work day.

4. Double time shall be paid an employee for all hours worked on Sunday. Double time plus holiday pay will be paid for all hours worked on holidays.

5. Any employee called from home after completing his/her regular eight (8) hour work day, or on an unscheduled work day shall be paid a minimum of three (3) hours at the rate of one and one-half (1˝) time his/her straight time rate.

1. If, at the discretion of an administrator, a cleaner, a custodian or maintenance employee must have his/her lunch interrupted in order to perform a necessary custodial or maintenance function, then the employee shall be eligible for time ­and one-half payment for the one-half (˝) hour lunch period that has been interrupted. The Payment will only be made if authorized by the immediate supervisor and no payments will be made if lunch is interrupted by the employee ­without permission of the employee's immediate supervisor.

7. The Board will pay an annual stipend for any custodian/ maintenance/cleaner with a Black Seal license. This stipend shall be added to the base salary and shall be pensionable. The stipend shall be $350 for 2011-12, $357 for 2012-13 and $364 for 2013-14.

8. The Board will pay an annual stipend for any person who possesses a CPO license, and is assigned to be a Certified Pool Operator in the District. Assignments will be made on an as needed basis. This stipend shall be added to the base salary in the year of the assignment, and shall be pensionable. The stipend shall be $350 for 2011-12, $357 for 2012-13 and $364 for 2013-14.

Rate for Operations Assistants: 2011-14
$1,400

1. Professional employees shall devote to their assignments the time necessary to meet their responsibilities. Teachers shall indicate their presence for duty by placing their initials in the appropriate column of the faculty "sign-in" roster.

High School 7 hours 15 minutes
Middle School 7 hours 15 minutes

Elementary 7 hours 15 minutes

It is recognized by the parties that circumstances may arise upon occasion that will necessitate the enlargement of the aforesaid reporting and leaving times to ensure the satisfactory discharge of the teacher’s professional responsibilities.

High school and elementary librarians will work the same as teachers in terms of total hours of teachers within that school building.

3. Present daily teaching loads in the elementary, intermediate, middle and high schools will be maintained so far as practicable but the Board reserves the right to make such changes in teaching loads as may be required for the efficient operation of the schools.

4. All teachers shall be guaranteed one duty-free preparation period per day. Teachers who are employed less than full time will have their preparation time pro-rated.

It shall be at the principal’s discretion to schedule one duty-free preparation period per day or six per week for K-6 teachers. No more than two preparation periods shall be assigned on any given day.

5. Within the current total length of work day, for certified K-6 staff members there shall be an increase of instructional time as follows:

6. Professional employees shall have a daily thirty (30) minute duty-free lunch period and may leave the building during such period without requesting permission provided they sign out and sign in again.

7. Time Beyond Workday

a. Professional employees may be required to remain after the end of the regular work day without additional compensation, for the purpose of attending not more than four (4) general faculty meetings, called by the building principal and which all professional employees assigned to that building are expected to attend, or departmental meetings per month. Such meetings shall begin promptly and shall run for no more than one (1) hour. So far as practicable, such meetings shall not be called on Fridays, on a day preceding a school holiday, or on any day upon which teacher attendance is not required. No meeting shall be held Thursday except in case of emergency. The administration, in addition, may require professional personnel to be present, at its discretion, on two (2) evenings per year to conduct parent/teacher conferences, educational meetings, school district programs, student/teacher/parent gatherings or other school functions and programs. Such attendance shall be compulsory and shall be without additional compensation. One of the above evenings shall be scheduled on an early dismissal day. Additional time for parent conferences shall be three (3) hours annually. The time shall be scheduled on one evening during fall or spring conferences, on a school by school basis. An administrator will be on duty in each building. Effective July 1, 2002, one additional evening meeting, not to exceed two (2) hours in length, shall be scheduled.

b. Compensatory Time

All employees other than Custodians/Maintenance/Cleaners who are required by their supervisor to provide a service or attend an activity which is not specified in the contract are entitled to one compensatory day (hour) for every day (hour) of service provided.

Employees other than Custodians/Maintenance/Cleaners who are requested by their Supervisor to provide a service or attend an activity which is not specified in the contract are entitled to one compensatory day (hour) for every two days (hours) of service provided.

Employees other than Custodians/Maintenance/Cleaners who volunteer to provide a service or attend an activity which is not specified in the contract are not entitled to compensatory time.

1. Ten (10) and twelve (12) month secretaries shall work seven and one-half (7 1/2) hours daily, exclusive of lunch period.

1. Summer Work Hours

a. Summer hours shall be effective July 1 through August 22.

b. Six (6) hours per day exclusive of lunch will be worked during the summer months. Effective July 1, 2005, six and one-half (6 ˝) hours per day, exclusive of lunch will be worked during the summer months.

1. The normal daily work hours for an instructional assistant will be six (6) hours.


2. Instructional assistants who work more than five (5) hours per day will be given a non-paid thirty (30) minute duty free lunch period.

3. Instructional assistants who work four (4) or more hours shall be given a fifteen (15) minute break as part of their workday. This fifteen (15) minute break shall not be scheduled as the first fifteen (l5) minutes nor the last fifteen (15) minutes of the workday.

1. The normal work week for an employee shall consist of five (5) consecutive days of eight (8) work hours each, beginning at 6:00 A M. Monday and ending 11:30 P.M. on the following Saturday.

When the mid-day shift is introduced, such opening(s) will be posted in order to obtain volunteers. Such volunteers and new hires will be considered for assignment to the midday shift, but the Board/Administration retains the exclusive right to assign staff to the midday shift as determined by the Board/Administration.

Custodians/Cleaners - Day: 6:00 A.M. to 3:00 P.M.
Mid-day: 11:00 A.M. to 8:00 P.M.

Maintenance - Day: 6:00 A.M. to 3:30 P.M.
Mid-day: 11:00 A.M. to 8:30 P.M.

6: 00 A.M. to 3:30 P.M.

Two employees work on the day shift.
Two employees work on the mid-day shift.
Two employees work on the night shift.

The Tuesday through Saturday schedule will be filled in the following manner:

Those employees currently working this schedule will remain on same. Any new openings will be filled by:

a. Volunteer - Posting
b. New hires - On seniority basis
c. No employee with more than 3 years service will be assigned to this shift unless agreed to by said employee.

Any employee who normally works mid-day or night shift and voluntarily agrees at management's request, or is otherwise assigned to work day shift during the summer, will receive their normal shift differential. This will be in effect for the duration of the current agreement.

2. Employees shall be guaranteed a 30-minute lunch break.

1. Each employee will be permitted a 15 minute break during the first four hours of the work shift, and an additional 15 minute break during the second four hours of the work shift. All such breaks are to be scheduled by management and are not to be taken by the employee without management authorization.

4. A schedule of all such breaks shall be posted by the district in each building. The schedule will be followed except in cases of safety or clean up emergency, in which case the scheduled break will be provided later in the day in the A.M. or P.M., as applicable.

5. Scheduled overtime work (defined as any outside event) at a particular school shall be offered first to the qualified custodian assigned to that school. In the event they are unavailable for work, the work should be offered to the custodians at the other schools; if no one is available, then the work should be offered to maintenance. When overtime is refused in accordance with the above, it is management's right to designate the lowest senior employee to work the overtime on an as needed basis. A maintenance person who works for five (5) or more consecutive days as a custodian is eligible for any scheduled overtime at the particular school. For this purpose, any overtime work refused by an employee shall be counted as hours worked. The Director of Facilities and Property or his/her designee shall endeavor to equalize the number of overtime hours among the employees in any classification during the school year. However, the assignment of an employee to scheduled overtime for any particular occasion shall rest with the discretion of the Director of Facilities and Property or his/her designee.

6. Scheduled maintenance overtime work shall be offered first to a qualified maintenance employee. When overtime is refused, it is the management's right to designate the lowest senior employee to work the overtime on an as needed basis. For this purpose, any overtime work refused by an employee shall be counted as hours worked. The Director of Facilities and Property or his/her designee shall endeavor to equalize the number of overtime hours among the employees in any classification during the school year. However, the assignment of an employee to scheduled overtime for any particular occasion shall rest with the discretion of the Director of Facilities and Property or his/her designee.

1. An employee who is assigned, in writing, to work temporarily in a higher paid classification will receive payment at the higher rate after working in the higher classification for more than 7 consecutive days. Such employee shall be paid on the higher guide, at the same step he/she occupied prior to the temporary assignment.

1. School Year
   
   The Board reserves the right to determine the calendar year. The school calendar adopted by the Board shall consist of one hundred ninety (190) days which shall include three (3) emergency days. Those emergency days which are unused will be deducted from the last days of the calendar. For students, the school calendar shall consist of one hundred and eighty-two (182) days. For teachers previously employed in the district the school calendar shall consist of one hundred and eighty-seven (187) days.
   
   There will be five (5) in-service days per school year. The Administration has the option to eliminate in-service days and replace each day eliminated with six (6) hours of approved training. Part-time teachers have the same in-service requirements as full-time teachers. The Board may require that teachers new to the District attend up to five (5) additional in-service days during the summer recess before and after their first year of service. The total number of days over the two (2) periods of summer recess shall not exceed five (5) days. These days are without compensation. This includes teachers who return to the District after a break in service.

3. Secretaries employed for twelve (12) months shall have those holidays listed for all employees on the school calendar adopted by the Board.

4. Secretaries employed for twelve (12) months shall have fifteen (15) vacation days earned after one (1) year of employment, plus one-half (˝) of the Christmas and Spring recesses. Those twelve (12) month secretaries who have completed eleven (11) years of service shall be eligible for five (5) additional vacation days to be taken during the months of July and/or August.

5. Twelve (12)-month secretaries shall be entitled to time off to attend the NJEA Convention.

1. The normal work year for instructional assistants will be 182 days for the duration of this Agreement.

Any instructional assistant contracted to work less than or more than the normal work year shall be paid the proportionate share of the normal annual salary.

1. Custodians/Maintenance/Cleaners

2. All employees shall have off thirteen and one half (13 ˝) days holiday leave.

Employees hired prior to July 1, 1990, will be entitled to annual vacation as follows:

First through ninth year - 15 days
10^th year - 16 days
11^th year - 17 days
12^th year - 18 days
13^th year - 19 days
14^th year - 20 days
15^th year - 21 days
16^th year - 22 days
17^th year - 23 days
18^th year - 24 days
19^th year - 25 days
After 20 years - 25 days

All employees hired after July 1, 1990, shall be entitled to annual vacation as follows:
First through fifth year - 10 days
Sixth through fifteenth year - 15 days
After sixteenth year - 20 days

During the first year of employment, the employee will earn a pro-rated portion of the ten (10) days vacation, to be taken during the succeeding school year. At the completion of each school year thereafter, the employee will become eligible for vacation entitlement, shown above to be taken during the succeeding school year.

All unused vacation time may be carried to the next school year upon approval by the Director of Personnel. This unused vacation time must be used by December 31^st of that school year.

1. Earned vacation time may be taken with prior approval of the immediate supervisor, and must be taken during non-instructional days, unless special permission is granted by the immediate supervisor.

1. Vacation time cannot be carried over from one school year to the next. Any vacation time not taken by June 30 of the school year in which the vacation time became available for use will be converted to sick days, provided, however, that the number of sick days banked at the end of any school year may not exceed 15; and any vacation days remaining after banking 15 sick days will be lost.

1. Safety

1. Employees shall not be required to work under unsafe or hazardous conditions or to perform tasks which endanger their health, safety, or well-being.

2. A joint Board-Employee Safety Committee shall be established to institute safety practices within the confines of all building and grounds under the jurisdiction of the Board. The committee shall consist of seven (7) members as follows:

The Safety Committee shall study and make recommendations to the Board regarding safety generally, including but not limited to work clothes, foul weather gear, and safety eyeglasses. All recommendations of the Safety Committee will be reviewed by the Board and are subject to Board approval. The Safety Committee shall meet when needed but will hold at least one meeting quarterly.

1. Tightening up screws in doors, equipment, banisters, etc.
2. Installing new glides on furniture
3. Installing pencil sharpeners and other small equipment
4. Touch up painting

Up to three (3) days leave of absence for personal matters will be allowed per year. Application to the Superintendent or his/her designee for personal leave shall be made at least one (1) day before taking such leave (except in case of emergencies). One (1) day’s notification shall be given for one (1) day of such leave and employee shall not be required to state the reason for taking such leave other than he/she is taking it under this Section. No employee will be allowed to take personal leave on the day before or the day after an authorized school holiday.

Unused personal days shall be accumulated as sick days to a total maximum of fifteen (15) days in any year.

1. Death leave shall be defined to mean the leave from a post of duty of an employee due to the death of a member of the immediate family.

2. Immediate family: up to five (5) days leave per occurrence without loss of pay shall be granted when an employee suffers a loss of a member of the immediate family. “Immediate Family" shall include husband, wife, children, grandchildren, mother, father, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, cohabitant partner, child of cohabitant partner, or any member of the employee's immediate household.

3. Other close relative: up to three (3) days leave per occurrence without loss of pay shall be granted when an employee suffers the loss of a sister-in-law, brother-in-law, grandmother, grandfather, grandmother-in-law, grandfather-in-law.

4. Close friend or a relative who is not a member of the immediate family: up to one (1) day of leave per occurrence without loss of pay shall be granted for any employee to attend the services for a close friend or relative who is not a member ­of the immediate family.

5. Computing days - in computing such days, the following days will not be counted: legal holidays, weekends, or other days when the employee's attendance is not required.

6. Unusual Circumstances - in unusual circumstances, the Superintendent is authorized to determine if a special relationship existed between the deceased and the employee which is not covered by any policy, and to determine if a leave is warranted due to these special circumstances. In such instances, the Superintendent is authorized to take discretionary action.

Up to three (3) days leave of absence per year without loss of pay will be allowed when personal presence is needed due to illness of a spouse, parent, grandparent, child, grandchild, brother, sister, spouse’s parents, cohabitant partner, or child of cohabitant partner.

1. An employee who is unable to work due to a disability, including a maternity disability, may request a leave of absence for the period of time related to the disability. The Board shall not arbitrarily or unreasonably deny such requested leave. Unless the employee on leave has sick leave available and is otherwise able to use sick leave, such leave of absence shall be without pay.

2. Any employee who becomes pregnant shall notify the Superintendent of her condition and, if she elects to remain in her position, may be required to submit periodic certification of her continuing fitness to perform her duties.

3. The Board recognizes that pregnancy-related disabilities must be treated like other disabilities. Thus, during the thirty (30) days preceding and the thirty (30) days following childbirth, when the employee is presumed to be disabled, she will be entitled to sick leave benefits.

Should disability occur earlier in the pregnancy or continue for more than one month following birth, the employee may use additional sick leave benefits if she presents a physician's statement attesting to her continued disability.

4. The Board reserves its right to request that an employee applying for leave submit a statement of health from her physician, and further reserves the right to require a maternity disability leave to start sooner than requested should the employee's condition (mental or physical) warrant this action. Any such action shall be subject to the procedure described in F:1 and F:2 of this Article.

5. The Board shall not remove any employee from her duties during pregnancy, except on any one of the following basis:

a. Performance: her performance has substantially declined from the time immediately prior to her pregnancy.
b. Physical Incapacity: her physical condition or capacity is such that her health would be impaired if she were to continue working, and which physical incapacity shall be deemed to exist only if:

(1) The employee fails to produce a certification from her physician that she is medically able to continue working; or

(2) The Board's physician and the employee's physician agree that she cannot continue working; or

(3) Following any difference of medical opinion between the Board's physician and the employees physician, the Board may request expert consultation in which case a third impartial physician, agreed upon by the employee and the Board, shall be appointed to examine the employee and render a medical opinion which shall be conclusive and binding on the issue of medical capacity to continue working. The expense of any examination by an impartial third physician under this paragraph shall be shared equally by the employee and the Board.

c. Just Cause: any other "just cause" as defined in NJSA Title 18A.

6. When the anticipated period of disability occurs early in the school year and therefore could substantially disrupt the continuity of the educational process, it may be in the best interest of both parties for the leave to start at the beginning of the school year. Should both the Board and the employee agree, the employee may use up to two (2) months of accumulated sick leave, despite the requirement that to receive disability payments an employee must work until one (1) month before childbirth.

7. In the case of pregnancy, the commencement date of the requested maternity disability leave may be any time prior to birth.

8. The Board recognizes that pregnancy does not necessarily disable an employee. Thus, no employee will be required to take unpaid leaves of absences for pregnancy. As described in Article F:2 the Board may at its discretion require periodic physician certification of the employee's continued fitness to perform her duties.

9. As the Board permits employees to work until they are disabled by pregnancy, should an employee choose to take an unpaid leave prior to any actual disability, this employee will not be able to receive sick leave payments when disability does occur.

10. Except as otherwise provided in this Article, no employee on maternity disability leave shall be barred from returning to work after the birth of her child by any prescribed waiting period between the birth of her child and the date of return to work; however, each such employee shall be required to file, at least two weeks prior to the date of her return or at the time of giving the required notice of intention to return, whichever is earlier, a certificate from her physician stating that she is physically capable of resuming her full duties, provided that if the Board’s physician is not in agreement, that conflict of medical opinion shall be resolved in the same manner as set forth in F:5-b(3) of this Article.

1. The Board shall grant child care or adoption leaves of absence without pay to employees under the following terms and conditions:

a. An employee may request an unpaid leave of absence to care for a newly born or adopted child.

b. Employees seeking an unpaid leave of absence for child care or adoption shall, when possible, make written application to the Superintendent not less than ninety (90) days prior to the requested commencement date of the leave. This ninety (90) day notification period may be reduced by agreement between the employee and the Superintendent.

2. An employee may return to work within the school year in which the leave begins provided he or she shall have specified the month when he or she desires to return. Any change of the date of return within the same school year shall only be allowed at the discretion of the Board, provided application is made following the original grant of the leave of absence but prior to the announced commencement date thereof. Such change may be granted by the Board for reasons associated with the pregnancy, birth, adoption or for other proper causes provided that such change will not substantially interfere with administration of the school. An employee granted a leave of absence with a return date during the same school year, who wishes to extend said leave beyond the school year in which it commences, shall be permitted to do so if he/she makes application at least three (3) weeks prior to the commencement date of his/her leave of absence.

3. An employee granted a leave of absence under this Article shall be eligible for an increment in the following year (or in the year in which he/she actually returns from such leave) provided he/she has worked at least one-half of the contractual work year.

4. No employee on child care or adoption leave shall, on the basis of said leave, be denied the opportunity to substitute in the Lawrence Township School District in the area of his/her competence.

A leave of absence without pay up to one (1) year may be granted an employee for the purpose of caring for a member of the employee's immediate family, which is defined as father, mother, brother, sister, husband, wife, cohabitant partner, children, father-in-law, mother-in-law, grandmother, grandfather, or grandchildren. The terms and conditions upon which such leave is granted shall be established in each case by recommendation of the Superintendent and approval by the Board. Employees on such leave are entitled to full benefits for up to twelve (12) weeks in conformity with the New Jersey Family Leave Act.

Military leave without pay shall be granted to an employee drafted into or recalled to military service, or volunteering in a period of national emergency, of the United States. An employee on military leave of absence shall be entitled upon return to work to such tenure, pension and other unemployment benefits as were provided by applicable statutes.

1. Upon return to work from any approved extended leave of absence, the employee shall be assigned to the same position assignment formerly held or another similar position within the system at the discretion of the Superintendent.

1. The Board may grant such additional leaves of absence without pay as it may deem necessary and appropriate.

When employees serve on jury duty, they will be paid their regular contractual salary for each day they are required to report and be available for selection as a juror. In return they will sign over to the Board any payment received for such jury duty.

1. Sabbatical leaves of absence for the following purposes will be considered appropriate:

2. Leaves for Study or Research

Any employee covered by this Agreement who has served in the Lawrence Township Public Schools for a period of at least seven (7) consecutive years, may, on the recommendation of the Superintendent of Schools, be granted, by the Board, a sabbatical leave of absence for one (1) academic year, or one (1) semester, for the purpose of approved study or research planned to effect self-­improvement and benefit to the school system.

Any employee covered by this Agreement who has served in the Lawrence Township Public Schools for a period of at least ten (10) consecutive years, may, on the recommendation of the Superintendent of Schools, be granted by the Board of Education, sabbatical leave of absence for one (1) academic year, or ­one (1) semester, for the purpose of approved travel planned to effect self-­improvement and benefit to the school system.

Except for unusual circumstances, another sabbatical leave of absence, with pay, of any type will not be approved earlier than the completion of five (5) consecutive years of service in the Lawrence Township Public Schools after the return from previous sabbatical leave of absence.

1. Any employee covered by this Agreement on Sabbatical leave of absence shall receive a salary equal to one-half (˝) the contractual salary to which he/she would be entitled had he/she remained in the school system, for the period of the leave, except for sabbatical leaves of one-half (˝) year for study or research.

2. Any employee covered by this Agreement on sabbatical leave for one-half (˝) year of study or research as defined in A-2 shall receive the full salary to which he/she would have been entitled had he/she remained in the school system, that half year.

3. Sabbatical leaves may be combined with programs of study, research, writing, or travel which are financed by outside noncommercial agencies such as universities or foundations.

1. Applications for leaves starting the first semester may be submitted to the Superintendent no later than the first day of school of the preceding April.

2. Applications for leave starting the second semester must be submitted to the Superintendent not later than the first school day of the preceding November.

3. Applications for sabbatical leaves of absence must be made in the standard form provided by the Superintendent's Office.

1. A maximum of four (4) employees (whether certificated or non-certificated) may be granted sabbatical leave during any contract year.

2. A sabbatical leave of absence with pay will be granted for only one (1) academic year's or one (1) semester's duration.

3. All activities for which leaves are granted must be planned in consultation with the Superintendent. Any major changes in such plans must also be planned in consultation with the Superintendent and approved in advance by the Board. Such leaves will be conditional upon obtaining an acceptable replacement.

4. In cases of sabbatical leaves of absence for pursuance of formal graduate study, a minimum of twenty (20) credit points will be required for full year leaves and ten (10) credit points for one (1) semester leaves. The study must be in courses for which formal college graduate credit is granted. The content of the course pursued should be in the staff member's own field of work in the Lawrence Township Schools or in closely related fields.

5. When formal college credit has been granted during the leave, an official transcript will be required. When leaves have been granted for any other purpose, written reports planned in consultation with the Superintendent of Schools will be required, except in cases of leaves for rest and recuperation.

6. Sabbatical leaves of absence will not be granted for the purpose of engaging in gainful occupations or for the purpose of studying for a trade or another profession.

7. Before beginning the sabbatical leave, the person granted the leave shall enter into contract to return to active service in the Lawrence Township Public Schools for a period of at least two (2) years after the expiration of such leave. A staff member who does not fulfill this agreement shall repay to the Lawrence Township Board of Education a sum bearing the same ratio to the amount of salary received while on leave of absence that the unfulfilled portion of the two (2) subsequent years' service bears to the full two (2) years; provided, however, that the staff member shall be released from such payment if his/her failure to serve the two (2) years as stipulated is due to his/her illness, disability, or death, or if he/she is discharged from his/her position by the Board of Education.

8. During the sabbatical leave the staff member will retain all rights as if in full-time employment including tenure, pension, and eligibility for salary increment.

9. Outside activities in which staff members engage for pay during the regular school year may be continued during a sabbatical leave of absence but must not be expanded in any way during the leave without the approval of the Superintendent.

10. Staff members while on leave will not be employed to do any work for the school system during the period of the leave.

A registered letter mailed return receipt requested will be sent by the Superintendent thirty (30) days prior to the termination of leave and the employee involved will be required to notify the Superintendent by registered mail no later than three (3) days after receipt of the letter, of the employee's intent to resume his/her employment.

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

2. The State minimum number of observations shall be performed for both tenured and non-tenured teaching staff members. More frequent observations may be conducted if deemed desirable in the case of any teacher for proper evaluation of work performance.

3. Teachers shall be afforded the opportunity to review with the individual making a written report of the observation the contents thereof and to append their comments with respect to such content. The teacher shall sign such report to indicate that it has been shown to and reviewed by him/her.

4. It is recognized by the parties that the purpose of teacher evaluation is primarily to acquaint the teacher with his/her indicated strengths and weaknesses and to suggest how such strengths can be maintained and improved and such weaknesses reduced or eliminated. In this connection, teachers will be afforded the opportunity to discuss written evaluation of their performance with appropriate higher supervision.

5. Any proposed changes in the existing evaluation procedure shall be negotiated between the Board and the Association.

1. The Board reserves its right to conduct and implement a performance evaluation program as designed by the Board.

2. It is recognized by the parties that the purpose of the evaluation is to acquaint the employee with his/her indicated strengths and weaknesses and to suggest how such strengths can be maintained and improved and such weaknesses reduced or eliminated.

3. Each employee will be evaluated at least one time during the school year and the employee shall have the opportunity to confer with the evaluator for the purpose of identifying strengths, weaknesses and other information contained in the evaluation. The employee will receive a copy of the written evaluation prior to the conference. The employee shall be required to sign the evaluation at the completion of the conference. The employee will also be afforded an opportunity to add his/her written comments as an attachment to the evaluation.

4. Copies of all performance evaluations shall be filed in the central personnel office.

1. Blue Cross/Blue Shield (UCR Series)/ Rider J 100% (Drug Prescription Plan) (Major Medical Plan) Single Plan.

2. Blue Cross/Blue Shield (UCR Series)/Rider J 95% (Drug Prescription Plan) (Major Medical Plan) Family Plan.

3. Blue Cross/Blue Shield (UCR Series)/ Rider J 95% (Drug Prescription Plan) (Major Medical Plan ) Husband and Wife Plan.

4. Blue Cross/Blue Shield (UCR Series)/ Rider J 95% (Drug Prescription Plan) (Major Medical Plan) Parent and Child Plan.

5. Blue Cross/Blue Shield (UCR Series)/ Rider J 95% (Drug Prescription Plan) (Major Medical Plan) Medicare Plan:

Single Plan 100%

Single 100%
Family 95%
Husband and Wife 95%

7. Managed Care: PPO/HMO
Effective July 1, 2008, PPO/HMO: 100% employee only;
95% employee/dependents.

1. Certificated Staff and Secretaries

a. Secretaries and certificated staff who commence employment on or after September 1, 1998 shall be entitled to the PPO/HMO plans at the above rates. The individual may at his/her own expense pay through payroll deduction the difference in premium for the district’s traditional indemnity plan.

1. Instructional Assistants

1. Full time teaching assistants (6 hour minimum) shall, upon commencement of the tenth (10) year of employment, be entitled to employee only Board paid HMO or PPO. The individual may at his/her own expense pay through payroll deductions the difference in premium for family PPO or family HMO or for the district’s indemnity plan (from PPO). Part-time teaching assistants, commencing with the 20^th year of employment, working less than six hours per day shall be entitled to a pro-rata portion of Board paid health insurance.

1. The Board agrees to make available to each employee and dependent at no cost to the Board medical insurance protection.

a. Custodial/Maintenance staff, working a normal work day, shall be entitled to coverage in the HMO or PPO plans, at contribution levels described above. The individual may at his/her own expense pay through payroll deduction the difference in premium from the PPO to the district’s indemnity plan.

1. With reference to medical benefits, any married couple who both work for the Lawrence Township Board of Education and who are both full-time employees entitled to participate in hospitalization programs may, at their option, elect to both enroll under one medical policy at no cost to the employee. The intent of this provision is to provide a full-time Board employee who is married to a full-time Board employee with the option to participate under one medical policy in lieu of the option of electing two (2) medical policies. Ordinarily, the employee would contribute 5% towards family, husband/wife or parent/child premium. Employees electing this option would forgo the 5% employee contribution making the entire premium for the one hospitalization policy the obligation of the Board.

2. IRS Code Section 125 Plan - the Board will pay to create and maintain a section 125 plan enabling all covered employees to receive the dollar value of 25% of the cost of the individual’s medical insurance premium. An employee who qualifies for dependent coverage may waive such coverage and will be compensated at the appropriate dependent coverage rate, otherwise compensation will be at the single rate.

1. Individuals must choose to maintain insurance or accept payment annually or at such other times as a life-changing event occurs, such as death, divorce or loss of job by spouse, thereby leaving the employee without insurance coverage.
1. An individual must provide evidence of coverage under another health insurance policy in order to be eligible for the “opt out” payment.

c. The payment will be made in two equal lump sum payments, one in the middle of the work year and one at the end of the work year.

3. The annual deductible under the medical/surgical plan shall be $200.00 per individual and $400.00 per family.

4. The Board will pay $500 annually toward the health premium of a retired secretary who:

1. is between the ages of 55 and 65 years

1. Certificated Staff, Secretaries, Custodians/Maintenance/Cleaners

Effective July 1, 2008, the plan will have an annual deductible of $100 per person, to a maximum of $200 per family.

The Board shall provide 100% of the cost for the employee only (in the above dental plan) for employees working a normal work day. For those employees working less than the normal work day, the Board's share of the premium shall be pro-rated.

Effective July 1, 2008, the plan will have an annual deductible of $100 per person, to a maximum of $200 per family.

1. Certificated Staff, Secretaries, Custodians/Maintenance/Cleaners

The co-pay under the prescription plan shall be $12.00 for name brands, $5.00 for generic, and $24/$10 for a 90 day supply ordered by mail. Prescriptions shall not be reimbursable through the major medical plan unless they are specifically excluded under the prescription plan. Co-payment under the prescription plan is always reimbursable under the major medical plan.

1. Vision

1. Certificated Staff, Secretaries, Custodians/Maintenance/Cleaners

a. Effective July 1, 2009, the Board shall change to a family vision plan program provided by VSP, with a $20 deductible.

b. For Custodians/Maintenance/Cleaners, the Board will replace broken glasses if broken as part of the job.

The Board shall provide 100% of the cost for the employee only of the current vision plan for employees working a normal work day. For those employees working less than the normal work day, the Board's share of the premium shall be pro-rated.

NOTE: Those plans covering children shall continue until the child is age 23 and x-ray and laboratory fees shall be covered to a combined annual maximum of $400.

1. No later than March 20 of each school year, the Superintendent shall deliver to the Association and post in all school buildings, a list of the known vacancies which shall occur during the following school year.

2. Professional employees who desire a change in grade, subject or position, or who desire to transfer to another building may file a written statement of such desire with the Superintendent not later than April 1. Such statement shall include an accurate description of the position(s) to which the professional employee desires to be transferred, in order of preference.

3. Notice of an involuntary transfer or reassignment shall be given to professional employees as soon as practicable, and except in cases of emergency not later than June 1. If notice is provided after June 1, the employee has the option to move to his/her new classroom during the remainder of the school year while being provided with a substitute teacher for up to two (2) school days or to move during the following school year as mutually scheduled with the Building Principal. A teacher in grades Kindergarten through six shall be notified of a relocation of classroom in his or her currently assigned building within seven days of the principal’s decision.

4. An involuntary transfer or reassignment shall be made only after a meeting ­between the professional employee and the building principal, at which time the professional employee shall be notified of the reason thereof.

Teachers who desire to apply for a position which may be filled, during the summer period when school is not regularly in session, shall submit their name to the Personnel Department, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer. The Personnel Department shall notify such teachers of any vacancy in a position for which they desire to apply. Such notice shall be sent as far in advance as practicable, ordinarily at least twenty-one (21) days before the final date when applications must be submitted and in no event less than fourteen (14) days before such date. In addition, the Personnel Department shall, within the same time period, post a list of promotional positions to be filled during the summer period at the administration office in each school, and a copy of said notice shall be given to the Association.

When school is in session, a notice shall be posted as soon as possible in each school ordinarily at least thirty (30) school days before the final date when applications must be submitted and in no event less than ten (10) school days before such date. A copy of said notice shall be given to the Association at the time of posting. Members who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time limit specified in the notice, and the Superintendent shall acknowledge promptly in writing the receipt of all such applications.

In both situations set forth in Sections one (1) and two (2) above, the qualifications for the position, its duties, and the rate of compensation, shall be clearly set forth.

1. Employees assigned to the second and third shift employed prior to June 30, 1995, shall receive the shift differential when calculating vacation pay.

2. Any changes in shift or hours of work of an employee must be discussed by the employer and the employee prior to the effective date. The LTEA will be notified of any proposed change in shift or hours prior to the employee being notified and shall have the right to be present during such discussions.

3. Any employee who is transferred on a temporary basis shall be given written notice of same. Such notice shall include the length of time and location of transfer. Maximum length of transfer on a temporary basis shall be 30 days.

4. Every vacancy for any position covered by this Agreement, and which vacancy is to be filled shall be posted at least five (5) days before the position is filled. Posting will include the job title, classification, shift, job location, and shall be posted, in addition to other locations, on Custodian Room Bulletin Boards. Vacancies will be filled only at the Board's discretion and candidates will be selected in accordance with qualifications and seniority as defined in Article VII. The Board reserves the right at times of job vacancies to temporarily transfer a custodian from one school to another or from one shift to another.

5. To be eligible to bid for a head custodian vacancy, employee (s) must be a custodian one (1) year prior to the vacancy or have comparable custodian experience within the district. Effective July 1, 1989, any head custodian now employed must have a valid boiler license and driver’s license.

1. Opportunity will be given to any employee meeting qualifications as prescribed to apply for and receive fair consideration for any position which becomes vacant.

2. Every vacancy for any position covered by this Agreement shall be posted for at least five (5) days before the closing date for filing applications. Posting will include the job title, job location and hourly salary and shall be posted in each school.

1. to hire, promote, transfer, assign and retain employees in positions within the school district and for just cause to suspend, demote, discharge or take other disciplinary action against employees;
2. to abolish any such position for reasons of economy or because of reduction in the number of pupils or of change in the reorganization of the district or for other good cause;
3. to maintain the efficiency of the school district operations entrusted them;

4. to determine the means by which such operations are to be conducted;

5. to take whatever actions may be necessary to carry out the mission of the school district in situations of emergency. The rights of the Board shall include, but not be limited to, the provisions set forth in this paragraph;

1. to establish and administer (not related to terms and conditions of employment) Board activities, training, operational functions, performance of services and maintenance of the facilities and equipment of the Board; and
1. to determine areas worked, to control and regulate the use of facilities, supplies, equipment, materials and any other property of the Board.

1. If by Association, to Board at 2565 Princeton Pike, Lawrenceville, N.J. 08648.

1. The Board shall pay a retiring employee at the employee's daily rate, to a maximum payment of $14,750, for one-half (1/2) of the employee’s total unused sick leave accrued in the Lawrence Township School District. Such unused sick leave must have been accumulated while working for the school district. A retiring employee shall be defined as a person who has applied for and is receiving pension benefits from PERS/TPAF. The foregoing benefit shall be paid to the estate of any employee who deceases while employed by the Board.

2. The Board shall pay a resigning employee, who has at least fifteen (15) years of service in the Lawrence Township School District, and who takes a deferred retirement under PERS/TPAF, at the employee’s daily rate for one-half (1/2) of the employee’s total unused sick leave accrued in the Lawrence Township School District. Payment shall be capped at one-half of the maximum payment set forth in paragraph A.1. (e.g., $6,500 for 2006-07). Such unused sick leave must have been accumulated while working for the school district. Any person who receives a payment under this paragraph and later returns to the New Jersey pension system shall immediately reimburse the District for the payment received.

An employee retiring from the district after fifteen (15) years of service in the Lawrence Township Public Schools shall be compensated at a rate of one (1) day for every two (2) days for his/her total sick leave accumulated while working for the school district, up to $3,600. A retiring employee shall be defined as a person who has applied for and is receiving pension benefits from PERS/TPAF.

The Board will pay to a retiring employee an amount not to exceed $8,600 for one-half (1/2) of the employee’s total unused sick leave accrued in the Lawrence Township School District. To calculate the amount payable, (subject to the maximums) multiply the employee's annual salary divided by 240 days times one-half (1/2) the number of unused sick days. A retiring employee shall be defined as a person who has applied for and is receiving pension benefits from PERS.

Whenever a permanent employee dies, having earned annual vacation leave or unused sick leave, there will be calculated and paid to his estate, a sum of money equal to the earned pro-rated vacation based on his salary at the time of his death.

The Board will collect and distribute to the Association 85% of one-half (˝) of the professional annual dues of the Association from any non-Association employee who performs an EDP and/or is paid on a per hour or per diem basis.

1. The amount of reimbursable tuition for which applications are submitted prior to August 1 shall be determined.

2. If the total amount is less than the allotted amount for any given year, each individual will be reimbursed for the total amount of his or her application as follows:

1. teaching staff members shall be reimbursed for a maximum of nine (9) graduate credits per year at the state college rate;
b. non-certificated staff shall be reimbursed for a maximum of two (2) courses (maximum of 6 credits) per year at the state college rate.

3. Any residual amount will be distributed among the staff who paid for more than nine (9) credits in the applicable year. Payment shall be made on a pro-rated basis predicated upon the residual amount and the total number of excess credits for all such staff.

4. If the total amount is greater than the allotted amount for any given year, a factor will be calculated by dividing the allotted amount by the total number of credits submitted for reimbursement. Each individual will be reimbursed an amount equal to the number of credits submitted multiplied by the calculated factor.

5. Payment shall be made prior to September 1.

LAWRENCE TOWNSHIP BOARD LTEA

Laura Waters, Ph.D. Barbara Levine
President Co-President


______________________________
Jeff Berry
Co-President



ATTEST: ATTEST:

Thomas Eldridge Kristine Benson
Secretary Secretary

* Effective July 1, 2013, all longevity levels below 20 years were eliminated. Any employee who received, prior to July 1, 2013, a longevity payment for a level below 20 years will continue to receive that payment until a 20 year longevity level is reached.

STEP	GROUP 1	GROUP 2			Step movement during the term of this Agreement.
1	37,000	34,000			10-1111-1212-1313-14
2	40,779	37,072			1
3	41,879	38,072			12
4	42,979	39,072			123
5	44,079	40,072			234
6	45,179	41,072			1345
7	46,279	42,072			2456
8	47,379	43,072			3567
9	48,479	44,072			4678
10	51,585	46,895			578 9
11	55,025	50,023			68 9 10
					79 10 11
					8 10 11 11
					9 11 11 11
					10 11 11 11

BUILDING PRINCIPALS, DIRECTOR OF GUIDANCE, DIRECTOR OF ATHLETICS, AND COMPUTER SYSTEMS OPERATOR

ALL OTHERS

STEP	GROUP 1	GROUP 2			Step movement during the term of this Agreement.
1	37,000	34,000			10-1111-1212-1313-14
2	39,935	36,486			1
3	42,869	38,972			12
4	43,969	39,972			123
5	45,069	40,972			234
6	46,169	41,972			1345
7	47,269	42,972			2456
8	48,369	43,972			3567
9	49,469	44,972			4678
10	52,575	47,795			578 9
11	56,015	50,923			68 9 10
					79 10 11
					8 10 11 11
					9 11 11 11
					10 11 11 11

BUILDING PRINCIPALS, DIRECTOR OF GUIDANCE, DIRECTOR OF ATHLETICS, AND COMPUTER SYSTEMS OPERATOR

ALL OTHERS

STEP	GROUP 1	GROUP 2			Step movement during the term of this Agreement.
1	37,000	34,000			10-1111-1212-1313-14
2	39,668	36,304			1
3	42,335	38,608			12
4	45,003	40,912			123
5	46,103	41,912			234
6	47,203	42,912			1345
7	48,303	43,912			2456
8	49,403	44,912			3567
9	50,503	45,912			4678
10	53,609	48,735			578 9
11	57,049	51,863			68 9 10
					79 10 11
					8 10 11 11
					9 11 11 11
					10 11 11 11

GROUP 1 SECRETARIES TO:

BUILDING PRINCIPALS, DIRECTOR OF GUIDANCE, DIRECTOR OF ATHLETICS, AND COMPUTER SYSTEMS OPERATOR

ALL OTHERS

* Effective July 1, 2013, all longevity levels below 20 years were eliminated. Any employee who received, prior to July 1, 2013, a longevity payment for a level below 20 years will continue to receive that payment until a 20 year longevity level is reached.

10 - 15 YEARS= $ .40 11 - 15 YEARS = $ .40 12- 15 YEARS= $ .40

16-20 YEARS= .45 16-20 YEARS= .45 16-20 YEARS= .45

21-25 YEARS= .55 21-25 YEARS= .55 21-25 YEARS= .55

25-30 YEARS= .65 25-30 YEARS= .65 25-30 YEARS= .65

30+ = .90 30+ = .90 30+ = .90

LONGEVITY FOR ALL INSTRUCTIONAL ASSISTANTS – effective July 1, 2013*:

20 YEARS= .45

21-25 YEARS= .55

25-30 YEARS= .65

30+ = .90

* Effective July 1, 2013, all longevity levels below 20 years were eliminated. Any employee who received, prior to July 1, 2013, a longevity payment for a level below 20 years will continue to receive that payment until a 20 year longevity level is reached.

Step movement during the term of this Agreement:
10-11 11-12 12-13 13-14

1 2
1 2 3
2 3 4
0 3 4 5
I 4 5 6
II 5 6 7
III 6 7 7
IV 7 7 7
V 7 7 7

10 YEARS = $390
15 YEARS = 415
20 YEARS = 590
25 YEARS = 715
30 YEARS = 840


LEVELS COMPRISED OF THE FOLLOWING POSITIONS:

LEVEL 1 CUSTODIAN AND DRIVER

LEVEL 2 HEAD CUSTODIAN ELEMENTARY (BFS, LES, EPS, SWS) AND MAINTENANCE

LEVEL 3 HEAD CUSTODIAN (LMS, LIS, LHS)

LEVEL 4 CARPENTER, PLUMBER, AND ELECTRICIAN

Step movement during the term of this Agreement:
10-11 11-12 12-13 13-14

1 2
1 2 3
2 3 4
0 3 4 5
I 4 5 6
II 5 6 7
III 6 7 7
IV 7 7 7
V 7 7 7

10 YEARS = $390
15 YEARS = 415
20 YEARS = 590
25 YEARS = 715
30 YEARS = 840


LEVELS COMPRISED OF THE FOLLOWING POSITIONS:

LEVEL 1 CUSTODIAN AND DRIVER

LEVEL 2 HEAD CUSTODIAN ELEMENTARY (BFS, LES, EPS, SWS) AND MAINTENANCE

LEVEL 3 HEAD CUSTODIAN (LMS, LIS, LHS)

LEVEL 4 CARPENTER, PLUMBER, AND ELECTRICIAN

Step movement during the term of this Agreement:
10-11 11-12 12-13 13-14

1 2
1 2 3
2 3 4
0 3 4 5
I 4 5 6
II 5 6 7
III 6 7 7
IV 7 7 7
V 7 7 7

July 1, 2011 – June 30, 2013: Effective July 1, 2013:
10 YEARS = $390 20 YEARS = 590
15 YEARS = 415 25 YEARS = 715
20 YEARS = 590 30 YEARS = 840
25 YEARS = 715
30 YEARS = 840

* Effective July 1, 2013, all longevity levels below 20 years were eliminated. Any employee who received, prior to July 1, 2013, a longevity payment for a level below 20 years will continue to receive that payment until a 20 year longevity level is reached.

LEVELS COMPRISED OF THE FOLLOWING POSITIONS:

LEVEL 1 CUSTODIAN AND DRIVER
LEVEL 2 HEAD CUSTODIAN ELEMENTARY (BFS, LES, EPS, SWS) AND MAINTENANCE
LEVEL 3 HEAD CUSTODIAN (LMS, LIS, LHS)
LEVEL 4 CARPENTER, PLUMBER, AND ELECTRICIAN
SCHEDULE F

TITLE OF POSITION	EXTRA DUTY SALARY	TITLE OF POSITION	EXTRA DUTY SALARY
ATHLETICS
A. Football Varsity Assistants (5)	$9,079 6,569	D. Equipment Manager	$6,014
B. Basketball (Boys’ & Girls’) Varsity (2) Assistants (4)	8,461 6,138	Track-Winter Varsity (2) Assistant (2)	6,014 4,415
C. Baseball Varsity Assistants (2)	6,500 4,767	Tennis Varsity (2) Assistants (2)	6,014 4,415
Field Hockey Varsity Assistants (2)	6,500 4,767	E. Cheerleader Varsity (2) Assistants (2)	4,789 3,565
Ice Hockey Varsity Assistant	6,500 4,767	Cross Country Golf	4,789 4,789
Soccer (Boys’ & Girls’) Varsity (2) Assistants (3)	6,500 4,767	F. Athletic Trainer (3) G. Weight Training (3)	3,423 2,958
Softball Varsity Assistants (2) Swimming Varsity Assistants (1) Diving Coach Track-Spring Varsity (2) Assistants (4) Wrestling Varsity Assistant (2)	6,500 4,767 6,500 4,767 4,767 6,500 4,767 6,500 4,767	ATHLETICS MIDDLE SCHOOL Baseball Boys’ $3,016 Basketball Boys’ 3,792 Basketball Girls’ 3,792 Basketball Boys’ “B” 3,792 Basketball Girls’ “B” 3,792 Cheerleader-Winter 3,016 Field Hockey 3,016 Field Hockey “B” 3,016 Intramural Director (3) 2,176 Soccer Boys’ 3,016 Soccer Girls’ 3,016 Soccer Boys’ “B” 3,016 Soccer Girls’ “B” 3,016 Softball Girls’ 3,016 Track (3) 3,016 Wrestling 3,016
Lacrosse (Boys’ & Girls’) Varsity (2) Jr. Varsity (2)	6,014 4,415

MIDDLE SCHOOL

Title of Position Extra Duty Salary

Tech/A.V. Coordinator $1,898
Year-End Video Presentation 1,666
Yearbook Advisor (2) 2,811
Student Council 3,106
7th Grade Advisor 1,893
8th Grade Advisor 1,893
*Drama Production: 6,291
To be divided among:
Director
Assistant Director
Stagecraft
School Store 3,084
Visual Media Advisor 2,500
AM Bus Supervisor 2,374
35 min./day (4)
PM Bus Supervisor 1,696
25 min./day (2)
Saturday Detention 1,695 (divided by those appointed)
After School Detention 2,178
Art Club $35.46/hour, not to exceed 27 hours
Homework Club Instructor (6) $35.46/hour, not to exceed 3 hours/week/person
House Leader (3) 3,962

INTERMEDIATE & PRIMARY SCHOOLS

Title of Position Extra Duty Salary

Tech/A.V. Coordinator – EPS $1,315
Tech/A.V. Coordinator – LIS 1,315
Tech/A.V. Coordinator – BFS 1,315
Tech/A.V. Coordinator – LES 1,315
Tech/A.V. Coordinator – SWS 1,315
Newspaper – LIS 2,811
Student Government – LIS 2,494
Director Outdoor -Education – LIS 4,420
School Store – LIS 964
AM Bus Supervisors (4) – LIS 15 min./day 1,048
PM Bus Supervisor (1) – LIS 15 min./day 1,048
AM Bus Supervisors (2) – BFS 15 min./day 1,048
PM Bus Supervisor (1) – BFS 15 min./day 1,048
AM Bus Supervisor (2) – EPS 15 min./day 1,048
AM Bus Supervisors (2) – LES 15 min./day 1,048
PM Bus Supervisor (1) – LES 15 min./day 1,048
AM Bus Supervisor – SWS 15 min./day 1,048
Morning Supervisor – LIS 30 min./day 2,097
House Leader (2) – LIS 3,962
Musical – LIS 6,000


DISTRICT

Title of Position Extra Duty Salary

School Nurse Coordinator $2,017
Lead Person Maintenance Day 2,970
Lead Person Custodial Night 2,970
MLK Celebration Coordinator 2,376
School Level Assessment Coordinator
BFS, EPS, LES, SWS 1,460
LIS, LMS, LHS 1,785
Math/Science Coordinators (K-8) 500
(BFS=1, EPS=1, LES=1, SWS=1, LIS=1, LMS=1)
Let-Me-Learn Coordinators 1,190
Afterschool Social Skills Group (2) 3,500
Home Component Coordinator 7,290
Unified Sports – Head coach 2,500
Unified Sports – Assistant coach 1,500