Article XV Overtime-Custodians and Mechanics 34

Article XVI Overtime-Bus Drivers and Bus Attendants 35

Article XVII Teacher Assignments 36

Article XVIII Professional Responsibilities 38

Article XIX Seniority and Job Security-Support Staff 39

Article XX Uniforms 40

Article XXI Sick & Other Leaves 41

Article XXII Sick Day Bank 46

Article XXIII Leave of Absence 48

Article XXIV Sabbatical Leave 52

Article XXV Salaries 54

Article XXVI Voluntary Transfers & Assignments 56

Article XXVII Involuntary Transfers & Reassignments 57

Article XXVIII Employee Evaluation 58

Article XXIX Promotions, Vacancies & New Positions 61

Article XXX Executive Liaison 62

Article XXXI Instructional Council 63

Article XXXII Employees' Insurance Protection 65

Article XXXIII Home Instruction 68

Article XXXIV Board Rights 69

Article XXXV Miscellaneous Provisions 70

Article XXXVI Deduction from Salary 72

Article XXXVII Entire Agreement 73

Article XXXVIII Duration of Agreement 74

Article XXXIX Release Time for Association President 75

Salary Guide for Teachers 76

Graduate Credit Reimbursement 80

Speech Teacher Upgrade 81

Extracurricular Activities 82

Salary Guide for Secretaries 83

Salary Guide for Teacher Assistants F/T 84

Hourly Rate for Teacher Assistants P/T 85

College Credit Guide for Secretaries and Teacher Assistants 86

Salary Guide for Custodians 87

Salary Guide for Building Mechanics 88

Salary Guide for Bus Drivers 90

Salary Guide for Bus Mechanics 91

Hourly Rate for Transportation Attendants 92

Hourly Rate/Annual Salary for Cafeteria/Playground Assistants 93

Witness Agreement Signature Page 94

The Board hereby recognizes the Association as the exclusive representative for collective negotiation concerning the grievances and terms and conditions of employment for all personnel employed, both full and part time, by the Board including:

Unless otherwise indicated, the term "employees" when used hereinafter in this Agreement shall refer to all employees represented by the Association in the negotiating unit as above defined.

1. A "grievance" shall mean a written complaint by an employee or group of employees alleging a violation, misinterpretation or inequitable application of any of the provisions of this agreement, established Board policy, or past practice affecting terms and conditions of employment.
2. As used in the above description, the term "group of employees" shall mean a group of employees having identical grievances and similarly situated.
3. In presenting the grievance, an employee shall be assured freedom from prejudicial action occasioned solely by the institution of said grievance.
4. An aggrieved person is the employee or group of employees claiming the grievance.
5. Grievances shall be instituted no later than twenty-five (25) school days following the cause thereof.
6. An aggrieved person shall have the right to present their own appeal or to designate a representative of the Association or other employee of the aggrieved person’s own choosing to appear with the aggrieved.

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 maximum and every effort should be made to expedite the process. The time limits specified, however, may be extended by mutual agreement.
2. 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 school year, and could result in irreparable harm to the aggrieved, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter if practical.
3. LEVEL ONE - An employee with a grievance shall first discuss it with employee’s immediate supervisor or principal identifying it as a Level 1 grievance in an attempt to resolve the matter informally at that level.
4. LEVEL TWO - If, within five (5) school days following this discussion, the matter is not resolved to the satisfaction of the employee, the employee may set forth their grievance in writing to the employee’s immediate supervisor or principal. The letter shall contain a request for a meeting with the employee’s immediate supervisor or principal within seven (7) school days after receipt of the grievance by the immediate supervisor or principal. The employee may request representation at this meeting by any member of the local Association. Following this meeting, the immediate supervisor or principal shall communicate their decision to the employee, in writing, within five (5) school days.
5. LEVEL THREE - The employee may appeal the immediate supervisor's or principal's decision to the superintendent. The appeal to the superintendent must be made in writing within seven (7) school days after receiving the immediate supervisor's or principal's decision. The appeal must set forth the grounds upon which the grievance is based. The superintendent shall attempt to resolve the matter as quickly as possible. Within a period not to exceed seven (7) school days of receipt of the aggrieved person's written appeal, the superintendent shall communicate their decision in writing along with supporting reasons to the aggrieved person and the aggrieved person’s immediate supervisor or principal.
6. LEVEL FOUR - If the grievance is not resolved to the aggrieved person's satisfaction, the aggrieved may request a review by the Board of Education. The request for review shall be submitted in writing through the superintendent who shall attach all related papers and forward the request to the Board of Education within five (5) school days. The Board of Education shall, before the next regular Board Meeting, or within fifteen (15) school days of receipt of the request, review the grievance, hold a hearing with the aggrieved person, if requested, and render a decision as quickly as possible but within a period not to exceed thirty (30) school days. At any meeting with the Board, the aggrieved person may be represented by any person of their choosing.
7. LEVEL FIVE - If the aggrieved person is not satisfied with the Board's decision at Level Four, or if no decision has been rendered within thirty (30) school days after the grievance was delivered to the Board, whichever is sooner, the aggrieved person must request in writing that the president of the Association submit the grievance to arbitration, which shall be binding on issues concerning the interpretation of the agreement and in all other respects non-binding. If the Association determines that the grievance is meritorious, it may then, within fifteen (15) school days after the receipt of a request by the aggrieved person, submit the grievance to arbitration by service of demand thereof upon the Board through the superintendent.
a) A request for a list of arbitrators shall be made to the Public Employment Relations Commission in the selection of an arbitrator.
b) The arbitrator selected shall hold hearings promptly and shall issue a decision not later than thirty (30) school days from the date of the hearing(s), or if oral hearings have been waived, then from the date the final statements and proofs on the issue are submitted to the arbitrator. The arbitrator's decision shall be in writing and shall set forth the arbitrator’s findings of fact, reasoning and conclusions of the issues submitted. The arbitrator shall limit their decision strictly to the application and interpretation of the provisions of the agreement and shall be without authority or power to make any decisions:
(1) Contrary to, or inconsistent with, or modifying or varying in any way, the terms of this Agreement, or of applicable law or rules or regulations having the force and effect of law;
(2) Limiting or interfering in any way with the powers, duties and responsibilities of the Board under applicable law, rules and regulations having the force and effect of law;
(3) Involving established Board policy or past practice under the provisions of this Agreement or under applicable law, except that the arbitrator may decide in a particular case that the Board's established policy on past practice affecting terms and conditions of employment was disregarded or that its application under any terms of this Agreement constitutes an abuse of discretion.
(4) Provided further that non-renewal of employment contracts shall not be subject to arbitration, except as provided Teacher Assistants in Article XIX.
c) The costs for the services of an arbitrator shall be borne equally by the Board and the Association. Any other expense incurred shall be paid by the party incurring same.
d) All grievance settlements shall be made in writing and approved by the superintendent at their level, or the Board at its level, and the Association.
e) The aggrieved person shall follow applicable rules and regulations of the Board while a grievance is pending.
f) Any grievance which results from a decision made by the Board can be heard initially at Level Three. Said grievance shall be presented to the superintendent in writing within the same time limit prescribed in Subsection 5 of this Article.
g) The Association shall have the right to grieve in the same manner as an individual whenever its grievance is based upon a complaint suffered by the members of a unit as a whole.

1. Exclusive of the Board of Education Office, the Association shall be permitted to use school facilities and equipment, including typewriters, other duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the cost of all materials and supplies incident to such use, and for any repairs necessitated as a result.

2. All on-guide employees who have worked for more than five (5) months and one (1) day during the school year shall be entitled to move to the next step on the salary guide commencing July 1.
All off-guide employees who have worked for more than five (5) months and one (1) day during the school year shall be entitled to receive the off-guide annual salary adjustment commencing July 1.

2. Newly-created positions: The compensation for any newly-created extracurricular positions set forth in Schedule B shall be subject to negotiations between the Board and the Association.
3. Procedures for filling extra-curricular positions: All vacancies in extra-curricular positions shall be posted as follows:
a) Date of posting:
A notice shall be ordinarily posted fifteen (15) working days before the final date when applications must be submitted except in case of emergency. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the person designated within the time limit specified in the notice.
b) Application procedure:
Notice of all summer internal postings shall be e-mailed to all employees. Employees who desire to apply for a position which may be announced during the summer period when school is not regularly in session, shall submit their names to the superintendent, together with the position(s) for which they desire to apply, and an address where they can be reached during the summer.
c) Selection criteria:

1. Adjustment to salary schedule - Any employee hired on or before February 1 of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year. Anyone employed after February 1 of any school year shall remain on the same step of salary guide the following year.

1. After three (3) years of uninterrupted continuous service, employees shall be appointed for an unfixed term so as to provide the tenure protection available to such employees under the provisions of Chapter 137, Public Laws of 1960 (18A:17-2, 18A: 17-3 and 18A: 17-4).

Employees shall be notified of their contract and salary status consistent with the appropriate New Jersey State Education Statute.

At no time shall the Board or any agent thereof assign or direct any employee covered by this contract to duties inconsistent with their general job description or past practice.

Notification to all Staff concerning Emergency School Closings, Delayed Openings and Early Dismissals shall be undertaken utilizing the Rapid Call Out System. The Rapid Call Out System shall be utilized to inform Support Staff when and whether to report so as to have the district in operation for pupils and staff.

1. Adjustment to salary schedule - Any employee hired on or before February 1st of any school year shall be given full credit for one (1) year of service toward the next increment step for the following year. Anyone employed after February 1st of any school year shall remain on the same step of salary guide the following year.
2. After three (3) years of uninterrupted continuous service, employees shall be appointed for an unfixed term consistent with the provisions of Chapter 137, Public Laws of 1960 (18A: 17-2, 18A: 17-3 and 18A: 17-4).
3. Salary guide is hourly and contingent on Driver Package selected.

The Board agrees to notify the STEA four (4) months prior to the determination for subcontracting.

1. The teachers' in-school work year (other than new personnel who may be required to attend an additional three (3) days of orientation) shall be 182 days.
2. The parties agree that the first two (2) days of each school year will include an open house and classroom preparation time. The Friday immediately following Labor Day will be an early dismissal for all teachers.

1. Cafeteria Assistants shall be required to attend one (1) paid in-service day, prior to the start of the school year. The payment for this day shall be prorated for the duration of the in-service. Cafeteria assistants shall not be required whenever student attendance is not required due to inclement weather.

3. The Friday immediately following Labor Day will be an early dismissal for all secretarial staff.

a. All Bus Drivers will be required to successfully complete a four (4) hour approved defensive driving course once every three (3) years. The defensive driving course will be provided on one of the in-service days for Bus Drivers.
b. In addition, all Bus Drivers hired on or after October 1, 2014 will be required to successfully complete an approved four (4) hour defensive driving course on their own within their first year of employment. The Bus Driver will be financially responsible for registering and paying for the course. The course must be approved in advance by the Transportation Coordinator and School Business Administrator. The Bus Driver must provide documentation of successful completion of same to the Transportation Coordinator.
c. All Bus Drivers and Transportation Attendants shall attend one (1) hour of professional development per month to be paid at the employee’s prorated hourly rate. The Board and Association agree that the monthly professional development session will be scheduled at the discretion of the Board if needed and, at the discretion of the Board, may be canceled. The Board will provide the schedule for monthly professional development by August 1st of each school year. An agenda for each scheduled professional development session will be provided by the Board at least twenty-four (24) hours in advance of each scheduled professional development session.
2. Workday - each full-time driver shall work a minimum five and one-half (5 1/2) hour day, transportation attendants shall work a minimum five and one-half (5 1/2) hour day. The bus driver’s contracted schedule of runs in a day shall include a fifteen (15) minute preparation period for drivers to complete the required vehicle checklist. All bus fluids shall continue to be checked and replaced by the mechanic.
3. Contracted Run Packages will be constructed in:
Five and one-half (5 1/2) or six and one-half (6 1/2) hour route and will be constructed as needed.

5. All runs shall be picked by seniority. Summer school runs shall be picked no later than June 15th. Regular school year runs shall be picked during the second full week of August. These routes are subject to change due to changes in student enrollment.
6. A full-time driver’s run may include other transportation duties such as inspections, incidental runs, and emergency attendant duty.
7. All mid-day runs which remain in the district will be paid at one-half (1/2) the regular guide step, and will not exceed two and one-half (2 1/2) hours. Should such a run exceed two and one-half (2 1/2) hours, the driver shall be paid overtime rates.
8. Special runs - runs requiring special transportation service, such as those involving the handicapped, disabled, etc., shall be established as needed. The pay for said runs shall be step on guide.
a) All of the above runs are to be put into packages of the total hours worked and all deductions including pension will be withdrawn from same.
b) Any adjustment under this Article shall be made in the last pay of the school year. The closing of special education schools on days other than those closed at Stafford Township may necessitate the need for this provision.
c) All pay shall be issued on the 15th and 30th of each month following the submission of an employee’s time sheet to the Business Office.
d) Summer runs shall be based on a driver’s hourly salary.

10. Emergency runs - runs requiring special emergency transportation shall be determined by the superintendent or designee. Should drivers assigned to such a run work beyond a five (5) hour workday, they shall be paid overtime rates. Emergency runs shall be assigned on a rotating basis starting with the most senior bus driver.
11. Provided it does not interfere with a driver’s regularly assigned run, full-time drivers shall have first pick of class trips distributed by seniority on a rotation basis. All such class trips shall be paid at the rate of $20.00 per hour. All class trips shall be paid at a minimum of two (2) hours.
12. The physicals for all Bus Drivers will be conducted at the designated CDL provider. The Board will pay for the cost associated with receiving the physical at the designated CDL provider. A voucher to attend the CDL provider will be given to the Bus Driver by the transportation coordinator or the transportation coordinator’s designee.
13. In the event a bus driver is out for any extended period of time longer than ten (10) days, a regular senior driver who applied for the position shall be assigned the runs if there is a monetary gain. In the event a transportation attendant who is assigned to a mid-day run is out for an extended period of time longer than ten (10) days, a senior transportation attendant who applies for the position will be assigned the position as long as it will not affect any other existing assigned route.
14. Special education drivers and transportation attendants shall receive a minimum of three (3) hours pay regardless of the number of students that report to school that day.

15. If a driver(s) or attendant(s) run is canceled because students do not attend school on any given day, the driver(s) or attendant(s) may be used as a substitute at their regular rate of pay.
16. Provided the driver is capable of the assignment, a senior driver who loses a run after the beginning of the school year may select the most junior drivers run (including mid-day runs). The intent is to give the senior driver a maximum number of runs and eliminate bumping from one driver to another.
17. Due to unforeseen reasons or emergency situations, individuals may be employed as attendants and drivers simultaneously during the same school year, as determined by the Transportation Coordinator. Drivers so affected will receive their regular rate of pay.
18. Runs, as they are created, must be assigned to full-time drivers within twenty (20) school days; substitute drivers may not be assigned these runs beyond the first twenty (20) school day period.
19. Full-time drivers shall be given chance of first refusal for all work in the transportation department which involves driving a vehicle owned or operated by the Stafford Township Board of Education. A mechanic may be utilized for driving in lieu of a bus driver when students are not passengers.
20. All full-time drivers, beginning the 2024-2025 school year, will be guaranteed a customary workday of five and one-half (5 ½) hours. Notwithstanding, it is expressly understood any reduction in force shall be based on seniority.
21. Newly hired employees shall be required to pay for a fingerprint examination. In addition, all Bus Drivers who enter the Association upon the ratification of this Agreement will be required to pay for the cost of their fingerprint renewal/archiving.
22. Coverage of double back runs: Runs requiring a bus driver and bus attendant to complete a run beyond their initial package due to no coverage of another daily run are known as double runs. These double runs shall be assigned on a rotating basis starting with the most senior bus driver. For each run that is beyond the bus driver’s initial package, the compensation for the double back run will be $30 and the bus attendants will receive $15, even if during contractual hours.

1. The teacher school day shall be seven (7) hours in duration, the precise starting and ending times to be determined by the Board of Education.
a) If teachers are asked to arrive earlier than the normal starting time, they will be granted compensatory time off. On Fridays, the teachers’ day shall end when students’ are dismissed and on the Stafford Township school buses. The last 15 minutes on a Friday cannot be instructional time. On days when students are not present, teachers shall be permitted to leave 15 minutes early as is currently the case.
2. All full time teacher assistants shall be given a total of thirty (30) minutes per regular full day for non-student contact time.
3. With the exception of the Safety Patrol Advisors, any teacher who is required to regularly perform services beyond the teacher school day shall receive remuneration for said services predicated on an amount agreed upon between the Board and the Association.

1. Assignments: Part-time certificated staff members shall be assigned at the sole discretion of the Superintendent or designee, including Principal.
2. Hours: Part-time certificated staff members shall work 4.5 hours per day, based on the Superintendent’s discretion, inclusive of a thirty (30) minute prep period. See also, Section F below, regarding Leave.
3. Salary: The salary for part-time certificated staff members shall be calculated by dividing a “staff” salary at whatever step they are on by 182 working days and then dividing that figure by seven (7) hours to obtain the hourly rate of pay. This hourly rate shall then be multiplied by the number of hours worked.
Calculation Example: If a part time teacher is hired at Step 4, this would call for an annual salary of $58,883 (pursuant to the Collective Bargaining Agreement). The salary of $58,883 would be divided by 182 (working days) and then divided by 7 (hours – typical day of full-time teacher). This calculation results in the hourly rate. The hourly rate is then multiplied by the 4.5 hours that the part-time certified staff member would be working each day. This number would then be multiplied by the 182 contracted working days to determine their salary. In this specific example, the salary would be $37,853.
4. Tuition Reimbursement: Part-time certificated staff members shall be entitled, if eligible, to receive the Graduate Credit Reimbursement as set forth and subject to the terms in the parties’ Collective Bargaining Agreement.
5. Longevity: Part-time certificated staff members shall be entitled to Longevity as outlined in the parties’ Collective Bargaining Agreement.
6. Leave: Part-time certified staff members shall be entitled to Sick Leave and Personal Leave in accordance with the Article XXI of the Collective Bargaining Agreement. However, part-time certified staff members will not be eligible for a half day when it comes to entitlements days or bereavement days.
7. Other Benefits: Part Time Certified Staff is entitled to the same benefits as all certified staff in accordance with the collective bargaining agreement. Note: Pursuant to Article XI of the Collective Bargaining Agreement, as well as State and Federal Law, Part Time Certified Staff will not be eligible for health benefits.

a) All teachers shall have a forty-five (45) minute duty free lunch period.
b) Teacher assistants shall have a forty-five (45)-minute duty-free lunch period.
2. Leaving the building - Teachers may leave the building without requesting permission during their scheduled duty-free lunch period, provided they notify the office.

1. Grades Pre-K-6 teachers and special teachers, prep time will be four (4) hours and thirty (30) minutes per full week. No more than two (2) preps per month may be used for articulations. The two (2) articulation preps cannot occur within the same school week. The two (2) articulation periods per month can be submitted towards professional development hours. A full week shall be defined as a week that school is in session each day Monday through Friday and that day shall be a full school day; not an abbreviated school day. Such time shall be scheduled during the students' school day. In the case of shortened weeks, that is when school is not in session each day Monday through Friday, teachers shall receive prep time in such weeks only to the extent that the master schedule calls for on the days school is open. On schedules less than a full day an abbreviated schedule shall be used so that all teachers share in prep time due that day, on a proportionate basis with the shortened day. This time shall be used for preparation of lessons and experiments, and other activities that have a bearing on that teacher's class or classes. Due to emergency when an early dismissal is deemed necessary, the early dismissal schedule will immediately go into effect allowing for an equitable distribution of prep time during the remainder of the day. The Administration shall make every attempt to continue scheduling Certificated Staff for one (1) prep period every day. However, there may be an example of staff schedules where the Administration cannot provide a guaranteed daily prep period. In this instance, the Administration will provide a day in the same week where two (2) prep periods are granted in said Employee’s schedule. There shall not be more than one (1) day in any given week in which the Employee’s prep period is not provided daily.
2. Only under emergency circumstances, may the administration direct teachers and teacher assistants, as needed, to temporarily cover for an absent teacher. For each thirty (30) minutes of coverage, said teacher or teacher assistant shall receive $10.00 if County certified and $18.00 if State certified. Compensation will occur for the following situations:

Classroom Teacher with Pull Out Replacement (Either Absent)	Compensation
Non Homeroom Teacher (Special Area/Basic Skills, etc.) Cover a Homeroom Teacher	Compensation
Teacher covers a class during their lunch or prep	Compensation
Teacher asked to take another teacher’s class (double up)	Compensation
Teacher with an open period	No Compensation
Classroom Teacher with In Class Support Teacher (Either Absent)	No Compensation

The last day of the school year and the day before the commencement of the Winter Break shall be one-half (1/2) day for both students and teachers. The Wednesday before Thanksgiving shall be an early dismissal day, i.e., a four (4) hour day, for staff.

1. Work schedules showing the employees' shifts, work days, and hours shall be posted in each school.
2. Two (2) weeks’ notice for any permanent shift change shall be given before institution of said shift.

a) Eight (8) hours of work, inclusive of a thirty (30) minute lunch period, shall be considered a work shift.
b) Newly hired custodians and bus mechanics will work an eight (8) hour shift, inclusive of a thirty (30) minute lunch period. Work shifts will be considered a five (5) day work period within a seven (7) day calendar week. The five (5) day work week shall be consecutive days with no break in the week. Shift changes will require a two (2) week notice prior to the change.

a) Assignments: Part-time bus mechanics shall be assigned at the sole discretion of the Superintendent or designee, including the Transportation coordinator.
b) Hours: Part-time mechanics shall work four (4) hours per day, based on the Superintendent’s discretion, inclusive of fifteen (15) minute break. See also, Section F below, regarding Leave.
c) Salary: The salary for part-time bus mechanics shall be calculated by dividing a bus mechanic salary, as per the guide, in half.
d) Longevity: Part-time staff members shall be entitled to Longevity as outlined in the parties’ Collective Bargaining Agreement.
e) Leave: Part-time bus mechanics shall be entitled to Sick Leave and Personal Leave in accordance with Article XXI of the Collective Bargaining Agreement. However, part-time staff members will not be eligible for a half day when it comes to entitlement days or bereavement days.
f) Other Benefits: Part-time staff is entitled to the same benefits as all support staff in accordance with the collective bargaining agreement. Note: Pursuant to Article XI of the Collective Bargaining Agreement, as well as State and Federal Law, part-time staff will not be eligible for health benefits.

a) One (1) secretary shall report at least one-half (1/2) hour prior to the school day. One (1) secretary shall report at the start of the school day. A secretary shall work a seven and one-half (7-½) hour day which shall include a thirty (30) minute lunch period.
b) Summer hours for secretaries will be 8 a.m. to 2:30 p.m. with a thirty (30) minute lunch period.

1. Each full time custodian and secretary shall receive two (2) fifteen (15) minute break periods, one (1) in the AM and one (1) in the PM. Such scheduled breaks shall be assigned by the employee’s supervisor.
2. Each half time Secretary or Custodian shall receive one (1) fifteen (15) minute break. Such scheduled break shall be assigned by the employee’s supervisor.

1. Custodians absent for reasons outlined within this agreement and for whom a substitute cannot be secured shall have their shift filled from an overtime list consisting of unit employees who can perform these duties.
2. An overtime list shall be developed between the members of the custodial unit and the district of persons available to work overtime for each shift.
3. The list shall be rotated and placement on said list shall be based on seniority.
4. Custodians desiring overtime shall indicate to the district the days they are able to work.
5. In the event a custodian desiring overtime is notified by the district and refuses said overtime, then that custodian shall be placed on the bottom of the overtime list.

1. Specific starting/ending dates shall be as specifically set forth by the Board. The Energy Savings Schedule/Revised Work Week must, however, begin and end with a full work week. Accordingly, for any portions of a work week after the school year ends but before the Energy Savings Schedule/Revised Work Week starts, and for any portion of the work week after the Energy Savings Schedule/Revised Work Week ends but before September 1^st, the Board may recognize an alternate summer schedule (for secretaries, it shall be as set forth in Article XIII(B)(2)(b)). These summer schedule days, if any, shall be specifically set forth on the Energy Savings Schedule. Employees shall be notified of the Energy Savings Schedule / Revised work week by May 1^st
2. All secretaries shall work a twenty-six (26) hour work week divided equally within a four (4) day consecutive work week, with specific days and daily hours determined by the Board on an annual basis. As part of the six and half (6.5) hour day, each secretary shall be entitled to a thirty (30) minute lunch period and two (2) fifteen (15) minute break periods, one (1) at the AM and one (1) at the PM. For buildings with two (2) secretaries, lunch periods must be alternated so as to ensure continuous building coverage. For buildings with one (1) secretary, the secretary shall work with their supervisor to schedule lunch so as to ensure continuous building coverage. All breaks are assigned by the employee’s supervisor. Secretaries are not permitted to apply their lunch hour or their break periods to the beginning or end of the day to come in late or leave early.
3. All custodians shall work a thirty-eight (38) hour work week divided equally within a four (4) day consecutive work week, with specific daily hours determined by the Board on an annual basis. This four (4) day consecutive work week shall either be a Monday through Thursday session or a Tuesday through Friday session. If the custodians do not voluntarily select the Tuesday through Friday session (in a sufficient number to ensure building coverage), assignments shall be made using the reverse seniority list.
4. All days off shall be counted as one for one (1:1).

4. During school breaks, two custodians per building must work. Rotation for vacation will apply. Rotation will be based on seniority.
5. Request for vacation must be submitted at least four (4) weeks prior and a written decision must be returned within two (2) weeks of the application submission date from the appropriate department supervisor.

1. In the event custodians are called out for work on weekends, or holidays, including snow emergency, the following rate shall be in effect:
a) Saturday – time and one-half (1 ½) for all hours
b) Sunday – two times for all hours that day
c) There shall be a minimum call-in time of two (2) hours for custodians

1. Drivers shall be paid their pro-rated hourly rates for any hours worked in excess of assigned/contracted package of five and one-half (5 ½ ) or six and one-half (6 ½) hours of required attendance per day.
2. Transportation attendants shall be paid their pro-rated hourly rate for any hours worked in excess of five and one-half (5 ½) hours of required attendance per day.
3. Bus Drivers and Bus Attendants shall be entitled to compensation at their hourly rate for all hours worked in excess of their assigned/contracted package selection of five and one-half (5 ½) or six and one-half (6 ½) hours of required attendance per work day to be paid in accordance with the following chart:

Minutes Over	Compensation Issued
0-2	No Compensation
3-15 minutes	15 minutes of compensation paid
16-30 minutes	1/2 hour of compensation paid
31-45 minutes	45 minutes of compensation paid
46-60 minutes	60 Minutes of compensation paid


4. A time clock shall be used.

1. Teachers who may be required to use their own car in the performance of their duties and teachers who are assigned to more than one school shall be reimbursed for all such travel at the rate of:

3. Traveling teacher will utilize available visitor’s parking spaces. Administration will provide traveling teacher with a placard. Traveling teacher will return such placard at the end of each school year.

1. The following Articles will apply to Teacher Assistants/Behavior Technicians, except to the extent otherwise provided within this agreement:

2. The following articles do not apply to teacher assistants, except to the extent otherwise provided in this agreement.

Teachers may be required to remain after the end of the regular workday without additional compensation for the purpose of attending faculty or other professional meetings twenty (20) times during the school year, with a maximum of three (3) meetings in any one-month. Such meetings shall begin no later than five (5) minutes after the student dismissal time and shall not run more than sixty (60) minutes and shall be under the direct supervision of the building principal.

1. The parties shall follow the current practice which provides for the use of the current absence management system.
2. If unable to enter virtually in current absence management system after 7 a.m., the staff member must call the main office to report the absence.
3. The computation for a day's salary shall be one (1) divided by the actual number of days contracted.

1. The Board of Education shall utilize seniority in determining the order of layoff of all teacher assistants. The teacher assistants may grieve the order of layoff to arbitration. Said arbitration shall be expedited.

1. Any layoff shall not be implemented or take effect without thirty (30) days prior notice to the Association. Following the notice, a meeting between the Board and the Association shall be scheduled prior to the effective date of such layoffs.
2. Any driver who loses employment due to reduction in force will be given prime consideration when an additional or new driver is needed.

In the event of death in the immediate family/civil union, an employee will be excused from duty without loss of pay for a period not to exceed five (5) days. Immediate family/civil union shall include: spouse/civil union partner, children, parents, grandparents, grandchildren, brother/sister, brother/sister spouse/civil union partner, guardian, and any others who are dependent upon or reside with the employee. Parents, grandparents, brothers and sisters of spouse/civil union partner are also included. Employee will be excused one (1) day for aunt or uncle for observation of the funeral.

1. Any employee leaving the employ of the Board with fifteen (15) but less than twenty (20) years of service in the Stafford Township School District shall upon departure be paid for the accumulative sick time in accordance with the following schedule:

0 - 29 NONE
30 - 59 25%
60 - 89 40%
90 - 119 50%
120 - 150 75%
$15,000 MAXIMUM CAP
NOTICE: For budget purposes, notice shall be given in September of the year preceding termination.
2. Any employee leaving the employ of the Board with twenty (20) or more years of service in the Stafford Township School District shall, upon departure, be paid for accumulated sick time in accordance with the following schedule.

0 - 29 NONE
30 - 59 25%
60 - 89 30%
90 - 119 40%
120 - 149 50%
150 - 179 70%
180 - 209 85%
210 - 239 100%
$15,000 MAXIMUM CAP
NOTICE: For budget purposes, notice shall be given in September of the year
preceding termination.

1. For each school year in which the Board and the Association agree (pursuant to section (C)(5) below) to offer the provisions set forth herein, any employee who voluntarily leaves the employ of the Stafford Township School District in that school year and who works through the end of that school year shall be entitled to the following, as provided by sections (a), (b), and (c) below:
a. On July 30^th of the year of the employee’s voluntary leave from the Stafford Township School District’s employ (e.g. for an employee leaving during the 2008-2009 school year, on July 30, 2009), payment shall be made to the employee for their accumulated sick days, pro-rated to the years of experience in the district as of June 30^th of that year, subject to a $15,000 maximum cap, consistent with the payout calculation method set forth in Article XXI (B) above.
i. Any employee who receives payment for said accumulated sick days as set forth in section (C)(1)(a) herein shall not be entitled to receive any other payment for accumulated sick days under any Stafford Township Board of Education policy, contract of employment, or collective bargaining agreement(s).
b. On July 30^th of the year following the employee’s voluntary leave from the Stafford Township School District’s employ (e.g., for an employee leaving during the 2008-2009 school year, on July 30, 2010), payment shall be made to the employee in accordance with the following position guidelines:
A Teacher shall receive $17,000*
A Secretary shall receive $11,000*
A Custodian or Mechanic shall receive $8,500*
A Transportation Driver shall receive $6,000*
A Teaching Aide shall receive $3,000*
A Bus Aide shall receive $3,000*
*Amounts are based upon 18 years of service in the district. With less years of service, the amount will be pro-rated based upon the actual years of service within the district, divided by 18. Time served as a substitute within the district will be added to years of service.

i. It is hereby understood that the payments as set forth in section (C)(1)(b) herein shall be the maximum flat amounts and shall not be subject to additional accumulated sick leave payments (other than the July 30^th payments as set forth in section (C)(1)(a) above).
c. On July 30^th of the second year following the employee’s voluntary leave from the Stafford Township School District’s employ (e.g., for an employee leaving during the 2008-2009 school year, on July 30, 2011), payment shall be made to the employee in accordance with the following position guidelines:
A Teacher shall receive $17,000*
A Secretary shall receive $11,000*
A Custodian or Mechanic shall receive $8,500*
A Transportation Driver shall receive $6,000*
A Teaching Aide shall receive $3,000*
A Bus Aide shall receive $3,000*
*Amounts are based upon 18 years of service in the district. With less years of service, the amount will be pro-rated based upon the actual years of service within the district, divided by 18. Time served as a substitute within the district will be added to years of service.

i. It is hereby understood that the payments as set forth in section (C)(1)(c) herein shall be the maximum flat amounts and shall not be subject to additional accumulated sick leave payments (other than the July 30^th payments as set forth in section (C)(1)(a) above).
2. Any employee receiving payments under sections (C)(1)(a), (b) and (c) above shall not be entitled to any other separation, severance or retirement payments under any other Stafford Township Board of Education policy, contract or collective bargaining agreement(s).
3. The provisions of this section (Article XXI (C)) do not apply to leaves of absence, only to complete, voluntary separation from the Stafford Township School District’s employ.
4. In the event of the death of an employee entitled to payments in accordance with section (C)(1)(a), (b) and (c) above prior to the issuance of the final payment, the employee’s estate and/or beneficiary shall be entitled to receive the remainder of the payments in accordance with the payment schedule set forth in sections (C)(1)(a), (b), and (c) above.
5. It is expressly understood by the Board and the Association that the provisions of this section (Article XXI (C)) are limited to the terms as set forth herein and are not intended to be automatically offered or continued on an annual basis. The provisions of this section shall only be offered in a specific school year if the Board and the Association mutually agree in writing on or before January 1^st of that school year to offer the provisions of this section (Article XXI (C)) in that school year. If the parties do not mutually agree in writing by the January 1^st date set forth herein, the provisions of this section (Article XXI (C)) will not be offered in that school year. It is expressly agreed that the provisions of this section (Article XXI (C)) will be offered in the 2008-2009 school year.

1. A participant who has exhausted their sick and personal days due to a protracted and verifiable illness or injury may apply to the committee.
2. The participant’s record must show non-abuse of sick day usage, as determined by the committee.
3. Maternity related disability will generally not be considered by the Sick Day Bank.
4. The committee may or may not award the days and may do so in not more than fifty (50) days in a school year and in no more than twenty-five (25) day segments. Reapplication is necessary for each segment. If the pool diminishes to the point whereby it is less than thirty percent (30%) of whole days in relation to the number of participants at a given moment, an open enrollment period will be declared and all employees covered by this agreement shall have the opportunity to enroll in the Sick Day Bank. Should a participant at any time of replenishing opt NOT to enroll, such action will constitute a withdrawal from the bank, losing any days thus far contributed.

1. Two participating STEA members appointed by the president.
2. One participating STEA support staff member appointed by the president.
3. The superintendent (or designee).
4. Two members of the Board of Education (or an administrator as so designated by the board president).

1. Professional Improvement.
Leaves of absence without pay of up to two (2) school calendar years shall be granted providing the following conditions are met:

a) In the case of a birth or adoption of a child, any teacher shall have the right to apply for a leave without pay for child bonding purposes.
b) In cases where both husband/civil union partner and wife/civil union partner may be teachers in this school system, only one shall be entitled to such leave.
c) In the case of female teachers, the application of child bonding leave may be made to become effective immediately upon termination of medical leave absence.
d) Child bonding leave shall be granted for a maximum of two (2) years beginning in the school year in which the birth of the child occurs. School year shall be considered July 1 to June 30. After the first year of leave, the employee may return to their vacated position. After a second year of leave, the employee will return to a position determined by the superintendent of schools or designee. A third year of child bonding leave may be granted at the option of the Board of Education. Teachers on leave must notify the Superintendent of their intentions to return by April 1. Notice in the year of the birth of the child shall be as soon as possible, but in no event, later than April 30.
The Board of Education may, on a case-by-case basis and where particular individual circumstances warrant an exception, deviate from the strict application of the conditions governing child bonding leaves of absence. Any such exception/deviation, however, is solely within the discretion of the Board of Education and any such decision to permit a deviation may not be considered as a precedent or past practice on the event of a subsequent application. It is further agreed any decision by the Board of Education under this paragraph shall not be grievable nor shall there be any appeal mechanism whatsoever from the Board’s decision.
e) Applications for child bonding leave shall be filed at least three (3) months before the anticipated birth of a child.
f) The Board will maintain the teacher in-service benefit program providing the teacher pays the premiums for such in accordance with the insurance provider.
g) Teacher assistants shall receive leaves of absence and other benefits provided by this Article at the same levels they have received as defined by their past practice.

1. EXTENDED LEAVES OF ABSENCE
a) Military leaves without pay shall be granted for a period not to exceed beyond four (4) years to any employee who enlists in any branch of the Armed Forces of the United States.
b) The Board's policy on maternity leave shall continue unchanged and is incorporated by reference as though set forth at length herein.
c) The Board agrees that the period of presumptive disability for maternity leave will be automatically comprise four (4) weeks before expected delivery date and ten (10) weeks after expected delivery date. Employees shall be permitted to use entitlement days during the period referenced herein. Any additional use of entitlement days shall require medical documentation as is usually required.
d) All requests for leave of absence shall be made in writing to the Supervisor at least 72 hours prior to a regular Board meeting.,
e) All requests for extensions or renewals of leaves shall be applied for in writing and, if granted, responded to in writing by the Board.

a) In the case of a birth of a child, or the adoption of a child, the employee shall have the right to apply for a leave without pay for child bonding purposes. In cases where both husband/civil union partner and wife/civil union partner may be employees in this school system, only one shall be entitled to such leave.
b) In the case of female employees, the application for child rearing leave may be made to become effective immediately upon the termination of the pregnancy leave.
c) Child bonding leave may be granted for a period not to extend beyond the end of the school year in which the birth of the child occurs, however, upon request of the employee and at the option of the Board, it may be extended for one additional school year. Requests for extensions of such leave must be made at least three (3) months prior to the expiration of the first period thereof.
d) Applications for child bonding leave shall be filed at least three (3) months before the anticipated birth of the child.
e) Where an employee granted a child bonding leave returns to the system at other than the start of the school year, such employee may be assigned any position decided upon by the superintendent so long as such assignment is within the certification of the employee.
f) Anything to the contrary notwithstanding, a child bonding leave granted to a non-tenured employee need not be extended beyond the end of the contract school year in which the leave is obtained.
g) The dates for the commencement and termination of child bonding leaves shall in all cases be subject to and based upon a finding and determination by the Board that such leaves will not substantially interfere with the administration of the school.

1. a course of formal graduate study at an accredited college or university with a completed course load of nine (9) credits per semester; or,
2. formal research in connection with the pursuit of an advanced degree or license; or,
3. formal research in connection with the preparation of a document or work for publication in a recognized media or publication; or
4. work on a collaborative project or experiment that advances and/or enhances education; and
5. any foreign or domestic travel in conjunction with a, b, c, or d.

2. Salary guide adjustments will be made within the duration of this contract.
3. All increases are inclusive of increment and retroactive to the date(s) reference above, when applicable.

1. Twelve (12) month employees – Each employee employed on a twelve (12) month basis shall be paid in twenty-four (24) semi-monthly installments.
2. Ten (10) month employees – Each employee employed on a ten (10) month basis shall be paid twenty (20) equal semi-monthly installments. Any employee who is employed on a ten (10) month basis may participate in a summer payment plan as stipulated in NJSA 18A:29-3
3. When a payday falls on or during a school holiday, vacation, (with two (2) weeks’ notice), or weekend, employees shall receive their paychecks on the last previous working day.

1. Employees shall be paid a stipend for teaching or presenting to other employees, in areas they have been trained beyond the regular curriculum. This includes all training held after school hours, or for training at in-service. Pay: $50 for half-day; $100 for full day.
2. Distinguished Educator Stipend: paid once a year on June 30^th of each year in the amount of $175-$1575 based on previous credit earned.

Teachers who desire a change in grade or subject assignment or who wish to transfer to another building, may file a written statement with the building principal and superintendent no later than March 1. Such statement shall include the grade and/or subject to which the teacher wants to be assigned and the school or schools, in order of preference, to which they desire to be transferred. Final decision will be made by the administration.

1. Notice of voluntary transfer or reassignment shall be given to members as soon as practicable and, except in cases of emergency, no later than the last working day of the school year.
2. Prior to a voluntary transfer or reassignment, the member involved shall be permitted an informal appearance with the superintendent.
3. A list of open positions in the school district shall be made available to all members being voluntarily transferred or reassigned. Such members may request the positions, in order of preference, to which they desire to be transferred. The Board shall be under no obligation to grant such requests and retains the unilateral right to transfer pursuant to N.J.S.A. 18A:25-1.

Track 1 tenured teachers can choose one from the options, described in the Alternate Assessment Options booklet as an alternative to a formal observation for the following school year.

a) File: Upon request, teachers shall have the right to review the contents of their personnel file and to receive copies, at Board’s expense, of any documents contained therein. A teacher shall be entitled to have Association representation during such review.
b) Derogatory material: No material derogatory to a teacher’s conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. The teacher shall acknowledge receiving the opportunity to review such material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.
The teacher shall also have the right to submit a written answer to such material and the answer shall be reviewed by the superintendent and attached to the file copy.
c) No separate file: Except for personal references and similar documents, the Board shall not establish any separate personnel file which is not available to the teacher’s for inspection.

1. Teacher assistants, secretaries, and cafeteria assistants shall be evaluated by their immediate supervisor once a year. This shall include tenure and non-tenure employees. The Board and the Association agree that the present form of evaluation will be continued and will be reviewed with the person involved.
2. Custodians, mechanics, bus drivers, and bus attendants will receive an annual Performance evaluation prior to April 15^th. The Parties shall mutually agree on an evaluation form which will include a rubric.

In all cases, evaluation reports shall be presented to each employee by their supervisor in accordance with the following procedures:
1. Such reports shall be issued in the name of the immediate supervisor based on a compilation of reports and/or observations by any or all supervisory personnel who come into contact with the employee in any supervisory capacity.

(1) Verbal warning
(2) Written warning with corrective action
(3) 1/3/5 days suspension
(4) Increment withholding
(5) Termination

1. Purpose – An instructional Council shall be established and shall meet no later than October 15 each year. The purpose of the council shall be to strengthen the educational program through recommendation, research, implementation and evaluation by the superintendent and the Association to best meet the needs of the students, the schools and the community. The council may consider, but not be limited to, advising District Administration and the Association on such matters as curriculum improvements, teaching experimentation, extracurricular programs, in-service training, staff development, pupil testing, evaluation, philosophy, educational specifications for buildings, and other related matters regarding the effective operation of the Stafford Township School District.
2. Membership – The council shall consist of one (1) chairperson from the Association and representatives appointed by the Association from each school. Each school will be entitled to one (1) representative for every fifteen Association members in the school. For fair representation, a member should be sought to represent special education and another member should represent special subject teachers. This would not be mandatory but highly recommended. There will be three (3) representatives, exclusive of the superintendent, who shall be appointed by the Superintendent or designee. The superintendent and the curriculum/instruction supervisor shall be ex-officio members of the council.
3. Committees – The council shall be authorized to establish sub or ad-hoc committees for specific projects to allow those who could be affected by council recommendations an opportunity to be involved.
4. Individual initiatives for suggestions – The council shall encourage the initiation of ideas and suggestions for projects by individual employees, departments, grade levels, Association committees, administrators, students, parents, or other interested parties.
5. Rules of procedure – The council shall establish its own rules of procedure. The chairperson or a member designated by the chairperson will meet with the supervisor of curriculum/instruction at least one (1) week prior to a meeting to prepare an agenda. It is suggested, but not mandatory, that all members of each school meet with their building principals prior to a meeting in an effort to address and resolve any outstanding issues prior to council meeting. The Parties recognize and agree that timely resolution of issues is critical, so Association members should not delay in address outstanding issues with building principals in anticipation of a council meeting.
6. Meetings – The council shall schedule four (4) meetings per school year; additional meetings may be held by mutual agreement of the parties.
A. The minutes of the meetings will be mutually agreed upon by district designee and STEA chairperson.
B. The Board of Education will be provided with minutes from the Instructional Council meetings.
7. Information – The council and its sub-committees shall be provided with the same access to available school district information as provided to the Association as specified in Article V. The Board shall consider all written reports submitted by the council for action. However, the Board is under no obligation to accept or implement any of the council’s recommendations.
8. Within two (2) school days, all recommendations accepted or implemented by the Board shall be reported by the superintendent to the principals, and all parties affected by the recommendation.

1. All employees of the Board of Education who opt out of insurance coverage (State or Private) will receive twenty-five percent (25%) of the premium or up to $5,000, whichever is less, which will be paid at the end of the school year. If an employee opts out of insurance coverage after July 1^st, the employee’s waiver payment will be prorated accordingly. If an employee who opted out of coverage during a school year chooses to select insurance coverage during the school year as the result of an eligible life altering event as set forth in (E)(2) below, the employee’s waiver payment will be prorated accordingly.
2. The Open Enrollment period during the month of October will be the time for when an employee must notify the Human Resources Department of any change. After the selection is made at no time during the school year will an employee be allowed to change their benefit packet, except in the circumstances of a life altering event as defined by the School Employee Health Benefits Program as set forth in applicable law.

The maximum insurance payment by the Board shall be $300 per year for each of this agreement.

The board agrees to implement an FSA plan and fund the administrative cost of the plan. The board at its discretion will decide the parameters of the plan and reserves the right to terminate the plan at the end of the plan year with 30 days written notice.

Eligible employees shall receive Chapter 78 Relief stipends as set forth below. Eligible employees shall be defined as those employees who actively participate in Chapter 78 and who contribute to their health benefits during each quarter. Said payments shall be made in October, January, April and July.

2024-2025: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

2025-2026: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

2026-2027: 20% reimbursement on employee health benefit contributions paid quarterly to employees, subject to a $200,000.00 cap.

This Chapter 78 Relief Stipend provision shall sunset at the expiration of the 2024-2027 contract, effective June 30, 2027. For the succeeding contract, no employee will be entitled to a Chapter 78 relief stipend unless negotiated otherwise.
ARTICLE XXXIII
HOME INSTRUCTION

SALARY GUIDE FOR TEACHERS 2024-25
Salary Guide
Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
(A) 4	58883	59333	59783	60333	60783	61233	61783
(B) 5	59283	59733	60183	60733	61183	61633	62183
(C) 6	59783	60233	60683	61233	61683	62133	62683
(D) 7	60283	60733	61183	61733	62183	62633	63183
(E) 8	60783	61233	61683	62233	62683	63133	63683
(F) 9	61283	61733	62183	62733	63183	63633	64183
(G) 10	62083	62533	62983	63533	63983	64433	64983
(H) 11	63183	63633	64083	64633	65083	65533	66083
(I) 12	64683	65133	65583	66133	66583	67033	67583
(J) 13	66583	67033	67483	68033	68483	68933	69483
(K) 14	68683	69133	69583	70133	70583	71033	71583
(L) 15	70808	71258	71708	72258	72708	73158	73708
(M) 16	72958	73408	73858	74408	74858	75308	75858
(N) 17	75158	75608	76058	76608	77058	77508	78058
(O) 18	77583	78033	78483	79033	79483	79933	80483
(P) 19	80083	80533	80983	81533	81983	82433	82983
(Q) 20	82683	83133	83583	84133	84583	85033	85583
(R) 21	85283	85733	86183	86733	87183	87633	88183
(S) 22	88183	88633	89083	89633	90083	90533	91083
(T) 23	91283	91733	92183	92733	93183	93633	94183
(U) 24	94683	95133	95583	96133	96583	97033	97583
(V) 25	98683	99133	99583	100133	100583	101033	101583

SALARY GUIDE FOR TEACHERS 2025-26
YEAR 2
Salary Guide		450	900	1450	1900	2350	2900
Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
	(A) 59883	60333	60783	61333	61783	62233	62783
	(B) 60283	60733	61183	61733	62183	62633	63183
	(C) 60783	61233	61683	62233	62683	63133	63683
	(D) 61283	61733	62183	62733	63183	63633	64183
	(E) 61983	62433	62883	63433	63883	64333	64883
	(F) 62483	62933	63383	63933	64383	64833	65383
	(G) 63283	63733	64183	64733	65183	65633	66183
	(H) 64383	64833	65283	65833	66283	66733	67283
	(I) 65883	66333	66783	67333	67783	68233	68783
	(J) 67883	68333	68783	69333	69783	70233	70783
	(K) 69983	70433	70883	71433	71883	72333	72883
	(L) 72108	72558	73008	73558	74008	74458	75008
	(M) 74158	74608	75058	75608	76058	76508	77058
	(N) 76458	76908	77358	77908	78358	78808	79358
	(O) 78883	79333	79783	80333	80783	81233	81783
	(P) 81383	81833	82283	82833	83283	83733	84283
	(Q) 84058	84508	84958	85508	85958	86408	86958
	(R) 86583	87033	87483	88033	88483	88933	89483
	(S) 89483	89933	90383	90933	91383	91833	92383
	(T) 92583	93033	93483	94033	94483	94933	95483
	(U) 96183	96633	97083	97633	98083	98533	99083
	(V) 100183	100633	101083	101633	102083	102533	103083

SALARY GUIDE FOR TEACHERS 2026-27
YEAR 3
Salary Guide		450	900	1450	1900	2350	2900
Step	BA	BA+15	BA+30	MA	MA+15	MA+30	PHD
	(A) 60883	61333	61783	62333	62783	63233	63783
	(B) 61283	61733	62183	62733	63183	63633	64183
	(C) 61783	62233	62683	63233	63683	64133	64683
	(D) 62283	62733	63183	63733	64183	64633	65183
	(E) 62983	63433	63883	64433	64883	65333	65883
	(F) 63683	64133	64583	65133	65583	66033	66583
	(G) 64483	64933	65383	65933	66383	66833	67383
	(H) 65583	66033	66483	67033	67483	67933	68483
	(I) 67083	67533	67983	68533	68983	69433	69983
	(J) 69083	69533	69983	70533	70983	71433	71983
	(K) 71183	71633	72083	72633	73083	73533	74083
	(L) 73308	73758	74208	74758	75208	75658	76208
	(M) 75358	75808	76258	76808	77258	77708	78258
	(N) 77658	78108	78558	79108	79558	80008	80558
	(O) 80083	80533	80983	81533	81983	82433	82983
	(P) 82583	83033	83483	84033	84483	84933	85483
	(Q) 85358	85808	86258	86808	87258	87708	88258
	(R) 87883	88333	88783	89333	89783	90233	90783
	(S) 90783	91233	91683	92233	92683	93133	93683
	(T) 93883	94333	94783	95333	95783	96233	96783
	(U) 97583	98033	98483	99033	99483	99933	100483
	(V) 101683	102133	102583	103133	103583	104033	104583

$800 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$1,000 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$1,500 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $1,500

BA + 15 $450………Per Year
BA+ 30 $900………Per Year
MA Degree $1,450…….Per Year
MA +15 $1,900…….Per Year
MA + 30 $2,350…….Per Year
Doctorate/National Teacher Certification/
Certificate of Clinical Competence $2,900…….Per Year

Total Possible $2,900…….Per Year

- Documented evidence is provided to show that the course or professional development opportunity can be counted as part of the upgrade requirement.

	STIPEND
ACTIVITY	2024-2027
Music Show Advisor	$2,181.00
Assistant Music Show Advisor	$1,460.00
Gym Show Advisor	$2,181.00
Asst. Gym Show Advisor	$1,460.00
Art Show Advisor	$2,181.00
Safety Patrol Advisor	$678.00
Summer School Teacher	$51.44	hour
Summer School Teacher Asst.	$20.43	hour
Summer School Teacher Asst. with personal hygiene students	$22.00	hour
Student Contact	$51.44	hour
Curr./Program Dev.	$38.30	hour
Home Instruction	$51.44	hour
IEP Home Assistant	$20.43	hour
Videographer	$38.30	hour
Nurse Coordinator	$38.30	hour
STEAM Show Advisor	$2,181.00
Special Educator Sports Advisor	$2,181.00	Stipend

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
A	37846		A	38146		A	38696		A	39796
B	38346		B	38646		B	39196		B	40296
C	38846		C	39146		C	39696		C	40796
D	39846		D	40146		D	40696		D	41296
E	40846		E	41146		E	41696		E	42296
F	41846		F	42146		F	42696		F	43296
G	42846		G	43146		G	43796		G	44396
H	43846		H	44246		H	44996		H	45596
I	45121		I	45546		I	46296		I	46896
J	46421		J	46946		J	47696		J	48296
K	47921		K	48446		K	49196		K	49796
L	49521		L	50046		L	50796		L	51396
M	51221		M	51746		M	52496		M	53096
N	52971		N	53496		N	54246		N	54896
O	54871		O	55396		O	56146		O	56821
P	56871		P	57346		P	58096		P	58796
Q	588221		Q	59321		Q	60071		Q	60771
R	60921		R	61421		R	62121		R	62821

$600 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$800 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$1,100 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $1,100

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	26795
2	27195
3	27595
4	27995
5	28395
6	28795
7	29195		1-7	30610		1	32390		1	34120
8	29595		8	31010		2-8	32790		2	34520
9	30095		9	31510		9	33290		3-9	35020
10	30595		10	32010		10	33790		10	35520
11	31095		11	32510		11	34290		11	36020
12	31595		12	33010		12	34790		12	36520
13	32095		13	33510		13	35290		13	37020
14	32695		14	34010		14	35790		14	37520
15	33395		15	34710		15	36290		15	38020
16	34195		16	35410		16	36890		16	38520
17	35045		17	36260		17	37590		17	39020

$600 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$800 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$1,100 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	19.28		1	19.58		1	19.96		1	20.47
2	19.63		2	19.88		2	20.26		2	20.77
3	20.03		3	20.28		3	20.56		3	21.07
4	20.43		4	20.69		4	20.98		4	21.37
5	21.03		5	21.29		5	21.58		5	21.93
6	21.78		6	21.99		6	22.23		6	22.53
7	22.56		7	22.73		7	22.93		7	23.13
8	23.09		8	23.28		8	23.48		8	23.73
9	23.63		9	23.83		9	24.03		9	24.28
10	24.13		10	24.38		10	24.58		10	24.83
11	24.63		11	24.88		11	25.13		11	25.38
12	25.13		12	25.38		12	25.63		12	25.93
13	25.63		13	25.88		13	26.18		13	26.48

$600 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$800 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$1,100 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

Total Possible: $1,100

College Credit Guide Compensation:
30 credits toward BA …………….. $100 ………….. Per Year
60 credits toward BA …………….. $250 ………….. Per Year
90 credits toward BA …………….. $350 ………….. Per Year
BA Degree …………………….. $500 ………….. Per Year
Total Possible …………………….. $500 ………….. Per Year

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	36898
2	37198		1-2	37938
3	37498		3	38238		1-3	39063
4	37798		4	38538		4	39363		1-4	40178
5	38098		5	38838		5	39663		5	40478
6	38598		6	39338		6	40163		6	40978
7	39198		7	39938		7	40763		7	41578
8	39878		8	40638		8	41463		8	42278
9	40578		9	41338		9	42163		9	42978
10	41278		10	42038		10	42863		10	43698
11	41978		11	42838		11	43663		11	44498
12	42798		12	43688		12	44563		12	45398
13	43648		13	44588		13	45563		13	46398
14	44648		14	45588		14	46563		14	47398
15	45748		15	46688		15	47663		15	48498
16	46948		16	47888		16	48863		16	49698
17	48248		17	49388		17	50363		17	51198
18	49748		18	50988		18	51963		18	52898
19	51748		19	52988		19	53963		19	54898
20	54248		20	55488		20	56463		20	57348
21	57448		21	58588		21	59448		21	59948
22	62048		22	62248		22	62448		22	62748

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step			Step			Step			Step
1	38077
2	38477
3	38877
4	39277
5	399677		1-5	40552
6	40077		6	40952		1- 6	41907
7	40477		7	41352		7	42307		1-7	43282
8	40877		8	41752		8	42707		8	43682
9	41277		9	42152		9	43107		9	44082
10	41677		10	42552		10	43507		10	44482
11	42377		11	43252		11	44207		11	45182
12	43077		12	43952		12	44907		12	45882
13	43827		13	44702		13	45707		13	46682
14	44577		14	45502		14	46507		14	47482
15	45452		15	46407		15	47507		15	48482
16	46452		16	47407		16	48607		16	49582
17	47652		17	48607		17	49807		17	50782
18	48952		18	49907		18	51207		18	52282
19	50652		19	51607		19	52907		19	53982
20	53852		20	54782		20	55707		20	56632
21	57522		21	58182		21	58782		21	59382
22	61482		22	61682		22	61882		22	62182

$600 Service Increment at the end of 11 continuous years of service in district to be paid at the start of the next school year
$800 Service Increment at the end of 14 continuous years of service in district to be paid at the start of the next school year
$1,100 Service Increment at the end of 17 continuous years of service in district to be paid at the start of the next school year

2023-24			2024-25			2025-26			2026-27
Salary Guide			Salary Guide			Salary Guide			Salary Guide
Step	Driver	Hourly	Step	Driver	Hourly	Step	Driver	Hourly	Step	Driver	Hourly
1	21894	24.06	1	22349	24.56	1	22854	25.11	1	23339	25.65
2	22194	24.39	2	22649	24.89	2	23154	25.44	2	23639	25.98
3	22494	24.72	3	22949	25.22	3	23454	25.77	3	23939	26.31
4	22794	25.05	4	23249	25.55	4	23754	26.10	4	24239	26.64
5	23094	25.38	5	23549	25.88	5	24054	26.43	5	24539	26.97
6	23394	25.71	6	23849	26.21	6	24354	26.76	6	24839	27.30
7	23694	26.04	7	24149	26.54	7	24654	27.09	7	25139	27.63
8	23994	26.37	8	24449	26.87	8	24954	27.42	8	25439	27.95
9	24394	26.81	9	24849	27.31	9	25354	27.86	9	25839	28.39
10	24894	27.36	10	25349	27.86	10	25854	28.41	10	26339	28.94
11	25394	27.91	11	25849	28.41	11	26354	28.96	11	26839	29.49
12	25894	28.45	12	26349	28.95	12	26854	29.51	12	27339	30.04
13	26394	29.00	13	26849	29.50	13	27359	30.06	13	27859	30.61
14	26894	29.55	14	27359	30.06	14	27909	30.67	14	28409	31.22
15	27494	30.21	15	27959	30.72	15	28509	31.33	15	29009	31.88
16	28094	30.87	16	28559	31.38	16	29109	31.99	16	29659	32.59
17	28794	31.64	17	29259	32.15	17	29809	32.76	17	30359	33.36
18	29494	32.41	18	30009	32.98	18	30559	33.58	18	31109	34.19
19	30244	33.24	19	30809	33.86	19	31359	34.46	19	31909	35.06
20	31074	34.15	20	31659	34.79	20	32209	35.39	20	32759	36.00
21	32074	35.25	21	32659	35.89	21	33209	36.49	21	33759	37.10
22	33874	37.22	22	34259	37.65	22	34659	38.09	22	34959	38.42
23	35759	39.30	23	35959	39.52	23	36159	39.74	23	36359	39.95