AGREEMENT
WALL TOWNSHIP BOARD OF EDUCATION
AND
WALL TOWNSHIP EDUCATION ASSOCIATION
2003 – 2004
2004 – 2005
2005 – 2006
2006 - 2007
TABLE OF CONTENTS
COMMON LANGUAGE
Articles in this section pertain to all employees.
Article No. Article Page No.
1 Recognition 1
2 Negotiation Procedure 3
3 Grievance Procedure 4
4 Association Rights & Privileges 8
5 Deduction from Salaries 10
6 Miscellaneous Provisions 11
7 Extended Leaves of Absence 12
(Maternity & Child Care)
8 Jury Duty 15
9 Extended Leaves of Absence 15
10 Labor-Management Conferences 17
11 Death in Family 17
12 Insurance Language 18
Blue Cross/Blue Shield
13 Duration of Agreement 19
14 Mileage 19
TEACHERS
Articles in this Section pertain only to teachers.
15 Teachers Rights 20
16 Personal & Academic Freedom 20
17 School Calendar 21
18 Teaching Hours & Teaching Load 21
19 Teacher Employment 25
20 Salaries 26
21 Teacher Assignment 28
22 Voluntary Transfers & 29
Reassignments
23 Involuntary Transfers & 29
Reassignments
24 Promotions 30
25 Teacher Evaluation 31
26 Teacher Facilities 32
27 Sick Leave & Medical Coverage 32
28 Personal Days 34
29 Temporary Leaves of Absence 34
30 Sabbatical Leave 35
31 Hospitalization Upon Retirement 36
32 Professional Development and 37
Educational Improvement
33 Student Discipline & Teacher 42
Protection
34 Substitutes 43
35 Miscellaneous Provisions 43
SECRETARIES
All Articles in this section pertain only to secretaries.
36 Administration of Salary Policy 46
37 Increments/Salaries 46
38 Steps 47
39 Probationary Period 47
40 Tenure 47
41 Longevity 47
42 Overtime Pay 48
43 Hours 49
44 Vacation Days 49
45 Holidays 50
46 Sick Days 50
47 Extended Sick Leave 52
48 Medical Insurance 52
49 Leave of Absence 53
50 Personal Days 54
51 Emergency Closings 54
52 Vacancy Postings 54
53 Office Conduct 55
54 Personnel Files 55
55 Termination of Employment 55
56 Existing Benefits 56
57 Workshops & Seminars 56
CAFETERIA EMPLOYEES All articles in this section pertain only to cafeteria employees.
58 Hourly Pay Schedule 56
59 Sick Days 57
60 Medical Insurance 58
61 Uniform Allowance 58
62 Longevities 59
63 Preventive Care 59
64 Personal Days 59
65 Seniority 60
66 Overtime 60
67 Coffee Breaks 60
68 Postings 61
69 Involuntary Transfers 61
70 Personal Contracts 61
PARAPROFESSIONALS
All articles in this section pertain only to paraprofessionals.
71 Hourly Pay Schedule 62
72 Sick Days 63
73 Longevities 64
74 Medical Insurance 65
75 Personal Days 65
76 Seniority 66
77 Preventive Care 66
78 In-Service Days 66
79 Workshops & Seminars 66
MAIL CARRIER
All articles in this section pertain only to mail carriers.
80 Hourly Pay Schedule 67
81 Longevities 68
82 Medical Insurance 69
83 Sick Days 69
84 Personal Days 70
85 Seniority 70
86 Preventive Care 71
87 Vacation Days 71
CUSTODIANS-MAINTENANCE-GROUNDS-MECHANICS All articles in this section pertain only to custodians, maintenance,
grounds, and mechanics.
88 Association Representatives 72
89 Seniority 72
90 Probationary Periods 74
91 Job Transfers 74
92 Sick Leave & Medical Coverage 75
93 Personal Days 77
94 Holidays 77
95 Vacation 78
96 Coffee Breaks 79
97 Uniforms 79
98 Association Leave Time 80
99 Overtime 80
100 Salaries 84
101 Postings 86
102 Evaluations 87
BUS DRIVERS All articles in this section pertain only to bus drivers.
103 Probationary Periods 88
104 Discipline & Discharge 88
105 Drivers Salary List 89
106 Longevities 90
107 Non-Contract Runs 90
108 Contract Packages 91
109 Sick Days 93
110 Medical Insurance 94
111 Leave of Absence Without Pay 94
112 Personal Days 95
113 Association Activity 95
114 Association Representatives 96
115 Seniority 96
116 Lunch & Dinner Rights 97
117 Medical Examinations 97
118 Uniforms 98
119 General Provisions 98
120 Bulletin Boards 98
121 Fully Bargained Provision 99
122 Postings 99
123 Summer Work 99
TRANSPORTATION DISPATCHER
124 Administration of Salary Policy 101
125 Increments/Salaries 101
126 Steps 101
127 Probationary Period 102
128 Tenure 102
129 Longevity 102
130 Overtime Pay 103
131 Hours 103
132 Vacation Days 103
133 Holidays 104
134 Sick Days 105
135 Extended Sick Leave 106
136 Medical Insurance 106
137 Medical Examinations 107
138 Leave of Absence 108
139 Personal Days 108
140 Emergency Closings 109
141 Vacancy Positions 109
142 Office Conduct 110
143 Personnel Files 110
144 Termination of Employment 110
145 Uniforms 110
146 Existing Benefits 111
147 Workshops & Seminars 111
148 General Provisions 111
149 Dispatcher Salary Guides 112
Teacher Salary Guides Flow Chart 2003-2007 112
Teacher Salary Guides 2003-2004 114
Teacher Salary Guides 2004-2005 115
Teacher Salary Guides 2005-2006 116
Teacher Salary Guides 2006-2007 117
Secretary “A” Salary Guides 2003-2007 118
Secretary “B” Salary Guides 2003-2007 120
Custodial/Mechanic Salary Guides 2003-2007 122
Maintenance/Grounds Salary Guides 2003-2007 123
Co-Curricular Activity Guides 2003-2007 124
Coaching Guides - High School 135
Coaching Guides - Intermediate 142
Extra Pay for Extra Services Guide 143
143
COMMON LANGUAGE
ARTICLE 1
RECOGNITION
The Board of Education of Wall Township and the Wall Township Education Association do hereby agree that the welfare of the children of Wall Township is paramount in the operation of the schools and will be promoted by both parties. The parties do hereby agree as follows:
A. The Board hereby recognizes the Wall Township Education Association as the exclusive and sole representative for collective negotiations concerning the terms and conditions of employment for all professional certificated staff, clerical personnel, and support staff personnel, part-time and full-time, whether under contract, on leave, on a per diem basis, employed or to be employed by the Board including:
Classroom Teachers
Nurses
Guidance Counselors
Librarians
Social Workers
Psychologists
Speech Therapists
Special Education Instructors
Reading Specialists
Unit Chairpersons
Department Chairpersons
Learning Disabilities Teacher Consultants
Cooperative Industrial Education Coordinator
Career/Job Placement Counselor
Resource Center Instructors
Athletic Trainer
R.O.T.C personnel
Substance Awareness Coordinator
Student Assistance Counselor
12 Month Guidance Counselor
Secretaries
High School Guidance Director
Custodians
Maintenance
Groundsmen
Mechanics
Mail Carrier
Aides
Cafeteria Workers
Bus Drivers
Transportation Dispatcher
and all others not listed above,
but excluding:
Superintendent
Assistant Superintendent
Assistant to the Superintendent
Business Administrator
Comptroller
Principals
Assistant Principals
Director of Special Services
Director of Operations
Director of Technology
Director of Technology & Media
Network Manager
Curriculum Coordinator
Adult School Director
Athletic Director
Department Supervisors
Curriculum Assistant
Supervisory and confidential employees as defined
in New Jersey Statutes
Business Administrator Secretarial Assistant
Data Processing Coordinator
Administrative Assistant
Management Services Director
and all others not listed above.
1. Unless otherwise indicated the term "teachers", when used hereinafter in this agreement, shall refer to all professional employees; the term "secretary" shall refer to all clerical
employees; the term "custodian" shall refer to all custodial, maintenance, grounds, and mechanic employees; the term "cafeteria" shall refer to all food service employees; the term "aides" shall refer to all instructional and non-instructional aides; the term "mailman" shall refer to the district mail carrier; the term "bus driver" shall refer to all those driving buses and vans; the term employee" shall refer to all employees represented by the Association in the negotiating unit as above defined.
2. It is agreed that the Board has the right to create new classifications during the life of this Agreement. Whenever, new classifications of support staff personnel are created, the Board shall notify the W.T.E.A. of the classification and the salary guide assigned. If requested the Board will discuss for clarification such designation with the W.T.E.A. before the job is posted.
ARTICLE 2
NEGOTIATION PROCEDURE
A. Deadline Date
The parties agree to enter into collective negotiations over a successor agreement provided the Association represents the majority of employees in the bargaining unit, in accordance with Chapter 303 Public Law 1968 as amended by Chapter 123, P.L. 1974, in good faith effort to reach agreement on all matters concerning the terms and conditions of teachers, secretaries, bus drivers, aides, cafeteria workers, custodians, maintenance men, groundsmen, mechanics, and mail carriers employment. Such negotiations shall begin in accordance with a time established under the rules and regulations of the Public Employment Relations Commission. Any Agreement so negotiated shall apply to all employees, be reduced to writing and be signed by the Board and the Association upon ratification by the Board and the Association.
B. During negotiations, the Board and the Association shall present relevant data and exchange points of view. The Board shall make available to the
Association for inspection all pertinent records, data and information of the Wall Township School District. The Board shall provide the Association with a complete, tentative line budget for the next fiscal year as well as preliminary budgetary proposals, requirements and allocations subsequent to the county
Superintendent's approval.
C. Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals and make counter proposals in the course of negotiations. The negotiating representatives shall submit all tentative agreements contained in the memorandum of understanding to their respective parties who retain final authority to accept or reject them.
D. This agreement incorporates the entire understanding of the parties on all matters which were negotiated.
E. Proposed new rules or modifications of existing rules shall be bargained with W.T.E.A. before they are enacted, as provided for in the N.J.S.A. 34:13A-53.
F. The Board agrees not to negotiate concerning said employees in the negotiating unit, as defined by this Agreement, with any organization other than the Association for the duration of this Agreement.
G. This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
ARTICLE 3
GRIEVANCE PROCEDURE
A. Definitions
Grievance
A "grievance" is a complaint by which an employee or employees in the bargaining unit, or a bargaining representative, may appeal the interpretation, application or violation of policies, agreements, and administrative decisions affecting them.
B. Purpose
The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to problems affecting employees which may from time to
time arise. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
C. Principles
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, the time limits shall be reduced by mutual agreement so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as possible by changing all references to working days or school days in Section D., Procedure to calendar days, except that in no event shall a party have less than five (5) calendar days to take action.
All meetings and hearings under this procedure shall be conducted in private and shall include only such parties in interest and their designated or selected representatives.
All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personal file of any of the participants. This file shall be maintained until such time as final decision is made, at which time all records except the final decision shall be destroyed.
Any aggrieved employee may be represented at all stages of the grievance procedure by him or herself, or, at his or her option, by a representative. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.
D. Procedure
1. Teachers:
Any teacher who has a grievance shall discuss it with his or her immediate supervisor or principal, in an attempt to resolve the matter informally at that level. To be considered, a grievance must be initiated by the employee within thirty (30) calendar days of its occurrence.
If as a result of the discussion, the matter is not resolved to the satisfaction of the teacher within five (5) school days, the teacher shall present the complaint in writing to the principal, or immediate supervisor, within five (5) school days. The principal shall communicate the decision to the teacher within three (3) school days of receipt of the written
complaint.
The teacher may appeal this decision to the Superintendent of Schools within five (5) school days. The appeal to the Superintendent must be made in writing and must set forth grounds upon which the grievance is based. The Superintendent shall receive a report on the grievance and shall confer with the concerned parties. Either party may request a private conference. The Superintendent shall attempt to resolve the matter as quickly as possible, and within a period not to exceed ten (10) school days. The Superintendent shall communicate the decision in writing, along with supporting reasons, to the teacher and the principal, or immediate supervisor, and the Association.
If the grievance is not resolved to the teacher's satisfaction, the teacher may request a review by the Board of Education within five (5) school days. The request shall be submitted in writing through the Superintendent of Schools, who shall attach all related materials and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance, hold a hearing with the teacher if requested, and render a decision within thirty-five (35) calendar days.
If the Association is dissatisfied with the determination of the Board of Education and in the further event that the grievance involves the interpretation of application of this contract, but does not involve a tenure charge (18A:6-10), withholding of an increment (18A:29-14), or a non-renewal of a non-tenured teacher's contract (18A:27-10), then a request for arbitration shall be made by the Association within fifteen (15) calendar days following the determination by the Board of Education, with a copy sent to the Board of Education. The parties shall then be bound by the rules and procedures of the Public Employment Relations Commission (P.E.R.C.) as to the selection of an arbitrator. The Arbitrator's decision shall be in writing and shall be submitted to the Board and the Association and shall be final and binding on the parties. The compensation of the Arbitrator shall be borne equally by the parties. Failure by the grievant at any step of this procedure to appeal a grievance to the next step within a specified time limit shall be deemed to
be acceptance of the decision rendered at that step. Failure at any step of this procedure to communicate a decision of the grievance to the grievant within the specified time limits shall be deemed to be acceptance of the grievant's position.
2. Support Staff:
The employee shall first discuss his/her complaint with his/her immediate supervisor. The immediate supervisor shall give his/her decision on the matter within five (5) working days of the date of the discussion. To be considered, a grievance must be initiated by the employee within thirty (30) calendar days of its occurrence.
If the grievance is not resolved to the employee's satisfaction with the immediate supervisor, the employee may within five (5) working days of receipt of the answer of the immediate supervisor, submit to the Business Administrator of the Board of Education in writing, specifying his/her dissatisfaction with the decision previously rendered. (Copy to be sent to the immediate supervisor.) The Business Administrator shall meet with the concerned parties and respond to the grievance within five (5) working days of submission of said grievance.
If the grievance is not settled at the above step, the grievance shall proceed to the Superintendent of Schools within five (5) working days of the above decision. The Superintendent shall take such steps as he deems necessary and desirable, which shall include a hearing with the employee and Association representative to effect an equitable determination of the grievance and shall render his decision in writing to the employee within ten (10) working days from the receipt of said grievance. The Superintendent shall, prior to rendering his decision, consult with the majority of the Board of Education. If the Board of Education desires additional information on the grievance, they can request the presence of the employee for review with his/her representative. If the Board agrees with the Superintendent's determination, he shall so notify the Association of his determination within five (5) working days and the Association may then proceed to the next step.
If the grievance is not resolved at the above step, the Association may request within fifteen (15) calendar days arbitration using the following procedure provided the dispute concerns the application, meaning or
interpretation of the Agreement.
a. The Superintendent and a representative of the Association will attempt to select a mutually satisfactory arbitrator.
b. If the parties are unable to determine a mutually satisfactory arbitrator within fifteen (15) days, the Public Employment Relations Commission (PERC) may be requested by either party to submit a list of five names. Both the Board and the Association shall have the right to strike names alternately from the list, with the Board striking first, until there is one name left. The remaining person shall be the arbitrator.
c. The parties shall then be bound by the rules and procedures of the
Public Employment Relations Commission (PERC). The Arbitrator's decision shall be in writing and shall be submitted to the Board and the Association and shall be binding on the parties.
d. All costs of, and expenses incurred by the Arbitrator, shall be shared equally by the Board and the Association.
e. Failure by the grievant at any step of this procedure to appeal a
grievance to the next step within the specified time limit shall be
deemed to be acceptance of the decision rendered at that step.
Failure at any step of this procedure to communicate a decision
of the grievance to the grievant within the specified time limits
shall be deemed to be acceptance of the grievant's position.
ARTICLE 4
ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to furnish to the Association, in response to reasonable requests from time to time, all available information concerning the financial reports and audits, register of certificated personnel, agendas and minutes of all open public Board meetings, census data and names and addresses of all Association members.
B. Whenever any representatives of the Association or any employee is mutually
scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, the employee shall suffer no loss in pay.
C. Representatives of the Association, the Monmouth County Education Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official association business on school property at all reasonable times after regular school hours or during regular school hours with the approval of the principal or the designee.
D. The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings. The principal of the building in question shall be notified in advance of the time and place of all such meetings. Prior approval shall be required by the building principal. In case of an evening meeting or workshop involving outside groups named in (C) above, all such organizations will complete the necessary forms required by the Board of Education for the use of school facilities.
E. With prior approval of the principal, the Association shall have the right to use school facilities and equipment including typewriters, copy machines, computers and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall supply all materials and supplies necessary to such use. It shall be the obligation of the Association to provide qualified, adequately trained personnel to operate the equipment. The Association shall be held responsible for any damage to the equipment. The Association shall submit to the Board Secretary copies of receipts for materials and supplies used in equipment referred to above.
F. The Association shall have the right to install a bulletin board for its exclusive use in staff lounges and staff work rooms.
G. The Association shall have the right to use inter-school mail facilities and school mail boxes. The exception that there shall be no bulk mailing.
H. The rights and privileges of the Association and its representatives as set forth in the agreement may be granted only to the Association as the exclusive representative of the employees and to no other organization.
I. The President and Grievance Chairperson of the Association shall not be scheduled for homeroom or duty periods, but will be given this time for Association business. The President and Grievance Chairperson of the
Association will receive one (1) period of released time, per day, so as to
conduct Association business. This period will be in addition to other duty free
periods as stated above.
J. Professional days for representatives of an Association to attend state and national conferences and conventions may be taken under Article 30 - Paragraph "B".
The term "representative" used herein shall apply to any employee(s)
representing the bargaining unit.
K. No employee shall be disciplined or reprimanded without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth. Any criticism of an employee by a supervisor/administrator shall be made in confidence and not in the presence of teachers, parents, students, other employees, or a public gathering.
L. Whenever any employee is required to appear before the Superintendent, the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in the office, position or employment, or the salary or any increments pertaining thereto, then the employee shall be given prior notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise and represent him or her during such meeting or interview.
M. No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates (NEA, NJEA, MCEA, WTEA).
ARTICLE 5
DEDUCTION FROM SALARIES
A. The Board agrees to deduct from the salaries of its employees dues for the Wall Township Education Association, the Monmouth County Education Association, the New Jersey Education Association, the National Education Association, as said employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with chapter 310, Public Laws of 1967 (NJSA 52:14-15.9e) and under rules established by the State Department of Education. Said monies together with the records of any corrections shall be transmitted to the Treasurer of the Wall Township Education Association by the 15th of each month following the monthly pay period in which deductions were
made. The Association Treasurer shall disperse such monies to the
appropriate association or associations. Employee authorization shall be in writing in the following form:
AUTHORIZATION TO DEDUCT
ASSOCIATION MEMBERSHIP DUES
Name.................................................................
Social Security No...................................................
School Building...................................................... Date..................................
TO: Disbursing Officer, Wall Township Board of Education
I hereby request and authorize the above named disbursing officer to deduct from my earnings an amount sufficient to provide for the payment of those yearly dues as certified by W.T.E.A., N.J.E.A., M.C.E.A., and N.E.A. in equal monthly payments for all or part of the current school year and for succeeding school years. I understand that the disbursing officer will discontinue such deductions only if I file such notice of withdrawal as of January 1st next succeeding the date on which the withdrawal is filed. I also agree that upon termination of employment, the disbursing officer shall deduct any remaining amount due for that current year. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the governing board and all its officers from any liability therefore.
..............................................................................
Signature
B. Agency Shop
Under the terms of Public Law 1979, Chapter 477, a representation fee will be deducted from the paychecks of all bargaining unit members who do not join the Association. This representation fee amounts to 85% of the yearly dues.
ARTICLE 6
MISCELLANEOUS PROVISIONS
A. This agreement constitutes Board policy, insofar as said policies have been incorporated herein, for the term of said agreement, and the Board and the Association shall carry out the commitments herein and give them full force and effect as Board policy.
B. If any provision of this agreement or any application of any provision of this agreement to any employee or group of employees is held to be contrary of law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
C. Any individual contract between the Board and an individual employee heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this agreement. If any individual contract contains any language inconsistent with this agreement, this agreement, during its duration, shall be controlling.
D. The Board and the Association agree that there shall be no discrimination, and that all practices, procedures and policies of the school system will clearly exemplify that there is no discrimination in the hiring, training, assignment, promotion, transfer, or discipline of employees or in the application or administration of this agreement on the basis of race, creed, color, religion, national origin, sex, domicile, age or marital status.
E. Copies of this agreement shall be published at the combined expense of the Board and the W.T.E.A. The Board shall be limited to 50% of the cost.
F. The Association and the Board of Education agree that any discipline towards
any member of the association, shall be progressive in nature and corrective
in it's action.
ARTICLE 7
EXTENDED LEAVES OF ABSENCE
I. Maternity and Child Care Leave
The Board shall grant maternity leave without pay to any employee upon request subject to the following stipulations and limitations:
A. The Board may remove any pregnant employee from her working duties on any one of the following bases:
1. Her work performance substantially declines from the period preceding pregnancy.
2. Her physical condition or capacity renders her incapable of performing her assigned duties, which shall be deemed to exist if:
a. The pregnant employee fails to produce physician's certificate that she is medically able to continue working, or the Board's physician concludes that she is unable to continue working.
3. Any other just cause that is found to exist in N.J.S.A. Title 18A.
B. The Board shall grant a leave of absence for medical reason associated with pregnancy and birth to pregnant employees on the same terms and conditions governing leaves of absence for other illness or medical disabilities, as set forth in N.J.S.A. Title 18A:30-1 et seq.
C. It is recognized that an employee's maternity leave application involves both a disability phase and a child care phase. The disability phase is that period of time, both prenatal and post-natal, during which time the employee voluntarily suspends his or her working career to care for the newborn child.
II. Disability Phase
a. An employee shall notify the Superintendent of Schools of her pregnancy as soon as it is medically confirmed. Any employee seeking such leave shall apply to the Board within sixty (60) days prior to the beginning of leave unless an emergency prevents such notice.
b. At the time of application the employee shall specify in writing the date on which he or she wishes to commence leave and the date on which he or she wishes to return to work after birth.
c. An employee is required to produce a certificate from her physician in support of the requested leave dates. Where the projected disability period exceeds four (4) weeks in either the prenatal or post-natal period the employee's physician shall give specific reasons for the period so certified.
d. Any employee granted maternity leave without pay according to the provisions of this section may at his or her decision elect to use
all or any part of the accumulated sick leave during the period of such absence and receive full pay and benefits for the same. The employee shall indicate on his or her application whether or not he or she elects to exercise this right.
e. The physician's certificate is subject to agreement by the Board's physician based upon the employee's medical records and upon consultation with the employee's physician. If after such analysis the Board of Education's physician and the employee's physician are unable to agree then the two physicians shall agree in good faith on a third impartial physician who shall examine the employee and whose medical opinion shall be conclusive and binding on the medical issue. Where medical opinion is supportive of the leave dates requested, such leave shall be granted by the Board. Following the grant of such leave to any employee, the commencement and termination dates thereof may be further extended or reduced for medical reasons upon application by the employee to the Board. Such extension or reduction shall be granted by the Board for an additional reasonable period of time, provided the employee produces a physician's certificate in support of the requested change, which certificate is subject to agreement by the Board's physician as above provided.
III. Child Care Phase:
a. Where the requested leave dates are beyond the period of disability associated with pregnancy and is for child care purposes as defined above, the tenured employee shall be entitled as a matter of right, and at his or her discretion to a child care leave:
i.) for the balance of the school year in which the birth occurred.
ii.) if the birth occurred less than ninety (90) working days from the end of the school year, for the balance of the school in which the birth occurred and the entire following school year.
b. The Board need not grant or exceed the leave of any non-tenured employee beyond the end of the contract school year in which leave was obtained.
c. An employee returning from a pregnancy leave shall be entitled to all benefits to which employees returning from other types of sick or disability leave would be entitled.
D. An employee who becomes pregnant while on a child care phase leave of absence shall be entitled to all of the rights hereunder.
E. The Board is under no compulsion to continue the employment of a non-tenured employee beyond the contracted period so long as the non-renewal of employment is not based solely upon a condition of pregnancy or childbirth. The maternity leave period shall not be counted for tenure purposes.
F. Advancement on the salary guide shall be based upon the date of commencement of the leave of absence. The employee will be granted a full salary guide step and credit for longevity if he or she works more than ninety (90) working days during the year. Working ninety (90) days or less does not allow for advancement on the salary guide or credit for longevity.
G. Upon return from a maternity leave of absence, the employee shall be reinstated in his or her same or similar position for which he or she is certified. The following year the employee shall be returned to the same position subject
to the Board's right to make involuntary transfers.
ARTICLE 8
JURY DUTY
A. Employees serving jury duty will limit their days of absence to the days of actual jury service. They shall receive their regular salary during the time of service and will turn over the jury duty check to the Board of Education up to the amount of their salary.
ARTICLE 9
EXTENDED LEAVES OF ABSENCE
1. Association Activities
The Board agrees that up to one (1) W.T.E.A. member designated by the Association shall, upon request, be granted a leave of absence without pay for up to one (1) year for the purpose of engaging in activities of the Association or its affiliates.
2. Peace Corps
A leave of absence without pay of up to two (2) years shall be granted to any employee who joins the Peace Corps, Vista National Teacher Corps, or serve as an exchange teacher or overseas teacher, and is a full-time participant in either of such programs, or accepts a Fullbright Scholarship.
3. Military Leave
Military leave without pay shall be granted to any employee who is inducted or enlists in any branch of the Armed Forces of the United States for the period of said induction or initial enlistment or to the spouse of any employee who is so inducted or who enlists to join him or her for the period of special training in preparation for duty overseas in combat zones.
4. Adoption
A employee adopting an infant child may receive similar leave which shall commence upon the employee receiving "de facto" custody of said infant, or
earlier if necessary to fulfill the requirements of the adoption. No employee on maternity shall, on the basis of said leave, be denied the opportunity to substitute in the Wall Township School District in the area of certification or competence.
5. Family Illness
A leave of absence without pay of up to one (1) year shall be granted for the purpose of caring for a sick member of the employee's immediate family. Additional leave may be granted at the discretion of the Board.
6. Public Office
The Board shall grant a leave of absence without pay to any employee to campaign for or serve in public office.
7. Other Leaves
Other leaves of absence without pay may be granted by the Board for good reason.
8. Seniority
Any employee who, for purposes of maternity, extends her/his leave to additional contract years shall not accrue seniority for those additional years.
9. Leave Benefits
Upon return from leave granted pursuant 1,2,3, or this Article, an employee shall be considered as if he or she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he or she would have achieved if the employee had not been absent; provided, however, that time spent on said leaves shall not count toward the fulfillment of the time requirements for acquiring tenure. An employee shall not receive increment credit for time spent on leave granted pursuant to Section 5,6,7, or 8 of this Article nor shall such time count toward the fulfillment of the time requirements for acquiring tenure.
10. Requests for Extended Leaves
Requests for extended leaves of absence, and extensions of same, are to be made on or before April 1st of the preceding year. (Exceptions to the deadline on 4,5,6). Every effort will be made to have extended leaves of absence start at
the beginning of a school year (September) and conclude at the end of a school year (June). (This is recommended so as to allow reasonable time to secure capable replacements and so as to cause the least amount of disruption to a continuing school program).
Requests for extended leaves of absence are to be presented in writing to the Superintendent of Schools by April 1st in order that formal Board action can be taken at the annual April meeting. The applicant is to be advised of Board action in writing, within one (1) week of the regular April meeting.
ARTICLE 10
LABOR-MANAGEMENT CONFERENCES
A. To promote harmonious relations between the Association and the Wall Township Board of Education, both parties agree to set up a semi-annual labor/management conference to discuss matters of mutual interest.
B. These meetings can be called by either the Association or the representatives of the Board at a time and place of mutual convenience of both parties, and shall discuss whatever issues are involved. The side that calls for the meeting shall submit an agenda to the other party involved. These meetings are not intended to circumvent the grievance procedure.
ARTICLE 11
DEATH IN FAMILY
A. Each employee is entitled to:
Seven (7) consecutive days for death in family (spouse, child, son-in-law, daughter-in-law, parent, mother-in-law, father-in-law, sister, brother, brother-in-law, sister-in-law, aunt, uncle, grandparents, grandchildren, niece, nephew, or any other members of the immediate household.
ARTICLE 12
INSURANCE COVERAGE
(BLUE CROSS/BLUE SHIELD)
Changes agreed to: (This language does not apply to Paraprofessionals)
A. Mental Health coverage to be corrected based on the Mental Health Parity Act
which took effect January 1, 1998.
B. Emergency Room Care: $50.00 co-pay, waived if admitted
C. In-patient & out-patient Rehab (i.e. Speech, Physical Therapy, Cognitive
Therapy, Occupational Therapy: Maximum - 30 visits
D. All applicable contracts will be covered by the Blue Cross/Blue Shield plan
implemented July 1, 1997. The out-of-network deductible will be
$100/$200.
E. Beginning July 1, 2001, any employee shall have the option of surrendering
coverage under this article and any related insurance articles, in exchange
for a lump sum cash payment of $4500.00 for family coverage, and $2000.00
for single coverage. Said payment shall be made in two (2) installments on
January 30th and June 30th of the contract year in which benefits are
surrendered. Each employee opting to surrender benefits provided under
Articles 27, 48, 60, 91, and 109 shall notify the Board Office no later than
June 15th preceding the contract year in which the employee will receive
a stipend in lieu of benefits. Employees who accept the lump sum cash
payment will be surrendering all benefits under Articles 27, 48, 60, 91,and 109. (Medical, Dental, and Prescription) Surrender of benefits for the following
year shall not be considered automatic. Every employee shall be considered
as covered unless and until such time as an employee shall affirmatively
notify the Board that he/she is continuing to surrender benefits in return for the
aforestated stipend.
If an employee has family coverage, and opts to surrender this family coverage, he/she cannot opt to surrender family coverage, receive the monetary cash payment for such, and then wish to maintain single coverage, at Board of Education expense. When an employee opts to surrender medical, dental, and prescription coverage under this Article, the employee is surrendering all medical, dental, and prescription coverage through the Board of Education, family or single, for that school year.
This provision shall only apply to those employees who receive 100% of their
health insurance paid for by the Board of Education.
The Board of Education shall establish a Section 125 Plan. A copy of the
plan shall be kept on file in the Board Office with a copy to the Association.
ARTICLE 13
DURATION OF AGREEMENT
A. This agreement shall be effective as of July 1, 2003 and shall be effective until June 30, 2007 subject to the Association's right to negotiate a successor agreement as provided in the Negotiation Procedure. Language and salaries
are retroactive to July 1, 2003.
B. In witness where of the Association has caused this agreement to be signed by its President and Negotiators and the Board has caused this agreement to be signed by its President and by its Secretary and its corporate seal to be placed hereon.
ARTICLE 14
MILEAGE
A. Employees shall be reimbursed at the IRS rate, per mile, for using their personal car when required to travel inside or outside the township in the
course of employment, at the request of the administration. If the nature of a
position changes substantially to include commuting among the district
schools, the employee, upon the recommendation of the Superintendent, shall
be reimbursed at the prevailing IRS rate.
TEACHERS
ARTICLE 15
TEACHER RIGHTS
A. The parties agree to TEACHER RIGHTS as defined in Chapter 303, Public Laws 1968, as amended by Chapter 123, P.L. 1974.
B. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he or she may have under New Jersey School Laws or other applicable laws and regulations.
C. The teacher shall maintain the primary right and responsibility to determine grades and other evaluations of students within the grading policies of the school district based upon the teacher's professional judgment. The Board of Education has final supervisory power to review student grades and evaluation but shall not make any change without receiving a report from or consulting with the teacher involved, the building principal involved, and at least one other teacher teaching either the same grade or the same subject matter area.
ARTICLE 16
PERSONAL AND ACADEMIC FREEDOM
A. Where the observable behavior of a teacher may be damaging to the image of the profession or could have the capacity to affect the lives of the students, the Board then has the right to make appropriate judgments. In all other matters, the personal life of a teacher is not an appropriate concern or attention of the Board except as it may prevent the teacher from performing the assigned functions during the work day.
B. Academic Freedom
According to existing Board policy on Controversial Issues and subject to changes as subsequent Board policy may dictate. Board of Education policy is
stated in the policy book.
ARTICLE 17
SCHOOL CALENDAR
A. A joint committee comprised of the Board, the Association and the Superintendent shall meet on or about January 1, but not later than February 1, to consult on a school calendar for the ensuing school year.
B. If this joint committee cannot reach mutual agreement on a proposed school calendar, the Association representative shall have the right to meet with the Board not later than February 15 to present its view-points and proposals regarding the calendar.
ARTICLE 18
TEACHING HOURS AND TEACHING LOAD
A. The parties agree that teachers are to commence and terminate the school day in accordance with the following schedule:
Elementary teachers:
Commence 15 minutes prior to pupil hours. Terminate 15 minutes after pupil hours.
Intermediate teachers:
Commence 15 minutes prior to pupil hours. Terminate 15 minutes after pupil hours.
High School teachers:
Commence 10 minutes prior to pupil hours. Terminate 10 minutes after pupil hours.
The above hours are based on present school hours for students:
Elementary 6 hrs. 15 mins. (incl. lunch)
Intermediate 6 hrs. 34 mins. (incl. lunch)
High School 6 hrs. 42 mins. (incl. lunch)
B. All teachers shall indicate their presence for duty by placing their initials in the appropriate column of the faculty "sign-in" and "sign-out" roster.
C. It shall be the responsibility of the teaching staff members, as well as the Board, to provide the highest quality educational program to every boy and girl in the school district. Teachers are encouraged to participate in all activities of the school; particularly those activities in which their students are involved.
D. The Board shall continue to recognize that teacher and department efficiency results from optimum teaching loads and hours or pupil contact, and shall continue its effort to maintain the same.
E. Efforts shall be made so that regular classroom teachers in the Intermediate School and the High School shall not be required to change subject area teaching stations more than two times during the school day. However, teachers shall accept flexibility in cases of innovation and curriculum change.
F. Teachers shall have a daily duty-free lunch period in accordance with the State Board of Education regulations, and in accordance with present practice.
G. Teachers may leave the building without requesting permission during their scheduled duty-free lunch period so long as said teachers sign out and sign in.
H. No meetings, conferences, or interviews shall be scheduled with the teachers by the Administration during this duty-free lunch period.
I. Teachers may be required to remain after the end of the regular work day for the purpose of attending faculty or other professional meetings three (3) days each month. Such meetings shall begin no later than ten (10) minutes after the student dismissal time and shall run for no more than fifty (50) minutes. If travel between buildings is required, such meetings shall begin no later than thirty (30) minutes after student dismissal. This section does not apply to Association meetings needed for self-evaluation in preparation for State and Middle State evaluations. All new teachers are required to participate in workshops concerned with the educational program of Wall Township.
J. Teachers may be required to remain after the end of the regular workday for the
purpose of giving students extra help, for helping students who have been absent due to illness, etc., one (1) afternoon each week. Efforts will be limited to
no more than one (1) hour.
K. An Association representative may speak to the teachers at any meeting referred to in "I" above for at least ten (10) minutes at the end of the meeting.
L. When possible, the notice and the agenda for any meetings shall be given to the teachers involved prior to the meeting. Teachers shall have the right to suggest items for the agenda.
M. Classroom teachers shall have, in addition to their duty-free lunch period, a daily preparation time during which they shall not be assigned to other duties:
a. Self-contained classes -- thirty (30) consecutive minutes per day
b. Departmental classes -- not less than one (1) class period per day.
Prep time for part-time teachers: Paid daily prep time will be pro-rated based
on the number of hours worked in relation to full-time teachers and will be made
retroactive back to September 1997. Teachers will large unpaid gaps in their
workday, will be provided with a daily thirty (30) minute prep period retroactive
to September 1997. Even though this extra time may put part-time teachers
over twenty (20) hours of work per week, they will not be entitled to benefits for
the 1997-1998 school year, but will be paid for this prep time, retroactive to
September 1997. These large unpaid gaps will be eliminated through
scheduling next year, 1998-99, and all future years, where consecutive hours
or work will take place.
N. Teachers participating in extra-curricular activities during the regular school day and beyond the school day shall be compensated according to the currently existing negotiated guide.
O. Elementary school teachers may be required to participate in evening parent conferences up to a maximum of two (2) evenings per school year during the Fall conference schedule. Such meetings shall not exceed the allotted time frame of daytime conferences. On days that evening conferences are scheduled, the teacher shall be dismissed fifteen (15) minutes following the student half-day dismissal.
P. K - 8 students will be released after the required minimum school day the last three (3) days of the school year in order to permit teachers (K-8) time for the necessary end-of-the-year reporting.
Q. The days of final exams at the High School, at the end of the school year, will be
half days for all high school teachers.
R. Flex Time: (Guidance Counselors & Substance Awareness Counselor): Flex
time will be permitted for guidance counselors in order to conduct college fairs,
etc., beyond the regular workday and for the Substance Awareness Counselor
to conduct parent meetings, seminars, etc., beyond the regular workday. The
amount of time that is spent beyond the regular workday to conduct such
events, will be made up during the hours of regular time the guidance
counselors and substance awareness counselors work. This equal amount of
time must be made up during the same week that the after school event(s)
took place. No flex time may be carried over to another week.
S. High School Teaching Loads:
5 classes - 1-1/2 duties - 1 prep - 1 lunch - 1/2 curriculum development
5-1/2 classes - 1/2 duty - 1-1/2 preps - 1/2 curriculum development - 1 lunch
6 classes - 0 duties - 1-1/2 preps - 1/2 curriculum development - 1 lunch
The following are the maximum teaching loads for teachers in each department:
English and History Departments: 5 classes
Science, Math, and Computer Science Departments: 5 - 1/2 classes
Special Education Department: 6 classes
Art, Foreign Language, and Music Departments: 6 classes
Technology Education, and Physical Education/Health Departments: 6 classes
Home Economics (Family Life & Consumer Sciences): 6 classes
Business Department, ROTC, Media/TV Teacher and teachers of any other
elective areas newly created: 6 classes
T. Intermediate School Teaching Loads:
5 classes - HR - 1 USP - 1 lunch - 1-1/2 prep - 1/2 duty
6 classes - 1/2 USP - 1 lunch - 1-1/2 prep
"Unit Support Period (USP) is not a scheduled class teaching period. Teacher lesson plans and student grades are not required for this period. In addition, this time will not be used as a period for the purpose of formal classroom observation. Teachers will be scheduled to an assigned room or area. IEP's will not refer to the USP as a daily scheduled period. Students may elect to go to the special education teacher during the USP as they would any other unit support teacher for the purpose of:
Monitoring student study time
Extra help
Make-up work or tests
Any other activities that the teacher may determine necessary
U. Back to School Nights:
1. The Board of Education shall cause administrative staff to produce a
calendar which identifies the dates of Back to School Nights for all schools
no later than the end of the Spring term preceding the scheduled Fall Back
to School Nights in the school year immediately following the Spring term.
2. Teaching staff members who attend Back to School Nights shall pick up
name tags verifying their presence in the building in order to ensure
adequate coverage for Back to School Night functions.
3. A teacher's unexcused absence at Back to School Night will be reviewed
on a case by case basis by Administrative Staff in consultation with the
WTEA. Failing an appropriate reason for absence, i.e., emergency,
sickness and/or a personal commitment involving the payment of moneys in
excess of $100.00, which the WTEA member shall document, had been
committed prior to the production of the Back to School Night calendars,
proposed in accordance with Paragraph #1 above, and approved by the
Board of Education, the teacher shall, upon finding of just cause, be
charged with one-half (1/2) of a personal day.
ARTICLE 19
TEACHER EMPLOYMENT
A. Each teacher shall be placed on his or her proper step of the salary schedule as of the beginning of each school year.
B. The basis for placement of newly hired teachers on the salary guide shall be equivalent years of experience to that of a teacher currently employed in the district. However, the starting salary step for teachers entering the district may be set at no less than one-half of their accumulated public school teaching experience and/or related industrial experience. Additional credit, not to exceed four years will be given for military experience.
C. Teachers with previous teaching experience in the Wall Township School District shall upon returning to the system receive full credit on the salary schedule for all outside teaching experience and military experience. A teacher who has been rehired after leaving the Wall School System shall receive credit for ten (10) unused sick days, but in no case more than was accumulated through past experience in Wall.
D. Previously accumulated unused sick leave days shall be restored to all teachers returning from a Board approved leave.
E. Teachers shall be notified of their contract and salary status for the ensuing year no later than May 15th.
F. The Board will offer written contracts of summer employment on or before May 15th and which will be cancelable upon the giving of ten (10) working days notice. The notice shall be given at least ten (10) working days prior to commencement of the summer employment. Those teachers who have applied and will not receive contracts will be so notified.
G. Seniority lists for teachers will be maintained.
ARTICLE 20
SALARIES
A. For the purpose of administration of the salary schedule, each "step" shall be defined as one year of employment in a duly accredited school or institution academic year, or major part thereof. Teachers who plan to complete sufficient
academic study to entitle them to reclassification or adjustment in salary shall be required to notify the Superintendent, in writing, before December first (1) of the preceding fiscal year. The Superintendent shall acknowledge in writing, receipt of such notification as soon as possible. The burden of proof of sufficient academic study (transcripts) to justify salary reclassification will rest with the teacher. Such academic study to be concluded prior to September first (1) and evidence forwarded to the Superintendent's office prior to October first (1).
See salary guides at the end of this document:
2003-04: (Retroactive to July 1, 2003)
2004-05 2005-06 2006-07
The parties hereby agree that the pay out of the split guides for teachers
shall be averaged (Sept - Jan) & (Feb - June) each year.
The cost of the 4B guide for June 2007 shall be the base for the next round of
negotiations.
B. Teachers shall be provided with a statement of earnings, and deductions made from these earnings, for each monthly salary payment.
C. Longevity increments: An additional $550 increment for teachers entering their 15th, 18th, 21st, and 25th year of teaching as a fully certified teacher. Any
teacher who has been employed as a teacher for thirty (30) years in Wall
Township, shall receive an additional $1000 longevity payment.
D. To qualify for the "D" scale , a teacher:
Shall possess a Master's Degree in an educational field containing a minimum of 18 hours of graduate credit in the subject or area in which he or she is assigned.
Possess a Master's Degree in any other field of education, plus a minimum of 18 hours of graduate credit in the subject or area of his or her assignment.
For elementary teachers the above requirements can be interpreted to include general elementary education or child growth and development.
For secondary teachers the above requirements can be interpreted to include a
Master's Degree in general secondary education.
E. To qualify for the "E" & "F" scale, a teacher must: Have previously qualified for the "D" scale.
F. Recognition of Educational credits for the purpose of Salary Classifications:
All credits accepted in a graduate program toward an advanced degree apply. Burden of proof rests upon the teacher.
All credits used to improve quality of subject being taught apply if prior approval is given by the administration (before taking the course(s).
Approval by Principal
Final Approval by Superintendent
Secondary
Approval by Department Supervisor
Approval by Principal
Final Approval by Superintendent
G. Co-Curricular Activities
All present head and assistant coaches in the Wall School System will go on scale as experience within the system dictates.
All coaches may be given credit for prior coaching experiences in the sport or sports they are involved.
All of the above refer to each respective sport and are effective for the school year.
See salary guides at the end of this document.
H. Teachers: After serving twenty (20) consecutive days in the absence of a vice-principal or principal, a teacher will be placed on the administrative salary guide, step one (1).
ARTICLE 21
TEACHER ASSIGNMENT
A. All teachers shall be given written notice of their salary schedule, class and/or subject assignments, building and room assignments for the forthcoming school year not later than August 15th.
B. Assignments shall be made at the discretion of the administration and within the area of teacher competency, teaching certificate, or major or minor fields of study.
C. The Superintendent shall give notice of assignments to new teachers as soon as possible.
D. Any teacher whose room has been changed for the upcoming school year,
will be compensated for setting up the new room at the hourly rate associated
with in-service orientation for new courses, with prior approval of the
Superintendent.
ARTICLE 22
VOLUNTARY TRANSFERS AND REASSIGNMENTS
A. The Superintendent shall post in all school buildings a list of known vacancies which shall be available for the following year. The Superintendent shall post such vacancies as soon as possible so that teachers desiring to be considered for reassignment and transfer shall have knowledge of the vacancies which are anticipated for the next school year unless the vacancy occurs between August 15 and the first day of school in September.
B. Teachers who desire a change in grade and/or subject assignment, or who desire to transfer to another building, may file a written statement of such a desire with the Superintendent and their building principal within one (1) week of the posting of the known vacancies. Such statement shall include the grade and/or subject to which the teacher desires to be assigned and the school, or schools, to which he or she desires to be transferred, in order of preference.
C. In the determination of requests for voluntary reassignment and/or transfer, the
wishes of the teacher shall be considered to the extent that the transfer does not
conflict with the educational requirements and best interests of the school system. If a teacher's request for transfer or reassignment has been denied, a renewal or subsequent request may be made in the following school year under the conditions prescribed above.
ARTICLE 23
INVOLUNTARY TRANSFERS AND REASSIGNMENTS
A. Notice of an involuntary transfer or reassignment shall be given to teachers as soon as possible. Prior to the Board meeting where official transfers are voted on, any teacher that may possibly be involuntarily transferred, will be advised prior to this Board meeting, that this transfer possibility may become final after the Board vote.
B. An involuntary transfer or reassignment shall be made only when it is in the best interest of the school system.
C. An involuntary reassignment within a school shall be made only after a meeting between the teacher and the principal involved, at which time the teacher shall be notified of the reason for the reassignment. The teacher shall have the option to discuss the involuntary reassignment with the Superintendent.
D. An involuntary transfer or transfer/reassignment to another school shall be made only after a meeting between the teacher and the Superintendent or his/her designee, at which time the teacher shall be notified of the reason, upon request.
ARTICLE 24
PROMOTIONS
A. Promotional positions are defined as follows: Positions paying a salary differential and/or positions on the administrative/supervisory levels of responsibility. All vacancies in promotional positions, including specialists and/or special project teachers, pupil personnel workers and positions in
programs funded by the federal government shall be adequately publicized by the Superintendent in accordance with the following procedure:
When school is in session, a notice shall be posted in each school as far in advance as possible. Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent, but within the time limit specified in the notice, and the Superintendent shall acknowledge in writing receipt of all such applications.
Teachers who desire to apply for a promotional position which may be filled during the summer period when school in not regularly in session shall submit their names to the Superintendent together with the positions for which they desire to apply, and an address where they can be reached for the summer. Such notice shall be sent as far in advance as possible.
B. Upon request, any individual denied a promotion may meet and discuss same with the Superintendent.
C. Notices advertising all vacancies relating to co and extra-curricular positions would be posted where notices are normally posted. Specific procedures respecting these notices would be developed by the parties to this agreement. Criteria for filling these positions will not be subject to negotiations.
The Board of Education will be able to utilize non-unit school district personnel to perform co and extra-curricular responsibilities if there are not more qualified volunteers within the teachers unit. Present incumbents of these positions, who are not included within the teachers unit, will be able to maintain their present positions as long as the individuals and the Board of Education so agree.
ARTICLE 25
TEACHER EVALUATION
A. All monitoring and observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. Observation and evaluation of professional staff members will be in accordance with adopted Board policies and applicable statutes.
B. Any teacher shall, upon request with 24 hour notice, be given an opportunity to review any evaluation of his/her work performance or conduct during the term of this agreement and included in his/her permanent personnel folder. The
teacher may file a written response to such materials and, upon request, such response will be forwarded to the Superintendent for review, and will then be attached and retained with the particular document concerned. Each teacher will be provided with a copy of any evaluation, reprimand, or other document that is to be placed in his/her personnel folder.
Separate file - The Board shall not establish any file which contains materials
that have not been available for teacher inspection.
The formal written reports of observation of tenured teaching staff members shall not exceed three (3) per year unless additional observations are requested by the teacher. A fourth observation may take place if the teacher is informed at least one (1) day in advance of the administrator's intent to observe.
C. Any teacher observation that contains areas that need improvement, the
administrator if required to give specific recommendations to the teacher,
as to how to improve in these areas.
ARTICLE 26
TEACHER FACILITIES
A. The Board will continue its efforts to keep the school reasonably and properly equipped and maintained.
B. The Board shall make available in each school a staff lounge. When practicable and possible, a staff lavatory facility, workroom, storage space and lockable filing cabinets will also be provided.
ARTICLE 27
SICK LEAVE AND MEDICAL COVERAGE
A. Ten days, same as current policy allows.
In any instance of extended illness, additional sick days, up to a total not to exceed three (3) days for each year of previous employment may be granted,
upon the recommendation of the Superintendent of Schools and the approval of the Board.
Used portions of these extended illness sick leave days shall not be reinstated.
When requested by the Superintendent, a physician's certificate shall be submitted in case of personal illness which extends beyond four (4) consecutive school days.
B. A teacher who is certified absent due to injury caused on the job shall not have such absence charged against his or her sick leave. The teacher must complete the proper accident forms prior to leaving school on the date of the accident or if unable because of the injury, such forms should be filed by the building principal to the school nurse.
C. Preventive Care
Preventive flu shots shall be given by the school physician according to a schedule established by the administration.
D. Medical Insurance Coverage
The Board agrees to provide full family medical insurance, both basic and major medical, and assume full cost for such coverage. Benefits of such coverage shall not be reduced below the current coverage.
Non-tenured teachers will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
E. Dental Plan
The Board agrees to provide full family dental coverage at the rate of 70% of the Reasonable and Customary schedule at no premium costs to the teacher.
Benefits of such coverage shall not be reduced below the current coverage.
Non-tenured teachers will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
F. Prescription Drug Plan
The Board agrees to provide a Family Prescription Drug Plan as detailed in the District's Group Prescription Drug Plan. Benefits of such coverage shall not be
reduced below the current coverage.
Non-tenured teachers will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
G. Reimbursement of Sick Leave Upon Retirement
$60.00 per day to a maximum of $12,000.
Fifteen years of service in the district is required to participate in this reimbursement. Retirement will be as per the statutory definition. The Board of Education must be notified by December 15 for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following July 1st.
ARTICLE 28
PERSONAL DAYS
A. Each teacher is entitled to:
Three (3) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. In such an instance, approval of the Superintendent of Schools or his/her designee is required. All unused personal days shall be converted to accumulated sick leave on June 30 of each year. Any willful misuse of these days is considered unprofessional.
A leave for the purpose of marriage and honeymoon may be taken as Personal Days.
ARTICLE 29
TEMPORARY LEAVES OF ABSENCE
A. Each teacher is entitled to:
Time necessary for appearances in any legal proceeding directly connected with the teacher's employment or with the school system if the teacher is required by law to attend.
In the event of the death of a teacher or student in the Wall Township District, the principal of said teacher or student shall grant to an appropriate number of teachers sufficient time to attend the funeral.
Up to a total of five (5) days at the end of a school year and/or at the beginning of a school year as may be required to attend summer classes and/or to travel to the place where such classes are held. Subject to the recommendation of the Superintendent of Schools and approval of the Board.
Permission for temporary leaves of absence must be secured from the Superintendent prior to the date of the absence. Exceptions will be made for cases of emergency.
ARTICLE 30
SABBATICAL LEAVE
The Board of Education, upon the recommendation of the Superintendent of Schools, shall grant a sabbatical leave to qualified personnel for the purpose of study, and for such other purposes as may be approved by the Board of Education.
Upon the recommendation of the Superintendent of School, the Board of Education shall grant a sabbatical leave to a certified teacher who has rendered satisfactory service seven (7) years in this school system. Such leave shall not exceed the period of one (1) academic year.
The number of certified personnel to be granted sabbatical leave shall not exceed more than five (5) members of the total professional staff.
Applications outlining the plans for the teacher must be submitted to the Superintendent of Schools not later than November 15 preceding the year in which the leave is to become effective. If the number requesting sabbatical leave exceeds the number of such leaves available, as determined by the Board of Education, the selection shall be based upon:
1. The estimated value of the plan of the individual to the school system.
2. The amount of seniority.
3. The length of time since the last sabbatical leave.
The teacher may be granted a personal appearance with the Board of
Education in order to justify his/her request for a sabbatical leave.
The teacher on sabbatical leave shall receive as compensation during the period of absence, one-half of his or her regularly scheduled salary for the year in which sabbatical leave is to be taken. It shall be paid in equal semi-monthly installments during the year's leave of absence.
The teacher shall retain his or her seniority, retirement and all other rights afforded by the district. Any additional benefits granted to a certificated teacher will automatically accrue to the person on sabbatical leave.
The teacher on sabbatical leave shall report all compensation received from sources other than the Board of Education, provided that compensation shall not include such items as allowance for travel, cost of living adjustments for foreign service, research, and other expense in connection with the project. Should such other compensation, when added to the compensation paid by the Board of Education, exceed the salary which the recipient would have received if on active duty, the compensation allowed by the Board of Education shall be reduced to bring the total to the amount of salary he or she would have received if on active duty.
The teacher granted a sabbatical leave shall agree to return to the service of the Wall Township Public Schools for the period of two (2) years following expiration of the sabbatical leave period or at the discretion of the Board of Education, or must return all or part of the grant received.
A teacher returning from sabbatical leave shall be restored to his of her former certificated position, or to one of comparable status. The teacher shall make such reports of his or her activities as may be required by the Superintendent of
Schools and Board of Education.
1. A brief report on professional activity during Sabbatical (Follow-up of outlying plans for the employee for the period of absence) and a report on financial earnings during Sabbatical will be submitted to the Superintendent within thirty (30) days of return from Sabbatical leave.
ARTICLE 31
HOSPITALIZATION UPON RETIREMENT
Teachers who are members of the W.T.E.A. and their spouses will be eligible to participate in a retirement benefit wherein the Board will assume a percentage of the costs of hospitalization insurance upon retirement subject to the following requirements:
1. A teacher, who has 25 years of service in education and is 55 years old may participate in the plan.
2. A teacher who has 20 years of service in the Wall Township Schools and is at least 52 years old will have the option to retire and participate in this benefit.
3. Retirement during the first year of eligibility - the Board pays 100% of the cost: the teacher pays nothing.
Retirement during the second year of eligibility - the Board pays 75% of the cost: the teacher pays 25%.
Retirement during the third year of eligibility - the Board pays 50% of the cost: the teacher pays 50%.
Retirement during the fourth year of eligibility, and every year thereafter until age 65 - the Board pays 25% of the cost: the teacher pays 75%.
All payment for coverage by the Board will continue at the rate specified until age 65. Ninety (90) days notice to the Board is required for this benefit to take effect upon retirement. This requirement may be waived at the discretion of the Superintendent.
ARTICLE 32
PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT
A. The Board and the association support the principle of continuing training of teachers and improvement of instruction. To work toward these ends the Board agrees:
To pay the full cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions, or other such sessions which a teacher is requested to take by the Administration.
To cooperate with the Association in arranging those in-service courses, workshops, conferences and programs to improve the quality of instruction.
A-1. Professional Development (New Jersey 100 Hours for Teachers)
A. Purpose
In our rapidly changing society, teachers must constantly review curricular content, teaching methods and materials, educational philosophy and goals, social change, and other topics related to education. The Board recognizes that it shares with it's professional staff the responsibility for the upgrading and updating of teacher performance and methodology. The Board and the Association support the principle of continuing training of teachers and the improvement of instruction.
The Board of Education agrees to implement the following commencing with
the 2000-2001 school year:
B. Professional Development Committee
1. Role of the Committee
The committee shall be empowered to work in conjunction with the
district superintendent, or his/her designee, to assess in-service needs and professional development opportunities and to plan and implement professional development programs in accordance with the standards established by the state Professional Teaching Standards Board and by the Commissioner of Education, at the Board's recommendation.
2. Composition of the Committee
The Committee will be comprised of four (4) classroom teachers
and/or other WTEA professional staff member(s) elected by the district's instructional staff through their majority representative and two (2) administrative staff appointed by the Superintendent of Schools. They shall elect a chairperson from among themselves. Committee members shall serve three (3) year terms.
3. Conduct of Committee Business
a. The Committee will be provided secretarial assistance
sufficient to complete it's mission. Each Association member
serving on the Committee will receive released time for all
Committee meetings and/or per hour payment equal to the
individual's pro-rated hourly rate if the work of the Committee
extends beyond the regular work day.
b. The Professional Development Committee shall establish
it's own rules and procedures. The Committee will develop the
appropriate forms needed to conduct it's business and meet it's
responsibilities to the district and individuals. Said forms will
include but not be limited to application forms, payment requests and maintenance of individual training forms.
C. Programs
1. In-service workshops, conferences, programs
a. In any given year, the Board will provide in-service professional
development experiences that will assist the teacher in attaining the required 100 hours of continuing education.
b. In-service programs shall be conducted during the in-school
teacher workday and at after school faculty/department meetings during the work year if attendance is required.
2. Attendance at other programs
a. Teachers who choose to enroll in in-district, after school
workshops will receive one (1) credit towards movement on the
salary guide for every ten (10) hours of participation. Teachers
who choose to participate in Saturday or summer workshops
will receive one of the following two (2) options:
1. Credit towards movement on the guide as above for
every ten (10) hours
2. Compensation at the rate set forth in the Extra Pay for
Extra Services schedule
D. Trainers Credit
Any teacher who provides in or out of district training experiences for
colleagues and/or community members shall receive credit hours as
established by the Commissioner of Education towards their 100 hour
obligation, besides any "Workshop Trainer/Tutor" hourly rate as per the
contract.
E. Innovative Grants
In order to encourage educational creativity and sharing and to expand
educational opportunities for students and staff, any teacher who writes
a grant that develops innovative educational initiatives that enhance the
educational program of the district and provides professional
development and growth opportunities for district staff, will receive
hour for hour credit towards their 100 hour obligation.
F. Other General Categories of Professional Development as Identified by the
New Jersey Professional Teaching Standards Board (PTSB)
1. Formal courses, offered on or off line, and conferences (including, but
not limited to, workshops, seminars, institutes, and/or other such
programs) sponsored by colleges and universities, district boards of
education, professional associations, training organizations or other
entities approved through the local district plan process or as part of
the provider registration system.
2. Courses, seminars, or other activities, which are required for
maintenance of licenses or certificates, issued by professional
organizations or government entities (for example, social worker, nurse). In instances where the same course must be taken twice
within the five year period, please note that the hours will count only once toward fulfilling the continuing education requirement.
3. Action research, study, development and other activities related to
curriculum writing that focuses on the Core Curriculum Content
Standards.
4. Activities that serve the profession, including but not limited to grant
writing, mentoring a pre-service teacher or a novice teacher, professional service on boards or committees, and teaching a course or workshop. Please note that the total number of hours that can be accrued for these activities is 75 of the 100 required hours.
The following provides the number of hours that can be accrued in
various activities that serve the profession:
a. The total number of hours for service on boards/committees
shall not exceed ten (10) hours per year of professional
development credit, provided that such service is identified in the PIP with the specific goals of the experience outlined therein.
b. The mentor for a provisional teacher and the cooperating
teacher for a pre-service teacher will accrue one (1) hour of
professional development credit for each week of supervision.
c. In additional to the actual clock hours spent in delivery of the
first presentation, presenters or teachers of courses or workshops shall accrue professional development hours on the basis of two (2) hours of preparation time for every hour of delivery time. The teaching or presenting of the same or similar course or workshop shall count only once in a five year cycle.
5. Independent professional studies, including but not limited to, action
research, study groups, sabbaticals, fellowships, internships, teacher
exchanges, textbook review, portfolio development, and on-line
workshops or programs. If an individual decides to develop an
independent study program for such study, he/she must adhere to the
following procedure:
a. The individual's PIP must include a written rationale
demonstrating how his/her proposed plan is consistent with the
state standards for professional development.
b. The individual and his/her immediate supervisor must discuss
the projected number of hours which will be spend in such study.
c. Over the course of the independent study, the staff member
will maintain a log of actual hours completed.
G. Record Keeping
The official recording document, the PIP, will be maintained at the
building level, not the district level. It is the responsibility of the
professional staff member to maintain his/her own record of
Professional Development Hours and to maintain a portfolio of all
documentation, including certificates of participation in approved
workshops conducted by registered providers.
a. Validation of completion of professional development can be a
transcript from a college or university, the certificate issued by a
registered provider, or an attendance record signed by the
chairperson or facilitator of a committee. This information will be recorded and documented on the Record of Professional
Development Hours.
B. Two (2) professional days. Approval must be obtained, in advance of the event, from the building principal and the Superintendent, or a representative. A written report of the activity of the professional day shall be forwarded to the Superintendent (through the building principal), within five (5) working days following the activity.
C. Tuition Reimbursement:
50% up to $1000 per fiscal year for a grade of "B" or better, with prior approval
of the Superintendent.
ARTICLE 33
STUDENT DISCIPLINE AND TEACHER PROTECTION
A. The Board recognizes its responsibility to continue to give administrative backing and support to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy and State Law. It shall be the responsibility of the teacher to report to his or her principal the name of any student who, in the opinion of the teacher, needs particular assistance from specialized personnel. The teacher shall,
upon request, be advised by the principal of the disposition of the teacher's report that a particular student needs such assistance.
B. The duties and responsibilities of all teachers will appear in the Teacher's Handbook as prepared by the building principals and approved by the Superintendent.
C. When a student requires the attention of specialized personnel, the teacher will secure help through proper channels.
D. When in the judgment of a teacher, a student is by his or her behavior seriously disrupting the instructional program to the detriment of other students, the teacher may refer him or her to the attending administrator. In such cases the administrator shall arrange as soon as possible, and under normal circumstances not later than the conclusion of the following day, a conference between him or herself and the teacher to discuss the problem.
E. Teachers are to be guided by applicable School Law.
F. Teachers shall immediately report to their principal, or other immediate supervisor, cases of assault suffered by them in connection with their employment. Such notification shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the teacher for information in the possession of the Superintendent relating to the incident or the persons involved.
The Board shall reimburse teachers for personal property damaged or destroyed as a result of an assault suffered by a teacher while the teacher was acting in the discharge of his or her duties within the scope of employment. (The above shall hold true only if the teacher is not otherwise covered by
personal insurance or workmen's compensation).
In the event of any disorder or disruption in the regular school program the Board, the Administration and Staff shall act in accordance with Board policy in effect at the time of the disruption.
ARTICLE 34
SUBSTITUTES
A. The Board agrees at all times to maintain an adequate list of substitute teachers. Teachers shall notify the principal's office (or the principal's home) or other designated answering service as soon as possible, and in any event, prior to the opening of the school day, to report unavailability for work. Once a teacher has so reported, it shall be the responsibility of the administration to arrange for a substitute.
B. Teachers may be assigned to provide substitute coverage for a class. Such assignments should be made on a voluntary basis. If there are no volunteers and no teachers can be reassigned from another assignment, substitute
coverage assignments may be made on an involuntary basis. If involuntary assignments are necessary, they shall be made on a rotation basis among the staff schedule for conference periods.
C. Teachers assigned to provide substitute coverage for a class during a conference period shall be compensated at a rate of $23.00 per period.
ARTICLE 35
MISCELLANEOUS PROVISIONS
A. Notices advertising all vacancies relating to co and extra-curricular positions would be posted where notices are normally posted. Specific procedures respecting these notices would be developed by the parties to this agreement. Criteria for filling these positions will not be subject to negotiations.
B. The Board of Education will be able to utilize non-unit school district personnel to perform co and extra-curricular responsibilities if there are not more qualified volunteers within the teachers unit. Present incumbents of these positions, who are not included within the teachers unit, will be able to maintain their present positions as long as the individuals and the Board of Education so agree.
C. Whenever a WTEA member, at the request of the Superintendent, agrees to serve as a workshop trainer or tutor of other Wall Township employees, that
person shall receive the "In-Service Orientation for New Courses" hourly rate doubled. This is in recognition of the trainer's preparation and willingness to
share in collegial professional development. (Rates listed in Co-Curricular Section)
D. Summer Child Study Team/Speech Therapist Work: They will be compensated with pro-rated pay based on their contractual salary.
E. The Preschool Handicapped teachers voluntarily agree to work more than four (4) hours straight without a break due to scheduling. Because of this arrangement, these teachers will not be scheduled for any other duties during their work day. It is also agreed that if any of the Preschool Handicapped teachers decide not to work this arrangement, it will resort back to it's original schedule.
F. With High School Central Detention scheduled beyond the regular workday, the teacher/teachers who voluntarily agree to work detention, will work a day consisting of periods 2 - 10 or 3 - 11. This is strictly voluntary and cannot be
assigned by administration.
G. High School Business Department, Math Department, English Department Computer Lab Duty: "A duty consisting of trouble shooting computer problems, loading software, and reporting any problems to the department supervisor. This duty will be handled by someone who "volunteers" to undertake this responsibility and whose schedule allows for it to happen. This will be either a full year or half-year duty, one period per day with no homeroom assigned. If no one volunteers for this duty, it "cannot be assigned". Anyone who volunteers for this duty has the right to tell administration at any time during the year, that they prefer not to perform this duty and will be assigned another duty in it's place."
SECRETARIES
ARTICLE 36
ADMINISTRATION OF SALARY POLICY
Upon initial employment, experience gained in related fields of work which are closely related to the prospective assignment shall be considered by the Superintendent of Schools and the Board of Education for salary guide placement. A maximum of three (3) such years may be applied.
ARTICLE 37
INCREMENTS/SALARIES
A. Any and all increments may be withheld by the Board of Education upon its own motion in a manner consistent with existing statutes. Reasons for withholding shall be furnished to the employee. If the employee does not agree with the reasons, he/she can grieve the action.
B. An employee shall be in the employ of the Board of Education not less than five months for ten-month personnel, or six months for twelve-month personnel, the previous school year in order to be eligible for an increment the following year.
C. The hourly pay for a part-time secretary will be based on the breakdown of a 12 month secretarial position (240 work days). 240 days x 7.5 hours per day = 1800 hours. Full time salary divided by 1800 hours = $$$ per hour.
D. See Salary Guide at the end of this document
2003-04: (Salaries retroactive to July 1, 2003)
2004-05 2005-06 2006-07
ARTICLE 38
STEPS
A. Each step of the salary guide shall be defined as one calendar year of occupational experience within the school district.
B. Seniority lists for secretaries will be maintained.
ARTICLE 39
PROBATIONARY PERIOD
A. All newly hired non-certified personnel shall serve a six month probationary period. After three (3) months, a written evaluation shall be given to newly hired employees by their immediate supervisor. At the end of the six (6) month period, a second evaluation will be given upon the employees request.
B. No employee, other than those on probationary status, shall be discharged or disciplined without just cause, subject to the grievance procedure.
ARTICLE 40
TENURE
A. Tenure contracts to be issued upon entering fourth (4) year of service on a contractual basis.
ARTICLE 41
LONGEVITY
2003-04 YEAR: 1. $400 increment upon entering
2004-05 YEAR: eleventh (11th) year of service
2005-06 YEAR in the district.
2006-07 YEAR
2. Additional $400 increment upon
entering the fifteenth (15th)
year of service in the district.
(total: $800)
3. Additional $400 increment upon
entering the twenty-first (21st)
year of service in the district.
(total: $1200)
4. Additional $400 increment upon
entering the twenty-fifth (25th)
year of service in the district.
(total: $1600)
ARTICLE 42
OVERTIME PAY
A. Overtime pay at the rate of time and one-half will be paid for assigned duty beyond forty hours of actual work per week.
B. Overtime pay shall not be authorized without prior approval of the Business Administrator and building supervisor.
C. Overtime pay during the school year shall be computed as follows: Beyond 37-1/2 hours, pay at straight rate until 40 hours; time and one-half beyond 40 hours.
D. Overtime pay during summer hours shall be computed as follows: Beyond 25 hours, pay at straight rate until 40 hours; time and one half beyond 40 hours.
E. Employees working Saturday and Sunday shall be paid for those hours at the rate of time and one-half, with prior approval of the Superintendent.
ARTICLE 43
HOURS
A. School year: 7 hours and 30 minutes daily, exclusive of lunch.
B. Summer hours: 5 hours daily, exclusive of lunch. Summer hours to begin two (2) weeks after close of school or July 1st, whichever comes first. Winter hours begin two (2) weeks before the teachers come back in September.
ARTICLE 44
VACATION DAYS
A. All personnel employed on a 12-month basis will be eligible for vacation as follows:
After 1 year of service: 10 working days vacation
After 8 years of service: 15 working days vacation
After 15 years of service: 20 working days vacation
B. In general, vacation time granted may not be taken in amounts greater than 10 working days in any one period. The cooperation of the employees and district administration is required to avoid peak work load periods whenever possible.
C. If an employee has less than one (1) year of service, the employee shall accrue one (1) day vacation per month, not to exceed ten (10) vacation days for a 12-month employee.
D. Employees with greater than ten (10) days vacation, under unusual circumstances, may request a vacation duration in excess of ten (10) consecutive days. The employee must first apply to the Building Principal or immediate supervisor for permission. If the Building Principal or supervisor agrees to arrange the office work load to accommodate the request without
creating undue hardship, the employee may then apply to the Superintendent of Schools for permission. All such extended vacation requests (over 10 consecutive days) require a minimum of sixty (60) days notice unless permission is granted by the Superintendent or his/her designee.
E. In the case of an employee who has ten (10) vacation days; in unusual circumstances (as described in Paragraph D above), the Board may grant permission for an employee to take an extra week or more without pay, following the procedure described in the paragraph above.
F. 10-month employees, who have completed at least one contract year, going on to a 12-month contract, must work one (1) year after which, the following July 1st they will be entitled to full credit for their years of service on a contract basis in the district toward their ten (10), fifteen (15) or twenty (20) working days paid vacation.
ARTICLE 45
HOLIDAYS
A. A holiday schedule, jointly developed and mutually agreed to, will be presented to the W.T.E.A. prior to July 1st of each year.
B. In the event the work load in any given office requires the administrator in
charge to use the secretarial/clerical personnel to work during the Christmas recess, they shall do so.
C. They should be notified prior to December 15th whether they (a) will be required to work the full block of time, or (b) specified days during the holiday.
D. If required to work the full block of time, the employee shall have the option to choose whether to be compensated with an equal block of time agreeable to the employee; individual days off during the remainder of the school year; or to be compensated monetarily - up to forty (40) hours, straight time - over forty (40) hours, time and a half.
E. The same procedure applies to the Easter recess holidays as above Paragraphs B through D.
ARTICLE 46
SICK DAYS
A. Pursuant to the current Board of Education policy, employees shall be allowed annual personal sick leave without loss of pay for such absences as follows:
12 days for employees on a 12-month contract
10 days for employees on a 10-month contract
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Employees may not apply accrued sick leave to any period of time contiguous to their employment termination, except for those cases where illness precludes the fulfillment of their contractual duties. Doctor's appointments which have to be made during the workday can be deducted as a sick day at the employees' discretion.
C. A certificate of absence shall be filed by each employee for any absence, and for absences due to illness over four (4) consecutive days duration. A doctor's certificate shall be required to be filed in the office of the Superintendent.
After the first such occurrence in a contract year, a certificate may be requested for absences due to illness over three (3) days duration.
D. Sick leave accrued in one school district may not be carried over with subsequent employment in another school district, except by action of the Board of Education.
E. In any instance of extended illness, an employee who has used all regular sick days, vacation days, and extended sick days, will be placed on a Leave of
Absence status and the vacated job may be posted. For ninety (90) days thereafter, the employee shall enjoy full group insurance benefits. The employee is entitled to reinstatement to his/her regular job upon presentation of
a doctor's certificate for a period of up to six (6) months from the date the disability began. Upon mutual agreement of the Board and the Union, the Leave of Absence can be extended.
F. Reimbursement of sick leave upon retirement:
$50.00 per day to a maximum of $6250
Fifteen years of service in the district is required to participate in this reimbursement. Retirement will be as per the P.E.R.S. definition. The Board of Education must be notified by December 15th for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following July 1st.
ARTICLE 47
EXTENDED SICK LEAVE
A. In any instances of EXTENDED ILLNESS, additional sick days up to a total not to exceed three (3) days for each year of previous employment may be granted upon the recommendation of the Superintendent of Schools and approval by the Board. Used portions of these extended sick leave days shall not be reinstated.
ARTICLE 48
MEDICAL INSURANCE
A. Full family coverage will be provided by the Board (Basic and Major Medical).
Benefits of such coverage shall not be reduced below the current coverage.
Non-tenured secretaries will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
B. Dental Plan to include member and spouse. Premium to be paid by the Board of Education. Benefits of such coverage shall not be reduced below the
current coverage.
Family dental may be purchased at the group rate, by the employee, provided the employee notifies the board office during the spring preceding the new contract year.
Non-tenured secretaries will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
C. Preventative Flu Shots will be offered by the school physician according to a schedule established by the Administration at no expense to the employee.
D. Prescription Drug Plan:
The Board agrees to provide a Family Prescription Drug Plan as detailed in the District's Group Prescription Drug Plan with premiums being paid by the Board of Education. Benefits of such coverage shall not be reduced below the
current coverage.
Non-tenured secretaries will only be provided with single coverage until they obtain tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
ARTICLE 49
LEAVE OF ABSENCE
A. Staff members shall not absent themselves from duty without obtaining leave of absence from the Superintendent of Schools. Approval of such leave must be obtained before the absence occurs, unless circumstances are such as to render advance approval impossible.
B. Request for absence should be addressed to the Superintendent of Schools through the employee's immediate supervisor during school hours. When emergencies occasioning absence occur in the morning before 7:30 A.M., contact either the Building Principal, or your immediate supervisor, advising him
of the circumstances and possible length of absence.
C. Employees covered by this Agreement may request leave of absence, without pay, for a period not to exceed one year. Leaves for valid reasons, such as maternity and illness or pressing personal matters will be considered. Leave to assume other employment will not be considered. Applications will be subject to approval and discretion of the Board of Education. The employees employment status (including seniority, tenure or longevity) will be maintained at the level of the start of the leave of absence. Times spent on said level will not be applied to the seniority, tenure or longevity. However, the employee will be compensated in accordance with salary schedule applicable at the time of
his or her return.
The employee must notify the Board in writing, at least ten working days prior to the termination of the leave, of his or her intention to return. Failure to comply with notification, or return to work within ten working days from the termination of the leave of absence, will be grounds for dismissal.
ARTICLE 50
PERSONAL DAYS
A. Each ten (10) month secretary is entitled to three (3) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. Each twelve (12) month secretary is entitled to four (4) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. In such an instance, approval of the
Superintendent or his/her designee is required. Consecutive personal days will not be permitted without the approval of the Superintendent or his/her designee. All unused personal days shall be converted to accumulated sick leave on June 30 of each year. Any willful misuse of these days is considered unprofessional.
ARTICLE 51
EMERGENCY CLOSINGS
A. Employees are not required to work in case of school closings due to snow days, unless called to work before 11:00 A.M. by the Building Principal.
B. Employees are required to work in case of school closings other than snow days, if the emergency does not affect their working conditions.
C. In cases of early dismissals due to inclement weather, secretaries may leave thirty (30) minutes after the students are dismissed.
ARTICLE 52
VACANCY POSTINGS
A. The Superintendent or his/her designated representative shall post in all buildings where unit members work, a listing of any vacancy which may occur so that members of the Union may apply for such vacancy. The posting will be in effect for ten (10) days.
B. In filling these vacancies, the Board shall consider the qualifications, background, and other relevant factors, including years of service within the School District. The parties recognize, however, that the filling of these vacancies is a prerogative of the Board and the decision of the Board with respect to such matters shall be final.
ARTICLE 53
OFFICE CONDUCT
A. The Board agrees to provide two (2) fifteen (15) minute coffee breaks at times assigned by the immediate supervisor. Times will be so staggered, where possible, so as to provide courteous service to members of the General Public entering the office or calling on the phone.
ARTICLE 54
PERSONNEL FILES
A. Each secretary shall, upon request with 24 hour notice, be given an opportunity to review any evaluation of her work performance or conduct during the term of this Agreement and included in her permanent personnel folder. The secretary may file a written response to such materials and, upon request, such response will be forwarded to the Superintendent for review, and will then be attached and retained with the particular document concerned. Each secretary will be provided with a copy of any evaluation, reprimand, or other document that is to be placed in her personnel folder.
ARTICLE 55
TERMINATION OF EMPLOYMENT
A. Fifteen (15) days notice shall be required for the termination of all contracts.
ARTICLE 56
EXISTING BENEFITS
A. All present conditions beneficial to secretaries not covered by this Agreement as of the date of signing and now in effect as regular employer practice, shall remain in effect unless provided for otherwise in this Agreement, or unless otherwise changed hereafter by mutual consent of the Board and the Association.
ARTICLE 57
WORKSHOPS AND SEMINARS
A. Registration and transportation fees to be paid by the Board of Education for job related workshops, seminars, etc., if requested to attend by the Building Supervisor and approved by the Board of Education.
CAFETERIA EMPLOYEES
ARTICLE 58
HOURLY PAY SCHEDULE
A. STEPS 2003-2004 2004-2005 2005-2006 2006-07
2 $9.45 $11.00 $11.60 $12.35
3 $9.55 $11.15 $11.70 $12.40
4 $10.35 $11.40 $11.85 $12.50
5 $11.15 $11.75 $12.05 $12.65
6 $11.95 $12.20 $12.50 $12.85
7 $12.75 $12.75 $13.05 $13.35
8 $13.25 $13.35 $13.65 $13.95
9 $14.00 $14.05 $14.35 $14.65
10 $14.55 $14.85 $15.15 $15.45
11 $15.45 $15.75 $16.05 $16.35
(Salaries retroactive to July 1, 2003)
B. Probation: All newly hired personnel shall serve a one (1) year probationary period.
C. In cases of delayed openings and early dismissals, cafeteria employees will receive full pay for these days.
D. The positions of "Cafeteria Leader" at the High School and Intermediate School will work a seven (7) hour day. The High School Cafeteria Leader will receive
a $400.00 stipend over and above her regular pay, each year.
E. The Cafeteria employee who is designated as the "truck driver", will receive
a $400.00 stipend over and above his/her regular pay, each year, starting with
the 2003-2004 school year. If the job is split between employees, the stipend
will be split accordingly.
ARTICLE 59
SICK DAYS
A. Each employee shall be allowed ten (10) sick days per year as the current Board policy allows.
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Accumulation of sick days is retroactive to September 1989.
C. In any instance of extended illness, additional sick days, up to a total not to exceed three (3) days for each year of previous employment may be granted, upon the recommendation of the superintendent of schools and the approval of the Board of Education.
D. Reimbursement of Sick Leave Upon Retirement:
$20.00 per day to a maximum of $2000
Fifteen (15) years of service is required to participate in this
reimbursement. Retirement will be as the P.E.R.S. definition. The
Board of Education must be notified by December 15th for
reimbursement to occur by the following July 1st. If this notification is
not given, the employee must wait until the following July 1st.
ARTICLE 60
MEDICAL INSURANCE
A. "Employee only" coverage will be provided by the Board of Education: Basic and Major Medical and Prescription. Benefits of such coverage shall not be
reduced below current coverage.
ARTICLE 61
UNIFORM ALLOWANCE
A. 2003-2004: $200.00
2004-2005: $200.00
2005-2006: $200.00
2006-2007: $200.00
Work shoes will be covered under uniform allowance. Employees can buy
shoes of their choice and submit a receipt for reimbursement, with the
approval of the Superintendent.
B. If an employee buys uniforms for the upcoming school year, after the close of
the current school year, and sub-contracting takes place, the employee will be
reimbursed for monies spent on uniforms up to the negotiated allowance.
ARTICLE 62
LONGEVITIES
A. 2003/04 - 2004/05 - 2005/06 - 2006/07:
$300.00 - upon entering the 8th year of service with the district
$300.00 - upon entering the 11th year of service with the district (total: $600.00)
$300.00 - upon entering the 21st year of service with the district (total: $900.00)
ARTICLE 63
PREVENTIVE CARE
A. Preventive flu shots shall be given by the school physician according to a schedule established by the administration.
ARTICLE 64
PERSONAL DAYS
A. Employees may be granted up to three (3) days of absence during any one school year without deduction of salary.
Personal days shall be provided for the sole purpose of permitting any employee the opportunity to transact matters of personal affairs and to meet emergency situations which cannot be performed at a time other than regular working hours without loss of pay. Personal business leave is not to be construed as vacation time to be taken at will of the individual employee.
Requests for personal days which precede or follow school holidays or vacation periods shall be honored only under extreme circumstances.
Unused portions of personal leave shall be converted to accumulated sick leave on June 30 of each year.
A minimum of 48 hours notice requirement for personal days is required, except in the case of an emergency.
If work absolutely necessitates that an employee be present, the day can be denied.
ARTICLE 65
SENIORITY
A. A seniority list for cafeteria employees will be maintained.
ARTICLE 66
OVERTIME
A. The Board agrees to rotate overtime among all employees, by seniority. If an employee is called back to work at night or any special function beyond the normal work day, the rate of pay will be $2.00 extra per hour up to forty (40) hours. Over forty (40) hours, time and a half.
ARTICLE 67
COFFEE BREAKS
A. Anyone working more than four (4) hours daily, is entitled to a ten (10) minute coffee break as scheduled by the supervisor.
ARTICLE 68
POSTINGS
A. All new or vacant positions of a permanent nature, must be posted.
ARTICLE 69 INVOLUNTARY TRANSFERS
A. An involuntary transfer to another school shall be made only after a meeting between the employee and the business administrator and/or his/her designee, at which time the employee shall be notified of the reason, upon request.
B. Unless an emergency occurs, involuntary transfers made during the school year to another building, can be made only after the employee has been given two (2) weeks notice.ARTICLE 70
PERSONAL CONTRACTS
A. At the time of notification of their hours of work for the following year, cafeteria employees will sign a form stating whether they accept or reject these hours and return it to the Board Office.
Language to be included on this form: "Either party has the right to terminate the job position giving two (2) weeks notice."
PARAPROFESSIONALS
ARTICLE 71
HOURLY PAY SCHEDULE
A. STEPS 2003-2004 2004-2005 2005-2006 2006-2007
2 $8.25 $9.33 $10.41 $11.50
3 $8.35 $9.57 $10.79 $12.00
4 $8.45 $9.80 $11.15 $12.50
5 $8.55 $10.03 $11.51 $13.00
6 $8.94 $10.46 $11.98 $13.50
7 $9.85 $11.23 $12.61 $14.00
8 $10.96 $12.14 $13.32 $14.50
9 $12.18 $13.12 $14.06 $15.00
10 $12.70 $13.63 $14.56 $15.50
11 $13.70 $14.47 $15.24 $16.00
12 $14.90 $15.51 $16.04 $16.50
(Salaries retroactive to July 1, 2003)
B. Paraprofessionals will be paid twice a month as all other employees. Their yearly pay will be determined by: hours worked per day time their hourly rate times one hundred eighty days (180). All adjustments will take place throughout the year. Any final adjustments will take place in June. Paraprofessionals will keep their own records so as to have information available
when they sit down with their building principals, the end of May, to determine any pay due to them over the 180 day base. Any extra monies due the paraprofessionals over the 180 days will be paid to them via a supplemental check at the end of June.
Adjustments that may be dealt with: 1) snow days 2) in-service days for the professional staff not originally scheduled 3) running out of sick days, this depends on how many days over the accumulated total. If a paraprofessional
is over the accumulated total by a great many days, the paraprofessional will be docked this money the following month 4) 1/2 days at beginning of year
when lunch aides do not work 5) last three (3) days of the school year that
are 1/2 days for students 6) or any other adjustments that may occur.
C. In cases of delayed openings or early dismissals, paraprofessionals will receive full pay for these days.
D. Overtime - If a paraprofessional is asked by their building principal to stay beyond their normal hours of work, they will be reimbursed at their hourly rate of pay.
E. Personal Contracts - At the time of notification of their hours of work for the following year, paraprofessionals will sign a form stating whether they accept or reject these hours and return it to the board office.
Language to be included on this form: "Either party has the right to terminate the job position giving two (2) weeks notice"
Notification of employment for the following school year will take place by
July 15th.
F. If during the course of this contract, the Board of Education assigns
paraprofessionals to Title 1 projects or uses Title 1 money for paraprofessional
salaries pursuant to ESEA Standards/Qualifications, payments necessary
for compliance with tuition payments or in-service equivalent credit costs shall
be borne by the Board of Education, provided a grade of "C" or better is
secured. Assignments shall rest with the Board of Education.
ARTICLE 72
SICK DAYS
A. Each employee shall be allowed ten (10) sick days per year as the current Board policy allows.
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Accumulation of sick days is retroactive to September 1989.
C. Reimbursement of Sick Leave Upon Retirement:
$20.00 per day to a maximum of $3000
Fifteen (15) years of service is required to participate in this reimbursement. Reimbursement will be as the P.E.R.S definition. The Board of Education must be notified by December 15th for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following
July 1st.
D. Extended Sick Leave
In any instances of extended illness, additional sick days up to a total not to exceed two (2) days for each year of previous employment may be granted upon recommendation of the Superintendent of Schools and approval by the Board of Education. Used portions of these extended sick leave days shall not be reinstated.
ARTICLE 73
LONGEVITIES
A. 2003/04 - 2004/05 - 2005/06 - 2006/07:
$400.00 upon entering the fifteenth (15th) year of service with the district.
(total: $400.00)
$400.00 upon entering the twenty-first (21st) year of service with the district.
(total: $800.00)
$400.00 upon entering the twenty-fifth (25th) year of service with the district.
(total: $1200.00)
ARTICLE 74
MEDICAL INSURANCE
A. Paraprofessionals may purchase HMO Health Insurance at their own expense through the Board of Education. Effective the 2005-2006 school year, he Board of Education will pay 30% of the yearly premium. Paraprofessionals may purchase family coverage at the Board rates. If a paraprofessional opts to purchase family coverage, the 30% Board contribution towards the premium only applies to single coverage. The following plans may be purchased:
Single HMO plan without prescription - Single HMO plan with prescription:
Family HMO plan without prescription - Family HMO plan with prescription:
ARTICLE 75
PERSONAL DAYS
A. Employees may be granted up to three (3) days of absence during any one school year without deduction of salary.
Personal days shall be provided for the sole purpose of permitting any employee the opportunity to transact matters of personal affairs and to meet emergency situations which cannot be performed at a time other than regular working hours without loss of pay. Personal business leave is not to be construed as vacation time to be taken at will of the individual employee.
Request for personal days which precede or follow school holidays or vacation periods shall be honored only under extreme circumstances.
Unused portions of personal leave shall be converted to accumulated sick leave on June 30 of each year.
A minimum of 48 hours notice requirement for personal days is required, except in the case of an emergency.
If work absolutely necessitates that an employee be present, the day can be denied.
ARTICLE 76
SENIORITY
A. A seniority list for instructional paraprofessionals and non-instructional paraprofessionals will be maintained.
Seniority is to be used only in reduction in force situations and will not be used for upgrading positions or hours. The lists will be separate and distinct. No cross bumping rights.ARTICLE 77
PREVENTIVE CARE
A. Preventive flu shots shall be given by the school physician according to a schedule established by the administration.
ARTICLE 78
IN-SERVICE DAYS
A. The first day of school for the teachers will also be a day of work for the paraprofessionals.
ARTICLE 79 WORKSHOPS & SEMINARS
A. Registration and transportation fees to be paid by the Board of Education for job related workshops, seminars, etc., if requested to attend by the building principal/supervisor and approved by the Board of Education.
B. If a paraprofessional wants to attend a workshop related to his/her field, and
it is approved by the Superintendent, all fees related to this workshop will be
paid by the Board of Education.
MAIL CARRIER
ARTICLE 80
HOURLY PAY SCHEDULE
A. STEPS 2003-2004 2004-2005 2005-2006 2006-2007
2 $8.25 $9.33 $10.41 $11.50
3 $8.35 $9.57 $10.79 $12.00
4 $8.45 $9.80 $11.15 $12.50
5 $8.55 $10.03 $11.51 $13.00
6 $8.94 $10.46 $11.98 $13.50
7 $9.85 $11.23 $12.61 $14.00
8 $10.96 $12.14 $13.32 $14.50
9 $12.18 $13.12 $14.06 $15.00
10 $12.70 $13.63 $14.56 $15.50
11 $13.70 $14.47 $15.24 $16.00
12 $14.90 $15.51 $16.04 $16.50
(Salaries retroactive to July 1, 2003)
B. Mail carriers will be paid twice a month as all other employees. See Article 71, Paragraph "B", Paraprofessionals, for language.
C. In cases of delayed openings or early dismissals, mail carriers will receive full pay for these days.
D. Overtime: If a mail carrier is asked to stay beyond his normal hours of work,
they will be reimbursed at their hourly rate of pay.
E. Personal Contracts: At the time of notification of their hours of work for the
following year, mail carriers will sign a form stating whether they accept or
reject these hours and return it to the board office.
Language to be included on this form: "Either party has the right to terminate
the job position giving two (2) weeks notice"
Notification of employment for the following school year will take place by
June 15th.
ARTICLE 81
LONGEVITIES
A. 2003/04 - 2004/05 - 2005/06 - 2006/07:
$400.00 upon entering the fifteenth (15th) year of service with the district
(total: $400.00)
$400.00 upon entering the twenty-first (21st) year of service with the district
(total: $800.00)
$400.00 upon entering the twenty-fifth (25th) year of service with the district
(total: $1200.00)
ARTICLE 82
MEDICAL INSURANCE
A. Mail carriers may purchase HMO Health Insurance at their own expense through the Board of Education. Effective the 2005-2006 school year, the Board of Education will pay 30% of the yearly premium. Mail carriers may purchase family coverage at the Board rates. If a mail carrier opts to purchase family coverage, the 30% Board contribution towards the premium only applies to single coverage. The following plans may be purchased:
Single HMO plan without prescription - Single HMO plan with prescription:
Family HMO plan without prescription - Family HMO plan with prescription:
ARTICLE 83
SICK DAYS
A. Each employee shall be allowed twelve (12) sick days per year as the current Board policy allows.
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Accumulation of sick days is retroactive to September 1989.
C. Reimbursement of Sick Leave Upon Retirement:
$20.00 per day to a maximum of $3000
Fifteen (15) years of service is required to participate in this reimbursement. Reimbursement will be as the P.E.R.S. definition. The Board of Education must be notified by December 15th for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following July 1st.
D. Extended Sick Leave:
In any instances of extended illness, additional sick days up to a total not to exceed two (2) days for each year of previous employment may be granted upon recommendation of the Superintendent of Schools and approval by the Board of Education. Used portions of these extended sick leave days shall no be reinstated.
ARTICLE 84
PERSONAL DAYS
A. Employees may be granted up to four (4) days of absence during any one school year without deduction of salary.
Personal days shall be provided for the sole purpose of permitting any employee the opportunity to transact matters of personal affairs and to meet emergency situations which cannot be performed at a time other than regular working hours without loss of pay. Personal business leave is not to be construed as vacation time to be taken at will of the individual employee.
Request for personal days which precede or follow school holidays or vacation periods shall be honored only under extreme circumstances.
Unused portions of personal leave shall be converted to accumulated sick leave on June 30 of each year.
A minimum of 48 hours notice requirement for personal days is required, except in the case of an emergency.
If work absolutely necessitates that an employee be present, the day can be
denied.
ARTICLE 85
SENIORITY
A. A seniority list for mail carriers will be maintained.
Seniority is to be used only in reduction in force situations and will not be used for upgrading positions or hours. The lists will be separate and distinct. No cross bumping rights.
ARTICLE 86
PREVENTIVE CARE
A. Preventive flu shots shall be given by the school physician according to a schedule established by the administration.
ARTICLE 87
VACATION DAYS
A. The mail carrier will be eligible for ten (10) paid working days vacation, each
year. (Retroactive to July 1, 2003)
CUSTODIANS-MAINTENANCE
GROUNDS-MECHANICS
ARTICLE 88
ASSOCIATION REPRESENTATIVES
A. A Building Representative shall be granted a reasonable amount of time during his/her regular working hours, without loss of pay, to interview an employee who has a grievance and to process the grievance through all the steps as outlined in the terms of the grievance procedure.
B. The Building Representative shall not leave his/her work without first obtaining permission from the applicable Supervisor (Supervisor of Buildings and Grounds, or the Building Principal) which permission shall no be unreasonably withheld.
ARTICLE 89
SENIORITY
A. Seniority shall be defined as either bargaining unit seniority or job classification seniority.
(a) Bargaining unit seniority is defined as the continuous unbroken employment by an employee in the bargaining unit covered by this Agreement irrespective of the job classification in which the service is rendered.
(b) Job Classification seniority is defined as the continuous unbroken employment by an employee in a job classification contained in the bargaining unit covered by this Agreement. In the event job classification seniority is broken by a transfer to another job classification in the bargaining unit, all prior service in the same classification will be accumulated in the event there is a return to the initial job classification.
(c) It is agreed that two seniority lists will be maintained. One list shall be
entitled "Bargaining Unit Seniority" and the other shall be entitled "Job Classification Seniority". The latter list shall cover the following five (5) job classifications.
(1) Mechanics
(2) Maintenance Personnel
(3) Maintenance Helper
(4) Grounds Keepers
(5) Custodians
There shall be annexed to this contract agreed upon lists establishing the seniority of all current employees. In establishing these and future lists it is recognized that the names of probationary employees (as elsewhere defined) shall not be added to the lists until the probationary period has been completed.
(d) It is understood and agreed that the Board has the unqualified right to make assignments of work and assignments of shift.
B. Whenever the Board decreases it's work force the following procedure will be followed in making layoffs in the bargaining unit:
(a) Probationary employees in the job classification being reduced will be
laid off first.
(b) In the event there are no probationary employees in the job classification then the employee with the least amount of job classification seniority shall be the first to be laid off.
C. An employee who has been laid off for lack of work shall have the right to request a job transfer to another classification within the bargaining unit. This right shall be limited to a transfer to a classification lower in rank than the one from which he has been laid off. For purposes of this paragraph, the job classifications rank from highest to lowest as follows: (1) Mechanics (2) Maintenance personnel (3) Maintenance helper (4) Grounds keeper (5) Custodian. In order to be eligible for a transfer after lay-off for lack of work, the laid-off employee must apply in writing or transfer to a specific job classification no later than ten (10) working days after he/she has been notified of his/her lay-off. He/she shall be eligible to replace an employee in the requested position only if his/her bargaining unit seniority exceeds that of the incumbent employee.
Mechanics can only bump down to groundsman or custodian. Foremen
cannot be bumped.
D. An employee who has been laid-off for lack of work shall have his/her name retained on the seniority lists for (a) a period of one (1) year from the date of lay-off or (b) until he/she has refused a request to return from a lay-off, whichever period is shorter. If an employee should be reemployed by the Board after his/her name is one stricken from the seniority lists he/she shall be treated as a new employee and shall be placed at the bottom of the lists when his/her probationary status is completed.
ARTICLE 90
PROBATIONARY PERIODS
A. All newly hired non-certified personnel shall serve a 12 MONTH probationary
period. This probationary period may be extended an additional six (6) months upon notification to the Union by the Board during the first 11 MONTHS of employment. Upon notification, joint review will be made by the Board and the Association.
B. In the event of the filling of a position of Head Custodian, such employee shall serve a trial of 6 MONTHS. This probationary period may be extended an additional two (2) months upon notification to the Association by the Board during the first five (5) months of employment. Upon notification, joint review will be made by the Board and the Association.
C. No employee, other than those on probationary status, shall be discharged or disciplined without just cause, subject to the grievance procedure.
ARTICLE 91
JOB TRANSFERS
A. In the event there is a job vacancy and two or more employees make application for the position, the Board shall make a determination as to which if any of the applicants meet the job requirements established by the Board. In the event the Board determines that two or more meet the qualifications, then
the employee with the most bargaining unit seniority shall be awarded the position.
ARTICLE 92
SICK LEAVE AND MEDICAL COVERAGE
A. Each full time and 12 month employee shall be allowed twelve (12) sick days per year as the current Board policy allows.
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use.
C. Reimbursement of Sick Leave Upon Retirement:
$40.00 per day to a maximum of $4000.
Fifteen years of service in the district is required to participate in this reimbursement. Retirement will be as per the statutory definition. The Board of Education must be notified by December 15th for reimbursement to occur by the
following July 1st. If this notification is not given, the employee must wait until the following July 1st.
D. In any instance of EXTENDED ILLNESS, additional sick days up to a TOTAL NOT TO EXCEED THREE (3) days for each year of previous employment may be granted upon the recommendation of the Superintendent of Schools and approval by the Board. Used portions of these extended sick leave days shall not be reinstated.
E. Flu Shots
Preventative flu shots shall be offered by the school physician according to a schedule established by the Administration at no expense to the employees.
F. Medical Insurance
The Board agrees that all employees shall be covered by the basic hospitalization, medical-surgical and major medical health insurance program, with the total cost for the family to be paid by the Board. Benefits of such
coverage shall not be reduced below the current coverage.
New employees will only be provided with single coverage for the first three years of employment. However, during this time period, employees have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
G. Dental Plan
Dental Plan to be full family coverage with premium to be paid by the Board
of Education inclusive of an $800.00 orthodontia benefit. Benefits of such
coverage shall not be reduced below the current coverage.
New employees will only be provided with single coverage for their first three years of employment. However, during this time period, employees have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional
coverage.
H. Prescription Plan
The Board agrees to provide a Family Prescription Drug Plan as detailed in the District's Group Prescription Drug Plan. Benefits of such coverage shall not be
reduced below the current coverage.
New employees will only be provided with single coverage for their first three years of employment. However, during this time period, employees have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional coverage.
I. Physical Disability
1. If an employee is injured while on the job, his/her position and salary will remain protected.
2. If an employee is injured outside of his/her job, his/her position can by changed to a position which he/she is capable of performing and his/her salary adjusted to agree with the salary guide for that position.
3. If the employee is physically unable to perform the duties of any position, he/she will be dismissed.
4. If the school doctor and the employee's physician are unable to reach an
agreement on the ability of the employee to perform the duties of a position, a mutually agreed third doctor will be selected and his/her decision will be binding upon both parties.
ARTICLE 93
PERSONAL DAYS
A. Each ten (10) month employee is entitled to three (3) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. Each twelve (12) month employee is entitled to four (4) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. In such an instance, approval of the
superintendent or his/her designee is required. consecutive personal days will not be permitted without the approval of the superintendent or his/her designee. All unused personal days shall be converted to accumulated sick leave on June 30 of each year. Any willful misuse of these days is considered unprofessional.
Unless it is an emergency situation, notification must take place the day before.
ARTICLE 94
HOLIDAYS
A. The Board agrees to guarantee 12 paid holidays to the employees covered by this Agreement with the understanding that if less than 12 paid holidays are provided in the school calendar, the remaining day or days shall be assigned at the discretion of the Supervisor. The Board also agrees to declare any day designated as a holiday or any day extended to employees by the Federal Government or by the State of New Jersey as a holiday for the employees providing school is not in session.
ARTICLE 95
VACATION
A. All persons employed on a twelve (12) month basis and classified as non-instructional personnel will be eligible for vacation periods as follows:
After one year service..................10 working days
After seven (7) years service......15 working days
After fifteen (15) years service...20 working days
Vacations will be computed as of the date of hire for each employee.
(Refer to paragraph "F" for less than one year's service.)
B. Those employees who have fifteen (15) days vacation and who make prior arrangements and changing such prior arrangements will cause a loss of income or expense to the individual shall be permitted to take those fifteen (15)
days unencumbered. The present procedure for applying for more than two (2) consecutive weeks of vacation shall be followed. The Union agrees to discuss any problems caused by the above in the event an emergency makes it desirable for the individual to forego his/her vacation time.
C. The Building Principal shall determine at his/her discretion the availability of requested vacation dates.
D. In scheduling vacation where two or more employees have requested the same available dates, then the employee or employees with the most job
classification seniority shall be entitled to first choice.
E. The Board agrees to purchase vacation time at double pay from employees who desire to sell all or part of their vacation time in accordance with the following established guidelines:
1. The Administration may solicit custodians, groundsmen, maintenance men interested in selling all or part of their annual vacation allowance at the beginning of each school year (July).
2. Vacation time will be purchased at the option of the Board. The Board reserves the right to establish the weeks vacations will be worked.
3. Vacation time will be purchases on a seniority basis. The Board will attempt to see that time purchased will be distributed evenly.
4. The employee will have the option of offering all or part of his vacation time in weekly parts (1, 2, or 3, weeks).
5. An employee may work in a school other than his assigned school during the vacation week.
6. If a holiday falls on the week purchases, the employee will be paid for the full week and not work on the holiday.
7. The employee who does not make a commitment to sell vacation time at the beginning of the school year may offer to sell time during the year, subject to a priority being placed on initial commitments.
8. Purchase time will be purchased thusly: Annual salary divided by 52 times 2 = vacation time purchase price.
F. If an employee has less than one (1) year of service, he/she shall accrue one (1) day vacation per month, not to exceed the (10) vacation days. This time to be taken during the next full contract year. During the second full contract year he/she will be entitled to ten (10) full vacation days.
ARTICLE 96
COFFEE BREAKS
A. The Board agrees to provide two (2) fifteen (15) minute coffee breaks. One in the morning and one in the afternoon with the understanding that all coffee will be consumed on the school building premised and that if such coffee is not available on the premises only one man is permitted to drive off the premises to pick up the necessary coffee.
ARTICLE 97
UNIFORMS
A. The Board reserves the right to select the style and the color of the uniform.
B. Uniform allowance for all full time employees shall be as follows:
2003-2004: $275.00
2004-2005: $285.00
2005-2006: $300.00
2006-2007: $315.00
ARTICLE 98
ASSOCIATION LEAVE TIME
A. The Board agrees to grant officially elected delegates of the Association time off with pay for the purpose of attending Association conventions, conferences or workshops provided that:
1. The total time off does not exceed an aggregate of two (2) working days for the life of the contract.
2. Not more than two (2) such Association delegates shall be permitted to attend such conventions or conferences at any one time.
3. Written request specifying the amount of time off to be received by the Board at least five (5) days in advance of granting of each time off. Under certain circumstances this five (5) day period may be waived by the Board.
ARTICLE 99
OVERTIME
A. Overtime
1. The Board agrees to rotate overtime among all employees provided, however, that the employee to receive overtime must be fully qualified to perform the duties. Overtime will be at the rate of time and one half (1-1/2), Monday through Saturday. Double time on Sundays.
2. The Association agrees that necessary overtime within the department must be performed and if no other person desires such overtime, the least senior man who is qualified must perform the required overtime.
3. The Board agrees to continue the present procedure of granting fifteen (15) minutes overtime pay for any portion of fifteen (15) minutes worked overtime.
4. Overtime procedure:
a) Employee "A" is scheduled for overtime and works it, therefore going to the bottom of the rotation list.
b) Employee "A" is scheduled for overtime, but the event is canceled.
No other employee has been scheduled for overtime. So,
employee "A" remains at the top of the list for the next scheduled
overtime.
c) Employees "A" and "B" are scheduled for separate overtime events.
Employee "A" has the event canceled. Since "B" is already
scheduled, "B" remains in that position. "A" therefore gets the next
overtime event that comes by. After "A" has worked the overtime
event, "A" falls back into the normal rotation slot.
d) If a night crew employee is next in line to be scheduled for overtime,
and the next overtime event is a night event and the employee is
unable to work because he is working already, this employee
therefore remains at the top of the overtime list until an overtime
event becomes available that he/she can work.
e) If the next employee in line to be scheduled for an overtime event refuses to work the event, he/she will then go to the bottom of the rotation schedule.
f) If an overtime event is to be scheduled for work, and the next
employee in the rotation schedule is sick, out on a personal day, or
on vacation and therefore unable to work, this will be equivalent to
a refusal and therefore his/her name will go to the bottom of the
rotation schedule.
g) Every effort will be made to maintain the assignment of overtime on
the basis of seniority (as described in paragraphs a - f above).
However, in unusual circumstances when an overtime situation
occurs and requires qualifications in a specialty area (maintenance,
grounds, mechanic), that assignment will be made at the discretion
of the Business Administrator and/or his designee.
h) Overtime in the custodial, grounds, maintenance, and mechanic
departments will be separate and distinct in all overtime
assignments.
The following is a list of overtime activities associated with the
grounds and maintenance departments:
GROUNDS MAINTENANCE
1) Home & away football 1) Repairs
games (nights, Saturday,
Sunday)
2) Home soccer games 2) Graduation (Called
(Nights, Saturday, Sunday) 2nd after grounds)
3) Home Baseball (Saturday) 3) Snow removal (Called
2nd after grounds)
4) Graduation (1st)
4) Storms, emergencies
5) Snow removal (1st) (Called 2nd
depending on
6) Storms, emergencies (1st) situation)
7) Graduation security 5) Graduation security
night before (1st) night before (2nd)
8) Halloween security (1st) 6) Halloween security
(called 2nd)
Prior to any upcoming weekend or vacation period, a form will be
posted for any employee to sign if interested in being on call to fulfill
an emergency or unscheduled overtime situation that may occur
during this period of time. This list will be used to secure the
necessary services related to the emergency/unscheduled overtime
situation. If the qualifications in a specialty area are needed to cover
this emergency/unscheduled overtime situation, this assignment will
be made at the discretion of the Business Administrator and/or his
designee. A lottery method will be used to determine who will work
the emergency/unscheduled overtime situation, if more than one
employee has submitted their name for consideration. Two (2)
refusals or unavailability to work after being called with your name on
the list to work, will result in the name being removed from the list for
the remainder of the year.
B. Call In Pay
1. The Board agrees to guarantee four (4) hours "call-in-pay" for all employees covered by this Agreement for any maintenance or custodial emergency, recognizing that emergency is only an unplanned situation and does not cover any assigned scheduled work such as PTA meetings. The Association agrees that this four (4) hour guarantee does not apply at the beginning of a work day which runs into a regular scheduled work period.
2. Employees called in for snow removal prior to the regular starting time shall be guaranteed two (2) hours overtime provided he/she reports on the job within one (1) hour after notification.
C. Sunday Work
1. The Board agrees to pay overtime for scheduled Sunday work at the rate of double time. (Note: If a custodian is to be present at a concert held in the Auditorium on Sunday and is notified ahead of time, he/she will be paid at the rate of double time).
2. For emergency call-in service, the minimum of four (4) hours applied at the rate of time and one half (1-1/2); any time beyond the four (4) hours will be at the double time rate. (Note: A maintenance worker who is called in to repair storm damage. If he/she works two hours, he/she would be paid a minimum of four (4) hours at time and one half (1-1/2). If he/she works six (6) hours, he/she would be paid four (4) hours at time and one half (1-1/2) and two (2) hours at double time.
D. Sports Teams Practices
1. If sports teams practice in buildings without a custodian present, the Board of Education agrees to pay the custodian who is denied this
overtime, the rate of 1-1/2 times his/her hourly rate on a weekday and a
Saturday, and 2-1/2 times his/her hourly rate on a Sunday, from the time the teams started practicing, because the teams started practicing prior to the custodian's scheduled start time.
ARTICLE 100
SALARIES
A. See salary guides at end of this document. (Retroactive to July 1, 2003)
Temporary head mechanic replacements shall receive pro-rated compensation after two (2) weeks. A replacement does not have to be assigned. If a replacement is not assigned, it is the responsibility of the supervisor of Buildings and Grounds.
B. Longevities
1. The following longevity allowances will be applicable to all 12 month full time employees. Part time contractual employees will receive longevity pro-rated.
$300.00 upon entering the sixth (6) year of service with the district.
$600.00 upon entering the tenth (10) year of service with the district.
$900.00 upon entering the fifteenth (15) year of service with the district.
$1200.00 upon entering the twentieth (20) year of service with the district.
C. Temporary Custodial Supervisor replacements shall receive pro-rated
compensation after two (2) weeks. A replacement does not have to be assigned. If a replacement is not assigned, it is the responsibility of the building principal or the supervisor of Buildings and Grounds.
D. Maintenance Differentials
2003-04 2004-05 2005-06 2006-07
Shop Foreman $3335.00 $3495.00 $3660.00 $3835.00
Grounds Foreman $3335.00 $3495.00 $3660.00 $3835.00
Receiving Foreman $3335.00 $3495.00 $3660.00 $3835.00
HVAC refrigeration $2505..00 $2625.00 $2750.00 $2880.00
A/C license stipend
Licensed Electrician $2505.00 $2625.00 $2750.00 $2880.00
Licensed Plumber $2505.00 $2625.00 $2750.00 $2880.00
AHERA Leader $2505.00 $2625.00 $2750.00 $2880.00
New Jersey O & M $385.00 $405.00 $425.00 $445.00
& Floor Tile Certification
(voluntary)
Head Mechanic Stipend $5240.00 $5490.00 $5750.00 $6025.00
Temporary foreman replacements shall receive pro-rated compensation after two (2) weeks. A replacement does not have to be assigned. If a replacement is not assigned, it is the responsibility of the supervisor of Buildings and Grounds.
E. Watchman
1. The Board agrees to release the head custodians from the requirement of checking their buildings twice each Saturday, Sunday and holidays and other times school is not is session.
F. Black Seal License
1. 2003-2004 - $400.00 per year
2. 2004-2005 - $400.00 per year
3. 2005-2006 - $400.00 per year
4. 2006-2007 - $400.00 per year
(Rates pro-rated for part-time employees)
G. Contract Renewal
1. The renewal of the individual yearly contract for each employee shall not be withheld without just cause, subject to the grievance procedure, unless the employee is probationary.
ARTICLE 101
POSTINGS
A. All new or vacant positions of a permanent nature, must be posted.
ARTICLE 102
EVALUATIONS
A. Foremen will not be responsible for yearly evaluations.
BUS DRIVERS
ARTICLE 103
PROBATIONARY PERIOD
A. All newly hired non-certified personnel shall serve a one (1) year probationary period. This probationary period may be extended an additional six (6) months upon notification to the Association by the Board during the first five (5) months of employment. Upon notification, joint review will be made by the Board and the Association.
ARTICLE 104
DISCHARGE AND DISCIPLINE
A. An employee may be disciplined, suspended or discharge only for just cause. A conference between the Employer and the Employee shall be held prior to discharge. In a disciplinary case, a conference shall be scheduled within two
(2) working days of notification of disciplinary action. The Employee may request the presence of the Building Representative during disciplinary or discharge conferences. If the employee is dissatisfied with the result of a conference, he/she may use the grievance machinery.
B. Any employee covered by this Agreement shall have the right to inspect and obtain copies (priced according to Board fee schedule) of documents from their personnel file upon three (3) working days notice to the custodian thereof.
ARTICLE 105
DRIVERS SALARY LIST
A. Salary based on 183 school days - remuneration will reflect any changes made in the number of school days.
Full time base salary: six (6) hours
STEP 2003-2004 2004-2005 2005-2006 2006-2007
2 $14,345 $15,145 $16,045 $21,275
3 $14,875 $15,675 $16,575 $21,375
4 $15,635 $16,435 $17,335 $21675
5 $16,435 $17,235 $18,135 $22,175
6 $19,890 $20,690 $21,590 $22,875
7 $20,655 $21,455 $22,355 $23,775
8 $21,975 $22,775 $23,675 $24,775
(Salaries retroactive to July 1, 2003)
B. Guide Placement: Pertinent driving experience and other factors may be considered by the Board of Education for salary guide placement for newly hired contract drivers.
ARTICLE 106
LONGEVITIES
A. 2003/04 - 2004/05 - 2005/06 - 2006/07:
6 to 10 years of service: $400
11 to 15 years of service: $400 (Total: $800)
16 to 20 years of service: $400 (Total: $1200)
21 years and up: $400 (Total: $1600)
ARTICLE 107
NON-CONTRACT RUNS
A. All trips not part of a continuous time schedule to be paid at the following flat rates:
2003-2004 - $15.00 per hour
2004-2005 - $15.00 per hour
2005-2006 - $15.00 per hour
2006-2007 - $15.00 per hour
B. Non-contract runs and all extra work assignments shall be voluntary and shall be rotated from a seniority list at the beginning of the school year.
C. Transportation supervisor will post extra trip assignments each Thursday morning and assignments the following week.
D. Drivers on the "overtime list" may indicate a desire for an assignment by signing their name below the assignment on this list posted. Assignments will be made by the Transportation Supervisor on a rotation basis to the driver (s) responding to the posting. The rotation system shall be the prime method of assigning extra runs. However, the Transportation Supervisor may make assignments as he/she deems necessary when the situation warrants it.
E. The minimum pay for all trips shall be one (1) hour.
F. If the Transportation Supervisor fails to notify a driver of a canceled trip prior to the driver's reporting time, a minimum of two (2) hours shall be paid to said driver. This provision applies only to assignments which require the driver to report to work. Trips scheduled between normal assignments, or at the end of the working day are exempt.
G. If a non-contract run or an extra work assignment is canceled, for any reason, and rescheduled another day, because of this schedule change, the originally scheduled driver will retain his/her place in the rotation schedule as if they had never been assigned the trip in the first place.
ARTICLE 108
CONTRACT PACKAGES
A. Contract packages for full time drivers shall consist of no more that three (3) time blocks, two (2) time blocks if the package contains assignments presently known as "late runs", which total no more that six (6) hours. Additional duties may be assigned on either a temporary or permanent basis, so long as the assigned daily transportation duties, and additional duties do not exceed six (6) hours.
B. Assignments in excess of six (6) hours will receive additional compensation, at the contract rate.
C. Contract packages with less than four (4) hours of work shall be considered part-time. All drivers with duties between four (4) and six (6) hours will be compensated at the six (6) hour rate. Ample time will be allowed within the framework of the daily six (6) hour schedule to perform assigned maintenance and preparation duties.
D. Time not worked within the daily six (6) hour schedule will not be accumulative.
E. Assignments will not be made if it is anticipated that such assignment will cause the driver to work beyond their scheduled time. However, drivers known as floaters, whose contracts were extended from four (4) or five (5) hours to six (6) hours will be required to perform any normal driving assignments not limited to, but including: field trips, athletic events, substitutions for drivers who are out sick, etc. Such duties performed mid-day will be done without further compensation.
F. Any parochial runs scheduled on days beyond the Wall Township calendar shall be treated as non-contract runs with the regular driver driving the entire package. The driver who selects the parochial package shall be guaranteed two (2) hours minimum.
G. Contract packages: A grouping of contract runs for assignments to individual drivers.
H. All packages shall be picked in order of seniority. When the Transportation Supervisor does not agree that a driver is suited to a package chosen by that driver, the Supervisor will meet with the driver and give his/her reasons for not approving. If the driver does not agree with the reason set forth by the Transportation Supervisor, he/she may grieve the decision of the Supervisor through the grievance machinery.
I. Packages will be posted for review at least two (2) days prior to the date for selection.
J. The date of selection shall be no later than the last week in August. Drivers will be notified by mail in advance of the posting.
K. Drivers not present for selection must provide a written proxy directing another driver to make the selection for them, or the Transportation Supervisor will make the selection for them in seniority order.
L. Any and all packages may be altered during the school year to meet changing need. Adjustments to salary will be pro-rated accordingly.
M. Trial Runs - Drivers may be required to trial run their contract package within two (2) days after package selection. Trial runs shall be assigned at the discretion of the Transportation Supervisor.
N. Packages which become available at least thirty (30) calendar days before the end of the school year as established by the annual school calendar will be posted three (3) days for bidding by the employees. Transportation Supervisor would have full authority to choose the person for the position from this list with consideration given to the employee's seniority. Packages shall be posted within two (2) working days of vacancy and shall be awarded within three (3) working days after the posting period, subject to final approval by the Board of Education. The Building Representative shall be responsible for ensuring that
all drivers are aware of the posting.
ARTICLE 109
SICK DAYS
A. Pursuant to the current Board of Education policy, employees shall be allowed annual personal sick leave without loss of pay of such absences as follows:
12 days for employees on a 12-month contract
10 days for employees on a 10-month contract
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Under no circumstances is accrued sick leave to be considered or applied as terminal leave. Doctor's appointments which have to be made during the work day can be deducted from sick leave days.
C. A certificate of absence shall be filed by each employee for any absence and for absences due to illness over three (3) consecutive days duration, a doctor's certificate shall be required to be filed in the office of the Board Secretary/Business Administrator. The doctor's certificate shall indicate the employee is fit to resume duties as a bus driver. The Board reserves the right to have it's own physician examine the employee for final determination of fitness to perform duties.
D. Sick leave accrued in one school district may not be carried over with subsequent employment in another school district.
E. In the event a driver does not complete the assigned time slots due to illness or emergency, and said emergency arises during the first time slot, said driver will be docked one (1) sick day. If the emergency arises during the second time slot, driver will be docked 1/3 sick day, and if it occurs during the third time slot, driver will not be docked any sick time.
F. In any instances of extended illness, additional sick days up to a total not to exceed two (2) days for each year of previous employment may be granted upon the approval of the Board of Education. Used portions of these extended sick leave days shall not be reinstated.
G. Reimbursement of Sick Leave Upon Retirement:
$40.00 per day to a maximum of $4000
Fifteen (15) years of service is required to participate in this reimbursement. Retirement will be as the P.E.R.S definition. The Board of Education must be notified by December 15th for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following July 1st.ARTICLE 110
MEDICAL INSURANCE
A. Single coverage - medical insurance will be provided by the Board of Education
Benefits of such coverage shall not be reduced below the current coverage
.
B. Family coverage: Any driver may purchase family coverage at the current board rates.
C. Prescription Plan: The Board agrees to provide an "employee only" Prescription Drug Plan with the premiums being paid by the Board of Education.
Benefits of such coverage shall not be reduced below the current coverage.
Family Prescription: Those drivers, to the extent only of their coverage with regular hospitalization, may enroll in the drug plan. The drivers must pay the applicable amount.
D. Any driver may purchase single/family Dental Insurance at Board rates.
ARTICLE 111
LEAVE OF ABSENCE WITHOUT PAY
A. Employees may be granted a leave of absence without pay for personal reasons for a period of up to one (1) year with the approval of the Board of Education during which time they shall retain their seniority rights.
Seniority will accrue during the leave period.
ARTICLE 112
PERSONAL DAYS
A. Employees may be granted up to three (3) days of absence during any one school year without deduction of salary.
B. Personal days shall be provided for the sole purpose of permitting any employee the opportunity to transact matters of personal affairs and to meet emergency situations which cannot be performed at a time other than regular working hours without loss of pay. Personal business leave is not to be construed as vacation time to be taken at the will of the individual employee.
C. Requests for personal days which precede or follow school holidays or vacation periods shall be honored only under extreme circumstances.
D. Personal days are to be taken with internal control by both the Administration and the Union.
E Unused portions of personal leave shall be converted to accumulated sick leave on June 30th of each year.
F. A minimum of 48 hours notice requirement for personal days is required, except in the case of an emergency.
ARTICLE 113
ASSOCIATION ACTIVITY
A. The Board of Education agrees to grant officially elected delegates time off with pay for the purpose of attending Association Conventions and/or conferences provided that time off does not exceed an aggregate of five (5) working days in the calendar year, and that not more than two (2) such Association delegates shall be permitted to attend such conventions or conferences at any one time, and applications of said time shall not exceed two (2) annually. Written request specifying the amount of time off is to be received by the Board of Education at least five (5) days in advance of granting of each time off. Under certain
circumstances this five (5) day period may be waived by the Board.
ARTICLE 114
ASSOCIATION REPRESENTATIVES
A. The Board agrees to recognize a minimum of one (1) Building Representative and one (1) Alternate selected by the Association. A Representative shall be granted a reasonable amount of time during his/her regular working hours, without loss of pay, to interview an employee who has a grievance and to discuss the grievance with the employee's immediate supervisor. The Association president or Representative shall be granted a reasonable amount of time during his/her regular work hours, without loss of pay, to present, discuss, and investigate grievances. Neither a representative nor an Association officer shall leave his/her work without first obtaining permission of his/her immediate supervisor, which permission shall not be unreasonable withheld. The Association agrees to provide a listing of the current Building Representatives and Officers for the Board after the regular Association election and also to notify the Board of any interim changes.
ARTICLE 115
SENIORITY
A. The Board and the Union agree that an updated seniority list will be provided to the union once each year of this contract. Employees will be placed on the seniority list in accordance with their date of hire. Ties will be broken by date of receipt of application for full time employment. Applications will be purged once a year.
B. Seniority shall prevail in any layoff of employees, the least senior employee to be laid off first. Employees shall be recalled or offered recall from layoff in the inverse order of their layoff, the most senior laid off employee being the first to be recalled. Laid off employees shall be eligible for recall for a period up to one
(1) year from the date of their layoff.
C. Employees who refuse to return to work within ten (10) days of the time they are offered recall shall be terminated. Notification of layoff or recall shall be by registered letter, return receipt requested.
ARTICLE 116
LUNCH AND DINNER RIGHTS
A. If a driver is on a trip assignment of at least two (2) hours duration, and one of those hours is 12:00 noon to 1:00 PM, the driver will receive up to a $6.00 meal allowance.
B. If a driver is on a trip assignment of at least two (2) hours duration, and one of those hours if 6:00 PM to 7:00 PM, the driver will receive up to a $12.00 meal allowance. A receipt if required for payment.
ARTICLE 117
MEDICAL EXAMINATIONS
A. To satisfy the bi-yearly medical examination requirements for the renewal of bus drivers' licenses, all drivers shall be required to have a physical examination by a medical doctor.
B. The Board agrees to reimburse each driver up to $45.00 for such examination upon receipt of bill.
C. Additional medical examinations may be required by the Board to verify a driver's physical capabilities following an extended illness.
D. Preventive flu shots shall be offered by the school physician according to a schedule established by the Administration at no expense to the employees.
E. The Board of Education will pay for bus driver drug testing that takes place every two (2) years up to a maximum of $65.00. This amount is over and above the amounts reimbursed for medical exams.
ARTICLE 118
UNIFORMS
A. The Board reserves the right to select the style and color of uniforms.
B. The uniform allowance shall be $135.00 for the 2003-2004 school year, $135.00 for the 2004-2005 school year, $135.00 for the 2005-2006 school year, and $135.00 for the 2006-2007 school year, for all full time employees.
ARTICLE 119
GENERAL PROVISIONS
A. Any new driver after three (3) months employment will be reimbursed for the State Motor Vehicle fee charged for obtaining the required license.
B. Drivers will not be required to make daily routine oil checks.
C. Drivers will be required to attend up to two (2) two-hour safety meetings per year for which there will be no reimbursement.
D. The Board agrees to reimburse each driver $4.00 per year for bus license renewal.
ARTICLE 120
BULLETIN BOARDS
A. The Board of Education will provide space for a bulletin board.
ARTICLE 121
FULLY BARGAINED PROVISION
A. This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either of both the parties at the time they negotiated or signed this Agreement, except as may otherwise by provided herein.
ARTICLE 122
POSTINGS
A. All new or vacant positions of a permanent nature, must be posted.
ARTICLE 123 SUMMER WORK
A. Any driver interested in working during the summer months must notify the transportation supervisor, in writing, thirty (30) days prior to the end of the work year, of their desire to work any summer assignments that may become available.
Any letter of intent submitted after the thirty (30) days, will be honored at the discretion of the Board of Education.
The Transportation Supervisor may approach any driver prior to the thirty (30) days from the end of the work year. After the expiration of the thirty (30) day limit, drivers may not be approached unless there are not sufficient responses to fill the needed assignments.
If more drivers have submitted a letter of intent than there are runs available, the assignments will be given out in order of seniority until all runs are covered.
TRANSPORTATION DISPATCHER
ARTICLE 124
ADMINISTRATION OF SALARY POLICY
Upon initial employment, experience gained in related fields of work which are closely related to the prospective assignment shall be considered by the Superintendent of Schools and the Board of Education for salary guide placement. A maximum of three (3) years may be applied.
ARTICLE 125
INCREMENTS/SALARIES
A. Any and all increments may be withheld by the Board of Education upon its own motion in a manner consistent with existing statutes. Reasons for withholding shall be furnished the employee. If the employee does not agree with the reasons, he/she can grieve the action.
B. An employee shall be in the employ of the Board of Education not less than five(5) months for ten-month personnel, or six (6) months for twelve-month personnel, the previous school year in order to be eligible for an increment the following year.
ARTICLE 126
STEPS
A. Each step of the salary guide shall be defined as one calendar year of occupational experience within the school district.
B. Seniority lists for dispatcher will be maintained.
ARTICLE 127
PROBATIONARY PERIOD
A. All newly hired non-certificated personnel shall serve a six-month probationary period. After three (3) months, a written evaluation shall be given to newly hired employees by their immediate supervisor. At the end of the six (6) month period, a second evaluation will be given upon the employee's request.
B. No employee, other than those on probationary status, shall be discharged or disciplined without just cause, subject to the grievance procedure.
ARTICLE 128
TENURE
A. Tenure contracts to be issued upon entering fourth (4th) year of service on a contractual basis.
ARTICLE 129
LONGEVITY
A. $400 increment upon entering eleventh (11th) year of service in the district.
Additional $400 increment upon entering fifteenth (15th) year of service in the district. ($800)
Additional $400 increment upon entering twenty-first (21st) year of service in the district. ($1200)
Additional $400 increment upon entering twenty-fifth (25th) year of service in the district. ($1600)
ARTICLE 130
OVERTIME PAY
A. Overtime pay at the rate of time and one-half will be paid for assigned office duty beyond forty (4) hours of actual work per week.
B Overtime pay shall not be authorized without prior approval of the Business Administrator and building supervisor.
C. Overtime pay during the school year shall be computed as follows: Beyond 37-1/2 hours, pay at straight rate until 40 hours; time and one-half beyond 40 hours.
D. Employees working Saturday and Sunday shall be paid for those hours at the rate of time and one-half, with prior approval of the Superintendent.
E. Overtime pay for driving a school bus beyond regular working hours to be at the flat rate as listed in Article 107.
ARTICLE 131
HOURS
A. Work day: 7-1/2 hours, exclusive of lunch.
ARTICLE 132
VACATION DAYS
A. All personnel employed on a 12-month basis will be eligible for vacation as follows:
After one (1) year of service: 10 working days vacation
After eight (8) years of service: 15 working days vacation
After fifteen (15) years of service: 20 working days vacation
B. In general, vacation time granted may not be taken in amounts greater than ten (10) working days in any one period. The cooperation of the employees and district administration is required to avoid peak work load periods whenever possible.
C. If an employee has less than one (1) year of service, the employee shall accrue one (1) day vacation per month, not to exceed ten (10) vacation days for a 12-month employee.
D. Employees with greater than ten (10) days vacation, under unusual circumstances, may request a vacation duration in excess of ten (10) consecutive days. The employee must first apply to the immediate supervisor for permission. If the supervisor agrees to arrange the office work load to accommodate the request without creating undue hardship, the employee may then apply to the Superintendent of Schools for permission. All such extended vacation requests (over 10 consecutive days) require a minimum of sixty (60) days notice unless permission is granted by the Superintendent or his/her designee.
E. In the case of an employee who has ten (10) vacation days; in unusual circumstances (as described in Paragraph D above), the Board may grant permission for an employee to take an extra week or more without pay, following the procedure described in the paragraph above.
ARTICLE 133
HOLIDAYS
A. The Board agrees to guarantee twelve (12) paid holidays to the employees covered by this Agreement with the understanding that if less than twelve (12) paid holidays are provided in the school calendar, the remaining day or days shall be assigned at the discretion of the Supervisor. The Board also agrees to declare any day designated as a holiday or any day extended to employees by the Federal Government or by the State of New Jersey as a holiday for the employees providing school is not in session.
ARTICLE 134
SICK DAYS
A. Pursuant to the current Board of Education policy, employees shall be allowed annual personal sick leave without loss of pay for such absences as follows:
12 days for employees on a 12-month contract
10 days for employees on a 10-month contract
B. Unused portions of annual sick leave shall accumulate without limitation for subsequent use. Employees may not apply accrued sick leave to any period of time contiguous to their employment termination, except for those cases where illness precludes the fulfillment of their contractual duties. Doctor's appointments which have to be made during the workday can be deducted as a sick day at the employee's discretion.
C. A certificate of absence shall be filed by each employee for any absence, and for absences due to illness over four (4) consecutive days duration, a doctor's certificate shall be required to be filed in the office of the Superintendent. After the first such occurrence in a contract year, a certificate may be requested for absences due to illness over three (3) days duration.
D. Sick leave accrued in one school district may not be carried over with subsequent employment in another school district, except by action of the Board of Education.
E. In any instance of extended illness, an employee who has used all regular sick days, vacation days, and extended sick days, will be place on a Leave of Absence status and the vacated job may be posted. For ninety (90) days thereafter, the employee shall enjoy full group insurance benefits. The employee in entitled to reinstatement to his/her regular job upon presentation of a doctor's certificate for a period of up to six (6) months from the date the disability began. Upon mutual agreement of the Board and the Union, the Leave of Absence can be extended.
F. Reimbursement for sick leave upon retirement:
$50.00 per day to a maximum of $6250
Fifteen (15) years of service in the district is required to participate in this reimbursement. Retirement will be as per the P.E.R.S. definition. The Board of Education must be notified by December 15th for reimbursement to occur by the following July 1st. If this notification is not given, the employee must wait until the following July 1st. ARTICLE 135
EXTENDED SICK LEAVE
A. In any instances of EXTENDED ILLNESS, additional sick days up to a total not to exceed three (3) days for each year of previous employment may be granted upon the recommendation of the Superintendent of Schools and approval by the Board. Used portions of these extended sick leave days shall not be reinstated.
ARTICLE 136
MEDICAL INSURANCE
A. Full family coverage will be provided by the Board (Basic and Major Medical).
Benefits of such coverage shall not be reduced below the current coverage.
A non-tenured dispatcher will only be provided with single coverage until he/she obtains tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional charge.
B. Dental Plan to include member and spouse. Premium to be paid by the Board of Education. Benefits of such coverage shall not be reduced below the current coverage.
Family dental may be purchased at the group rate, by the employee, provided the employee notifies the board office during the spring preceding the new contract year.
A non-tenured dispatcher will only be provided with single coverage until he/she obtains tenure. However, during this non-tenured period, they have the option of purchasing all medical and medical related family benefits at full cost to the employee for this additional charge.
C. Preventative Flu Shots will be offered by the school physician according to a schedule established by the Administration at no expense to the employee.
D. Prescription Drug Plan:
The Board agrees to provide a Family Prescription Drug Plan as detailed in the District's Group Prescription Drug Plan with premiums being paid by the Board of Education. Benefits of such coverage shall not be reduced below the current coverage.
A non-tenured dispatcher will only be provided with single coverage until he/she obtains tenure. However, during this non-tenured period, they have the
option of purchasing all medical and medical related family benefits at full cost to the employee for this additional charge.
ARTICLE 137
MEDICAL EXAMINATIONS
A. To satisfy the bi-yearly medical examination requirements for the renewal of bus driver's licenses, the dispatcher shall be required to have a physical examination by a medical doctor.
B. The Board agrees to reimburse the dispatcher up to $45.00 for such examination upon receipt of bill.
C. Additional medical examinations may be required by the Board to verify a dispatcher's physical capabilities following an extended illness.
D. The Board of Education will pay for dispatcher drug testing. This amount is over and above the amounts reimbursed for medical exams.
ARTICLE 138
LEAVE OF ABSENCE
A. Staff members shall not absent themselves from duty without obtaining leave of absence from the Superintendent of Schools. Approval of such leave must be obtained before the absence occurs, unless circumstances are such as to render advanced approval impossible.
B. Request for absence should be addressed to the Superintendent of Schools through the employee's immediate supervisor during school hours. When emergencies occasioning absence occur in the morning before 7:30 a.m., contact your immediate supervisor, advising of the circumstances and possible length of absence.
C. Employees covered by this Agreement may request a leave of absence, without pay, for a period not to exceed one (1) year. Leaves for valid reasons, such as maternity and illness or pressing personal matters will be considered. Leave to assume other employment will not be considered. Applications will be subject to approval and discretion of the Board of Education. The employee's employment status (including seniority, tenure or longevity) will be maintained at the level of the start of the leave of absence. Times spent on said leave will not be applied to seniority, tenure, or longevity. However, the employee will be compensated in accordance with salary schedule applicable at the time of his/her return.
The employee must notify the Board in writing, at least ten (10) working days prior to the termination of the leave, of his/her intention to return. Failure to comply with notification, or return to work within ten (10) working days from the termination of the leave of absence will be grounds for dismissal.
ARTICLE 139
PERSONAL DAYS
A. A dispatcher is entitled to four (4) personal days without specified reasons unless the personal day is a workday immediately prior to or following a holiday. In such an instance, approval of the Superintendent or his/her designee, is required. Consecutive personal days will not be permitted without the approval of the Superintendent or his/her designee. All unused personal days shall be converted to accumulated sick leave on June 30th of each year. Any willful misuse of these days is considered unprofessional.
ARTICLE 140
EMERGENCY CLOSINGS
A. Employees are not required to work in case of school closings due to snow days, unless called to work before 11:00 a.m. by the Business Administrator.
B. Employees are required to work in case of school closings other than snow days, if the emergency does not affect their working conditions.
C. In cases of early dismissals due to inclement weather, the dispatcher may leave thirty (30) minutes after all student transportation vehicles have returned to the bus compound.
ARTICLE 141
VACANCY POSTINGS
A. The Superintendent or his/her designated representative shall post in all buildings where unit members work, a listing of any vacancy which may occur so that members of the Union may apply for such vacancy. The posting will be in effect for ten (10) days.
B. In filling these vacancies, the Board shall consider the qualifications, background, and other relevant factors, including years of service within the School District. The parties recognize, however, that the filling of these vacancies is a prerogative of the Board and the decision of the Board with respect to such matters shall be final.
ARTICLE 142
OFFICE CONDUCT
A. The Board agrees to provide two (2) fifteen (15) minute coffee breaks at times assigned by the immediate supervisor. Times will be so staggered, where possible, so as to provide courteous service to members of the General Public entering the office or calling on the phone.
ARTICLE 143
PERSONNEL FILES
A. The dispatcher shall, upon request with 24-hour notice, be given an opportunity to review any evaluation of his/her work performance or conduct during the term of this Agreement and included in his/her permanent personnel folder. The dispatcher may file a written response to such materials and, upon request, such response will be forwarded to the Superintendent for review, and will then be attached and retained with the particular document concerned. Each dispatcher will be provided with a copy of any evaluation, reprimand, or other document that is to be placed in his/her personnel folder.
ARTICLE 144
TERMINATION OF EMPLOYMENT
A. Fifteen (15) days notice shall be required for the termination of all contracts.
ARTICLE 145
UNIFORMS
A. The Board reserves the right to select the style and color of uniforms.
B. The uniform allowance shall be equal to the bus driver's uniform allowance under Article 118.
ARTICLE 146
EXISTING BENEFITS
A. All present conditions beneficial to the dispatcher not covered by this Agreement as of the date of signing and now in effect as regular employee practice, shall remain in effect unless provided for otherwise in this Agreement, or unless otherwise changed hereafter by mutual consent of the Board and the Association.
ARTICLE 147
WORKSHOPS AND SEMINARS
A. Registration and transportation tees to be paid by the Board of Education for job related workshops, seminars, etc., if requested to attend by the Supervisor and approved by the Board of Education.
ARTICLE 148
GENERAL PROVISIONS
A. The dispatcher will be reimbursed for the State Motor Vehicle fee charged for obtaining the required license.
B. The dispatcher will not be required to make daily routine oil checks.
C. The dispatcher will be required to attend up to two (2) two-hour safety meetings, per year, for which there will be no reimbursement.
D. The Board agrees to reimburse the dispatcher $4.00 per year for bus license renewal.
ARTICLE 149
DISPATCHER SALARY GUIDES
Step 2003/2004 2004/2005 2005/2006 2006/2007
1 23,500 23,500 23,500 23,500
2 26,000 26,000 26,000 26,000
3 28,400 28,400 28,400 28,400
4 30,800 30,800 30,800 30,800
5 33,200 33,200 33,200 33,200
6 35,600 35,600 35,600 35,600
7 38,000 38,000 38,000 38,000
CO-CURRICULAR ACTIVITIES
2003/04 - 2004/05 - 2005/06 - 2006/07
VOCAL (MUSICAL) 2180
2280
2385
2500
VOCAL (CONCERTS) 725
760
795
835
INSTRUMENTAL (MUSICAL) 1100
1150
1205
1265
INSTRUMENTAL (BAND & CONCERTS) 4865
5090
5330
5585
ASSISTANT MARCHING BAND 2250
2355
2465
2585
DRAMATICS (H.S. MUSICAL) 3225
3375
3535
3705
DRAMATICS (H.S. CLUB) 1375
1440
1510
1580
CLASS ADVISORS: (GRADE 9) 830
870
910
955
CLASS ADVISORS: (GRADE 10) 830
870
910
955
(GRADE 11) 965
1010
1055
1105
(GRADE 12) 965
1010
1055
1105
SCHOOL NEWS MEDIA (H.S.) 2180
2280
2385
2500
YEARBOOK (H.S.) 3405
3560
3725
3905
STUDENT COUNCIL ADVISOR (H.S.) 1940
2030
2125
2225
NATIONAL HONOR SOCIETY (H.S.) 830
870
910
955
GRAPHIC ARTS (SCHOOL SYSTEM PROJECTS) 1100
1150
1205
1265
SEWING (FOR DRAMA & ATHLETICS) 965
1010
1055
1105
STAGE & LIGHTING ADVISOR (H.S. & INT.) 1850
1935
2025
2120
STAGE DESIGN DECORATING (H.S. & INT.) 1850
1935
2025
2120
HEAD NURSE (DISTRICT) 2645
2765
2895
3035
SPANISH CLUB (H.S.) 830
870
910
955
LATIN CLUB (H.S.) 830
870
910
955
FRENCH CLUB (H.S.) 830
870
910
955
GERMAN CLUB (H.S.) 830
870
910
955
ENVIRONMENTAL CLUB (H.S.) 1115
1165
1220
1280
GREENHOUSE COORDINATOR (H.S.) 7400 7400
7400
7755
MENTOR TEACHERS (DISTRICT) 1090
1140
1195
1250
SUBSTITUTE CALLER (DISTRICT) 11,300 11,300
11,300
11,840
STRENGTH & CONDITIONING COACH (H.S.) 3840
(SUMMER) 4015
4205
4405
WEIGHT ROOM SUPERVISOR (H.S.) 1840
(PER SEASON) 1925
2015
2110
TEACHER IN CHARGE (ELEMENTARY) 1735
1815
1900
1990
TEACHER IN CHARGE (PRIMARY) 3795
3970
4155
4355
LITERARY CLUB (H.S.) 870
910
955
1000
MATH CLUB (H.S.) 690
720
755
790
AFS (H.S.) 830
870
910
955
VIDEO YEARBOOK (HIGH) 3405
3560
3725
3905
KEY CLUB (H.S.) 870
910
955
1000
COMPUTER CLUB (H.S.) 870
910
955
1000
PHOTOGRAPHY CLUB (H.S.) 830
870
910
955
NATIONAL ART HONOR SOCIETY (H.S.) 830
870
910
955
TASK FORCE (S.A.D.D.) (H.S.) 1910
2000
2095
2195
SATURDAY SCHOOL (H.S.) 34.20
(HOURLY RATE) 35.75
37.45
39.25
C.H.A.T. ADVISOR (PEER MEDIATION) (H.S.) 830
870
910
955
DIVERSITY CLUB (H.S.) 885
925
970
1015
PEER LEADERSHIP (H.S.) 1420
1485
1555
1630
R.O.T.C. DRILL & RIFLE TEAM (H.S.) 4135
4325
4530
4745
THESPIAN CLUB (H.S.) 860
900
945
990
SCIENCE COMPETITION TEAM ADVISOR (H.S.) 835
875
915
960
INTERACT CLUB (H.S.) 870
910
955
1000
TECHNOLOGY STUDENT ASSOCIATION (H.S.) 1355
1415
1480
1550
DEBATE TEAM (H.S.) 1910
2000
2095
2195
AVA COORDINATOR (INTERMEDIATE) 2955
3090
3235
3390
EIGHTH GRADE PLAY (INT.) 2525
2640
2765
2900
JUNIOR ART HONOR SOCIETY (INT.) 830
870
910
955
FITNESS CLUB (INT.) 830
870
910
955
CHESS CLUB (INT.) 830
870
910
955
NEWSPAPER CLUB (INT.) 830
870
910
955
YEARBOOK (INT.) 1660
1735
1815
1900
HUMANITIES CLUB (INT.) 830
870
910
955
STUDENT COUNCIL (INT.) 830
870
910
955
COMPUTER CLUB (INT.) 830
870
910
955
BUILDER’S CLUB (INT.) 830
870
910
955
MEDIA CLUB (INT.) 830
870
910
955
PHOTOGRAPHY CLUB (INT.) 830
870
910
955
SIGN LANGUAGE CLUB (INT.) 830
870
910
955
MATH CLUB (INT.) 830
870
910
955
LITERARY MAGAZINE CLUB (INT.) 830
870
910
955
CENTRAL DETENTION (INT.) 8510 8510
8510
8920
UNIT CHAIRPERSONS (INT.)
3 4 5 6 7 8 9
1410 1610 1810 2010 2570 3200 3300
1410 1610 1810 2010 2570 3200 3400
1410 1610 1810 2010 2570 3200 3500
1410 1610 1810 2010 2570 3200 3650
WORKSHOP TRAINER/TUTOR 49.25
(HOURLY RATE) 51.50
53.90
56.50
SPECIAL EDUCATION JOB COACH 33.35
(HOURLY RATE) 34.90
36.55
38.30
WEBMASTERS (ELEMENTARY - 5) 5665 5665
5665
5935
WEBMASTER (INT. - 1) 6000
6000
6000
6290
WEBMASTER (H.S. - 1) 6400
6400
6400
6705
LIBRARY COMPUTER FACILITATOR 33.45
(HOURLY RATE - PROFESSIONAL STAFF) 35.00
36.65
38.40
LIBRARY COMPUTER FACILITATOR 26.15
(HOURLY RATE - SUPPORT STAFF) 27.35
28.65
30.00
GIFTED & TALENTED COORDINATOR 2275
(1 PER BUILDING) 2380
2490
2610
PEER LEADERSHIP FACILITATORS 940
(3 ELEMENTARY POSITIONS) 985
1030
1080
SUPERINTENDENT’S NEWSLETTER DEVELOPER 4370
4570
4785
5015
TITLE “1” BASIC SKILLS AFTER SCHOOL PROGRAM 32.75
(ELEMENTARY SCHOOLS & INTERMEDIATE SCHOOL) 34.25
(HOURLY RATE) 35.85
37.55
EXPLORE ACADEMIC & CREATIVE HEIGHTS 32.75 (per hour)
AFTER SCHOOL PROGRAM 2808.50
(ELEMENTARY SCHOOLS) 2939.70
3079.10
AFTER SCHOOL SOCIAL SKILLS PROGRAM 04-05 34.25
(TO BE HOUSED AT ALLENWOOD SCHOOL) 05-06 35.85
(HOURLY RATE) 06-07 37.55
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