Preamble 3
Witnesseth 3
Recognition 3
Negotiation Procedure 4
Grievance Procedure 4
Employee Rights 8
Association Rights and Privileges 9
Management Rights 10
Voluntary Transfers and Reassignments 11
Paid Leave 12
Unpaid Leave of Absences 15
Employee Insurance/Benefit Programs 16
Agency Fee 18
Miscellaneous Provisions 20

Work Year 21
Work Hours 21
Salary and Compensation 23
Personal and Professional Days 28
Evaluation 29
Miscellaneous 29

Work Year and Work Day 30
Wages and Tuition Reimbursement 33
Professional and In-Service Days 34
Evaluations 34

Work Year and Work Day 34
Wages and Compensation 35
Paid Leave 36
Long Term Leaves 37
Evaluations 37

Work Year 37
Daily Work Hours 38
Overtime 40
Extra Work 40
Work Schedule 43
Employment Procedures 44
Seniority 45
Salaries 46
Employee Evaluation 46
Leaves of Absence 47

Work Day and Work Year 48
Wages and Tuition Reimbursement 50
Professional and In-Service Days 51
Evaluations 52
Health Benefits 52

SECTION VII
Duration of Agreement 52
Signatures 53
Schedule A – Teachers’ Salary Guides
2004-2005 54
2005-2006 55
2006-2007 56
2007-2008 57
Schedule A – Teachers’ Guide Movement
Chart 58
Schedule B – Psychologists’ Salary Guides
2004-2005 59
2005-2006 59
2006-2007 60
2007-2008 60
Schedule B – Psychologists’ Guide
Movement Chart 61
Schedule C – Teachers’ Extra-Curricular
Activities Guides 62
Schedule D – Registered Nurse
Salary Guides…………………………………. 63
Schedule E - Professional Support Staff
Salary Guides 63
Schedule F – Library and Instructional Assistants’
Hourly Wage Rates 64
Schedule G – Computer Technician Guides 64
Schedule H – Bus Drivers’ Hourly Wage Rates 64
Schedule I – Attendants’ Hourly Wage Rates 65

SECTION TWO of this Agreement pertains only to certified professional staff (teachers).
SECTION THREE of this Agreement pertains only to professional support staff (secretarial and clerical employees).
SECTION FOUR of this Agreement pertains only to library assistants and instructional assistants.
SECTION FIVE of this Agreement pertains only to bus drivers and bus attendants.
SECTION SIX of this Agreement pertains only to computer technicians.

"Employee(s)" shall designate person(s) whose employment is covered by this Agreement. References to male employee(s) shall include female employee(s).
"Teacher(s)" shall mean certificated professional staff member(s).
"Professional Support Staff" shall mean secretarial and clerical employee(s).
"Assistant(s)" shall mean Library and/or Instructional Assistant(s).
"Bus Driver(s)" and/or "Bus Attendant(s)" shall refer only to these two (2) classifications.
“Computer Technicians” shall refer only to this classification.

6. The names and addresses of all employees in the negotiations unit.

A "grievance" is a complaint by which an employee or employees in the negotiation unit and his/her representative may appeal the interpretation, application or violation of this Agreement, Board Policy, and administrative decisions affecting terms and conditions of employment, except that the term "grievance" shall not apply to:

Any matter for which a method of review is prescribed by law or which by law is exclusively within the discretion of the Board.
2. Any rule or regulation of the State Department of Education or the State Commissioner of Education having the force and effect of law.
3. Any matter which according to law is beyond the scope of Board authority.

1. A grievance to be considered under this procedure shall be presented by the grievant not later than twenty-one (21) workdays after the occurrence of the grievance. The number of days allotted at each step of the grievance procedure is to be considered as a maximum time limit. Every attempt should be made to resolve grievances as quickly as possible.

2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

3. A grievant may present and process his/her grievance personally or through appropriate Association representatives not to exceed three (3) in number. The grievant shall be personally present at all steps of the grievance procedure. Should a grievant want to process his/her grievance personally, he/she may do so; however, the Association shall be so notified by the Superintendent and shall have the right to have a representative present.

4. No reprisals shall be taken by the Board or Administration against any participant because he/she utilizes the grievance procedure.

5. Should a grievance result from action taken by the Superintendent or the Board, a grievant may present his/her grievance initially at the second step of the grievance procedure.

A grievant may initially discuss the matter, identified as a grievance, with his/her Administrative Supervisor in an attempt to settle the grievance informally. This is not intended to extend the time limitation as set forth in Section B., Subsection 1.
A grievant shall file his/her grievance in writing by presenting the written
grievance to his/her Administrative Supervisor and forwarding copies to the Superintendent of Schools and the Grievance Committee.

At the option of the grievant or the Administrative Supervisor, the grievant and the Administrative Supervisor shall meet in an attempt to resolve the grievance not later than five (5) workdays following the date on which it is filed.


The Administrative Supervisor shall communicate his/her decision in writing to the grievant not later than seven (7) work days following the filing or meeting, whichever is later. A copy of the decision shall also be forwarded at the same time to the Superintendent and Grievance Committee.

2. STEP TWO:
If the grievance has not been resolved at Step One of the procedure, the grievant and his/her representative may file the grievance in writing to the Superintendent. This shall be done not later than five (5) workdays following the written decision of the Administrative Supervisor.

The grievant, and his/her representative(s) and the Superintendent shall meet in an attempt to resolve the grievance not later than seven (7) workdays following the date on which the grievance was filed with the Superintendent.

c. The Superintendent shall communicate his/her decision in writing to the grievant not later than ten (10) workdays after the meeting. A copy of the decision shall also be forwarded to the Grievance Committee.

3. STEP THREE:
If the aggrieved person is not satisfied with the disposition of his/her grievance at Step Two, or if the Superintendent has not communicated his/her decision in writing to the grievant as provided in Step Two, the grievant and/or his/her representative may request a hearing with the Board or its representative or representatives which shall consist of one or more persons designated by the Board. The Superintendent may be present but shall not act as the Board's designee. The request shall clearly explain the grievance and be made in writing not later than five (5) work days following the Superintendent's decision, or if no such decision has been communicated, then not later than five (5) work days following the expiration of the ten (10) work days period provided in Subsection c. of Step Two.

At the request of either party the grievant and up to three (3) representatives and the Board and/or its representatives shall meet in an attempt to resolve the grievance not later than fifteen (15) workdays following the date on which the grievance was filed. If this meeting does not occur, the grievant may proceed to the next step.

c. If this meeting does take place within the fifteen (15) day period, the Board shall communicate its decision in writing to the grievant not later than ten (10) workdays following the last day on which the meeting could have occurred. A copy of the decision shall also be forwarded at the same time to the Superintendent and the Grievance Committee.

4. STEP FOUR:
a. In the event the grievant is dissatisfied with the determination of the Board of Education, and in the further event that the grievance involved the interpretation or application of this contract, the grievance may be submitted to arbitration. The grievant shall request in writing that the Marlboro Township Education Association (MTEA) submit the grievance to arbitration. If the MTEA decides the grievance is meritorious, it may submit the grievance to arbitration by so notifying the Board in writing, no later than fifteen (15) workdays following the determination of the Board. Failure to request arbitration within said period of time shall constitute an absolute bar to such arbitration unless the Board of Education and the Marlboro Township Education Association shall mutually agree upon a longer time period within which to assert such a demand.

b. The Board may also request arbitration concerning any dispute regarding the interpretation or application of this contract. The time limits applicable to the Association are also applicable to the Board of Education.

c. The arbitrator shall have no power or authority to add to, subtract from, change or modify any of the terms of this Agreement.

d. Within ten (10) workdays after the MTEA shall have delivered the written request for arbitration, the Board and the MTEA shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified time period, the party requesting arbitration shall request a list of arbitrators from the Public Employment Relations Commission. The parties shall then be bound by the rules and procedures of the Public Employment Relations Commission in the selection of an arbitrator.

e. The arbitrator so selected shall confer with the representatives of the Board and the MTEA and hold hearings promptly, and he/she shall issue his/her decision not later than twenty (20) work days from the close of hearings, or if oral hearings have been waived, then from the date that the final statements and proofs are submitted to him/her. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions on the issue submitted. The decision of the arbitrator shall be submitted to the Board and the Association and shall be binding on both parties.

f. The cost for the services of the arbitrator, including per diem expenses, if any, and the cost of the hearing room, if any, shall be borne equally. Any other expenses incurred shall be paid by the party incurring such expense.

1. Forms for filing grievances, serving notices, taking appeals, making reports and recommendations and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

2. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representative.

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

4. Failure by the grievant to progress on a timely basis to any step in the grievance procedure shall constitute an abandonment and waiver.

1. To the executive management and administrative control of the school system and its properties and facilities, and the activities of its employees while said employees are engaged in the performance of their duties.

2. To hire all employees and subject to the provisions of law, to determine their qualifications, and the conditions for their continued employment, or their dismissal or demotion; and to promote and transfer all such employees; to relieve employees from duty because of lack of work or other legitimate reasons. Where the Board has adopted procedures in the above area, the Board will follow said procedures.

3. To establish grades and courses of instruction including special programs, and to provide for athletic, recreational and social events for students, all as deemed necessary or advisable by the Board.

4. To decide upon the means and methods of instruction, the selection of textbooks and other teaching materials, and the use of teaching aids of every kind and nature. Where the Board has adopted procedures in the above areas, the Board will follow said procedures.

5. To determine class schedules, the hours of instruction, and the duties, responsibilities and assignments of teachers and other employees with respect thereto.

6. To take whatever action may be necessary to carry out the mission of the school district in situations of emergency.

a. Each ten (10) month employee shall be entitled to twelve (12) sick leave days each school year and each twelve (12) month employee shall be entitled to fourteen (14) sick leave days each school year as of the first official day of said year, whether or not they report for duty on that day. The sick leave entitlement for a part-time employee shall be prorated. Unused sick leave shall be accumulated from year to year with no maximum limit.
New employees who start after the beginning of a work year will have initial sick day allotment pro-rated based on the portion of the year that they will work.
Employees shall be given a written accounting of accumulated sick leave days no later than September 30th of each school year. Such accounting shall include the number of days vested pursuant to Side Bar No. 3 from the negotiated Agreement between these parties for the period July 1, 1985 through June 30, 1987.

Vested Sick Day Cash Payment for Teachers and Professional Support Staff
Upon retirement or voluntary termination after four (4) years service in the school district the retiring or terminating teacher or professional support staff shall be paid for accumulated and unused sick days according to the following:
All unused sick leave days accumulated prior to the 1985-1986 school year shall be paid for at the rate of fifteen dollars ($15.00) per day.
All unused sick leave days accumulated during the school years 1985-1986, and 1986-1987 shall be paid for at the rate of fifty dollars ($50.00) per day.
There shall not be any payment for sick leave days earned after June, 1987.

The sick leave days most recently accumulated are the days which shall be used first: i.e., days earned after 1986-1987 shall be used first in accord with the principle, "last in first out". The payment to which a retiring or terminating teacher or professional support staff would otherwise be entitled under this provision shall be reduced by one hundred dollars ($100.00) per day for each day of casual absence during the teacher's or professional support staff's last twelve (12) months of active employment. Casual absence is defined as all absence exclusive of approved professional days and extended illness in excess of five (5) consecutive days.

b. Payment for Unused Sick Leave
Upon retirement under TPAF or PERS after twelve (12) years of service in the District, employees shall be entitled to be reimbursed for unused accumulated sick leave at the following rates:

Vested days set forth in (a.) above shall remain as per 1989-1990 agreement. Employees shall be entitled to only one (the appropriate (a.) or (b.) above) of the reimbursement for unused sick leave, whichever is greater, if both apply.

4. In case of more than three (3) consecutive days absence, a physician's certificate shall be filed with the Superintendent.

5. Whenever any employee is absent from his/her post of duty as a result of a personal injury caused by an accident arising out of and in the course of his/her employment he/she shall be paid the full salary or wages for the period of such absence for up to one (1) calendar year without having such absence charged to sick leave. Salary or wage payments shall be made for absence during the waiting period and during the period the employee received or was eligible to receive a temporary disability benefit, under Chapter 15 of Title 34 of the Revised Statutes. Any amount of salary or wages paid or payable to the employee pursuant to this section shall be reduced by the amount of any worker's compensation award made for temporary disability.

6. Nothing contained herein shall limit, prohibit, or otherwise restrain the Board of Education from granting additional sick leave over and above the minimum sick leave defined.

Bereavement leave shall be allowed in accordance with the following:

1. For the death of a parent, step-parent, child, step-child, brother, sister, grandparent, grandchild, spouse, parent of spouse, son-in-law, daughter-in-law, or person who at the time of death resided in the same household as the employee and with whom the employee had a close relationship, a period of five (5) consecutive days per incident with one of the days being the day of interment or cremation.

For grandparent-in-law, aunt, uncle, nephew, niece, sister-in-law and brother-in-law, one (1) day per incident.

The Board retains the right to place an employee on medical leave for any one of the following reasons:

a. Whenever the employee's physical condition adversely affects his/her ability to continue to effectively perform his/her duties.
b. The physical condition or capacity is such that the employee's health would be impaired if permitted to continue in an active employment status, and if:

(1) the employee fails to produce a certificate from a medical doctor stating that said employee is medically able to continue to perform his/her duties, or

(2) the Board of Education's physician and the employee's physician agree that said employee cannot continue to perform his/her duties, or

(3) following any difference of medical opinion between the Board's physician and the employee's physician the Board requests expert consultation in which case a medical society shall appoint an impartial third physician whose opinion shall be conclusive and binding for the issue of medical capacity to continue to perform his/her duties. The "reasonable, usual, and customary" fee for such third opinion and any required examination by an impartial third physician under this paragraph shall be paid by the Board.

2. When the seeking of an extended leave of absence for medical disability can be anticipated, an employee shall file a written request for such leave with the Superintendent ninety (90) or more calendar days prior to the effective date of such leave, or within seven (7) calendar days from the time the employee knew of the necessity of taking the medical disability leave, whichever is later. Said request shall indicate the anticipated date on which the said leave is to terminate (if able to ascertain within reason). Written request shall indicate the anticipated plans of the employee upon termination of the medical disability leave as to their returning to work, resigning, retiring, or applying for another type of leave.

3. The Board need not grant or extend the leave of absence of any non-tenured employee beyond the end of the contract school year in which the leave is obtained. An employee returning from a medical disability leave shall be entitled to all benefits to which said employee was entitled at the time leave commenced.

4. No tenured or non-tenured employee shall be barred from returning to work after a medical disability leave on the grounds that not enough time has elapsed during the recovery time. Nothing contained in this paragraph shall be construed to preclude the Board from requiring any employee to produce a certificate from a physician showing that said employee is capable of performing all of his/her assigned duties, provided that if the Board's physician is in disagreement, that conflict of medical opinion shall be resolved in the same manner as is set out in paragraph A. 1. b. (3), of this Article.

5. Nothing herein contained shall be construed to require the Board to grant tenure to any non-tenured employee who would not have been granted tenure in the absence of this provision or to offer a new contract for a new school year to any non-tenured employee who would not have been offered such a contract in the absence of this provision.

The Board of Education will pay for the employee one hundred percent (100%) of the cost of single and dependent health coverage as provided in the current contract with Horizon Blue Cross Blue Shield of New Jersey. The health plan that shall be offered is Blue Cross PPO coverage. Employees may purchase the Blue Cross Traditional Program through payroll deduction of the difference between the Blue Cross PPO and Blue Cross Traditional Program prevailing rate. In order to be eligible to participate, an employee must be employed to work twenty (20) or more hours per week. The major medical deductible on the Blue Cross Traditional Program shall be $200.00 per annum for single coverage and $400.00 per annum for family coverage.

Each employee who is employed to work twenty (20) or more hours per week may enroll in a Board sponsored dental care program. Such employee may also enroll his/her eligible dependent(s), if any, and the Board shall contribute up to the amount indicated below for the enrollment of an employee (including his/her enrolled dependents). The balance of the enrollment costs, if any, shall be deducted from the employee's paychecks.

Effective July 1, 1994 and thereafter, the Board shall not be responsible for any cost per employee (including his/her enrolled dependents) that exceeds $785.16 per employee (including his/her enrolled dependents) unless otherwise expressly agreed to by the parties.

Each employee who is employed to work twenty (20) or more hours each per week may enroll himself/herself and his/her eligible dependents, if any, in a prescription plan, the premium for which shall be paid by the Board. There shall be no major medical reimbursement for co-payments under this plan. The current prescription plan co-pay of $5 generic/$15 brand which is applicable to both retail and mail order drugs shall change effective July 1, 2005 to a co-pay of $5.00 generic/$20 brand name.

Employees shall be entitled to receive a twenty-one (21) day supply of any prescription and one (1) twenty-one (21) day refill. Thereafter, any refills on the prescription shall be through a mail order pharmacy designated by the insurance carrier.

An employee who is RIF-fed or reduced from full-time to part-time will continue his/her chain of employment. An employee who is terminated or who resigns starts a new three year chain of employment if he/she is re-hired.

Effective July 1, 2004, the Board will implement an IRS 125 Flexible Spending Account program for members of the unit. The Board will pay the initial set-up fee and, during each year that the plan is subscribed to pursuant to E.2, will pay the annual plan maintenance fees. The employee will bear the cost of any monthly maintenance fees connected with participation in the plan.

Twenty-five percent (25%) of the members of the unit must sign up for participation for the Board to implement the plan.

Reimbursements will be made pursuant to procedures set up by the Business Office with the Plan Administrator.

1. Notification
Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year.

Payroll Deduction Schedule
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:

a. Ten (10) days after receipt of the aforesaid list by the Board; or
b. Thirty (30) days after the employee begins his or her employment in a bargaining unit position, unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee's employment in a bargaining unit position, whichever is later.

3. Termination of Employment
If an employee who is required to pay a representation fee terminates his or her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.

Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

5. Changes
The Association will notify the Board in writing of any changes in the list provided for in paragraph 1 above and/or in the amount of the representation fee, and such changes will be reflected in any deduction made more than ten (10) days after the Board received said notice.

6. New Employees
On or about the last day of each month, beginning with the month following the execution of this Agreement, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles and the date of employment for all such employees.

7. Indemnification and Save Harmless Provision

The Association agrees to indemnify and hold the Board harmless against any liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that:

(1) the Board gives the Association timely notice in writing of any claim, demand, suit or other form of liability in regard to which it will seek to implement this paragraph; and

(2) if the Association so requests in writing, the Board will cooperate fully with the Association in gathering evidence, securing witnesses, and in all other aspects of said defense.

b. Exception
It is expressly understood that paragraph (1) above will not apply to any claim, demand, suit or other form of liability which may arise as a result of any type of negligence or willful misconduct by the Board.

8. Demand and Return
The Association shall establish and maintain at all times a demand and return system as provided by N.J.S.A., and membership in the Association shall be available to all employees in the unit on an equal basis at all times.

If by Association, to Board at
1980 Township Drive
Marlboro, New Jersey 07746

If by Board, to Association at
Frank Defino Central School
175 State Route 79 North
Marlboro, New Jersey 07746

. Teachers will be available to attend faculty meetings not to exceed twenty (20) hours per year. A faculty meeting shall be any meeting called by an Administrator beyond the time limits specified in Section B. 1 hereof. Administrators shall give two (2) days notice of all meetings, excepting in case of emergency, and an agenda will be submitted for such meetings when possible.

2. A preparation period shall be used only for professional purposes. Teachers shall not leave the building without the permission of the immediate supervisor.

Subsequent meetings with the Child Study Team shall be scheduled during the teachers' preparation time, unless the teacher and the Child Study Team can mutually agree to another time.

The salaries of all teachers (except psychologists) covered by this Agreement are set forth in Schedule "A" which is attached hereto and made part hereof. The salaries of psychologists covered by this Agreement are set forth in Schedule "B" which is attached hereto and made a part hereof. Such guides are based on a twelve (12) month work year. The school calendar, as adopted by the Board, shall be applicable during the pupil school year. During the balance of the year a psychologist shall be entitled to July 4th and Labor Day as holidays.

In addition, twelve (12) month psychologists shall have summer vacations consisting of twenty (20) days made up of four (4) weeks of five (5) days. The scheduling of all vacations must be approved in writing by the Superintendent or his designee. The eligibility for vacation shall be determined on July 1 of each year. Vacation shall accrue on the basis of one and three quarter days per month up to a maximum of twenty (20) days.
Initial placement on the salary guide shall be determined by the Superintendent, Board of Education and the new employee. No newly hired teacher may be paid more than an existing teacher with the same credited years of experience.
3. A teacher must be employed for one-half year (five months) in order to be eligible for an increment the following year.
4. A maximum of four (4) years military service will be given as experience toward placement on the teachers' salary guide.
5. Adjustments in salary made necessary because of a change in degree status shall be made at the usual time of issuance of contracts. Those who qualify during the summer months will receive revised contracts.
6. Annual increments may be withheld upon the recommendation of the Superintendent and approval of the Board of Education.
7. Teachers shall be notified of their contract and salary status for the ensuing year according to law. Any non-tenured teacher who does not within fifteen (15) days from receipt of notice notify the Board of Education of his/her availability shall be presumed to have declined employment for the next year, and the Board may proceed to fill the vacancy.
A teacher may have savings deductions automatically credited to his/her account at the Monmouth-Ocean Teachers Federal Credit Union, Asbury Park, New Jersey, on signing authorizations to Board to make said deductions.
A teacher who is engaged to replace another teacher who will be absent for the balance of the school year will be offered a contract and placed on the appropriate step of the guide if employment is to commence before January 31st. Otherwise the teacher will be hired as a per diem substitute with payment based on the scale for substitute teachers unilaterally established by the Board of Education.

Teachers in charge of compensated extracurricular activities shall be paid in accordance with Schedule "C" which is attached hereto and made a part hereof. Payment for curriculum development shall be as follows:

SCHOOL YEAR	AMOUNT PAID PER HOUR
2004 – 2005	$ 31.50
2005 – 2006	33.00
2006 – 2007	34.75
2007 – 2008	36.50

Title I, Supplementary and Home Instruction authorized by the Board of Education shall be compensated as follows:


SCHOOL YEAR	AMOUNT PAID PER HOUR
2004 – 2005	$31.50
2005 – 2006	33.00
2006 – 2007	34.75
2007 – 2008	36.25

It is understood and agreed that the scheduling of the time of home instruction is a matter within the complete discretion of the Superintendent of Schools.

3. If a teacher is used as a substitute during the teacher's preparation period, the teacher shall be paid a pro rata amount of the teacher's daily rate of pay (1/200th of the annual salary rate).

4. The stipend for evening, Saturday, Sunday or Holiday music performances, shall be per performance, provided such performances are approved in advance by the principal and the Superintendent of Schools and shall be as follows:

The stipend for teacher supervision of students at evening events or after-school programs designated by the Superintendent shall be subject to the approval of the Superintendent of Schools as follows:



SCHOOL YEAR	AMOUNT PAID PER EVENT
2004 – 2005	$51.50
2005 – 2006	54.00
2006 – 2007	56.75
2007 – 2008	59.50

1. The Board of Education shall pay the cost of expenses incurred in connection with attendance approved by the Board at meetings of a professional nature at locations other than in the school district. The maximum amount of such expenses shall be agreed upon, in advance, by the teacher and the Board.
2. All teachers holding provisional, permanent, or regular certification shall be eligible for tuition reimbursement. Except as limited by d.3. below, teachers holding provisional certificates will receive reimbursement for courses taken other than those needed to gain permanent certification.

Reimbursement will be made under the following conditions:
a. Approval of the course to be taken must be obtained from the Office of the Superintendent prior to starting in the course.
b. Courses taken must be part of a planned program leading to a definite educational objective related to the assigned position of the applicant, or the courses must be directly related to the individual's professional needs as determined by his/her assigned position.
c. A teacher must earn a grade of "B" or better in order to receive tuition reimbursement.
d. 1. The maximum reimbursement shall be one hundred percent (100%) of the prevailing state college rate attended, or the highest state college rate if a non-state college is attended as listed below:


School Year	Maximum Amount	Annual Cap
2004 - 2005	$1,575	$105,000
2005 - 2006	1,650	110,250
2006 - 2007	1,730	115,650
2007 - 2008	1,810	121,150

2. It is agreed that a teacher who receives tuition reimbursement under this paragraph is required to give a school year's service to the school district in the school year following receipt of the money. If a teacher who has received payment hereunder voluntarily fails to provide said one year of service, the individual shall be responsible for repaying the Board.
3. Teachers who begin work after the opening of the school year or who work on a part-time basis (less than full-time) shall be entitled to tuition reimbursement on a pro-rated basis. Teachers in their first year of employment in Marlboro shall not be entitled to tuition reimbursement but may be entitled to reimbursement, subject to the Superintendent's approval for workshops, seminars and professional days.
Upon completion of courses, transcripts will be filed in the Office of the Superintendent.

Role of the Professional Development Committee:
The Committee shall be empowered to work in conjunction with the district superintendent, with input from parents, community members and local business leaders to assess in-service needs and professional development opportunities. They shall plan and implement professional development programs, in accordance with the standards and procedures established by the State Professional Teaching Standards Board and by the Commissioner of Education at the Board’s recommendation.

Composition of the Committee:
The district shall establish a Professional Development Committee pursuant to N.J.A.C. 6:11-13.3(d).

Conduct of Committee Business:
The Committee shall be given secretarial assistance at the discretion of the Superintendent sufficient to complete its mission. Released time for committee work shall be provided at the discretion of the Superintendent.

In-Service Workshop and Programs:
The District will actively assist and support each teacher’s efforts to meet the 100-hour requirement through progressive supervision and monitoring of the teacher’s progress.

Attendance at Other Programs
Teachers will have the right to apply to attend Professional Development activities other than those approved by the State or County Boards as part of the local professional development program. Attendance at such programs shall require prior approval of the Superintendent of Schools.

Trainer’s Credit:
Teachers who provide in district in-service training shall receive credit toward their one hundred (100) hour obligation as determined and allowed by the P.T.S.B..

Record Keeping:
The district will maintain a record of the number of hours of continuing education for each teacher and provide each teacher with an accounting of his/her accumulated hours each September. Any discrepancies between the district and teacher’s records should be noted within 30 days of receipt of the Board records.

1a. An allowance of up to five (5) days leave shall be granted for personal matters. Written requests shall be submitted for approval three (3) days in advance of date requested through the building principal to the Superintendent. No more than ten percent (10%) of the staff of any one building shall be permitted to take a personal day on any given day. In the event of requests in excess of that limit, the days shall be granted to those staff members who applied first. This allowance with prior approval may be granted for any of the following reasons:
1. Court Subpoena.
2. Marriage of employee or marriage in the immediate family.
3. Recognition of a religious holiday.
4. Personal business which cannot be handled outside of school hours. The application form for leave made pursuant to this sub-section shall not require the employee to specify the nature of the personal business.
5. For any other emergency or urgent reason approved by the Superintendent. The three (3) day notice requirement and the ten percent (10%) limit shall be waived in emergent matters.
1b. The foregoing provisions apply to the use of the first three (3) days of personal leave. For days four (4) and five (5), reasons must be in accordance with the contract provisions. When using days four and five, the employee must explain the nature of the personal business per [1] through [4] of this article.
2a. Personal leave days shall not be granted before or after holiday periods or on the first or last day of school, except in cases of emergency as approved by the Superintendent of Schools. Personal leave days requested for a Monday or Friday will be granted only for a court subpoena, marriage, religious holiday or urgent reason approved by the Superintendent of Schools. Two (2) of the personal leave days shall not be subject to the Monday and Friday restriction.

2b. No more than three (3) consecutive personal days may be used without permission of the Superintendent based upon the reason for the need of more than three consecutive days.
Unused personal days shall be converted to sick days as follows:



Zero (0) personal days used = Three (3) sick days

One (1) personal day used = Two (2) sick days

Two (2) personal days used = One (1) sick day

New employees who start after the beginning of a work year will have initial personal day allotment pro-rated, based on portion of the year that they will work.

(Twelve month secretarial and clerical employees only):
The eligibility for vacation of twelve (12) month professional support staff shall be determined on July 1st of each year. Vacation shall accrue on the basis of the length of continuous service as a twelve month employee completed as of that July 1 in accordance with the following chart:

LENGTH OF CONTINUOUS SERVICE COMPLETED AS OF JULY 1st	VACATION ENTITLEMENT
Less than one (1) year	One (1) day for each complete month of service to a maximum of ten (10) days.
One (1) year through four (4) years	Ten (10) days
More than four (4) but less than five (5) years	Ten (10) days plus one (1) additional day for each two (2) full calendar months of service beyond four (4) years to a maximum of five (5) additional days.
Five (5) years through ten (10) years	Fifteen (15) days
Eleven (11) years	Sixteen (16) days
Twelve (12) years	Seventeen (17) days
Thirteen (13) years or more	Twenty (20) days

The vacation period shall be subject to the approval of the immediate administrative supervisor. Employees will be required to take the first twelve (12) of their vacation days between July 1 and August 15. Finance Department employees may not be able to take any or as many as twelve (12) vacation days during the period from July 1 to August 8. For each one of the first twelve (12) vacation days used other than during the period of summer work hours the employee shall be required to work one full day during the summer work hour period. Employees entitled to more than twelve (12) vacation days shall have the option of taking the balance of the vacation leave during the work year as approved by the immediate supervisor.

1a. Secretaries and clerical employees shall receive a total of five (5) personal leave days. Written requests shall be submitted for approval three (3) days in advance of date requested through the building principal to the Superintendent. No more than ten percent (10%) of the staff of any one building shall be permitted to take a personal day on any given day. In the event of requests in excess of that limit, the days shall be granted to those staff members who applied first. This allowance with prior approval may be granted for any of the following reasons:
1. Court Subpoena.
2. Marriage of employee or marriage in the immediate family.
3. Recognition of a religious holiday.
4. Personal business which cannot be handled outside of school hours. The application form for leave made pursuant to this sub-section shall not require the employee to specify the nature of the personal business.
5. For any other emergency or urgent reason approved by the Superintendent. The three (3) day notice requirement and the ten percent (10%) limit shall be waived in emergent matters.

1b. The foregoing provisions apply to the use of the first three (3) days of personal leave. For days four (4) and five (5), reasons must be in accordance with the contract provisions. When using days four and five, the employee must explain the nature of the personal business per [1] through [4] of this article.
2a. Personal leave days shall not be granted before or after holiday periods or on the first or last day of school, except in cases of emergency as approved by the Superintendent of Schools. Personal leave days requested for a Monday or Friday will be granted only for a court subpoena, marriage, religious holiday or urgent reason approved by the Superintendent of Schools. Two (2) of the personal leave days shall not be subject to the Monday and Friday restriction.

2b. No more than three (3) consecutive personal days may be used without permission of the Superintendent based upon the reason for the need of more than three consecutive days.
3. Unused personal days shall be converted to sick days as follows:

1. New employees who start after the beginning of a work year will have initial personal day allotment pro-rated, based on portion of the year that they will work.

All secretaries/clerks shall be eligible for tuition reimbursement for job-related, college-level courses at approved institutions. Reimbursements will be made under the following conditions.

1. Approval of the course to be taken must be obtained from the Office of the Superintendent prior to starting in the course.
2. Courses taken must be in the development of skills directly related to the job and as agreed upon by the immediate supervisor.
3. All courses eligible for tuition reimbursement must be successfully completed evidenced by a grade of "B" or better.
4. Course reimbursement shall be awarded as listed below in each year of the contract. Said payment shall be made after the staff member has established satisfactory completion of the course requirements. It shall be necessary for said secretary/clerk to submit a voucher for payment. A voucher submitted by the 25th of the month will be paid within thirty (30) days.

School Year	Maximum amount per year
2004 – 2005	$315
2005 – 2006	331
2006 – 2007	347
2007 – 2008	363

1. The following stipend shall be granted for attainment of credits in accordance with these provisions.
   a. 1st Level - 9 Credits
   Anyone who achieves this level will be paid $125.00 per year above his/her step on the salary guide.
   
   b. 2nd Level - 30 Credits
   Anyone who achieves this level will be paid $225.00 per year above his/her step on the salary guide.
   c. 3rd Level - 64 Credits
   Anyone who achieves this level will be paid $375.00 per year above his/her step on the salary guide.

	SIX HOUR INSTRUCTIONAL/ LIBRARY ASSISTANTS	ALL OTHER INSTRUCTIONAL/ LIBRARY ASSISTANTS
2004 – 2005	$315.00	$157.00
2005 – 2006	331.00	165.00
2006 – 2007	347.00	173.00
2007 – 2008	363.00	182.00

Application for such authorization must be made at least one (1) week in advance. A written report of said professional visit shall be submitted via the principal to the Superintendent of Schools within five (5) days of said professional visit.
When an employee takes a professional day at the request of the Board of Education, the employee and the Superintendent of Schools shall agree in advance upon the reimbursable expenses of the employee.

An allowance of up to four (4) days leave shall be granted for personal matters for employees scheduled to work four (4) or more hours each student day. Written requests shall be submitted for approval three (3) days in advance of the date requested through the employee's immediate supervisor to the Superintendent. The three-day notice requirement shall be waived in emergent matters.

Part-time Instructional Assistants shall be eligible for one (1) personal day each school year. Unused days shall not be cumulative. Employees hired after the start of the school year shall have their personal day prorated: i.e. hired after September 1st but before February 1^st, one (1) day. Hired after February 1^st, one-half day (1/2).
This allowance with prior approval may be granted for any of the following reasons:
a. Court Subpoena.
b. Marriage of employee or marriage in the immediate family.
c. Recognition of a religious holiday.
d. Personal business which cannot be handled outside of school hours. The application form for leave made pursuant to this sub-section shall not require the employee to specify the nature of the personal business, but shall simply require the employee to indicate that the leave is being applied for pursuant to this sub-section.
e. Any other emergency or urgent reason approved by the Superintendent.
Personal leave days shall not be granted before or after holiday periods or on the first or last day of school, or on a Monday or Friday except in cases of emergency as approved by the Superintendent of Schools. Personal leave days requested for a Monday or Friday will be granted only for a court subpoena, marriage, religious holiday or urgent reason approved by the Superintendent of Schools. One of the four (4) personal leave days shall not be subject to the Monday or Friday restriction.

Unused personal days shall be converted to sick days as follows:
There will be no conversion of personal day for part-time personnel.

Zero (0) personal days used = Two (2) sick days

One (1) personal day used = One (1) sick day

1. New employees who start after the beginning of a work year will have initial personal day allotment pro-rated, based on portion of the year that they will work.

2. a. The run assignment shall require the driver to sign the daily check-in list and note the time according to bus number and shall provide ten (10) minutes preparation time.
b. The bus attendant shall sign the daily check-in list and note the time according to their contract.

c. Drivers and attendants shall report their unavailability for work by calling the transportation department no later than 6:30 a.m. on the workday they will be absent. Drivers and attendants returning to work shall report their availability by calling the transportation department no later than 6:30 a.m. on the workday they will be returning.

3. In the event a run is alleged to require a longer time than is assigned, the driver may within ten (10) working days of the assignment request that the Transportation Coordinator or a designee review the time assigned. The driver shall carry out the run under normal circumstances to check the time assigned. In the event the time allowed is inadequate in the judgment of the Transportation Supervisor, he/she shall submit a revised time allowance to the Board for modification of the driver's contract and attendant's time if applicable and payment will be based on the revised time.

4. It is understood that the minimum time assigned daily shall be four (4) hours. In the event an assigned run actually requires less time, the driver or the driver and attendant shall be paid for four (4) hours but shall be available for bus runs or other duty when required.
Drivers with noontime and midday runs shall be compensated a minimum of one (1) hour.

5. In connection with both Subsections above, it is agreed that a variation of five (5) minutes in time assigned shall be considered an immaterial variation.

6. In the event a driver or a driver and attendant is requested to perform a run in addition to his/her regularly assigned run, he/she shall be compensated one-half (1/2) hour per run at his/her regular rate of pay.

In the event the Transportation Coordinator deems it necessary to change runs permanently he/she has the right to do so provided the Transportation Coordinator gives a written statement of reasons to the driver or attendant affected at least twenty-four (24) hours prior to the implementation of the change. The driver or attendant shall have the right of appeal up to and including the Business Administrator through discussion. The change so effected shall not be grievable.

In the event of a delayed school opening and in the further event that a driver or attendant has not received notice of the delayed opening and reports for duty at his/her usual starting time, the driver or attendant shall be compensated at his/her regular rate of pay for the time between the usual starting time and the delayed opening. A driver or a driver and attendant with noontime runs shall be compensated for layover time of thirty (30) minutes or less.

1. Such selection process shall take place in a period commencing in the last seven (7) days of August and ending with the opening of school. All drivers and attendants will be informed of the date of the run's selection on or before the last day of school in writing. The selection of runs shall be staggered over a period of two (2) days and are part of the twenty-four (24) hours provided for in Article XXIX. Selection day and orientation day are guaranteed four (4) hour minimum. A driver or attendant may have his/her package selected by another driver or attendant provided a signed written statement of authorization is delivered to the Transportation Coordinator prior to selection day.

2. Route packets shall be available for review by an Association Review Committee forty-eight (48) hours prior to the day scheduled for selection of routes by bargaining unit members. The Review Committee shall consist of four (4) representatives of the Association or their designees who shall perform their duties on their own time and at their own expense.

3. Run packets shall be clearly marked to indicate route numbers; vehicle types; starting and finishing times; schools served; and the estimated time of the overall packet.

4. It is understood that the Board of Education may hire from time to time drivers who are unassigned to specific runs, known as floating drivers who are members of the bargaining unit. In the bid selection process, any driver may opt to select a floating driver package with a four and one-half (4-1/2) hour guarantee.

5. In the event that after selection of packages and prior to the opening of school a selected package becomes available, said package must be posted in accordance with Article XXXIV, Section A.

6. In the event a driver or attendant selects a permanent addition to his/her package, said driver's or attendant's contract time and pay shall be retroactive to the date on which same became effective and shall be acted upon by the Board of Education at their next regularly scheduled meeting following the addition. The effective date shall be the date certified by the Transportation Coordinator and accepted by the driver or attendant in writing. It is understood, however, that the provisions of this paragraph are not applicable to the Special Education runs. With regard to changes in Special Education runs, pay will be made based on time sheets covering the extra work. Changes will not become permanent additions to the run until final determination has been made by the Transportation Coordinator who will have sixty (60) days from the date of change to certify if the change shall be made permanent.

7. In the event it becomes necessary to reselect runs, the selection procedure in Article XXIX, Section B.1. shall be used.

1. Activity runs shall be on a voluntary basis and shall be assigned for a five (5) working day period. When the drivers sign up for the list of regularly scheduled activities at the beginning of the school year, the list shall be considered closed (after the expiration of five (5) working days from the opening of school) to all except drivers subsequently hired during the school year. New drivers shall have five (5) working days from their date of hire to place their names on the list. In the event the number of available drivers on the list falls below nine (9) the list shall be reopened for a period of five (5) working days. If at any time there are more available drivers than there are jobs available, then assignments shall be made on a seniority rotational basis. In the event an insufficient number sign the activity list, then the Transportation Coordinator reserves the right to assign as required. Probationary drivers shall be eligible to bid.

2. An activity run which is completed after seven o'clock (7:00 p.m.) prevailing time shall entitle the driver to a supper allowance of nine dollars ($9.00).

3. No one may sign the activity list for another.
4. Activity runs shall be posted and assigned on the day prior to the event or whenever possible, but always by 11:00 a.m. on the day of said run. In the event a driver is unable to perform their scheduled activity run, the driver shall notify the Transportation Coordinator no later than 1:30 p.m. on the day of said run. In such an event, the run shall be offered to activity drivers in order of seniority. If no activity driver accepts said run, the Transportation Coordinator shall offer it to drivers who have signed the extra work sheet for that day. Only the scheduled driver shall be charged with having taken their turn. Should a scheduled driver be absent from work or activity runs are scheduled late, the run shall be offered by seniority. In the case of a late posting, no one will be charged.

5. Activity runs will be guaranteed a minimum of one (1) hour. When an activity run does not start immediately following the completion of the driver's regular work day and the layover time is less than two (2) hours, the driver shall be compensated for the layover time at his/her regular rate of pay.

6. In the event a scheduled activity run is canceled the driver shall be notified prior to the start of the afternoon runs. In the event such notice is not given, the driver shall be compensated by payment of one (1) hour at his/her regular rate.

1. All approved field trips shall be posted as they are received by the Transportation Coordinator or his/her designee and drivers shall be assigned to the posted trips as soon as practicable.

2. Trips shall be assigned by the Transportation Coordinator or his/her designee according to availability, and on a seniority rotational basis.

3. A driver who accepts a trip shall be held responsible for operating the run. The assigned driver shall be considered as having accepted the assignment unless within forty-eight (48) hours of posting, the driver assigned shall give a written notice that he/she cannot accept the trip. In that event, the driver will be charged with the trip and the trip shall be assigned to the next senior unassigned driver and be so charged.
4. In the event that a driver is requested to take a field trip on an emergency basis, i.e., the driver who is requested to take the trip is given less than twenty-four (24) hours notice of the trip, the driver may refuse the trip and not be charged with refusal. In the event of an emergency as above defined, the Transportation Coordinator or his/her designee shall call the next two (2) drivers on the seniority list to secure a replacement. In the event of two (2) refusals or inability to contact the two (2) drivers the Transportation Coordinator shall secure a driver without reference to the seniority list. Neither the drivers who refused nor the driver who accepts shall be charged, and the next trip shall be assigned by reference to the seniority list.
5. Drivers with noonday runs (Kindergarten) shall always be assigned the trips the Kindergarten classes take, from the drivers' respective schools assigned.

6. A separate list for evening and weekend trips shall be maintained and assigned from the seniority list in order of rotation. Only management has the right to reassign these trips in order of seniority.

7. The Transportation Coordinator shall post two (2) field trip lists. One shall be the drivers without noonday runs in order of their seniority and the other shall be the drivers with noonday runs in order of their seniority. Trips shall be assigned by the Transportation Coordinator or his/her designee according to their length of time with the longest trips going to the drivers without noonday runs in order of seniority. Drivers with noonday (Kindergarten) runs shall be assigned only the trips the Kindergarten classes take, except when no four (4) hour drivers are available. These trips will be assigned according to seniority from the second list.

8. In the event of a refusal to accept a trip, the driver will be charged with the opportunity and the trip shall be given to the next senior unassigned driver who will accept the trip.

9. Field Trip Incentive
In addition to his/her hourly rate, a driver who is assigned an out-of-state field trip shall receive a lump sum payment of twenty dollars ($20.00) for completion of the field trip.
A driver assigned to a field trip having a duration of eight (8) hours or more shall receive payment of ten dollars ($10.00) food allowance.

1. If a cancellation takes place by anyone other than the driver, that driver shall be assigned the next unassigned trip.

In the event the assigned driver is not notified of a cancellation at commencement of the work day of the trip, the driver shall be paid for two (2) hours at his/her regular rate of pay.

Upon the driver's request, an itinerary and directions to and from the destination as well as available parking facilities, if known, shall be provided the day before the field trip. In the absence of such a request it shall be assumed that the driver knows the most direct route to and from the field trip destination as well as available parking facilities, if any.

1. Each morning prior to commencement of regular runs, any driver who would otherwise be free and who desires to take a Kindergarten run which is available as a result of the absence of a regular driver, shall sign by 8:00 a.m. a list posted for that day. The Kindergarten run shall be assigned on the basis of seniority.

2. In the event there should be any extra work available as a bus attendant, it shall be posted on a sign-up sheet and seniority and availability shall prevail.

Mechanics are the first choice for the assignment of taking buses for State Inspection. In the event a driver is used for that function, the first preference shall be the driver assigned to that vehicle if that driver is available. In the event the regularly assigned driver is not available, seniority shall be used as a basis for the assignment based on the extra work sign up sheet. Scheduling of bus inspections is a management prerogative.

1. It is understood that bus evacuation drills shall not be considered field trips but drivers shall do their own route numbers if this schedule can be arranged with the consent of the building principal. If the regular driver is not available it will be assigned by seniority.
2. A driver or a driver and attendant may not refuse or give away an evacuation drill and then sign up for a more desirable segment of work.

3. Guaranteed minimum time for such drills shall be one-half (1/2) hour and a driver or a driver and attendant shall be compensated for all time spent.

1. A written work schedule showing the drivers’ or attendants’ work hours shall be posted by management. The scheduled runs for each driver or attendant shall be available as soon as firmed but not later than ten (10) days after the first day of school for students. In the event of a change to a driver's or attendant's schedule, the changes shall be noted not later than five (5) work days after formal Board approval.

2. Drivers will be permitted to use a bus for the purpose of learning their scheduled routes as approved by the immediate supervisor.

3. In cases of emergency, route changes made by the immediate supervisor shall be followed.

4. All permanent additions or deletions from the original schedule of runs shall be in writing to the affected driver or attendant.

5. In the event it becomes necessary to reselect packets, new work schedules shall be posted after ten (10) working days of reselection.

1. Drivers and attendants shall select their route at the beginning of each year upon the basis of seniority as elsewhere defined in Article XXXIV and subject to the provisions of Article XXIX, A.7.
2. Whenever only a portion of a regularly contracted run is to be operated because of a difference in the calendars of the Marlboro School District and the receiving district, the portion to be operated shall be assigned as follows:
a. The first priority is the regularly contracted driver or driver and attendant.

In the event the regularly contracted driver or attendant cannot cover a contracted run it shall be posted as extra work and seniority shall prevail.

Upon recall the appointed driver shall have his/her accumulated seniority to the date of layoff.

2. The date of the first day that a regular contracted bus attendant performs his/her duties for the Marlboro Township School District shall be used in determining the attendant's employment date. In the event of two (2) or more attendants starting on the same day, the date on which the Board acknowledged receipt of the application for employment shall be used in determining the attendant's employment date.

1. Justifiable discharge
Resignation
Layoff for a period of one (1) year, which is defined as a period of three hundred sixty-five (365) days from the day on which the layoff commenced.

1. The driver or attendant shall sign a copy of the evaluation report to acknowledge receipt of a copy of same, but the signature shall not constitute agreement with the contents of the report. No driver or attendant shall be required to sign a blank or incomplete evaluation form.

1. Probationary drivers shall have three (3) written evaluations prior to the expiration of the ninety (90) day probationary period.

Drivers and attendants shall be given a written accounting of accumulated sick leave days no later than September 30th of each school year.

2. A driver or attendant who does not attend a scheduled safety meeting because of absence due to illness or being out on a personal day shall not be docked for non-attendance at the safety meeting. However, the absentee must make up the missed meeting before the end of the school year. In the event the missed meeting is not made up then the last paycheck shall be reduced to reflect the failure to complete all of the driver's or attendant's contractual obligations.

1. The provisions for personal leave at full pay stated below shall not be accumulative for use in another year.

2. An allowance of up to five (5) days leave shall be granted in case of absence because of death in the immediate family. Immediate family shall be considered father, father-in-law, mother, mother-in-law, spouse, child, brother, brother-in-law, sister, sister-in-law, son-in-law, daughter-in-law, grandparents, grandchildren, or any other member of the immediate household. Members of the immediate household shall mean a person who at the time of death permanently resided with the driver or attendant and with whom the driver or attendant had a close personal relationship. The days taken pursuant to this provision must be consecutive and one (1) such day shall be the day of interment or cremation. In the event of the death of an aunt, uncle or grandparent-in-law, the driver or attendant shall be entitled to the day of interment.

An allowance of up to three (3) days leave shall be granted for personal matters other than stated above. Written requests shall be submitted for approval three (3) days in advance of the date requested through the driver's or attendant's supervisor to the Superintendent of Schools. The three (3) day notice requirement shall be waived in emergency matters. This allowance with prior approval may be granted for any of the following reasons:

a. Court subpoena.
b. Marriage of driver or attendant or marriage in the immediate family.
c. Recognition of a religious holiday.
d. Personal business which cannot be handled outside of school hours. The application form for leave made pursuant to this subsection shall not require the driver or attendant to specify the nature of the personal business but shall simply require the driver or attendant to indicate that the leave is being applied for pursuant to this subsection.
e. Any other emergency or urgent reason approved by the Business Administrator.

4. Personal leave days shall not be granted before or after holiday periods or on the first or last day of school or on a Monday or a Friday except in cases of emergency as approved by the Superintendent of Schools.

5. All benefits to which a driver or attendant was entitled at the time he/she went on a Board approved leave of absence, including unused accumulated sick leave, shall be restored to him/her upon his/her return.

7. New employees who start after the beginning of a work year will have initial personal day allotment pro-rated, based on portion of the year that they will work.

A driver or attendant may apply and the Board may at its discretion grant, without pay, a leave of absence for the balance of the school year in which the individual is actually working.

The School Calendar, as adopted by the Board of Education, shall be applicable to all computer technicians during the pupil school year. During the balance of the year, the computer technicians shall be entitled to July 4^th and Labor Day as holidays.

All computer technicians shall work a seven and one-quarter (7¼) hour day excluding a forty-five (45) minute duty free lunch. Hours worked in excess of the above shall be compensated by either payment at one and one-half (1½) times the regular hourly rate or compensatory time off, as mutually agreed to by the parties.
Computer technicians who are required to work when schools are closed shall be granted payment at one and one-half (1½) times the regular hourly rate or compensatory time off, as mutually agreed to by the parties. Such time off shall be at the discretion of the immediate supervisor.

When schools close early due to inclement weather, the computer technicians shall leave when teachers leave in each building.

PAID VACATION LEAVE
The eligibility for vacation of the computer technicians shall be determined on July 1^st of each year. Vacation shall accrue on the basis of the length of continuous service as a twelve month employee completed as of that July 1 in accordance with below:



LENGTH OF CONTINUOUS SERVICE COMPLETED AS OF JULY 1st	VACATION ENTITLEMENT
Less than 1 year	One (1) day for each complete month of service to a maximum of ten (10) days.
One (1) year through four (4) years	Ten (10) days
More than four (4) but less than five (5) years	Ten (10) days plus one (1) additional day for each two (2) full calendar months of service beyond four (4) years to a maximum of five (5) additional days.
Five (5) years through ten (10) years	Fifteen (15) days
Eleven (11) years	Sixteen (16) days
Twelve (12) years	Seventeen days
Thirteen (13) years or more	Twenty (20) days


The vacation period shall be subject to the approval of the immediate supervisor. Employees will be required to take the first twelve (12) of their vacation days between July 1 and August 15.

PERSONAL LEAVE
1a. Computer technicians shall receive a total of five (5) personal leave days. Written requests shall be submitted for approval three days in advance of date requested through the building principal to the Superintendent. No more than ten percent (10%) of the staff shall be permitted to take a personal day on any given day. In the event of requests in excess of that limit, the days shall be granted to those staff members who applied first. This allowance with prior approval may be granted for any of the following reasons:

Court Subpoena
Marriage of employee or marriage in the immediate family
Recognition of a religious holiday
Personal business which cannot be handled outside of school hours. The application form for leave made pursuant to this sub-section shall not require the employee to specify the nature of the personal business.
For any other emergency or urgent reason approved by the Superintendent. The three (3) day notice requirement and the ten percent (10%) limit shall be waived in emergent matters.

1b. The foregoing provisions apply to the use of the first three (3) days of personal leave. For days four (4) and five (5), reasons must be in accordance with the contract provisions. When using days four and five, the employee must explain the nature of the personal business per [1] through [4] of this article.

2a. Personal leave days shall not be granted before or after holiday periods or on the first or last day of school, except in cases of emergency as approved by the Superintendent of Schools. Personal leave days requested for a Monday or Friday will be granted only for a court subpoena, marriage, religious holiday or urgent reason approved by the Superintendent of Schools. Two (2) of the personal leave days shall not be subject to the Monday and Friday restriction.

2b. No more than three (3) consecutive personal days may be used without permission of the Superintendent based upon the reason for the need of more than three consecutive days.

3. Unused personal days shall be converted to sick days as follows:



Zero (0) personal days used = Three (3) sick days

One (1) personal days used = Two (2) sick days

Two (2) personal days used = One (1) sick day


New employees who start after the beginning of a work year will have initial personal day allotment pro-rated, based on portion of the year that they will work.

The salary guides, made a part hereof as Schedule G are based upon a twelve (12) month position.

All computer technicians taking course for professional improvement at the direction of the Superintendent of Schools shall be reimbursed for tuition. The amount of reimbursement shall be agreed upon in advance, between the person involved and the Board of Education.

All computer technicians shall be eligible for tuition reimbursement for job-related, college-level course at approved institutions. Reimbursements will be made under the following conditions.

Approval of the course to be taken must be obtained from the Office of the Superintendent prior to starting in the course.

Courses taken must be in the development of skills directly related to the job and as agreed upon by the immediate supervisor.

All course eligible for tuition reimbursement must be successfully completed evidenced by a grade of “B” or better.

Course reimbursement shall be awarded up as listed below in each year of the contract. Said payment shall be made after the staff member has established satisfactory completion of the course requirements. It shall be necessary for said computer technician to submit a voucher for payment. A voucher submitted by the 25^th of the month will be paid within thirty (30) days.

The following stipend shall be granted for attainment of credits in accordance with these provisions.

a. 1^st Level – 9 credits
Anyone who achieves this level will be paid $125.00 per year above his/her step on the salary guide.
b. 2^nd Level – 30 credits
Anyone who achieves this level will be paid $225.00 per year above his/her step on the salary guide.
c. 3^rd Level – 64 credits
Anyone who achieves this level will be paid $375.00 per year above his/her step on the salary guide.

2003/04 STEP	2004/05 STEP	2005/06 STEP	2006/07 STEP	2007/08 STEP
				A
			A	B
		A	B	C
	A	B	C	D
6	B	C	D	E
7	C	D	E	F
8	D	E	F	G
9	E	F	G	H
10	F	G	H	I
11	G	H	I	J
12	H	I	J	K
13	I	J	K	L
14	J	K	L	M
15	K	L	M	N
16	L	M	N	N
17	M	N	N	N
18	N	N	N	N
19	N	N	N	N

SCHEDULE B
PSYCHOLOGISTS' SALARY GUIDE

2004/05 2005/06

STEP	CERTIFIED AND/OR M.A.	M.A. + 30 Ph.D./Ed.D.	STEP	CERTIFIED AND/OR M.A.	M.A. + 30 Ph.D./Ed.D.
1	55,409	60,889	1	57,782	63,491
2	56,909	62,389	2	59,282	64,991
3	58,419	63,900	3	60,855	66,564
4	59,972	65,452	4	62,473	68,182
5	61,555	67,036	5	64,122	69,831
6	63,191	68,672	6	65,826	71,535
7	64,869	70,349	7	67,574	73,283
8	66,588	72,068	8	69,365	75,073
9	68,349	73,829	9	71,199	76,908
10	70,162	75,642	10	73,087	78,796
11	72,016	77,497	11	75,019	80,728
12	73,923	79,403	12	77,005	82,714
13	75,871	81,352	13	79,035	84,744

LONGEVITY PAY:
The annual salary rate of each psychologist who has completed fifteen (15) or sixteen (16) years of district service prior to the start of the school year shall have his/her full time annual salary rate increased by one thousand dollars ($1,000).

The annual salary rate of each psychologist who has completed seventeen (17) or more years of district service prior to the start of the school year shall have his/her full time annual salary rate increased by two thousand nine hundred dollars ($2,900).

Credit for district service shall accrue from the last date of hire except that no credit shall be granted for time on unpaid leave. Credit for service preceding an unpaid leave of absence shall be restored upon return to active employment. Credit for the year shall be given if the employee works five (5) or more months if a ten (10) month employee, or six (6) or more months, if a twelve (12) month employee.

STEP	CERTIFIED AND/OR M.A.	M.A. + 30 Ph.D./Ed.D.	STEP	CERTIFIED AND/OR M.A.	M.A. + 30 Ph.D./Ed.D.
1	60,183	66,123	1	62,986	69,176
2	61,683	67,623	2	64,486	70,676
3	63,320	69,260	3	65,986	72,176
4	65,003	70,943	4	67,739	73,930
5	66,719	72,659	5	69,528	75,718
6	68,492	74,432	6	71,376	77,566
7	70,310	76,251	7	73,271	79,461
8	72,174	78,114	8	75,212	81,403
9	74,082	80,022	9	77,201	83,391
10	76,047	81,987	10	79,349	85,439
11	78,057	83,998	11	81,344	87,534
12	80,124	86,064	12	83,497	89,688
13	82,236	88,176	13	85,698	91,888

PSYCHOLOGISTS' GUIDE MOVEMENT CHART



2003/04 STEP	2004/05 STEP	2005/06 STEP	2006/07 STEP	2007/08 STEP
				1
			1	2
		1	2	3
	1	2	3	4
1	2	3	4	5
2	3	4	5	6
3	4	5	6	7
4	5	6	7	8
5	6	7	8	9
6	7	8	9	10
7	8	9	10	11
8	9	10	11	12
9	10	11	12	13
10	11	12	13	13
11	12	13	13	13
12	13	13	13	13
13	13	13	13	13

SCHEDULE G

SCHEDULE H