AGREEMENT
BETWEEN THE
BOARD OF EDUCATION
OF THE
DISTRICT OF SOUTH ORANGE-MAPLEWOOD, NEW JERSEY
AND THE
ASSOCIATION OF SUPERVISORS,
COORDINATORS AND ADMINISTRATORS
FOR THE SCHOOL YEARS
2004 - 2007
Negotiation Team
Ellen Bass
James Corino
David Frazer
Kris Harrison
Michael Healy
Alan Levin
Karla Milanette
Marge Mingin
Kirk Smith
ASCA Ratified: September 16, 2004
Board Approved: October 18, 2004
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TABLE OF CONTENTS
Page
I. PHILOSOPHY/ PREAMBLE.......................................................................................1
II. RECOGNITION .........................................................................................................1
III. NEGOTIATION PROCEDURES .................................................................................2
IV.TERM AND DURATION OF AGREEMENT..............................................................3
V. MATTERS NOT COVERED.........................................................................................3
VI. SAVINGS CLAUSE .....................................................................................................3
VII. REPRODUCTION AND DISTRIBUTION OF AGREEMENT.................................3
VIII. ASSOCIATION RIGHTS AND PRIVILEGES.........................................................4
IX. JOB VACANCIES .......................................................................................................4
X. HIRING OF STAFF.......................................................................................................5
XI.TRANSFERS ..........................................................................................................5
XII. NOTICE and ACCEPTANCE of CONTINUED EMPLOYMENT-NON-TENURED
MEMBERS ..........................................................................................................5
XIII.PROFESSIONAL DEVELOPMENT and EDUCATIONAL IMPROVEMENT.......6
XIV. EVALUATION ..........................................................................................................7
Right to Full Knowledge
XV. COMPLAINT PROCEDURE......................................................................................7
XVI.GRIEVANCE PROCEDURE......................................................................................7
A. Introduction
B. Definition
C. Phase I - Informal Procedures
D. Phase II - Formal Procedures - Immediate Supervisor and/or Principal
E. Phase III - Formal Procedures - Superintendent
F. Phase IV - Formal Procedure -- Arbitration
G. Miscellaneous
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XVII. RIGHTS OF ASSOCIATION MEMBERS ............................................................10
XVIII. PERSONAL AND ACADEMIC FREEDOM.......................................................10
XIX. PROTECTION OF ASSOCIATION MEMBERS AND PROPERTY....................11
XX. BOARD PREROGATIVES.......................................................................................12
XXI. MEETINGS WITH THE SUPERINTENDENT......................................................12
XXII. SOMEA - ADMINISTRATIVE MEETINGS ........................................................12
XXIII. VACATION DAYS...............................................................................................12
XXIV. COMPENSATION................................................................................................13
A. Base Salary
1. Work year
2. Classifications
3. Placement on Grid
B. Service Recognition
C. Stipends
D. Health Benefits
1. New Jersey State Health Benefits Program
2. Full Family Dental Program
E. Per diem rate for ASSOCIATION MEMBERS
F . Transportation
XXV. PAYMENT OF SALARY ......................................................................................16
A. Schedule
B. Deductions from Salaries
C. Retirement Pay
XXVI. LEAVES ........................................................................................................17
A. SICK LEAVE
1. Ten and Eleven-Month ASSOCIATION MEMBERS
2. Twelve-Month ASSOCIATION MEMBER
3. Sick days
4. Notes
B. PERSONAL LEAVE OF SHORT DURATION
1. Illness in Family
2. Death in Family
3. Weddings
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4. Personal Business
5. Administration of Policy
6. Absence Related to Storm Conditions
7. Absence for Emergency Reasons
8. Travel To and From Summer School
9. School Business and Attendance at Professional Meetings
10. Military Leave
11. Leaves Taken Pursuant to this SECTION B
C. EXTENDED LEAVES OF ABSENCE
1. Leave without Pay for ASSOCIATION MEMBER
2. Leave of Absence Due to Childbirth or Adoption
3. Family Leave
4. Leaves of Absence to Join the Peace Corps, Vista, National Teacher Corps or
Service as an Exchange Teacher
APPENDIX : SALARY GRIDS for 2004-2005 through 2006-2007 25
INDEX 28
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I. PHILOSPHY
The Board of Education and the Association of Supervisors, Coordinators and
Administrators have mutually agreed to work cooperatively together to address goals and
objectives of the District on behalf of all students. To facilitate the development of
positive working relationships among those who are responsible for District leadership, we
commit to engaging in a program of ongoing professional development with the Board of
Education, Association of Supervisors, Coordinators and Administrators and Central
Office administration. Working together in a united effort, each unit’s ability to function
effectively will be strengthened.
PREAMBLE
This agreement (hereinafter the "Agreement" is by and between the Board of Education of
the School District of South Orange and Maplewood (hereinafter referred to as "THE
BOARD") and the Association of Supervisors, Coordinators, and Administrators of South
Orange and Maplewood (hereinafter referred to as ASCA or the ASSOCIATION),
Whereas, THE BOARD has an obligation, pursuant to Chapter 123, Public Laws, 1974, as
amended to negotiate with ASCA as the representatives of the employees hereinafter
indicated with respect to terms and conditions of employment,
Whereas, it is the consensus of THE BOARD and ASCA that the collaborative
negotiations process which was used in reaching agreement on this contract was a positive
and constructive means to identify and resolve differences and enhance the relationship
between both parties,
Whereas, both parties believe that the agreement will serve the interests of the staff,
District administration, THE BOARD, as well as the community as a whole,
Whereas, THE BOARD and ASCA have reached certain understandings through the
collaborative negotiations process, which they desire to confirm by this agreement,
Now, therefore, in consideration of the mutual premises hereinafter contained, THE
BOARD and ASCA agree as follows:
II. RECOGNITION
A. THE BOARD recognizes ASCA as the exclusive bargaining representative of all of
those employed as Principals, Assistant Principals, Vice Principals, Subject Chairs,
Directors, Department Heads, Supervisors, House Supervisors and Curriculum
Coordinator with the exception of the Director of Planning and Assessment and the
Director of Special Services.
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B. Unless otherwise indicated, the term ASSOCIATION MEMBER when used
hereinafter in this Agreement shall refer to all certified employees represented by
ASCA in the negotiating unit as above defined.
C. THE BOARD and ASCA shall mutually agree to the inclusion in the bargaining unit
of any new titles developed by THE BOARD. If the parties are unable to agree,
either party may submit the matter to the Public Employment Relations Commission
(hereinafter referred to as PERC) for its determination.
D. ASCA recognizes that job descriptions, positions, and organizational structures are the
sole prerogative of the Superintendent and Board of Education. However, because of
the importance of job descriptions in determining specific duties and responsibilities
of a position, when proposed new ASCA positions are being considered, the
Superintendent, or his/her designee, will provide the President of ASCA with advance
written notice of all new and revised job descriptions being contemplated.. This
notice shall be accompanied by a copy of the proposed new and/or revised position
description. ASCA can then have up to two (2) members meet with a similar number
of District Administration staff to review the descriptions for the purpose of providing
input (see also COMPENSATION, page 13).
E. A meeting shall be scheduled to occur within seven (7) days of receipt of the notice
regarding the new or revised position, following which ASCA leadership will have
three (3) working days to give input on the new and/or revised job description, after
which the Superintendent may proceed to finalize the document.
1. The Superintendent, or his/her designee, shall take into consideration input
received from ASCA when developing the final position description for
presentation to THE BOARD for adoption. The input received, however, shall
not be binding on THE BOARD. THE BOARD's failure to adopt ASCA'S
recommendation(s) shall not be deemed a breach of this Agreement.
2. The Board-approved position description will form the basis for negotiating the
salary for the new or revised position, as may be required by law and this
Agreement.
3. THE BOARD will make reasonable efforts to achieve a negotiated salary, after
discussion of the new or revised job description with ASCA, before the new
responsibilities take effect.
F. The meeting described in Paragraph E should be scheduled at a mutually convenient time
and place for the parties.
III. NEGOTIATION PROCEDURES
A. Designated representatives of THE BOARD shall meet at such mutually agreed upon
places and times with representatives of the ASSOCIATION for purposes of effecting
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a collaborative exchange of facts, opinions, interests and proposals in an effort to
reach mutual understanding and agreement. Both parties agree to conduct such
negotiations in good faith. Unless otherwise agreed, meetings shall not be held during
the school day.
B. Negotiations shall be conducted in accordance with the calendar established by PERC
regulations.
C. The parties understand that it is important to the success of the collaborative
negotiations that the negotiation proceedings remain confidential and that the
premature release to news media or public groups of information might be harmful to
the parties' mutual interest and to the public interest, and therefore, any such release
shall be made only in writing after it has been agreed to by both parties.
D. 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
representative shall be fully authorized to make proposals, consider proposals, and
make counter proposals in the course of negotiations.
E. This agreement shall not be modified in whole or part by the parties except by an
instrument in writing duly executed and ratified by both parties.
F. At the request of the Board, this contract may be reopened one time during its term,
exclusively for purposes of renegotiating the issue of health benefits. As to all other
provisions contained herein, this agreement incorporates the entire understanding of
the parties on all matters which were or could have been the subject of negotiations.
As to all matters other than health benefits, this agreement shall remain in effect until
subject to ASCA’s right to negotiate over a successor agreement, as provide herein.
IV. TERM AND DURATION OF AGREEMENT
A. The execution of this Agreement by the parties hereto shall take place after ratification
by ASCA and by THE BOARD at its next regular or special meeting following the
ratification by ASCA.
B. This agreement shall be effective as of July 1, 2004 and shall continue in force until
June 30, 2007.
V. MATTERS NOT COVERED
With respect to matters not covered by the Agreement, which are proper subjects of
negotiations, THE BOARD agrees that it will make no changes without negotiations with
ASCA.
VI. SAVINGS CLAUSE
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If any provision of this Agreement or application of this Agreement to any
ASSOCIATION MEMBER covered hereunder is held invalid by operation of law, by
Legislative Act, or by Court, or other tribunal of competent jurisdiction, such provision
shall be inoperative but all other provisions contained herein shall not be affected thereby
and shall continue in full force and effect.
VII. REPRODUCTION AND DISTRIBUTION OF AGREEMENT
A. Copies of this Agreement shall be reproduced in the following quantity
B. 50 copies to distribute to ASCA
C. 50 copies to distribute to THE BOARD
D. The reproduction format of the Agreement shall be mutually agreed upon and the
expense for its reproduction shall be shared equally by ASCA and THE BOARD.
E. This agreement shall be reproduced and distributed to ASCA and THE BOARD sixty
(60) days after ratification by both parties unless changed by mutual agreement.
F. ASCA and THE BOARD shall each appoint one representative who shall be
responsible for details of the printing procedure.
VIII. ASSOCIATION RIGHTS AND PRIVILEGES
A. THE BOARD agrees to provide ASCA with the name and position of all personnel in
the District covered by this Agreement and, in addition, any information to which the
public is entitled by law.
B. Whenever any ASSOCIATION MEMBER participates during working hours in
grievance proceedings, conferences, or meetings called by BOARD representatives,
he/she shall suffer no loss of pay.
C. ASCA and its representatives shall be permitted to use school buildings for meetings,
subject to approval of the building principal, except that ASCA shall be responsible
for all costs involved in the use of the school facilities over and above the regular
custodial services of any building. In requesting approval from the building principal,
ASCA agrees to inform the building principal of starting and closing times for the
meetings and the spaces required.
D. ASCA shall be permitted the privilege of placing materials in school mailboxes and
posting notices in the school office. Such materials by ASCA shall carry ASCA
identification and be presented to the Superintendent or his/her designee at the time of
distribution.
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E. Every ASSOCIATION MEMBER will have the exclusive use of a computer that is
not more than five (5) years old.
IX. JOB VACANCIES
A. Announcements of administrative, supervisory, and coordinator vacancies shall be
posted in all schools before the vacancies are filled, except of short-term vacancies.
Short term vacancies are defined as vacancies of sixty (60) days or less.
B. Notice of vacancies will be delivered to each school building the same day of the
posting.
C. The deadline for applying for such vacancies shall be posted but in no case shall the
deadline be earlier than the 10th day after the posting of the vacancy.
D. Posting shall include a job description and a statement of qualification necessary for
filling the position as approved by the Superintendent or his/her representative.
E. Vacancies covered by this provision which occur after the fifth day before the closing
of school will be announced in the local newspaper, posted in the Board office, and
made known by letter to the President of ASCA,
F. No position shall be filled until all properly submitted applications have been
considered.
G. To the extent possible, any ASSOCIATION MEMBER who is to be recommended for
a position shall be notified prior to his/her name being submitted to THE BOARD for
action at a public meeting.
H. To the extent possible, on the school day following BOARD action on any
administrative, supervisory or coordinator position, the Superintendent or his/her
designee shall inform the President of ASCA of the action taken.
X. HIRING OF STAFF
ASSOCIATION MEMBERS recognize THE BOARD's prerogative to make the final
decisions in hiring of new personnel. THE BOARD will make reasonable efforts to secure
the recommendations of appropriate ASCA personnel prior to hiring. The grievance
procedure shall not be available to matters arising under this Article.
XI. TRANSFERS
A. No ASSOCIATION MEMBER shall be transferred within the district unless a
conference has been held between the Superintendent, or his/her designee, and the
ASSOCIATION MEMBER to discuss the reasons for the transfer.
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B. Transfer or reassignment of staff members who are under the supervision of
ASSOCIATION MEMBERS will take place after prior consultation with the
ASSOCIATION MEMBER.
XII. NOTICE and ACCEPTANCE of CONTINUED EMPLOYMENT -- NONTENURE
MEMBERS
A. Consistent with the prescribed timetable in New Jersey Statute 18A:27-10, THE
BOARD shall give to each nontenure ASSOCIATION MEMBER either
1. A written offer of a contract for employment for the next succeeding year, or
2. A written notice that such employment shall not be offered.
B. Consistent with the prescribed timetable in New Jersey Statute 18A:27-12,
ASSOCIATION MEMBERS who are offered contracts of employment as provided
above must return duly executed contracts or return unsigned contracts with written
notice of their intention not to return to THE BOARD's employ.
C. A non-tenured ASSOCIATION MEMBER who receives a written notice that he/she
shall not be offered a contract of employment shall, upon timely written demand
addressed to THE BOARD, be furnished with the reasons for THE BOARD's decision
not to offer such ASSOCIATION MEMBER a contract of employment.
XIII. PROFESSIONAL DEVELOPMENT and EDUCATIONAL IMPROVEMENT
A. THE BOARD will continue to seek the cooperation of ASSOCIATION MEMBERS
in arranging in-service courses, workshops, and programs for ASSOCIATION
MEMBERS designed to improve the quality of instruction
B. Except in the case of a course of study required for certification of the
ASSOCIATION MEMBER, THE BOARD will pay for any courses of study, which it
requires an ASSOCIATION MEMBER to take.
C. In the interest of meeting the District's special needs, the Superintendent may
designate ASSOCIATION MEMBERS to work beyond their contractual year. The
Superintendent will inform the ASSOCIATION MEMBER as soon as possible, and
for summer work, no later than May 15. In scheduling such work, the Superintendent
shall attempt to accommodate personal schedules of the ASSOCIATION MEMBER
(see also COMPENSATION, page 13).
D. THE BOARD will allocate in each year of this agreement an amount equal to seventy
percent (70%) of the average salary of ASSOCIATION MEMBERS in such year to
compensate ASSOCIATION MEMBERS designated by the Superintendent to
perform services pursuant to paragraph C of this article, and to reimburse expenses
incurred by ASSOCIATION MEMBERS when attending conferences or other out-ofdistrict
activities at the request or approval of the Superintendent. A committee
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composed of ASSOCIATION MEMBERS shall have the responsibility of developing
and distributing guidelines to all ASSOCIATION MEMBERS for the expressed
purposes of professional development during the following school year.
E. ASSOCIATION MEMBERS may apply for reimbursement for courses taken at an
accredited college or university. Reimbursement is limited to the cost of tuition, and
courses must be related to the member’s present position (or to future employment
within the district). The amount of reimbursement each school year shall not exceed
the allocation to each ASSOCIATION MEMBER annually for professional
development (as set out in Article XIII of the contract). Requests should be submitted
prior to (starting any course for which reimbursement is sought) April 1 of the school
year in which the course is taken. Employees must use the Application for Approval
Courses form and the course must be completed prior to June 30 of the school year.
Employees must achieve a (passing) grade (of “C” or better) in order to receive
reimbursement.
XIV. EVALUATION
Right to Full Knowledge
THE BOARD and the Superintendent subscribe to the principle that an
ASSOCIATION MEMBER has the right to full knowledge regarding the judgment
of his/her superiors respecting the effectiveness of his/her performance and that,
further, he/she is entitled to receive such recommendations that will assist him/her
in increasing the effectiveness of his/her performance.
XV. COMPLAINT PROCEDURE
Whenever a written complaint is received by any member of the administration or the
Board of Education concerning an ASSOCIATION MEMBER, it shall be shared with the
ASSOCIATION MEMBER prior to any further action made at resolving such complaint.
Resolution of such complaint shall begin at the lowest possible administrative level.
XVI. GRIEVANCE PROCEDURE
A. Introduction
It is a fundamental principle of school organization that the effectiveness of the
school program will be directly related to the quality of human relations practiced
among the staff. The confidence engendered by responsible, honest, effective work
of all members of the school staff, regardless of assignment of responsibilities, will
develop the high morale necessary for an effective program.
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In every relationship, however enlightened the staff, grievances real or imagined will
arise. If informal discussion of a problem between relevant parties or presentation of
a problem to the normal line-staff structure does not resolve the problem, then a plan
to assure the orderly presentation and resolution of these dissatisfactions of staff
members is necessary to insure a high level of morale. The grievance procedure
should achieve the following objectives:
1. Protect individuals from alleged misinterpretation or inequitable application of an
established policy;
2. Secure at the lowest possible administrative level equitable solutions of the
problems or conditions giving rise to the grievances;
3. Improve the attitudes of mutual respect between professional staff and
administration.
The use of the grievance machinery of this district is a right of ASSOCIATION
MEMBERS and it shall not be held against an individual if he/she chooses to
exercise that right. Conversely, nothing in this document shall be interpreted as
negating other rights of ASSOCIATION MEMBERS including the right not to use
the grievance machinery.
B. Definition
A grievance shall be defined as a complaint of an ASSOCIATION MEMBER or
ASSOCIATION MEMBERS arising from an alleged misinterpretation or inequitable
application of this Agreement or an established personnel practice or policy. The
grievance procedure shall be used only for the settlement of grievances, as defined
above, and shall not be used as an instrument for negotiating changes in policy of
THE BOARD during the term of this Agreement.
C. Phase I - Informal Procedures
Every effort should be made to encourage the solution of professional problems
quickly, informally and within the building involved. To achieve this goal, it is
suggested that the aggrieved meet informally with the person with whom he/she has
the grievance, his/her immediate supervisor and/or his/her principal to discuss the
issue. No written records of any such discussions shall be maintained.
At any time during these informal procedures the aggrieved shall have the right to
initiate formal procedures.
D. Phase II - Formal Procedures - Immediate Supervisor and/or Principal
An ASSOCIATION MEMBER with a grievance shall submit in writing said
grievance to his/her immediate supervisor and/or principal not later than thirty (30)
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school days after the ASSOCIATION MEMBER knew or should have known of the
facts giving rise to the alleged grievance. Failure to comply with this time requirement
shall be deemed a waiver of the ASSOCIATION MEMBER'S right to use the formal
grievance procedure. Within ten (10) school days, the supervisor and/or principal shall
hold a conference and within the succeeding ten (10) school days shall give in writing
his/her decision, with supporting reasons.
Both parties involved in the grievance may at any time in the formal procedures be
represented by three (3) individuals of their own choosing.
E. Phase III - Formal Procedures - Superintendent
If the aggrieved party is not satisfied with the decision, he/she may, within ten (10)
school days, submit, in writing, his/her grievance to the Superintendent.
A conference shall be held within ten (10) school days after receipt of grievance. The
superintendent shall render a decision in writing with supporting reasons within ten
(10) school days, to all parties concerned.
Both parties involved in the grievance may at any time in the formal procedures be
represented by three (3) individuals of their own choosing.
F. Phase IV - Formal Procedure -- Arbitration
If the aggrieved is not satisfied with the decision of the Superintendent with respect to
a grievance alleging a misinterpretation or inequitable application of this Agreement,
he/she may within ten (10) school days request the appointment of an arbitrator by
PERC. Said arbitrator shall be selected and an arbitration hearing held in accordance
with the then prevailing rules and regulations of PERC. All documents presented at
previous steps of the grievance procedure shall be submitted to the arbitrator. The
decision of the arbitrator shall be an advisory opinion but shall not be legally binding
on either party, except that the award of the arbitration shall be binding for the
following articles of this agreement:
1. Association rights and privileges (page 4)
2. Payment of salary (page 16)
3. Deductions from salaries (page 16)
4. Notice and acceptance of continued employment (page 5)
5. Protection of ASSOCIATION MEMBERS and property (page 11)
6. Rights of ASSOCIATION MEMBERS (page 9)
7. Vacation days (page 12)
8. Work year (page 13)
9. Leaves (page 17)
10. Compensation (p13)
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The fees and expenses of the arbitrator shall be shared equally by THE BOARD and
the ASSOCIATION, except that the aggrieved must have the approval of ASCA prior
to entering Phase IV in order to have ASCA underwrite the ASSOCIATION'S share of
the expense.
G. Miscellaneous
1. In the event of grievances which may occur near the end of the school year, it will
be the intent of both parties to proceed as quickly as possible in an effort to
promptly resolve the matter. In order to expedite such efforts, it may be
necessary for either party to assign a representative to act on his/her behalf.
2. All documents, communications and records dealing with the proceeding of a
grievance shall be filed in a separate file and shall not be kept in the personnel file
of any of the participants.
3. All meetings and hearings under this procedure shall not be conducted in public
and shall include only such parties' interest and their designated or selected
representatives, heretofore referred to in the ARTICLE.
XVII. RIGHTS OF ASSOCIATION MEMBERS
A. Whenever any ASSOCIATION MEMBER is required to appear before THE BOARD
or any committee thereof concerning any matter which could adversely affect the
continuation of the ASSOCIATION MEMBER in his/her office, position or
employment of the salary or any increment pertaining thereto, such ASSOCIATION
MEMBER shall be entitled to the notice requirements provided by N.J.S. 18A:25-7.
B. Any ASSOCIATION MEMBERS shall have the right to reply in writing to any
adverse material in his/her personnel file which reply shall be attached to the adverse
material. Should said ASSOCIATION MEMBER desire a copy of the adverse
material he/she may copy said material by hand or the same may be available to him
at his/her cost by THE BOARD office. An ASSOCIATION MEMBER'S personnel
file shall be made available to him for inspection only after written request to the
Superintendent and at a time and place reasonably appropriate to the Superintendent
his/her designee. There shall not be more than two such inspections made available in
any one year. Notwithstanding the forgoing, no confidential reference shall be made
available at any such inspection. ASCA members shall have the right upon request
and subject to the approval of the Assistant Superintendent for Personnel, to have
materials pertinent to the employment of the ASSOCIATION MEMBER inserted into
his/her file.
C. No ASSOCIATION MEMBER shall be disciplined or reprimanded without just cause
nor shall an ASSOCIATION MEMBER be discharged or reduced in rank without just
cause.
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D. Nothing herein contained shall be construed to deny or restrict to any ASSOCIATION
MEMBER such rights as he/she may have under New Jersey school law or other
applicable law or regulation.
XVIII. PERSONAL AND ACADEMIC FREEDOM
A. The consideration of controversial questions has a legitimate place in the work of
public schools. School treatment of such questions should not only promote fair and
many-sided study, but should also help the student develop techniques for considering
controversial questions.
The handling of a controversial question in school should be free from the
assumption that there is one correct answer which should emerge from the discussion
and be taught authoritatively to the student.
B. In performing their functions, ASSOCIATION MEMBERS may express their
personal opinions on all matters relevant to course content provided however, that
when they do so they shall indicate that they are expressing their personal opinions
and not those of the school administration or Board. MEMBERS will accept full
responsibility for their expressed opinion.
C. ASSOCIATION MEMBERS shall be entitled to full rights of citizenship, and no
religious or political activities of any employee, or the lack thereof, shall be grounds
for any discipline or discrimination with respect to the employment of said employee,
providing said activities do not violate any local, state, or federal law, this contract, or
BOARD policy.
XIX. PROTECTION OF ASSOCIATION MEMBERS AND PROPERTY
A. ASSOCIATION MEMBERS shall forthwith report cases of bodily injury suffered by
them in the course of their employment to their principal or immediate supervisor. In
the event that an ASSOCIATION MEMBER fails to do so it shall not be deemed to be
a breach of this agreement. The principal or immediate supervisor, in addition to other
appropriate contacts, shall notify the Superintendent or his/her designee of the incident
to ensure where necessary that appropriate Workers' Compensation documentation
can be prepared.
B. When an ASSOCIATION MEMBER is absent as a result of bodily injury caused by
an incident arising out of his/her employment such ASSOCIATION MEMBER shall
be entitled to full salary and benefits for the period of such absence and shall not
forfeit any sick leave or personal leave.
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C. In connection with the use of force or corporal punishment as between an
ASSOCIATION MEMBER and student, the following provisions on N.J.S. 18A:6-1
shall apply:
"18A:6-1. Corporal punishment of pupils. No person employed or engaged in a school
educational institution, whether public or private, shall inflict or cause to be inflicted
corporal punishment upon a pupil attending such school or institution; but any such
person may, within the school of his/her employment, use and apply such amounts of
force as is reasonable and necessary:
1. To quell a disturbance, threatening physical injury to others;
2. To obtain a possession of weapons or other dangerous objects upon the person or
within the control of a pupil;
3. For the purpose of self-defense; and
4. For the protection of person or property;
and such acts, or any of them, shall not be construed to constitute corporal punishment
within the meaning and intendment of this section. Every resolution by law, rule,
ordinance, or other act or authority permitting or authorizing corporal punishment to be
inflicted upon a pupil attending a school or educational institution shall be void."
D. THE BOARD specifically agrees that the provision of N.J.S.A. 18A:16-6 shall be
fully applicable to the extent provided therein to the performance of duties in all
BOARD approved programs, including those in which it is appropriate for students to
be out of the sight of an ASSOCIATION MEMBER.
XX. BOARD PREROGATIVES
Except as specifically modified by the express provisions of this Agreement, THE
BOARD shall retain the rights, duties, obligations and responsibilities vested in THE
BOARD pursuant to Title 18A of the New Jersey Statues, and the decisions, rules and
regulations of the Commissioner of Education, and the ASSOCIATION recognizes such
rights, duties, obligations and responsibilities.
XXI. MEETINGS WITH THE SUPERINTENDENT
The President of the ASSOCIATION and/or his/her representative(s) shall meet with the
Superintendent and/or his/her designated representative(s) at the request of either party
within seven (7) work days of said request, but these meetings shall not exceed one (1) per
month unless by mutual consent. These meetings shall not be scheduled during the school
day unless otherwise mutually agreed upon, and shall be of a reasonable length to discuss
the areas of concern.
XXII. SOMEA - ADMINISTRATIVE MEETINGS
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The SOMEA - ADMINISTRATIVE MEETINGS (“District SAM”) which were
established for the purpose of encouraging the cooperative involvement of all professional
staff in the District shall have the following ASCA members:
A. One middle or senior high school administrator
B. One Supervisor, one Subject Chair or one Director
C. One elementary school administrator
District SAM meetings will have three ASCA representatives as delineated.
XXIII. VACATION DAYS
A. The vacation schedule for 12-month ASSOCIATION MEMBERS shall be approved
by the Superintendent or his/her designee and any changes from said schedule must be
approved in writing by the Superintendent or his/her designee. If the Superintendent
approves a change in the schedule causing the ASSOCIATION MEMBER to lose a
vacation day, such MEMBER shall be paid for that day or, at the discretion of the
Superintendent, shall be given a compensatory day.
B. With the approval of the Superintendent, 12-month ASSOCIATION MEMBERS may
carry over to the subsequent year up to five (5) unused vacation days. Alternatively,
ASSOCIATION MEMBERS may opt to receive compensation at the rate of one hundred
dollars ($100.00) per day for up to five (5) unused vacation days per year. Eleven and ten
month ASSOCIATION MEMBERS may opt to receive an annual payment of one
hundred dollars ($100.00) per day for each unused personal business day. If the
MEMBER opts for this annual payment, the days in question cannot be banked.
1. For members hired after July 1, 1999, additional "carry over" days may be
approved according to the following guidelines:
Year Allocation Must Use-or-lose May Carry Over
Year One 23 13 10
Year Two 23 + 10 23 10
Year Three 23 + 10 28 5
Year Four 23 + 5 23 5
Year Five 23 + 5 23 5
2. Requests for a waiver to the above guidelines must be submitted to the
Superintendent by May 15th of the year.
3. Carry-over days will not be approved after June 1st of the year.
XXIV. COMPENSATION
14
A. Base Salary
1.Work year
a) The salary grid is structured in three parts to reflect the work year as
described below:
Grid A (10-months)
The standard work year for ASSOCIATION MEMBERS shall be ten
months. The 10-month work year shall be consistent with the 10-month
school calendar approved by the Board.
Grid B (11-months)
Eleven-month employees shall work twenty (20) days beyond the 10-
month work year. The base for Grid B shall be 5% higher than Grid A.
Grid C (12-months) Twelve-month employees shall have 23 vacation
days. Twelve-month employees shall receive compensatory days for those
legal holidays worked which include Columbus Day, Election Day,
Veterans Day and Presidents Day. The base for Grid C shall be 10%
higher than Grid A.
b) Scheduling of vacation days
The scheduling of vacation days for 12-month ASSOCIATION
MEMBERS will be in consultation with the immediate supervisor and
subject to the ultimate approval of the Superintendent. (See also
VACATION DAYS, page 12) ASSOCIATION MEMBERS will not
schedule vacation days and will report for work five (5) days before and
five (5) days after the first and last teacher workday each year.
c) Work beyond contractual year
Work beyond the contractual year will be reimbursed at the per diem rate.
(See Per diem Rates, page 16; and also PROFESSIONAL
DEVELOPMENT, page 6).
2. Classifications
Position Grid Placement
Grid A (10-months)
House Supervisor ............................................................................134 A
Grid B (11-months)
Library Coordinator.........................................................................133 B
Department Head 9-12 ...................................................................136 B
Assistant Principal, Elementary School ..........................................138 B
Director, K-12 .................................................................................139 B
Supervisor, K-8 ...............................................................................140 B
Subject Chair, 9-12 /Supervisor 6-12..............................................142 B
15
Assistant Principal, High School.....................................................151 B
Principal, Elementary School..........................................................152 B
Grid C (12-months)
Assistant Principal, Middle School .................................................138 C
Supervisor, K-12 .............................................................................139 C
Director of Guidance and Social Work, K-12.................................140 C
Director of Athletics and Student Activities ...................................141 C
Director of Educational Media and Technology, K-12...................142 C
Supervisor, Special Education, K-12 …………………………… .143 C
Curriculum Coordinator ..................................................................152 C
Principal, Middle School.................................................................156 C
Principal, High School ....................................................................165 C
3. Placement on Grid
a) Initial Placement
Initial recommendation for placement on step will be based primarily on
the candidate's administrative/supervisory experience.
(1) Upon making an initial offer of employment to a candidate for an
ASCA position, the Superintendent, or his/her designee, will
provide the candidate with the name of an ASCA contact person.
(2) The final decision on placement is subject to agreement by the
candidate and the Superintendent and approval by THE BOARD.
b) Change of Placement
(1) Placement on Line
The impact on terms and conditions of employment triggered by
substantive changes in job responsibilities must be negotiated.
Negotiations may result in changes of line placement, or length of
work year, of both (See also RECOGNITION, page 1).
(2) Placement on Step
Generally, an ASSOCIATION MEMBER moves one incremental
step on the grid for each year of experience in the position.
B. Service Recognition
16
THE BOARD recognizes the length of service to the district by ASSOCIATION
MEMBERS and will provide for those who qualify an annual longevity payment, in
appreciation for service to the district.
1. The payment for service recognition for 1998-1999 through 2000-2001 will be:
Years of Service in District ................................................................Payment
10 to 14 ……………………………………………………………. $1,750..
15 to 19 ……………………………………………………………. $2,250
20 to 24 ……………………………………………………………..$2,750
25 t0 29………………………………………………………………$3,250
30 or more …………………………………………………………...$3,750
2. The length of service for ASSOCIATION MEMBERS will be measured in terms
of their length of service to the school district in any professional capacity.
3. Payment for service recognition will become part of ASSOCIATION MEMBERS
base salary.
C. Health Benefits
The current health benefits as outlined below will remain in effect.
1. New Jersey State Health Benefits Program
a) Hospital Service Plan of New Jersey -- Blue Cross
b) Medical Surgical Plan of New Jersey --Blue Shield
c) Rider J
d) Major Medical
2. Full Family Dental Program
3. Disability Insurance
Effective 1999/2000 school year, Disability Insurance will be provided to ASCA
members. The total cost shall not exceed $.04 per $100.00 of covered payroll.
D. Per diem rate for ASSOCIATION MEMBERS
10-month employees: .......................................................... 1/200 of total salary
11-month employees: ....................................................... 1/206.5 of total salary
12-month employees: .......................................................... 1/245 of total salary
E. Transportation
17
ASSOCIATION MEMBERS will be reimbursed for authorized travel at the rate
determined annually by the Federal Internal Revenue Service. Vouchers are to be
submitted monthly and paid at the next pay date.
F. Retirement Pay
1. THE BOARD will provide the aggregate maximum sum of thirty four thousand
dollars ($34,000.00) per year for each of the three years of this contract for
payment for unused sick days upon retirement.
2. Upon retirement, ASSOCIATION MEMBERS will receive, subject to the
maximum, one hundred dollars ($100.00) per unused sick day.
3. It is understood that ASSOCIATION MEMBERS may bank up to ten (10) sick
days per year.
4. Additionally, ASSOCIATION MEMBERS may add up to two (2) unused
personal business days per year to their bank of days eligible for payment upon
retirement.
XXV. PAYMENT OF SALARY
A. Schedule
ASSOCIATION MEMBERS employed on a 10-month basis shall be paid in twenty
(20) equal semi-monthly installments; and those employed for more than ten months
shall be paid in twenty-four (24) equal semi-monthly installments.
B. Deductions from Salaries
1. THE BOARD agrees to deduct from salaries of members covered by the
Agreement membership dues on behalf of the ASSOCIATION subject to receipt
by THE BOARD of duly executed membership dues deduction authorizations,
and the provisions of this Article.
2. An ASSOCIATION MEMBER may authorize THE BOARD to make deductions
for the purpose of tax sheltered annuities pursuant to the provisions of NJS
18A:66-127, et seq., and the terms of a group contract approved by THE
BOARD.
3. Prior to making such deductions from the salary of an ASSOCIATION
MEMBER, THE BOARD or person designated by THE BOARD mush have a
current written authorization, received by the 15th of the month preceding the
month the deduction is to begin, and executed by the ASSOCIATION MEMBER.
4. Dues deduction shall be made in compliance with N.J.S.A. 52:14-15 and under
rules established by the State Department of Education. Upon payment thereof to
the ASSOCIATION, THE BOARD shall be held free and harmless from any
18
liability in handling such ASSOCIATION dues and may require a release from
the ASSOCIATION.
XXVI. LEAVES
A. SICK LEAVE
Full-time ASSOCIATION MEMBERS absent for personal illness may receive full
salary during an absence not exceeding a total of one month in any given school year.
In every case where more than the minimum of one month's absence is involved,
additional time may be allowed by THE BOARD within the limits set upon
recommendation of the Superintendent after considering the staff member's previous
record and the nature and circumstances of the illness.
1. Ten and Eleven-Month ASSOCIATION MEMBERS
a) Upon approval of the Superintendent or his/her designee, an
ASSOCIATION MEMBER may be paid for 20 days' absence in any
academic year.
b) Dependent upon length of service, an additional allowance may be
approved in any academic year to provide the total allowance shown
below. For those employed:
Less than 2 years.....................……….. 2 months or 40 days
Two years and less than 5 years....…… 3 months or 60 days
Five years and less than 10 years...…… 4 months or 80 days
Ten years or more....................………...5 months or 100 days
2. Twelve-Month ASSOCIATION MEMBERS
a) Upon approval of the Superintendent or his/her designee, an
ASSOCIATION MEMBER may be paid for 22 days' absence in any
academic year.
b) Dependent upon length of service, an additional allowance may be
approved in any academic year to provide the total allowance shown
below. For those employed:
Less than 2 years...................…………. 2 months or 44 days
Two years and less than 5 years..……... 3 months or 66 days
Five years and less than 10 years……... 4 months or 88 days
Ten years or more...................…………5 months or 132 days
19
3. ASSOCIATION MEMBERS shall be notified by the Superintendent's office by
September 30 of each year of the individual's number of accumulated unused
sick days.
4. Notes
a) The determination of 20 days as a month for 10-month ASSOCIATION
MEMBERS is based upon the State regulation that a staff member shall be
paid in equal installments and that unless otherwise specified "a month
shall be construed and taken to be twenty school days or four weeks of
five school days each"
b) The determination of 22 days as a month for twelve-month
ASSOCIATION MEMBERS is based upon the "usual" working days in a
calendar month.
c) In figuring absences the following method will be followed:
(1) On short-term or occasional absences, a total of 20 or 22 working
days, depending upon the classification of the ASSOCIATION
MEMBER is considered equivalent of a month.
(2) On long-term consecutive absences, the actual calendar months
are counted.
B. PERSONAL LEAVE OF SHORT DURATION
1. Illness in Family
Whenever used in this agreement, "immediate family" shall mean spouse, father,
mother, brother, sister, father-in-law, mother-in-law, children or any person(s)
residing with the staff member.
An ASSOCIATION MEMBER shall be allowed full pay for absence of three (3)
days for illness in the immediate family. In the case of critical illness, an
additional two (2) days may be allowed by the Superintendent or his/her
representative. In maternity cases, this provision shall allow an ASSOCIATION
MEMBER to transport his/her wife to or from the hospital at time of delivery. In
all cases where the ASSOCIATION MEMBER desires to apply for the additional
two (2) days, requests should be made to the Superintendent or his/her
representative either by telephone or by e-mail in advance as outlined below (See
Administration of Policy, page 20). No allowance may be made for an
ASSOCIATION MEMBER's absence because of illness of persons other than
those in the immediate family.
2. Death in Family
20
An ASSOCIATION MEMBER shall be allowed three (3) days' absence with full
pay for any death in that person's immediate family. In the case of death of a
spouse, five (5) days' absence will full pay will be allowed. In the case of death in
the immediate family, an additional two (2) days with full pay may be allowed by
the Superintendent or his/her representative. In all cases where the
ASSOCIATION MEMBER desires to apply for the additional two (2) days,
requests should be made to the Superintendent or his/her representative either by
telephone or by e-mail in advance as outlined below (See Administration of
Policy, page 20). No allowance may be made for an ASSOCIATION
MEMBER's absence because of illness of persons other than those in the
immediate family.
3. Weddings
An ASSOCIATION MEMBER shall be allowed one (1) day's absence with full
pay to attend a wedding in the immediate family, including his/her own.
4. Personal Business
Absences for personal business shall be allowed only by permission of the
Superintendent or his/her representative. Application for approval of each such
absence must be made in advance, or as soon as practical in an emergency, and
must be submitted as outlined as outlined in "Administration of Policy" below,
except when an emergency situation may justify direct application to the
Superintendent or his/her representative. A maximum of three (3) days' absence
may be approved annually for absences for essential personal matters that cannot
be cared for during non-working time. Absence approved with full pay.
a) Sample reasons, which may be considered valid:
(1) Necessary for the health and/or welfare of self or family1
(2) Certain court appearances*2
(3) Important business transactions*
(4) Impassable roads
(5) Death of a close friend
(6) College graduation of self and certain close relatives*
(7) Visiting colleges with son or daughter
(8) Taking son or daughter to college
(9) Ship or airport arrival or departure of close relative
1If such statement is made available, the applicant need not submit a specific explanation of the reason for his/her
proposed absence.
2 Two additional days will be approved if the distance to be traveled exceeds 500 miles only in the cases indicated
above with an asterisk.
21
b) Sample reasons, which are not considered valid:
(1) Attendance at class reunions
(2) Weddings not in the immediate family
(3) Other social functions of a non-essential nature
5. Administration of Policy
In the administration of this policy's provisions on "Illness in the Family", "
Death in the Family", "Weddings" and "Personal Business", the following
may be allowed by the Superintendent or his/her representative upon request
by the ASSOCIATION MEMBER:
a) If an ASSOCIATION MEMBER presents a valid request for absence for
"personal business" and . . .
b) If at that point the ASSOCIATION MEMBER has exhausted the 3-day
allowance for "personal business", and . . .
c) If the ASSOCIATION MEMBER has been granted fewer than 10 days
total leave under the provisions on "Illness in the Family", "Death in the
Family", "Weddings" and "Personal Business", then the "personal
business" request may be approved, except that:
(1) No more than three (3) days a year will be allowed for religious
holidays, and
(2) No more than one (1) day will be allowed for the death of each
close friend; or a college graduation of self or certain relatives;
unless the distance to be traveled exceeds 500 miles.
d) Absences other than valid emergencies, which have not been authorized in
advance, will result in loss of pay.
e) A request for absence for personal business shall be submitted in writing to
the Superintendent or his/her representative.
6. Absence Related to Storm Conditions
a) The payment for "personal business" policy does not automatically provide
salary for absence related to travel difficulties. Salary will not be paid
unless the ASSOCIATION MEMBER has made reasonable efforts to be
present
22
b) Whenever salary is paid because of absence due to travel conditions, such
payments will be charged against the maximum available three days
annually for "personal business"
7. Absence for Emergency Reasons
Whenever an ASSOCIATION MEMBER is absent because of emergency
reasons, the reason for such absence must be documented in writing in a letter to
the Superintendent or his/her representative through the building principal. The
building principal will recommend payment or non-payment of salary in
forwarding the statement. Salary will be paid or withheld on the basis of this
recommendation and the conditions described above.
8. Travel To and From Summer School
At the discretion of the Superintendent or his/her representative, an
ASSOCIATION MEMBER may be granted up to two days at the end of a school
year and/or at the beginning of a school year, as may be required to attend
summer school classes and/or travel to the place where such classes are to be
held.
9. School Business and Attendance at Professional Meetings
Permission may be granted by the Superintendent or his/her representative for
ASSOCIATION MEMBERS to visit schools without loss of pay. Absences
authorized by THE BOARD for ASSOCIATION MEMBERS to attend meetings
or conventions concerning school business shall be without loss of pay unless
otherwise specifically designated. Attendance at professional meetings will be
encouraged for the potential benefits available in sharing with colleagues in
matters leading to in-service growth.
10. Military Leave
Time off will be granted for persons called into temporary active duty of any unit
of the United States Reserves or the National Guard, provided such obligations
cannot be fulfilled on days when school is not in session. An ASSOCIATION
MEMBER shall be paid his/her regular salary less military pay.
11. Leaves Taken Pursuant to this SECTION B
Such leaves when granted shall be in addition to any sick leave to which the
ASSOCIATION MEMBER is entitled.
C. EXTENDED LEAVES OF ABSENCE
23
1. Leave without Pay for ASSOCIATION MEMBER
No more than one ASSOCIATION MEMBER may be designated for an
academic leave of absence without pay during any year.
2. Leave of Absence Due to Childbirth or Adoption
THE BOARD shall grant child care leave of absence without pay to any
ASSOCIATION MEMBER upon request in accord with the following provisions:
a) Any ASSOCIATION MEMBER seeking a leave of absence for reasons
associated with child birth shall file a written request for such leave with
the Superintendent at least forty-five (45) days in advance of the date on
which said leave is to commence. The request shall likewise specify
therein the date on which said staff member proposes to return. THE
BOARD shall honor the leave dates so requested if the same will not
substantially interfere with the effective administration of the educational
program to which the ASSOCIATION MEMBER was assigned and
subject to the following conditions:
(1) THE BOARD may require as a condition of the ASSOCIATION
MEMBER's return to service the production of a certificate from a
physician certifying that the ASSOCIATION MEMBER is
medically able to resume duties
(2) In no event shall any such leave be extended beyond the end of the
contract year in which leave is requested to commence for nontenured
ASSOCIATION MEMBERS unless THE BOARD
otherwise elects
(3) A tenured ASSOCIATION MEMBER may return no later than the
beginning of the second year following the school year in which
the leave of absence commenced. Notice must be given by a
tenured ASSOCIATION MEMBER by March 1st prior to the
beginning of the next school year in which he/she wishes to return.
(a) If in the opinion of the Superintendent or his/her designee,
a pregnant ASSOCIATION MEMBER's performance has
declined, the Administration retains the right to require the
ASSOCIATION MEMBER to submit a certificate from her
physician certifying that she is medically able to continue
to perform her duties.
(b) In the event that an ASSOCIATION MEMBER's
pregnancy terminates in miscarriage prior to the expiration
of the leave which has been granted, or prior to the
inception of the leave which may have been requested, said
ASSOCIATION MEMBER may apply for early
24
reinstatement by filing a written request therefor with the
Superintendent, accompanied by a physician's certification
that she is medically able to resume or to continue to
perform her duties. THE BOARD may grant such a
request if it can be fulfilled without substantially interfering
with the effective administration of the educational
program.
(c) ASSOCIATION MEMBERS adopting a child shall receive
the same leave, which shall commence upon receipt of de
facto custody of said child, or earlier if necessary to fulfill
the requirements of adoption. The length of such leave
shall be the same as those associated with childbirth.
3. Family Leave
ASSOCIATION MEMBERS will be entitled to leave without pay with health
benefits as provided by this agreement for up to 12 weeks during a 24-month
period, as per requirements of State and federal statutes.
4. Leaves of Absence to Join the Peace Corps, Vista, National Teacher Corps or
Service as an Exchange Teacher
A leave of absence without pay of up to one year may be granted to any tenured
ASSOCIATION MEMBER who joins the Peace Corps, Vista, National Teacher
Corps or serves as an exchange administrator or teacher. Upon return, the
ASSOCIATION MEMBER will be credited with one year's service in South
Orange-Maplewood, if he or she has demonstrated administrative or teaching
experience in the above programs.
APPENDIX: SALARY GRIDS for 2004-2005 through 2006-2007
25
2004-2005 1.0645 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
House Supervisor 134A 72,333 75,225 78,118 81,012 83,905 86,798 89,692 92,585 95,478 102,957
Dept Head, 9-12 136A 73,412 76,347 79,284 82,221 85,158 88,094 91,030 93,967 96,904 104,493
Supervisor, K-8 137A 73,952 76,909 79,867 82,826 85,784 88,742 91,699 94,657 97,617 105,262
Library Coordinator 133B 77,083 80,164 83,248 86,332 89,416 92,499 95,581 98,665 101,747 109,719
Dept Head, 9-12 136B 77,083 80,164 83,248 86,333 89,416 92,499 95,581 98,665 101,747 109,719
Assistant Principal, Elementary School 138B 78,226 81,344 84,472 87,602 90,729 93,859 96,988 100,115 103,245 111,332
Supervisor, K-12 142B 80,484 83,703 86,922 90,141 93,361 96,579 99,799 103,018 106,237 114,559
Supervisor, K-5 142B 80,484 83,703 86,922 90,141 93,361 96,579 99,799 103,018 106,237 114,559
Supervisor, 6-12 142B 80,484 83,703 86,922 90,141 93,361 96,579 99,799 103,018 106,237 114,559
Assistant Principal, High School 151B 85,584 89,007 92,431 95,854 99,277 102,700 106,123 109,548 112,971 121,819
Principal, Elementary School 152B 86,151 89,597 93,044 96,488 99,934 103,380 106,827 110,273 113,718 122,626
Assistant Principal, Middle School 138C 82,137 85,411 88,696 91,982 95,267 98,551 101,838 105,122 108,407 116,899
Director, K-8 139C 82,534 85,836 89,137 92,437 95,739 99,040 102,342 105,643 108,944 117,478
Director of Guidance and Social Work, K-12 140C 83,128 86,452 89,778 93,102 96,429 99,753 103,079 106,403 110,074 118,324
Director of Athletics and Student Activities,
Athletic 141C 83,722 87,070 90,420 93,768 97,116 100,465 103,814 107,162 110,513 119,170
Director of Media and Technology, K-12 142C 84,315 87,688 91,061 94,433 97,806 101,178 104,551 107,924 111,297 120,014
Curriculum Coordinator 152C 90,254 93,863 97,473 101,083 104,694 108,303 111,914 115,524 119,134 128,467
Supervisor, Special Ed, K-12 143C 84,508 87,888 91,268 94,648 98,029 101,408 104,789 108,169 111,549 120,287
Principal, Middle School 156C 92,627 96,333 100,039 103,743 107,449 111,154 114,858 118,564 122,270 131,847
Principal, High School 165C 97,971 101,891 105,810 109,729 113,647 117,567 121,486 125,403 129,323 139,454
26
2005-2006 1.0064 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
House Supervisor 134A 72,796 75,706 78,618 81,530 84,442 87,354 90,266 93,177 96,089 103,616
Dept Head, 9-12 136A 73,882 76,836 79,791 82,747 85,703 88,658 91,612 94,568 97,524 105,162
Supervisor, K-8 137A 74,425 77,401 80,378 83,356 86,333 89,310 92,286 95,263 98,242 105,936
Library Coordinator 133B 77,576 80,677 83,781 86,885 89,988 93,091 96,193 99,297 102,398 110,421
Dept Head, 9-12 136B 77,576 80,677 83,781 86,886 89,988 93,091 96,193 99,297 102,398 110,421
Assistant Principal, Elementary School 138B 78,726 81,864 85,013 88,163 91,310 94,460 97,608 100,756 103,906 112,044
Supervisor, K-12 142B 80,999 84,238 87,478 90,718 93,958 97,197 100,438 103,677 106,917 115,293
Supervisor, K-5 142B 80,999 84,238 87,478 90,718 93,958 97,197 100,438 103,677 106,917 115,293
Supervisor, 6-12 142B 80,999 84,238 87,478 90,718 93,958 97,197 100,438 103,677 106,917 115,293
Assistant Principal, High School 151B 86,131 89,577 93,022 96,467 99,913 103,357 106,802 110,249 113,694 122,599
Principal, Elementary School 152B 86,702 90,170 93,639 97,106 100,574 104,042 107,511 110,978 114,446 123,411
Assistant Principal, Middle School 138C 82,662 85,958 89,264 92,571 95,877 99,182 102,489 105,794 109,100 117,647
Director, K-8 139C 83,062 86,385 89,707 93,029 96,352 99,674 102,997 106,319 109,641 118,230
Director of Guidance and Social Work, K-12 140C 83,660 87,006 90,352 93,698 97,046 100,392 103,738 107,084 110,778 119,082
Director of Athletics and Student Activities,
Athletic 141C 84,258 87,627 90,998 94,368 97,738 101,108 104,479 107,848 111,220 119,932
Director of Media and Technology, K-12 142C 84,854 88,249 91,643 95,037 98,432 101,825 105,220 108,615 112,009 120,782
Curriculum Coordinator 152C 90,831 94,464 98,097 101,730 105,364 108,996 112,630 116,263 119,896 129,289
Supervisor, Special Ed, K-12 143C 85,049 88,450 91,852 95,254 98,656 102,057 105,460 108,861 112,263 121,057
Principal, Middle School 156C 93,220 96,950 100,679 104,407 108,136 111,865 115,594 119,323 123,052 132,691
Principal, High School 165C 98,598 102,543 106,487 110,431 114,374 118,319 122,264 126,206 130,151 140,346
27
2006-2007 1.008 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
House Supervisor 134A 73,349 76,282 79,216 82,150 85,084 88,018 90,952 93,886 96,820 104,404
Dept Head, 9-12 136A 74,444 77,420 80,398 83,376 86,354 89,331 92,308 95,287 98,265 105,961
Supervisor, K-8 137A 74,991 77,990 80,989 83,989 86,989 89,989 92,987 95,987 98,988 106,741
Library Coordinator 133B 78,165 81,291 84,418 87,545 90,672 93,798 96,924 100,051 103,176 111,260
Dept Head, 9-12 136B 78,165 81,291 84,418 87,546 90,672 93,798 96,924 100,051 103,176 111,260
Assistant Principal, Elementary School 138B 79,325 82,487 85,659 88,833 92,004 95,178 98,350 101,522 104,695 112,896
Supervisor, K-12 142B 81,614 84,879 88,143 91,407 94,673 97,936 101,201 104,465 107,730 116,169
Supervisor, K-5 142B 81,614 84,879 88,143 91,407 94,673 97,936 101,201 104,465 107,730 116,169
Supervisor, 6-12 142B 81,614 84,879 88,143 91,407 94,673 97,936 101,201 104,465 107,730 116,169
Assistant Principal, High School 151B 86,786 90,258 93,729 97,201 100,672 104,143 107,614 111,087 114,558 123,531
Principal, Elementary School 152B 87,361 90,856 94,351 97,844 101,338 104,832 108,328 111,822 115,316 124,349
Assistant Principal, Middle School 138C 83,291 86,611 89,942 93,275 96,606 99,936 103,268 106,598 109,930 118,541
Director, K-8 139C 83,693 87,042 90,389 93,736 97,084 100,431 103,780 107,127 110,475 119,129
Director of Guidance and Social Work, K-12 140C 84,296 87,667 91,039 94,410 97,783 101,155 104,527 107,898 111,620 119,987
Director of Athletics and Student Activities,
Athletic 141C 84,898 88,293 91,690 95,085 98,481 101,877 105,273 108,668 112,066 120,844
Director of Media and Technology, K-12 142C 85,499 88,920 92,340 95,760 99,180 102,599 106,020 109,441 112,860 121,700
Curriculum Coordinator 152C 91,522 95,182 98,842 102,503 106,164 109,825 113,486 117,147 120,807 130,272
Supervisor, Special Ed, K-12 143C 85,695 89,123 92,550 95,978 99,406 102,832 106,261 109,689 113,116 121,977
Principal, Middle School 156C 93,929 97,686 101,444 105,200 108,958 112,716 116,472 120,230 123,987 133,699
Principal, High School 165C 99,348 103,322 107,297 111,270 115,244 119,218 123,193 127,165 131,140 141,413
28
Index
Page
Absence for emergency reasons.........................................................................................21
Academic freedom ........................................................................................................10
Adoption ........................................................................................................22
Appendix Salary grids for 2004-2005 through 2006-2007..............................................24
Arbitration ..........................................................................................................9
Association rights and privileges .........................................................................................4
Attendance at professional meetings .................................................................................22
Board prerogatives ........................................................................................................12
Bodily injury ........................................................................................................11
Change of placement ........................................................................................................15
Child care leave of absence................................................................................................22
Childbirth ........................................................................................................22
Childbirth or adoption ........................................................................................................22
Class reunions ........................................................................................................20
Classifications ........................................................................................................14
College graduation ........................................................................................................20
Compensation ........................................................................................................13
Compensatory day ........................................................................................................12
Complaint procedure ..........................................................................................................7
Controversial questions......................................................................................................10
Corporal punishment ........................................................................................................11
Court appearances ........................................................................................................20
Death in family ........................................................................................................19
Death of a close friend .......................................................................................................20
Deductions from salaries....................................................................................................16
Dental program ........................................................................................................16
Director, K-8 ........................................................................................................14
Dues deduction ........................................................................................................17
Evaluation procedures ..........................................................................................................7
Exchange teacher ........................................................................................................24
Extended leaves of absence ...............................................................................................17
Family leave ........................................................................................................24
Grievance procedure ..........................................................................................................7
Health and/or welfare of self or family..............................................................................20
29
Health benefits ........................................................................................................16
Hiring of staff ..........................................................................................................5
Illness in family ........................................................................................................19
Immediate family (defined) ...............................................................................................19
Impassable roads ........................................................................................................21
Initial placement ........................................................................................................14
Leaves ........................................................................................................17
Length of service ........................................................................................................15
Longevity ........................................................................................................16
Loss of pay ........................................................................................................21
Mail boxes and posting notices............................................................................................4
Matters not covered ..........................................................................................................3
Meetings with the Superintendent .....................................................................................12
Military leave ........................................................................................................22
National Teacher Corps .....................................................................................................24
Negotiation procedures ........................................................................................................2
New Jersey State Health Benefits Program .......................................................................16
Notice and acceptance of continued employment -- non-tenure .........................................5
Notice of vacancies ..........................................................................................................4
Pay schedule ........................................................................................................16
Payment of salary ........................................................................................................16
Peace Corps ........................................................................................................24
Per diem rate ........................................................................................................16
Personal business ........................................................................................................20
Personal leave of short duration.........................................................................................19
Placement on Grid ........................................................................................................14
Preamble ..........................................................................................................1
Professional Development and Educational Improvement..................................................6
Recognition ..........................................................................................................1
Reproduction and distribution of agreement........................................................................3
Retirement Pay …………………………………………………………………… 17
Rights of association members ..........................................................................................10
Salary ........................................................................................................13
Savings clause ..........................................................................................................3
School business ........................................................................................................22
Sick leave ........................................................................................................17
30
SOMEA - Administrative Meetings ..................................................................................12
Storm conditions ........................................................................................................21
Summer school ........................................................................................................22
Term and duration of agreement..........................................................................................3
Transfers …………………………………………………………..………….5
Transportation ……………………………………………………………… ………16
Unused vacation days ........................................................................................................13
Use school buildings ..........................................................................................................4
Vacancies ……………………………………………………… ……………4
Vacation days ………........................................................................................................12
Visiting colleges with son or daughter...............................................................................20
Vista …………………......................................................................................................24 |