1. The BOARD hereby recognizes the ASSOCIATION as the exclusive representative to act as the collective negotiating and bargaining agent for the professional members of the staff, that is, the teachers and nurses, concerning the terms and conditions of their employment.

1. The BOARD and the ASSOCIATION agree that all negotiations shall be entered into in good faith according to Chapter 303 of the Public Laws of 1968, as amended by Chapter 123 of the Laws of 1974, and as amended by Chapter 269 of the Laws of 1989, effective January 4, 1990, more commonly referred to as the “New Jersey Employer-Employee Relations Act,” Revised Statute 34:13A-1, et seq.
2. The Negotiations Committee of the ASSOCIATION and the BOARD will arrange and establish a schedule of negotiations by such date as if required by law.
3. Negotiations shall commence no later than fifteen (15) days after said schedule has been arranged and established as aforesaid.
4. The ASSOCIATION shall present its proposal at least two weeks before the first scheduled meeting date set for negotiations, and the BOARD shall reply to the same at least one week before said scheduled meeting date.
5. Any agreement so negotiated, shall be reduced to writing and shall be presented to the BOARD and the ASSOCIATION for their respective adoptions.
6. It is recognized that each negotiations committee’s authority is subject to agreement and ratification of their respective constituencies.

1. The BOARD will provide tuition assistance to all full-time tenured teachers and third year non-tenured teachers entitling them to receive a partial tuition refund for prior approved and successfully completed graduate courses during the term of this Agreement based upon the following guidelines and/or requirements:

1. All part-time tenured teachers shall be entitled to a pro-rata portion of the tuition assistance provisions consistent with their normal teaching employment, that is, a one-day-a-week teacher shall be entitled to twenty (20%) per cent of the fifty (50%) per cent of the tuition costs to a maximum of twenty (20%) per cent of the total sum of One Thousand Twenty Three ($1,023) Dollars for the School Year 2006-2007, One Thousand Forty Six ($1,046) Dollars for the School Year 2007-2008, and One Thousand Sixty Nine ($1,069) Dollars for the School Year 2008-2009Nine Hundred Eighteen ($918.00) Dollars for the School Year 2003-2004, Nine Hundred Sixty One ($961.00) Dollars for the School Year 2004-2005, and One Thousand One ($1,001.00) Dollars for the School Year 2005-2006..
2. Teachers with ten years or more of full-time employment by this BOARD, shall be entitled to the partial tuition refund assistance provided in Paragraph 1, aforementioned, in the event that they become employed by this BOARD for less than full-time, as a result of a BOARD initiated action.

1. The BOARD agrees to reimburse members of the professional staff for reasonable expenses which may be incurred by such members, only when prior approval is given therefore, in writing, by the BOARD. Approval to attend conferences, workshops, seminars or courses shall not be construed as approval of attendant expenses.

1. (a) The compensation, wages and/or salaries to be paid to all personnel hired prior to June 30, 1996 and covered by this Agreement is as set forth in Schedules “A-85”, “A-96”, and “2008-2009 Salary Guide”A-7” for the School Years 20063-20074, 20074-20085, 20085-20096, respectively, which Schedules are incorporated herein by reference as though set forth herein at length.
   1. The compensation, wages and/or salaries to be paid to all personnel hired on or after July 1, 1996, and covered by this Agreement, is as set forth in Schedules “C-85”, “C-96”, and “2008-2009 Salary GuideC-7 ” for the School Years 20063-20074, 20074-20085, 20085-20096, respectively, which Schedules are incorporated herein by reference as though set forth herein at length.
   2. During the 2003-2004 and 2004-2005 school years, teachers on the “A”’ guide who have completed seventeen (17) years of full time service but less than twenty (20) years of service in the Old Tappan Elementary School District shall be entitled to a longevity annual payment of One Thousand Five Hundred ($1,500) Dollars.
      During the 2003-2004 and 2004-2005 school years, teachers on the “C” guide with an earned Masters degree, MA plus 16 credits, MA plus 32 credits, MA plus 48 credits who has completed seventeen (17) years of full time service but less than twenty (20) years of service in the Old Tappan Elementary School District shall be entitled to a longevity annual payment of One Thousand Five Hundred ($1,500).
   3. During the 2003-2004 and 2004-2005 school years, any teacher who has completed twenty (20) years of full-time service but less than Twenty-four (24) years of service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Three Thousand ($3,000.00) Dollars.
   4. During the 2003-2004 and 2004-2005 school years, any teacher who has completed twenty-four (24) years of full-time service but less than twenty-eight (28) years of service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Three Thousand Five Hundred ($3,500.00) Dollars.
   5. During the 2003-2004 and 2004-2005 school years, any teacher who has completed twenty-eight (28) years of full-time service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Four Thousand ($4,000.00) Dollars.
   6. During the term of the agreement 2005-2006 school year, teachers hired prior to June 30, 1996teachers on the “A” guide who have completed seventeen (17) years of full time service but less than twenty (20) years of service in the Old Tappan Elementary School District shall be entitled to a longevity annual payment of Two Thousand Five Hundred ($2,500) dollars.
      During the term of the agreement, 2005-2006 school year, teachers hired on or after July 1, 1996,on the “C” guide with an earned Masters degree, MA plus 16 credits, MA plus 32 credits, or MA plus 48 credits who havewho have completed seventeen (17) years of full time service but less than twenty (20) years of service in the Old Tappan Elementary School District shall be entitled to a longevity annual payment of Two Thousand Five Hundred ($2,500) dollars.
   7. During the term of the agreement agreement2005-2006 school year, any teacher who has completed twenty (20) years of full-time service but less than twenty-four (24) years of service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Four Thousand (Thousand ($4,000.00) Dollars.
   9. During the term of the agreement agreement2005-2006 school year, any teacher who has completed twenty-four (24) years of full-time service but less than twenty-eight (28) years of service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Four Thousand Five Hundred ($4,500.00) Dollars.
   10. During the term of the agreement agreement2005-2006 school year, any teacher who has completed twenty-eight (28) years of full-time service in the Old Tappan Elementary School District shall be entitled to a total longevity annual payment of Five Thousand ($5,000.00) Dollars.
   11. All longevity payments mentioned in this Article shall not be cumulative.
   12. Part-time and full-time professional staff members are entitled to receive longevity pay upon completion of each benchmark year, with payment effective beginning the following September.
   13. Part-time professional staff members will earn longevity pay entitlements based on their years of continuous service in the same manner as described above for full time professional staff members. If a professional staff member experiences a break in service due to an involuntary reduction in force, each period of active employment will be included in the calculation of eligibility for longevity pay. An absence due to an approved leave of absence will not be considered a break in service for purposes of longevity pay.
       Longevity pay for part-time professional staff members will be prorated based on the average number of hours the professional staff member worked during each year of employment, as a percentage of full time employment. This average will be calculated as the total number of regularly scheduled hours the part-time professional staff member worked over his/her entire employment by the BOARD, divided by the total number of years of employment. (For example, if the professional staff member worked .7 Full Time Equivalent for ten years and .5 Full Time Equivalent for ten years, then his/her longevity pay is calculated as [(.7 * 10) + (.5 * 10)]/20 = (7+5)/20 = 12/20 = .60. The employee would receive .6 * $4,000.00 or $2,400.00 longevity pay after twenty years of service). The percentage of full time longevity pay to which each part-time professional staff member is eligible will be recalculated during each period of eligibility to allow for changes in hours and in the averages and will be adjusted accordingly.
   14. Annexed hereto and made a part hereof as Schedule “B-5”, “B-6”, and “B-7” is the “Index Ratio” guide upon which the salary guides for years covered by this Agreement were computed for professional staff members who were employed on or before June 30, 1996.
   15. Annexed hereto and made a part hereof as Schedule “D-5”, “D-6”, and “D-7” is the Index Ratio” guide upon which the salary guides for years covered by this Agreement were computed for professional staff members who were employed on or after July 1, 1996.
2. Notwithstanding any other provisions of this Article, the BOARD shall provide a non-pensionable, one-time, longevity bonus, in the amount of $700.00, for each professional staff member recognized employee of the OTEA who has completed twenty (20) years of active employment service in the Old Tappan School District. The BOARD’s is payment shall be made on or about June 30^th to each recognized employee of the ASSOCIATIONOTEA upon completion of who has completed 20 years of active employment service in the Old Tappan School District as of June 30^th. Each year of active employment will be included in the calculation of eligibility for this longevity bonus. Any leave(s) of absence or breaks in service due to an involuntary reduction in force will be excluded from the calculation of eligibility for this longevity bonus. For those employees who have already completed 20 years of active service in the Old Tappan School District as of the ratification date of this agreement, said employees will receive payment on or about June 30, 2007.
3. No increment or salary increase shall be automatic. Each professional staff member under this Agreement shall only be entitled to the increases and increments provided in Schedules ““A-8”, “A-9”, “C-8”, “C-9” and “2008-2009 Salary Guide”, A-5”, “A-6”, and “A-7” or Schedules “C-5”, “C-6”, “C-7”, as provided in Paragraph 1 above (which Schedules “A-8”, “A-9”, “C-8”, “C-9” and “2008-2009 Salary Guide” “A-5”, “A-6”, and “A-7”, “C-5”, “C-6”, and “C-7” are annexed hereto and made a part hereof), upon the recommendations in writing of the Superintendent of Schools to the BOARD, and the affirmative approval by the BOARD of the Superintendent’s recommendations at a regular meeting of the BOARD of Education designated therefore.
4. Professional staff members shall work a minimum of 90 days during the school year (excluding sick days, personal days, or any leave of absence) in order to be eligible to advance on the salary guide in the subsequent school year. For clarification, approved school business will count towards the 90 day requirement.
5. (a) All credits leading to lateral movement on a Salary Guide must be graduate credits and/or up to four (4) in-service credits arranged and/or sponsored by the Northern Valley Curriculum Office, locally offered in-service and/or in-service credits offered in other school districts, all of which courses must be first approved in writing, in advance, by the Superintendent of Schools and the BOARD.
   1. In-service credits will be valid and accepted as follows:

      Column	Maximum In-Service Credits	Approved Graduate Credits
      BA	None	Degree from an accredited College or University
      BA+15	Four (4) Together with	BA plus eleven (11) approved graduate credits from an accredited College or University.
      MA	None	Degree from an accredited College or University
      MA+16	Four (4) Together with	MA plus twelve (12) approved graduate credits from an accredited College or University
      MA+32	Four (4) Together with	MA plus a minimum of twelve (12) approved graduate credits above prior lateral moves from an accredited College or University.
      MA+48	Four (4) Together with	MA plus a minimum of twelve (12) approved graduate credits above prior lateral moves from an accredited College or University.

1. Satisfactory notice, in writing, of the intention to acquire the necessary credits leading to lateral movement on the salary guide for each of the School Years covered by this Agreement must be submitted to the Superintendent of Schools on or before February first (1^st) annually in order to be effective for the following September first (1^st) annually.
2. Lateral movement on the salary guide shall occur only in September annually (that is, lateral movement shall be made only once each school year), and only after written notice has been given to the Superintendent of Schools not later than the previous February 1^st annually.

All professional staff members hired and employed on or after July 1, 1996 at a step midway between Steps 5, 10, or 15 shall complete a prorated number of credits to move to Levels 6, 11, and 16 as follows:

Hired at 4^th step (2 years in district prior to move) – 2 credits
Hired at 3^rd step (3 years in district prior to move) – 4.5 credits
Hired at 2^nd step (4 years in district prior to move) – 7 credits
Hired at 1^st step (5 years in district prior to move) – 9 credits
All part-time professional staff members hired and employed on or after July 1, 1996 shall complete 6 approved credits in order to move to Levels 6, 11, and 16 on the salary guide.
All part-time professional staff members hired and employed on or after July 1, 1996 at a step midway between steps 5, 10, or 15 shall complete a prorated number of credits to move to Levels 6, 11, and 16 as follows:
Hired at 5^th step (1 year in district prior to move) – 0 credits
Hired at 4^th step (2 years in district prior to move) – 1 credit
Hired at 3^rd step (3 years in district prior to move) – 2 credits
Hired at 2^nd step (4 years in district prior to move) – 3 credits
Hired at 1^st step (5 years in district prior to move) – 6 credits
All professional staff members hired and employed on or after July 1, 1996 whose time is increased or decreased such that the status is changed to full time or vice versa shall complete credits based on the majority of time spent as a full or part time employee within the 5 year period. (i.e. any employee who works more than 2.5 years as a full time employee shall follow the 9 credit schedule or its mid step prorated equivalent. Any person who works less than 2.5 years as a full time employee shall follow the 6 credit schedule or its mid step prorated equivalent.)
All professional staff members hired and employed on or after July 1, 1996 who have attained a Masters degree are exempt from the credit requirements outlined above.
Any professional staff member initially hired on the “MA+32” column of the salary guide, may only move laterally to the “MA+48” column upon reaching “level 15” on the salary guide and successfully completing 48 credits above a Masters degree, of which at least nine (9) of said credits were completed while the professional staff member has been employed by the BOARD. Notwithstanding, any professional staff member initially hired on the “MA+32” column, who reached “level 15” on the salary guide on or before September 30, 2006 and who has successfully completed 48 credits above a Masters degree may move laterally to the “MA+48” column.

It is the intention that all persons covered hereunder shall have the opportunity to apply for such summer positions prior to their being offered to others, and then to be considered for such summer positions.
The aforementioned positions shall not be filled until seven (7) school days after posting of the announcement referred to above.

1. Each member of the professional staff covered hereunder shall be entitled to an absence for bereavement of five (5) working days in connection with the death of a member of the aforementioned staff’s immediate family, and one (1) day would be allowed for all other relatives. The BOARD and the ASSOCIATION agree that a certain amount of time is required for bereavement,bereavement; however, both the BOARD and the ASSOCIATION also agree and acknowledge that the bereavement leave should be taken within a reasonable period of time and is not intended to be abused.
2. The immediate family includes the following: child, spouse, domestic partner, sibling, parent, parent in-law, grandparent, son/daughter in-law.
3. (a) Effective September 1, 2000, each full-time professional staff memberteacher or nurse covered under this Agreement shall be entitled to three (3) personal days each School Year. Personal days cannot be taken before or after a vacation, holiday or school break, or the first or last days of school. The Superintendent may, in his/her sole discretion, allow for exceptions to this rule under extenuating circumstances. Denial of such requests is not subject to review.
   1. Personal days are defined as leave used for personal business which cannot be conducted except during time when school is in session and does not include recreation, rest or recuperation, or any venture resulting in the payment or other remuneration for services. Personal days may be used to attend a graduation, for observance of a religious holiday, for moving one’s personal residence, to prepare for and attend one’s own wedding, for personal legal business (not including attendance at jury duty, court appearances pursuant to a valid subpoena, or when a court appearance is requested by and for the benefit of the BOARD), to care for an immediate family member (as defined in Article VI, para. 2 above), or other personal business.
   2. Not more than two consecutive days shall be granted for personal leaves for graduation, moving of one’s residence, one’s own wedding, or other personal business, except at the sole discretion of the Superintendent. Denial of such a request is not subject to review.
   3. Employees must submit request forms for personal days to the building principal no less than seven school days prior to the anticipated personal days, except in emergency situations when requests should be submitted as soon as possible. A response from the Administration will be returned to the employee within five school days following receipt of the request form, except in emergency situations. Prior written notice should state the general category and date or dates the individual is requesting to be absent.
   4. A valid The request generally will be approved without further explanation, however, the Principal or Superintendent may deny the request based on staffing needs or may seek additional information, at his/her discretion. This denial of a request for a personal day can be grieved according to the procedures outlined in this agreement. is subject to binding arbitration, however, the sole issue the Arbitrator can decide is limited to whether the denial was due to staffing needs as opposed to some other reason. If the denial was due to staffing needs, the Arbitrator must deny the grievance. If the Association proves that the denial was not due to staffing needs, the Arbitrator must sustain the grievance. For these grievances, the Association will pay 100 percent (100%) of the cost of the Arbitration if the denial is upheld. If the grievance is sustained, the cost of Arbitration shall be shared equally between the Association and the Board.
   5. All part-time professional staff members covered under this agreementteachers or nurses shall be entitled to a pro-rata share of the three personal days based on the number of regularly scheduled hours worked by that employee, rounded to the nearest whole number.
   6. The parties recognize that these provisions represent a new approach to providing paid time off benefits to staff. Therefore, the Board will review and analyze the annual usage of paid time off benefits under these provisions, as compared with experience in prior years. In the event the Board’s analysis reveals any problems or trends of increased absence, the Board will meet and discuss these circumstances with the Association. The parties recognize and acknowledge the right of either party to request renegotiation of these provisions upon expiration of this Agreement and resumption of negotiations for a successor Agreement.
   7. Unused personal days may be accumulated only for the purpose of being included with sick days as part of the calculation and payment stipulated in Article VII, 3 of this Agreement.
4. Each full-time professional staff member full-time teacher or nurse covered under this Agreement shall be entitled to eleven (11) days absence for sickness only, all of which shall be cumulative. Included in the eleven (11) days, aforementioned, are the ten (10) days provided by the Revised Statute 18A:30-1.
5. The BOARD agrees to provide members of the professional staff with an accounting of all accumulated sick days.
6. All part-time professional staff members covered under this Agreement part-time teachers or nurses shall be entitled to their pro-rata share of the eleven (11) cumulative sick days rounded to the nearest whole number, as described in Revised Statutes 18A:30-1.

1. Upon retirement from the New Jersey Teachers Pension and Annuity Fund, each nurse who has been employed continuously by the BOARD for a period equivalent to twenty-five (25) years, and has attained at least the age of fifty five (55) years, shall be paid for accrued sick leave as provided hereinafter in this Article.
The full time equivalency of accrued sick days for a professional staff membernurse shall be determined by multiplying the particular professional staff membernurse’s total number of accrued sick days in the Old Tappan Elementary School District by the fraction of full time work factor for which the particular professional staff membernurse was contracted to work. Such product must comply with the schedule of payments provided in Paragraph 3 below. (E.g., a professional staff member nurse who is working .83 contracted time and who has 160 accrued sick days shall be paid for 132 equivalent sick days: 160 X .83 = 132 equivalent sick days.)

1. As a condition precedent to any entitlement for consideration and/or payment hereunder, the eligible professional staff member teacher and/or nurse as defined in this Article, shall:
   1. Notify the BOARD in writing, by letter addressed to the BOARD, by registered mail, return receipt requested, to be received by the BOARD no later than January 1, of the year in which retirement is to become effective, indicating that retirement shall be irrevocably effective in the same calendar year.
   2. Have, at the time of notification, accrued sick days of a minimum of one hundred and fourteen (11400) days, approved by the BOARD, in order to be eligible for payment as provided for in this Article.
2. The payments made to teachers eligible under this Article, shall be as follows:
   1. For at least 125 accrued and approved sick leave days, and up to 175 days, the sum of one $1,360.00, for the 2003-04 School Year, the sum of $1,423 for the 2004-05 School Year, and $1,500482 for the 2005-06 School Year..
   2. For at least 176 accrued and approved sick leave days, and up to 200 days, the sum of of $2,720.00 for the 2003-04 School Year, the sum of $2,845 for the 2004-05 School Year, and $32,000965. for the 2005-06 School Year.
   3. For at least 201 accrued and approved sick leave days, and up to 225 days, the sum of $4,080.00 for the 2003-04 School Year, the sum of $4,267 for the 2004-05 School Year, and $4,500447for the 2005-06 School Year.
   4. For 226 or more accrued and approved sick leave days, the sum of $5,440.00 for the 2003-04 School Year, the sum of $5,689 for the 2004-05 School Year, and $65,000929. for the 2005-06 School Year.
3. It is the clear intent of this Article that the maximum payment shall, in any event, be six thousand ($5,440.00 for the 2003-04 School Year, $5,689 for the 2004-05 School Year, and $65,000) dollars929 for the 2005-06 school year per individual professional staff member, , that is, a teacher and/or nurse as the case may be.
4. Notification of retirement received before January 1 shall entitle eligible participants to payment on or before July 1 of the same calendar year.
5. Notification of retirement received after January 1 shall entitle eligible participants to payment on or before July 1 of the following calendar year.

2. (a) For those full time professional staff members who were employed on or after July 1, 1996, the BOARD shall provide and maintain the full cost of health insurance coverage in a “managed health care plan” (e.g., CIGNA Direct Provider Program).

(b) Professional staff members who were employed on or after July 1, 1996, may elect, at their sole cost and expense, to “opt up” to the traditional health care plan described in Paragraph 1, in which case the employee shall pay in advance, or be otherwise responsible for, the difference in cost between the “managed health care plan” and the cost of the “traditional health care plan”.

(c) The effective date of any insurance coverage for new employees shall be November 1st, or such earlier date as may be arranged by the BOARD with its health insurance carrier.

3. (a) For any professional staff member who was a full-time professional staff member employed by the BOARD during the School Year 1995-1996 but, due to a reduction in force at any time during this Agreement, is reduced to a .7 Full Time Equivalent (“FTE”) position or greater shall continue to receive full health insurance coverage (including applicable increases in the cost of premiums) at the expense of the BOARD. No professional staff member, regardless of when their employment commenced, who is employed less than a .7 FTE, shall be eligible for any health insurance benefits.

(b) For all other professional staff members employed by the BOARD in a less than 1.0 FTE, but in at least a .7 FTE position (that is, the equivalent of at least three and one half (3 ½) days or at least twenty-eight (28) hours per week) , the BOARD shall only pay that portion of the health insurance coverage premium which is equal to that proportion of the time the part-time professional staff member is actually working in his/her position with the BOARD. The professional staff member shall be responsible to pay, in advance, the balance of the health insurance premium costs. For example, a part-time professional staff member, who is a seven-tenths (.7) FTE employee would be required to contribute, in advance, thirty (30%) percent of the health insurance premium costs, and the BOARD will pay for the remaining seventy (70%) percent of the health insurance premium costs. No professional staff member, regardless of when their employment commenced, who is employed less than a .7 FTE, shall be eligible for any health insurance benefits.

1. (a) For those full-time and part-time professional staff members employed by the BOARD on or before June 30, 1996, the BOARD shall provide and maintain, for each eligible employee, full health insurance coverage equal to or better than that provided by CIGNA, its successors and/or assigns.
The effective date of said coverage for new employees shall be November first (1^st), or such earlier date as may be arranged by the BOARD with its health insurance carrier.
For those professional staff members who are employed on or after July 1, 1996, the BOARD shall provide and maintain the full cost of health insurance coverage in only a “managed care program” (e.g., CIGNA Direct Provider Program).
The professional staff member(s), hired on or after July 1, 1996, may at their sole cost and expense choose a “traditional health plan” but, in which event the particular professional staff member shall pay, in advance, and/or otherwise be responsible for, the difference in cost between a “managed health care program” and the cost of a “traditional health plan.”
2. (a) All full-time professional staff members and part-time professional staff members working at least seven tenths (.7), that is, at least twenty eight (28) hours per week, are eligible to receive health insurance coverage at the BOARD’s expense. The BOARD will contribute towards the premium cost of insurance for eligible part-time professional staff members on a prorated basis calculated as a percentage of full-time employment (number of hours worked) and the employee shall be responsible to pay the balance of the premium (e.g., a .7 employee will contribute 30 percent of the premium cost and the BOARD will contribute the remaining 70 percent.)
For all part-time professional staff members who are employed by the BOARD on or after July 1, 1996 for seven-tenths (.7) time or greater (that is, the equivalent of three and one half (3 ½) days per week or twenty-eight (28) hours per week), the BOARD shall pay only that portion of the health insurance coverage premium which is equal to that proportion of the time that the part- time professional staff member is actually working in his/her position with the BOARD. (E.g., if a part-time professional staff member, who is a seven-tenths (.7) employee agrees, in advance and pays the remaining portion of the premium for three-tenths (.3) thirty (30%) percent of the cost of the health insurance coverage premium, the BOARD will pay for seventy (70%) percent of the health insurance coverage premium.)
For any professional staff member, who was full-time during the School Year 1995-1996, but who, due to a reduction in force at any time during this Agreement, was reduced to a seven-tenths (.7) part-time position or greater, but less than full-time, shall continue to receive full health insurance coverage at the expense of the BOARD.
The BOARD shall provide and pay for one hundred (100%) per cent of the applicable increased costs of the premiums toward the purchase of a family plan coverage with the same carrier who provides the coverage for the employees in the preceding paragraph .

1. The BOARD agrees, when requested in writing by a professional staff member, that is a teacher and/or a nurse, (the professional staff members covered hereby, do by this Agreement, grant and/or give the BOARD the right and/or power to make any payroll deductions that may be necessary in order to carry out the terms of this Agreement), to make deductions from the said professional staff member’s pay, the cost of any other forms of insurance arranged by the teachers, such as coverage for a medical and/or a dental plan, tax sheltered annuity, income protection plan, etc., provided that such action by the BOARD shall not be construed as an indication by the BOARD that such insurance coverage is a negotiable item under this or any other agreement with the ASSOCIATION. The BOARD agrees to arrange for the administration of any of said plans, if such plans are available to the group and, further, provided that such administration shall not be at the BOARD’s expense.
2. For the 2003-2004, 2004-2005, 2005-2006 school years,T the BOARD shall pay the full cost of a dental plan with benefits equivalent to those in effect on June 30, 1999 for all eligible professional staff members and their eligible dependents (as defined in the plan).
   The billing and/or the processing of the payment for the dental plan for individual employees covered hereunder, shall be arranged at the BOARD’s expense, but all claims under the dental plan shall be submitted on a direct basis between the individual employee and the dental carrier.
3. The BOARD will permit retirees, if acceptable with the carrier providing coverage, to remain in the dental plan only provided each retiree promptly and punctually pays to the BOARD quarterly, in advance, the appropriate premium(s) that may be due.
   Late payments will not be accepted.
   Non-payment, late payments and/or dishonor of the retiree’s check may result in the termination of the dental coverage.
4. Each school year, teachers may choose to “opt-out” of insurance benefits. Members choosing to “opt-out” will be required to sign a release indicating that their dependents are covered under another health benefit program. Teachers shall be told how to re-enroll in health benefits if needed, and members are responsible for informing the Board Secretary of any changes in circumstances regarding health benefits. Employees who are not employed during the full year (i.e., July 1 – June 30)September 1 – August 31) and choose the waiver shall have their payments prorated accordingly. This applies to new hires after September 1 and any employment termination that is effective prior to August 31. Employees who choose the waiver and are on unpaid leave of absence without medical benefits shall have their payments prorated as well.
   Each school year, the BOARD shall pay teachers for the “opt-out” as follows:
   Family - $2,500
   Husband/wife - $2,000
   The BOARD will also enroll in and administer a “125 Plan” in order to effectuate this “opt-out” benefit.

1. It is the understanding, between the parties hereto, that all reasonable efforts will be made to communicate such vacancies to the personnel covered under this agreement, during the summer period, in a reasonably timely manner.

1. Such notices shall describe such vacancy positions together with the procedure necessary for members of the bargaining unit to make application for said vacancy.
2. It is the intention of this Article that all such vacancies be announced to present personnel within the district prior to being offered to others.
   It is also the intention of this Article that all persons covered hereunder shall have the opportunity to apply for all such vacancies prior to their being offered to others and then to be considered for such vacancies.
   The aforementioned positions shall not be filled until seven (7) days after the posting of the notice referred to above.
3. The BOARD reserves the right to select the candidate for all positions in the school system, which selection shall not be subject to any review.

1. The BOARD agrees to issue, in writing, professional staff contracts to all non-tenured teachers who have been continuously employed by the BOARD on or before May 15^th of each year, in accordance with and/or as stated in Revised Statute 18A:27-10, et seq. The said professional staff members shall return to the BOARD, their respective contracts duly executed by them on or before the first day of June of each year, which contract shall be formally acted upon by the BOARD at its fFirst Regular Meeting during the month of June of each year. The execution of such contract shall, in no way, prejudice the negotiations between the BOARD and the ASSOCIATION, if the same have not been concluded.
2. (a) The BOARD shall have the right to establish teaching schedules in order to permit the scheduling of educational programs and/or services outside of the traditional school day, provided that the teachers who are assigned to alternative teaching schedules are arranged for a workday and/or a workload consistent with the established number of teaching hours.
   1. Such assignments shall not begin more than forty-five (45) minutes before the start of the traditional school day in this School District, nor shall they end more than forty-five (45) minutes after the end of the traditional school day in this School District, except in the case of staff development programs.
   2. TOnly teachers assigned to provide instruction as a Technology Facilitator, Instrumental Music, and any new staff hired for any new staff hired for any new staff hired for Library/Media Services shall be eligible for assignment to an alternative teaching schedule. In addition, teachers, teachers of other instructional disciplines can be eligible for assignment to an alternative teaching schedule only upon the mutual agreement between the ASSOCIATION and the Superintendent.

1. During the terms of this contract, all professional staff members assigned to the Charles DeWolf School or those whose major assignment is in the Charles DeWolf School, will be entitled to a duty free lunch period of 30 minutes duration.
2. In the event that a member of the professional staff agrees to monitor either the students’ lunch period and/or the students during lunch period, such staff member shall be paid such compensation as is set forth and listed in Schedules “E-8”5, “E-9”6, “E-10”7 (which Schedules are incorporated herein by reference as though set forth herein at length) for the School Years 20063-20074, 20074-20085, 20085-20096.

1. Staff meetings may include the district, the building, department(s), and/or grade level meetings, committee meetings, and/or workshops.
2. Mandatory workshops must be held on Mondays, except as agreed upon in writing and in advance, by the ASSOCIATION.
3. The total number of hours for such staff meetings and/or mandatory workshops shall not exceed forty (40) hours per school year.
4. The notice of, and agenda for any meeting, shall be given to the teachers involved at least three (3) days prior to the scheduled meeting, except in an emergency.
5. Teachers shall have the opportunity to suggest items for the agenda.
6. Staff meetings shall not exceed a maximum of two (2) hours in length and must be commenced within ten (10) minutes of school dismissal.
7. Two (2) days prior notice shall be given to all affected teachers for all meetings; however, one (1) week’s prior notice shall be given to all affected teachers for any meeting that is scheduled to extend beyond one (1) hour in duration.
8. In case of an emergency, meetings not to exceed one (1) hour in duration may be held without the prior notice requirements.

(b) Commencing with the School Year 1988-1989, and during the term of this Agreement, all full-time teachers at the Charles DeWolf School, or those whose major assignment is in the Charles DeWolf School, shall have at least one (1) preparation period per day. F, while all full-time teachers at the T. Baldwin Demarest School shall have six (6) preparation periods per week with at least one (1) preparation period per day,.

1. TThe sum of Forty Seven ($47.00) Dollars per hour for the 2003-2004 school year and the sum of Forty Nine Dollars and Fifteen Cents ($49.15) for the 2004-2005 school year and the sum of Fifty One Dollars and Twenty Two Cents ($51.22) per hour for the 2005-2006 school year for such time as may be required at the conference sessions as scheduled and/or determined by the Building Principal or the Superintendent and, in the absence and/or disability of the Superintendent of Schools, etc., of the Building Principal.

1. Professional teachers at the Charles DeWolf School shall be assigned a teaching schedule consisting of thirty-two (32) teaching periods and 8 preperationpreparation periods per week, without qualifications. All such assignments shall be strictly at the discretion of the Superintendent.

1. The total number of student contact days for the School Years 20063-20074 through 20085-20096 shall not exceed one hundred eighty-three (183) days per school year.
2. The final two (2) days of the school calendar shall be half-days for students and full days for all members of the ASSOCIATION.

If an employee does not become a member of the ASSOCIATION during any membership year (i.e., from September 1 to the following August 31), which is covered in whole or in part by this Agreement, said employee will be required to pay a representative fee to the ASSOCIATION for that membership year to offset the costs of services rendered by the ASSOCIATION as majority representative.
Amount of Fee
Prior to the beginning of each membership year, the ASSOCIATION will notify the BOARD in writing of the amount of the regular membership dues, initiation fees and assessments charged by the ASSOCIATION to its own members for that membership year. The representative fee to be paid by non-members will be equal to the maximum allowed by the law.
Deduction and Transmission of Fee
The BOARD agrees to deduct from the salary of any employee who is not a member of the ASSOCIATION for the current membership year the full amount of the representation fee set forth in Section 2 above and promptly will transmit the amount so deducted to the ASSOCIATION. The BOARD agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee during the remainder of the membership year in question. The deductions will begin thirty (30) days after the employee begins his/her employment in a bargaining unit position.
Termination of Employment
If an employee who is required to pay a representative fee terminates his/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 due from the last paycheck paid to said employee during the membership year in question and promptly forward same to the ASSOCIATION.
Mechanics
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.
E. Indemnification
The ASSOCIATION shall indemnify and hold the BOARD harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses that may arise out of, or by reason of any action taken or not taken by the BOARD in conformance with this provision.

1. The BOARD reserves to itself, sole jurisdiction and authority over matters of policy and retains and reserves unto itself, without limitations, all the powers, rights, authority, duties and responsibilities conferred upon and vested in it by the Laws and Constitution of the State of New Jersey and of the United States, by the decision of the Courts of the United States and of the State of New Jersey, the Commissioner of Education and the State Board of Education of the State of New Jersey and by the Rules and Regulations of the State Board of Education (New Jersey Administrative Code) and the State of New Jersey, subject to the terms herein.
2. The willingness of the BOARD to discuss matters which are within the sole prerogative of the BOARD, shall not be deemed to constitute a waiver or relinquishment of any such prerogative.

1. All unit members shall enjoy all rights granted under and by virtue of the provisions of Chapter 303 of the Laws of 1968, as amended by Chapter 123 of the Laws of 1974, and as amended by Chapter 269 of the Laws of 1989 (effective January 4, 1990) and more commonly known as the New Jersey Employer Employee Relations Act, Revised Statute 34:13A-1 et seq., and as subsequently amended or under any laws of the State of New Jersey, the United States and the Constitutions of the United States and of the State of New Jersey. No staff member or teacher shall be discriminated against, coerced or reprimanded by virtue of their exercise of such rights, subject to the terms herein.

1. The BOARD agrees that the ASSOCIATION may use the school address as its official address, with the understanding that the BOARD shall not be responsible for lost or misplaced mail or correspondence.
2. In order that ASSOCIATION meetings do not conflict with other school meetings and/or functions, the BOARD and the ASSOCIATION, at the beginning of each school year in September, agree to designate a specific time and place for ASSOCIATION regular meetings within the school building.

1. "Grievance" is defined as any alleged violation, misinterpretation or misapplication of the terms of this Agreement or of BOARD policy, including administrative decisions rendered under BOARD policy. BOARD policies and administrative decisions which do not affect the terms and/or conditions of employment of a professional staff member do not fall within the definition of a grievance. Likewise, professional staff members may not use this grievance procedure in regard to any matter in which:
   1. The law provides either a method to review the complaint or a legal remedy, pursuant to State Board Rules and/or Regulations and/or the New Jersey Administrative Code all having the force and effect of law, or a judicial decision; or
   2. The BOARD of Education is without authority to act; or
   3. The complaint relates to the non-renewal, termination (or notice of termination) of one or more non-tenured professional staff member's (s') contract(s); or
   4. Charges were filed against one or more tenured professional staff member(s) pursuant to the Tenured Employees Hearing Act (N.J.S.A. 18A:6-10, et seq.); or
5. A salary increment is withheld pursuant to N.J.S.A. 18A:29-14.

1. As to a professional staff member: A member or group of members of the OLD TAPPAN EDUCATION ASSOCIATION, an attorney designated in writing by the individual or by the ASSOCIATION, a representative of the New Jersey Education Association, or any combination of such persons.
2. As to the BOARD: A BOARD member, the Superintendent, a member of the administration, an attorney designated by the BOARD in writing, or any combination of such persons.
At Level One, a grievant only may choose to represent himself/herself or to be represented by a fellow member of the ASSOCIATION.
At Level Three, a grievant only may choose to represent himself/herself, to be represented by a fellow member of the ASSOCIATION, or to be represented by a representative of the New Jersey Education Association.
At Level Four and above, a grievant may choose to represent himself/herself, or to be represented by any “representative” as defined above.
If the Grievant does not appoint a representative at Level 3 or above, then the ASSOCIATION can appoint a representative, as defined above. The grievant or the BOARD or the ASSOCIATION can change his/her/its designated representative, in writing, at any level within the procedure, but such change will not affect any proceedings occurring prior to the change. Neither the grievant, the BOARD, nor the ASSOCIATION may be represented by an attorney at Levels One or Three, in an effort to keep the process non-adversarial.
1. "Immediate Supervisor" is defined as the person to whom the aggrieved professional staff member (the "grievant") is directly responsible under the Board's Table of Organization. If no Table is furnished to the grievant, then the person who the grievant reasonably believes is his/her immediate supervisor, based on daily or ongoing direct supervision, will be designated as the immediate supervisor.
2. "Superintendent" is defined as the person employed and/or designated by the BOARD as the chief administrative officer of the school district, regardless of official title.
1. The term professional staff member as used in this definition shall mean an individual professional staff member or a group of professional staff members having the same grievance.

1. Any individual professional staff member/members ("grievant") has the right to present a grievance internally, regarding matters which affect his/her/their terms and/or conditions of employment, using the procedure set forth in this section.

1. Any professional staff member presenting a grievance shall be assured freedom from restraint, interference, coercion, discrimination or reprisal in presenting his/her grievances.
2. 3. Procedural Steps

Within fifteen (15) school days of the date of the incident about which the grievant is grieving, he/she must present and discuss his/her grievance with the Principal, in an effort to resolve the matter. A grievant may request representation by a fellow member of the ASSOCIATION at Level One. All Level One grievances must be written and signed on the official Board Grievance Form and must state clearly the grounds upon which the grievance is based, including the specific contract provision or policy which the grievant alleges was violated, misinterpreted, or misapplied, and must attach all relevant documents. If fifteen (15) school days do not remain in the current school year from the time the incident at issue arose, then the grievant must present the grievance to the Principal within twenty-one (21) calendar days following the last day of school. The Principal must render a written decision within ten (10) school days after meeting with the grievant.

If the grievant is not satisfied with the response received from the Principal at Level One, the grievant may refer the grievance to the Professional Rights and Responsibility Committee of the ASSOCIATION. If the Committee decides that the ASSOCIATION will process the grievance, then the ASSOCIATION will appoint a representative. If the ASSOCIATION does not process the grievance and appoint a representative, then the grievant will have the right to appoint his/her own representative.
Level Three
Within fifteen (15) school days of receiving the written response at Level One, the employee or the ASSOCIATION may appeal the Level One determination to the Superintendent. All Level Three grievances must be signed and written on the proscribed grievance form and in addition to stating clearly the grounds upon which the grievance is based, including the specific contract provision or policy which the grievant alleges was violated, misinterpreted, or misapplied, also must state the result of the discussion at the prior level and the specific reason(s) for the grievant's dissatisfaction with the prior determination and must attach all relevant documents and prior written decisions. The Principal shall provide a grievance report to the Superintendent, who shall conduct a closed hearing with the concerned parties and their representative(s), if any, and separately with the grievant or the Principal, if requested. The Superintendent shall issue a written decision, including reasons for the decision, to the grievant and the Principal within fifteen (15) school days following receipt of the original notice of appeal.
If the grievance arises directly out of an order, ruling or determination by the Superintendent, however, the grievant or the ASSOCIATION may skip Levels One and Two and file with the Superintendent at Level Three, within ten (10) school days following the date on which the grievant first became aware of such an order, ruling or determination. The grievant must file a signed, written statement with the Superintendent using the proscribed grievance form and, in addition to stating clearly the grounds upon which the grievance is based, including the specific contract provision or policy which the grievant alleges was violated, misinterpreted, misapplied, and must attach all relevant documents and prior written decisions. The Superintendent shall issue a written decision, including reasons for the decision, to the grievant and the Principal within fifteen (15) school days following receipt of the original notice of appeal.
Level Four
Within fifteen (15) school days of receiving the written response from the Superintendent at Level Three, the grievant or the ASSOCIATION may file a written appeal of the Level Three determination to the BOARD, by filing in writing with the Board Secretary. All Level Four grievances must be signed and written on the proscribed grievance form and in addition to stating clearly the grounds upon which the grievance is based, including the specific contract provision or policy which the grievant alleges was violated, misinterpreted, or misapplied, also must state the result of the discussion at the prior level and the specific reason(s) for the grievant's dissatisfaction with the prior determination, and must attach all relevant documents and prior written decisions. The grievant shall provide a copy of the Notice of Appeal to the Superintendent.

1. The order, ruling or determination from which the grievant is complaining;
2. The basis for the complaint, including the specific contract provision or policy which the grievant alleges was violated, misinterpreted, or misapplied;
(c) A request for hearing (if desired).
The grievant must provide the Superintendent with a written copy of the complaint to the BOARD, and the Superintendent may reply, in writing, to the complaint. The Superintendent will supply the grievant with a copy of any reply statement.
The grievant may request that the BOARD consider the grievance at either a private or a public hearing. All written requests for a hearing before the BOARD will be granted. If the BOARD does not receive any request as to whether the hearing should be private or public, then it may consider the grievance based only on the written record, or conduct a public hearing, or request additional written materials. Any party submitting additional written materials to the BOARD must provide copies of these materials to the adverse party, who shall have the right to reply to these materials.
The BOARD shall render a written decision within thirty (30) school days (forty-five (45) school days during summer months when school is not in session) following the date it considers the grievance. The BOARD shall state the reasons for its decision, and provide copies of its decision to the grievant, his/her representative, if any, the ASSOCIATION, the Principal and the Superintendent.
Level Four shall be the final determination for all grievances alleging a violation, misinterpretation, or misapplication of any BOARD policy which existed for more than five (5) years at the time the grievance was filed, except where the grievance alleges a change from past practice or past implementation of such policies.

If the grievance has not been resolved to the satisfaction of the grievant or the ASSOCIATION, the ASSOCIATION may file for arbitration within fifteen (15) school days following receipt of the BOARD's Level Four decision. Failure to file for arbitration within the fifteen (15) day period will constitute a bar to arbitration of the grievance, unless the ASSOCIATION and the BOARD mutually agree to extend the deadline for filing for arbitration.
The parties should try to agree to a mutually acceptable arbitrator. If the parties cannot agree, they immediately shall submit a joint request to the Public Employee Relations Commission to appoint an arbitrator. If PERC is unwilling or unable to appoint an arbitrator, then the parties shall submit a joint request to the American Arbitration Association to appoint an arbitrator.
The arbitrator shall confer with representatives of both the BOARD and the ASSOCIATION, and shall conduct a hearing. In the shortest time possible after the hearing, the arbitrator shall submit a written report of his/her findings of fact, reasoning, and conclusions on the issues of the grievance. The arbitrator shall render his/her findings and Recommendations consistent with the terms of this Agreement, and shall not have power or authority to make any recommendations which require commission of an act which is prohibited by law.
The decision of the arbitrator shall be final and binding on all parties.
The parties shall share equally in the cost of the arbitrator's services, except that if the ASSOCIATION is representing the grievant, then the ASSOCIATION shall bear the grievant's share of the expense. Each party will be responsible for its own expenses associated with the arbitration. In addition, the arbitrator will have the express power and authority to recommend that the costs of the arbitrator's services be borne by one party if, in the arbitrator's judgment, one party unnecessarily created the need for the arbitration or pursued arbitration for purposes of delay, if the arbitrator finds that one party's assertions are unreasonable and a sham.

1. If the decision-maker fails to communicate a decision within the time limits set by this procedure, the grievant or the ASSOCIATION shall be permitted to proceed to the next level automatically. Likewise, failure to present a grievance at any Level within the time limits provided will be deemed an acceptance of the last determination presented, and an abandonment of the grievance. Nevertheless, the parties may extend any time limits within this procedure by mutual agreement in writing.
2. During the pendency of the grievance, all employees, including the grievant, shall continue to work under the direction of the Superintendent and the administrators, regardless of the nature of the grievance or amount of time it takes to resolve the grievance. The BOARD agrees not to harass or discriminate against any professional staff member for filing a grievance under this procedure.
3. No complaint arising from a source other than through the normal administrative procedure shall be noted in the personnel file of any employee without first:
   1. Notifying the employee in writing by certified mail, return receipt requested, of the source and contents of the complaint, and
   2. Affording the employee a hearing on such complaint if the employee shall file written demand therefore within ten (10) school days of the date of the notice.
The hearing shall be conducted according to the procedures outlined in the grievance procedure. Subsequent notation of the complaint and determination shall be made only after a determination in such hearing which is adverse to the said employee.

SCHEDULE "A-8"

TEACHER'S SALARY GUIDE FOR THE SCHOOL YEAR 2006-2007

FOR TEACHERS HIRED PRIOR TO JUNE 30, 1996

LEVELBABA + 15MAMA + 16MA + 32MA + 48

1 38,158 40,034 49,523 51,399 53,275 XXXXXX

2 40,034 41,909 51,399 53,275 55,151 XXXXXX

3 41,909 43,785 53,275 55,151 57,027 XXXXXX

4 43,896 46,036 55,901 57,777 59,653 XXXXXX

5 46,036 47,912 57,777 59,653 61,529 XXXXXX

6 47,912 49,788 59,653 61,529 63,405 XXXXXX

7 49,788 51,664 61,529 63,405 65,281 XXXXXX

8 51,664 53,540 63,405 65,281 67,157 XXXXXX

9 53,540 55,416 65,281 67,157 69,032 XXXXXX

10 55,416 57,292 67,797 69,032 71,173 XXXXXX

11 57,667 59,543 69,672 70,908 73,424 XXXXXX

12 59,543 61,419 71,548 73,424 75,675 XXXXXX

13 61,419 63,294 73,424 75,675 77,926 XXXXXX

14 63,294 65,170 75,675 77,926 80,553 XXXXXX

15 66,381 68,257 77,926 80,553 83,179 84,680

16 XXXXXX XXXXXX 81,013 84,764 85,430 86,931

17 XXXXXX XXXXXX XXXXXX XXXXXX 88,516 89,642

N.B. Applicable to all Salary Guides:

1. All credits leading to higher levels on the Salary Guide must be approved graduate

credits or approved in-service credits as stipulated in this Agreement.

Only approved graduate credits and the Masters Degree diploma from an

accredited College or University may be used at the MA Degree Level.

No more than four (4) in-service credits may be used for movement to the BA+15,

MA+16, MA+32 and MA+48 levels.

2. Lateral moves may only occur once per year(September) and only after written

notification to the Superintendent of Schools no later than the previous

February 1st.

3. Increases are not automatic. Recommendation of the Administration and approval

by the BOARD must be given in each individual instance.

SCHEDULE "A-9"

TEACHER'S SALARY GUIDE FOR THE SCHOOL YEAR 2007-2008

FOR TEACHERS HIRED PRIOR TO JUNE 30, 1996

LEVELBABA + 15MAMA + 16MA + 32MA + 48

139,05840,93449,52351,39953,275 XXXXXX

240,93442,80951,39953,27555,151 XXXXXX

342,80944,68553,27555,15157,027 XXXXXX

444,68546,93655,90157,77759,653 XXXXXX

546,936 48,812 57,777 59,653 61,529 XXXXXX

648,81250,68859,65361,52963,405 XXXXXX

750,68852,56461,52963,40565,281 XXXXXX

852,56454,44063,40565,28167,157 XXXXXX

954,44056,31665,28167,15769,072 XXXXXX

1056,316 58,192 67,797 69,072 72,073 XXXXXX

1158,56760,44370,57272,07374,324 XXXXXX

1260,44362,31972,44874,32476,575 XXXXXX

1362,31964,19474,32476,57578,826 XXXXXX

1464,19466,07076,57578,82681,453 XXXXXX

1567,481 69,357 78,826 81,453 84,079 85,580

16 XXXXXX XXXXXX 82,11385,86486,33087,831

17 XXXXXX XXXXXX XXXXXX XXXXXX 89,61690,742

N.B. Applicable to all Salary Guides:

1. All credits leading to higher levels on the Salary Guide must be approved graduate

credits or approved in-service credits as stipulated in this Agreement.

Only approved graduate credits and the Masters Degree diploma from an

accredited College or University may be used at the MA Degree Level.

No more than four (4) in-service credits may be used for movement to the BA+15,

MA+16, MA+32 and MA+48 levels.

2. Lateral moves may only occur once per year(September) and only after written

notification to the Superintendent of Schools no later than the previous

February 1st.

3. Increases are not automatic. Recommendation of the Administration and approval

by the BOARD must be given in each individual instance.

SCHEDULE "C-8"

TEACHER'S SALARY GUIDE FOR THE SCHOOL YEAR 2006-2007

FOR TEACHERS HIRED AFTER JULY 1, 1996

LEVELBABA + 15MAMA + 16MA + 32MA + 48

138,15840,03441,90945,28648,287 XXXXXX

240,03441,90944,53648,28751,289 XXXXXX

341,90943,78546,78751,28953,540 XXXXXX

443,78546,03649,41353,54055,791 XXXXXX

546,036 47,912 51,664 55,791 58,042 XXXXXX

647,91249,78853,16558,04260,293 XXXXXX

749,78851,66455,79160,29362,919 XXXXXX

851,66453,54058,79262,91965,546 XXXXXX

953,54055,41661,79465,54668,172 XXXXXX

1055,416 57,292 65,170 68,172 71,173 XXXXXX

1157,66759,54368,54771,17373,424 XXXXXX

1259,54361,41971,54873,42475,675 XXXXXX

1361,41963,29473,42475,67577,926 XXXXXX

1463,29465,17075,67577,92680,553 XXXXXX

1566,381 68,257 77,926 80,553 83,179 84,680

16 XXXXXX XXXXXX 81,01384,76485,43086,931

17 XXXXXX XXXXXX XXXXXX XXXXXX 88,51689,642

N.B. Applicable to all Salary Guides:

1. All credits leading to higher levels on the Salary Guide must be approved graduate

credits or approved in-service credits as stipulated in this Agreement.

Only approved graduate credits and the Masters Degree diploma from an

accredited College or University may be used at the MA Degree Level.

No more than four (4) in-service credits may be used for movement to the BA+15,

MA+16, MA+32 and MA+48 levels.

2. Lateral moves may only occur once per year(September) and only after written

notification to the Superintendent of Schools no later than the previous

February 1st.

3. Increases are not automatic. Recommendation of the Administration and approval

by the BOARD must be given in each individual instance.

4. For a teacher to move to levels six(6), eleven(11) or sixteen(16), the teacher

must acquire within the preceding five(5) years, nine(9) additional approved

credits over what they previously held.**

**Please refer to page 16 for exemption

SCHEDULE "C-9"

TEACHER'S SALARY GUIDE FOR THE SCHOOL YEAR 2007-2008

FOR TEACHERS HIRED AFTER JULY 1, 1996

LEVELBABA + 15MAMA + 16MA + 32MA + 48

139,05840,93442,80946,18649,187 XXXXXX

240,93442,80945,43649,18752,189 XXXXXX

342,80944,68547,68752,18954,440 XXXXXX

444,68546,93650,31354,44056,691 XXXXXX

546,936 48,812 52,564 56,691 58,942 XXXXXX

648,81250,68854,06558,94261,193 XXXXXX

750,68852,56456,69161,19363,819 XXXXXX

852,56454,44059,69263,81966,446 XXXXXX

954,44056,31662,69466,44669,072 XXXXXX

1056,316 58,192 66,070 69,072 72,073 XXXXXX

1158,56760,44369,44772,07374,324 XXXXXX

1260,44362,31972,44874,32476,575 XXXXXX

1362,31964,19474,32476,57578,826 XXXXXX

1464,19466,07076,57578,82681,453 XXXXXX

1567,481 69,357 78,826 81,453 84,079 85,580

16 XXXXXX XXXXXX 82,11385,86486,33087,831

17 XXXXXX XXXXXX XXXXXX XXXXXX 89,61690,742

N.B. Applicable to all Salary Guides:

1. All credits leading to higher levels on the Salary Guide must be approved graduate

credits or approved in-service credits as stipulated in this Agreement.

Only approved graduate credits and the Masters Degree diploma from an

accredited College or University may be used at the MA Degree Level.

No more than four (4) in-service credits may be used for movement to the BA+15,

MA+16, MA+32 and MA+48 levels.

2. Lateral moves may only occur once per year(September) and only after written

notification to the Superintendent of Schools no later than the previous

February 1st.

3. Increases are not automatic. Recommendation of the Administration and approval

by the BOARD must be given in each individual instance.

4. For a teacher to move to levels six(6), eleven(11) or sixteen(16), the teacher

must acquire within the preceding five(5) years, nine(9) additional approved

credits over what they previously held.**

**Please refer to page 16 for exemption

SCHEDULE "2008-2009 SALARY GUIDE"

TEACHER'S SALARY GUIDE FOR THE SCHOOL YEAR 2008-2009

LEVELBABA + 15MAMA + 16MA + 32MA + 48

140,25842,13444,00947,38650,387 XXXXXX

242,13444,00946,63650,38753,389 XXXXXX

344,00945,88548,88753,38955,640 XXXXXX

445,88548,13651,51355,64057,891 XXXXXX

548,136 50,012 53,764 57,891 60,142 XXXXXX

650,01251,88855,26560,14262,393 XXXXXX

751,88853,76457,89162,39365,019 XXXXXX

853,76455,64060,89265,01967,646 XXXXXX

955,64057,51663,89467,64670,272 XXXXXX

1057,516 59,392 67,270 70,272 73,273 XXXXXX

1159,76761,64370,64773,27375,524 XXXXXX

1261,64363,51973,64875,52477,775 XXXXXX

1363,51965,39475,52477,77580,026 XXXXXX

1465,39467,27077,77580,02682,653 XXXXXX

1568,681 70,557 80,026 82,653 85,279 86,780

16 XXXXXX XXXXXX 83,31387,06487,53089,031

17 XXXXXX XXXXXX XXXXXX XXXXXX 90,81691,942

N.B. Applicable to all Salary Guides:

1. All credits leading to higher levels on the Salary Guide must be approved graduate

credits or approved in-service credits as stipulated in this Agreement.

Only approved graduate credits and the Masters Degree diploma from an

accredited College or University may be used at the MA Degree Level.

No more than four (4) in-service credits may be used for movement to the BA+15,

MA+16, MA+32 and MA+48 levels.

2. Lateral moves may only occur once per year(September) and only after written

notification to the Superintendent of Schools no later than the previous

February 1st.

3. Increases are not automatic. Recommendation of the Administration and approval

by the BOARD must be given in each individual instance.

4. For a teacher, hired on or after July 1, 1996, to move to levels six(6), eleven(11)

or sixteen(16), the teacher must acquire within the preceding five(5) years, nine(9)

additional approved credits over what they previously held.**

**Please refer to page 16 for exemption

SCHEDULE "E-8", "E-9", "E-10"

SCHEDULE OF ANNUAL PAYMENT FOR

DESIGNATED EXTRA-CURRICULAR ACTIVITIES

FOR THE SCHOOL YEARS 2006-2007,

2007-2008 and 2008-2009

"E-8""E-9""E-10"

2006-20072007-20082008-2009

Interscholastic Coaches $ 2,312.46 $ 2,414.21 $ 2,520.43

Assistant Coaches 1,285.16 1,341.71 1,400.75

Intramural Coaches 1,027.30 1,072.50 1,119.69

Cheerleading Coach 1,196.42 1,249.07 1,304.03

Track Meet Assistant(per meet) 62.91 65.68 68.57

A.M./P.M. Supervision (per Hour) 30.77 32.12 33.53

or 25 Minute Session (A.M.) 12.82 13.38 13.97

or 20 Minute Session (P.M.) 10.25 10.70 11.17

Lunchtime Supervision (per hour) 30.77 32.12 33.53

or 25 Minute Session(TBD) 12.82 13.38 13.97

or 30 Minute Session(CDW) 15.39 16.07 16.77

Student Council Advisor 1,027.30 1,072.50 1,119.69

Music Activities (Chorus) 1,027.30 1,072.50 1,119.69

Music Activities (Music) 1,027.30 1,072.50 1,119.69

Outdoor Education (per evening) 85.27 89.03 92.94

Set Designing 352.87 368.40 384.61

Safety Patrol 1,027.30 1,072.50 1,119.69

Yearbook 2,312.46 2,414.21 2,520.43