SCHEDULE D: EXTRA CURRICULAR PAY GUIDE………………………………40

Preamble

This agreement entered into this 1st day of July, 2011 by and between the Pascack Valley Regional Board of Education hereinafter called the "Board" and the Pascack Valley Regional Education Association, hereinafter called the "Association”.

Witnesseth:

Whereas, the members of the teaching profession are particularly qualified to advise the formulation of policies and programs designed to improve educational standards, and

Whereas, the Board has an obligation, pursuant to Chapter 123, Public Law 1974, to negotiate with the Association as the representative of employees hereinafter designated with respect to the terms and conditions of employment, and,

Whereas, the parties have reached certain understandings which they desire to confirm in this agreement, be it

Resolved, in consideration of the following mutual covenants, it is hereby agreed as follows:

A. Unit

The Board hereby recognizes the Association as the executive and sole representative for collective negotiation concerning grievances and terms and conditions of employment for all professional personnel under contract, on leave, employed or hereafter employed, including:

Classroom Teachers School Social Workers
Guidance Counselors Learning Disability Teacher/
Librarians/Media Specialists Consultants
School Nurses Chapter I Teachers
Speech Correctionists Reading Specialists
School Psychologists Compensatory Education Teachers
Athletic Trainers

Superintendent Transportation Officer
Director of Curriculum, Library Technicians
Instruction, and Attendance Officers
Assessment Substitute Teachers
Principals Custodians and Maintenance
Assistant Principals Personnel
Supervisors of Instruction Teacher Assistants
Board Secretary/Business Health and Safety Officers
Administrator Technology Specialists
Directors of Student Personnel Administrative Assistants and
Secretaries

Whenever a new position is created, the Superintendent and the President of the PVREA will meet to determine the proper placement of the job, i.e., shall it be placed in the "excluded" or "included" list of Article I Section A.

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

The parties agree to enter into discussion over a successor agreement in accordance with Chapter 123, Public Law 1974, prior to October 1 of the calendar year preceding the calendar year in which this agreement expires.

ARTICLE III - Grievance Procedure

A. Policy

The Board of Education hereby declares as a statement of policy that any employee invoking the Grievance Procedure herein set forth shall be free from any prejudicial or punitive action by reason of invoking such procedure.
Further, all documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

1. Grievance

A grievance is a claim by an employee or the Association based upon the application or violation of this agreement, policies, or administrative decisions involving a term or condition of employment of an employee or group of employees.

The term "Grievance" shall not apply to any matter as to which (1) a method of review is prescribed by law, or by any rule, regulation or by law of the Commissioner of Education or of the State Board of Education having the force or effect of law; or (2) in cases where the Board of Education is without authority to act; or (3) the failure or refusal of the Board of Education to offer a contract to a probationary employee.

1. Grievant

The grievant is the person or persons making the claim or on whose behalf the Association is making the claim.

The purpose of this procedure is to resolve disputes that arise involving the terms and conditions of employment covered by this agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

1. Time Limits

The number of days indicated at each level is the maximum and every effort should be made to expedite the process. The time limits specified may, however, be modified by written mutual agreement.

1. Limitations on Filing

A grievance shall be initiated at Level One of the procedure within thirty (30) work days of the occurrence of an event which gives rise to a grievance. Failure to act within said thirty (30) work day period shall be deemed to constitute an abandonment of the grievance.

The grievant shall first discuss it with his or her immediate supervisor (or Building Principal if applicable) either directly, or through the Association's designated representative within five (5) work days after the filing date of the actual grievance as outlined in Section D Paragraph 2 in an attempt to resolve the matter informally at that level.

If the grievance is not resolved informally to the satisfaction of the grievant, then the grievant shall file the grievance in writing with the Building Principal within five (5) work days after the supervisor's response. The Building Principal shall respond in writing within five (5) work days of receipt of the grievance. If the grievance is directed at a supervisor, the Director of Curriculum, Instruction, and Assessment will be included in the grievance conference.

If the grievant is not satisfied with the disposition of his or her grievance at Level Two, he or she may file the grievance in writing with the Superintendent of Schools within five (5) work days of receipt of the response from the Building Principal. The Superintendent of Schools shall respond in writing within (5) work days of receipt of the grievance.

If the grievant is not satisfied with the disposition of his or her grievance at Level Three, he or she may, within five (5) work days after a decision by the Superintendent, file the grievance in writing with the Secretary of the Board of Education. The Board of Education shall review the grievance at its next regular meeting, and all parties who have been involved at any stage of the procedure shall have the right to be heard.
The Board of Education shall render a decision in writing within thirty (30) days of the hearing.

1. If the grievant is not satisfied with the disposition of the grievance at Level Four, he or she may, within five (5) work days after the decision by the Board of Education, request in writing that the Association submit the grievance to binding arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to binding arbitration within five (5) work days after receipt of a request by the grievant.

1. Within ten (10) work days after such written notice of submission to binding arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the Public Employment Relations Commission by either party. The parties shall then be bound by the rules and procedures of the Public Employment Relations Commission.

1. The arbitrator shall be limited to the issues submitted to him or her and shall not add to, subtract from, or modify the terms of the agreement. The only grievances which may be arbitrated are those alleging that there has been a violation of the express, written terms of the locally negotiated agreement. The arbitrator shall not have authority to rule on grievances which concern the interpretation, application, or alleged violation of the Board policies and administrative decisions affecting terms and conditions of employment, or of statutes and regulations setting terms and conditions of employment.

1. Each party shall pay its own costs for arbitration preparation. The parties shall share equally the fee and expenses of the arbitrator and arbitration proceedings.

At any state of the grievance procedure, the aggrieved employee shall have the right to summon and have present witnesses on his or her behalf. The aggrieved employee shall have the right to be represented by counsel and to have a representative of the Association speak on his or her behalf. The right to participate in cross examination and/or argument on behalf of the aggrieved employee shall be limited to one person.

Nothing contained herein this procedure shall be deemed to require any employee to become a member of any organization, and any employee shall be entitled to a hearing under this procedure whether a member of any organization or not.

If in the judgment of the Representative Council of the Association, a grievance uniquely affects a group of teachers covered by this agreement, the Association may submit such grievance in writing directly to the Superintendent of Schools. If the Superintendent agrees that the grievance is such as to warrant direct consideration by him or her, then the processing of such grievances shall commence at this level. This procedure is not intended to apply to common grievances that could be resolved by immediate superiors or principals, but to unique grievances over which immediate superiors or principals have no control.

Pursuant to Chapter 123, Public Laws of 1974, the Board hereby agrees that every employee of the Board shall have and shall be protected in the exercise of, the right, freely and without fear of penalty or reprisal, to form, join, and assist any employee organization or to refrain from any such activity.

As a duly elected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by Chapter 123, Public Laws 1974 or other laws of New Jersey or the Constitutions of New Jersey and the United States; that it shall not discriminate against any teacher with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association and its affiliates, participation in any activities of the Association and its affiliates, collective negotiations with the Board, or institution of any grievance, complaint or proceeding under this agreement or otherwise with respect to any terms or conditions of employment.

Whenever any teacher is required to appear before the Superintendent or a designee, Board, or any committee, member, representative, or agent thereof concerning any matter which could adversely affect the continuation of that teacher in office, position, or employment, or the salary or any increments pertaining thereto, then the teacher shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise and represent the teacher during such meeting or interview.

Evaluation of students shall be per Board Policy No. 2624 adopted
June 7, 2010. This provision shall be grievable to Board level only.

Any criticism by a supervisor, administrator, or board member of a teacher and the teacher's instructional methodology shall be made in confidence and not in the presence of students, parents, or other public gatherings. Nothing contained herein shall be deemed to prevent the Board from carrying out its duties, responsibilities, and obligations from acting publicly or disciplinary actions against teachers, which actions may possibly result from criticism of the teachers.

In the event of complaints, the appropriate administrator shall make a
determination as to whether to make an investigation. If the administrator decides to conduct an investigation, the teacher shall be notified in writing of that determination, and of the allegations being investigated, and of the name(s) of the complainant(s). In the event of complaints that could effect employment status or lead to disciplinary action, the appropriate administrator shall conduct an investigation. The teacher shall have the right to representation by the Association for the duration of the investigation. If a written report results from the investigation, the teacher shall have the right to reply in writing and to have this reply appended to the report. The complaint shall not appear in any evaluation nor shall it influence an evaluation unless the investigation substantiates the complaint.

The provisions of the above paragraph are intended to apply to those cases where a complaint may be used in connection with evaluating a teacher, but shall not be deemed applicable with reference to any complaints that may result in the determination by the Board to forward charges which may be made against a teacher to the Commissioner of Education for processing in accordance with the Tenure Hearing Act set forth in the provision of Title 18A.

1. No material derogatory to a teacher's conduct, service, character, or personality shall be placed in the teacher's personnel file unless said teacher has had an opportunity to review the material, except such material as may have been received in connection with the application for employment of the teacher.
1. The teacher shall acknowledge that there has been the opportunity to review such material by signing the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents or assents to its inclusion in the teacher's personnel file. The teacher shall have the right to append a written reply to such material.

1. The Board shall not establish any separate personnel file unless it is available for the teacher's inspection, with the exception of personal references solicited by the Board at the time of employment.

1. This provision shall not limit the Board's right to establish personnel files as may be required in the operation of the school system, with the understanding that such files will be available for the teacher's inspection.

1. Teachers shall have the right, upon request to review the contents of these personnel files in the presence of a person authorized by the Board. After an initial review of personnel files, a teacher may request a second review of the files accompanied by a representative of the Association, in the presence of the Superintendent or his or her designee.

The Board and the Association agree that there shall be no discrimination in the policies and practices of the District. Said policy of non-discrimination shall be in accordance with Title VI and Title IX and any other applicable State or Federal Legislation.

A full-time tenured teacher in the District shall be entitled to enroll dependent children in either high school at no tuition, provided that the children shall not compete in interscholastic activities unless meeting eligibility requirements met by other students.

A. Information

The Board agrees to make available to the Association all public information concerning the school district.

1. Whenever any representative of the Association or any teacher is mutually
   scheduled by the parties to participate during the working hours in
   negotiations, grievance proceedings, conferences, or meetings, said
   representative shall suffer no loss in pay.
   
2. Whenever the presence of a single teacher representative is required by
   counsel for the Association in connection with a court appearance involving
   Pascack Valley Regional High School District (PVREA) matters where no

Whenever the Association desires to use school buildings for meetings, it shall request permission for such use. The Building Principal shall grant the permission, provided that the use by the Association does not conflict with any other scheduled activities and provided, further, that in connection with said use, no additional costs are incurred by the Board.

The Association shall have the right to use school facilities and equipment at reasonable times, when such equipment is not otherwise in use. The Association shall furnish all materials and supplies in connection with said use and pay for any damages and repairs to the facilities and equipment occasioned by such use.

1. Bulletin board space shall be provided in the main teacher's room and in each faculty cafeteria in each building for the posting of the Association notices.

1. No approval shall be required for the posting of said notices.

1. Prior to posting, copies of all materials to be posted on such bulletin boards shall be given to the Building Principal, but no approval shall be required for their posting.
1. Nothing contained herein, however, shall be deemed to relieve the Association and any teacher of the consequences of any improper postings on said bulletin boards.

Upon oral notice first being given to the Building Principal and without approval of the contents by the Principal, the Association shall have the right to use the school mailboxes, e-mail and voice mail reasonably. Nothing contained herein, however, shall be deemed to relieve the Association, or any teacher, of the consequences of any improper use of mailboxes. Notice shall consist of oral notice to the Building Principal or if the Building Principal is not available in the office, through written notice consisting of a copy of the communication delivered to the principal's secretary or Assistant Principal.

1. Ten (10) Month Personnel

The in-school work year for teachers employed on a ten-month basis (other than new personnel who may be required to attend three (3) additional days of orientation) shall not exceed one hundred eighty-five (185) days. Whenever, any member of the bargaining unit is required to complete any work which is customary and which should have been reasonably anticipated to be completed prior to the close of the school year, the member shall complete such work even if the fact that the completion of said work shall require the member to remain beyond the aforementioned 185 day period.
2. Eleven (11) Month Personnel

The in-school work year of teachers employed on an eleven-month (11) basis shall not exceed two hundred five (205) days. Whenever any member of the bargaining unit is required to complete any work which is customary and which should have been reasonably anticipated to be completed prior to the close of the school year, the member shall complete such work even if the completion of said work shall require the member to remain beyond the aforementioned 205 day period.

The final determination of the calendar is a Board prerogative and nothing contained herein shall prevent the Board from adopting this calendar.

The Superintendent will give a copy of a draft of the proposed school calendar to the PVREA President in December for the purpose of discussion.

A. Teacher Day

1. Check-in Procedure

As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to "clock in or clock out" by hours and minutes, except during the course of the school day. Teachers shall indicate their presence for duty by placing a check mark in the appropriate column of the faculty "sign-in" roster.

1. Length of the Day

The total in-school work day shall consist of not more than seven (7) hours and one (1) minute which shall include a duty-free lunch period and at least one (1) planning period.

1. Arrival and Dismissal time

Teachers shall be required to report for duty five (5) minutes before the opening of the school day, and shall be permitted to leave five (5) minutes after the close of the pupils' day. In accordance with school policy, teachers shall be required to remain to give extra help on the appropriate assigned days. It is the responsibility of all teachers to be present in their assigned classes and duties at the appointed times.

1. Meetings

curriculum work. All such meetings shall be scheduled at least one (1) month in advance.

1. Normal Load

1. A teacher whose teaching duties require daily preparation for teaching, and involve such items as checking homework, marking papers, etc., shall not be required to teach more than five (5) classes per day, except as herein otherwise provided.

1. A teacher shall take charge of a homeroom or perform equivalent services which shall be assigned by the administration.

1. A teacher shall be required to supervise one (1) study hall period per day or perform equivalent services of professional or non-professional nature which shall be assigned by the administration. Whenever possible, non-professional duties will be rotated during the school year. Non-professional duties will not include those duties that would normally be performed by custodians, secretaries, or the school nurse. The administration shall seek volunteers to perform cafeteria supervision as a non-professional assignment. The stipend for teachers providing cafeteria supervision shall be $500 per semester.

1. Teachers assigned to both schools on a daily basis shall not be assigned a supervisory period.

1. The Association President shall not be assigned a supervisory period or a homeroom.

1. In the event of the implementation of flexible scheduling, teachers may volunteer for a flex-time schedule. If a teacher is on a flex-time schedule, his or her workday may begin up to 45 minutes before the start of the normal school day or conclude up to 45 minutes after the end of the normal school day. In no case would a teacher's workday exceed the length of day set forth in Article VII, Section A2.

Under extraordinary circumstances and after a thorough investigation of all viable alternatives by the teacher, and administration, a teacher may be required to teach a sixth period per day. Teachers assigned to a sixth period per day will not be required to perform the duties listed in B.1.c. above. Pay for a sixth assignment will be the teacher's salary divided by 1,000 and multiplied by 180.

The mentor shall provide regular assistance to the provisional teacher through classroom visits and individual conferences during his or her regularly scheduled preparation period.

1. A teacher serving as a mentor shall be paid in accordance with state guidelines.

1. All vacancies for mentoring positions shall be posted as early as the district is aware of its needs. The posting shall include the qualifications for the position. No employee shall be assigned to serve as a mentor if there are qualified volunteers available. If an employee is involuntarily assigned to a mentoring position, he or she shall not be involuntarily assigned again until all other qualified employees have been assigned.

1. The Board of Education shall provide training for all teachers who serve as mentors before the start of their assignment. The district shall pay the tuition connected with the training approved by the Board including travel to any out­-of-district training site.

1. There shall be a committee of two administrators or supervisors designated by the Superintendent and two teachers appointed by the Association president. The committee shall review the state requirements concerning certification and support services for provisional teachers and make recommendations to the Board regarding those aspects which do not have an impact on terms and conditions of employment.

A. Salary Schedule

The salary of each teacher covered by this agreement is set forth in Schedules A1 through A3 which are attached hereto and made a part hereof. Teachers will remain at their respective 2010-2011 Step Levels for the duration of this contract.

1. The stipend for certain extra-curricular activities covered by this agreement is set forth in Schedules B and C which are attached hereto and made a part thereof.

2. Coaches in season shall be paid in two equal payments during the season as follows:

Fall Sports October 15 and November 15
Winter Sports January 15 and March 15
Spring Sports April 15 and May 15

3. Advisors shall be paid in two equal payments as follows:

The stipend for this position is set forth in Schedule D.

When the members of the professional staff are assigned to cover teaching situations which would ordinarily require a substitute, such teachers shall be recompensed at the rate of $35 per period commencing with the first class covered.

When teachers covered by this agreement are employed on an eleven (11) month basis, they shall receive one-tenth (1/10) of their previous year's annual base pay as compensation for the additional month of employment.

When a teacher qualifies for mileage compensation, the teacher shall be compensated in accordance with the New Jersey State Regulations concerning travel as set forth in Circular Letter 08-13-OMB as may be amended from time to time by any subsequent Circular Letters issued by the Office of Management and Budget.

1. Each teacher employed on a ten (10) month basis shall be paid in twenty (20) semi-monthly installments.

1. Each teacher employed on an eleven (11) month basis shall be paid in twenty-four (24) semi-monthly installments.

3. Exceptions

1. When a pay day falls on or during a school holiday, vacation, or weekend, teachers shall receive their paychecks on the last previous working day.

1. The first paycheck in September shall be paid on September 10.

4. Employees may elect to have their pay deposited electronically into the financial institution of their choice. Selection of this option must be made prior to September 1; this option may be canceled at any time.

1. The granting of any salary increment and/or adjustment as set forth in the salary schedule shall not be deemed to be automatic.

1. The Superintendent shall have the responsibility to recommend to the Board, the withholding of any salary increment and/or adjustment for inefficiency or other good cause.

1. Whenever the withholding of an increment and/or adjustment is proposed, the individual concerned shall be given written reasons for such proposed withholding and said individual shall have the right to appeal in accordance with the provisions of the Grievance Procedure applicable in such matters.

1. In cases involving the withholding of increments pursuant to the provision of R.S. 18A 29-14, an individual affected by such action shall have the right to invoke the Grievance Procedure through the hearing before the Board. From the final determination by the Board, the method of review shall be that set forth in R.S. 18A 29-14.

1. Whenever an increment has been withheld, the Board shall have the right, at its discretion, to restore the teacher to the appropriate place on the guide in any succeeding year.

A. Full Health-Care Coverage

1. The Board shall provide at its expense, hospitalization, surgical, major medical benefits and the prescription plan from the N.J. Direct 15 School Employees Health Benefits Plan (SEHBP) to all its newly-contracted teachers, who work twenty-five (25) hours or more, and their dependents. A teacher may elect to pay the difference in cost to the BOE for upgrading to the NJ Direct 10 plan or an HMO plan through the New Jersey State Health Benefits Program.

2. Upon the completion of a teacher’s third year in the district, the Board will
provide at its expense any plan offered by the SEHBP that the teacher selects.

Eligible staff members electing to forfeit medical coverage will receive a stipend worth twenty-five (25) percent of the amount saved by the district from the Board of Education to a maximum of $5,000 in a one year period (July 1^st through June 30^th).

Payment of the monies shall be made in two (2) payments each separate from salary paychecks. The first payment will be made before the Winter Recess covering the period from July 1^st through December 31^st and the second payment will be made on the last workday of the school year covering the period from January 1^st through June 30^th.
B. Employees must waive such insurance for a full year (January 1^st through December 31st) to be eligible for said payment. Notification
must be given to the Business Office during the open enrollment period (October 1^st through October 31^st).

C. Employees who have no other comprehensive medical insurance
shall not be permitted to waive coverage.

An employee who waives coverage may re-enroll for the next year during the open enrollment period.

re-enroll shall:

1. Notify the Business Office immediately.

The Business Office will arrange for coverage with the current carrier.

If the current plan does not accept the person, the district will find a comparable plan and pay the premium up to the current amount paid for employees in the plan. Additional costs above the current cost incurred will be the responsibility of the employee.

The employee will be re-enrolled in the district’s plan at the first permissible date.

5. Complete Annual Coverage
For each teacher who remains in the employ of the Board for the full school year, the Board shall make payment of Health Care insurance premiums to provide insurance coverage for the full twelve (12) month period commencing September 1 and ending August 31. When necessary, payment of premiums on behalf of the teacher shall be made retroactively or prospectively to assure uninterrupted participation and coverage.

6. The Board shall pay the full premium for each teacher and the
teacher's family for the dental insurance contracted with
Metropolitan Life with a maximum coverage of $1000 per family
member. Each teacher has the option of increasing the maximum
coverage per family member to $2000. The additional expense is
the responsibility of the teacher and will be paid through payroll
deductions.

After consultation with the Association, the Board has the right to choose an insurance carrier, provided that the benefits and coverage are at least equivalent to the benefits and coverage which presently exist.

Whenever material is made available by the carriers describing the provisions of the policies and such material is made available to the Board, the Board shall, in turn, distribute said materials to the teachers.

A. Eligibility

Any ten (10) month teacher of the school district shall be eligible for ten (10) sick leave days during the teacher's contract period. Any eleven (11) month teacher in the school district shall be eligible for eleven (11) sick leave days during the teacher's contract period. Any teacher who has been employed continuously for a period of ten (10) years shall be eligible for twelve (12) sick leave days per contract year. If one (1) or two (2) of these twelve (12) sick leave days are not used in a given contract year, then the day(s) shall be accumulated in a separate unused sick leave bank. This separate unused sick leave bank may be utilized after the unused sick leave accumulated in accordance with Section C of this Article has been exhausted.

The days accumulated in the separated unused sick leave bank shall not be eligible for Payment for Unused Sick Leave in accordance with Article XXI of this agreement.

Sick leave is hereby defined to mean the absence from his or her post of duty, of any person because of personal disability due to illness or injury, or because he or she has been excluded from school by the District's medical authorities on account of contagious disease or of being quarantined for such a disease in his or her immediate household.

When a teacher uses less than the allotted number of sick leave days during a contract period, the number of such unused days is cumulative, beginning from the date of the teacher's initial employment in the district. Such cumulative days shall be credited as additional days beyond the regular allotted days for any one year. Cumulative days are not transferable when a teacher enters the employment of the school district.

A statement listing the total amount of cumulative unused sick leave credited is to be submitted to each teacher at the beginning of each school year by the Superintendent’s Secretary.

If a teacher who forfeits or discontinues a contract for any reason, has expended the sick leave and taken additional sick leave before the contract is forfeited, the Board may deduct from the teacher's terminal paycheck reimbursement for the days missed in excess of allowable sick leave.

Whenever a teacher is granted sick leave, with pay, by the Board, the basic health insurance coverage shall be paid by the Board. Such payment shall be made during the period of such sick leave for a maximum of twelve (12) months. If the teacher is granted sick leave, without pay, the teacher may continue coverage under the health benefit program at Board expense for a maximum of three (3) months. At the expiration of the three (3) month period, coverage may continue if the teacher elects to pay the required premiums directly to the carrier at non-group rates.

When a teacher's absence exceeds the annual and accumulated sick leave, the Board may pay any teacher each day's salary less the pay of a substitute, for a reasonable length of time, as may be determined in each individual case by the Board and the Superintendent.

1. In the event that P.D.F. funds are not expended during a fiscal year, the remainder of such monies shall be added to the course reimbursement (Article XIV, Section C4) fund for the subsequent year.

1. Expenditures under the P.D.F. shall not be considered a substitute for monies regularly budgeted by the Board for in-service projects, workshops, or professional travel unconnected with an approved P.D.F. project.

A. Personal Leave

Personal leave is a privilege which allows teachers to be absent for important reasons. The Board expects this privilege to be used in a responsible manner.

1. Number of Days

Five (5) days personal leave shall be allowed with pay for each ten (10) month teacher per year. Six (6) days leave shall be allowed for each eleven (11) month teacher per year. Prior approval should be obtained whenever possible, at least 24 hours before the leave is to occur, in writing, on the appropriate form. Application should be made through the line of communication to the Superintendent.

This policy shall cover all absences not chargeable to sick leave, professional leave, or bereavement leave. These reasons include absences for:

a. bereavement (in excess of days provided in Article Xlll, Section B)

b. illness in the immediate family

f. any emergency situation

When a teacher is absent for less than half the normal working day, it will be considered one half-day of personal leave. More than one-half day's absence will be considered a full day of personal leave.

A. Requests for personal leave which serve only to extend a weekend,
holiday or vacation shall be denied.

Teachers shall be entitled to up to four (4) days at any one time in the event of bereavement. If at the end of the contract period either the Board or the Association is dissatisfied, the bereavement policy will revert to the 1993-1996 contract language.

Leave shall be granted, based upon a teacher’s request, for up to the
remainder of the school year after the birth of a child plus one (1) additional school year. An extension of said leave may be granted upon request.

Leave shall be granted for the purpose of adopting a child, based upon a
teacher’s request, for up to the remainder of the school year in which the
leave is granted, plus one (1) additional school year. An extension of said
leave may be granted upon request.

A. General

1. Observation and evaluation of the work performance of a teacher shall be conducted openly and with the full knowledge of the teacher. Such on-the-job evaluation shall include only school related activities and responsibilities.

2. Information regarding the performance of a teacher obtained by an administrator as the result of an on-the-job observation by another administrator may be included in an annual evaluation. However, such observations must be communicated to the teacher in writing. The teacher shall have the right to dissent with any or all parts of the evaluation and to have this written dissent appended to the report.

3. The Administration shall have the right to determine when the evaluation shall be made. In selecting the time for evaluations, supervisors shall consider all relevant factors which should be taken into consideration and shall avoid making evaluations at those times when, in the opinion of the evaluator, a fair evaluation may not be made. Supervisors shall make all evaluations as comprehensive as possible as per the district instructional model.

1. Non-tenured teachers shall be observed by their immediate superiors (e.g., Supervisors of Instruction and/or Principal/Assistant Principal/ Superintendent/Director of Curriculum, Instruction, and Assessment at least three (3) times each year. Tenured teachers shall be observed at least one (1) time each year. Each one of the minimum required observations shall be one class period in duration. One (1) pre-conference per year shall take place between every non-tenured teacher and the immediate supervisor at least twenty four (24) hours prior to the observation. The teachers shall be furnished with a copy of any classroom observation report within seven (7) school days of the observation. A conference between the teacher and the observer shall be held within three (3) school days of the observation. Additional observations and help are recommended for teachers experiencing difficulty. When possible, two (2) or more persons should observe teachers independently.
2. When the principal is not the observer, no observation report shall be submitted to him or her or any supervisor while such conference as outlined in B.1 above is pending. The teacher shall have the right to dissent with any or all parts of the observation report and to have his or her written dissent appended to the report at the time of submission to the principal or other supervisor.
3. All teachers shall be required to sign completed observation forms. The signing of such forms does not signify approval by the teacher. Where teacher and supervisor agree that there has been an oversight, or a mistake in fact in connection with any observation, said observation shall be rewritten to reflect the facts.

1. Prior to the submission of annual evaluations, the administrator or supervisor writing the evaluations shall hold a conference with each teacher. If the teacher objects to, or disagrees with statements in his or her evaluation he or she shall be allowed five (5) school days to append a written reply to the evaluation. The evaluation shall not be forwarded without this reply. If the teacher does not reply within the allotted time, the evaluation shall be forwarded to the Principal/Superintendent on the sixth (6^th) school day.
1. All teachers shall be required to sign completed evaluation forms. The signing of such forms does not signify approval by the teacher. Where teacher and evaluator agree that there has been an oversight, or a mistake in fact in connection with any evaluation, said evaluation shall be rewritten to reflect the facts.

1. Annual evaluation reports shall be in addition to the classroom observation reports.

The teacher shall have been a full-time member of the professional staff for a full school year prior to enrollment in the course.

1. To be approved it must meet the following requirements:

1. The value and suitability of the courses shall have had approval of the Superintendent prior to enrollment by each individual.

1. Unlimited credits will be allowed for courses within a teacher's subject matter or in instructional strategies.

1. Up to ten (10) credits will be allowed for courses outside the teacher's area of specialization. Up to three (3) credits will be allowed for affective (personal) courses.
1. All courses must be taken in residence at an approved or accredited
college or be part of the district's staff development program. Attendance
at classes is required. Approval of independent study, research,
dissertation, thesis credits and correspondence courses will be considered
on an individual basis by the Superintendent.

2. All applications are to be submitted to the Superintendent of Schools for approval by the dates announced by the Superintendent of Schools to the staff for courses to be taken during the fall, spring, or summer semester. In the event that evidence is presented that college catalogues were not available by the dates announced yearly by the Superintendent, the Superintendent has the prerogative of extending the announced date for submission of application on an individual basis.

Proof of successful completion of the course shall be furnished to the Superintendent and endorsed by him or her before payment is made.

A teacher who does not return from the summer session will not be reimbursed.

Teachers not returning to their positions for the school year following that in
which an approved course of study was taken will be required to reimburse
the Board for such payment and will sign an agreement to that effect at the
time of the application. Teacher reimbursement will be on or about June 30
of that school year providing they are still members of the school district.

For the term of this contract, this subsidy shall be one hundred percent (100%) of the tuition and laboratory fees up to a maximum of $2,000 per teacher per school year. Payment shall be made upon furnishing proof of successful completion of the course, and the total payment by the Board of Education will not exceed $50,000 per year.

5. Reimbursement shall be based on the Rutgers graduate tuition rate per
credit. Teachers shall be reimbursed 100% of their first credit unless the
cost of the requests for the first credit reimbursement exceeds the fund.
In such an instance, the fund will be equally divided among the requesting
staff members.
6. If monies remain after all first credit requests have been reimbursed, the
same process shall be employed for the second credit. This process shall
be repeated for the third and each additional credit until all requests or all
of the monies in the fund are exhausted.

7. Reimbursement for courses outside a teacher's area of specialty will be
made from monies remaining after subsidies have been paid for courses
within a teacher's area of specialty.

The Board agrees to pay the full cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions, or other such sessions which a teacher is required by the Board to take.

B. 403 (b) and 457 (b) Retirement Plans

Whenever the Association desires to participate in a 403 (b) Retirement Plan and/or a 457 (b) Retirement Plan in accordance with the provisions of R.S. 18A:66-127, the Board shall participate on behalf of the employees in said plans administered by the three Group Annuity providers.

These plans shall be agreed upon mutually between parties. 403(b) and 457(b) plans allow eligible school district employees to make salary reduction contributions toward their retirement savings, while deferring taxes on that income.

Whenever the Association desires to participate in a 403 (b)7 Retirement Plan in accordance with the provisions of R.S. 18A:66-127, the Board shall participate on behalf of the employees in no more than two plans administered by a Mutual Fund Investment provider. A 403(b)7 plan allows eligible school district employees to make salary reduction contributions toward their retirement savings, while deferring taxes on that income.

Whenever the Association desires to participate in a 403 (b)7 Retirement Plan in accordance with the provisions of R.S. 18A:66-127, the Board shall participate on behalf of the employees in no more than two plans administered by a Mutual Fund Investment provider. A 403(b)7 plan allows eligible school district employees to make salary reduction contributions toward their retirement savings, while deferring taxes on that income.

A. Purpose of Fee

If a teacher 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 representation fee to the Association for that membership year to offset the costs of services rendered by the Association as majority representative.

The representation fee in lieu of dues shall be in an amount equivalent to the regular membership dues, initiation fees, and assessments charged by the majority representative to its own members less the cost of benefits financed through the dues, fees, and assessments and available to or benefiting only its members, but in no event shall such fee exceed eighty-five percent (85%) of the regular membership dues, fees, and assessments.

The Board agrees to deduct from the salary of any teacher who is not a member of the Association for the current membership year the full amount of the representation fee set forth in Section B 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 teacher during the remainder of the membership year in question. The deductions will begin thirty (30) days after the teacher begins his or her employment in a bargaining unit position.

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

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.

The Association shall save the Board harmless from any claim raised against it by an employee as a result of fulfilling its obligation under this article.

1. To hire, promote, transfer, assign, and retain employees in positions in the school district, and to suspend, to demote, discharge, or take other disciplinary action against employees (subject, however, to the provisions of the applicable statutes and rules and regulations of the State Board of Education in such cases made and provided) and all applicable laws and decisions of any New Jersey State or applicable Federal agency regarding these matters;

1. To determine the methods, means, and personnel by which such operations are to be conducted, subject to all applicable laws and decisions of any State or applicable Federal Agency; and

1. To take whatever other actions may be necessary to carry out the matters of the school district; and to carry out without limitation, all the powers, rights, authority, duties, and responsibilities conferred upon and vested in it, by the Constitutions of the State of New Jersey and of the United States and the laws of the State of New Jersey and of the United States, as the same have been interpreted either by administrative decisions or by appropriate courts of competent jurisdiction.

ARTICLE XVIII - Teacher Responsibilities

Except as otherwise modified by this agreement and subject to the provisions of this agreement, teachers shall act under the supervision of their superiors and they shall be fully responsible for:

1. The instruction, guidance, discipline, and supervision of students assigned to their classes.

1. The maintenance of such records and reports as they may be required to keep under the provisions of State law or as required by their superiors.

1. Attendance at staff meetings, called by their superiors according to Article VII.
2. Complying with all applicable rules, regulations and policies of the Board, except as where otherwise provided by this agreement.

1. Where called upon by their superior to plan, guide, direct, evaluate, and supervise extra-curricular activities within the sphere of their competence, scheduled as per past practices. Volunteers shall first be sought.

1. Recommending to the Guidance Department or Special Services such pupils as in the opinion of the teachers require assistance.

1. Any question or criticism of a supervisor or administrator by a teacher shall be made in private and not in the presence of students, parents, or other public gatherings.

A. Separability

If any provision of the agreement or any application of the agreement or any application of this agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

Any individual contract between the Board and an individual teacher, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this agreement. If any individual contract contains any language inconsistent with this agreement, this agreement, during its duration, shall be controlling.

46 Akers Avenue
Montvale, New Jersey 07645

Pascack Valley High School
200 Piermont Avenue
Hillsdale, New Jersey 07642

Should any difficulties arise in implementation of this agreement, either party may request a meeting to clarify the disputed section(s).

This agreement represents and incorporates the complete and final understanding of the parties on all matters which were or could have been the subject of negotiations. During the term of this agreement, neither party shall be required to negotiate with respect to any such matter.

The failure of either party to exercise any right it may have under this agreement shall not constitute a waiver of that right.

This agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

This agreement shall be effective as of July 1, 2011 and shall continue in effect until June 30, 2014. This agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.

ARTICLE XXI - Payment for Unused Sick Leave

Any teacher, 55 years of age or older, who retires according to the provisions of the T.P.A.F. in order to receive immediate benefits and not merely "deferred retirement" and who has twenty (20) years of service in the Pascack Valley Regional High School District shall be eligible for payment for unused sick leave according to the following formula:

1. A teacher must notify the Board of Education of intention to retire at least six (6) full months prior to June 30 and shall retire at the end of the school year (June 30).

1. Qualifying days are all sick days accumulated within the district in excess of twenty-five (25) days.

1. The Board requires that all post termination contributions received by retiring school district employees for their unused sick leave be deposited in a post severance 403(b) administered by one of the three agreed Group Annuity providers. These funds will remain tax deferred until withdrawn.
   
   
   

   Status of Incorporation

Pascack Valley Regional Pascack Valley Regional
Education Association Board of Education



by__________________________ by_________________________
President President





by__________________________ by________________________
Treasurer Secretary

Schedule A-1: Salary Guide 2011-2012
StepBA BA+30MA MA+15MA+30MA+45
147,50149,06351,81254, 00757,65460,347
249,66851,25254,19056,47260,29763,075
351,93453,56556,65759,05063,01865,879
454,29956,05359,22661,73165,88568,746
556,78558,83762,01164,61868,78371,692
659,32761,80965,10067,60071,78574,726
762,01365,10168,27570,85875,05878,004
864,74368,47071,62974,15678,39181,376
967,59671,92575,08377,53881,83284,842
1070,48775,43078,60081,10585,29988,383
1173,49179,06782,24884,73288,96192,046
1276,59682,86486,10588,61092,80095,872
1379,73186,74189,97292,51996,68999,749
1482,96390,79194,01496,519100,719103,777
1586,23094,94298,111100,615104,829107,876
1686,23094,942102,295104,823109,012112,071

For Ph.D. or Ed.D. add $1,250 to the appropriate step at MA+45

Teachers will remain at their respective 2010-2011 Step Levels for the

Teachers will remain at their respective 2010-2011 Step Levels for
the duration of this contract.

Schedule A-3: Salary Guide 2013-2014
StepBA BA+30MA MA+15MA+30MA+45
151,55453,16355,99658,25662,01564,790
253,61055,24258,26960,62064,56167,424
355,76857,44960,63563,10067,18870,137
458,02859,83663,10665,71169,96672,914
560,41362,52865,79968,43372,77575,718
662,80665,28868,67971,25475,64678,597
765,34668,52871,79974,45978,78781,823
868,00871,84875,10477,70582,06985,146
970,79675,25678,51081,03985,46388,566
1073,62478,71681,98384,56288,88492,062
1176,59382,33785,61588,17392,53195,709
1279,66686,12389,46392,04396,36099,525
1382,76989,99193,32195,943100,240103,393
1485,97294,03797,35999,938104,266107,417
1589,21398,189101,455104,034108,375111,515
1689,21398,189105,690108,293112,610115,761

Teachers will remain at their respective 2010-2011 Step Levels for
the duration of this contract.

Teachers with a minimum of sixteen (16) credited years in the district will receive longevity salary. Credited years of experience in the district is the basis of assignment to the given step of the salary guide. Half steps do not qualify an individual for movement to the next full step on the longevity guide. Only a full year of service will be given salary credit on the longevity guide. Credited years of experience in the district means actual full contracted years of teaching in the Pascack Valley Regional High School District, plus years of approved sabbatical leave, plus credit accepted by the Pascack Valley Regional High School District for military service. Starting with employees hired during the 2002-2003 school year, only employees who have been employed by the Pascack Valley Regional School District for the required years of service shall receive longevity.

For Years	Salary
	17,	18,19$ 700Credited Service
	20,	21,22 1400Credited Service
	23,	24,252100Credited Service
	26,	27,282800Credited Service
	29, 30	3500Credited Service
	31 And Above	4200 District Service

			2011-2012			2012-2013			2013-2014
Head Coaches		1	2	3		1	2	3	123
Football		10625	11090	11570		10838	11312	11801	108381131211801
Basketball		8910	9370	9835		9088	9557	10031	9088955710031
Wrestling		8910	9370	9835		9088	9557	10031	9088955710031
Baseball		7795	8270	8735		7950	8435	8909	795084358909
Hockey		7795	8270	8735		7950	8435	8909	795084358909
Lacrosse		7789	8270	8735		7950	8435	8909	795084358909
Soccer		7795	8270	8735		7950	8435	8909	795084358909
Softball		7795	8270	8735		7950	8435	8909	795084358909
Spring Track		7795	8270	8735		7950	8435	8909	795084358909
Swimming		7795	8270	8735		7950	8435	8909	795084358909
Volleyball		7190	7650	8110		7334	7803	8272	733478038272
Bowling		6105	6525	7020		6227	6656	7160	622766567160
Cross Country (Fall)		6105	6525	7020		6227	6656	7160	622766567160
Golf		6105	6525	7020		6227	6656	7160	622766567160
Gymnastics		6105	6525	7020		6227	6656	7160	622766567160
Indoor Track (Winter)		6105	6525	7020		6227	6656	7160	622766567160
Tennis		6105	6525	7020		6227	6656	7160	622766567160
Cheerleading		4695	5105	5300		4789	5207	5406	478952075406
Dance Team		4695	5105	5300		4789	5207	5406	478952075406
Assistant Coaches
Football		6730	7175	7640		6865	7319	7793	686573197793
Basketball		6140	6580	7045		6263	6712	7186	626367127186
Wrestling		6140	6580	7045		6263	6712	7186	626367127186
Baseball		5705	6140	6590		5819	6263	6722	581962636722
Golf		5705	6140	6590		5819	6263	6722	581962636722
Hockey		5705	6140	6590		5819	6263	6722	581962636722
Lacrosse		5705	6140	6590		5819	6263	6722	581962636722
Soccer		5705	6140	6590		5819	6263	6722	581962636722
Softball		5705	6140	6590		5819	6263	6722	581962636722
Swimming		5705	6140	6590		5819	6263	6722	581962636722
Track		5705	6140	6590		5819	6263	6722	581962636722
Volleyball		4790	5255	5705		4886	5360	5819	488653605819
Cross Country (Fall)		4465	5140	5525		4554	5243	5636	455452435636
Indoor Track (Winter)		4465	5140	5525		4554	5243	5636	455452435636
Tennis		4465	5140	5525		4554	5243	5636	455452435636
Cheerleading (Fall only)	3000	3210	3405		3060	3274	3473		306032743473
Dance		3000	3210	3405		3060	3274	3473	306032743473
A coach within the district who transfers to a new or different sport or who takes on an additional assignment
during a different season, shall receive credit for all prior coaching experience. A coach from another school
who comes to this district as a head or assistant coach will be given prior coaching credit provided it is in
the same or equivalent sport. The following sports are equivalent: Baseball and Softball; Cross-Country,
Indoor Track and Spring Track.

Positions at Each School		2011-2012		2012-2013		2013-2014
Audio Visual Club			1463		1492	1492
Academic Decathlon			2485		2535	2535
Advisorship Coordinator		5010		5110		5110
Alcohol Tobacco Drug Coordinator	5673		5787		5837
Art Club			1463		1492	1492
Art Portfolio				1345		14031463
Auditorium Manager			4272		4357	4357
Bro Squad			1,463		1,492	1,492
Chemistry Olympics			2485		2535	2535
Chinese Club				1,463		1,4921,492
Choir			3381		3449	3449
Choreographer			3381		3449	3449
Debate Team			6269		6394	6394
Drama Director			6269		6394	6394
Environmental Watch			1463		1492	1492
Ethics				1463		14921492
French Club			1463		1492	1492
French Honor Society			1463		1492	1492
Future Educators of America		1463		1492		1492
Gay Straight Alliance		1463		1492		1492
Habitat For Humanity			1463		1492	1492
HOPE				1463		14921492
Human Rights			1463		1492	1492
Interact				1463		14921492
Investment Club			1463		1492	1492
Italian Club				1463		14921492
Italian Honor Society			1463		1492	1492
Jazz Band				3381		34493449
Just About Caring			1463		1492	1492
Literary Magazine			3721		3795	3795
Marching Band Director			8266		8431	8431
Assistant Marching Band Director (3)		3721		3795		3795
Math League	1463		1492		1492
Model UN			1463		1492	1492
Musical Costume Designer				3381		34493449
Musical Director			6269		6394	6394
Musical Orchestra Director		3381		3449		3449
National Honor Society			3568		3639	3639

Positions at Each School	2011-2012		2012-2013		2013-2014
Newspaper				5004	51045104
Paterson Project			1463		14921492
Peer Program Coordinator		5004		5104	5104
Peer Program Advisor (2)		1691		1725	1725
Permanent Advisor			5004		51045104
Public Relations			1463		14921492
PV Network			1463		14921492
Robotics Club (2)			4798		48944894
Science League (Both)			1463		14921492
Science Nat’l Honor Society (Valley)			1463		14921492
Science Research Club		1463		1492	1492
Senior Projects Coordinator		1691		1725	1725
Set Construction			3381		34493449
Set Designer			3381		34493449
Spanish Club			1463		14921492
Spanish Honor Society		1463		1492	1492
Student Accounts Bookkeeper		4987		5087	5087
Student Athletic Trainer Club		1463		1492	1492
Student for Environmental Advocacy (Valley)			1463		14921492
Student Government			6269		63946394
Teens Against Cancer			1463		14921492
This Week in Politics			1463		14921492
Tri-M Music Honor Society (Both)			1463		14921492
VHS Site Coordinator (Both)			1000		10201020
Webmaster			7387		75357535
Yearbook Advisor			7925		80848084
Yearbook Business Advisor		7925		8084	8084
12th Grade Class Advisor (2)		5004		5104	5104
11th Grade Class Advisor		2592		2644	2644
10th Grade Class Advisor		2592		2644	2644
9th Grade Class Advisor		2592		2644	2644
Advisors of Approved Clubs & Activities	1463		1492		1492
Chaperones (per event)		77		77	77

	2011-2012		2012-2013		2013-2014
Intramurals	$28.00 per period		$28.00 per period		$28.00 per period