Contracts

	Contract Between

	Spotswood B/E-Middlesex

	- and -

	Spotswood EA

			* * *
	07/01/2011 thru 06/30/2014


	Category	School District
	Unit	Aides, Building Maintenance, Bus Drivers, Clerical, Custodians, Nurses, Paraprofessionals, Teaching/Professional Staff


	Contract Text Below	Printer Friendly Version (Requires Adobe Acrobat)

AGREEMENT

between the

Board of Education
of the Borough of Spotswood

and the

Spotswood Education Association

July 1, 2011 - June 30, 2014

NEGOTIATION TEAM MEMBERS
SPOTSWOOD EDUCATION ASSOCIATION

NEGOTIATING TEAM REPRESENTATIVES
Lauren Arellano
Maureen McDonald
Ron Panico
William Visokay
Kathleen Losinski
Robert Vetrecin

NJEA REPRESENTATIVE:
Richard Petersen

TABLE OF CONTENTS

ARTICLE PAGE

1 Preamble iii
2 Recognition iii
3 Negotiations 6
4 Grievance Procedure 6
5 Board Rights 10
6 Employee Rights 11
7 Association Rights and Privileges 12
8 Work Year 14
9 Teaching Hours and Work Load 15
10 Work Week Work Day and Related Topics — Facility 18
11 Work Week Work Day and Related Topics —Secretarial/Administrative Assistants 19
12 Time Records 19 13 Overtime FACILITY and
SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees 19
14 Short-Term Leaves of Absence 21 15 Holidays and Vacations—FACILITY and
SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees 26
16 Long-Term Leaves of Absence 27
17 Employee Assignment 32
18 Vacancies 32
19 Transfers and Reassignments 34
20 Evaluation 35
21 Personnel Records 38
22 Non-Teaching Duties 38
23 Reporting of Assaults 39
24 Protection of Teachers and Students 40
25 Protection of SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees and Property 40
26 Substitutes 40
27 Reimbursement for Damage 41
28 Facilities 42
29 Salary and Salary Procedures 42
30 Miscellaneous Compensation 45
31 Health Insurance 48
32 Tuition Reimbursement 49
33 Deductions From Salary 50
34 Mentoring 52
35 Pupil Assistance Committee 53
36 Miscellaneous Provisions 53
37 Duration 55
TABLE OF CONTENTS, continued

Appendix A., Teachers’ salary guide, 2011-2014 56

Appendix B., SECRETARIAL/ADMINISTRATIVE ASSISTANT salary guide, 2011-2014 61

Appendix C., FACILITY employees’ salary guide, 2011-2014

60
Appendix D., Paraprofessional hourly rate, 2011-2014 59

Appendix E, Extracurricular guides, 2011-2014 63

ARTICLE 1
PREAMBLE

A. This Agreement is entered into this first day of July 2011, by and between the Board of Education of Spotswood, New Jersey, hereinafter called the “Board” and the Spotswood Education Association, herein, after called the “Association”, in following mutual covenants, it is hereby agreed as follows:

B. The parties agree to follow procedures outlined in this Agreement and to use no other channels to resolve any questions or proposals in this Agreement until the procedures within this Agreement are fully exhausted.

C. The Board and the Association affirm that their negotiating committees have been directed to seek in good faith an agreement; however, no agreement can be finalized until the Association membership ratifies the contract and the Board acts upon the contract during a public meeting of the Board.

ARTICLE 2
RECOGNITION

A. The Board of Education hereby recognizes the Association as the exclusive and sole representative for collective negotiation concerning the terms and conditions of employment for all non-supervisory personnel, whether under contract, or leave, employed or to be employed by the Board, including:

Classroom Teachers
Nurses
Special Teachers
Intervention Reading Teacher
Literacy Coach
Math Coach
Guidance Counselors
Pre-School Teachers
Social Workers
Speech Therapist
LDTC
Facility Employees
Secretaries/Administrative Assistants
Classroom Paraprofessionals
Media Personnel
Payables Coordinator
Bus Driver

But excluding: Superintendent, Business Administrator/Board Secretary, Assistant Business Administrator/Board Secretary

Principals, HR Specialist, Supervisors, Directors and confidential employees, including the Administrative Assistant to Superintendent and the secretaries to the Business Administrator/Board Secretary, the Administrative Assistant to the Business Administrator/Board Secretary, supervisory employees within the meaning of the Act, per diem and substitute employees and guards.

Unless otherwise indicated, the term “employee” when used hereinafter in this Agreement, shall refer to all employees represented by the Association in the negotiating unit as above defined.

Unless otherwise indicated, the following terms when used hereafter in this Agreement shall refer to the noted employee titles represented by the Association in the negotiating unit as above defined:

“Teachers”: Items 1-11
“FACILITY employees”: Items 12-14, 24
“SECRETARIAL/ADMINISTRATIVE ASSISTANT employees”:

References to male employees shall include female employees.

E. References to employee subgroups in article and section headings act as modifiers of the applicable clause(s). Employee positions which may be affected by a clause may be further defined and/or delimited within the article or specific clause.

Newly-hired Facility employees shall be considered probationary employees during the first ninety (90) days of employment. The probationary period begins with the date of permanent appointment by the Board of the employee to a vacant position. In the event that an appointee has filled the Board’s appointment, the days served in the position from the date of vacancy to the date of Board appointment shall be credited towards the probationary period. Clauses in the contract which will be extended to these employees are as follows. These are clauses in which the Association can represent probationary employees during the probationary period. In the event that an employee resigns or is terminated during the probationary period they will receive no payment for any unused PTO.

. Article 4, Grievance Procedure.

Employee may file grievances but Association agrees that it will not represent employee at any stage of grievance procedure during a grievance filed over any matter arising during that period.

b. Article 6, A. and B.

c. Article 7.

d. Article 10.

e. Article 14.

f. Article 16, B. 1-8.

g. Article 17, B., Article 15, A.2:

The Board will provide those listed holidays in A.2 that are State mandated holidays.

h. Article 23.

i. Article 31.

j. Article 32, C.5., C.6., C.7. and D.

k. Article 31. only covered by Health Insurance Provider

during the probationary period and then only for the period allowed by the insurance providers rules.

l. Article 35.

m. Article 36, A.3., C.1., and C.2.

n. Salary Schedule in effect at time of hire.

All other clauses in the contract providing individual benefits do not apply to probationary employees.

ARTICLE 3
NEGOTIATIONS

The parties agree to enter into collective negotiations in accordance with Chapter 303, Public Laws of 1968, as amended by Chapter 123, Public Laws of 1974, in a good faith effort to reach agreement on matters concerning the terms and conditions of employment. Such negotiations shall begin no later than the date set by the Public Employment Relations Commission to commence negotiations. Any Agreement so negotiated shall be reduced to writing, be signed by the Board and the Association and shall be pursuant to authorization received from the membership.

Neither party in any negotiations shall have any control over the selection of the negotiation representatives of the other party. The parties pledge that their representative shall be clothed with all the necessary power and authority to consider proposals, and make counterproposals in the course of negotiations.

Each party shall equally share the cost of reproducing this Agreement.

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.

Changes

ARTICLE 4
GRIEVANCE PROCEDURE

A. Purpose

The purpose of this procedure is to resolve, at the lowest possible level, any grievance presented. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

Definition of a “Grievance”

A “Grievant” is the person or persons making the claim.

A “party in interest” is the person or persons making the claim, or any persons against whom action might be taken in order to resolve the claim.

Timelines

A grievance to be considered under this procedure must be initiated by the grievant within twenty (20) calendar days of its occurrence.

Representation

E. Procedure

Step One

An employee with a grievance shall first discuss the matter with his immediate supervisor either directly or, if he so desires, through his designated Association representative, with the objective of resolving the matter informally.

2. Step Two

If the grievant is not satisfied with the results of Step One discussions, he may proceed to Step Two. The grievance must be filed in writing within twenty (20) calendar days of the action giving rise to the grievance and be presented to the employee’s immediate supervisor. The supervisor shall reply in writing within ten (10) calendar days of receipt of the written grievance, setting forth the decision and the reasons therefore.

3. Step Three

If the grievant is not satisfied with the results at Step Two, he shall set forth his grievance in writing, specifying the nature of the grievance within ten (10) calendar days of when the reply was received or should have been received, whichever is earlier. Teachers and SECRETARIAL/ADMINISTRATIVE ASSISTANTS employees assigned to school buildings shall file at this level with the building Principal; FACILITY employees shall file with the Business Administrator or Assistant Business Administrator. If an employee’s immediate supervisor under Step Two is either the Principal, Business Administrator or Assistant Business Administrator he/she may proceed from Step Two to Step Four. The appropriate supervisor shall reply in writing within ten (10) calendar days of receipt of the written grievance setting forth the decision and the reasons therefore.

4. Step Four

If the grievant is not satisfied with the results at Step Three, he shall set forth his grievance in writing, specifying the nature of the grievance within ten (10) calendar days of when the reply was received or should have been received, whichever is earlier. This shall be filed with the Superintendent. The Superintendent shall reply in writing within ten (10) calendar days of receipt of the written grievance, setting forth the decision and the reasons therefore.

5. Step Five

If the grievant is not satisfied with the results at Step Four, he shall set forth his grievance in writing, specifying the nature of the grievance within ten (10) calendar days of when the reply was received or should have been received, whichever is earlier. This shall be filed with the Board of Education. The Board shall render its written decision within thirty (30) calendar days of receipt of said grievance setting forth the decision and the reasons therefore.

6. Step Six

In the event that the grievance is not resolved by the review of the Board of Education as described in Step Five and provided the grievance concerns disagreement with respect to the interpretation of, inequitable application, or violation of the express, written terms of this Agreement, then the Association may elect to have the matter referred for binding arbitration by written request for arbitration with the Public Employment Relations Commission within fifteen (15) calendar days after the Level Five answer or the time specified for the Level Five answer. The parties shall be bound by the roles and procedures of PERC in the selection of an arbitrator.

The arbitrator so selected shall confer with the representatives of the Board and the PR&R Committee and hold hearings promptly and shall issue his decision no later than twenty (20) calendar days of the close of the hearings, or if oral hearings have been waived, then from the date the final statements and proofs on the issues that are submitted to him. The arbitrator’s decision shall be in writing and shall set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement. The decision of the arbitration shall be submitted to the Board and to the Association and shall be final and binding on the parties in interest.

In no event shall the decision have the effect of adding to, modifying, or amending the provisions of this Agreement.

The fees of the arbitrator and the expenses of the hearing shall be shared equally by the Association and the Board but each party shall be responsible for its own expenses with respect to the hearing.

F. Miscellaneous

It shall be the general practice of all parties in interest to process grievances during times which do not interfere with assigned duties. However, in the event it is agreed by the Board or its agents to hold the proceedings during regular working hours, a staff member participating in any level of the grievance procedure, with any representative of the Board, shall be released from the assigned duties without a loss of salary.

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

Forms for filing grievances and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution.
All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representative heretofore referred to in Article 4.

A grievance affecting a group of employees may be submitted in writing at the lowest appropriate level. Such a grievance, defined by B.1 may be processed in accordance with E. Said grievance must be signed by all grievants.

It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

The Association agrees that during the term of this Agreement neither the Association nor any person acting on its behalf will cause, authorize, or support, any strike (i.e. the concerted failure to report for duty, or willful absence of any employee from his position, or stoppage of work or abstinence in whole or in part, from the full, faithful and proper performance of the employment), work stoppage, slowdown, walkout or other action against the school district. The Association agrees that such action would constitute a material breach of this Agreement. The Association further agrees during the term of this Agreement that it will actively discourage and will take whatever affirmative steps are necessary to prevent or terminate any strike, work stoppage, slowdown, walkout or other job action against the Board.
The School Board agrees that during the term of this Agreement, neither the Board nor any of its agents will cause, authorize or support the locking out of the employees in this bargaining unit.
No reprisals of any kind shall be taken by the Board or by any member of the administration against any party in interest, any unit representative, any member of the Association’s Committee on Professional Rights and Responsibilities (hereinafter referred to as the PR&R Committee), or any other participant in the grievance procedure by result of such participation.

ARTICLE 5
BOARD RIGHTS

The Board subject only to the language of the Agreement, reserves to itself full jurisdiction and authority over matters of policy and retains the right, in accordance with applicable laws and regulations to:

Direct employees of the school district;
Hire, promote transfer, assign, and retain employees in positions within the school district and to suspend, demote, discharge, or take other disciplinary action against employees;
Relieve employees from duties because of lack of work, or for other legitimate reasons;
Maintain the efficiency of the school district operations entrusted to them;
Determine the means, methods and personnel by which such operations are to be conducted; and
Take whatever actions might be necessary to carry out the mission of the school district in situations of emergency.

ARTICLE 6
EMPLOYEE RIGHTS

Pursuant to Chapter 303, Public Laws 1968, the Board hereby agrees that every employee of the Board shall have the right to freely organize, join and support the Association and its affiliates for the purposes of engaging in collective negotiation.
Nothing contained herein shall be construed to deny or restrict to any employee such rights as he may have under the State of New Jersey Laws or other applicable laws and regulations of the State of New Jersey.
When a teacher is required to appear before this Board of Education concerning any matter which could adversely affect the continuation of the teacher in his/her position or the amount of salary, the teacher shall be given prior written notice of the reasons for the meeting or interview and shall be entitled to have a person of his/her own choosing present to advise and represent him/her during such meeting or interview.
Whenever any SECRETARIAL/ADMINISTRATIVE ASSISTANT employee is required to appear before any administrator or supervisor, Board, or any committee or member thereof concerning any matter which could adversely affect the salary or any increments pertaining hereto, then she/he shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative(s) of the Association present to advise her/him and represent her/him during such meeting or interview.
Whenever any Facility employee or other representative is required to appear before any administrator or supervisor, Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that Facility employee in his position, employment, or the salary or any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative(s) of the Association present to advise him and represent him during such meeting or interview.
Any suspension of any employee pending charges shall be with pay, and said charges shall be brought within thirty (30) business days of the conference as specified in E. above.
After any meeting between teacher and the Superintendent concerning any matter in which direct action is being considered which could adversely affect the continuation of that teacher in his office, position, or employment, or the salary or any increment pertaining thereto, the teacher and/or Superintendent may request a second meeting at which the teacher and/or Superintendent may have his/her representative present to advise him and/or represent him/her.
No teacher shall be disciplined, reprimanded, or deprived of any professional advantage, without just cause. Any action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure set forth herein. Any action by the Board or its agents to discharge, reduce in rank or compensation, tenured teachers shall be in accordance with Title 18A of the New Jersey Statues and the New Jersey Administrative Code.
No SECRETARIAL/ADMINISTRATIVE ASSISTANT/clerical employee with tenure status shall be reduced in rank or compensation without just cause; and any such action executed by the Board or any agent or representative thereof shall be subject to the grievance procedure herein set forth.
No Facility employee shall be disciplined, reprimanded, or reduced in compensation without just cause. Any such action asserted by the Board or any agent or representative thereof, shall not be made in public and shall be subject to the grievance procedure herein.
The teacher shall maintain the original right and responsibility to determine grades and other evaluations of students within the grading policies of the Spotswood Public Schools. No grade or evaluation shall be changed without prior notification to the teacher. Grievances on this section may proceed to the Superintendent’s level if the grievance deals with the substance of a grade change and to the Board level if it deals with an alleged procedural violation. No grievance under this section may proceed to arbitration.
Dismissal Procedures – FACILITY Employees

M. Resignation FACILITY Employees

A Facility employee who is resigning from his position shall give the normal thirty (30) days notice.

N. Non-Renewal - Teachers

Any teacher not re-employed for the next school year shall be entitled to reasons for such non-employment if requested of the Board by the teacher in writing.

ARTICLE 7
ASSOCIATION RIGHTS AND PRIVILEGES

The Association shall have the right to use the regular schedule of the inter-school mail service on days when such service is operating. Furthermore, the Association may use school mailboxes and email without administrative permission or review, providing such usage does not interfere with regular school purposes. The Association shall not use the rights granted in this Section to circulate materials advocating any sort of job action or related activity. The Association is of the knowledge that the Board owns all equipment and reserves the right to retrieve all documents initiated on board owned equipment.
The Association shall have, in each school building, the exclusive use of an available bulletin board in the faculty lounge, or a reasonable portion of a bulletin board if only one board exists in the faculty lounge in a given school.
Whenever any representative of the Association or any employee is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences or meetings, the person shall suffer no loss in pay. However, if negotiations, grievance proceedings, conferences or meetings are scheduled outside of normal working hours the representative will not be eligible for any additional pay.
Representatives of the Association, the New Jersey Education Association, and the National Education Association shall be permitted to transact official Association business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.
The Association and its representatives shall have the right to use school buildings at all reasonable hours for meetings. The Association shall receive the approval of the relevant Principal, in writing. However, should the district incur any out-of-pocket expenses associated with this event the district shall be reimbursed for all expenses.
The Association shall have the right to use school facilities and equipment, including computers, typewriters, other duplicating equipment, calculating machines and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use.
The Board shall comply with employer obligations to provide information to the Association necessary to carry out its negotiations and grievance handling responsibilities.
Effective September 1, 1997, the Association President shall not be assigned a duty period.

ARTICLE 8
WORK YEAR

TEACHERS

B. FACILITY EMPLOYEES

The work year for Facility employees shall be from July 1 to June 30

^th

C. SECRETARIAL/ADMINISTRATIVE ASSISTANT EMPLOYEES
1. Secretary/Administrative Assistant - 12-Month Work Year

Same calendar as Board Office Staff.
Will not be required to report to work when schools are closed because of weather conditions or other emergencies.
On School days having delayed openings, secretary must report one-half (1/2) hour before students.
When an employee on staff, in a SECRETARIAL/ADMINISTRATIVE ASSISTANT position in the district leaves the position, the Board may, with written notice to the Association, transform the position into a ten month position and/or part time.

School Secretary/Administrative Assistant - 10- Month Work Year

Business Office - 12-Month Work Year

a. Calendar shall be same as Board Office.

D. The Board shall consult with the Association concerning the school calendar before its adoption.

ARTICLE 9
TEACHING HOURS AND WORK LOAD

Workday

Pupil-Teacher Contact Time - Classroom Teachers

1. Middle School and High School

a. While not desirable, there may be situations that warrant a middle school / high school teacher be assigned no more than five preps.

b. 1. Effective September 1, 1992 (or later, if determined

by the Board), and only in the event of implementation of an eight period day, the daily teaching load of High School and Memorial School teachers shall be five (5) periods of teaching, one (1) “as-assigned” period and one (1) duty assignment period or, on a voluntary basis, six (6) teaching periods and one (1) “as-assigned” period. There shall be a limit of forty-five (45) “as-assigned” periods per school year per teacher. “As-assigned periods” shall not involve regularly scheduled students for a teacher during the period, teacher preparation, lesson plan development, grading, homework or report card grades. “As-assigned” periods may include traditional duty assignments including non-additionally compensated teacher subbing. ”As-assigned” periods may include interaction with a student or students which draw upon the professional expertise of the teacher. In this regard, teachers may be assigned to be available to students to provide assistance in course work. Students will be made aware of these scheduled times and would be required to initiate such contact.

c. (1) Any teacher who teaches a sixth period shall

receive a stipend for the full school year for the length of the contract, 2011 to 2014: $5,806. For such assignment for less than the full school year, this amount shall be prorated over the number of teacher working days in the year.

(2) The Superintendent shall accept a qualified

volunteer solely determined by Administration. If more than one applicant is qualified to teach the sixth period, selection shall rest with the Superintendent

(3) If there are no qualified volunteers for the sixth teaching period, the Superintendent shall appoint an employee(s).

Elementary Schools
Teachers shall not be required to have pupil-contact time continuously for more than four hours fifteen minutes.
The provisions of B.2. and 3. above are not applicable to the LDTC and social worker.

Preparation Time

Preparation time as above remains unless this time utilization creates the need for additional staffing. The Superintendent will make the Union President aware of the need for a change and work towards a mutually acceptable resolution.

The following positions do not receive guaranteed preparation time: social worker, LDTC, nurses.

3. a. It is desirable for each employee not to have any preparation period interrupted by an assignment to another teacher’s class or classes because a substitute could not be procured. Such a practice shall not be followed, except in extraordinary circumstances. In such case, the Principal shall deploy teachers to other assignments on a fair and equitable basis.

Employees, under C. above (if applicable) who lose

preparation time under a. above (either by volunteering or being assigned) shall be paid at the rate $35.00 for 2011-2014.

Payment under 3 b. above shall occur when an employee loses

a preparation period as follows:

a teacher volunteers to cover another’s class;
a teacher is assigned to cover another’s class;

4. If a substitute cannot be obtained for a “special teacher”,

thereby causing a cancellation of their classes, and a lack of preparation periods for the regular teacher whose students would be in their classes, then the regular teacher shall be paid pursuant to .b. above.

5. Except in extreme emergencies “special teachers” in the

elementary school (art, music and physical education, computer and will not be required to substitute for a regular teacher except under the conditions of 8 above. It shall be the responsibility of the building principal to determine the emergency. Should a special teacher be used as a whole day substitute, said teacher shall receive $11.25 for 2011-2014 in addition to the regular day’s salary. Special education teachers, including speech teachers, shall not be used to substitute for regular teachers.

6. If a building principal decides to split up a class and send

students to other teachers’ rooms when substitutes are not available, this will not be subject to grievance.

Meetings

ARTICLE 10
WORK WEEK, WORK DAY AND RELATED TOPICS -
FACILITY EMPLOYEES

A. Work Week

The work week for Facility employees shall consist of a 5 day week

(excluding Sundays)allowing scheduling for flexible start and end days per the district needs.

B. Daily Work Hours

A schedule of work schedules showing the Facility employees’ shifts, work days, and hours shall be posted in each school.
Work shift for full-time Facility employees - eight (8) hours of work, exclusive of an uninterrupted thirty (30) minute lunch period shall constitute a work shift. All Facility employees shall be scheduled to work on a regular shift and shall be advised of a regular starting and quitting time. Changes to a Facility employee’s working hours shall be by mutual agreement whenever possible. Any involuntary change shall be subject to the provisions of Article 4 of this Agreement.

3. a. During the summer months, where a modified day shift is

needed to meet district needs, the following procedure

will be used: First – Volunteers; Second – Mutual

Agreement; Third – The least senior qualified employee.

b. Employees shall begin working the day shift on the Monday following graduation.

c. Employees shall resume regular work schedules on

the Monday before school begins.

Coffee Breaks

ARTICLE 11
WORK WEEK, WORK DAY AND RELATED TOPICS -
SECRETARIAL/ADMINISTRATIVE ASSISTANTS EMPLOYEES

Hours

ARTICLE 12
TIME RECORDS

FACILITY Employees

Any Facility employee leaving the building will be required to punch-out except if he is on school business as assigned by a supervisor. There shall be notification of leaving the premises to the buildings and grounds supervisor or his assistant at all times regardless of the time of day.

Teachers and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

Teachers and SECRETARIAL/ADMINISTRATIVE ASSISTANT employees may leave the building without permission during their scheduled duty-free lunch period and when they have a scheduled duty-free period. However, courtesy and good professional business practices dictate that the teacher or SECRETARIAL/ADMINISTRATIVE ASSISTANT employee shall inform the school office of their leaving and their re-entry into the building

ARTICLE 13

OVERTIME
FACILITY AND SECRETARIAL/ADMINISTRATIVE ASSISTANT EMPLOYEES

A. Overtime Defined
1. FACILITY Employees

Defined as any time spent at regular duties or other assigned duties, consistent with this Agreement, after forty (40) hours in any calendar week, eight (8) hours in any day other than provided in the regular work year. In addition, for those employees who are scheduled to work a forty (40) hour work week, they shall receive overtime payment for time spent on assigned duties carried out either before or after regular daily work hours.

2. SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

The full time work week consists of obligated time of 40 hours with an hour per day for lunch. Any hours beyond 40 hours of obligated time will be paid at a time and half. All overtime will be approved by the Superintendent.

All overtime will be rounded to the nearest quarter hour at the end of each pay period. This will be remunerated at the rate of one and a half (1 �) the hourly salary. Overtime shall be paid at the end of each month.

Weekends and holidays are to be paid to SECRETARIAL/ADMINISTRATIVE ASSISTANT employees at two and one-half (2 �) times the hourly rate.
1. All overtime shall be offered to full-time Facility employees.

D. Call Time and Overtime

1. FACILITY Employees

When a Facility employee is required to come to work at a time when he is not scheduled and when his extra work time is not immediately adjacent to a regular workday, the Facility employee shall be guaranteed at least two (2) hours pay. One half (1/2) hour of this period is to cover travel time. If the time worked on a regular day meets the overtime definition in A. then the Facility employee shall be paid for such eligible time at overtime rates.

E. No overtime will be paid unless it is approved in advance by the employee’s immediate supervisor, or the Business Administrator/Board Secretary, Assistant Business Administrator/Board Secretary or the Superintendent.

Section D. above does not apply to part-time Facility employees.

ARTICLE 14
SHORT-TERM LEAVES OF ABSENCES

Sick Leave - Teachers

Certification of Illness

N.J.S.A. 18A:30-4

Physician’s certificate required for leave.

In case of sick leave claimed, the board of education may require a physician’s certificate to be filed with the secretary to the board of education in order to obtain sick leave.

4. Call in Procedures

An employee who will be absent shall follow established reporting procedures sufficiently early in the evening prior, or the day of absence to facilitate the suitable substitute.

On-the-Job Injuries
Sick Leave Accounting
Accumulated Sick Leave Payment

FACILITY Employees

On separation/termination of employee, employees will be reimbursed at one-half (1/2) of their prevailing rate not to exceed $22.00 for the number of sick days. Upon retirement employees will be reimbursed at one-half (1/2) of their prevailing rate of pay not to exceed $36.00 for 2011-2014 (entire term of contract) for the number of unused sick days.

SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

An employee who has completed fifteen (15) years of continuous service in a full-time position(s) in the District shall be paid for all of her/his accumulated sick leave days. The SECRETARIAL/ADMINISTRATIVE ASSISTANT rate shall be $22.00 per day upon separation/ termination. Upon retirement the employee will be reimbursed $36.00 for 2011-2014 (entire term of contract) per day for the number of unused sick days.
Paraprofessionals who have completed 5 years shall be paid for all accumulated days at the rate of $12 per day upon separation/termination and $19 per day upon retirement.
Time spent in PART TIME SECRETARIAL/ADMINISTRATIVE ASSISTANT employee positions are those which require performance of duties less than full time and up to twenty-nine (29) hours per week.

Retirement
Estate Payment

Personal Leave

b. Prorated for New Employees

Ten-month Employees

Employees hired on or after January 1 shall be credited with one (1) day of such leave. Employees hired on or after April 1 shall be credited with zero days of such leave.

Application Procedures

3. Limits on Number of Employees Using Personal Leave

Teachers

“Surrounding Holiday” Use
Use on an In-service Day

Conversion to Sick Leave

Teachers

(1) If employees so choose, they may request in writing for their unused personal days to be transferred into cumulative sick days.

Legal Proceedings
Jury duty payment shall be at the regular rate, less compensated fees for jury duty.
Association Leave
NJEA Convention
Military Service
Bereavement Leave

ARTICLE 15
FACILITY AND SECRETATRIAL/ADMINISTRATIVE ASSISTANT,
PAID TIME OFF – P T O

12 Month Employees:

Designated

PTO days each year

Automatically: New Year’s Eve, New Year’s Day, Easter Monday, Memorial Day, Independence Day, Labor Day, Veteran’s Day, Thanksgiving, Day After Thanksgiving, Christmas Eve, Christmas Day

Those employed 8 years or longer:

40 additional

undesignated

PTO days

Those employed 3 years through 8 years:

35 additional

undesignated

PTO days

Those employed up to 3 years

32 Additional

undesignated

PTO days

10 Month Employees

Designated

PTO days each year

Automatically that coincide with the approved school calendar

13 Additional

undesignated

PTO Days

PTO Usage:

Days may be taken with no explanation but with prior approval when possible

PTO forms must be completed upon return to work in order to be paid for that day

For any multiple days off – prior approval is preferred.

When approval is not received in advance, a medical note or validating circumstances (ex: bereavement, Medical emergency)

will be required for payment.

12 unused undesignated days is the maximum number of days to carry forward to the following year for 12 month employees

10 unused undesignated days is the maximum number of days to carry forward to the following year for 10 month employees

Banked sick time from prior years may be used ONLY for documented illnesses after all current year’s time has been used.

IN THE EVENT OF A PROLONGED DOCUMENTED ILLNESS, BANKED SICK TIME WILL BE ALLOCATED FOR USE

Misuse and abuse will be followed with disciplinary action per district policy.

In the event school is open on any holiday per the district calendar, a comp day will be received for that time worked.

ALL ABSENCES MUST BE CALLED IN TO SUB LINES AS THEY ARE CURRENTLY INDICATING WHETHER P T O SHOULD BE USED OR NOT

Building Principals and the Buildings and Grounds Supervisors are responsible for approvals of time out requests submitted and passing copies of the requests to the personnel office.

ARTICLE 16
LONG-TERM LEAVES OF ABSENCE

Unpaid Leave
Disability Leave
Child-Rearing Leave

Teachers and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

Application for Child-Rearing Leave
Early Return from Child-Rearing Leave
Adoptions
In the event of the death of a newborn child within thirty (30) days of delivery or failure to come to successful term, a SECRETARIAL/ADMINISTRATIVE ASSISTANT or Facility employee who has been granted or is on a child-rearing leave of absence under C.1. or C.2. above shall be permitted to return to work thirty (30) days after the event. Teaching staff members shall be permitted to return to work sixty (60) days after the event if seniority rules permit and if there are ninety (90) or more days left in the school calendar. Return would be to an appropriate full or part-time position.

The Board agrees that up to one (1) employee designated by the Association may, upon request, be granted a leave of absence without pay for up to two (2) years for the purposes of engaging in activities of the Association or its affiliates.
Sabbatical Leaves - Teachers
A leave of absence without pay of up to two (2) years may be granted to any tenured teacher who joins the Peace Corps, VISTA. National Teacher Corps, or serves as an exchange teacher or overseas teacher, and if a full-time participant in either of such programs, or accepts a Fulbright Scholarship.
A teacher on tenure may be granted a leave of absence without pay for up to one (1) year to teach in an accredited college or university.

H. Military Leave - Teachers

Military leave without pay shall be granted to any tenured employee who is inducted or enlists in any branch of the Armed Forces of the United States for the period of said induction or initial enlistment.
Leave without pay may be granted to a tenured employee whose spouse is inducted or enlists in any branch of the Armed Forces of the United States.

I. Other Leaves - Teachers

Other leaves of absence, with or without pay, may be granted by the Board for good reason or, in the case of emergency leave, by the Superintendent.

J. Upon Return - Teachers

Upon return from leave granted pursuant to Sections F., G. and H. of this Article, a teacher shall be considered as if he/she were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent provided, however, that time spent on said leave shall not count toward fulfillment of the time requirements for acquiring tenure. See Article 29,B.3.(b) for limitations on military credit.

K. Miscellaneous - All Leave

All applications for leaves, extensions or renewals of leaves, shall be in writing. Replies to all applications, et cetera, shall also be in writing.

L. It is herewith understood that, under no circumstances, shall the refusal of a leave under Sections, A., C.2. (non-tenured), D., F., G., and H.2. constitute cause for grievance. Sections 14 and 15 of B. are grievable by all employees.
M. Any employee returning from unpaid leaves under this Article shall have accumulated sick leave restored upon return. In addition, relevant insurances shall be restored effective the first work day if the employee completes appropriate forms at least sixty (60) days before his/her return.

ARTICLE 17
EMPLOYEE ASSIGNMENT

A. Notification
1. Teachers and FACILITY Employees

Teachers and Facility employees shall receive their contract and salary status in writing for the ensuing year, no later than May 15.

2. SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

SECRETARIAL/ADMINISTRATIVE ASSISTANT employees shall be notified of the contract and salary status for the ensuing year no later than May 31.

B. Assignments - Teachers

1. The Board shall not assign any non-certificated personnel to teach children.

2. Student teachers, interns and junior practicum students shall not be assigned to any teacher except in accordance with written Board policy.

3. Non-teaching duties as related to Lunchroom and Playground Chaperones shall be stipulated in written Board policy.

4. Class and/or subject assignments, building assignments and room assignments for the forthcoming year, if possible, will be given not later than June 15. In the event that changes in such schedules, class and/or room assignment are made after June 15, the employee shall be notified as soon as possible in writing.

5. Every effort shall be made to keep to a minimum the number of changes in teaching stations.

6. The Board shall make a reasonable effort to avoid the assignment of a classroom teacher which involves more than one location per day.

C. Assignment FACILITY and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

1. The Board shall provide written notice to employees affected by a change in assignment for the next work year as follows:

Secretaries (12 months) - by June 15

Secretaries (10 months) - by August 15

Custodians - by June 30

2. In the event that changes in such assignment are made after the listed date, the employee shall be notified in writing as soon as possible.

ARTICLE 18
VACANCIES

A. Posting

All vacancies in the system shall be posted on each staff bulletin board and on the district’s web site in the staff section in accordance with the following procedure:

1. Teachers

A notice shall be posted in each school indicating the position that is open and the final dates for filing applications. A copy of said notice may be requested by the Association at the time of posting. Employees who desire to apply for such specific vacancies must submit their applications in writing to the Superintendent within the time limit specified on the notice. The Superintendent shall acknowledge the receipt of the application in writing. The notice will be posted for 10 days except under extreme circumstances as determined by the Superintendent who shall advise the President of the Association.

FACILITY, Paraprofessionals and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

A notice shall be posted in all school buildings as far in advance as practicable, ordinarily at least ten (10) school days before the final date when applications must be submitted. In the event of an emergency situation, no less than five (5)days notice shall be given.

3. Employees who desire to apply for vacancies which may be filled during the summer period when school is not regularly in session shall submit their names to the Superintendent, together with the position or positions for which they desire to apply, and an address where they can be reached during the summer. The Superintendent shall notify such employees of any vacancy in a position for which they desire to apply.

B. Filling of Vacancies
1. Teachers

All qualified teachers shall be given an opportunity to make application and shall be given consideration in the filling of these positions. The Board agrees to give consideration to the professional background and attainments of the applicant as well as other relevant factors. It is understood and agreed that all decisions regarding any transfers and reassignments will ultimately be with the Superintendent of Schools and the Board of Education.

2. FACILITY and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

Advancement of Facility and SECRETARIAL/ADMINISTRATIVE ASSISTANT employees desiring reclassification shall be based upon qualifications and seniority. Consideration for advancement from one classification to the next classification shall be afforded to these employees when vacancies occur. The Superintendent shall make the decision after giving due consideration to the employees request and the needs of the district.

3. Paraprofessional Employees subjected to a Reduction in Force shall be given first consideration for rehire if said abilities meet the district/individual needs.

C. Miscellaneous - SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

1. When two or more SECRETARIAL/ADMINISTRATIVE ASSISTANT applicants within the system are finalists for a given position and are equally qualified, the applicant with seniority shall be recommended for appointment.

2. A secretary transferred to a position in a higher salary category shall be placed on the same experience level held in the former position.

D. Miscellaneous - FACILITY Employees

The Facility employee will be given a thirty (30) day period to acquire such skills

and proficiencies as are required in the next higher or lower classification and the employee has demonstrated capability in performing duties specified in the requirements of the higher or lower classification. The Superintendent shall make the decision after giving due consideration to the employee's request and the needs of the district.

ARTICLE 19
TRANSFERS AND REASSIGNMENTS

A. Involuntary
1. Teachers

(a) No teaching vacancy shall be filled by means of involuntary transfer or reassignment if, in the judgment of the Superintendent, there is a volunteer of equal qualification available to fill the position

(b) Notice of an involuntary transfer or reassignment shall be given in writing to teachers as soon as practicable and, except in cases of emergency, no later than June 15.

(c) An involuntary transfer or reassignment shall be made only after the teacher has been notified of the reason by the Superintendent. In the event that a teacher objects to the transfer or reassignment, upon the request of the teacher the Superintendent shall meet with him. The teacher may, at his option, have an Association representative present at such meeting.

(d) Those teachers being involuntarily transferred or reassigned shall be placed only in a position that is in the scope of his/her certification, which does not involve a reduction in total compensation.

(e) Teachers being involuntarily transferred or reassigned from their present assignment shall be given consideration over those seeking voluntary transfer or reassignment.

2. FACILITY and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees
(a) Use of Voluntary Request

No vacancy shall be filled by means of involuntary transfer or reassignment if there is a qualified volunteer available to fill said position as determined by the Superintendent.

(b) Notice

(1) FACILITY Employees

Notice of an involuntary transfer or reassignment shall be given to Facility employees as soon as practicable and, except in cases of emergency, not later than June 30.

(2)

Tenured SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

Tenured SECRETARIAL/ADMINISTRATIVE ASSISTANT employees will be notified of a change in their status by the Administration in writing.

B. Voluntary - Teachers

1. The Superintendent shall notify all teachers of vacancies for the following year by June 1st. A notice of transfer or reassignment shall be made to teachers as soon as practicable and no later than August 15.

2. The wishes of the individual teacher may be honored when there is a vacancy and to the extent that the transfer does not conflict with the instructional requirements and best interests of the school system, as determined by the Superintendent of Schools.

C. Voluntary - All Employees

Employees who desire a change in grade and/or subject assignment or position or who desire to transfer to another building may file a written statement of such desire with the Superintendent and the building principals. Such statements shall include the grade and/or subject to which the teacher desires to be assigned or the position to which the employee desires to be assigned and the school or schools to which he/she desires to be transferred, in order of preference.

ARTICLE 20
EVALUATION

A. Teachers

1. Non-tenured Teachers

Non-tenured teachers shall be observed by their immediate supervisors at least three times each school year, to be followed in each instance by a written evaluation report. A follow-up conference between the teacher and the immediate supervisor must be held for the purpose of identifying any deficiencies and extending assistance for their remediation and the improvement of instruction.

(b) The non-tenured teacher shall have the right to attach to the written evaluation his/her remarks and reaction within ten (10) days following the conference.

2. Tenured Teachers

Tenured teachers shall have the right to attach to the written evaluation his/her remarks and reaction to such report.

All Teachers

(a) A teacher shall be evaluated only by persons certified by the New Jersey State Board of Examiners, to supervise instruction, or by others otherwise permitted by NJSA 18-A.

(b) Conferences following observations shall normally be held with the teacher within ten (10) school days of the observation. Such conferences are intended to review pertinent factors relating to the strengths and weaknesses of the teacher's performance. In each of the areas where deficiencies are indicated, the administrators shall offer their assistance for correction and the improvement of instruction.

(c) A teacher shall be given a copy of any class visit or evaluation report prepared by his/her evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the teacher's file or otherwise acted upon without prior conference with the teacher. No teacher shall be required to sign a blank or incomplete evaluation form. Complaints against teachers must be handled according to the procedure as written in Board of Education policy.

B. FACILITY Employees

1. Frequency

FACILITY employees shall be evaluated by their designated evaluators at least twice in each school year, to be followed in each instance by a written evaluation report. If requested by the employee, there shall be a conference between the Facility employee and his/her designated evaluator for the purpose of identifying any deficiencies and extending assistance for their remediation. Such evaluation in each instance shall consist of at least one (1) observation of at least fifteen (15) minutes.

2. A Facility employee shall be given a copy of any visit or evaluation report prepared by his/her evaluators at least one ( 1 ) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the Facility employee's file or otherwise acted upon without prior conference with the Facility employee. No Facility employee shall be required to sign a blank or incomplete evaluation form.

C. SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

1. Frequency

(a) All non-tenured SECRETARIAL/ADMINISTRATIVE ASSISTANT employees shall be evaluated by supervisory personnel at least twice a year. The evaluation shall be reviewed with each SECRETARIAL/ADMINISTRATIVE ASSISTANT employee and a copy placed in the SECRETARIAL/ADMINISTRATIVE ASSISTANT employee's file.

(b) Tenured SECRETARIAL/ADMINISTRATIVE ASSISTANT employees shall be evaluated at least once a year as above.

2. Formal evaluation performed for the purpose of recommendations for retention or improvement shall be conducted only by administrators and/or immediate supervisors.

3. A SECRETARIAL/ADMINISTRATIVE ASSISTANT employee shall be given a copy of any evaluation report prepared by the evaluator before any conference to discuss it. Evaluation reports shall be submitted to the Superintendent and placed in the personnel file after the SECRETARIAL/ADMINISTRATIVE ASSISTANT employee has reviewed the report. The SECRETARIAL/ADMINISTRATIVE ASSISTANT employee shall be required to sign only the completed evaluation form. Signature does not indicate agreement or disagreement.

All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of eavesdropping, public address, cameras, audio systems, and similar surveillance devices shall be strictly prohibited.

Final evaluation of an employee upon termination of his/her employment

shall be concluded prior to severance. After severance of an employee, documents and/or other material may be placed in the personnel file of an employee. Prior to such placement, the Administration shall provide a copy of said material to the former employee's last known address. The former employee may file a statement under Article 23, B. within fifteen (15) calendar days of receipt of the copy.

ARTICLE 21
PERSONNEL RECORDS

A. An employee shall have the right, upon request, to review the contents of his/her personnel file. An employee shall be entitled to have a representative of the Association accompany him/her during such review. Such review must take place in the presence of the Superintendent or his/her designee. It is understood that the employee may or may not be granted instant access to his personnel file, depending upon business previously scheduled in the Superintendent's office. If instant access is not possible, the employee shall receive a definite appointment from the Superintendent or his/her designee to review the employee's file.

B. The employee shall have the right to submit a written statement concerning material and items in his/her file. This statement shall be reviewed by the Superintendent or his/her designee and attached to this appropriate material.

C. The employee shall acknowledge that he/she has had access to material in his/her file by affixing his/her signature, date and time of examination of said file.

D. Although the Board agrees to protect confidentiality of personal references and other similar documents, it shall not establish any personnel file which is not available for the employee's inspection.

E. 1. Nothing shall be placed in an employee's personnel file without the employee's knowledge. An employee shall be asked to sign a statement that he/she has seen such material but his/her refusal to sign such a statement will not prohibit placement of the materials in the file.

2. No evaluation, correspondence, or other material making reference to an employee's competence or actions shall be placed in the personnel file without the employee's knowledge and right to attach their written comments.

ARTICLE 22
NON-TEACHING DUTIES

A. Intent

Teacher duty periods shall be confined to student supervisory items, including safety and health issues.

B. Application

1. Teachers shall not be required to collect money from students during any school day. Conversely, no teachers should take it upon themselves to exact any money from students for the purposes of class activities or projects, unless specifically approved by the Superintendent.

2. It is understood that the teachers may be asked to relay money or a check, such as for student insurance, to the school office in sealed envelopes or containers. It is expressly understood that in such instances the teacher shall not have to count the money of the individual student or the class tally as a whole.

ARTICLE 23
REPORTING OF ASSAULTS

A. 1. Employees shall immediately report cases of assault suffered by them in connection with their employment to their principal or immediate supervisor.

2. Upon receiving this report, the principal or immediate supervisor shall notify the Superintendent who may comply with any reasonable request from the employee's counsel for information in the possession of the Superintendent of Schools relating to the incident or the persons involved.

a. The Board shall give full support, including legal assistance, for any assaults upon an employee, while acting in the discharge of his/her duty.

b. When absence arises out of, or from such assaults, or injury, the employee shall be entitled to full salary and any other benefits for the period of absence, but shall not forfeit any sick leave or personal leave. The length of such an absence shall be determined on the advice of a medical doctor designated by the Board, and paid by the Board, in order that the employee may qualify for the benefits and considerations specified herein.

c. The parties agree that assaults which occur between District employees are not covered by 2.

3. Although the Board shall designate and pay the medical doctor certifying the length of such an absence, said doctor shall not provide any professional advice or treatment to the employee.

ARTICLE 24
PROTECTION OF TEACHERS AND STUDENTS

A. Reasonable Force

As specified in 18A:6-1, a teacher may, within the scope of his employment use and apply such amount of force as is reasonable and necessary; to quell a disturbance threatening physical injury to others; obtain possession of weapons or other dangerous objects upon the person or within the control of the pupil; for the purpose of self defense; and for the protection of persons and property.

B. Medical

The Board shall reimburse teacher for the cost of medical, surgical or hospital services incurred as a result of any injury sustained in the course of his employment, while enforcing or applying an Article or provision of this Agreement or acting under the directive of the teacher's immediate supervisor or the Board of Education. Such benefits shall be paid from the Board's workmen's compensation policy.

ARTICLE 25
PROTECTION OF SECRETARIAL/ADMINISTRATIVE ASSISTANT EMPLOYEES AND PROPERTY

A. SECRETARIAL/ADMINISTRATIVE ASSISTANT employees shall not be required to work under unsafe or hazardous conditions. Such conditions shall be referred immediately to the building principal for appropriate action.

B. The Board shall give full support including legal and other assistance under the following entitlements:

1. 18A:30-2.1 (Payment of Sick Leave for Service Connected Disability)

2. 18A: 16-6. (Indemnity of Officers and Employees Against Civil Actions)

3. 18A: 16-6.1 (Indemnity of Officers and Employees in Certain Criminal Actions)

ARTICLE 26
SUBSTITUTES

A. Employees shall call the telephone answering service at (732) 723-9681 any day before or as close to 6:00 a.m. as possible on the date of absence to report unavailability

B. The Board shall provide substitutes for all personnel represented by this Agreement, including "special teachers" and nurses on such days as such approved substitutes are available except for those noted below. Guidance counselors, social worker, speech correctionist, and the LDTC are not covered by the above provision.

ARTICLE 27
REIMBURSEMENT FOR DAMAGE

A. Reimbursement for Personal Property Damage

1. An employee shall be reimbursed within the limits of C. below by the Board's insurance company or by the Board for the reasonable cost of any clothing or other personal property damaged or destroyed as a result of an assault suffered by an employee while employee was acting in the discharge of his/her duties within the scope of his employment. Each item for which compensation is requested must be reported to the building principal or immediate supervisor within three (3) days of the assault. This time limit must be met unless the employee is incapable of filing such report as a result of the assault.

2. An employee shall also be reimbursed within the limits of C.

below for malicious damage done to his/her passenger vehicle

parked on Board of Education property, while that employee is

required to be present on Board property, as a function of

his/her position as an employee. Reimbursement shall only be

made for damage not covered by the employee's personal insurance carrier.

3. The clothing or personal property damaged or destroyed shall have been of such a character that would be considered common to the daily exercise of the employee's assignment.

B. In order for an employee to be eligible for reimbursement under A. above, he/she must do the following:

1. Immediately, upon learning of the damage, inform the principal.

2. Allow the principal to make a visual inspection of the damage.

3. Obtain and present to the Business Administrator copies of repair estimates.

4. Provide to the Business Administrator certification that said damage has been repaired and the cost of that repair.

5. Complete required sections of the district and state vandalism report.

6. Inform the Business Administrator of the terms of the employee's car insurance provisions.

7. Provide the Business Administrator with a copy of the

local police report.

C. Payments under A.1, and A.2 above shall be limited to $300 per occurrence. Total Board liability under A. and B. above shall be limited to $3,500 during the term of this Contract.

ARTICLE 28
FACILITIES

A. Facilities

In each operating school of the district, staff facilities shall be made available to employees for the purposes of preparation, reflection, socialization and eating. Any member of the staff of the Spotswood Public Schools may use these facilities.

B. 1. Copies shall be available exclusive for each teacher's use, of all texts used in the course he/she is to teach.

2. A chalk board/marker board shall be available in classrooms.

C. Employees shall have freedom of access during the regular school hours to all areas designated for the staff. Access to school facilities during non-school hours may be permitted under special circumstances by the appropriate administrator.

ARTICLE 29
SALARY AND SALARY PROCEDURES

A. Salary Guides

Salary guides for those employees so covered are contained in Appendixes A.1 through D.2 attached.

B. Salary-Provisions - Teachers

1. New teachers will be placed on the step which is commensurate with the employee's experience within the terms of Sections 3.a, 3.b, 3.c and 3.d. below.

2. Guide Credit

a. Teaching experience: Upon initial employment applicants may be placed on the guide at a step according to state regulations unless there are extenuating circumstances. In those cases, ECS approval will be sought prior to board approval.

All of the above is at the discretion of the Board, and this provision is valid only for the periods covered under this agreement.

b. Credit for military experience shall be given in the following manner.

(1) Credit for military experience shall not exceed four (4) years on the guide.

(2) Military experience shall be included with previous teaching experience so that the total of both will not exceed the maximum step on the salary guide.

c. A teacher may be given credit not to exceed two (2) years for Peace Corps, VISTA, or National Teacher Corps work and time spent on a Fulbright Scholarship upon initial employment. Refusal of such credit shall not be subject to the grievance procedure after the teacher is employed. Such credit, if given, shall be included with previous teaching experience and military experience.

d. In no case, may a teacher be placed higher than the top

step of the guide.

e. (1) Teachers with previous experience in the Spotswood Public Schools shall, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience and military experience up to the maximum set forth in Sections B.3.a. and B.3.b. To receive credit for a full year's teaching experience, a teacher must have taught at least one hundred (100) days in a duly accredited school.

(2)Teachers who leave Spotswood for Peace Corps,

VISTA, or National Teacher Corps work, or to spend time on a Fulbright Scholarship shall, upon returning to Spotswood, receive up to two years credit for this work. Such teachers who have not been engaged in other teaching or the other activities indicated above shall, upon returning to the district, be restored to the next position on the salary schedule above that at which they left.

3. Miscellaneous

a. At the discretion of the Superintendent, all previously accumulated sick leave days may be restored to returning teachers who have previously taught in Spotswood. This is not subject to the grievance procedure.

b. Teachers with previous teaching experience in the Spotswood Public Schools who had tenure may, upon returning to the district, have their tenure restored at the discretion of the Board.

c. Each teacher who is on the salary guide shall be placed on his/her proper step of the salary schedule at the beginning of each school year.

d. Employees may advance from one column to the next on either September 1 or on February 1. In order to make such movement, the employee shall provide the Superintendent with all necessary information by August 15 or January 15, respectively.

e. In order to be eligible for an increment, a full-time or daily-employed part-time teacher must have worked and/or been on approved paid leaves of absence under the terms of this contract for ninety-three (93) or more days during the contract year. In the case of a full-time teacher who is employed less than five (5) days per week an increment shall be granted on the September 1 following the completion of the 93rd day of employment. For example such an employee who works three days per week would work about 1l0 days in a year and be eligible for an increment the following September l. A teacher who works two days a week would work only about 74 days and, while not eligible for an increment the following September 1, would qualify for an increment at the end of the second year, if continuously employed. (74 days x 2 years = 148). Only days worked after September 1, 1984 qualify such teachers for an increment. If there are days over and above the required 93 days at the time an increment is granted to such an employee, the excess time earned in that year will not count towards the next increment.

C. FACILITY and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees Procedure for Withholding Employment or Adjustment Increments

Employment or adjustment increments may be withheld in whole or in part for inefficiency or other just cause related to the performance of duties.

D. A new SECRETARIAL/ADMINISTRATIVE ASSISTANT employee shall be defined as an employee who has had no prior experience whatsoever in the Spotswood School system. However, the Board shall determine salary after equating the type of experience in preceding positions with the requirements of the position in the school system.

E. Increments - FACILITY and SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

1. For a Facility or SECRETARIAL/ADMINISTRATIVE ASSISTANT employee to be considered for an increment, she/he shall be in a pay status for one-half (1/2) the scheduled work days in the contract year.

2. Effective with the 1993-1994 year, part-time custodians who meet the terms of Article 29, shall move up one step each year.

F. Pay Procedures

1. Employees will be paid twice monthly, on the 15th and the last day of the month. If the 15th or the last day of the month falls on a weekend or on a holiday, the employee will be paid on the working day preceding the weekend or holiday.

2. All employees will be paid on the 15

^th

and the last day of the month all year, including December and also for the final check in June.

3. Regularly scheduled employees employed on a ten (10) month basis shall be paid in twenty (20) semi-monthly installments. However, they shall have the option to be paid in twenty-four (24) installments through voluntary deductions of a designated amount per pay period to be paid during July and August of the next fiscal year.

4. Regularly scheduled employees employed on a twelve (12) month basis shall be paid in twenty-four (24) semi-monthly installments.

5. Year-long stipends shall be paid in two equal installments.

6. Effective July 1, 1997, there shall be a direct deposit system for paychecks under the following terms:

a. Direct deposit will be in effect as long as the Spotswood School District bank which handles payroll can accommodate such an approach.

b. Direct deposit will only be made to employees' banks which are equipped.

c. There will be one sign-up period each year for all employees. New employees may sign up upon employment with a starting date as soon as the request can be accommodated.

d. The Association understands that direct deposit may require earlier District cutoffs of payroll, overtime, etc. and that some payments and changes may be delayed to another pay period.

e. The Association understands that a direct deposit system does not guarantee that money will be immediately available to an employee on the pay date. Availability of monies depends upon bank rules. The Board is not responsible for any delays not in its control.

ARTICLE 30
MISCELLANEOUS COMPENSATION

A. Teachers

1. Co-Curricular Compensation

a. Co-curricular compensation is set forth in guides contained in Appendix E. attached.

b. The Board does not view the involuntary assignment of extra-curricular activities as a desirable practice. While circumstances may require such an approach on a case-by-case basis, the Board strongly prefers voluntary assignment.

c. Every effort will be made to fill all new or vacant coaching and extra pay positions with qualified personnel who are members of the teaching staff.

d. The Board and the Association agree that extra-curricular activities are educationally worthwhile.

e. Initial placement on the appropriate guide is within the discretion of the Board. Such decisions are not subject to arbitration.

f. The Board shall inform the Association in writing upon an appointment to any of the following positions of the name of the appointee, the step upon which he or she was placed and the rationale for such placement.

g. Experience as an assistant coach in a sport or as Assistant Band Director shall be credited on a two for one basis toward the head coach guide in the sport or the Band Director guide.

h. On Appendix E.1 and Appendix E.2 Level I represents zero (0) through four (4) years' experience. Level II represents more than four (4) years of experience.

2. Special Stipends for LDTC and Social Workers:

The LDTC and social worker shall, in addition to the correct step placement on the guide, receive a stipend annually to compensate for related duties. The stipend shall be, $4,539, for 2011-2014.

3. Payment for Transportation

Teachers who are required to use their own automobiles in the performance of their duties shall be reimbursed for such travel at the rate per board policy which is in compliance with OMB circulars at a rate authorized by the Annual State Appropriations Act.

In-service Presenter

A session will be defined as half day blocks. Each day consists of two sessions. Each session to be paid at $60 per session. Any session less than 2 hours will be prorated compensation accordingly.

Home Instruction

Teachers who provide home instruction shall be paid, $46.00 for 2011-2014 per hour.

Curriculum Writing

Teachers who, at the request of their supervisor or principal subject to the approval of the Superintendent, work during the summer on teaching related matters that include but are not limited to curriculum writing shall be paid as follows: 2011-2014 $31.00 per hour.

Summer Child Study Team Work

Summer Child Study Team evaluation work will be based on need to complete mandated services. The required evaluative services shall be posted and applicants with the proper certification may apply. The Director of Special Services will make recommendations to the Superintendent based on need and work performance. All staff employed under the contract shall receive preferential consideration for summer Child Study Team work.

B. FACILITY Employees

1. Night Work

Night work compensation shall be over the step on which the employee's salary is based. It shall be prorated on a twelve (12) month basis. The annual compensation shall be and $1,500 for 2011-2014.

2. Each full-time and regularly scheduled part-time employee will be provided with uniforms, safety shoes and associated work

clothes annually at Board expense not to exceed $400. Purchases of uniforms and shoes must be through a board approved provider, and approved by either the Supervisor of Buildings and Grounds or the Business Administrator. The Board will make raingear available in each building. Uniforms must be worn.

3. Newly-hired Facility employees shall receive the allowance for uniforms and shoes under 2 above upon completion of the ninety (90) day probationary period. Thereafter, allowances shall be paid on the anniversary, date of the 91st day of employment.

C. SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

1. Those SECRETARIAL/ADMINISTRATIVE ASSISTANT employee, with the exception of classroom aides, who currently receive longevity, will continue to do so through the life of this contract Those who are currently receiving longevity shall receive a longevity stipend of $477 for 2011-2014 contract period.

2. Those paraprofessional who currently receive longevity, will continue to do so for the life of this contract. Longevity payment shall be $.30 per hour for 2011-2014.

3. There will be no additional staff to receive longevity payments as of July 1, 2011.

4. A para-professional will be excused on various early release days throughout the school year with that time being made up at after school meetings, in service workshops, etc. Building Administrators will be responsible for tracking hours in conjunction with Special Services Director.

D. When employees, except for those covered by A.3 above, use personal vehicles for authorized Board business on an incidental basis they shall be reimbursed at the OMB circular rate authorized by the Annual State Appropriations Act.

ARTICLE 31
HEALTH INSURANCE

A. Health/Hospitalization Insurance

1. The Board shall provide health insurance, major medical coverage, prescription (provided through major medical) and dental to all eligible employees and their families. Eligibility is defined as those employees who work 30 hours or more per week during the length of this contract.

2. For all employees working during the length of this contract, the Board plan will be administered by the District Carrier of choice provided there is full discussion with the SEA prior to naming a change in the carrier.

3. Eligible employees will make contributions towards their health/ dental insurance during the length of this contract as follows:

a. All employees will contribute either 1.5% of their salaries

the percentage of premium based on the Health Benefits Reform Under Chapter 78, P.L. 2011, using the NJ State contribution tables for the life of this contract, whichever is higher.

b. The state contribution tables can be found at

http://www.nj.gov/treasury/pensions/reform-hb-qa.shtml

4. All contributions will be via payroll deduction and pre-tax in an approved Chapter 125 plan.

B. Miscellaneous

1. Should the Board decide to change insurance carriers, it shall do so under the following stipulations:

a. Financial benefit of the new carrier, or carriers, shall be no less than under the present carrier.

b. Financial benefits of the new carrier, or carriers, shall include benefit payments to be paid by the carrier directly to the medical service (hospital, doctor, laboratory, et cetera).

c. Any change in the carrier, or carriers must first be discussed with the Association.

2. The Board shall provide to each employee a description of the health care insurance coverage provided under this section, no later than the beginning of each school year, which shall include a clear description of conditions and limits of coverage as listed above.

3. An employee may opt out of the medical benefits program at any
time during the year upon completion of the medical benefits

waiver form (this form can be obtained from the Business Office) and submission of this form and a copy of the employee's current medical insurance card.

There will be NO medical deduction taken when opting out. As a result of a “life change” (birth, death, divorce, loss of primary medical benefits) an employee will have the opportunity to enter the medical plan provided by the board and will then contribute according to above.

ARTICLE 32
TUITION REIMBURSEMENT

A. Teachers

1. The Board shall pay the full cost of tuition and other reasonable expenses incurred in connection with any course, workshop, seminars, conferences, in-service training sessions or other such sessions which a presently certified employee is required by the Administration to take. This does not cover courses necessary for certification.

2. Tuition Reimbursement for Professional Development

The purpose of the Section shall be to encourage teachers to enhance their instructional skills and competencies. A teacher will be reimbursed for 100% of tuition fees, not exceeding a maximum of $2,200.00 providing:

a. Application for approval of courses is made in writing to the Superintendent before such course work is undertaken;

b. The courses are undertaken not to produce a maximum credential for any position,

c. The course(s) must relate directly to the teacher's present assignment and certification and is (are) deemed to be of potential benefit to the district;

d. Reimbursement for approved courses will be authorized when the teacher presents a transcript indicating a minimum performance standard of "B" or its equivalent;

e. The Superintendent's decision on all such applications is discretionary and non-grievable;

B. SECRETARIAL/ADMINISTRATIVE ASSISTANT Employees

Tuition reimbursement will be implemented for SECRETARIAL/ADMINISTRATIVE ASSISTANT employees at the sum of $400 per year. Course reimbursement will be provided SECRETARIAL/ADMINISTRATIVE ASSISTANT employees as it directly relates to professional duties and is (are) deemed to be of potential benefit to the District. Prior approval must be secured before payment shall be authorized. The Superintendent's decision is discretionary and non-grievable

C. FACILITY Employees

Tuition reimbursement will be implemented for Facility employees at the sum of $500 per year. Course reimbursement will be provided Facility employees as it directly relates to professional duties and is (are) deemed to be of potential benefit to the District. Prior approval must be secured before payment shall be authorized. The Superintendent's decision is discretionary and non-grievable.

ARTICLE 33
DEDUCTIONS FROM SALARY

A. Association Payroll Dues Deduction

1. The Board agree: upon proper individual written authorization made to the disbursing officer designated by the Board, to deduct from the salary of such individuals dues for the Spotswood Education Association, the Middlesex County Education Association, the New Jersey Education Association, and the National Education Association. Such deductions shall be made in compliance with N. J. S. 52:14-15.9 (e) and, the regulations promulgated by the State Department of Education.

2. All monies so deducted shall be paid over to any one such Association as shall certify to the Board, in writing, that it shall assume full responsibility and liability for disbursing all monies due to each of the other Associations in a timely manner. Such collection Association shall agree to indemnify and hold harmless the Board from any errors, omissions, failures, mistakes or loss resulting from such Association's collection of monies due to itself and the other Associations.

3. The disbursing officer of the Board shall pay over all monies collected to the collecting Association by the 15th day of the month following the month in which the deduction is made.

4. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any Association which shall change the rate of its membership dues shall give the Board written notice of such change at least forty (40) days prior to the effective date of such change.

5. Additional authorizations for dues deduction may be received after August 1 under rules established by the State Department of Education.

6. Any written authorization for the deduction of dues may be withdrawn by an individual employee at any time filing a written notice of the withdrawal with the disbursing officer designated by the Board. The filing of the notice of withdrawal shall be effective to halt deductions as of the January 1st or July 1st next succeeding the date on which the notice of withdrawal is filed.

B. There shall be an agency fee system under the following terms:

1. Determination of Fee

Prior to the beginning of each academic 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 the academic year. The agency fee to be paid by non-members will be determined by the Association in accordance with the law.

2. Deduction and Transmission of Fee

a. Notification

Once during each academic year the Association will submit to the Board a list of those employees who have not become members of the Association for the then current academic year. The Board will deduct from the salaries of such employees, in accordance with b. below. Substitutes are excluded from the agency fee obligation.

Payroll Deduction Schedule

The Board will deduct the agency fee from the paychecks paid to each employee on the aforesaid list during the remainder of the academic year in question. Newly-employed unit members shall not be required to pay the agency fee for the first thirty (30) days of employment.

c. Termination of Employment

If any employee terminates his or her employment with the Board before the Association has received the full amount of the agency fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the academic year in question.

d. Employees who leave during the work year whether they voluntarily pay dues or are agency fee payers shall be treated identically with regard to the payment of dues/fees. Upon termination of employment, the disbursing officer shall deduct any remaining amount owed under the terms of statute for the current work year.

Mechanics

The mechanics for the deduction of agency 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.

3. Indemnification

The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.

C. Employees may participate in the Southern Middlesex County Teacher Federal Credit Union pursuant to the Credit Union's rules.

ARTICLE 34
MENTORING

A. The teacher, by definition, and known as mentor teacher, shall be paid in accordance with the state guidelines, and this said stipend shall be in addition to the mentor teacher's salary as provided in the salary guide. In the event the State discontinues funding of the mentoring program, it will be the responsibility of the teacher being mentored to pay the stipend directly to the mentor teacher (s).
B. In the event that the mentoring process is conducted by an entire department at the secondary level or an entire grade level at the elementary schools, all members will share equally in the mentoring stipend.

C. Administrators will, under no circumstances, ask teachers to comment upon or evaluate, formally or informally, the mentoring candidate.

ARTICLE 35
INRS

Regulations adopted by the Spotswood Board of Education in April 2008, shall define the scope, limitations, procedures, and membership of the INRS Committees

ARTICLE 36
MISCELLANEOUS PROVISIONS

A. General

1. The Superintendent shall make available a district personnel directory annually which shall be available to each staff member. Said directory shall list each staff member, address, available telephone number and district assignment.

2. Each party shall equally share the cost of reproducing this Agreement. This Agreement shall be given to all employees covered by this Agreement.

3. If any provision of this 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 of the Agreement shall continue in full force and effect.

4. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision of this Agreement, either party shall do so at file following address:

a. If by Association, to the Board at

Administrative Offices

105 Summerhill Road

Spotswood, N.J. 08884

b. If by the Board to Association at the school address of the Association President.

B. Teachers

Except as this Agreement provides, all sections of this Agreement applicable at the beginning of this Agreement, shall remain in force for the full duration of said Agreement. Unless otherwise indicated, nothing in this Agreement shall be interpreted to eliminate from any teacher benefits or reduce or detract any teacher benefits existing within this Agreement and provided by statute.

C. FACILITY Employees

1. Snow Days: At the discretion of the Superintendent, any Facility employee not reporting to work will lose a day's pay.

2. The Board will schedule an in-service day for Facility employees.

3. All buildings will be equipped with an appropriate number of lockers for full time Facility employees.

ARTICLE 37

DURATION

A. The provisions of this Agreement shall become effective on July 1, 2011, and shall continue and remain in full force and effect until June 30, 2014.

IN WITNESS WHEREOF, the parties hereunto set their hands and seals this ________ day of _______________________________, 2011.

FOR THE ASSOCIATION: FOR THE BOARD:

President President

Secretary Secretary

Guides
2011-2014 Teachers

		Year 1		Year 2		Year 3
Job Title	NEW STEP #	OLD STEP #	Salary	Step	Salary	Step	Salary
Teacher BA	1	1.00	41,500.00	1.00	41,500.00	1.00	41,500.00
	2	2.00	42,500.00	2.00	42,500.00	2.00	42,500.00
	3	3.00	43,500.00	3.00	43,500.00	3.00	43,500.00
	4	4.00	44,500.00	4.00	44,500.00	4.00	44,500.00
	5	5.00	46,500.00	5.00	46,500.00	5.00	46,500.00
	6	6.00	48,500.00	6.00	48,500.00	6.00	48,500.00
	7	7.00	50,500.00	7.00	50,500.00	7.00	50,500.00
	8	8.00	53,500.00	8.00	53,500.00	8.00	53,500.00
	9	9.00	56,500.00	9.00	56,500.00	9.00	56,500.00
	10	9B	58,200.00	9B	58,200.00	9b	58,200.00
	11	10.00	60,500.00	10.00	60,500.00	10.00	60,500.00
	12	10b	62,500.00	10b	62,500.00	10b	62,500.00
	13	11.00	65,500.00	11.00	65,500.00	11.00	65,500.00
	14	11b	67,200.00	11b	67,200.00	11b	67,200.00
	15	12.00	70,750.00	12.00	70,750.00	12.00	70,750.00
	16	12b	71,950.00	12b	71,950.00	12b	71,950.00
	17	13.00	74,700.00	13.00	74,700.00	13.00	74,700.00
	18	14.00	77,500.00	14.00	77,500.00	14.00	77,500.00
	19			15.00	79,000.00	15.00	79,000.00
	20					16.00	80,500.00
TEACHER BA +15	1	1.00	42,000.00	1.00	42,000.00	1.00	42,000.00
	2	2.00	43,000.00	2.00	43,000.00	2.00	43,000.00
	3	3.00	44,000.00	3.00	44,000.00	3.00	44,000.00
	4	4.00	45,000.00	4.00	45,000.00	4.00	45,000.00
	5	5.00	47,000.00	5.00	47,000.00	5.00	47,000.00
	6	6.00	49,000.00	6.00	49,000.00	6.00	49,000.00
	7	7.00	51,000.00	7.00	51,000.00	7.00	51,000.00
	8	8.00	54,000.00	8.00	54,000.00	8.00	54,000.00
	9	9.00	57,000.00	9.00	57,000.00	9.00	57,000.00
	10	9b	58,700.00	9B	58,700.00	9B	58,700.00
	11	10.00	61,000.00	10.00	61,000.00	10.00	61,000.00
	12	10b	63,000.00	10b	63,000.00	10b	63,000.00
	13	11.00	66,000.00	11.00	66,000.00	11.00	66,000.00
	14	11b	67,700.00	11b	67,700.00	11b	67,700.00
	15	12.00	71,250.00	12.00	71,250.00	12.00	71,250.00
	16	12b	72,450.00	12b	72,450.00	12b	72,450.00
	17	13.00	75,200.00	13.00	75,200.00	13.00	75,200.00
	18	14.00	78,000.00	14.00	78,000.00	14.00	78,000.00
	19			15.00	79,500.00	15.00	79,500.00
	20					16.00	81,000.00

Teacher MA	1	1.00	42,500.00	1.00	42,500.00	1.00	42,500.00
	2	2.00	43,500.00	2.00	43,500.00	2.00	43,500.00
	3	3.00	44,500.00	3.00	44,500.00	3.00	44,500.00
	4	4.00	45,500.00	4.00	45,500.00	4.00	45,500.00
	5	5.00	47,500.00	5.00	47,500.00	5.00	47,500.00
	6	6.00	49,500.00	6.00	49,500.00	6.00	49,500.00
	7	7.00	51,500.00	7.00	51,500.00	7.00	51,500.00
	8	8.00	54,500.00	8.00	54,500.00	8.00	54,500.00
	9	9.00	57,500.00	9.00	57,500.00	9.00	57,500.00
	10	9b	59,200.00	9B	59,200.00	9B	59,200.00
	11	10.00	61,500.00	10.00	61,500.00	10.00	61,500.00
	12	10b	63,500.00	10b	63,500.00	10b	63,500.00
	13	11.00	66,500.00	11.00	66,500.00	11.00	66,500.00
	14	11b	68,200.00	11b	68,200.00	11b	68,200.00
	15	12.00	71,750.00	12.00	71,750.00	12.00	71,750.00
	16	12b	72,950.00	12b	72,950.00	12b	72,950.00
	17	13.00	75,700.00	13.00	75,700.00	13.00	75,700.00
	18	14.00	78,500.00	14.00	78,500.00	14.00	78,500.00
	19			15.00	80,000.00	15.00	80,000.00
	20					16.00	81,500.00
MA – Off Guide		OG	79,722.00	OG	81,222.00	OG	82,722.00

Teacher MA +30	1	1.00	43,000.00	1.00	43,000.00	1.00	43,000.00
	2	2.00	44,000.00	2.00	44,000.00	2.00	44,000.00
	3	3.00	45,000.00	3.00	45,000.00	3.00	45,000.00
	4	4.00	46,000.00	4.00	46,000.00	4.00	46,000.00
	5	5.00	48,000.00	5.00	48,000.00	5.00	48,000.00
	6	6.00	50,000.00	6.00	50,000.00	6.00	50,000.00
	7	7.00	52,000.00	7.00	52,000.00	7.00	52,000.00
	8	8.00	55,000.00	8.00	55,000.00	8.00	55,000.00
	9	9.00	58,000.00	9.00	58,000.00	9.00	58,000.00
	10	9b	59,700.00	9b	59,700.00		59,700.00
	11	10.00	62,000.00	10.00	62,000.00	10.00	62,000.00
	12	10b	64,000.00	10b	64,000.00	10b	64,000.00
	13	11.00	67,000.00	11.00	67,000.00	11.00	67,000.00
	14	11b	68,700.00	11b	68,700.00	11b	68,700.00
	15	12.00	72,250.00	12.00	72,250.00	12.00	72,250.00
	16	12b	73,450.00	12b	73,450.00	12b	73,450.00
	17	13.00	76,200.00	13.00	76,200.00	13.00	76,200.00
	18	14.00	79,000.00	14.00	79,000.00	14.00	79,000.00
	19			15.00	80,500.00	15.00	80,500.00
	20					16.00	82,000.00

Teacher Doct	1	1.00	43,500.00	1.00	43,500.00	1.00	43,500.00
	2	2.00	44,500.00	2.00	44,500.00	2.00	44,500.00
	3	3.00	45,500.00	3.00	45,500.00	3.00	45,500.00
	4	4.00	46,500.00	4.00	46,500.00	4.00	46,500.00
	5	5.00	48,500.00	5.00	48,500.00	5.00	48,500.00
	6	6.00	50,500.00	6.00	50,500.00	6.00	50,500.00
	7	7.00	52,500.00	7.00	52,500.00	7.00	52,500.00
	8	8.00	55,500.00	8.00	55,500.00	8.00	55,500.00
	9	9.00	58,500.00	9.00	58,500.00	9.00	58,500.00
	10	9b	60,200.00	9b	60,200.00	9b	60,200.00
	11	10.00	62,500.00	10.00	62,500.00	10.00	62,500.00
	12	10b	64,500.00	10b	64,500.00	10b	64,500.00
	13	11.00	67,500.00	11.00	67,500.00	11.00	67,500.00
	14	11b	69,200.00	11b	69,200.00	11b	69,200.00
	15	12.00	72,750.00	12.00	72,750.00	12.00	72,750.00
	16	12b	73,950.00	12b	73,950.00	12b	73,950.00
	17	13.00	76,700.00	13.00	76,700.00	13.00	76,700.00
	18	14.00	79,500.00	14.00	79,500.00	14.00	79,500.00
	19			15.00	81,000.00	15.00	81,000.00
	20					16.00	82,500.00

	PARA PROFESSIONALS


	2011-2012 2012-20132013-2014
1	$12.88$13.53$14.18
2	$13.53$14.18$14.83
2b	$14.18$14.83$15.48
3	$14.83$15.48$16.13
3b	$15.48$16.13$16.78
4	$16.13$16.78$17.43
5	$16.78$17.43$18.08
6	$17.43$18.08$18.73
7	$18.08$18.73$19.38
8	$18.73$19.38$20.03
9	$19.38$20.03$20.68
10	$20.03$20.68$21.33
11	$20.68$21.33$21.98
12	$21.33$21.98$22.63
13	$21.98$22.63$23.28
14	$22.63$23.28$23.93

$21.28	$21.93$22.58$23.23
$21.58	$22.23$22.88$23.53
$22.58	$23.23$23.88$24.53

2011 - 2014 Facilities Staff Guide


Job Title # of staff 2011-2012 2012-2013 2013-2014
Facility A - 34,245.31 34,930.21 35,803.47
1.00 35,355.00 36,062.10 36,963.65
1.00 42,258.55 43,103.72 44,181.31
7.00 46,543.73 47,474.61 48,661.47

Facility B - 35,714.35 36,428.64 37,339.35
1.00 36,830.36 37,566.97 38,506.15
1.00 41,691.68 42,525.52 43,588.66
1.00 48,074.77 49,036.27 50,262.17

Facility C - 37,181.28 37,924.91 38,873.03
2.00 38,308.88 39,075.06 40,051.94
1.00 43,194.45 44,058.34 45,159.80
1.00 45,322.76 46,229.22 47,384.95
5.00 49,607.96 50,600.11 51,865.12

NO STEP MOVEMENT FROM YEAR TO YEAR

Facility Staff Merit Pay Guidelines

Maximum Points: 8

Perfect Attendance: 3
Compliance with District
policies and conduct code 2
No Tardiness 1
Uniform worn daily 1
Additional course study/Prof. Dev 1

8 points = full increase per guide and merit bonus $250
5 points = 100% increase per guide
4 points = 75% increase per guide
Less than 4 points – no increase

Year one everyone gets the benefit of 8 points and no merit bonus.

Tracking and documentation will be the responsibility of the Buildings and Grounds Supervisors.

Secretarial
2011-2014	Year 1		Year 2	Year 3
Job Title	# of staff	Salary		Salary	Salary
SECRETARIES SEC-10	2.86	32,104.33		32,746.41	33,565.08
	0.83	35,715.31		36,429.62	37,340.36
	0.83	36,992.43		37,732.27	38,675.58
	0.83	38,269.55		39,034.94	40,010.81
	1.00	39,521.33		40,311.76	41,319.55
SEC-10-OFFGUIDE	1.00	39,638.24		40,431.00	41,441.78

SECRETARIES SEC-12	0.83	40,862.36		41,679.60	42,721.59

SECRETARIES BUSINESS		46,657.34		47,590.48	48,780.25
	1.00	54,319.54		55,405.93	56,791.08

NO STEP MOVEMENT FROM YEAR TO YEAR

ADMINISTRATIVE ASSISTANT
		Staff	2011-2012	2012-20132013-2014

	12 MONTHS	4	50,160.00	51,163.00 52,187.00

	10 MONTHS	1	41,000.00	41,820.00 42,656.00


	All 10 month Administrative Assistants must work the last five
	days immediately preceding the opening of school.

NO STEP MOVEMENT FROM YEAR TO YEAR

Secretarial/Administrative Assistant Merit Pay Guidelines

Maximum Points: 8

All Prior Approved Absences: 3
A. 1 unapproved absence 2
B. 2 or more unapproved absences 1

Compliance with District Polices
And conduct code 2
No Tardiness 1
Volunteer efforts for school function/activity 1
Additional course study for prof. dev. 1
(includes participation in
Offerings during District
In Service, participation in
Approved off site courses.
Approval will be granted provided
The course has relevancy to the position)

8 points = full increase per guide and merit bonus of $250
5 points – 100% of guide increase
3 points = 80% of guide increase
Less than 3 points is no increase

Year one everyone gets the benefit of 8 points and no merit bonus

Tracking and documentation will be the responsibility of the Building Administrators and immediate Supervisors.

INDEX
Adoptions 30
Assaults 39
"As Assigned" Periods 15
Assignments 34
Association Dues 50

Bereavement Leave 25

Child-Rearing Leave 28
Co-Curricular Compensation 45
Coffee Breaks 18
Direct Deposit 45
Disability Leave 27
Dismissal Procedures 12
Eight-Period Day 15
Employee Rights 11
Evaluations 35
Evening Events 15
Experience Credit 42
Extracurricular Guides 62

Grievance Procedures 6

Holiday/FACILITY & SECRETARIAL/ADMINISTRATIVE ASSISTANT 25
Home Instruction 47

Insurance:
Health/Hospitalization 48
Dental 48
Prescription 48

Jury Duty 25

Legal Proceedings 25

Meetings 17
Mentoring 52
Military Leave/Teachers 31
Military Service 25

Non-Renewal/Teachers 12
Non-Teaching Duties 38

Other Leaves-Teachers 31
Overtime 19

Pay Procedures 44
Personal Leave 23
Unused Payment 24
Personnel Records 37
Preparation Time 16
Pupil Assistance Committee 53

Reimbursements:
Automobile Use 46
Medical 40

Personal Property Damages 41
Tuition 49

Resignation 12

Sabbatical Leaves/Teachers 30
Salary Guides:
Paraprofessional 59
Teachers 56
SECRETARIAL/ADMINISTRATIVE ASSISTANT 61
FACILITY 60
Sick Leave 21
Accumulated Payment 22
Sixth Period 15
Stipends/Other Compensations:
Special Stipend 46
Night Work 47
Longevity Stipends 47
Substitutes 40
Surrounding Holiday Use 24

Teaching Hours 14
Transfers/Reassignments 34
Transportation Payment 46

Uniforms 47
Union Representation 11
Unpaid Leave/Family Illness 27

Vacancies 33
FACILITY 33
SECRETARIAL/ADMINISTRATIVE ASSISTANT 33
Work Year 14

Guides 2011-2014 Teachers’ Salary Guide

Job Title	If in 2010 you were on step #	In 2011 you are on step #	Which equals this step in our new guide	Year 1Salary	Step #	Year 2 Salary	Step #	Year 3 Salary
Teacher BA	1	1	1	41,500.00	1	41,500.00	1	41,500.00
	2	2	2	42,500.00	2	42,500.00	2	42,500.00
	3	3	3	43,500.00	3	43,500.00	3	43,500.00
	4	4	4	44,500.00	4	44,500.00	4	44,500.00
	5	5	5	46,500.00	5	46,500.00	5	46,500.00
	6	6	6	48,500.00	6	48,500.00	6	48,500.00
	7	7	7	50,500.00	7	50,500.00	7	50,500.00
	8	8	8	53,500.00	8	53,500.00	8	53,500.00
	9	9	9	56,500.00	9	56,500.00	9	56,500.00
			10	58,200.00	10	58,200.00	10	58,200.00
	10	10	11	60,500.00	11	60,500.00	11	60,500.00
			12	62,500.00	12	62,500.00	12	62,500.00
	11	11	13	65,500.00	13	65,500.00	13	65,500.00
			14	67,200.00	14	67,200.00	14	67,200.00
	12	12	15	70,750.00	15	70,750.00	15	70,750.00
			16	71,950.00	16	71,950.00	16	71,950.00
			17	74,700.00	17	74,700.00	17	74,700.00
	13	14	18	77,500.00	18	77,500.00	18	77,500.00
			19		19	79,000.00	19	79,000.00
			20		20		20	80,500.00

Job Title	If in 2010 you were on step #	In 2011 you are on step #	Which equals this step in our new guide	Year 1Salary	Step #	Year 2 Salary	Step #	Year 3 Salary
TEACHER BA +15	1	1	1	42,000.00	1	42,000.00	1	42,000.00
	2	2	2	43,000.00	2	43,000.00	2	43,000.00
	3	3	3	44,000.00	3	44,000.00	3	44,000.00
	4	4	4	45,000.00	4	45,000.00	4	45,000.00
	5	5	5	47,000.00	5	47,000.00	5	47,000.00
	6	6	6	49,000.00	6	49,000.00	6	49,000.00
	7	7	7	51,000.00	7	51,000.00	7	51,000.00
	8	8	8	54,000.00	8	54,000.00	8	54,000.00
	9	9	9	57,000.00	9	57,000.00	9	57,000.00
			10	58,700.00	10	58,700.00	10	58,700.00
	10	10	11	61,000.00	11	61,000.00	11	61,000.00
			12	63,000.00	12	63,000.00	12	63,000.00
	11	11	13	66,000.00	13	66,000.00	13	66,000.00
			14	67,700.00	14	67,700.00	14	67,700.00
	12	12	15	71,250.00	15	71,250.00	15	71,250.00
			16	72,450.00	16	72,450.00	16	72,450.00
			17	75,200.00	17	75,200.00	17	75,200.00
	13	14	18	78,000.00	18	78,000.00	18	78,000.00
			19		19	79,500.00	19	79,500.00
			20		20		20	81,000.00

Job Title	If in 2010 you were on step #	In 2011 you are on step #	Which equals this step in our new guide	Year 1Salary	Step #	Year 2 Salary	Step #	Year 3 Salary
Teacher MA	1	1	1	42,500.00	1	42,500.00	1	42,500.00
	2	2	2	43,500.00	2	43,500.00	2	43,500.00
	3	3	3	44,500.00	3	44,500.00	3	44,500.00
	4	4	4	45,500.00	4	45,500.00	4	45,500.00
	5	5	5	47,500.00	5	47,500.00	5	47,500.00
	6	6	6	49,500.00	6	49,500.00	6	49,500.00
	7	7	7	51,500.00	7	51,500.00	7	51,500.00
	8	8	8	54,500.00	8	54,500.00	8	54,500.00
	9	9	9	57,500.00	9	57,500.00	9	57,500.00
			10	59,200.00	10	59,200.00	10	59,200.00
	10	10	11	61,500.00	11	61,500.00	11	61,500.00
			12	63,500.00	12	63,500.00	12	63,500.00
	11	11	13	66,500.00	13	66,500.00	13	66,500.00
			14	68,200.00	14	68,200.00	14	68,200.00
	12	12	15	71,750.00	15	71,750.00	15	71,750.00
			16	72,950.00	16	72,950.00	16	72,950.00
			17	75,700.00	17	75,700.00	17	75,700.00
	13	14	18	78,500.00	18	78,500.00	18	78,500.00
			19		19	80,000.00	19	80,000.00
			20		20		20	81,500.00
MA – Off Guide	OG	OG	OG	79,722.00	OG	81,222.00	OG	82,722.00

Job Title	If in 2010 you were on step #	In 2011 you are on step #	Which equals this step in our new guide	Year 1Salary	Step #	Year 2 Salary	Step #	Year 3 Salary
Teacher MA +30	1	1	1	43,000.00	1	43,000.00	1	43,000.00
	2	2	2	44,000.00	2	44,000.00	2	44,000.00
	3	3	3	45,000.00	3	45,000.00	3	45,000.00
	4	4	4	46,000.00	4	46,000.00	4	46,000.00
	5	5	5	48,000.00	5	48,000.00	5	48,000.00
	6	6	6	50,000.00	6	50,000.00	6	50,000.00
	7	7	7	52,000.00	7	52,000.00	7	52,000.00
	8	8	8	55,000.00	8	55,000.00	8	55,000.00
	9	9	9	58,000.00	9	58,000.00	9	58,000.00
			10	59,700.00	10	59,700.00	10	59,700.00
	10	10	11	62,000.00	11	62,000.00	11	62,000.00
			12	64,000.00	12	64,000.00	12	64,000.00
	11	11	13	67,000.00	13	67,000.00	13	67,000.00
			14	68,700.00	14	68,700.00	14	68,700.00
	12	12	15	72,250.00	15	72,250.00	15	72,250.00
			16	73,450.00	16	73,450.00	16	73,450.00
			17	76,200.00	17	76,200.00	17	76,200.00
	13	14	18	79,000.00	18	79,000.00	18	79,000.00
			19		19	80,500.00	19	80,500.00
			20		20		20	82,000.00

Job Title	If in 2010 you were on step #	In 2011 you are on step #	Which equals this step in our new guide	Year 1Salary	Step #	Year 2 Salary	Step #	Year 3 Salary
Teacher Doct.	1	1	1	43,500.00	1	43,500.00	1	43,500.00
	2	2	2	44,500.00	2	44,500.00	2	44,500.00
	3	3	3	45,500.00	3	45,500.00	3	45,500.00
	4	4	4	46,500.00	4	46,500.00	4	46,500.00
	5	5	5	48,500.00	5	48,500.00	5	48,500.00
	6	6	6	50,500.00	6	50,500.00	6	50,500.00
	7	7	7	52,500.00	7	52,500.00	7	52,500.00
	8	8	8	55,500.00	8	55,500.00	8	55,500.00
	9	9	9	58,500.00	9	58,500.00	9	58,500.00
			10	60,200.00	10	60,200.00	10	60,200.00
	10	10	11	62,500.00	11	62,500.00	11	62,500.00
			12	64,500.00	12	64,500.00	12	64,500.00
	11	11	13	67,500.00	13	67,500.00	13	67,500.00
			14	69,200.00	14	69,200.00	14	69,200.00
	12	12	15	72,750.00	15	72,750.00	15	72,750.00
			16	73,950.00	16	73,950.00	16	73,950.00
			17	76,700.00	17	76,700.00	17	76,700.00
	13	14	18	79,500.00	18	79,500.00	18	79,500.00
			19		19	81,000.00	19	81,000.00
			20		20		20	82,500.00

CO-CURRICULAR POSITIONS
HIGH SCHOOL	2011-2012	2011-2012	2012-2013	2012-2013	2013-2014	2013-2014
	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2
Student Government Advisor	$2,234	$2,340	$2,234	$2,340	$2,234	$2,340
Senior Class Co-Advisors	$2,234	$2,340	$2,234	$2,340	$2,234	$2,340
Senior Class Co-Advisors	$2,234	$2,340	$2,234	$2,340	$2,234	$2,340
Junior Class Co-Advisors	$1,666	$1,773	$1,666	$1,773	$1,666	$1,773
Junior Class Co-Advisors	$1,666	$1,773	$1,666	$1,773	$1,666	$1,773
Sophomore Class Co-Advisors	$1,454	$1,525	$1,454	$1,525	$1,454	$1,525
Sophomore Class Co-Advisors	$1,454	$1,525	$1,454	$1,525	$1,454	$1,525
Freshman Class Co-Advisors	$1,383	$1,454	$1,383	$1,454	$1,383	$1,454
Freshman Class Co-Advisors	$1,383	$1,454	$1,383	$1,454	$1,383	$1,454
Yearbook Advisor	$3,511	$3,834	$3,511	$3,834	$3,511	$3,834
Yearbook Business Manager	$2,092	$2,234	$2,092	$2,234	$2,092	$2,234
National Honor Society Advisor	$1,490	$1,560	$1,490	$1,560	$1,490	$1,560
Newspaper Advisor	$3,406	$3,548	$3,406	$3,548	$3,406	$3,548
Literary Magazine Advisor	$1,630	$1,701	$1,630	$1,701	$1,630	$1,701
Drama Club	$3,971	$4,115	$3,971	$4,115	$3,971	$4,115
Ass't Drama Club	$1,935	$2,008	$1,935	$2,008	$1,935	$2,008
Choreographer	$963	$1,025	$963	$1,025	$963	$1,025
Music Director	$2,836	$2,980	$2,836	$2,980	$2,836	$2,980
Conductor	$850	$921	$850	$921	$850	$921
Set Construction	$1,879	$1,950	$1,879	$1,950	$1,879	$1,950
Chorus Advisor 7-12	$2,269	$2,376	$2,269	$2,376	$2,269	$2,376
Band Director	$4,363	$4,577	$4,363	$4,577	$4,363	$4,577
Jazz Band Director	$2,698	$2,908	$2,698	$2,908	$2,698	$2,908
Assistant Band Director	$2,980	$3,121	$2,980	$3,121	$2,980	$3,121
Equipment Manager	$2,128	$3,227	$2,128	$3,227	$2,128	$3,227
DECA Advisor	$1,549	$1,606	$1,549	$1,606	$1,549	$1,606
Science League Advisor	$1,519	$1,591	$1,519	$1,591	$1,519	$1,591
Math League	$1,519	$1,591	$1,519	$1,591	$1,519	$1,591
Academic Team Advisor	$813	$844	$813	$844	$813	$844
After School Detention (1/2 hr)	$19	$19	$19	$19	$19	$19
Octagon Club	$1,156	$1,264	$1,156	$1,264	$1,156	$1,264
History Club	$1,519	$1,591	$1,519	$1,591	$1,519	$1,591
SADD	$1,156	$1,264	$1,156	$1,264	$1,156	$1,264
Science Safety Officer	$1,560	$1,630	$1,560	$1,630	$1,560	$1,630
Spirit Week Coordinator	$311	$414	$311	$414	$311	$414
Costume Manager	$626	$681	$626	$681	$626	$681
Drama Business Manager	$733	$815	$733	$815	$733	$815
Webmaster	$9,000	$9,000	$9,000	$9,000	$9,000	$9,000
Acellus Lab Supervision/per session	26.01	26.01	$26.01	$26.01	26.01	26.01
TV and RADIO Director	$12,240.00	$12,484.80	$12,240.00	$12,484.80	$12,240.00	$12,484.80
Film Club	$936.36	$973.81	$936.36	$973.81	$936.36	$973.81
Robotics	$3,672.00	$3,745.44	$3,672.00	$3,745.44	$3,672.00	$3,745.44
Mr. Spotswood	$816.00	$832.32	$816.00	$832.32	$816.00	$832.32
Environmental Science	$1,560.00	$1,630.00	$1,560.00	$1,630.00	$1,560.00	$1,630.00
International Club	$1,560.00	$1,630.00	$1,560.00	$1,630.00	$1,560.00	$1,630.00
Boys Basketball Head Coach	$6,697	$7,059	$6,764	$7,130	$6,764	$7,130
Girls Basketball Head Coach	$6,697	$7,059	$6,764	$7,130	$6,764	$7,130
Boys Basketball Ass't Coach	$4,488	$4,742	$4,533	$4,789	$4,533	$4,789
Boys Basketball Ass't Coach	$4,488	$4,742	$4,533	$4,789	$4,533	$4,789
Girls Basketball Ass't Coach	$4,488	$4,742	$4,533	$4,789	$4,533	$4,789
Girls Basketball Ass't Coach	$4,488	$4,742	$4,533	$4,789	$4,533	$4,789
Baseball Head Coach	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Baseball Ass't Coach	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Baseball Ass't Coach	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Softball Head Coach	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Softball Ass't Coach	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Softball Assistant Coach	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Head Cross Country	$5,429	$5,718	$5,484	$5,775	$5,484	$5,775
Ass't Cross Country	$3,581	$3,872	$3,617	$3,911	$3,617	$3,911
Cheerleading-fall	$4,993	$5,000	$5,043	$5,050	$5,043	$5,050
Cheerleading-winter	$4,993	$5,000	$5,043	$5,050	$5,043	$5,050
Ass't Cheerleading	$3,000	$3,088	$3,118	$3,030	$3,118	$3,030
Head Football Coach	$7,241	$7,819	$7,313	$7,898	$7,313	$7,898
Ass't Football	$4,812	$5,210	$4,860	$5,262	$4,860	$5,262
Ass't Football	$4,812	$5,210	$4,860	$5,262	$4,860	$5,262
Ass't Football	$4,812	$5,210	$4,860	$5,262	$4,860	$5,262
Ass't Football	$4,812	$5,210	$4,860	$5,262	$4,860	$5,262
Ass't Football	$4,812	$5,210	$4,860	$5,262	$4,860	$5,262
Head Boys Soccer	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Head Girls Soccer	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Ass't Boys Soccer	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Ass't Boys Soccer	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Ass't Girls Soccer	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Ass't Girls Soccer	$4,051	$4,275	$4,092	$4,318	$4,092	$4,318
Head Girls Tennis - Fall	$4,596	$4,851	$4,642	$4,900	$4,642	$4,900
Head Boys Tennis - Spring	$4,596	$4,851	$4,642	$4,900	$4,642	$4,900
Head Boys/Girls Winter Track	$5,755	$6,045	$5,812	$6,105	$5,812	$6,105
Ass't Winter Track	$3,835	$4,016	$3,874	$4,056	$3,874	$4,056
Head Girls Winter Track	$5,755	$6,045	$5,812	$6,105	$5,812	$6,105
Ass't Winter Track	$3,835	$4,016	$3,874	$4,056	$3,874	$4,056
Head Boys/Girls Spring Track	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Ass't Spring Track	$4,052	$4,273	$4,093	$4,316	$4,093	$4,316
Head Girls Spring Track	$6,045	$6,368	$6,105	$6,432	$6,105	$6,432
Ass't Spring Track	$4,052	$4,275	$4,093	$4,318	$4,093	$4,318
Strength Coach	$5,974	$6,156	$6,034	$6,217	$6,034	$6,217
Head Wrestling	$5,827	$6,045	$5,886	$6,105	$5,886	$6,105
Ass't Wrestling	$3,872	$4,016	$3,911	$4,056	$3,911	$4,056
Golf	$4,596	$4,851	$4,642	$4,900	$4,642	$4,900
CO-CURRICULAR POSITIONS
MEMORIAL SCHOOL	2011-2012	2011-2012	2012-2013	2012-2013	2013-2014	2013-2014
	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2
Student Government	$1,587	$1,666	$1,587	$1,666	$1,587	$1,666
Yearbook	$1,856	$1,948	$1,856	$1,948	$1,856	$1,948
Drama Club	$2,158	$2,244	$2,158	$2,244	$2,158	$2,244
Drama Club	$2,158	$2,244	$2,158	$2,244	$2,158	$2,244
Math League	$1,623	$1,704	$1,623	$1,704	$1,623	$1,704
8th Grade Advisor	$1,509	$1,583	$1,509	$1,583	$1,509	$1,583
Homework Center	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Detention	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Set Construction	$271	$284	$271	$284	$271	$284
Newspaper	$1,842	$1,934	$1,842	$1,934	$1,842	$1,934
AM Supervision/per half hr	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Junior National Honor Society	$1,300.50	$1,365.53	$1,300.50	$1,365.53	$1,300.50	$1,365.53
Girls Basketball	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Boys Basketball	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Softball	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Cheerleading	$1,604	$1,687	$1,621	$1,704	$1,621	$1,704
Baseball	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Wrestling	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Girls Soccer	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Boys Soccer	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627
Cross Country	$2,478	$2,601	$2,502	$2,627	$2,502	$2,627

CO-CURRICULAR POSITIONS
APPLEBY/SCHOENLY SCHOOLS	2011-2012	2011-2012	2012-2013	2012-2013	2013-2014	2013-2014
	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2	LEVEL 1	LEVEL 2
Drama Club	$2,158	$2,244	$2,158	$2,244	$2,158	$2,244
Drama Club	$2,158	$2,244	$2,158	$2,244	$2,158	$2,244
Set Construction	$308	$313	$308	$313	$308	$313
Chorus-Appleby	$2,158	$2,244	$2,158	$2,244	$2,158	$2,244
Band	$3,617	$3,762	$3,617	$3,762	$3,617	$3,762
Safety Patrol	$1,898	$1,974	$1,898	$1,974	$1,898	$1,974
Science Material Coordinator	$769	$799	$769	$799	$769	$799
Lunchroom Monitor/ 1/2 hr	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Detention Monitor/ 1/2 hr	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Appleby Park Lot Supervision/ 1/2 hr	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Appleby A.M. Supervision/ 1/2 hr	$18.97	$18.97	$18.97	$18.97	$18.97	$18.97
Chorus - Schoenly	$507	$526	$507	$526	$507	$526
Celebration of the Arts	$507	$526	$507	$526	$507	$526
Celebration of the Arts	$507	$526	$507	$526	$507	$526
Family Science	$844	$878	$844	$878	$844	$878
Family Science	$844	$878	$844	$878	$844	$878
Family Math	$844	$878	$844	$878	$844	$878
Family Math	$844	$878	$844	$878	$844	$878
Appleby Science Expo	$516	$537	$516	$537	$516	$537
Science Expo Asst.	$258	$268	$258	$268	$258	$268
Fifth Grade Class Advisor	$255	$265	$255	$265	$255	$265
Drama Club Business Manager	$216	$225	$216	$225	$216	$225


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