Superintendent, business administrators, principals, directors of student services, certified supervisors, office personnel and supervisory maintenance personnel assigned to the Board of Education, cafeteria employees, teacher aides and psychologist.
Per diem, part-time, and hourly employees other than employees in ‘A’ above, and all other employees of the Board.

Representatives of the Board and the Association’s negotiating committee shall meet at the request of either party for the purpose of clarifying any questions that may arise concerning the administration of the Agreement. These meetings are not intended to bypass the grievance procedure.

Each party shall submit to the other, at least three (3) days prior to such a meeting, an agenda covering matters they wish to discuss.

These meetings between the parties shall be scheduled, whenever possible, to take place when the teachers involved are free from assigned instructional responsibilities, unless otherwise agreed.

Should a mutually acceptable amendment to this Agreement be negotiated by the parties, it shall be reduced to writing, be signed by the Board and the Association, and be adopted by the Board.

The term “grievance” means a complaint by any employee or the Association that, as to him or the Association, there has been an inequitable, improper, or unjust application, interpretation, or violation of a policy, agreement, or administrative decision affecting said employee, Association or group of employees.
The term “grievance” and the procedure relative thereto, shall not be deemed applicable in the following instances:

1. The failure or refusal of the Board to renew a contract of a non-tenured employee, provided evaluation procedures have been following in according with the Board of Education policy as stated in Schedule F;

2. In matters prescribed either by law, or by any rule, regulation, or by decision of the State Commissioner of Education or the State Board of Education, or by the courts of the State of New Jersey;

3. In matters involving the sole and unlimited discretion of the Board, except that employees not satisfied with a decision rendered at Level One. That is, by informal discussion with a principal or immediate supervisor, employees may proceed with a grievance as far as Level Three, without prejudice.

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the grievances that may from time to time arise affecting the welfare or terms and conditions of employment of employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment.

1. a. Since it is important that grievances be processed as rapidly as
possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

A grievance shall be initiated within ten (10) school days following the act or condition that is the basis of a complaint.

When an employee learns of an act or condition which is grievable to him, and when it is impossible to satisfy the ten (10) school day limitation, he shall file the grievance within ten 10) school days of the time he learned or was informed of such act or condition.

A grievance that cannot be processed within the ten (10) school day limit above in 1.c. because of the close of school or the expiration date of the contract may still be processed as any other grievance. If there is no successor agreement in force at this time, the grievance shall be processed under the most recent agreement.

If a grievance is in process at the time a successor agreement goes into effect, the balance of the processing for that grievance shall be under the terms in effect at the time the processing was started.

Level One
An employee with a grievance shall first discuss it with his principal or immediate superior, either directly or through the Association’s designated representative, with the objective of resolving the matter informally. Decisions rendered at Level One which are unsatisfactory to the employee and all decisions rendered at subsequent levels of the Grievance Procedure shall be in writing, setting forth the decisions and reasons therefore, and shall be transmitted promptly to the employee, the Superintendent, and to the Association.

Level Two
If the employee is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within five (5) days of school after presentation of the grievance, he may file the grievance, in writing, with the Association within five (5) school days after decision at Level One or ten (10) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the Association shall refer it to the Superintendent of Schools.

Level Three
Should the employee or group of employees or the Association not be satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within five (5) school days after the grievance was delivered to the Superintendent, he/they may, within five (5) school days after the decision by the Superintendent, which shall include supporting reasons, or ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, request in writing, that the Association submit the grievance to the Board of Education.

Level Four
If the Association takes the grievance to the Board of Education, it shall do so within ten (10) days after the Association receives the request from the employee or group of employees or itself. There shall be submitted by the appellant copies of written records of appeals and decisions made in Level One and Two. A copy of these records shall also be furnished to the Superintendent, to the adverse party, and to the Association.

If the appellant, in his appeal to the Board, does not request a hearing, the Board may consider the appeal on the written record submitted to it, or the Board may, on its own, conduct a hearing, or it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties who shall have the right to reply thereto. Where the appellant requests, in writing, a hearing before the Board, a hearing shall be held.

The Board shall make a determination within fifteen (15) days from the receipt of the grievance and shall, in writing, with supporting reasons, notify the employee, his representative if there be one, the principal, and the Superintendent of its determination. This time period may be extended by mutual agreement of the parties.

If the appellant and the Association so desire, they may, within fifteen (15) days following the report of the Board, request binding arbitration. Failure to file within said time shall constitute a bar to such arbitration unless the teacher and the Board shall mutually agree upon a longer time period within which to assert such a demand. The following procedure shall be used to secure the services of an arbitrator:

Either party may request the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the dispute in question.

If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list they may request the Public Employment Relations Commission to submit a second roster of names.

If the parties are unable to determine within ten (10) school days of the initial request for arbitration, a mutually satisfactory arbitrator from the second submitted list, the Public Employment Relations Commission may be requested by ether party to designate an arbitrator.

The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his decisions not later than twenty (20) days from the date of the close of the hearing, or if oral hearings have been waived, then from the date the final statements and proofs on the issues 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 decisions which require the commission of an act prohibited by law or which is a violation of the terms of this Agreement.

The arbitrator shall have no power to alter, modify, add to, or subtract from the provisions of this Agreement. His authority shall be limited to deciding whether a specific article and section of the Agreement has been violated and shall be subject to, in all cases, the rights, responsibilities and authority of the parties under the New Jersey School Law, Title 18A or the Rules and Regulations of the State Board of Education. The arbitrator shall not usurp the functions of the Board of Education or the proper exercise of its judgment and discretion under law and this Agreement.

The decisions of the arbitrator, if within the scope of his authority as above set forth, shall be final and binding.

In the event of mediation and/or arbitration, the costs of such services shall be shared equally by the parties and each of the parties shall bear his own expense in connection therewith.

Any employee or group of employees may be represented at all stages of the grievance procedure by himself/themselves, or, at his/their option, by a representative selected or approved by the Association. When Association representation is not requested, the Association shall have the right to be present at all stages of the grievance procedure.

No reprisals of any kind shall be taken by the Board or by any member of the administration against any employee, any building representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.

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

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

All meetings and hearing under this procedure shall not be conducted in public and shall include only such employees and their designated or selected representatives heretofore referred to in this Article.

If in the judgment of the Association, a grievance affects a group of employees, the Association may submit such grievance in writing to the Superintendent directly and the processing of such grievance shall be commenced at Level Three.

An appropriately furnished room shall be reserved for the exclusive use of the employees as an Employee Faculty Lounge. Although employees shall be expected to exercise reasonable care in maintaining the appearance and cleanliness of said lounge, it shall be regularly cleaned by the school’s custodial staff;

Well-lighted and clean employee rest rooms, separate for each sex, and separate from the student rest rooms;

A private dining area for the use of employees.

Each of the associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any association that changes the rate of its membership dues shall give the Board written notice prior to the effective date of such change.

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

The filing of notice of an employee’s withdrawal shall be prior to:
December 1^st, and become effective to halt deductions as of January 1^st next succeeding the date on which notice of withdrawal is filed; or
June 1^st and become effective to halt deductions as of July 1^st.

The following deduction schedule will be used for authorizations received after August 1^st:

For authorizations received after August 1^st, but prior to October 1^st, the first deduction should begin with November pay period, with deductions being retroactive for the September and October pay periods.

For authorization received after October 1^st, but prior to January 1^st, deductions should begin as of the February pay period and be based on five equal deductions of the total amount.

Authorization received after January 1^st, but prior to February 15^th, the first deduction should begin with the March pay

period, with deductions being retroactive for the February pay period, which places the employee on five equal monthly deductions of the total amount.

Association, the Board is required to deduct a "representation fee" from the salary of those employees who in accordance with Article I of this agreement are represented by the Association, but who choose not to join the Association. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative. Deductions shall not exceed 85% of the regular membership dues, fees and assessments deducted for employees who are members of the Association (see A. above).

2. On or about January 1^st each year, the Association (through NJEA) shall notify the Board, in writing of:

a. The amount of the fees and assessments charged by the Association to those paying the representation fee as determined by an impartial arbitrator in accordance with the law.

b. The names of covered employees who are members or have newly enrolled in membership and the names of employees who have chosen not to become members.

3. The Board shall deduct the representation fee required from all non-member covered employees and transmit these deducted funds to NJEA in the same manner that dues are transmitted for employees who are members of the Association. These deductions and payments to NJEA shall be made as follows unless a different deduction schedule is specifically required by statute: 20% of the total in February, 20% in March, 20% in April, 20% in May, 20% in June.

4. On or about the last day of each month, the Board shall submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding month. This list shall include names, Social Security numbers, job titles, dates of employment, and places of assignment for all such employees. The Board shall also notify the Association of any change in the status of an employee regarding transfer, leave of absence, return from leave, retirement, resignation, separation from employment or death. Likewise, the Association shall notify the Board on or before the last day of each month of any employees who have joined or resigned from the Association.




5. The Association hereby agrees to indemnify and save harmless the Board from any claim, suit or action of any nature, whatsoever, which may be brought at law or equity, or before an administrative agency with regard to or arising from the deduction from the salaries of any employee of any sum of money as a representation fee under the provisions of this agreement. In addition, the Board shall upon request make available to the PPBEA any and all public records pertaining to employee payroll or employment status of any employee covered.

2. 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 shall continue in full force and effect.

If by Association, to the Board at Cook’s Lane, Point Pleasant Beach.
If by the Board, to the President of the Association.

All members of the faculty and support staff are expected to present themselves in a professional manner, in clothing appropriate for their assignments. No later than the 1^st day of school in September, the Association and Board shall develop a set of expectations, which shall be distributed to all faculty and staff and posted in the faculty/staff lounges. These expectations will be reviewed annually.

G. Any staff member who secures and maintains a Commercial Driver’s License (CDL) and who voluntarily drives a school van at a time when they are not regularly scheduled to work shall be paid as follows: $15.00 per hour for driving plus an additional $15.00 for each after hours driving (of students) assignment accepted. If a staff member who holds a CDL is assigned to drive students in the van during hours they are scheduled to work, they will receive an additional $15.00. This would exclude staff members normally assigned to drive the van as part of their regular duties.

BOARD OF EDUCATION OF THE BOROUGH OF POINT PLEASANT BEACH

By James Ireland
President


By Brian Savage
Secretary

POINT PLEASANT BEACH EDUCATION ASSOCIATION, INC.

By Bill Whitman
President

Teachers shall indicate their presence for duty by placing their initials in the appropriate columns of the faculty “sign-in” roster.

The arrival and departure times for all elementary teachers (K-6) shall be 8:00 a.m. to 2:45 p.m. On Fridays or on days preceding a holiday or vacation, the teacher’s day shall end at the close of the student day. The high school teacher’s workday shall be continuous and shall not exceed seven (7) hours and twenty-five (25) minutes. For purposes of workday length and teaching load, 7^th and 8^th grade teachers shall be considered high school teachers. On Fridays or on days preceding a holiday or vacation, the teacher’s day shall be shortened by thirty (30) minutes wherever possible. On half-day workshops falling on Friday, Monday through Thursday hours will pertain.

If it becomes necessary because of the possible enrollment problem for the school year, the Association agrees that the Board may extend the normal school day – but not the length of any individual teacher’s day. Projected changes will be discussed with the Association prior to their adoption.

Assignments of individual teachers to any new schedule that may be found necessary by the Board shall be initially sought on a voluntary basis for regular teaching assignments. Should the Board be unable to obtain acceptance of a sufficient number of voluntary assignments, it shall have the right to make the teaching assignments on an involuntary basis, provided, however, that a teacher so assigned, who asserts undue personal hardship would result, may enter a complaint under the grievance procedure at Level Three and if he so desires obtain expedited arbitration of his grievance.

The weekly teaching load in the high school shall be the equivalent of thirty (30) teaching periods. Assignments to a supervised study period shall be considered a duty period for the purpose of this Article.

The weekly teaching load in the elementary school shall not exceed twenty-five (25) hours of assigned pupil contact.

Assignments shall be made at the discretion of the administration and within the area of teacher competency, teaching certificate, or their major or minor fields of study, except temporarily and/or for good cause.

Any high school teacher teaching six (6) or more classes will not be assigned a duty. Any high school teacher teaching six (6) or more classes will not be assigned a homeroom. Any high school teacher teaching six (6) or more classes who voluntarily accepts a homeroom assignment will be paid an annual stipend of $385.

C.

Teachers shall have a daily duty-free lunch period of one class period in length (45 minutes).

Teachers may leave the building without requesting permission during their scheduled duty-free lunch periods.

D.

1.

Elementary teachers may be required to remain after the end of the regular workday, without additional compensation, for the purpose of attending faculty or other professional meetings four (4) days each month. Such meetings shall begin no later than fifteen (15) minutes after the student dismissal time and shall run for no more than sixty (60) minutes. If additional time is required, students may be dismissed early.

High School teachers may be required to attend meetings four (4) days per month within the framework of a teacher’s day. Such meetings should not extend the teacher’s workday more than thirty (30) minutes.

Every fourth Monday between the time period the students are released and the teachers are to be released, the Association may conduct a meeting on the school grounds, the exact site to be agreed to by the Administration.

Where practical, the notice of an agenda for any meetings shall be given to the teachers involved at least two (2) days prior to the meeting. Teachers shall have the opportunity to suggest items for the agenda.

Teachers shall be compensated by the Board for professional duties on overnight field trips at the rate of fifty dollars ($50.00) over and above regular salary per night, in each year of this agreement. Overnight is defined to mean a trip where pupils are housed away from home from one evening to the following morning.

Teachers shall not be required to drive to activities that take place away from the school building. A teacher may do so voluntarily, however, with advanced approval of his principal or immediate supervisor. He shall be compensated at the rate of 31 cents or the IRS rate; whichever is greater per mile for the use of his own automobile. The school vehicles shall be used for transportation whenever feasible.

Some school functions apart from the normal school day require the presence and help of the teaching staff. No teacher shall be required to attend more than three (3) non-compensated evening functions in a given year. In the event a teacher is required to attend evening functions beyond the three stipulated above he/she will be compensated at the rate of $25.00 per hour or given compensatory time. The form of remuneration shall be determined by the Superintendent.

2. School dances in grades 9-12 will not be among the non-compensated evening events teachers are required to attend. School organizations sponsoring school dances shall include the cost of faculty chaperones among their expenses. If paid chaperones are needed, the principal will advertise the need to the faculty and select chaperones from among those expressing interest. In the event a faculty member volunteers to chaperone at a school dance at no charge to the sponsoring organization, and with the expressed advance agreement of the principal, the dance shall count as one of the teacher’s three required evening events noted in Section E.1.

1. Teacher Employment

Each teacher shall be placed on his proper step of the salary schedule, Schedule “A”, as of the beginning of the school year, in accordance with Paragraph 2 below.

Initial placement on the salary guide shall be determined by negotiations between the Board of Education and the new teacher.

Previously accumulated sick leave days shall be restored to all returning teachers.

Advancement on the salary guide shall not be considered automatic, but shall be subject to the terms and conditions set forth in 18A:29-14 N.J.S.A.

1. Salaries

The salaries of all teachers covered by this Agreement are set forth in Schedule “A”, which is attached hereto and made a part hereof.

Teachers shall be notified of their contract and salary status of the ensuing year no later than April 30^th.

1. Method of Payment

Teachers may individually select a method of payment from among the following:
Twenty (20) equal semi-monthly installments on the 15^th and last day of each month.

Have ten percent (10%) of their monthly salary deducted from their pay. The funds shall be paid as requested by each teacher.

1. on the final pay day of June.
1. in two equal payments, one July 15 and the other August 15.
1. In four equal payments – July 15, July 31, August 15, and August 31.

Teachers may individually elect to have monthly deductions made and sent to the Mon-Oc Teachers Credit Union.

2. No change in method of payment may be made after August 1 immediately preceding the opening of school.

1. Pay Dates

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

and/or subject assignments for the forthcoming year not later than

2. In the event that changes in such class and/or subject assignments are later proposed, any teacher affected shall be notified promptly in writing.

conducted openly and with full knowledge of the teacher.

2. Upon request, a teacher shall be given a copy of any class visit or evaluation report prepared by his evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the Superintendent’s Office, or 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.

1. With the exception of material obtained in confidence, the teacher shall be entitled to review the material in his file upon request; and, in addition, he shall see and initial any derogatory material prior to its placement into his personnel file. A teacher’s rebuttal may be attached.

a. Sick leave defined: Sick leave is hereby defined to mean the absence from his or her post of duty, of any such person because of personal disability due to sickness or injury, or because he or she has been excluded from school by the school district’s medical authorities on account of a contagious disease in his or her immediate household. (18A:30-1 N.J.S.A.)

b. Any teacher shall be allowed sick leave with full pay for a minimum of twelve (12) days in any school year. If any such teacher requires in any school year less than this specified number of days of sick leave with pay allowed, all days of such minimum sick leave not utilized that year shall be accumulative to be used for additional sick leave as needed in subsequent years.

c. Physicians’ Certificate: In case of sick leave claimed, a Board of Education may require a physician’s certificate to be filed with the Secretary of the Board of Education. (18A:30-4 N.S.J.A.)

d. Upon return from sick leave granted pursuant to A.1. above:

(1) a teacher shall maintain his previous tenure status and be placed on the next or appropriate step of the salary guide.

(2) all benefits to which a teacher was entitled at the time his sick leave commenced, including credits toward sabbatical eligibility, shall be restored to him upon his return, and he shall be assigned to the same position which he held at the time the sick leave commenced, if available, or, if not, to a substantially equivalent position.

e. Notification of Accumulation of Sick Leave

Teachers shall be given a written accounting of accumulated sick leave days no later than the first day of each school year.

2. Payment of Sick Leave for Service Connected Disability

Whenever any teacher, entitled to sick leave under this chapter, is absent from his post of duty as a result of a personal injury caused by an accident arising out of and in the course of his employment, his employer shall pay to such teacher the full salary or wages for the period of such absence for up to one calendar year without having such absence charged to the annual sick leave or the accumulated sick leave provided in sections 18A:30-2 and 18A:30-3. Salary or wage payments provided in this section shall be made for absence during the waiting period and during the period the teacher received or was eligible to receive a temporary disability benefit under Chapter 15 of Title 34, Labor and Workmen's Compensation, of the Revised Statutes. Any amount of salary or wages paid or payable to the teacher pursuant to this section shall be reduced by the amount of any Workmen's Compensation award made for temporary disability.

3. Pay for Unused Sick leave Days Upon Retirement

A teacher who retires shall be paid thirty ($30.00) dollars for each unused sick day up to a maximum of 300 days earned in the Point Pleasant Beach School System. In order to qualify for this benefit the teachers must:

a. have been employed a minimum of fifteen (15) years in the Point Pleasant Beach School System

b. notify the Board Secretary and Superintendent of Schools sixty (60) days prior to the effective date of their retirement, if possible; and

c. the Board has received notification from the New Jersey Pension and Annuity Fund filed with the Board Secretary.

These sick leave retirement funds will be paid to those who qualify
in July following their retirement date.

1. Each teacher shall be allowed up to five (5) days per year for leaves of absence for reasons other than those stated in Section A. The request for such days shall be in writing, addressed to the Superintendent. Two of these days may be requested with no given reason. Deduction in pay may be made if reasons for absence are not approved for any of the three remaining days covered in this section (B.1). In an emergency the request may be given orally to the principal, with a written request to be turned in upon return to school.

2. No leaves in pay will be granted the day before or the day after a vacation or holiday or after May 15^th except with the expressed approval of the Board or its designee.

3. Court Order: Appearance in court when required by subpoena, except where the teacher has instituted the suit.

4. Up to three unused personal days for each teacher shall be converted to sick days at the conclusion of each year. These converted days shall accumulate as unused sick days.

5. Religious Days: Religious days and observances as prescribed by the Commissioner's annual bulletin.

6. Active Duty/Training: An employee ordered to active duty with his/her unit for annual two week training, or for deployment for a longer period, shall be paid the difference between his/her military pay and his/her regular monthly pay, which would have been earned working for the Board of Education. Documentation of military pay and orders to duty are the responsibility of the employee. This provision shall not apply for employees who volunteer or enroll in military courses or schools, not required as part of their regular active duty commitment in the reserves or National Guard.

7. Visitation and Conferences: Teachers, upon written request to the Superintendent of Schools may be granted two (2) days to visit schools other than their own or to attend educational conferences.

8. Additional Leaves of Absence: Leaves of absence with pay shall be granted by the Board in the event of a death in the immediate family, i.e., spouse, mother, father, mother-in-law, father-in-law, child, stepchild, brother, sister or grandparent. Three days of bereavement leave will be granted for each occurrence.

1. Salary - Day's Salary Defined: When absence, under the circumstances described in Section A above, exceeds the annual leave and the accumulated leave, the Board of Education may pay any teacher each day's salary less the pay of a substitute for such length of time as may be determined by the Board of Education in each individual case. A day's salary is defined as 1/200^th of the annual salary. (18A:30-6 N.J.S.A.)







2. Salary in cases of absence not constituting sick leave; additional sick leave or accumulation sick leave: Nothing in this act shall affect the right of the Board of Education to fix, either by rule or by individual consideration, the payment of salary in cases of absence not constituting sick leave, or granting sick leave over and above the minimum sick leave as defined in this act or allowing days to accumulate over and above those provided for in Section 18A:30-2.3 except that no teacher shall be allowed to increase total accumulation by more than fifteen (15) days in any one year. (18A:30-7 N.J.S.A.)

3. Relationship to Sick Leave: Leaves taken when pursuant to Section B shall be in addition to any sick leave to which the teacher is entitled.

Leaves of absence with full loss of pay, excepting that to which the teachers are entitled under the provisions of sick leave, may be granted by the Board of Education for a limited and definite period. All requests for leave for a definite term should be addressed to the Superintendent of Schools, in writing, should indicate the reason for the contemplated absence, and the date on which the teacher expects to return to duty.

1. Exchange, Fulbright, or Federal Corp Program: A leave of absence without pay, of up to two (2) years shall be granted to any teacher who accepts a Fulbright Scholarship, joins the Peace Corps, VISTA, National Teachers Corps, or serves as an exchange teacher or overseas teacher, and is a full-time participant in any such programs.

2. Maternity Leave, it is recommended that:

a. As soon as any teacher shall become aware of pregnancy or adoption, the teacher may apply for a leave of absence as provided in these regulations.

b. A maternity leave of absence, without pay, may be for a period of a year and a half (18 calendar months). It is recommended that the expiration of all maternity leaves of absence shall coincide with the beginning of the school year unless the Board and the teacher mutually agree to a different re-entry time.

c. Nothing in these regulations shall be construed as obligating the Board of Education to grant leaves of absence to teachers who are not under tenure.

d. The name of a teacher on maternity leave may be placed on the substitute list.

e. Sick leave is not available to adoptive parents during a maternity leave.




3. Other Leaves:

a. A leave of absence, without pay, of up to one (1) year may be granted for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Board.

b. Other leaves of absence, without pay, may be granted by the Board for good reason.

4. Conditions Upon Returning From Leave:

a. A teacher shall not receive increment credit for time spent on a leave pursuant to Section D 2 and 3 above.

b. All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to him upon his return, and he shall be assigned to the same position which he held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.

c. Eligibility for an increment step shall require one hundred (100) days of teaching within the specified school year.

5. All extension or renewals of leaves shall be applied for and notification of Board action made in writing.
ARTICLE XX
SABBATICAL LEAVES AND GRADUATE STUDY

1. If there are sufficient qualified applicants, sabbatical leaves may be granted to a maximum of three percent (3%) of teachers at any one time. The Board's priority will be based on the applicants whose sabbatical leave will be of greatest value to the educational program of the system, or where a time limit beyond the control of the applicant would prohibit postponement of a leave -- for example, fellowship in a university.

2. Application for a sabbatical leave of absence for a half or a full school year, shall be made in writing, by October 1, prior to the school year for which absence is desired.

3. If the sabbatical leave request is based on acceptance in a program at a college or university, or other program which requires an acceptance of the application, the Board shall notify the teacher of its action regarding the leave within 30 days of the Board's receiving firm notification of acceptance of the teacher into said program.

4. The teacher must have completed seven (7) full school years of service in the Point Pleasant Beach School District.

5. A teacher on sabbatical leave shall be paid by the Board fifty percent (50) of his pro-rated salary for the period of sabbatical leave.

6. A teacher on a sabbatical leave agrees not to engage in employment for remuneration for this period unless approved by the Superintendent.

7. Regular contributions for the State Retirement Fund and such other items as shall be authorized by the teacher shall be deducted.

8. Upon return from sabbatical leave, a teacher shall be placed on a salary schedule at the level he would have achieved had he remained actively employed in the system during the period of his absence.

9. All benefits to which a teacher was entitled at the time his sabbatical commenced, including accumulative sick leave, shall be restored to him upon his return, and he shall be assigned to the same position which he held at the time the sabbatical commenced.

10. As a condition, the teacher shall enter into a contract to continue in the service of Point Pleasant Beach Board of Education for a period of at least two (2) years after the expiration of the leave. Failing to so continue, the teacher shall be required to pay the Board of Education a sum bearing the same ratio to the amount of salary he received while on absence that the unfulfilled portion of the two (2) subsequent years' service bears to the two (2) full years. Any balance due the Board shall be repaid within the time limit mutually agreed upon with the Board.

Teaching staff members will be eligible for tuition reimbursement for doctoral degree studies for up to twelve (12) credits per fiscal year, subject to the following conditions:

1. The teacher has attained tenure in the school district.

2. The doctoral program selected must be pursued at a university accredited by the State of New Jersey. Teachers may apply to the Board of Education for an exception to this provision. Correspondence courses will not be recognized. The Board may choose to grant an exception on a case by case basis, however, a decision to grant an exception for one teacher shall not be considered binding or considered as precedent for any subsequent decision.

3. The doctoral program shall be in a field directly related to the teacher's current teaching assignment.

4. If a teacher's assignment is changed subsequent to approval for a doctoral program, the teacher will remain eligible for reimbursement for the approved program.

5. The teacher has submitted a copy of the requirements for and a description of the doctoral program selected as well as an explanation of the value of the selected program to the teacher's work in the district.

6. The teacher has submitted a copy of the official letter of acceptance into the doctoral program from the university.

7. The Board, upon the recommendation of the Superintendent, has formally approved the program.

8. Tuition reimbursement shall be made upon course completion, submission of payment receipts with a voucher and receipt by the Board of an official transcript documenting a grade no lower than "B", 3.0 (on a 4.0 scale) or the equivalent.

9. Course tuition reimbursement shall be at the rate charged the student but no higher than the Rutgers University Graduate School rate in effect at the time the course was taken. Fees and expenses for books, lab use, supplies, parking, mileage and other costs not tuition shall not be reimbursed.

10. As a condition, the teacher shall enter into an individual contract to continue to teach in the Point Pleasant Beach School System for a period of three (3) school years following completion of the degree, or three (3) school years after each tuition reimbursement payment if the degree is not attained. The individual contract shall provide for repayment to the district if the teacher does not complete the three-year service obligation. Repayment shall be by payroll deduction or personal check, and shall also cover any legal costs to the Board incurred in collecting the reimbursement. The reimbursement to the Board shall be proportionate to the part of the three-year obligation not served in the district.

11. Sabbatical Leave

Some doctoral programs require residency. Additionally, the teacher may need to request sabbatical leave to complete a dissertation or research required by the program. Teachers engaged in approved doctoral study may also be eligible for sabbatical leave in accordance with Article XX of this agreement. Teachers engaged in Board subsidized doctoral study shall be given priority if decisions need to be made regarding sabbatical leave applications; however, the teacher engaged in Board subsidized doctoral study shall not bump another teacher from a previously approved sabbatical leave nor shall there be an expectation that any sabbatical leave shall be approved for an excess of 3% of teachers for a given year. The two (2) year return service obligation regarding sabbatical leaves is to be subsumed in the three (3) year return service obligation for the masters/doctoral program. Under no circumstances will the return service obligation be five (5) years.

1. To be considered for reimbursement, courses taken must be part of a master's degree program in which a teacher has matriculated.

2. The program must be approved in advance by the Superintendent of Schools.

3. The master's degree program must be pursued at a college accredited by the State of New Jersey. Teachers may apply to the Board of Education for an exception to this provision. Correspondence courses will not be recognized. The Board may choose to grant an exception on a case-by-case basis; however a decision to grant an exception for one teacher shall not be binding or considered as precedent for any subsequent decision.

4. The master's program selected shall be in a field directly related to the teacher's current assignment. Teachers may apply for an exception to this provision. The Board may chose to grant an exception on a case-by-case basis, however a decision to grant an exception for one teacher shall not be binding or considered as precedent for any subsequent decision.

5. If a teacher's assignment changes after the teacher begins an approved master's degree program, the teacher will remain eligible for reimbursement for that program.

6. Tuition reimbursement shall be made upon course completion, submission of payment receipts with a voucher and receipt by the Board of an official transcript documenting a grade no lower than "B", 3.0 (on a 4.0 scale) or the equivalent.

7. Course tuition reimbursement shall be at the rate charged the student but no higher than the Rutgers University Graduate School rate in effect at the time the course was taken. Fees and expenses for books, lab use, supplies, parking, mileage and other costs not tuition shall not be reimbursed.

8. A teacher in a master's program may be reimbursed up to twelve (12) credits per fiscal year if, as a condition, the teacher enters into an individual contract to continue to teach in the Point Pleasant Beach School System for a period of three (3) school years following completion of the degree, or three (3) years after each tuition reimbursement payment if the degree is not attained. The individual contract shall provide for repayment to the district if the teacher does not complete the three-year service obligation. Repayment shall be by payroll deduction or personal check, and shall also cover any legal costs to the Board incurred in collecting the reimbursement. The reimbursement to the Board shall be proportionate to the part of the three-year obligation not served in the district.
ARTICLE XXI
PERSONAL AND ACADEMIC FREEDOM

1. All 12-month custodial & maintenance personnel will earn ten (10) working days vacation with pay in the first year of service. These days may be taken following the first employment anniversary. Vacation days will be accrued by multiplying the number of completed months employed by 5/6 days. Days accrued shall be retained in the employees account or "bank". For all years prior to an employee's 10^th employment anniversary date the same 5/6 rate shall be in effect.

2. On the employee's 10^th employment anniversary date the Board shall add five (5) vacation days to the employee's bank and the rate of accrual shall change from 5/6 to 1¼ vacation days earned per month.

3. On the employee's 20^th employment anniversary date the Board shall add five (5) days to the employee's bank and the rate of accrual shall change from 1¼ to 1 2/3 vacation days earned per month.

4. Prior to the 10^th employment anniversary, no employee shall have a "bank" larger than fifteen (15) vacation days at any time. Days in excess of fifteen (15) shall be forfeited. From the 10^th anniversary up to the 20^th anniversary, no employee shall have a "bank" larger than twenty (20) vacation days. Days in excess of twenty (20) shall be forfeited. From the 20^th anniversary, no employee shall have a "bank" larger than twenty-five (25) vacation days. Days in excess of twenty-five (25) shall be forfeited.

5. Employees seeking to use vacation days must submit the appropriate request form to their Supervisor, who shall indicate approval/disapproval and submit the recommendation to the Superintendent, who shall give final approval or deny the vacation leave request at that time. The needs of the district shall guide approval/disapproval decisions.

6. Upon separation from the school district employees shall be reimbursed at their then daily rate of pay for each day remaining in their bank. Days shall be valued at 1/240 of the annual salary.

7. Ten-month custodial & maintenance personnel are employed from September 1^st through June 30^th and are not eligible for vacation days with pay.

For certain training and college credits successfully completed, a salary adjustment of $100 will be granted. To be considered for salary adjustment, these courses must be approved in advance by the Superintendent of Schools.

1. All 12-month secretarial personnel will earn ten (10) working days vacation with pay in the first year of service. These days may be taken following the first employment anniversary. Vacation days will be accrued by multiplying the number of completed months employed by 5/6 days. Days accrued shall be retained in the employees account or "bank". For all years prior to an employee's 10^th employment anniversary date the same 5/6 rate shall be in effect.

2. On the employee's 10^th employment anniversary date the Board shall add five (5) vacation days to the employee's bank and the rate of accrual shall change from 5/6 to 1¼ vacation days earned per month.

3. On the employee's 20^th employment anniversary date the Board shall add five (5) days to the employee's bank and the rate of accrual shall change from 1¼ to 1 2/3 vacation days earned per month.

4. Prior to the 10^th employment anniversary, no employee shall have a "bank" larger than fifteen (15) vacation days at any time. Days in excess of fifteen (15) shall be forfeited. From the 10^th anniversary up to the 20^th anniversary, no employee shall have a "bank" larger than twenty (20) vacation days. Days in excess of twenty (20) shall be forfeited. From the 20^th anniversary, no employee shall have a "bank" larger than twenty-five (25) vacation days. Days in excess of twenty-five (25) shall be forfeited.

5. Employees seeking to use vacation days must submit the appropriate request form to their principal/supervisor, who shall indicate approval/disapproval and submit the recommendation to the Superintendent, who shall give final approval or deny the vacation leave request at that time. The needs of the district shall guide approval/disapproval decisions.

6. Upon separation from the school district employees shall be reimbursed at their then daily rate of pay for each day remaining in their bank. Days shall be valued at 1/240 of the annual salary.

7. Ten-month secretarial personnel are employed from September 1^st through June 30^th and are not eligible for vacation days with pay.

BA + 6 credits 400
BA + 12 credits 600
BA + 18 credits 800
BA + 24 credits 1,000
BA + 30 credits 1,200

MA + 6 credits 600
MA + 12 credits 800
MA + 18 credits 1,000
MA + 24 credits 1,200
MA + 30 credits 1,400

above, taken in consultation with the Superintendent of Schools for credit determination. Approval in writing must be obtained from the Superintendent before these courses can be taken for salary guide increases.

courses for salary increment be abused, in the judgment of the Superintendent, by any teacher, the Superintendent may require that the teacher obtain prior approval from him for future course.

c. Courses shall not be credited which are taken prior to receiving a regular New Jersey Certificate in the field in which the teacher is employed.

a. Courses shall be approved for increment credit which are as follows:

(1) graduate courses as listed in accredited college catalogs.

(2) All NDEA and NSF summer, academic year, and in-service institutes, with credits listed by institutions, as equal to graduate credit.

(3) Special seminars, conferences, and courses not covered above, taken in consultation with the Superintendent of Schools for credit determination. Approval in writing must be obtained from the Superintendent before these courses can be taken for salary guide increases.

(4) In the subject field in which the teacher is teaching, or

b. Courses in related field: Should the privilege of using related courses for salary increment be abused, in the judgment of the Superintendent, by any teacher, the Superintendent may require that the teacher obtain prior approval from him for future courses.

c. Courses shall not be credited which are taken prior to receiving a regular New Jersey Certificate in the field in which the teacher is employed.

a. Statement concerning completion of work shall be in the hands of the Superintendent before September 1^st.

b. It shall be the responsibility of the teacher to see that the Superintendent receives a certified transcript showing satisfactory completion of all courses of study.

c. Adjustment in teachers' salaries to reflect the annual salary increment and changes from one salary level to the next higher salary level by reasons of additional training shall be made only at the beginning of the school year in September.
SCHEDULE D
POLICY - TEACHING AND EXTRACURRICULAR POSITIONS

SCHEDULE E ACTIVITIES

POSITION2005-06 Stipend

ELEMENTARY SCHOOL

Art Club$1533

Athletic Coordinator Fall$2100

Athletic Coordinator Winter$2100

Athletic Coordinator Spring$2100

Band - Grades 5/6$1550

Band - Grades 7/8$2002

Baseball - Grades 6-8$3000

Basketball - Boys Grades 5-6$1500

Basketball - Boys Grades 7-8$3000

Basketball - Girls Grades 5-6$1500

Basketball - Girls Grades 7-8$3000

Cheerleading - Grades 6-8$2002

Chorus (1/2 year activity)$995

Class Advisor - Grade 6$575

Class Advisor - Grade 7$581

Class Advisor - Grade 8$1996

Computer Club - E.S.$1633

Cross Country- Boys & Girls$3000

Grade Group Chairperson K - 2$1700

Grade Group Chairperson 3 - 5$1700

Extra Help Teacher K-6$553

Extra Help Teacher K-6 $553

Extra Help Teacher K-6 $553

Extra Help Teacher K-6$553

Math League$789

PAC Member$753

PAC Member$753

PAC Member$753

PAC Member$753

PAC Member$753

Science Club/Science Fair$1883

School Store Manager$700

Soccer - Boys Grades 6-8$3000

POSITION2005-06 Stipend

ELEMENTARY SCHOOL - Continued

Soccer – Girls Grades 6-8 $3000

Softball – Grades 6-8$3000

Student Council$1488

Talent Show Director$850

Track - Boys & Girls Grades 6-8$3000

Track - Assistant Coach$1300

Wrestling - Grades 6-8$3000

Yearbook Publications - E.S.$1775

TOTAL: ELEMENTARY SCHOOL$67,329

HIGH SCHOOL 2005–06 Stipend

Athletic Coordinator Fall $2100

Athletic Coordinator Winter $2100

Athletic Coordinator Spring$2100

Band - Marching$4422

Band - Summer$3016

Baseball Head Coach$5079

Baseball – Asst. Coach$3700

Basketball - Boys Head Coach$5424

Basketball - Boys Asst. Coach$3768

Basketball – Boys Grade 9$3000

Basketball - Girls Head Coach$5424

Basketball - Girls Asst. Coach$3768

Basketball – Girls Grade 9$3000

Chair – Language Arts$1700

Chair - Mathematics$1700

Chair - Science$1700

Chair – World Language$1700

Cheerleading Fall- Head Coach$3601

Cheerleading Fall- Asst. Coach$2132

Cheerleading Winter- Head Coach$2132

Chess Club***$1500

Class Advisor - Senior$2650

Class Advisor - Junior$2150

HIGH SCHOOL (continued)

POSITION2005-06 Stipend

Class Advisor – Sophomore $1725$1725

Class Advisor – Freshman $1680

Cross Country – Head Coach$4000

Cross Country – Asst. Coach$3000

Drama Club Advisor -Fall$1601

Football - Head Coach$6165

Football - Assistant Coach$4213

Football - Assistant Coach$4213

Football - Assistant Coach$4213

Football - Assistant Coach$4213

Football - Assistant Coach$4213

Golf Coach$3601

Golf – Asst. Coach$2132

Interact***$1704

Intramural Coordinator -Winter$1628

Key Club$2098

Math League$789

Mock Trial Team Advisor$1200

Musical Director$3208

Musical Advisor –Asst.$859

Musical Paraprofessional$859

National Honor Society$1214

Newspaper***$1500

Peer Counselor/SADD Co-Advisor (1/2 ea.)$2031

Physical Conditioning - Summer$1600

Physical Conditioning - Fall$1600

Physical Conditioning - Spring$1600

Physical Conditioning - Winter$1600

Saturday Suspension$2092

Science League - H.S.$789

Soccer - Head Boys Coach$5079

Soccer - Assistant Boys Coach$3700

Soccer - Head Girls Coach$5079

Soccer - Assistant Girls Coach$3700

Softball - Head Coach$5079

HIGH SCHOOL (continued)

POSITION 2005-06 Stipend

Softball – Asst. $3700

Student Council – Head $3094 $3094

Student Council – Asst. $2000

Surf Club Advisor -Fall$1492

Swimming - Head Coach$4000

Swimming – Asst. Coach$2250

Swimming – Asst. Coach$2250

Technology Coordinator$2654

Tennis - Boys Head Coach$4979

Tennis – Asst. Boys Coach$2955

Tennis - Girls Head Coach$4979

Tennis – Asst. Girls Coach$2955

Track - Head Coach Spring$5079

Track – Asst. Coach Spring$3700

Track – Asst. Coach Spring$3700

Volleyball- Head Coach $2500

World Language Club$2699

Wrestling - Head Coach$5600

Wrestling – Asst. Coach$3768

Wrestling – Asst. Coach (Grade 9)$3000

Yearbook Publication - Advisor$3090

Yearbook Publication - Financial $1333

TOTAL: HIGH SCHOOL$231,620

TOTAL: DISTRICT$298,949

*** Activity funding from separate source

The undersigned teacher agrees, in exchange for tuition reimbursement towards a Doctorate degree, that said teacher hereby enters into a contract to continue to teach in the Point Pleasant Beach School system for a period of three (3) school years following completion of the degree, or three (3) school years after each tuition reimbursement payment if the degree is not attained.

If for any reason said teacher does not complete the three year service obligation, the teacher shall repay the district the amount of the tuition reimbursement. Repayment shall be by payroll deduction or personal check, and shall also cover any legal costs to the Board incurred in the collecting the repayment. The repayment to the Board shall be proportionate to the part of the three year obligation not served in the district.

The undersigned teacher agrees, in exchange for tuition reimbursement in excess of six (6) credits in any one fiscal year, that said teacher hereby enters into a contract to continue to teach in the Point Pleasant Beach School System for a period of three (3) school years after each tuition reimbursement payment totaling reimbursement for more than six (6) credits in a fiscal year.

If for any reason said teacher does not complete the three year service obligation, the teacher shall repay the district the amount of the tuition reimbursement. Repayment shall be by payroll deduction or personal check, and shall also cover any legal costs to the Board incurred in collecting the repayment. The repayment to the Board shall be proportionate to the part of the three year obligation not served in the district.