ARTICLE		PAGE
	ALL UNIT MEMBERS
	Preamble	1
1	Rights and Responsibilities of the Board of Education and School Administration	1
2	Recognition	1
3	Negotiations and Procedures	2
4	Grievance Procedure	3
5	Employees’ Rights	7
6	Association Rights and Privileges	7
7	Employment	8
8	Compensation	8
9	Health Insurance	9
10	Transfers and Reassignment	12
11	Evaluation, Documents	13
12	Professional Development	14
13	Sick Leave and Other Leaves of Absence	18
14	Extended Leaves of Absence	22
15	Executive Committee	24
16	Miscellaneous Provisions	24

	APPENDICES AND EXHIBITS
Appendix A	Grievance Form	39
Appendix B	Athletic - Extra Curricular Guides	41
Appendix C	Non-Athletic Extra Curricular	46
	SALARY SCHEDULE
Exhibit A	Salary Increases for 2021-26	56
Exhibit B	Salary Guides for 2021-26	58
Exhibit C	Part-time Employees	73

A. Unless otherwise indicated, the term “teachers” when used hereinafter in this Agreement shall refer to all non-supervisory certified employees of the Board represented by the Association in the negotiating unit as above defined, and references to male employees shall include female employees.

B. Unless otherwise indicated, the term “clerical employee” when used hereinafter in this Agreement shall refer to all secretarial/clerical employees of the Board, including but not limited to all secretaries and clerks, with the exception of the Secretary to the Superintendent, the Secretary to the Business Administrator, the Payroll/Benefits Specialist, and the Accounts Payable Specialist and any other secretarial/clerical employee(s) physically working in the Board Office. References to female employees shall include male employees.

C. Unless otherwise indicated, the term “School District” when used hereafter in this Agreement shall refer to the Woodbury School District.

D. Unless otherwise indicated, the term “Board” when used hereafter in this Agreement shall refer to the Board of Education, City of Woodbury, County of Gloucester, State of New Jersey.

E. Unless otherwise indicated, the term “Association” when used hereafter in this Agreement shall refer to the Woodbury Education Association.

F. References to male employees shall include female employees.

C. The parties acknowledge that during the negotiations which resulted in the Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Board and the Association for the life of this Agreement, each voluntarily and unqualifiedly waive the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both parties at that time that they negotiated or signed this Agreement. D. 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.

A “grievance” is a claim by a member or the Association based upon the interpretation, application, or violation of this agreement, policies, or administrative decisions affecting terms and conditions of employment and any federal or state statute as it applies to the Woodbury Board of Education.

The “immediate supervisor” is defined in the individual staff member’s job description, or as assigned, if not defined in the job description.

A grievance will be presented in the following steps:

Within seven (7) school days of the time a grievance arises, the employee, either directly or accompanied by his Building Representative, will present the grievance to his/her immediate supervisor during non-teaching hours. Within seven (7) school days after presentation of grievance, the immediate supervisor shall give his answer orally to the employee.

Step One – Immediate Supervisor

1. Within five (5) school days of the oral answer, if the grievance is not resolved, it shall be stated in writing, signed by the grievant and lodged with the immediate supervisor on the form provided in Appendix “A” of this Agreement. The “immediate supervisor” is defined as the school principal for teachers and clerical employees and the Director of Facilities for maintenance/custodial/grounds employees.

2. The “Statement of Grievance” shall name the employee involved, shall state the facts giving rise to the grievance, shall identify by appropriate reference all the provisions of this Agreement alleged to be violated, shall state the contention of the employee and of the Association with respect to these provisions, and shall indicate the specific relief requested.

3. Within five (5) school days after receiving the grievance, the immediate supervisor shall communicate his answer in writing to the grievant.

Step Two – Superintendent

1. If the grievance is not resolved in Step One, the grievant may, within five (5) school days of receipt of the immediate supervisor’s answer, submit to the Superintendent a written “Statement of Grievance” signed by the grievant. A copy shall be given to the immediate supervisor involved at the same time.

2. The Superintendent or his designated representative shall give the grievant an answer in writing no later than five (5) school days after receipt of the written grievance. If further investigation is needed, additional time may be allowed by mutual agreement of the Superintendent and the grievant.

Step Three – Board

1. Within five (5) school days after receiving the decision of the Superintendent or his designated representative, an appeal of the decision may be made to the Board. It shall be in writing and accompanied by a copy of the decision at Step Two.

2. No later than fifteen (15) calendar days after receiving the appeal, the Board or a committee (consisting of three or more members) thereof shall hold a hearing on the grievance at a regular board meeting or special meeting, whichever comes first, but no less than seven (7) calendar days.

3. Within ten (10) school days after the hearing, the Board or its committee shall communicate its decision in writing, and state its reasons, if any, to the grievant.

4. The grievant may not present any material, allegation or remedy that was not presented in Step Two.

5. Whenever it is appropriate the grievant shall be present at the hearing.

Step Four – Arbitration

1. Within fifteen (15) calendar days after receipt of the decision of the Board, the Association may submit the grievance to arbitration under and in accordance with the Rules of the American Arbitration Association.

2. Powers of the Arbitrator – It shall be the function of the arbitrator, and he shall be empowered except as his powers are limited below, after due investigation, to make a decision in cases of alleged violation of the specific articles and sections of this Agreement.

(a) He shall have no power to add to, subtract from, disregard, alter, or modify any of the terms of this Agreement.

(b) He shall have no power to establish salary structures.

(c) He shall have no power to rule on any of the following:

(1) the termination of services of or failure to reemploy any non-tenured teacher;

(2) any claim or complaint for which there is another remedial procedure or course established by law or by regulation having the force of law, including any matter subject to the procedures specified in provisions of Title 18A, N.J. Statutes.

(d) He shall have no power to change any practice, policy, or rule of the Board nor to substitute his judgment for that of the Board as to the reasonableness of any such policies, practice, rule or action taken thereunder.

(e) He shall have no power to decide any question which, under this Agreement, is within the responsibility of the Board to decide. In rendering decisions, an arbitrator shall give due regard to the responsibility of the Board and shall so construe such responsibilities except as they may be specifically conditioned by this Agreement.

(f) In the event that a case is appealed to an arbitrator on which he had no power to rule, it shall be referred back to the parties without decision or recommendation on its merits.

(g) The fact that the grievance has been considered by the parties in the preceding steps of the grievance shall not constitute a waiver of jurisdictional limitations upon the arbitrator in this Agreement.

3. The decision of the arbitrator shall be binding.

4. The fees and expenses of the arbitrator shall be shared equally by the Board and the Association. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other.

1. Hearings held under this procedure shall be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses, entitled to be present to attend. Such hearings may be conducted during non-school hours, unless there is mutual agreement for other arrangements.

2. The Board and the Association are responsible for the payment of their own representatives and witnesses involved in any grievance meeting.

3. If the grievance arises from an action of authority higher than the Principal of a school, the employee may present such grievance at Step Two of this procedure.

4. Any aggrieved person may be represented at all stages of the grievance procedure by himself, or, at his option, by the Association, or by a representative selected or approved by the Association.

5. When a teacher is not represented by the Association in the processing of a grievance, the Association shall, at the time of submission of the grievance to the Superintendent or any later level, be notified by the Superintendent that the grievance is in process, have the right to be present and present its position in writing at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered. The Association shall have the right to pursue the grievance on its own behalf if it does not concur with the settlement agreed to by the teacher.

6. The Board and the Association shall assure the teacher freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his appeal with respect to his personal grievance.

7. 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 representatives, heretofore referred to in this Article.

8. If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly, in accordance with the procedures set forth above and the processing of such grievance shall commence at said level. The Association may process such grievance through all levels of the grievance procedure.

1. Time limits provided in this Agreement may be extended by mutual agreement when signed by the parties.

2. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limit shall permit the Association to lodge an appeal at the next step of this procedure.

3. Any grievance not advanced from one step to the next within the time limits of that step shall be deemed terminated by the answer at the previous step.

4. Any grievance which arose prior to the effective date of this Agreement shall be processed under the terms of the Agreement in effect on the date of initiation.

5. Any grievance which has not been processed prior to the completion of the school year will continue open and will follow the outlined steps during the summer months. Saturdays, Sundays, holidays and Fridays when offices are closed during the summer vacation period will not be counted as school days. After the grievance has been initiated and responded to within the specified time limits at the appropriate first step of this procedure, either party shall be able to extend the time limits to the reopening of school in September by written notification to the other party.

1. No non-tenured teacher may use the grievance procedure in any way to appeal a discharge or a decision by the Board not to renew his contract.

2. No employee shall use the grievance procedure to appeal any decision of the Board or Administration if such decision is applicable to a State or Federal Regulatory Commission or Agency.

3. All documents, records and communications 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 nor shall the file or any of the contents therein be disclosed in any way to anyone outside the Woodbury School District.

B. Teachers shall be given written notice of their contract status not later than May 15th. The notice shall contain their next year’s salary amount, if known, by May 15th.

C. Clerical employees and custodial-maintenance-grounds employees shall be given written notice of their contract status not later than May 15th. The notice shall contain their next year’s salary amount and their assignment, if known, by May 15.

D. Clerical employees shall give at least two (2) weeks’ written notice before termination of employment with the District.

The Board agrees to compensate employees who meet District requirements for coaching and directing or sponsoring those activities which have been approved by the Board. The activities presently approved, along with the compensation range determined by satisfactory experiences in the responsibility are reflected by Appendix “B” and “C” attached hereto and made a part hereof.

1. Contribution to the tax sheltered annuity determined by the Board if authorized by the employee.

2. A Board-approved disability insurance provider.

3. The annual dues for the Woodbury Education Association, Gloucester County Education Association, New Jersey Education Association, and National Education Association as said teacher individually and voluntarily authorizes the Board to deduct.

4. ABCO Public Employees Federal Credit Union.

5. Gloucester County United Way.

6. Other investment accounts.

F. In order to be eligible to receive an increment, a 10 month clerical employee or maintenance, custodial and grounds employee must have been in a pay status for at least 100 days during the previous year. In order to be eligible to receive an increment; a 12 month clerical employee or maintenance, custodial and grounds employee must have been in a pay status for at least 120 days during the previous year. "Pay status" is defined as all days the employee worked or was on a paid leave of absence.

G. Guidance counselors who are employed in the summer will be paid their individual per diem rate. A counselor can choose to exchange up to three days of summer work (July and/or August) for three (3) “comp days” to be taken during the same school year.

H. For homebound instruction, a teacher will be compensated at a rate of 1.25 hours for every hour worked. A minimum of one hour will be paid for all scheduled appointments, even if the student "no show;" and the instructor stayed at the agreed to meeting location at least 30 minutes.

I. Teachers will be compensated at a maximum of 10 hours at a rate of one-half of the Special Projects Rates to pack an “old” room and unpack a “new” room, unless release time is granted. Packing and unpacking required due to construction is not included.

J. All unit members shall be paid through a direct deposit system under rules established by the Administration.

1. For the period of July 1, 2018 to June 30, 2019, the cost of coverage to the employee will be the greater of the following methods:
· The Board pays eighty-five percent (85%) of medical coverage premiums over and above single coverage, and the employee pays the remaining fifteen percent (15%) [For the contract period, the base insurance plan shall be the Horizon Direct Access plan which was in effect as of March 31, 2008, with the inclusion of required referrals effective July 1, 2012.] AND the cost of the dental insurance coverage (New Jersey Dental Service Plan I. A.) for each employee (single coverage only) shall be shared with the Board paying eighty-five percent (85%) and the employee paying fifteen percent (15%) of the annual premium cost along with any costs associated with additional family members, or
· The employee pays one and a half percent (1.5%) of his/her salary for each school year, or
· The employee pays a percentage of the premiums for both medical and dental as determined by Chapter 78, P.L. 2011.
The Board of Education shall not seek to retroactively collect premium payments under Chapter 78, P.L. 2011 from any member of the Association whose premium contributions may increase as a result of this settlement.
2. Effective July 1, 2019, the Board shall offer the AmeriHealth POS $10/$10 co-pay plan and the $25 ER co-pay plan as the base healthcare plan provided by the district; and also offer as a buy-up option the AmeriHealth PPO $10/$10 co-pay plan and the $25 ER co-pay plan. The Board shall continue to offer the AmeriHealth EPO $5/$15 co-pay and $100 ER co-pay plan and the Delta Dental $1,000 maximum plan. The employee pays a percentage of the premiums for both medical and dental as determined by Chapter 78, P.L. 2011.

Also, the Board will arrange for a vision care plan to be offered to all full-time employees, with the employee assuming 100% of the cost.

1. There shall be a voluntary health insurance waiver plan for employees eligible to receive coverage under Article 9.A.

2. Each year, the Board shall provide appropriate forms to all employees eligible for health and hospitalization insurance under A. above. Said form will contain a final return date.

3. Employees who voluntarily elect to waive the coverage provided under Article 9, A. in writing on a form provided by the Business Office shall be entitled to receive $2,500.

4. Payment of the monies in 3. above shall be made by separate check on June 30 at the conclusion of the waived year.

5. Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment. If an employee begins employment within a year, he/she may waive coverage for the remainder of the year and the payment will be prorated.

6. Employees who have no other comprehensive family, parent/child(ren), or husband/wife (two party) insurance may not waive coverage under Article 9, A. above. The Board shall require proof of such coverage. It is the responsibility of the employee to notify the Board in writing if such coverage ceases at any point during the waiver period.

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

8. An employee who waives the coverage provided under Article 9 shall be permitted to immediately resume coverage during the waiver period if the employee ceases to be eligible for other health care coverage for any reason, including, but not limited to, the retirement or death of the spouse or divorce. An employee who wishes to resume coverage shall notify the Board in writing that the waiver is revoked. Employees who re-enroll for coverage under Article 9 during the year for any reason shall receive a prorated share of the payment under 3. above. ERISA and COBRA laws have time limitations on re-enrollment during an insurance year. It is required that the employee desiring re-enrollment informs the Board in writing as soon as reasonably possible or they may forfeit their ability to re-enroll.

9. An employee who separates from employment during the year shall receive a prorated share of the payment set forth in 3. above.

10. In order to protect all employees' insurance benefits from federal taxation because of agreement to this waiver plan, the Board shall file the necessary Section 125 paperwork and shall pay all administrative costs.



ARTICLE 10

1. A copy of the teacher vacancy listing, noting official openings, shall be posted in the main office of each school building on the office bulletin board, and on the District website at such times and any other listing areas such as, college placement offices, as appropriate. Permanent part-time or full-time vacancies will be posted ten (10) days prior to being filled. If the permanent vacancy occurs between August 1 and the close of the school year, the transfer or reassignment would be effective September of the following school year.

2 A teacher who desires a change in grade and/or subject assignment or who desires to transfer to another building may file a written statement of such desire with the Superintendent not later than February 28. Such statement shall include the grade and/or subject to which the teacher desires to be assigned and the school or schools to which he desires to be transferred in order of preference. Written requests for transfer or reassignment will be acknowledged in writing by the Superintendent or his designee within ten (10) school days.

3. Notice of involuntary transfer or reassignment shall be sent in writing to the teacher as soon as practicable. The reason for the change in assignment or school location will be discussed in a meeting between the teacher involved and the building principal or the Superintendent where applicable.

4. When an involuntary transfer or reassignment is necessary, a teacher’s area of competence and major or minor field of study shall be considered in determining which teacher is to be transferred or reassigned. (The provisions of this section are non-arbitrable.)

5. Teachers will be notified in writing of their assignments for the following year by June 15th. This date is subject to change at the Superintendent’s discretion, based upon the district’s need.

1. A notice of any vacancy in positions listed in the Recognition clause shall be sent to and posted in each school and a copy shall be sent to the Association. The posting will include a closing date for applications.

2. Employees who desire to apply for such vacancies shall submit their applications in writing to the Superintendent. Employees will receive written notice of receipt of application. Part time employees who apply for full time positions shall be interviewed.

3. Each vacancy shall require a separate application.

1. A copy of the clerical employee vacancy listing, noting of official openings, shall be posted in the main office of each school building on the office bulletin board. Permanent part-time or full-time vacancies will be posted ten (10) days prior to being filled.

2. Notice of involuntary transfer or reassignment shall be sent in writing to the clerical employee as soon as practicable. The reason for the change in assignment or school location will be discussed in a meeting between the clerical employee involved and the direct supervisor or the Superintendent where applicable.

1. Teacher evaluations shall be in accordance with AchieveNJ.

2. All classroom evaluations of a teacher shall be made openly and with the knowledge of the teacher.

3. No report shall be submitted to the central office, placed in the teacher’s file or otherwise acted upon without having been signed or acknowledged online, by the teacher as an acknowledgment that he has been apprised of the contents of the evaluation. No teacher shall be required to sign a blank or incomplete evaluation form.

4. No material shall be placed in a teacher’s personnel file unless the teacher has had an opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent or designee and attached to the file copy. The teacher’s response, if any, to the above mentioned material shall be submitted within ten (10) school days of the receipt of the material by the teacher or within two (2) weeks if the material is received by the teacher within the last ten (10) days of school.

1. All employees shall be evaluated at least once a year in accordance with Board policy. The employee shall have the right to submit a written rebuttal within ten (10) work days.

2. Upon receipt of the evaluation report an employee who requests an evaluation conference shall be granted the conference. Requests must be made within three (3) days of receipt.

3. The employee shall be given a copy of any document that will be placed in his personnel file. The employee shall sign the file copy for the sole purpose of acknowledging receipt of the document.

1. All clerical employees shall be evaluated once yearly.

2. A clerical employee shall be given a copy of any evaluation report prepared by his/her evaluator. No such report shall be submitted to the central office, placed in the employee’s file or otherwise acted upon without having been signed by the employee as an acknowledgment that he/she has been apprised of the contents of the evaluation. If the clerical employee disagrees with the evaluation he/she may indicate, over his/her signature, a statement indicating the specific references with which he/she disagrees. Any rebuttal statement shall be submitted by the clerical employee within ten (10) school days of receipt of the evaluation and within two (2) weeks if the evaluation is given to the clerical employee during the last ten (10) days of the school year. No clerical employee shall be required to sign a blank or incomplete evaluation form. Upon receipt of the evaluation report, a clerical employee who requests a conference with the evaluator shall be granted a conference.

3. No material shall be placed in a clerical employee’s personnel file unless the employee has had an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or designee and attached to the file copy. The employee’s response, if any, to the above mentioned material shall be submitted within ten (10) school days of the receipt of the material by the employee or within two (2) weeks if the material is received by the employee within the last ten (10) days of school.

Satisfactory Completion is defined to be a grade of an A or B in any course approved for reimbursement consideration.

A faculty member will be required to reimburse the Board of Education for all class costs when that individual voluntarily separates their employment in the district within 12 months following the completion of the course. Individuals who voluntarily separate their employment for the following reasons shall be exempt from this clause:

a) pregnancy,

b) transfer/relocation of spouse's employment,

c) extended/long-term illness,

d) death of an immediate family member, and

Any extenuating circumstance other than employment in another district may be appealed at the superintendent level only.

All teacher(s) receiving tuition reimbursement must remain employed in the Woodbury Public School District for 12 months following the completion of the course. Otherwise the teacher(s) is responsible to reimburse the Board 100% of the tuition reimbursement within 12 months from their separation of employment date.

4. Movement on the Salary Guide

Any anticipated change in salary status due to additional credits earned must be reported in writing to the Superintendent by January 15^th and the salary adjustment will take effect at the start of the next school year, or by July 15^th for the salary adjustment to take effect by the second pay of January. Teachers applying for horizontal movement on the salary guide who anticipate problems with the college or university in obtaining documentation that the required course work has been completed should notify the Business Administrator, in a timely fashion, that the documentation is forthcoming. In this case, the Board will waive the time requirements.

A stipend of $1,200.00 will be provided for up to four (4) teachers per academic year for the design, implementation and reporting of educational research within their assigned responsibilities. The work must be proposed, in writing, prior to August 1st and must specify area of research/inquiry, form of application within the district during the upcoming year, type of data to be collected and type of reporting to be made within the district by June 1st of the same academic year. The purpose of the program is to encourage professional reading, test theories within our classrooms and share results and recommendations with colleagues.

· Final Grade of an A or B (graduate or undergraduate coursework) = 100% reimbursement.

· Final Grade of a C (undergraduate coursework only) = 50% reimbursement.

a. pregnancy
b. transfer/relocation of spouse's employment
c. extended/long-term illness
d. death of an immediate family member
e. retirement

Any extenuating circumstance other than employment in another district may be appealed at the superintendent level only.

· Final Grade of an A or B (graduate or undergraduate coursework) = 100% reimbursement.

· Final Grade of a C (undergraduate coursework only) = 50% reimbursement.

a. pregnancy
b. transfer/relocation of spouse's employment
c. extended/long-term illness
d. death of an immediate family member
e. retirement

Any extenuating circumstance other than employment in another district may be appealed at the superintendent level only.

1. All ten month employees shall be entitled to ten (10) days of sick leave each school year. All twelve month employees shall be entitled to twelve (12) days of sick leave each year. Employees employed after September 30^th will receive one (1) sick day per month of employment. All sick leave days will be credited to the employee’s account as of the first day of the employee’s work year whether or not the employee reports for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit.

2. When an employee’s absence due to personal illness exceeds the total number of sick days accumulated, the employee may be granted a leave of absence covering the remaining period of illness with or without pay.

3. Sick leave referred to herein will be defined in applicable New Jersey Statutes now or hereafter in effect.

4. Employees shall be given a written accounting of accumulated sick leave days no later than September 30 of each school year.

5. Payment for unused sick leave upon retirement (for employees working in the district prior to July 1, 2012.)


a. Upon retirement in accordance with the provision of the Teachers’ Pension Annuity Fund or the Public Employees Retirement System, as relevant, ten month employees shall be paid two (2) full days’ pay calculated at the rate of one two-hundredth (1/200^th) of their annual salary for every five (5) unused sick leave days and one (1) full day’s pay calculated at the rate of one two-hundredth (1/200^th) of their annual salary for every five (5) accumulated personal leave days.

b. Upon retirement in accordance with the provision of the Teachers’ Pension Annuity Fund or the Public Employees Retirement System, as relevant, 12 month employees shall be paid two (2) full days’ pay calculated at the rate of 1/240^th of their annual salary for every five (5) unused sick leave days and one (1) full day’s pay calculated at the rate of 1/240^th of their annual salary for every five (5) accumulated personal leave days.

c. For all teachers and clerical employees hired after June 30, 1996, and for all maintenance, grounds and custodial employees hired on or after July 1, 2009, the payment for total unused sick and personal leave accrued is capped at a maximum of $15,000.00 upon retirement.

d. Any total amount greater than $10,000 owed to an individual retiree or to the estate of a retiree must be paid by the Board of Education over three (3) school years.

e. Employees notifying the Board no later than February 1^st of their intent to retire will receive payment in July; if notice of intent to retire is received after February 1^st, payment will be received the second July following retirement. Exceptions will be allowed for employees notifying after February 1^st for health related reasons concerning the employee or the employee’s spouse.

f. The estate of employees who are eligible to retire in accordance with the provisions of TPAF or PERS, as relevant, but employed by the Board shall be paid for the deceased employee’s accrued sick leave as specified in subsection 5. a. et seq.

Estate payments are restricted to those employed prior to May 21, 2010.

The Board realizes that unusual circumstances other than illness occasionally make it necessary for employees to be absent from work. The Board establishes the following list as maximum days employees may be absent for other acceptable reasons during a school year without loss in salary. This time expires at the end of each school year and is therefore not accumulative. Only accrued days from Section B. 4 convert to extended sick leave days

1. Death in the Family

a. Immediate Family. An allowance of up five (5) days per occurrence shall be granted for a death in the immediate family. One additional day shall be permitted under the provision of a substitute’s wage deduction. Immediate family may be considered grandparents, father, mother, spouse, brother, sister, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, step-mother, step-father, grandchild, and members of the employee’s household.

b. Extended Family. An allowance of up to two (2) days per occurrence shall be granted for a death in the extended family. Extended family may be considered step-brother, step-sister, niece, nephew, aunt, and uncle.

c. Other Relatives. An allowance of one (1) day leave may be granted for the death of other relatives, such as cousin, ex-family members of any kind, others not listed related through blood/marriage.

2. Serious Illness in the Immediate Family

An allowance of up to two (2) days leave may be granted for serious illness in the immediate family. (Immediate family same as No.1.a above.)

3. Personal Leave

a. An allowance of up to four (4) days leave per school year with prior notification to the Principal and/or immediate supervisor as defined in the job descriptions or as appropriate, first, followed by the Superintendent may be granted for reasons of a personal nature. These include, but are not limited to:

1) Court Subpoena.
2) Marriage of an employee or marriage of father, mother, brother, sister, son or daughter.

3) Personal business which cannot be handled outside of school hours, unless the requested leave day falls on a Monday, Friday, or, for teachers and clerical employees, any day preceding or following a school holiday, in which case the request must include a specific reason which shall be subject to approval by the Principal and/or immediate supervisor as defined in the job descriptions or as appropriate, followed by the Superintendent.

4) Religious holidays.

5) Family illness day.

b. Each employee’s unused personal leave days as specified in Section B. 3. of this Article will be accumulated for the employee’s future use as extended sick leave days. These accumulated unused personal leave days shall be available for use by the employee as sick leave days after all current and accumulated sick leave days have been exhausted. See A. 5. a. above for conversion of unused accumulated personal leave to severance pay (as referenced above in 13A).

4. Educational Leaves

Educational leaves, if it is related to their position/assignment in the district, for teachers and clerical employees may be granted with prior approval of the Superintendent for:

(a) Attendance at conferences for professional improvement.

(b) Representing the school or profession at civic, public or educational meetings.

(c) Visiting other schools for self-improvement.

(d) Serving on evaluation committees.

5. Transportation Leave

An allowance for one (1) day may be granted for the purpose of providing transportation to or from the hospital in the event of childbirth by the spouse.

6. Miscellaneous

For the protection of the employee and for proper payroll accounting and audit, every request for a personal leave of absence of a full day or more must be made to the Superintendent in writing. Absence not covered by any of the above provisions will cause salary deductions at the rate of 1/20^th of the monthly salary for each day’s absence.

7. With respect to maintenance/custodial/grounds employees, the above provisions apply to full-time employees only.

All benefits to which an employee was entitled at the time the leave commenced and which are still available to the employee at the time of return, including unused accumulated sick leave shall be restored to an employee returning from leave; and he shall be assured his original position or similar position within the area of his interests, abilities, and training following the completion of leave. Employees will provide notice to the Superintendent of Schools of his intent to return prior to February 1.

Employees are eligible for emergency military leave in accordance with N.J.S.A. 38:23-1.

F. Copies of this Agreement shall be prepared at the joint expense of the Board and the Association and presented to all members of this association.

A. The Board and the Association recognize and agree that the teachers’ responsibility to the students, community and profession generally entails the performance of duty and the expenditure of time and service beyond classroom duty hours. However, teachers may be required to attend no more than three (3) evening assignments or meetings each school year without additional compensation.
B. Teacher Day



1. Report for Duty and Length of Work Day

a. Full time teachers (PK-5): arrive five (5) minutes prior to the start of school and remain twenty-five (25) minutes after the close of the school day; the total in school work day shall consist of not more than seven (7) hours.

b. Full time teachers (Grades 6-12): arrive five (5) minutes prior to the start of school and remain a total of seven and one quarter (7 ¼) hours on a regular student day

c. Teachers shall indicate their presence for duty in a method appropriate to their particular building.

d. On Fridays and on days preceding holidays or vacations, the teachers’ day shall end at the close of the pupils’ day.

e. Teachers shall work a one-session day prior to the Thanksgiving holiday and Winter break.

2. Prep and Lunch Times:

Full-day

· Grades PreK – 5: 40 minute duty-free lunch
· PreK: 40 minutes of daily prep time
· Grades Kindergarten – 5: 40 minute daily prep period
· Grades 6 – 12: at least 26 minutes duty free lunch.


Early-Dismissal Days
· Grades PreK – 5: 40 minute duty-free lunch
· PreK: 30 minutes of daily prep time
· Grades Kindergarten – 5: 30 minute daily prep period
· Grades 6 – 12: at least 26 minutes duty free lunch.

1-Hour Delay

· Grades PreK – 5: 40 minute duty-free lunch
· PreK: 30 minutes of daily prep time
· Grades Kindergarten – 5: 30 minute daily prep period
· Grades 6 – 12: at least 26 minutes duty free lunch.

2-Hour Delay

· Grades PreK – 5: 40 minute duty-free lunch
· PreK: 24 minutes of daily prep time (or faculty dismissal at the time of student dismissal)
· Grades Kindergarten – 5: 24 minute daily prep period (or – faculty dismissal at the time of student dismissal)
· Grades 6 – 12: at least 26 minutes duty free lunch.


Teachers may leave the building during their duty-free lunch period.

1. Teachers may be required to remain after the end of the regular work day for the purpose of attending faculty or other professional meetings.

2. Such meetings shall not exceed two (2) days each month for tenured faculty members and four (4) days each month for non-tenured faculty members [with one less meeting in the month of December for all faculty].

3. These meetings will begin no later than fifteen (15) minutes after the student dismissal time with the exception of one meeting per month which may start thirty (30) minutes after the student dismissal time only if it involves individuals traveling from one school building to another.

4. One of these meetings will run for no more than sixty (60) minutes while the other monthly meeting will run no more than ninety (90) minutes.

5. If a meeting will last longer than thirty (30) minutes beyond the end of the normal teacher work day, a notice of such meeting and the agenda for the meeting shall be distributed twenty-four (24) hours in advance, except in emergency situations.

6. Dates of meetings for the entire school year shall be set by September 1^st of the school year.

D. Teaching Loads.

1. Elementary. Elementary teachers shall not be required to teach continuously for more than three (3) hours and twenty-five (25) minutes, except on one-session days when it shall not exceed four (4) hours.
2. Junior/Senior High School. (The following daily teaching loads in grades 6 through 12 may be converted to weekly equivalents.)

The traditional daily schedule in grades 6 through 12 shall consist of eight (8) periods plus lunch and homeroom. The average length of a period, excluding passing time, shall be forty-two (42) minutes.

Teachers of Related Arts (Art, Business, Technology Education, and Physical Education), Music, Special Education and World Language will not have more than five (5) subject preparations, unless a teacher volunteers for more. All other teachers will not be assigned to teach in more than two (2) subject areas and no more than three (3) subject preparations in full year academic courses, unless a teacher volunteers for more.

[Note: Though homeroom is not considered an “academic period,” a “class,” or an “instructional block”, it will, for the purpose of counting “preparations” above, be considered a preparation for those who lead the Developmental Design activities in the Junior High School homerooms.]

a. Traditional 42-minute class period.

1. Teachers assigned six (6) academic periods per day shall have ten (10) non-pupil contact periods per week.
2. Teachers assigned to five (5) academic periods shall have thirty-three (33) pupil contact periods per week and seven (7) non-pupil contact periods per week.
3. Full period supervisory assignments shall be considered a pupil contact period. Department Chairs will have no more than 25 pupil contact periods per week and will be assigned no additional duties, i.e. lunch, in-house suspension duties.
4. Teachers assigned to seven (7) academic classes will be assigned on a voluntary basis and will receive $5,865 additional salary for the year. The above amount will be paid as a stipend with one-half (1/2) payable in December and one-half (1/2) payable in June.
5. A teacher assigned to six (6) academic periods per day may volunteer for a supervisory assignment and receive a $2,600. stipend.
6. A teacher without a year’s teaching experience shall not be assigned seven (7) academic periods.

b. Extended 51-minute class periods.

1. A faculty member’s normal daily work load shall not exceed five (5) extended period classes. Additionally, two periods per day (typically of 42 minutes in duration) will be non-pupil contact time periods.
2. If a faculty member is assigned to five (5) extended period classes, said member shall be assigned no duties that semester.
c. Blocked (double period) 88-minute periods.

1. A faculty member’s normal daily work load shall not exceed three (3) instructional blocks and two (2) non-pupil contact time periods equal in length to one block.
2. If a faculty member teaches three (3) blocks in a semester, said member shall be assigned no duties that semester.

d. Combined Schedules
A combination of the above class periods can be used to make up a teachers schedule as long as the non-pupil contact times for the teacher is consistent with what would be provided in the above scenarios.

e. Purposeful, Common Planning Time
When planning time is purposefully provided for teachers working in common areas (e.g., departments, grade level, etc.), the group will provide an accounting of how a maximum of four (4) non-pupil contact periods per month were used to address student issues (instructional and/or behavioral). This should be done in the form of meeting notes summarizing the points discussed and any related decisions. Any such grouping of teachers will be identified by the building principal.

f. Department Chairs

1. Department Chairs and team coordinators shall teach no more than five (5) instructional (88-minute) blocks per year, five (5) 42-minute periods per day for a full year, or four (4) extended, 51-minute period classes per day, whenever possible.
2. When a chairperson or team coordinator teaches six (6) blocks per year, six (6) traditional periods per day all year, or five (5) extended periods per day all year, the stipend will increase by 50%.
3. When a chairperson or team coordinator agrees to teach six (6) periods per day for less than a full year, the stipend will be adjusted accordingly.

The practice of using a regular teacher as a substitute, thereby depriving him of his preparation period, is undesirable and shall be discouraged. In those cases where regular substitutes are not available, regular teachers who may volunteer may be used as substitutes during their non-teaching time.

Teachers shall be given written notice of their assignments not later than June 15th. The administration may alter, modify, or change such assignments in the event of changes in enrollment or department personnel, and shall notify the teacher affected by such changes promptly and in writing.

It is recognized by the Board that pupil-teacher ratio is an important aspect of an effective education program. The Board agrees to continue its efforts to keep class size at an acceptable number as dictated by the financial condition of the district, the building facilities available, the availability of qualified teachers and the best interests of the District, as deemed administratively feasible.

Child Study Team members will be placed at their individual steps on guide and will receive an additional $2,500 in salary. They will work a 7 1/2 hour day. The CST will work five (5) additional days beyond the teacher’s contract. Three of these days will be taken prior to the start of the school year, during the month of August, and two (2) days will occur at the end of the school year, in June. Team members must submit these dates for approval to the Director of Special Services for planning purposes by June 30 of the prior school year.

B. Curriculum work to be assigned at special projects rate with a cap on the number of total hours per project as set by the Superintendent.

C. Stipend to be divided if the responsibility is assigned to more than one (1) teacher.

D. In lieu of payment, released time may be provided. Ex. professional day in-service, etc.

E. Teachers who serve as instructors for in-service courses during the school year and who do not have such instruction as part of their regular duties will be compensated for such services at the special projects rate with the number of hours approved by the Superintendent.

Step 1: A written reprimand #1 shall be placed in the employee’s personnel file. The employee shall be required to sign the file copy, within five (5) work days, for the sole purpose of acknowledging receipt of a copy. The employee’s signature does not indicate agreement with the reprimand. The Board shall furnish the employee and the Association with a copy of the reprimand.
Step 2: A written reprimand #2 shall be placed in the employee’s personnel file. The employee shall be required to sign the file copy, within five (5) work days, for the sole purpose of acknowledging receipt of a copy. The employee’s signature does not indicate agreement with the reprimand. The Board shall furnish the employee and the Association with a copy of the reprimand.
Step 3: Suspension from work (without pay) for periods varying from one (1) to fifteen (15) days, according to the gravity of the offense and the previous record of the employee concerned, is to be applied in cases of a first serious offense or continued or repeated minor ones.

Step 4: Discharge.
· If an employee is required to attend a meeting with the Board, Superintendent or a designated representative for the purpose of discipline, he will be so advised in writing and shall have the right to have an Association representative present during such a meeting.

· The Board may bypass any step of this procedure based on the offense (such as theft, fighting, child molesting, substance abuse, etc.) and record of the employee.

1. The full-time work year calendar will be established by June 1 of each year for the July 1 - June 30 fiscal year. Fourteen paid holidays and due vacation time will be recognized.

3. The full-time work day shall consist of eight (8) hours plus a one-half (1/2) hour lunch break for the day shift and eight (8) hours including a one-half hour lunch break for shifts beginning after 3 p.m. and before midnight.

4. If approved by the Board of Education, a modified summer work schedule will consistent of eight and one-half (8.5) hour work days Monday through Thursday and a six (6) hour work day on Fridays.

1. Full-time employees assigned to work shifts that regularly work past midnight will receive a twenty-five cent ($.25) per hour shift differential. The shift differential will only be paid for actual time worked on the late shift.

1. The scheduling and distribution of overtime will be done on an equitable basis in accordance with the needs of the district.

2. Employees who are required to work on holidays as defined in Article 26 will be compensated in addition to the regular day's pay at the rate of time and one-half for all time worked.
3. Employees who are required to work on a Sunday will be compensated an overtime pay at two (2) times the employee’s regular rate of pay.

4. The Board may require employees to work overtime; employees will be given advanced notice of required overtime when possible.

2. On-call employees will be compensated at the rate of fifteen dollars ($15.00) per week day (6 a.m. Monday through 12 a.m. Saturday) and forty dollars ($40.00) per weekend (12 a.m. Saturday through 6 a.m. Monday.)

3. The requirement for on-call assignments will be determined by the Administration.

1. All full-time twelve (12) month employees shall be entitled to fourteen (14) paid holidays per year.
2. These holidays shall include:

New Year's Day Independence Day
Martin Luther King, Jr. Day Labor Day
Good Friday Thanksgiving Day
Memorial Day Christmas Day

3. The remaining six (6) holidays shall be determined on an annual basis when the school calendar is established. Employees will be notified of the dates of the six (6) holidays no later than April 30 of each year.

4. In the event a holiday listed in Subsection 2 above falls on a Saturday or Sunday, the holiday will be celebrated on the preceding or following day respectively. In the event the schools are open on any scheduled holiday, an alternate holiday will be scheduled by mutual agreement.

5. The Association will submit a suggested holiday schedule for the Board's consideration prior to April 1 of each year.

For the initial year of employment, employees hired after July 1 shall earn pro-rata vacation time in accordance with the number of months employed in that year up to a maximum of ten (10) days. Such vacation time shall be rounded to the nearest full day. Vacation days are earned during the school year and accrue to the employee's record each July 1.

Each full-time twelve (12) month employee shall be eligible for two (2) weeks of vacation during the second year of employment and two (2) weeks of vacation each succeeding year until the employee completes seven (7) continuous years.

Beginning the eighth (8th) year and continuing until the employee has completed fifteen (15) full years of continuous employment, the employee shall be eligible for three (3) weeks of vacation. Beginning the sixteenth (16th) year the employee shall be eligible for four (4) weeks of vacation.

1. Vacation times shall be scheduled at the discretion of the Superintendent or designee.

2. Vacation days shall not be scheduled during the two (2) weeks prior to the opening of school in September, unless approved by the Superintendent. The Superintendent's decision is not grievable.

3. Vacation requests for winter recess will be granted based on a rotation of seniority. One (1) maintenance person and four (4) custodians must be in the district at all times.

4. Vacation time is not accruable long term. An employee may carry a total maximum of five (5) vacation days into the next year.

5. Vacation leaves of absence will be granted in half-day increments for up to ten (10) half-days (a total of five (5) days of vacation time) during a given school year.

Twelve (12) month part-time employees will earn vacation as noted above, on a pro-rated basis. See Appendix D for further “Leave Days” explanation for part-time employees.

A. The Board shall provide five (5) uniforms in the initial year of employment. Thereafter the Board shall provide the dollar equivalent of three (3) pants and three (3) shirts per year to each employee, which will be purchased by the Board. The Board shall provide clothing appropriate to the performance of special jobs on an as-needed basis but no more than one per year. The following items will be issued: rain slickers and gloves.



B. An allowance of sixty dollars ($60.00) for work related footwear with non-slip sole (no white sneakers) will be provided to custodial personnel each school year. An allowance of eighty dollars ($80.00) for work boot related footwear will be provided to maintenance and grounds personnel per school year. Reimbursement for the cost of footwear will occur within sixty (60) days after submission of receipts. Appropriated footwear designated above must be worn during all work shifts.



C. Jackets will be supplied by the Board, as needed, and remain the property of the Board of Education.

B. A standard full-time work week will be Monday through Friday, excluding the four (4) day summer work schedule, if approved by the Board of Education. The four (4) day summer work schedule is as follows: Monday through Thursday, 7:30 a.m. – 4:45 p.m., nine and one-quarter (9.25) hours, including a one-half (1/2) hour lunch break.

C. The full-time work day shall consist of eight (8) hours, including one hour lunch break.

D. Part-time clerical employees shall work fewer than 30 hours per week. The length of the part-time work day, including lunch break, shall be determined by the administration. The length of the part-time clerical employee’s work year shall be determined by the administration (teachers’ calendar/students’ calendar/ten month calendar). Part-time employees who work during the summer months will work their normal number of weekly hours.

E. Starting times for all clerical employees will be determined by the administration.

F. When three or more secretaries from the same location are required to attend a scheduled meeting, an agenda will be provided twenty-four (24) hours in advance, except in emergency situations.

G. The day before Thanksgiving and the day before winter break, secretaries can leave 30 minutes after student dismissal.

Employees transferring from 10-month to 12-month positions will be given vacation time if they have been employed by the district for at least 5 years of 10-month service. Vacation time in the first year of full-time twelve (12) month service will be two (2) weeks or prorated if hired after July 1^st. Such vacation time shall be rounded to the nearest full day. These vacation days will be credited to the employee on the first day of their full-time status. After that, vacation days are earned during the school year and accrue to the employee’s record each July 1^st. Thereafter, each full-time twelve (12) month clerical employee shall be eligible for two (2) weeks of vacation during the second year of full-time employment and two (2) weeks of vacation each succeeding year until the employee completes seven (7) continuous years of full-time employment. Beginning the eighth (8th) year of full-time employment and continuing until the employee has completed fifteen (15) full years of continuous full-time employment, the employee shall be eligible for three (3) weeks of vacation. Beginning the sixteenth (16th) year of full-time employment, the employee shall be eligible for four (4) weeks of vacation.

1. Vacation times shall be mutually scheduled between the supervisor and the employee and must be approved by the Superintendent. Vacation days shall not be scheduled during the two (2) weeks prior to the opening of school in September, unless approved by the Superintendent.

2. Twelve month employees may carry over five (5) vacation days annually, which must be used in the next fiscal year.

3. Vacation time is not accruable long term.

4. Vacation leaves of absence will be granted in half-day increments for up to ten (10) half days (a total of five (5) days of vacation time) during a given school year.

EXHIBIT A

Salary Increases

Certificated Staff:

1. Effective July 1, 2022, the base salaries of the Certificated Staff of the Association shall be increased by 3.1%.

2. Effective July 1, 2023, the base salaries of the Certificated Staff of the Association shall be increased by 3.2%.

3. Effective July 1, 2024, the base salaries of the Certificated Staff of the Association shall be increased by 3.2%.

4. Effective July 1, 2025, the base salaries of the Certificated Staff of the Association shall be increased by 3.2%.

5. Effective July 1, 2026, the base salaries of the Certificated Staff of the Association shall be increased by 3.2%.

1. Effective July 1, 2022, the base salaries of the Support Staff of the Association shall be increased by 4.0%.

2. Effective July 1, 2023, the base salaries of the Support Staff of the Association shall be increased by 3.2%.

3. Effective July 1, 2024, the base salaries of the Support Staff of the Association shall be increased by 3.2%.

4. Effective July 1, 2025, the base salaries of the Support Staff of the Association shall be increased by 3.2%.

5. Effective July 1, 2026, the base salaries of the Support Staff of the Association shall be increased by 3.2%.

1. Effective July 1, 2022, the base stipends on the Appendices B and C of the Association, except for the Special Projects Compensation and Detention Rate, shall be increased by 1.0%. The Special Projects Compensation and Detention Rate shall be $40.00 per hour for the length of this contract.

2. Effective July 1, 2023, the base stipends on the Appendices B and C of the Association, except for the Special Projects Compensation and Detention Rate, shall be increased by 1.0%. The Special Projects Compensation and Detention Rate shall be $40.00 per hour for the length of this contract.

3. Effective July 1, 2024, the base stipends on the Appendices B and C of the Association, except for the Special Projects Compensation and Detention Rate, shall be increased by 1.0%. The Special Projects Compensation and Detention Rate shall be $40.00 per hour for the length of this contract.

4. Effective July 1, 2025, the base stipends on the Appendices B and C of the Association, except for the Special Projects Compensation and Detention Rate, shall be increased by 1.0%. The Special Projects Compensation and Detention Rate shall be $40.00 per hour for the length of this contract.

5. Effective July 1, 2026, the base stipends on the Appendices B and C of the Association, except for the Special Projects Compensation and Detention Rate, shall be increased by 1.0%. The Special Projects Compensation and Detention Rate shall be $40.00 per hour for the length of this contract.

· Category A – those who work a part-time schedule each day, and
· Category B – those who work full-time days but less than five days per week.

· Category A teachers will be provided a start and finish time for their school day from the building principal(s). These times will typically be consistent throughout the week, though they may vary on given days due to the schedule (e.g., Fridays – extended homerooms in the high school). The time commitment will be in line with the Full-time Equivalency (FTE) decimal number that was used at the time of the appointment for the school (see attached FTE calculation page).
· Category B teachers are hired at a Full-time Equivalency (FTE) that is expressed as a decimal number. These teachers will work the fraction of days hired in relation to the full 186 contractual work year for the teacher. (e.g., a teacher hired at 0.60 FTE is expected to work 0.60 * 186 days = 111.6 = 112 days; these days will typically take on a regular pattern [possibly M, W, F] – but need to total the contracted amount by the year’s end; see attached FTE calculation page.)

· Category A secretaries will be provided a start and finish time for their school day from the immediate supervisor. These times will be consistent throughout the week. The time commitment will be in line with the Full-time Equivalency (FTE) decimal number that was used at the time of the appointment for the school year (see attached FTE calculation page).
· Category B secretaries are hired at a Full-time Equivalency (FTE) that is expressed as a decimal number. These secretaries will work the fraction of days hired in relation to the full 200 contractual work year (10-month), 260 contractual work year (12-month). (e.g., a 10-month secretary hired at 0.60 FTE is expected to work 0.60 * 200 days = 120 days; these days will typically take on a regular pattern [possibly M, W, F] – but need to total the contracted amount by the year’s end; see attached FTE calculation page.)

· Category A custodial, maintenance, and grounds employees will be provided a start and finish time for their work day from the Director of Facilities. These times will typically be consistent throughout the week, though they may vary on given days due to the schedule (see attached FTE calculation page).
· Category B custodial, maintenance, and grounds employees are hired at a Full-time Equivalency (FTE) that is expressed as a decimal number. These employees will work the fraction of days hired in relation to the full 260 contractual work year for the employee. (e.g., a custodian hired at 0.60 FTE is expected to work 0.60 * 260 days = 156 days; these days will typically take on a regular pattern [possibly M, W, F] – but need to total the contracted amount by the year’s end; see attached FTE calculation page.)

· Category A employees have the same benefits days as full-time employees -- 10 sick, 3 personal, etc. – but each day is the part-time employee’s prorated amount of time. (e.g., a 0.82 FTE teacher will take 0.82 fraction of the day as one of his/her ten sick days for each leave day.) This formula will also apply to holidays – each holiday is at the part-time employee’s prorated amount of time.
· Category B employees will have a pro-rated amount of time added to their leave bank of available days; these are full-time days. (e.g., a 0.60 FTE part time custodian above will have 0.6 * 12 = 7.2 = 7 sick days added to his/her bank, 0.60 * 3 = 1.8 = 2 personal days, etc.) This is the same calculation for the number of holidays a Category B employee is entitled to for the year; the specific, paid holidays will be determined mutually with the immediate supervisor.

· Category A and Category B teachers will approach these meetings in the same manner.
· Contractually, there is a limit on these “end of the regular work day meetings” – not to exceed 4 per month. For the part-time teacher, this limit will be computed as follows:
Teacher’s FTE * 4
· Examples:
o .82 FTE teacher. 0.82 * 4 = 3.28 = 3 meetings/month
o .2 FTE teacher. 0.2*4 = 0.8 = 1 meeting/month
· All meetings will start no later than fifteen (15) minutes after the end of the part-time teacher’s regular day and shall run no more than sixty (60) minutes.
· Building principals will identify the meetings that a part-time teacher is to attend for the school year at the beginning of that school year.

· Category A and Category B teachers will approach these meetings in the same manner.
· Contractually, there is a limit on evening assignments. A full-time teacher may be required to attend no more than three (3) evening assignments or meetings each year.
· The part-time teacher’s requirement will be calculated using FTE: FTE*3
· Examples:
o 0.82 FTE = 0.82*3 = 2.46 = 2 evening assignments/meetings
o 0.20 FTE = 0.2 *3 = 0.60 = 1 evening assignment

FTE Calculations

(based of the salary guides established in the WEA agreement with the Woodbury City BOE)

Secretary: Total Day:

7 hour day

[ >5 hours would include a 30 min lunch]

FTE

=

x/7

FTE

Ex.

2 hours

2/7

0.29

4 hours

4/7

0.57

5.3 hours

5.8/7

0.83

Custodian/Maintenance/Grounds:

7.5 hour day

[ >5 hours would include a 30 min lunch]

FTE

=

x/7.5

FTE

Ex.

2 hours

2/7.5

0.27

4 hours

4/7.5

0.53

5 hours

5/7.5

0.67

Teacher:

7.25 hour day

Jr.-Sr. High School

FTE

=

x/6

high school classes (42 min each)

FTE

=

x/5

7th/8th grade schedule (51 minutes each)

FTE

Ex.

2 HS classes

2/6

0.33

4 HS classes

4/6

0.67

2 7th/8th gr classes

2/5

0.40

4 7th/8th gr classes

4/5

0.80

Teacher:

7 hour day

Elementary Schools

[ >4 hours would include a 30 min lunch]

[ >3.5 hours would include a 20 min prep]

FTE

=

x/7

FTE

Ex.

60 min

1/7

0.14

210 min

2.5/7

0.36

4 hours

4.33/7

0.62

5 hours

5.88/7

0.84

NOTE: Part-time employees who work a full-day for part of the week are entitled to the same prep/lunch time associated with regular, full-time employees. The FTE is calculated based on the % of days contracted over the course of the work year:

EXAMPLES

(approx)

Teacher:

186 days

135 days

0.73

(3 days/wk)

10-month secretary:

200 days

45 days

0.23

(1 days/wk)

12-month secretary:

260 days

104 days

0.40

(2 days/wk)

custodian/maintenance/grounds:

260 days

195 days

0.75

(4 days/wk)