The Union County Vocational-Technical Schools Board of Education (hereinafter “Board”) hereby recognizes the Union County Vocational-Technical Educational Association (hereinafter “Association) as the exclusive and sole representative for the collective negotiations concerning grievances and terms and conditions of employment for all personnel, whether under contract or leave, presently employed or employed by the Board in the future, including:
Coordinators of Cooperative Education / Placement / Apprenticeship
Counselors
Guidance Counselor/Recruiter
Nurses
School-to-Work Coordinator
Secretaries

Coordinators of Cooperative Education / Placement / Apprenticeship, Counselors, Guidance Counselor/Recruiter, Nurses, School-to-Work Coordinator, Social Workers, Teachers, Teacher/ETTC Coordinator, Worksite Teacher N.J. Youth Corps, Project Coordinator/NJYC, Transition Coach.

For the purpose of this Agreement, unless otherwise indicated, the term “teacher” shall refer to all professional personnel as above defined, and references to male employees shall include female employees.

For the purpose of this Agreement, unless otherwise indicated, the term “secretary” shall refer to all office personnel as above defined, and references to male employees shall include female employees. Excluded from the unit are the following confidential employees:
Secretary to the Superintendent
Secretary to the Principal

For the purpose of this Agreement, unless otherwise indicated, the term “employee” shall refer to all personnel as defined above, and references to male employees shall include female employees.

A "grievance" is a claim in writing by the employee or the Association based upon the interpretation, application or violation of this Agreement, policies or administrative decisions affecting an employee or a group of employees' terms and conditions of employment. The term "grievance" shall not include the following:

Any matter for which a method of review is provided for or is cognizable by law or by any rule or regulation of the State Commissioner of Education or State Board of Education

Any matter for which a method of review is provided for or is cognizable by the Public Employment Relations Commission

Matters, which according to law, are beyond the scope of Board authority

Any rule or regulation dealing with managerial prerogative of the Union County Vocational-Technical Schools Board of Education or the State Commissioner of Education

Any matter the determination of which would require an act by the Board of Education, which it is without legal authority to do

A complaint of a non-tenure employee which arises by reason of his not being re-employed. N.J.S.A. 18A:27-10 et seq.

A complaint by an employee occasioned by appointment to or lack of appointment to, retention in or lack of retention in, any position for which tenure is either not possible or not required

Any matter for which reviewed by arbitration is prohibited by law.

An "aggrieved person" is the person or persons making the claims and any person including the claimant and any person including the Association or the Board, who might be required to take action or against whom the action might be taken in order to resolve the claim.

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.

In the event a grievance is filed at such a time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

A grievance to be considered under this procedure must be initiated by the grievant within fifteen (15) calendar days after the grievant would be expected to know of its occurrence. In the event that the fifteen (15) calendar day period runs past the close of the school year, then the time for filing of the grievance shall be based on two (2) business days for each school day until fifteen (15) calendar days are reached. Where school ends and the period to file a grievance has not expired, the remaining days will then be counted two for one as set forth above. An employee with a grievance shall first discuss it with his/her immediate supervisor, either directly or through the Association's representative: participating in such discussions and proceedings shall also be on his/her own time. Excepted from the operation of the foregoing provisions are those instances in which any employee is requested by an authorized administrator to be present.

If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision is reached within six (6) school days after the grievance was referred to the building principal or immediate supervisor, then within ten (10) school days a written grievance shall be referred to the Superintendent. A decision shall be rendered by the Superintendent within ten (10) school days after its presentation.

If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school days after the grievance was delivered to the Superintendent, whichever is sooner, the grievant must request in writing that the Association submit the grievance to arbitration. If the Association determines that the grievance is meritorious, it may submit the grievance to arbitration within fifteen (15) school days after the receipt of the request by the aggrieved person.

Within ten (10) school days after such written notice of submission to arbitration, the Board and Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specific period, a request for a list of arbitrators may be made to the Public Employment Relations Commission.

The arbitrator's decision shall be in writing and shall be submitted to the Board and the Association and shall be advisory to the parties, except that if the Board rejects two (2) arbitration decisions arising out of grievances occurring during a single contract year, all subsequent decisions arising during the same contract year shall be binding upon both parties.

In the event that the arbitibility of a grievance is at issue between the parties, jurisdiction to resolve the issue shall rest solely with the arbitrator selected in accordance with the provisions of Section C5 (b) of this article.

The cost for services of the arbitrator including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring the same.

Any aggrieved person may be represented at all stages of the grievance procedure by himself/herself, by legal counsel or at his/her option, by representative(s) selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views 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 party in interest, any representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.

If in the judgment of the Association, a grievance affects a group or class of employees, the Association may submit such a grievance in writing to the Superintendent directly and the processing of such a grievance shall be commenced at Level Two. The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

Decisions rendered at Level One which are unsatisfactory to the aggrieved persons and all decisions rendered at Level Two of the grievance procedure shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to all parties in interest and to the Association.

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

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, hereafter referred to in the Article, unless the aggrieved person chooses otherwise.

A course will be defined as a class that has its own curriculum guide (with the exception of health and fitness that are considered as one course per grade level). Teachers will not normally be scheduled to teach more than two (2) courses if he or she is:
Provisionally Certificated—OR—

Assigned more than five (5) classes (distinct groups of students meeting at the same time in the same classroom—more than 13 blocks during 5 days)—OR—

Assigned to teach AP courses—OR—

Assigned a ‘new’ course as defined by a class he or she has never previously taught—OR—

An itinerant teacher (teachers that are assigned to regularly teach in more than one classroom or building—with the exception of health / fitness classes.


When teacher assignments deviate from the above articulated guidelines, the following remedies will be applied:
Any teacher that is assigned to teach three (3) courses, teaches more than 5 classes (b above), and meets any additional above articulated guidelines (a, c, d, or e) will be assigned an additional curriculum development period per day.

Any teacher that is assigned to teach more than three (3) courses, teaches more than 5 classes (b above), and meets any additional above articulated guidelines (a, c, d, or e) shall be released from all administrative duties and compensated with a club column B stipend.

Preparation and curriculum development periods are restricted to on campus except for those pre-approved activities that are part of the teacher’s job responsibilities or those who have approval from their immediate supervisor.

All teachers will teach no more than 1,650 minutes per week.

Each six hour day will include one (1) duty-free lunch period of at least 30 minutes.

If a bargaining unit member has completed studies by September 1 of a school year which qualifies him/her for an educational level adjustment and if documentation verifying same is submitted by the following February 1, he/she will be reclassified and the salary adjusted retroactive to September 1.

If a bargaining unit member has completed studies by February 1 on a school year which qualifies him/her for an educational level adjustment and if documentation verifying same is submitted by the following June 30, he/she will be reclassified and the salary adjusted retroactive to February 1.

All teachers engaged in summer work, adult school, home instruction, supervision of the multi-media center after school hours and who substitute for other teachers at the request of administration shall be paid at the rate of thirty-three ($33.00) dollars per hour for the 2008-09 school year; thirty-four ($34.00) dollars per hour for the 2009-10 school year and thirty-four ($34.00) dollars per hour for the 2010-11 school year.
In the event employees are requested to work a full time schedule (7:50 a.m.-2:55 p.m.) after June 30th, they shall be paid on their per diem rate. Teachers working at the hourly rate in the summer may be scheduled to work full days without receiving the per diem rate. Such a schedule shall be mutually agreed to between the teacher and the administration.

Service
5 years or more $ 450
10 years or more $ 825
15 years or more $ 1,275
20 years or more $ 1,650

The individual in this position shall be compensated at his/her regular salary plus ten percent (10%) for apprenticeship coordinator duties which will require a work schedule of one night per week for a period of three (3) hours per night (as established by the Superintendent). The schedule for the year shall be submitted to the Superintendent by September 15th.

The guidance counselor/recruiter shall receive, for every, six (6) hours worked beyond the regular workday, a per diem rate based on his/her current salary to be paid on a semi-annual basis. For any period worked which is less than six (6) hours, the pay for the same shall be pro-rated. The position is for ten (10) months.

The percentage of the full-time contractual rate based on the salary guide to which they are entitled for the time they teach.

The percentage of all benefits received by full-time teachers (other than the medical benefits, which will be determined by statute regulations,) under this contract which represents the hours worked as related to full-time teacher employment.

A request for a professional day(s) is submitted in writing with detailed information and any other pertinent data to the appropriate administrator before, but not less than ten (10) working days before the date of the scheduled activity. The Superintendent will review both positive and negative requests of the principals and the Superintendent may reverse the decision of the principal.

The administrator will initial his/her approval and forward the request within two (2) working days of the date received to the Superintendent for final review and approval.

The Superintendent will advise the appropriate administrator within two (2) working days of the date received as to whether the request was approved or denied.

Professional day(s) will be considered only for those activities that are related directly to his/her area of responsibility within the district. Appropriate workshops, seminars, and meetings are examples of activities that will be given consideration.

Expenses for approved activities will be determined by the Superintendent at least five (5) working days before the scheduled activity. The Superintendent will submit approved expenses for Board approval at the next regularly scheduled meeting of the Board.

All reasonable effort shall be taken by the Superintendent to secure a substitute when needed. However, when a substitute cannot be secured, the class shall be divided up so that no teacher shall have more than three (3) additional students added to his or her classroom for the period in which a substitute could not be obtained.

Whenever a vocational teacher is requested to substitute for another instructor, he/she will be compensated at the rate of ten dollars ($10.00) per instructional session following the third (3^rd) time the individual teacher is required to substitute.

Whenever a teacher is requested to write or develop curriculum during the summer he/she shall be compensated at one of the following levels:

Curriculum Revision $1,200.00
New Curriculum $2,000.00

Any curriculum writing done off campus will require three (3) progress meetings at a mutually convenient time at the office of the Building Principal or their designee.

Part-time Curriculum Coordinator 10 month position $5,100.00
Part-time District Activities Coordinator 10 month position $5,100.00

Bus Duty Aide $17.00 per hr.
Bus Driver $17.00 per hr.
Bus and Hall Monitors $17.00 per hr.
Fitness Center Monitor After-School $25.00 per hr.

The Board shall reimburse teachers for all reasonable expenses for approved field trips including but not limited to transportation, room, board and fees. The Association and the Board shall define the meaning of reasonable expenses. Reimbursement shall be made for the following field trips, including but not limited to: Sophomore Class Trip; Junior Class Trip; Senior Class Trip; Biology Class Trip; and Skills USA Trips.

Overnight trips shall be reimbursed at the rate of thirty-five dollars ($35.00) per night.

Service
4 years and 1 day $ 425
9 years and 1 day $ 750
14 years and 1 day $ 1,100
19 years and 1 day $ 1,425

If summer hours are 8 and one-half (8 1/2) hour days, overtime will not be calculated for extra one-half (1/2) hour.

The administration will not be arbitrary and unreasonable in the assignment of overtime. Assignment, which requires a return to work after a break at the end of the normal workday, shall be automatically deemed overtime.

All overtime will be rounded to the nearest quarter hour at the end of the day period. This will be remunerated at the rate of one and one-half (1 1/2) times the hourly salary.

The exception to this rule will be weekends and holidays, then the rate will be double the hourly salary.

On an emergency closing day(s), any secretary required to work on such a day shall be paid double their normal rate for the full day.

On emergency closing day(s), secretarial staff shall be dismissed as soon as teachers and students have exited but no later than one (1) hour after dismissal.
Overtime of a general clerical nature shall be offered to qualified employees on a rotating basis starting with the most senior member of the bargaining unit in the department. In the event that an employee refuses overtime, they will not be offered overtime until the full rotation has passed. If all employees refuse overtime, the administration may assign overtime to the least senior person on the seniority list of the appropriate type. A master seniority list for all the employees shall be maintained for general work and seniority lists by department shall be drawn up for specialized work to aid in the implementation of this article.

A teacher shall have the right, upon request and reasonable notice not to exceed three (3) school days to review the contents of his/her personnel file and to receive copies at teacher's expense of any documents contained therein. A teacher shall be entitled to have a representative(s) of the Association accompany him/her during such review (both shall be on their own time). At least once every three (3) years, a teacher shall have the right to indicate those documents and/or other materials in his file, which he/she believes to be obsolete and otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or his/her designee and if, in fact, they are obsolete and otherwise inappropriate to retain, they shall be destroyed. Disputes over the retention of said documents may be processed through the grievance procedure commencing at Level Two.

No material derogatory to a teacher's conduct service, character or personality shall be placed in his/her personnel file unless the teacher has had an opportunity, to review the material. The teacher shall acknowledge that he/she has had the 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 teacher shall have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or his/her designee and attached to the file copy.

Although the Board agrees to protect the confidentiality of the personal references, academic credentials and other similar documents, it shall not establish any separate personnel file that is not available for the teacher's inspection.

An employee shall have the right, upon reasonable notice not to exceed three (3) working days, to review the contents of said secretary's personnel file and to receive copies (one time annually) at Board expense of any documents contained therein.

No material derogatory to a secretary's conduct, service, character or personality shall be placed in the employee's personnel file unless the employee has had the opportunity to review the material. The employee shall acknowledge that the opportunity was given to review such material by affixing the signature to the copy to be filed with the expressed understanding that such a signature in no way indicates agreement with the contents thereof. The employee has the right to respond on the material or by attachment to any statement or checklist. The secretary shall also have the right to submit a written answer to such material and that written answer shall be reviewed by the Superintendent or his/her designee and attached to the file copy.

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

Four (4) days leave of absence for personal, legal, business, household or family matters which require absence during school hours. Application to the appropriate administrator for personal leave shall be made at least three (3) days before taking such leave (except in case of emergencies) and the applicant for such leave shall not be required to state the reason for taking such a leave other than that he/she is taking it under this Section. Consecutive personal days may not be taken without the approval of the Superintendent. Personal days may not be taken immediately preceding or following any holiday or vacation period without the expressed written approval of the Superintendent. Unused personal days may be accumulated in subsequent years as sick days. Subject to the limitations of N.J.S.A. 18A: 30-7.

There shall be no loss of pay, due to absence caused by compliance with a court subpoena when compliance is mandatory and must be carried out during school hours.

Up to Five (5) school days at any one time in the event of a teacher's spouse, registered Domestic Partner, child or parent and up to four (4) days in the event of the demise of a son-in-law, daughter-in-law, father-in-law, mother-in-law, brother, sister, brother-in-law or sister-in-law, grandparents or grandchildren: and up to one (1) day in the event of death of a grandparent-in-law, aunt, uncle, niece or nephew. In the event of a demise of a person in the second category above who is a member of the teacher's immediate household, the five (5) day period shall apply.

Time necessary for teachers called into temporary military active duty of the U.S. Reserves or the State National Guard shall be governed by statute.

15 days for 12-month secretaries

Unused days may be accumulated for future need as per N.J.S.A. 18A:30-7. Absence beyond accumulated time will be considered on an individual basis. Accident or illness causing absence of more than three (3) consecutive workdays shall require documentation by a physician.

Secretaries shall be given a written accounting of accumulating sick leave and vacation days no later than ten (10) working days after July 1 for 12-month secretaries and no later than ten (10) working days after September 1 for 10-month employees, providing reports are received by July 1 and September 1 respectively.

Five (5) days leave of absence for 12-month secretaries and three (3) days leave of absence for 10-month employees for personal, legal, business, household or family matters which require absence during working hours. Application to the secretary's immediate supervisor for personal leave shall be made at least three (3) days before taking such leave (except in cases of emergency) and the applicant for such leave shall not be required to state the reason for taking it under this Section. Any personalized day(s) not utilized will be added to accumulated sick leave entitlement for succeeding years. No more than one (1) person or five percent (5%) of any department can have a personal day at one time. Personal days may not be appended to any other holiday recess except on an emergency basis and approval of the Superintendent.

Up to five (5) school days at any one time in the event of a death of a secretary's spouse, registered Domestic Partner, child or parent; and up to four (4) days in the event of the demise of a son-in-law, daughter-in-law, father-in-law, mother-in-law, brother, sister, brother-in-law or sister-in-law, grandparents or grandchildren; and up to one (1) day in the event of the death of a grandparent-in-law, aunt, uncle, niece or nephew. In the event of a demise of a person in the second category above who is a member of the secretary's immediate household, the five (5) day period shall apply.

Time necessary for secretaries called into temporary active duty of any unit of the U.S. Reserves or the State National Guard. A secretary shall be paid regular pay, less any pay, which has been received from the state or federal government.

Other leaves of absence with pay may be granted by the Board of Education.

There will be no loss of pay due to the absence caused by the compliance with a court subpoena or jury duty when compliance is mandatory and must be carried out during school hours. Secretaries exercising benefits provided them in this Section shall receive their regular pay in their absence. Any check received by a secretary for their performance on jury duty shall be endorsed and given to the business office.

A tenured employee, upon retiring or termination of employment, shall be paid an amount calculated at the rate of twenty dollars ($20.00) per day for each day of accumulated sick leave as of June 30 of the prior contract up to a maximum of two hundred twenty: five (225) day's for ten (10) month employees and two hundred fifty (250) days for twelve (12) month employees. Payment shall be made for the then contract year on the basis of twenty dollars ($20.00) times the number of months worked times 1.25 plus ten dollars ($10.00) times the number of months remaining times 1.25 remaining in the contract year to the total number of days accumulated for the current contract year.

Requests for personal leave shall be acknowledged within three (3) working days, and requests for vacation leave shall be acknowledged within five (5) working days. Denial of said request shall be in writing, with reasons for said denial. Vacation and personal leave shall be granted on s seniority basis if a conflict occurs in dates.

The Board shall grant maternity leave without pay to any tenured employee upon request subject to the following stipulations and limitations:

Maternity leave shall commence on the date requested by the employee.

Maternity leave shall terminate on any one of the following dates: the first school day of the succeeding school year, or the first school day of the succeeding school year or at the start of the second semester of either school year of leave thirty (30) days prior notice of return date to be given by the employee providing the employee has not received a notice of termination of employment pursuant to applicable law.

The employee shall deliver to the Board a notice in writing of the requested leave no less than sixty (60) days prior to the said commencement date.

Both of the aforesaid dates shall be subject to change as a consequence of a bona fide emergency.
Any employee granted maternity leave without pay according to the provisions of this Section may at her discretion elect to use all or any part of her accumulated sick leave during the disability period of such absence and receive full pay and benefits for same. Paid leave shall apply to female employees only.
Any employee granted maternity leave shall at her request be restored to the same position (providing the position has not been eliminated) vacated at the commencement of said leave.
No employee shall be required to leave work because of pregnancy at any specific time prior to the expected childbirth nor be prevented from returning to work after childbirth and the desired date of return except pursuant to the notice provided above.
The Board shall not remove any employee from her duties during pregnancy unless the employee is not medically able to continue her normal duties.

Any, employee adopting a child shall receive similar leave which shall commence upon receiving defacto custody of said child, or earlier if necessary to fulfill the requirements for the adoption. Sixty (60) days notice, barring emergencies. All other provision applying to maternity leave shall apply, except disability provision.

Any employee, upon written request and with the approval of the Board, shall be granted a child care leave for a period of one year following the birth of a child or expiration of the maternity leave whichever is later. Said leave shall apply to both male and female employees.

Upon return from a leave granted for military purposes, an employee shall be considered as if actively employed by the Board during the leave and shall be placed on the salary guide in accordance with statute. Schedule at the level that would have been achieved if said employee had not been absent. An employee shall not receive increment credit for time spent on leave granted pursuant to Section A, B or C.

All benefits to which an employee who was entitled at the time of leave of absence commenced, including unused accumulated sick leave, shall be restored upon return and said employee shall be assigned to the same position which was held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

All leaves, extensions, or renewals shall be applied for in writing and, if granted, shall be in writing.

At a college or university which is regionally accredited by one of the six (6) regional associations listed with the American Council of Education, or
In a program sponsored by the organizations specified in the payment schedule in this Article or other specialized, work related professional organizations approved by the chief negotiator for the Board and the negotiating committee for the Association.

Two (2) or more certificates in one category shall receive the stipend of the higher certificate, or
Certificates in two (2) or more categories shall receive the stipend of the higher certificate in each category, or
Two (2) or more degrees shall receive the stipend of the higher degree.

All payments shall be added to the secretary’s annual salary and made thereby pensionable.

Continuing Education Certificate programs
Practical Accounting Certificate *30 Credits $275.00
Office Management Certificate *60 Credits $495.00
New Jersey Association of Educational Secretaries - Professional Development Program Certificate (PDP)
Level I *15 Credits $100.00
Level II *30 Credits $200.00
Level III *60 Credits $400.00
National Association of Educational Secretaries - Professional Standards Program Certificates (PSP)**

Basic *30 Credits $200.00
Associate Professional *60 Credits $400.00
Advanced *90 Credits $600.00

Associate Degree in Secretarial Science and
Graduate of a Secretarial or Business School *30 Credits $495.00
If a bargaining unit member has completed studies by July 1 which qualifies the member for an educational level adjustment and if documentation verifying the same is submitted by January 1, the member will receive a stipend retroactive to July 1. If a bargaining unit member has completed studies by January 1 which qualifies said unit member for an educational level adjustment and if documentation verifying same is submitted by June 30, said unit member will receive the stipend retroactive to January 1.

** Certificates applied after July 1, 1975 must be renewed every five (5) years to remain valid.

During the term of this Agreement, neither party shall be required to negotiate with respect to any matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time of the negotiation or execution of this agreement.

The Board will not be responsible for any, mistake(s) made in deducting or forwarding dues to the Association. The Association agrees to hold harmless the Board for any improper deductions based upon information given to the Board by the Association.

Prior to November 1 of each year, the Association will submit to the Board a list of those employees who have neither become members of the Association for the then current membership year nor paid directly to the Association the full amount of the representation fee for that membership year. The Board will deduct from the salaries of such employees, in accordance with paragraph 2 below, the full amount of the representation fee and promptly will transmit the amounts so deducted to the Association.

The Board will deduct the representation fee in equal installments, as nearly, as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question. The deductions begin with the first paycheck paid:

Ten (10) days after the receipt of the aforesaid list by the Board; or

Thirty (30) days after the employee begins his or her employment in a bargaining unit position.

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

Except as otherwise provided in this Article, the mechanics for deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

The Association will notify the Board in writing of any changes in the list provided for in paragraph 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than ten (10) days after the Board receives notice.

This Agreement shall be effective as of July l, 2008 and shall continue in effect until June 30, 2011, subject to the Association's right to negotiate over a successor Agreement as provided in Article 2. This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.

IN WRITING WHEREOF, the parties hereto cause this Agreement to be signed by their respective Presidents, attested by their respective Secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.