40
2008-2011
AGREEMENT
Of
terms and conditions of employment
Between
BERGEN COUNTY SPECIAL SERVICES
BOARD OF EDUCATION
And
THE BERGEN COUNTY SPECIAL SERVICES
EDUCATION ASSOCIATION TABLE OF CONTENTS
| | Page |
| Preamble | 4 |
| Recognition | 4 |
Article I | Negotiation of Successor Agreement | 4 |
Article II | Grievances | 4 |
Article III | Hours and Work Schedule for Staff | 6 |
Article IV | Salaries | 8 |
| Provision #1 - Classifications | 8 |
| Provision #2 - Salaries for Teachers | 8 |
| Provision #3 - Annual Increments of Employees | 8 |
| Provision #4 - Degree and Credits | 9 |
| Provision #5 - Initial Salary Guide Placement | 9 |
| Provision #6 - Salaries for Child Study Team | 9 |
| Provision #7 - Military Credit | 10 |
| Provision #8 - Appropriate Steps | 10 |
| Provision #9 - Salaries for Teacher Assistants | 10 |
| Provision #10 - Salaries for Interpreters | 10 |
| Provision #11 - Salaries for Secretaries | 10 |
| Provision #12 - Salaries for Behavior Specialists | 10 |
| Provision #13 - Salaries for CART | 10 |
| Provision #14 - Salaries for Rehabilitation Workshop Assistants, Rehabilitation Workshop Instructors, and Rehabilitation Counselors | 11 |
| Provision #15 - Salaries for Adaptive Computer Specialists, Adaptive Technology Assistants and Instructional Technology Specialists | 11 |
| Provision #16 - Salaries for Health Care Professionals | 11 |
| Provision # 17 - Salaries for Behavior Specialists Training Assistants | 11 |
| Provision #18 - Salaries for Audiologists | 11 |
| Provision #19 - Salaries for Workplace Readiness Facilitators | 11 |
| Provision #20 - Salaries for Job Coaches | 11 |
| Provision #21 - Salaries for Workplace Readiness Instructors | 11 |
| Provision #22 - Longevity Stipend | 11 |
| Provision # 23 - Host School Stipend | 12 |
| Provision #24 - Commercial Driver License | 12 |
| Provision #25 - Alternative Portfolio Assessment | 12 |
| Provision #26 – Community Based Instruction – Mainstreaming | 12 |
TABLE OF CONTENTS (continued)
| | Page |
Article V | Vacation Schedule | 12 |
| Holiday Schedule | 14 |
Article VI | Insurance Protection | 15 |
Article VII | Agency Shop | 16 |
Article VIII | Deduction From Salary | 17 |
Article IX | Retirement | 17 |
Article X | Bereavement | 18 |
Article XI | Personal Leave | 18 |
Article XII | Tuition Reimbursement | 18 |
Article XIII | Tenure and Seniority | 19 |
Article XIV | Reimbursements | 20 |
Article XV | Transfers and Reassignments | 20 |
Article XVI | Tardiness | 21 |
Article XVII | Highly Qualified Teachers | 21 |
Article XVIII | Miscellaneous | 21 |
Article XIX | Duration of Agreement | 21 |
| Salary Guides | 22 |
PREAMBLE
THIS AGREEMENT entered into this 27th day of May 2009, by and between the BOARD OF EDUCATION OF
BERGEN COUNTY SPECIAL SERVICES SCHOOL DISTRICT with its principal office located at
327 E. Ridgewood Avenue, County of Bergen, State of New Jersey (hereinafter referred to as “Board”) and BERGEN COUNTY SPECIAL SERVICES EDUCATION ASSOCIATION with its principal office located at Paramus, County of Bergen, State of New Jersey, (hereinafter referred to as the “Association”).
RECOGNITION
The Board hereby recognizes the Bergen County Special Services Education Association as the exclusive negotiating representative, as defined under the laws of the State of New Jersey and in accordance with Chapter 303, Public Laws of 1968, for personnel under contract. The categories of employees, known as bargaining unit members, are comprised of the following groups: teachers, therapists, teacher assistants, nurses, interpreters, members of the child study team, secretaries, behavior specialists, behavior specialist training assistants, CART, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, adaptive computer specialists, adaptive technology assistants, instructional technology specialists, health care professionals, audiologists, job coaches, workplace readiness facilitators, and workplace readiness instructors.
Provisions in the contract under each article refer to all bargaining unit members unless the category of employee is specified.
ARTICLE I
NEGOTIATION OF SUCCESSOR AGREEMENT
The demands of the Association shall be put in writing and given to the Board of Education no later than
November 15, 2010.
The Board’s answer, in writing, shall be forthcoming with any counter demands no later than
December 15, 2010.
The parties shall commence negotiations concerning these demands no later than January 15, 2011.
The Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
It is understood that any of these dates may be waived by mutual agreement of the parties in writing. The demands and counter demands specified in Paragraphs 1 and 2 above will represent all the demands of the parties.
ARTICLE II
GRIEVANCES
A Grievance is a claim by an employee, employees, or the Association based upon an alleged improper interpretation, application, or violation of this Agreement, policies, or administrative decisions affecting the terms and conditions of employment.
The term Grievance shall not apply, however, in any of the following circumstances: (a) where the Board of Education is without authority to act; (b) where a method of review is prescribed by any law or by any rule, regulation or direction of the State Board of Education or the Commissioner of Education; or (c) a complaint of a non-tenured teacher which arises by reason of his or her not being re-employed by the Board.
The term grievant or aggrieved person shall refer to the employee or employees or the Association making the claim on behalf of the employee or group of employees or the Association on behalf of itself.
A party in interest shall refer to the person or persons making the claim, and any person including the Association or Board who might be required to take action or against whom action might be taken in order to resolve the claim.
The purpose of this procedure is to secure at the lowest possible level equitable solutions to the problems which may from time to time arise affecting the terms and conditions of employment. Both parties agree that proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
The number of days indicated at each level should be considered as a maximum and every effort shall be made to expedite the process. The time limits as specified, however, may be extended by mutual agreement.
Level One: The grievant shall first discuss the grievance with the appropriate principal or immediate supervisor, either directly or through the Association's designated representative with the objective of resolving the matter informally within thirty (30) days of the occurrence or within thirty (30) days of when the grievant should have known of the occurrence.
Level Two: If the Grievant is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within ten (10) school days after presentation of the grievance, she/he may file the grievance in writing with the Superintendent or his/her designee.
Level Three: If the grievant is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within ten (10) school days after a discussion with the Superintendent or his/her designee or ten (10) school days after the grievance was delivered to the Superintendent or his/her designee the Board shall hear the grievance within forty-five (45) calendar days of notification. The Board's response, in writing, shall be served upon the grievant within ten (10) school days thereafter.
Level Four: If the Grievant is not satisfied with the disposition of the grievance at Level Three or if no decision has been rendered within ten (10) school days after the Board hearing, the Association may submit the grievance to arbitration by filing with the Public Employment Relations Commission and the rules of such agency shall apply. The Association shall notify the Board of its intent to file for arbitration within fifteen (15) school days following expiration of time lines in Level Three. If timely notice is not served upon the Board the decision at Level Three shall be final.
The only grievances which may be arbitrated under Level Four are those alleging that there has been a violation of the express written terms of this locally negotiated agreement. No grievances shall be arbitrable that involved the interpretation, application or alleged violation of Board policies and administrative decisions affecting terms and conditions of employment, or of the statutes and regulations setting terms and conditions of employment.
The arbitrator so selected shall confer with the representatives of the Board and the Grievant and hold hearings promptly and shall issue his/her decision no later than thirty (30) days of the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs on the issues are submitted. The arbitrator's decision shall be in writing and shall set forth the arbitrator's findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violates the terms of this agreement. The authority of the arbitrator is limited to the interpretation, application, or the compliance with the provisions of this agreement, and the arbitrator shall have no authority in any way to alter, modify, substitute, change, add to or delete from any of the terms of this Agreement. The arbitrator shall be bound by and decide in accordance with all applicable New Jersey and Federal Statutes, Constitutions of the State of New Jersey and of the United States, and all applicable decisions of the Commissioner of Education, the State Board of Education, the Public Employment Relations Commission, the Courts of the State of New Jersey and the Federal Courts having jurisdiction over matters arising within the State of New Jersey. The decision of the arbitrator shall be submitted to the Board of Education and the Grievant and shall be final and binding on the parties.
The cost for the services of the arbitrator, including per diem expenses, if any and actual and necessary 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 grievant may represent himself/herself through Level Three of this procedure. When the grievant is not represented by the Association, the grievant has no authority to proceed to arbitration.
No reprisals of any kind shall be taken by the Board or by any member of the administration against any other 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 grievance in writing to the Superintendent or his/her designee directly and the processing of such grievance shall commence at Level Two.
All decisions rendered excluding Level One shall be in writing setting forth the decision and the reasons therefore, and shall be transmitted to the Grievant and the Association within the specified timeframes.
Any and all documents, communications, and records dealing with the grievance shall be kept in a separate grievance file. Grievance documents shall not be kept in employee personnel files unless by a mutual agreement by the parties.
ARTICLE III
HOURS AND WORK SCHEDULE FOR STAFF
A. Except as otherwise set forth in paragraph 6 hereof this sub-article A shall apply to the teachers, nurses, therapists, interpreters, teacher assistants, CART, behavior specialists, behavior specialist training assistants, and 10-month audiologists.
1. The District school calendar for teaching staff will consist of 187 days which includes three (3) emergency days. In the event that all or some of the three (3) emergency days are not used the District school calendars shall be revised so that in no event teaching staff work more than 184 days in an academic year.
2. The normal in-school work day shall consist of six (6) hours and fifteen (15) minutes. Inclusive of lunch period except that the normal in-school work day for programs in host school districts shall conform to that of the host school district.
3. The staff shall indicate their presence in the building by initialing the faculty roster when they arrive and depart from the school.
4. (a) Except as otherwise provided in host school districts, this staff must be present in their assigned teaching stations fifteen (15) minutes prior to student arrival at the beginning of the school day.
(b) Except as otherwise provided in host school districts and in this Agreement this staff may leave fifteen (15) minutes after school is dismissed. However, in the event that student(s) are still present for whatever reason or emergency, staff members shall be designated by the Program Administrator to supervise said student(s) until they have properly departed from the facility.
(c) Program Administrators will use volunteers as well as assigned staff throughout the year on a rotation basis for bus assistance as necessary. All assigned bus duty staff will be compensated with an equal amount of documented time when the buses exceed the fifteen (15) minute limit beyond the work day except during the first two (2) weeks of school.
5. This staff shall attend such school functions as parent nights, open house programs, orientation programs, in-service training programs, faculty meetings, and other programs as shall be designated by the Superintendent or his/her designee. If teachers, nurses, therapists, interpreters, CART, behavior specialists, behavior specialist training assistants, teacher assistants, health care professionals, and 10-month audiologists know that they cannot attend, they must first advise the Program Administrator.
6. Teachers, specialists, therapists, CART, interpreters, and 10-month audiologists shall have a minimum of one-half (1/2) hour of preparation time per day to be taken during the school day, not at the beginning of the day, while school is in session and when substitutes are available. In the event a teacher, specialist, therapist, CART, interpreter, or 10-month audiologist is denied a preparation period as a result of being assigned additional teaching duties during a preparation period, the teacher shall be compensated at the rate of $20.00 for each period lost.
B. This sub-article B shall apply to all rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, and 12-month health care professionals.
1. Except for emergencies it is agreed that the work day shall consist of six and three-quarter (6-3/4) hours inclusive of a thirty (30) minute lunch. It is agreed scheduled staff, staff-client, parent, and staff development meetings will extend beyond the six and three-quarter (6-3/4) hour work day including, but not limited to a minimum of one (1) additional thirty (30) minute staff meeting per week.
2. Attendance of rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, and 12-month health care professionals at work when inclement weather or other unexpected emergencies prohibit clients from participating in the program shall be at the discretion of the Superintendent or his/her designee.
3. Summer hours shall be from 8:45 am to 3:00 pm. If all clients have not left the premises, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, and 12-month health care professionals shall remain to supervise them. This responsibility shall be rotated amongst the rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, and 12-month health care professionals. Summer hours shall commence on July 1 and cease the beginning of the traditional school year.
4. Twelve (12) month health care professionals while assigned to a ten (10) month program from September to June shall follow the program hours.
C. This sub-article C shall apply to 10-month health care professionals:
1. Except for emergencies it is agreed that the work day for 10-month health care professionals shall follow the reporting times of the assigned program. These employees shall attend such school functions as parent nights, open house programs, orientation programs, in-service training programs, faculty meetings, and other programs as shall be designated by the Superintendent or his/her designee. If the employee knows that they cannot attend, they must first advise the Program Administrator.
2. Attendance of the 10-month health care professionals at work when inclement weather or other unexpected emergencies prohibit clients/students from participating in the program shall be at the discretion of the Superintendent or his/her designee.
D. This sub-article D shall apply to all child study team members.
1. The child study team members work day shall consist of six (6) hours and thirty (30) minutes, exclusive of a sixty (60) minute lunch period. They shall indicate their presence in the building by initialing the faculty roster when they arrive and depart from the school.
Summer hours (8:30 a.m. to 3:00 p.m.) will commence on the day after the last day of school and terminate on August 31st.
2. In the event that, due to inclement weather, teacher attendance is not required, child study team attendance shall not be required.
3. All child study team members shall attend orientation programs, in-service training programs, faculty meetings, home and other visits, parent nights, and other such programs as shall be designated by the Superintendent or his/her designee.
E. This sub-article E shall apply to all secretaries.
1. The normal in-school work day shall consist of seven (7) hours, exclusive of lunch period except during the summer vacation of each year and during Christmas recess, winter recess and spring recess of each year, the normal in-school work day shall consist of six (6) hours, exclusive of lunch period.
2. In the event that, due to inclement weather, teacher attendance is not required, the attendance of secretaries shall not be required.
F. This sub-article F shall apply to all adaptive computer specialists, adaptive technology assistants, and instructional technology specialists:
1. The adaptive computer specialists, adaptive technology assistants, and instructional technology specialists, hired prior to July 1, 2006, work day shall be from 8:00 a.m. to 4:00 p.m., inclusive of one (1) hour lunch.
2. The adaptive computer specialists, adaptive technology assistants, and instructional technology specialists, hired on or after July 1, 2006, work day shall be from 8:00 a.m. to 4:00 p.m., inclusive of a one (1) hour lunch, and including a five (5) day summer work week.
G. The workplace readiness facilitators, workplace readiness instructors, job coaches, and 12-month audiologists work day consist of seven (7) hours, inclusive of a thirty (30) minute lunch.
ARTICLE IV
SALARIES
Provision #1 – Classifications
The salary guide shall provide for five (5) salary classifications with five (5) separate columns defined as follows:
Column I: Teachers having a Bachelor’s degree (Four-year training level)
Column II: Teachers having a Bachelor’s degree, plus fifteen (15) approved credits
Column III: Teachers having a Master’s degree, or a Bachelor’s degree plus thirty (30) approved credits
(Five year training level)
Column IV: Teachers having a Master’s degree plus fifteen (15) approved credits
Column V: Teachers having a Doctor’s degree or a Master’s degree plus thirty (30) approved credits
(Six-year training level)
All certificated staff paid on the teachers' salary guide having a Doctorate will receive an annual salary adjustment to their column and step pay of $750; amount to be pensionable.
Provision #2 - Salaries for Teachers
The salary guides for Teachers for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part hereof.
Provision #3 – Annual Increments of Employees
Annual increases in salary shall not be automatic, but are subject to the recommendation of the Superintendent and the approval of the Board of Education based on evaluation(s) of overall performance.
Provision #4 – Degree and Credits
Each year teachers will be issued contracts based upon the college degrees and/or college credits earned as of the date of issuance. It shall be the responsibility of each teacher to submit to the Superintendent or his/her designee in writing, on or before September 1 of each year, evidence of college degrees and/or college credits earned for placement on the salary guide for the current year. Such credits shall be related to the area which he/she is employed and shall meet with the approval of the Superintendent or his/her designee.
Only those college credits earned after the last degree training level on which their salary is based shall be considered for incremental elevation on the salary guide.
For each therapist, credit for evidence of satisfactory completion of Continuing Education Units (CEU), completed subsequent to July 1, 1996, will be approved for salary guide column advancement in accord with the following:
Approval to take CEU must be obtained from the Superintendent or his/her designee prior to registering for the course.
Forty-five (45) hours shall be required to establish equivalency with a traditional three (3) credit graduate course.
a) Speech therapists may only apply for CEU approval subsequent to achieving a Master’s Degree. A maximum of six (6) CEU credits may be granted at the MA+15 level and a maximum of six (6) CEU credits at the MA+30. The later six (6) CEU credits will only be approved after establishing eligibility at the MA+15 level.
b) Occupational therapists and physical therapists may take six (6) CEU credits at each column level of the salary guide subject to the terms set forth in items 1 and 2 of this provision. Additionally, the therapists must establish eligibility for additional CEU approval.
The costs associated with taking CEU shall be borne solely by the staff member and are not eligible for tuition reimbursement.
Provision #5 – Initial Salary Guide Placement
Salary step credit may be allowed for approved and appropriate full-time teaching experience elsewhere.
Ten (10) month staff whose anniversary date of employment occurs on or before February 1 of any year earns one (1) year service credit and shall be entitled to an increment. Ten (10) month staff whose anniversary date of employment occurs February 2 or thereafter of any year shall not earn one (1) year service credit and shall not be entitled to an increment. The same rule shall apply as it relates to longevity.
Twelve (12) month staff whose anniversary date of employment occurs on or before January 1 of any year earns one (1) year service credit and shall be entitled to an increment. Twelve (12) month staff whose anniversary date of employment occurs January 2 or thereafter of any year shall not earn one (1) year service credit and shall not be entitled to an increment. The same rule shall apply as it relates to longevity.
Provision #6 –Salaries for Child Study Team
The salary guides for all members of the child study team employed as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part hereof.
Each chairperson of the child study team shall receive, in addition to the chairperson’s regular salary, a stipend of $950.00 for each school year. The Superintendent or his/her designee shall select and designate all chairpersons subject to the Boards approval.
Provision #7 –Military Credit
Credit for military experience will be granted on year for year increment credits to a maximum of four (4) years of military service. Only full years shall be credited as a full year. Any period of service which is eleven (11) months or more shall be credited as a full year.
Provision #8 – Appropriate Steps
All teachers will be placed on the appropriate step of the new guide, limited as to Provision #5 of the Salary Guide.
Provision #9 – Salaries for Teacher Assistants
The salary guides for teacher assistants employed as of the effective date of this Agreement for the years
2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part hereof.
Provision #10 – Salaries for Interpreters
The salary guides for interpreters shall provide for two (2) salary classifications with two (2) separate columns defined as follows:
The salary guides for interpreters as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part hereof.
Provision #11 – Salaries for Secretaries
The salary guides for secretaries as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part hereof.
All secretaries who have completed ten (10) years of service shall receive a one time bonus of $800.00;
secretaries who have completed fifteen (15) years of service shall receive a one time bonus of $1,000.00;
secretaries who have completed twenty (20) years of service shall receive a one time bonus of $1,000.00.
Provision #12 – Salaries for Behavior Specialists
The salary guide for behavior specialists as of the effective date of this Agreement for the years 2008-2009,
2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and shall provide for a two (2) salary classification with two (2) separate columns defined as follows and
Column I: Behavior Specialists who have a Bachelor’s Degree.
Column II: Behavior Specialists who are BCBA certified.
Provision #13 – Salaries for CART
The salary guide for CART as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and
2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #14 –Salaries for Rehabilitation Workshop Assistants,
Rehabilitation Workshop Instructors, and Rehabilitation Counselors
The salary guide for rehabilitation workshop assistants, rehabilitation workshop instructors, and rehabilitation counselors as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #15 – Salaries for Adaptive Computer Specialists,
Adaptive Technology Assistants and Instructional Technology Specialists
The salary guide for adaptive computer specialists, adaptive technology assistants, and instructional technology specialists as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #16 – Salaries for Health Care Professionals
The salary guide for health care professionals as of the effective date of this Agreement for the years 2008-2009,
2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #17 – Salaries for Behavior Specialist Training Assistants
The salary guide for behavior specialist training assistants as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #18 – Salaries for Audiologists
The salary guide for audiologists as of the effective date of this Agreement for the years 2008-2009, 2009-2010,
2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #19 – Salaries for Workplace Readiness Facilitators
The salary guide for workplace readiness facilitators as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #20 – Salaries for Job Coaches
The salary guide for job coaches as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #21 – Salaries for Workplace Readiness Instructors
The salary guide for workplace readiness instructors as of the effective date of this Agreement for the years 2008-2009, 2009-2010, and 2010-2011 shall be in accordance with the guides attached hereto and made a part thereof.
Provision #22 –Longevity Stipend
In addition to the base salary all bargaining unit members shall receive an annual longevity stipend in accordance with the following schedule for the number of continuous years in the District. For employees hired July 1, 2005, and thereafter continuous years in the District include Board approved leaves of absence but no other interruptions of employment.
2008-2011 |
10 years$700 |
15 years$1,650 |
20 years$1,925 |
25 years$2,250 |
Provision #23 – Host School Stipend
From 2008-2011, host school staff shall follow the host school schedules and shall receive an annual stipend of $750 when the host school contractual day is twenty-five (25) minutes to fifty (50) minutes longer than the Bergen County Special Services contractual day.
Staff will receive an additional annual stipend of $850 when the host school contractual day is fifty-one (51) minutes or more than the Bergen County Special Services contractual day.
Provision #24 – Commercial Driver License
Each teacher, teacher assistant, behavior specialist, CART, rehabilitation workshop assistant, and rehabilitation workshop instructor who is requested to obtain a commercial drivers license and voluntarily secures and maintains a valid commercial drivers license, holds an exemplary driving record, and agrees to drive for a field trip will receive $30.00 payment per field trip. The Superintendent or his/her designee shall select and designate drivers from the list of Board approved volunteers holding a valid commercial drivers license.
Any employee, who as part of his/her job assignment, is required to have a commercial drivers license, shall be reimbursed for the cost and renewal of that commercial drivers license. The Board will reimburse the employee upon receipt of the appropriate documentation to their Supervisor.
Provision #25 – Alternative Portfolio Assessment
Administrators will support teachers who are required to complete APA for their students through a combination of
(a) providing substitutes, as available (b) time in lieu of Program staff meetings, (c) additional prep periods, and/or (d) class coverage using other certificated staff. Administrators will meet with each individual teacher to plan for the time needed to complete the APA assignment. During APA release time teachers will have uninterrupted access to a workstation to complete their APAs.
Provision #26 – Community Based Instruction – Mainstreaming
All teacher assistants who drive students for community based instruction or mainstreaming purposes shall be compensated for such driving according to the following schedule:
Number of Days
Driving Per Month | Stipend per Month |
1-3 | $40 |
4-6 | $75 |
7-10 | $125 |
11-15 | $190 |
16-20 | $250 |
21-25 | $300 |
A payment form must be completed by a teacher assistant who has driven students for community based instruction and/or mainstreaming purposes, has a valid commercial drivers license, and has been previously Board approved. The form should be completed by the teacher assistant, signed by the Program Administrator, and sent to the Human Resources and Payroll Departments for processing on a monthly basis.
ARTICLE V
I. VACATION SCHEDULE FOR SECRETARIES, CHILD STUDY TEAM, REHABILITATION WORKSHOP ASSISTANTS, REHABILITATION WORKSHOP INSTRUCTORS, REHABILITATION COUNSELORS, ADAPTIVE COMPUTER SPECIALISTS, ADAPTIVE TECHNOLOGY ASSISTANTS, INSTRUCTIONAL TECHNOLOGY SPECIALISTS, WORKPLACE READINESS FACILITATORS, WORKPLACE READINESS INSTRUCTORS, 12-MONTH HEALTH CARE PROFESSIONALS, AUDIOLOGISTS, AND JOB COACHES.
Secretaries shall be eligible for vacations on the following basis:
First year personnel – one (1) vacation day for each month of service, to twelve (12) work days.
Employees who have completed one (1) year of service, up to five (5) years of service, shall receive twelve (12) vacation days per year. An employee is eligible for fifteen (15) vacation days after completion of her/her fifth year of service. An employee is eligible for twenty (20) vacation days after completion of his/her tenth year of service.
When a holiday falls on a scheduled vacation, this shall not be subtracted from the employee’s vacation days.
Vacation scheduling shall be subject to the recommendation of the Program Administrator and the approval of the Superintendent or his/her designee.
B. Child study team members following a twelve (12) month schedule shall not be eligible for vacations and will be required to work twenty (20) days, subject to administrative approval, between the last day of school and August 31. Twelve (12) month child study team members will work a total of 204 days and follow the holidays as set forth in the ten (10) month school calendar or host school calendar as assigned.
C. Twelve (12) month health care professionals and rehabilitation staff shall be eligible for vacations on the following basis:
1. First year personnel - one (1) vacation day for each month of service up to twelve (12) work days.
2. After five (5) years of continuous service in the program fifteen (15) vacation days.
3. After ten (10) years of continuous service in the program twenty (20) vacation days.
4. After completing five (5) years of employment, staff will be entitled to three (3) additional vacation days if they were hired by December 31. Those hired after December 31 shall receive their additional vacation credit beginning the following July 1.
D. Twelve (12) month adaptive computer specialists and instructional technology specialists shall be eligible for vacation on the following basis:
Employees who have completed one (1) year of service shall receive fifteen (15) vacation days per year.
Employees who have completed ten (10) years of service shall receive twenty-two (22) vacation days per year.
Maximum carryover – five (5) days per year.
Twelve (12) month adaptive technology assistants, workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches, shall be eligible for vacation on the following basis:
First year personnel – one (1) vacation day for each month of service up to twelve (12) work days.
After five (5) years of continuous service in the program fifteen (15) vacation days.
After ten (10) years of continuous service in the program twenty (20) vacation days.
Maximum carryover – five (5) days per year.
II. HOLIDAY SCHEDULE FOR SECRETARIES, REHABILITATION WORKSHOP ASSISTANTS, REHABILITATION WORKSHOP INSTRUCTORS, REHABILITATION COUNSELORS, ADAPTIVE COMPUTER SPECIALISTS, ADAPTIVE TECHNOLOGY ASSISTANTS, INSTRUCTIONAL TECHNOLOGY SPECIALISTS, WORKPLACE READINESS FACILITATORS, WORKPLACE READINESS INSTRUCTORS, 12-MONTH HEALTH CARE PROFESSIONALS, AUDIOLOGISTS, AND JOB COACHES.
Labor Day
Columbus Day
Election Day
Veteran’s Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve Day
Christmas Day
December 31
New Year’s Day
Martin Luther King’s Birthday
Lincoln’s Birthday
Washington’s Birthday
Good Friday
Memorial Day
Independence Day
(Religious Holidays when schools are closed as per Board policy)
A. Secretaries
Should the School District remain open on any of the aforesaid holidays, secretaries shall work and shall receive an equal number of replacement holidays to be taken during the same academic year when the School District is closed (during Christmas, Winter and Spring vacations) and with the prior approval of the Program Administrator and Superintendent or his/her designee.
Twelve (12) month secretaries, except for twelve (12) month secretaries assigned to host schools, shall receive a half day (1/2) the day before Thanksgiving and the start of the Christmas recess as scheduled on the BCSS school calendar.
Twelve (12) month secretaries, except for twelve (12) month secretaries assigned to host schools, shall not work during the Christmas recess, but shall report back to work when school resumes as scheduled on the BCSS school calendar after the New Year.
Twelve (12) month secretaries assigned to the host schools shall follow the host school calendars during the ten (10) month school year, other than winter, spring, and summer recess when BCSS twelve (12) month secretaries will follow host school twelve (12) month secretaries’ schedules.
Two (2) additional holidays shall be permitted each secretary as the secretary may select, with the prior recommendation of the Program Administrator and the approval of the Superintendent or his/her designee.
One of the recess weeks (Christmas recess, winter recess or spring recess) shall also be permitted for secretaries who have completed five (5) years of service in the District. Employee’s choice of recess week is subject to approval by the Superintendent or his/her designee. Prior notice of secretaries’ choice of recess week shall be given one (1) month in advance to the secretaries’ immediate supervisor.
Twelve (12) month rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches.
Twelve (12) month rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, and workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches shall receive a half-day (1/2) the day before Thanksgiving and the start of the Christmas Recess on the BCSS school calendar.
Twelve (12) month rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches, shall not work during the Christmas recess. They should report back to work when school resumes as scheduled on the BCSS school calendar after the New Year.
Two (2) floating holidays shall be granted to twelve (12) month rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches. Those staff hired between July 1 and December 31 will be entitled to receive two (2) floating holidays for that year. Those staff hired after December 31 to June 30 shall receive their two (2) floating holiday credits beginning the following July 1. The floating holidays must be pre-approved by the Program Administrator.
Twelve (12) month rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, workplace readiness facilitators, workplace readiness instructors, audiologists, and job coaches, follow the twelve (12) month Rehabilitation/Careers through Technology Program Calendar.
Twelve (12) month adaptive computer specialists, adaptive technology assistants, and instructional technology specialists
1. Twelve (12) month adaptive computer specialists, adaptive technology assistants, and instructional technology specialists shall follow the schedule of holidays for twelve (12) month personnel.
ARTICLE VI
INSURANCE PROTECTION
The Board shall provide for each full-time employee who is under contract, insurance as listed below, or its equivalent for 7/01/08 to 6/30/09:
NJ Blue Cross Plan (Full coverage for employee and family);
NJ Blue Shield Plan (Full coverage for employee and family);
Major Medical (Full coverage for employee and family)
The parties agree that medical insurance will be provided through the New Jersey School Employees Health Benefits Program. Coverage for staff shall include the employee and employee’s eligible family members for the school years 2009-2010, and 2010-2011.
Dental Insurance
Dental coverage provided under the previous contract shall remain in full force and effect. The Board shall provide family dental insurance coverage with a reimbursement plan providing eighty (80%) percent payment by the insurance carrier and twenty (20%) percent payment by the employee.
The Board shall provide a family orthodontia plan as offered by the existing dental insurance carrier.
The Board shall provide a full family prescription drug plan at a cost to the employee of five ($5.00) dollars per prescription. Fertility drugs will no longer be covered under the drug plan; the claim must be filed under Health Benefit Plan for consideration by the carrier.
Once each of the insurance plans becomes effective as set forth above, insurance as provided in Paragraphs A, B, and C shall commence at the first regular insurance enrollment period for which they are eligible following the employee's appointment.
ARTICLE VII
AGENCY SHOP
Representation Fee
If a non-member of the Association who is an employee within the bargaining unit (See Recognition), hereinafter referred to as “non-member employee,” does not become a member of the Association during any membership year which is covered in whole or in part by this Agreement, said employee shall be required to pay a representation fee in lieu of dues not to exceed eighty-five (85%) percent of regular union dues, fees and assessments to the Association for that membership year.
Procedure
Notification. Prior to November 1 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 or not 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 non-member employees, in accordance with Paragraph 2 below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association.
Payroll Deduction Schedule. The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each non-member employee on the aforesaid list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:
a) Ten (10) days after receipt of the aforesaid list by the Board; or
b) Thirty (30) days after the non-member employee begins his or her employment in a bargaining unit position.
Termination. If a non-member employee who is required to pay a representation fee terminates his/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 to said non-member employee during the membership year in question. The procedure, as described herein, shall apply only if it is equally applied under the same circumstances to members of the Association for the purposes of dues collection.
Mechanics of Deduction and Transmission of Fees. Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.
Changes. The Association will notify the Board in writing or 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 said notice.
Indemnification
The Association shall indemnify and hold the employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses that may arise out of, or by reason of any action taken or not by the employer in conformance with the provision.
ARTICLE VIII
DEDUCTION FROM SALARY
A. Association Payroll Dues Deduction
1. The Board agrees to deduct from the salaries of its teachers' dues for the Bergen County Special Service Education Association, the Bergen County Education Association, the New Jersey Education Association,
and the National Education Association as said teachers individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233 N.J. Public Laws of 1969
(N.J.S.A. 52: 14-15.9e) and under rules established by the State Department of Education. Said monies
together with current record of any corrections shall be transmitted to such person as may from time to time be designated by the Bergen County Special Services Education Association by the 15th of each month following the monthly pay period in which deductions are made. The person designated shall disburse such monies to the appropriate association or associations.
2. Each of the associations’ names above shall certify to the Board, in writing, the current rate of its membership dues. Any association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.
ARTICLE IX
RETIREMENT
A. Upon retirement from the District, employees shall be paid for unused sick leave as follows:
1. Teachers, nurses, specialists, therapists, and child study team members shall be paid for up to a maximum of 120 days unused sick leave at $100.00 per day.
2. Interpreters, teacher assistants, secretaries, behavior specialists, CART, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, behavior specialists training assistants, health care professionals, adaptive computer specialists, adaptive technology assistants, instructional technology specialists, audiologists, job coaches, workplace readiness facilitators, and workplace readiness instructors, shall be paid for a maximum of 120 days unused sick leave at $70.00 per day.
B. Each year unused personal days shall be placed in a bank. Those days may not be used in future years as personal days. Upon retirement from the District, employees shall be paid for unused personal days as follows:
1. Teachers, nurses, specialists, therapists and child study team members shall be paid for unused personal days at $100.00 per day.
2. Interpreters, teacher assistants, secretaries, behavior specialists, CART, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, behavior specialist training assistants, health care professionals, adaptive computer specialists, adaptive technology assistants, instructional technology specialists, audiologists, job coaches, workplace readiness facilitators, and workplace readiness instructors shall be paid for unused personal days at $70.00 per day.
ARTICLE X
BEREAVEMENT
A. Employees shall have bereavement leave pursuant to Board policy. A total of five (5) days bereavement leave shall be allowed in the event of the death of a member of the employee's immediate family, which shall be defined as follows:
Husband or Wife | Brother or Sister |
Children | Stepchildren |
Mother or Father | Mother-in-law or Father-in-law |
Domestic Partner or Civil Union Partner | |
Other relatives of if living in the same domicile at time of death | |
A certificate of Domestic Partnership or Civil Union Partner must be submitted to the District.
B. Death of a relative not a member of the immediate family - one (1) day.
ARTICLE XI
PERSONAL LEAVE
Bargaining Unit Members shall receive a total of three (3) personal days pursuant to Board policy. Bargaining Unit Members must notify his/her immediate supervisor in advance of each personal day to be taken. No reason needs to be given. Unused personal leave days shall be banked pursuant to Article IX, Section B.
ARTICLE XII
TUITION REIMBURSEMENT
A. Each teacher, therapist, specialist, interpreter, and child study team member shall be eligible to receive reimbursement for tuition expenses for courses for which he or she shall have received prior written approval by the Superintendent or his/her designee, and for which invoices and evidence of successful completion (transcript) of a course with a grade of B or better have been submitted to the Superintendent or his/her designee. The employee shall notify the Superintendent or his/her designee that he plans to take a course or courses for two (2) months prior to the date. Within one (1) month of the commencement of the course, the employee shall have written approval by the Superintendent or his/her designee of the specific course(s). Tuition reimbursement shall be directly related to such employee's professional responsibilities in the District.
B. Teacher assistants and behavior specialist training assistants shall be reimbursed provided the credits are in the field of education and are work related. Payment shall be made within six (6) months after proof of the successful completion (transcript) of a course with a grade of B or better has been submitted to the Superintendent or his/her designee, except if the teacher assistant or behavior specialist training assistant is dismissed or fired by the Board. In that case, payment shall be made upon the employee's leaving the employ of the Board. In all other respects, tuition reimbursement shall conform to the notice and other requirements of Article XII A.
C. Secretaries shall receive reimbursement for work related courses. Payment to secretaries shall be made within six (6) months after proof of the successful completion (transcript) of a course with a grade of B or better has been submitted to the Superintendent or his/her designee, except if the secretary is dismissed or fired by the Board.
In all other respects, tuition reimbursement for secretaries shall conform to the notice and other requirements of Article XII A.
D. CART, behavior specialists, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, adaptive computer specialists, adaptive technology assistants, instructional technology specialists, audiologists, job coaches, workplace readiness facilitators, and workplace readiness instructors shall receive reimbursement for tuition expenses for courses for which he/she shall receive prior written approval by the Superintendent or his/her designee, and for which invoices, and a transcript of successful completion of a course with a grade of B or better are submitted to the Superintendent or his/her designee. Such employees shall notify the Superintendent or his/her designee that he/she plans to take a course two (2) months prior to the date. Within one (1) month of the commencement of the course, such employees shall have written approval by the Superintendent or his/her designee of the specific course(s). Such employees shall receive their reimbursement checks within a reasonable amount of time.
Reimbursement shall be for courses directly related to such CART, behavior specialists, rehabilitation workshop assistants, rehabilitation workshop instructors, rehabilitation counselors, health care professionals, adaptive computer specialists, adaptive technology assistants, instructional technology specialists, audiologists, job coaches, workplace readiness facilitators, and workplace readiness instructors professional responsibilities or career advancement in the District.
The Board will require two (2) month's notice prior to the taking of a course, except that, if the College or University does not offer the course or prevents the employee from taking the course, if offered, then the bargaining unit member may substitute another course provided one month's notice is given to the Board.
For each school year full-time teachers, therapists, nurses, child study team members, and staff whose job description requires a Bachelor’s Degree shall be granted a maximum of:
2008-2011 | | $2,700 |
For each school year all other Association members shall be granted a maximum of:
2008-2011 | | $2,300 |
Certificated staff who hold a degree, however, must take graduate level courses.
Online courses are eligible for tuition reimbursement and recognized as professional development if the online course is an accredited graduate course for certificated staff members or an approved undergraduate/graduate course for non-certificated staff. All course submissions must be earned at accredited colleges and universities recognized by the New Jersey State Department of Education, or any accrediting entity, college, or university accepted by one of the following recognized entities:
Middle States Association of Colleges and Secondary Schools
New England Association of Schools and College Commissions on Institutes of Higher Education
North Central Association of Colleges and Secondary Schools
Northwest Association of Colleges and Secondary Schools
Southern Association of Colleges and Secondary Schools
Western Association of Colleges and Secondary Schools
Institutions recognized by the Community and Junior College/Accrediting Commission for Senior Colleges and Universities will be deemed acceptable only for undergraduate course work. Staff is not required to be working toward a degree to be eligible for reimbursement. However, the courses for which reimbursement is requested must be part of a degree program recognized by the colleges, universities, or accrediting entities cited in this provision. Courses taken through a correspondence program, video program or other courses not included in a degree program shall not be considered.
All claims for tuition reimbursement must be submitted no later than ninety (90) days following the completion of the program for which tuition was paid.
ARTICLE XIII
TENURE AND SENIORITY
A. Employees eligible for statutory tenure shall receive this entitlement consistent with the statutory provisions.
B. Teacher assistants and interpreters hired prior to July 1, 1996, not eligible for statutory tenure, shall be granted negotiated tenure after three (3) years and one (1) day of satisfactory service in the school district.
C. Teacher assistants and interpreters hired subsequent to July 1, 1996, not eligible for statutory tenure, shall be granted negotiated tenure after five (5) years and one (1) day of satisfactory service in the school district.
D. Negotiated tenure shall not be expanded beyond the employee groups as set forth in Article I, Recognition, of the 1996-1999 negotiated agreement.
E. In the event of a reduction in force, those employees having tenure status shall be considered in accordance with their seniority. The rights and obligations of the Board and such employees concerning tenure and seniority shall be in accordance with the statutes, regulations, judicial and administrative decisions of the State of New Jersey governing the same.
ARTICLE XIV
REIMBURSEMENTS
Bargaining Unit Members who use their automobiles for school purposes shall be reimbursed at the IRS rate as it is listed on July 1 of each year.
Rehabilitation workshop assistants, rehabilitation workshop instructors, and rehabilitation counselors shall receive three hundred dollars ($300) annually for clothing maintenance.
ARTICLE XV
TRANSFERS AND REASSIGNMENTS
All Bargaining Unit Members:
Notice of an involuntary transfer or reassignment for an ensuing school year shall be given to employees as soon as is practical.
Whenever there are requests for voluntary transfers or reassignments, the wishes of the individual shall be considered by the Board and determinations made in accordance with existing state law and administrative code for the transfer, assignment, and retention of employees in their position within the school district.
In the event that an employee objects to the involuntary transfer or reassignment, upon the request of the employee, the Superintendent or his/her designee shall meet with him/her as soon as possible. The employee may have an Association Representative(s) present at such meeting.
The employee may present his/her objections to the transfer and/or reassignment for consideration to the Superintendent or his/her designee.
Information regarding current open positions is available to all employees by contacting the Human Resources Department. Said employees may request the positions, in order of preference, to which they desire to be transferred.
The Board shall provide assistance in moving equipment and materials to the reassigned employee’s new worksite. The program shall provide administrative support to enhance the employee’s transition.
To ensure that a pattern of tardiness is not excessive to the point of being harmful to students’ education, the following administrative guidelines shall apply:
The employee must call the appropriate Administrator when the employee knows they will be tardy.
Tardiness will be recorded on the attendance register.
Administrators shall review the attendance records and will conduct an informal discussion with any employee whose record indicates a pattern of tardiness reflecting three (3) or more occurrences per month. No official record of this first meeting shall be documented. The purpose of this initial step is to bring the matter to the employee’s attention with the hope that improvement will be made.
If a pattern of tardiness continues the administrator will conduct a formal conference with the employee which will be documented in a written statement. The employee may have a union representative present at his/her request.
The employee and administrator will collaborate on a written attendance improvement plan. The improvement plan may include documents and records but will specify action to be taken and will be signed by the employee and the administrator. This information may be used in an annual evaluation and will be placed in the employee’s personnel file.
If tardiness continues after thirty (30) days of implementation of the attendance improvement plan then a wage deduction will be made in accordance with the following:
Any instance of late arrival in excess of the above will result in a wage deduction equal to the staff member’s hourly wage in fifteen (15) minute intervals.
If excessive tardiness continues the employee may be subject to the withholding of salary increment.
ARTICLE XVI
HIGHLY QUALIFIED TEACHERS
Incentive for teachers to acquire after their time of hire, additional Highly Qualified Teacher (HQT) status in the core content areas of math and/or science for middle school or high school levels. One time stipend of $1,500 for passing the Praxis for math and/or science at the middle school or high school levels for a teaching assignment above K-5, for teachers who hold a Teacher of the Handicapped Certificate. This provision does not apply to those teachers who hold a Teacher of Students with Disabilities Certificate.
ARTICLE XVII
MISCELLANEOUS
The cost of printing this Agreement shall be shared equally by the Board and the Association.
ARTICLE XVIII
DURATION OF AGREEMENT
This agreement shall be effective as of July 1, 2008, and shall continue in effect until June 30, 2011.
2008-2011
ADAPTIVE COMPUTER SPECIALIST
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $42,210 | $43,565 | $44,440 | 1 |
2 | $43,960 | $44,965 | $46,140 | 2 |
3 | $45,710 | $46,690 | $47,840 | 3 |
4 | $47,460 | $48,415 | $49,540 | 4 |
5 | $49,210 | $50,140 | $51,240 | 5 |
6 | $50,960 | $51,865 | $52,940 | 6 |
7 | $52,710 | $53,590 | $54,640 | 7 |
8 | $54,460 | $55,315 | $56,340 | 8 |
9 | $56,210 | $57,040 | $58,040 | 9 |
10 | $57,960 | $58,765 | $59,740 | 10 |
11 | $59,710 | $60,490 | $61,440 | 11 |
OG | $66,592 | $68,762 | $70,662 | OG |
2008-2011
ADAPTIVE TECHNOLOGY ASSISTANT
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $28,670 | $29,341 | $29,985 | 1 |
2 | $29,387 | $30,075 | $30,735 | 2 |
3 | $30,122 | $30,827 | $31,503 | 3 |
4 | $30,875 | $31,598 | $32,291 | 4 |
5 | $31,647 | $32,388 | $33,098 | 5 |
6 | $32,438 | $33,198 | $33,925 | 6 |
7 | $33,249 | $34,028 | $34,773 | 7 |
2008-2011
10-MONTH AUDIOLOGIST
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $50,392 | $50,837 | $51,382 | 1 |
2 | $52,692 | $52,982 | $53,397 | 2 |
3 | $54,992 | $55,377 | $55,662 | 3 |
4 | $57,292 | $58,022 | $58,177 | 4 |
5 | $59,592 | $60,722 | $61,392 | 5 |
6 | $61,892 | $63,422 | $64,782 | 6 |
2008-2011
12-MONTH AUDIOLOGIST
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $57,951 | $59,733 | $61,658 | 1 |
2 | $60,596 | $62,254 | $64,076 | 2 |
3 | $63,241 | $65,068 | $66,794 | 3 |
4 | $65,886 | $68,176 | $69,812 | 4 |
5 | $68,531 | $71,348 | $73,670 | 5 |
6 | $71,176 | $74,521 | $77,738 | 6 | |
2008-2011
BEHAVIOR SPECIALIST
I II
BCBA Certified2008-2011
BEHAVIOR SPECIALIST TRAINING ASSISTANT
2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $32,471 | $33,718 | $34,781 | 1 |
2 | $33,283 | $34,561 | $35,650 | 2 |
3 | $34,115 | $35,425 | $36,542 | 3 |
4 | $34,950 | $36,095 | $37,209 | 4 |
5 | $35,805 | $36,765 | $37,875 | 5 |
6 | $36,525 | $37,435 | $38,542 | 6 |
7 | $37,245 | $38,105 | $39,209 | 7 |
8 | $37,965 | $38,775 | $39,875 | 8 |
9 | $38,685 | $39,445 | $40,542 | 9 |
10 | $39,405 | $40,115 | $41,209 | 10 |
2008-2011
CART
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $31,750 | $32,810 | $34,250 | 1 |
2 | $32,370 | $33,495 | $34,945 | 2 |
3 | $32,990 | $34,180 | $35,640 | 3 |
4 | $33,640 | $34,865 | $36,335 | 4 |
5 | $34,290 | $35,550 | $37,030 | 5 |
6 | $34,940 | $36,235 | $37,725 | 6 |
7 | $35,680 | $36,920 | $38,420 | 7 |
2008-2011
10-MONTH CHILD STUDY TEAM
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $60,618 | $62,888 | $65,283 | 1 |
2 | $62,618 | $64,888 | $67,283 | 2 |
3 | $64,618 | $66,888 | $69,283 | 3 |
4 | $66,618 | $68,888 | $71,283 | 4 |
5 | $68,618 | $70,888 | $73,283 | 5 |
6 | $70,618 | $72,888 | $75,283 | 6 |
7 | $72,618 | $74,888 | $77,283 | 7 |
8 | $74,618 | $76,888 | $79,283 | 8 |
9 | $76,618 | $78,888 | $81,283 | 9 |
10 | $78,618 | $80,888 | $83,283 | 10 |
11 | $80,618 | $82,888 | $85,283 | 11 |
12 | $82,618 | $84,888 | $87,283 | 12 |
13 | $84,618 | $86,888 | $89,283 | 13 |
14 | $86,618 | $88,888 | $91,283 | 14 |
15 | $88,618 | $90,888 | $93,283 | 15 |
2008-2011
12-MONTH CHILD STUDY TEAM
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $66,680 | $69,177 | $71,811 | 1 |
2 | $68,880 | $71,377 | $74,011 | 2 |
3 | $71,080 | $73,577 | $76,211 | 3 |
4 | $73,280 | $75,777 | $78,411 | 4 |
5 | $75,480 | $77,977 | $80,611 | 5 |
6 | $77,680 | $80,177 | $82,811 | 6 |
7 | $79,880 | $82,377 | $85,011 | 7 |
8 | $82,080 | $84,577 | $87,211 | 8 |
9 | $84,280 | $86,777 | $89,411 | 9 |
10 | $86,480 | $88,977 | $91,611 | 10 |
11 | $88,680 | $91,177 | $93,811 | 11 |
12 | $90,880 | $93,377 | $96,011 | 12 |
13 | $93,080 | $95,577 | $98,211 | 13 |
14 | $95,280 | $97,777 | $100,411 | 14 |
15 | $97,480 | $99,977 | $102,611 | 15 |
No Doctoral guide; $1,500 given each year to individuals who have earned doctorate in their area of certification from an accredited university.2008-2011
10-MONTH HEALTHCARE PROFESSIONALS
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $38,110 | $39,120 | $40,078 | 1 |
2 | $39,166 | $40,002 | $40,997 | 2 |
3 | $40,946 | $41,105 | $41,918 | 3 |
4 | $42,726 | $42,965 | $43,071 | 4 |
5 | $44,506 | $44,825 | $45,015 | 5 |
6 | $46,286 | $46,685 | $46,959 | 6 |
7 | $48,066 | $48,545 | $48,903 | 7 |
8 | $49,846 | $50,405 | $50,847 | 8 |
9 | $51,626 | $52,265 | $52,791 | 9 |
10 | $53,406 | $54,125 | $54,735 | 10 |
2008-2011
12-MONTH HEALTHCARE PROFESSIONALS
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $45,732 | $46,944 | $48,094 | 1 |
2 | $46,999 | $48,002 | $49,196 | 2 |
3 | $49,135 | $49,326 | $50,302 | 3 |
4 | $51,271 | $51,558 | $51,685 | 4 |
5 | $53,407 | $53,790 | $54,018 | 5 |
6 | $55,543 | $56,022 | $56,351 | 6 |
7 | $57,679 | $58,254 | $58,684 | 7 |
8 | $59,815 | $60,486 | $61,016 | 8 |
9 | $61,951 | $62,718 | $63,349 | 9 |
10 | $64,087 | $64,950 | $65,682 | 10 |
2008-2011
INSTRUCTIONAL TECHNOLOGY SPECIALIST
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $42,904 | $43,847 | $44,832 | 1 |
2 | $44,404 | $45,347 | $46,332 | 2 |
3 | $45,904 | $46,847 | $47,832 | 3 |
4 | $47,404 | $48,347 | $49,332 | 4 |
5 | $48,904 | $49,847 | $50,832 | 5 |
6 | $50,404 | $51,347 | $52,332 | 6 |
7 | $51,904 | $52,847 | $53,832 | 7 |
8 | $53,404 | $54,347 | $55,332 | 8 |
9 | $54,904 | $55,847 | $56,832 | 9 |
10 | $56,404 | $57,347 | $58,332 | 10 |
11 | $57,904 | $58,847 | $59,832 | 11 |
12 | $59,404 | $60,347 | $61,332 | 12 |
2008-2011
INTERPRETERS
I II
Emergency Certificate Standard Certificate
| 2008-2009 | 2009-2010 | 2010-2011 | | | 2008-2009 | 2009-2010 | 2010-2011 |
Step | | | | | Step | | | |
1 | $34,315 | $35,455 | $37,990 | | 1 | $38,315 | $39,455 | $41,990 |
2 | $34,315 | $35,955 | $38,490 | | 2 | $38,315 | $39,955 | $42,490 |
3 | $35,315 | $35,955 | $38,990 | | 3 | $39,315 | $39,955 | $42,990 |
4 | $36,315 | $36,455 | $38,990 | | 4 | $40,315 | $40,455 | $42,990 |
5 | $37,315 | $37,455 | $39,490 | | 5 | $41,315 | $41,455 | $43,490 |
6 | $38,470 | $39,180 | $40,500 | | 6 | $42,470 | $43,180 | $44,500 |
7 | $39,825 | $40,905 | $42,000 | | 7 | $43,825 | $44,905 | $46,000 |
2008-2011
JOB COACH
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $29,343 | $30,205 | $31,515 | 1 |
2 | $30,343 | $30,745 | $31,855 | 2 |
3 | $30,843 | $31,745 | $32,200 | 3 |
4 | $31,323 | $32,245 | $33,100 | 4 |
5 | $31,723 | $32,745 | $33,600 | 5 |
6 | $31,993 | $33,715 | $34,200 | 6 |
7 | $32,393 | $34,215 | $35,135 | 7 |
8 | $32,793 | $34,715 | $35,735 | 8 |
9 | $33,793 | $35,215 | $36,335 | 9 |
10 | $34,793 | $35,715 | $36,935 | 10 |
11 | $35,793 | $36,225 | $37,835 | 11 |
12 | $36,493 | $37,225 | $38,735 | 12 |
13 | $37,193 | $38,225 | $39,635 | 13 |
14 | $38,344 | $39,225 | $40,535 | 14 |
2008-2011
REHABILITATION COUNSELOR
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $49,193 | $51,603 | $54,054 | 1 |
2 | $50,423 | $52,893 | $55,405 | 2 |
3 | $51,684 | $54,215 | $56,790 | 3 |
4 | $52,976 | $55,570 | $58,210 | 4 |
5 | $54,300 | $56,959 | $59,665 | 5 |
6 | $55,658 | $58,383 | $61,157 | 6 |
7 | $57,049 | $59,843 | $62,686 | 7 |
8 | $58,475 | $61,339 | $64,253 | 8 |
9 | $59,936 | $62,872 | $65,860 | 9 |
2008-2011
REHABILITATION WORKSHOP INSTRUCTOR
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $34,435 | $36,122 | $37,838 | 1 |
2 | $35,296 | $37,025 | $38,784 | 2 |
3 | $36,179 | $37,951 | $39,753 | 3 |
4 | $37,083 | $38,899 | $40,747 | 4 |
5 | $38,010 | $39,871 | $41,766 | 5 |
6 | $38,961 | $40,868 | $42,810 | 6 |
7 | $39,934 | $41,890 | $43,880 | 7 |
8 | $40,933 | $42,937 | $44,977 | 8 |
9 | $41,955 | $44,011 | $46,102 | 9 |
2008-2011
REHABILITATION WORKSHOP ASSISTANTS
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $27,436 | $28,241 | $29,010 | 1 |
2 | $27,436 | $28,741 | $29,510 | 2 |
3 | $27,936 | $28,741 | $30,010 | 3 |
4 | $28,436 | $29,241 | $30,010 | 4 |
5 | $28,936 | $29,741 | $30,510 | 5 |
6 | $29,731 | $30,241 | $31,010 | 6 |
7 | $30,641 | $31,066 | $31,890 | 7 |
8 | $31,651 | $32,331 | $33,220 | 8 |
9 | $32,761 | $33,646 | $34,600 | 9 |
10 | $33,971 | $35,011 | $36,030 | 10 |
11 | $35,281 | $36,426 | $37,510 | 11 |
12 | $36,691 | $37,891 | $39,040 | 12 |
2008-2011
SECRETARIES
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $39,900 | $40,600 | $41,735 | 1 |
2 | $40,400 | $41,100 | $42,235 | 2 |
3 | $41,150 | $41,850 | $42,735 | 3 |
4 | $42,150 | $42,850 | $43,485 | 4 |
5 | $43,200 | $44,100 | $44,235 | 5 |
6 | $44,700 | $45,600 | $45,735 | 6 |
7 | $46,660 | $47,500 | $48,435 | 7 |
8 | $48,960 | $50,200 | $51,385 | 8 |
9 | $51,810 | $53,200 | $54,535 | 9 |
2008-2011
TEACHER ASSISTANTS
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $24,547 | $25,182 | $25,812 | 1 |
2 | $25,047 | $25,682 | $26,312 | 2 |
3 | $25,747 | $26,182 | $26,812 | 3 |
4 | $26,572 | $26,882 | $27,312 | 4 |
5 | $27,472 | $27,692 | $28,012 | 5 |
6 | $28,432 | $28,607 | $28,827 | 6 |
7 | $29,392 | $30,007 | $30,362 | 7 |
8 | $30,742 | $31,457 | $31,957 | 8 |
9 | $32,117 | $32,932 | $33,577 | 9 |
10 | $33,517 | $34,432 | $35,222 | 10 |
11 | $34,942 | $35,957 | $36,892 | 11 |
12 | $36,392 | $37,507 | $38,587 | 12 |
2008-2009
TEACHERS
| I
BA | II
BA+15 | III
BA+30/MA | IV
MA+15 | V
MA+30 | |
Step | | | | | | Step |
1 | $46,020 | $50,170 | $53,270 | $55,770 | $58,770 | 1 |
2 | $46,520 | $50,670 | $53,770 | $56,270 | $59,270 | 2 |
3 | $46,520 | $50,670 | $53,770 | $56,270 | $59,270 | 3 |
4 | $49,085 | $53,235 | $56,335 | $58,835 | $61,835 | 4 |
5 | $49,085 | $53,235 | $56,335 | $58,835 | $61,835 | 5 |
6 | $51,860 | $56,010 | $59,110 | $61,610 | $64,610 | 6 |
7 | $54,635 | $58,785 | $61,885 | $64,385 | $67,385 | 7 |
8 | $57,410 | $61,560 | $64,660 | $67,160 | $70,160 | 8 |
9 | $60,185 | $64,335 | $67,435 | $69,935 | $72,935 | 9 |
10 | $62,960 | $67,110 | $70,210 | $72,710 | $75,710 | 10 |
11 | $65,440 | $69,590 | $72,690 | $75,190 | $78,190 | 11 |
12 | $67,940 | $72,090 | $75,190 | $77,690 | $80,690 | 12 |
13 | $70,600 | $74,750 | $77,850 | $80,350 | $83,350 | 13 |
14 | $73,310 | $77,460 | $80,560 | $83,060 | $87,890 | 14 |
15 | $76,020 | $80,170 | $83,270 | $85,770 | $88,770 | 15 |
16 | $78,730 | $82,880 | $87,123 | $89,580 | $92,000 | 16 | |
2009-2010
TEACHERS 2010-2011
TEACHERS
2008-2011
WORKPLACE READINESS FACILITATOR
2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $34,892 | $36,602 | $38,340 | 1 |
2 | $35,764 | $37,517 | $39,299 | 2 |
3 | $36,658 | $38,455 | $40,281 | 3 |
4 | $37,574 | $39,416 | $41,288 | 4 |
5 | $38,513 | $40,401 | $42,320 | 5 |
6 | $39,476 | $41,411 | $43,378 | 6 |
7 | $40,463 | $42,446 | $44,462 | 7 |
2008-2011
WORKPLACE READINESS INSTRUCTOR
| 2008-2009 | 2009-2010 | 2010-2011 | |
Step | | | | Step |
1 | $34,744 | $35,682 | $36,464 | 1 |
2 | $35,613 | $36,574 | $37,376 | 2 |
3 | $36,503 | $37,488 | $38,310 | 3 |
4 | $37,416 | $38,425 | $39,268 | 4 |
5 | $38,864 | $39,386 | $40,250 | 5 |
6 | $40,348 | $40,764 | $41,256 | 6 |
7 | $40,844 | $42,191 | $42,700 | 7 |
8 | $41,865 | $43,246 | $44,194 | 8 |
9 | $42,912 | $44,327 | $45,299 | 9 |
10 | $43,985 | $45,435 | $46,431 | 10 |
IN WITNESS WHEREOF
Duration of agreement
This Agreement shall be effective as of July 1, 2008, and shall continue in effect until June 30, 2011.
The parties have caused this Agreement to be signed by their respective Presidents, attested to by their respective secretaries, and under their corporate seals to be placed thereon.
THE BOARD OF EDUCATION OF THE BERGEN COUNTY SPECIAL SERVICES SCHOOL DISTRICT
Janice Anzevino., President
John Susino, Board Secretary
THE BERGEN COUNTY SPECIAL SERVICES EDUCATION ASSOCIATION
Karen Becker, Co-President
Elyse Schifrien, Co-President Searchable Contract Text Unavailable - See Printer Friendly Version |