AND THE
ALPINE EDUCATION ASSOCIATION
2010 - 2013

ALPINE ELEMENTARY SCHOOL

Preamble.................................................................... 1
1 Recognition................................................................. 1
2 Grievance Procedure.................................................. 1-4
3 Compensation............................................................. 4-6
4 Insurance.................................................................... 6,7
5 Teacher Evaluation..................................................... 7,8
6 Professional Development.......................................... 8-10
7 Leaves......................................................................... 10,11
8 Board Rights............................................................... 11
9 Teacher's Rights.......................................................... 12
10 Work Day/Work Year................................................. 12,13

APPENDIX:






Negotiation Unit Grievance Form –


Schedule A - Salary Guide 2010-2011

Schedule B - Salary Guide 2011-2012

Schedule C - Salary Guide 2012-2013


Schedule D - Co-Curricular & Extra-Curricular PaymentTHIS AGREEMENT, entered into this first day of July, 2010 by and between THE BOARD OF EDUCATION OF THE BOROUGH OF ALPINE, NEW JERSEY (hereinafter called the BOARD, and the ALPINE EDUCATION ASSOCIATION (hereinafter called the ASSOCIATION); both entities also called Parties;

NOW, THEREFORE, the BOARD and ASSOCIATION agree on the terms and conditions of employment as set forth herein:

1. Grievance A "grievance" is claim by a teacher or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting the terms and conditions of employment of a teacher or a group of teachers.

2. Aggrieved Person

The "aggrieved person” (also called the grievant) is the teacher(s) or the Association making the claim.

3. Party in Interest
A "party in interest" is the teacher(s) making the claim and any person including the Association or the 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 resolve, at the lowest possible level, disputes which may from time to time arise affecting the terms and conditions of employment of teachers. Both parties agree that these proceedings will be kept confidential at each level of the procedure.

1. Time Limits
The number of days indicated at each level shall be a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

2. Year End Grievances
In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein may be reduced if mutually agreeable so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practical.

3. Level One
Any teacher(s) who has a grievance shall, within ten (10) school days after occurrence of the grievance, discuss it first with the Chief School Administrator (CSA) in an attempt to resolve the matter informally at that level.

4. Level Two
If, as a result of the discussion, the matter is not resolved to the satisfaction of the teacher(s), he shall set forth his complaint in writing to the CSA within five (5) school days after the discussion. The CSA shall notify the Association and the Board of Education of the grievance, and communicate his decision to the teacher(s) in writing within seven (7) school days of the receipt of the written complaint.

5. Level Three
Within five (5) school days of receiving the written decision or within seven (7) school days of when a written decision should have been rendered the teacher(s)
may submit his/her grievance in writing to the Teacher-Board Committee.
TEACHER-BOARD COMMITTEE
a. Composition of Committee
A Teacher-Board Committee composed of two executive members, other than the grievant, designated by the local Education Association and two members of the Board of Education shall be created for the purpose of conducting professional discussion in good faith on grievances involving terms and conditions of employment as defined in Section A of this article.
b. Responsibilities and duties of the Teacher-Board Committee shall be to: i. Elect a chairperson;

ii. Evaluate the problems presented to the committee;
iii. Gather facts to provide for a complete understanding of these problems;
iv. Discuss and attempt to arrive at a solution in keeping with the philosophies of
each organization;
v. Present conclusions and recommendations to the grievant and the CSA

6. Level Four
If the grievance is not settled by the Teacher-Board Committee, the teacher(s), may, within five (5) school days after the Teacher-Board Committee's decision, request a review by the Board of Education. The teacher(s) will notify the CSA and Education Association of the request. The Board shall review the grievance, hold a hearing with the teacher(s) if requested, and render a decision in writing within 30 calendar days after such written request.

1. Teacher and Association
Any teacher(s) may be represented at all stages of the grievance procedure pro se or, at the grievant’s option, by representative(s) selected or approved by the Association. When a teacher 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.

2. Reprisals
No reprisals of any kind shall be taken by the Board or by the CSA 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.

1. Group Grievance
If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may discuss such grievance at Level One with the CSA directly and the processing of such grievance shall be commenced. The
Association may process such a grievance through all levels of the Grievance Procedure even though the grievant does not wish to do so.

2. Written Decisions

Decisions rendered 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.

3. Separate Grievance File
All documents, communications and records dealing with the processing of a grievance shall be accessible to all parties of interest, filed in a grievance file, separate from the personnel files.

4. Forms
Forms for filing grievances, serving notices, taking appeals, making reports and
recommendations and other necessary documents shall be prepared jointly by the
Chief School Administrator and the Association and given appropriate distribution so
as to facilitate operation of the grievance procedure. (A separate form is attached.)

5. Meetings and Hearings
To the extent permitted by law, all meetings and hearings under this procedure shall not be conducted in public and shall include such parties in interest, the person/organization against whom the grievance is filed, and their designated or selected representatives, as previously mentioned.

ARTICLE 3 COMPENSATION

The salaries of all teacher(s) covered by this Agreement are set forth in Schedules A, B and C, which are attached.

The Co-Curricular and Extra-Curricular stipends are set forth in Schedule D, which is attached. One half of these payments will be made on January 30 and the other half on June 30, if the program extends over the school year.

C. Annual increments will be granted upon recommendation of the CSA and approved by the Board.

D. In addition to the foregoing provisions for compensation, co-curricular and extra­curricular compensation shall be paid to those persons approved by the Board for the activities set forth in Schedule "D" attached. The Board shall assign volunteers for the after-school sports/game supervision before it may assign available teachers on a rotating basis to those positions. Co-curricular and extra-curricular compensation shall be paid only if such activities are offered during the school year and occur outside of the teachers' contractual time.

E. Full-time teachers are entitled to two (2) professional days during the school year provided these are approved by the CSA and are directly related to the teacher's assignment. Part-time teachers are entitled to one (1) professional day per year on the same conditions.

F. Parent Evening Conferences

All teachers are assigned to fall and spring evening meetings by the Chief School Administrator and are expected to be in attendance for two (2) hours and twenty (20) minutes between the hours of 6:00 p.m. and 9:00 p.m. As this is part of the professional obligation, there is no additional compensation for this.

Teachers who apply for, are qualified for, and receive a pension payment from T.P.A.F.
and teachers who vest in the pension plan with less than twenty-five (25) years of service shall be entitled to participate, at their own cost, in group medical insurance. An employee may not participate if they are eligible for paid health insurance under T.P.A.F. and the State Health Benefits Plan

When teachers are called upon to participate in professional development programs outside the regular school day, or school year, they shall be compensated at a rate of pay proportionate to their regular teaching salary provided that such professional development activities are essential for the implementation of the assigned curriculum (such as University of Chicago Everyday Math summer workshops for teachers instructing in math, review of IEP's for teachers assigned to special needs students). Other Professional Activities of a voluntary nature shall be compensated at the following rates:

1. for Curriculum Writing:

I. The "Teacher-in-Charge" shall receive the following payments for each day worked or

equivalent thereof:

A "day" is defined as seven (7) hours. Payment shall be based on a voucher and paid monthly. If the "Teacher-in-Charge" loses his/her preparation period to cover a class, he/she shall be covered by paragraph L below. The "Teacher-in-

Charge" will be responsible for the operation of the school in the absence of the CSA.

Teachers will be reimbursed for assigned travel in their automobiles at the state mandated rate in effect at the time of such travel.

L. When a teacher loses the one daily guaranteed 30 minute assigned preparation period because (s)he is assigned to cover a class, (s)he shall be compensated at the following rates:
2010-2011 - $ 33.00/hr
2011-2012 - $ 34.00/hr
2012-2013 - $35.00/hr

ARTICLE 4
INSURANCE

A. The Board shall provide and maintain full health care coverage for each teacher(s), hired before July 1, 2010, who regularly works a minimum of twenty (20) hours per week. For a teacher(s) hired after July 1, 2010 a minimum of twenty-five (25) hours per week is required. This health care coverage is for the teacher(s) and their eligible dependents under the New Jersey State Health Benefits Program, or its successor , which covers hospitalization, medical, and major medical insurance in accordance with the rules and regulations of said plan.

1. Effective July 1, 2010, each teacher shall pay 1.5% of his or her annual base salary to the Board, through applicable payroll deductions, towards the cost of health insurance benefits. The 1.5% contribution also satisfies, and is not in addition to, any contributions required by N.J.S.A. 18A:16-17(b).

2. The Board will pay one hundred percent (100%) of the premium for full family coverage under the Group Dental Insurance Plan for each tenured teacher who works a minimum of twenty-five (25) hours per week. All teachers who do not receive Board-provided dental coverage shall be eligible to purchase, at their own expense, individual or family dental coverage under the District’s Group Dental Insurance Plan at the Board’s actual cost for such coverage.

Currently, the group dental insurance plan is offered by MetLife and includes an optical plan at no additional cost to the Board. An optical plan is not provided to the Association under this Agreement, yet the Board and the Association have agreed that the teachers shall be permitted to participate in the optical insurance coverage included with this group dental insurance policy so long as this benefit is offered by MetLife at no additional cost to the Board and provided that the provision of this benefit shall not establish a past practice nor require the Board to continue such coverage in the future.

3. Effective on the first of the month which is at least sixty (60) days from mutual ratification of the contract, there shall be a dental waiver incentive plan. Each employee shall be polled by the Administration each year about whether he/she wishes to voluntarily waive such insurance for that insurance year. Any employee who so waives shall receive fifty percent (50%) of the applicable insurance premium as an incentive payment. Such payment shall be made at the close of the insurance year. When employees are polled about their interest in waiving insurance, they shall be informed of the incentive payment amount. Any employee who waives insurance in one year may re-enroll in the plan the following year.

ARTICLE 5 TEACHER EVALUATION

Observation and Evaluation of Tenured and Non-Tenured Teachers
The New Jersey Administrative Code (N.J.A.C. 6:3-4-3), Evaluation of tenured teachers will be followed by the Board in carrying out the observation and evaluation of tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.

The non-tenured teachers’ evaluation law (N. J. S.A 18A:27-3.1 et seq.) and the New Jersey Administrative Code (N. J. S. C. 6:3-4.1) will be followed by the Board in carrying out the observation and evaluation of non-tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.

The term “observation”, as applied to a teacher, shall be construed to mean a visitation to a classroom by a member of the administrative/supervisory staff of the District who holds an appropriate certificate for the supervision of instruction (hereinafter referred to as the “Evaluator”) for the purpose of observing the performance of the instructional process by the teacher.

The term “evaluation” as applied to a teacher, shall be construed to mean a written evaluation report prepared by an Evaluator who visits the classroom for the purpose of observing the performance of the instructional process by the teacher. The written evaluation has as its purpose the improvement of the quality of instruction.

Tenured teacher(s) shall have a minimum of two (2) observation/evaluations per year. Full-time non-tenured teacher(s) shall have a minimum of six (6) observation/evaluations per year.

Each observation/evaluation shall be followed, within a reasonable period of time, by a conference between the Evaluator and the teacher to discuss the lesson observed.

Tenured teachers may request an alternate form of evaluation by presenting a written proposal, on the required forms, to the designated supervisor. That Supervisor will provide the CSA with his/her recommendation. Final approval will be made by the CSA.

Annual Summary Evaluation
The summary evaluation shall consist of an annual conference between the teacher and the designated supervisor, followed by an Annual Evaluation written by that supervisor. That written evaluation will also include a Professional Development Plan for the next school year which has been mutually discussed and developed.

B. To encourage teacher(s) to take courses for the betterment of their teaching capabilities and for their increased value to the school district, the Board will make reimbursement for the tuition cost of graduate courses within the limits defined below:

1. Approval of Course Requirements
To be approved, the Professional Development Committee must first have determined by a majority vote, that a course will enhance the value of the teacher(s) to the school district. Moreover:
(a) Teachers who hold only a Bachelor's degree must be in either an approved certificate or Master's degree program. Only one certificate program will be re­imbursed before the Master's degree.
(b) Teachers who hold a Master's degree need not be in a certificate or Master's degree program to obtain reimbursement.

2. Payment
(a) Tuition reimbursement shall be available as indicated in this Article to teachers after their first year of full or part-time experience in the district and for course work taken during the second and subsequent years of service. This means that someone starting in September of one year would be eligible for reimbursement for courses taken in the following summer.

(b) To be eligible for tuition reimbursement teachers must achieve a minimum grade of "B+" or a "Pass" if the Professional Development Committee approves the taking of a course on a Pass/Fail basis.

(c) Tuition reimbursement for part-time teachers shall be proportionate to the amount of time they work, i.e., half-time teachers would receive half the re­imbursement that full-time teachers receive for the same number of credits.

(d) Proof of successful completion of the courses (as specified in paragraph 2 above)
shall be provided to and endorsed by the CSA before reimbursement is made.

(e) Teachers will be reimbursed for approved course credits in accordance with the
following formula:
(1) The total maximum obligation of the Board for reimbursement of teachers for up to six (6) credits per year per person shall be the following:
(1) The total maximum obligation of the Board for reimbursement of teachers for up to six (6) credits per year per person shall be the following:
2010-2011 - $ 12,314.00
2011-2012 - $ 12,745.00
2012-2013 - $ 13,191.00
(2) The Board's reimbursement rate per credit shall be as follows:
2010-2011 - TBD per credit or TBD. for 3 credits
2011-2012 - TBD per credit TBD for 3 credits
2012-2013 - TBD per credit TBD for 3 credits
(3) If, at the end of each school year, the total amount of reimbursement sought
by all teachers for approved credits shall equal or exceed the maximum
obligation of the Board for the year, each teacher seeking reimbursement
shall be reimbursed per credit by pro-rating the cap for that year over the total number of credits for which reimbursement is sought.

(4) If at the end of each school year the total amount of reimbursement

apply for a share of the remaining portion of the Board allotment up to 9 credits to be distributed in equal percentages as reimbursement for any classes taken before June 30 of that school year. In no event shall the total reimbursement exceed the annual Board tuition allotments specified above.

ARTICLE 7 LEAVES

Full-time teachers shall have twelve (12) sick days per school year, two (2) of which shall be non-cumulative. The unused portion of the remaining ten (10) may be carried over for use in following years.

Leave with pay for personal business which cannot be completed outside of the regular workday shall be granted to each teacher for up to three (3) days per school year. Such leave is non-cumulative.

a. Personal leave is granted for matters limited to urgent legal, family or
personal business which cannot be scheduled outside of school hours, to include the death of a person who is not a member of the immediate family, as defined below;

advance;

in-service day or scheduled parent/teacher conference days, or on days
immediately preceding or following a scheduled school recess;

personal matters);
e. The CSA reviews and approves or disapproves all requests. In an emergency the CSA may waive restrictions and authorize an emergency personal day.

Leave with pay following death in the "immediate family" (as hereafter defined) shall
be granted for five (5) days following date of death. An extension may be granted at the sole discretion of the CSA provided that, during such additional time, pay shall be at a daily rate of 1/200^th of the teacher’s annual salary less the substitute's daily rate established by the Board.

Immediate family shall mean the teacher's spouse/domestic partner, as defined by the State of New Jersey, and the following relatives of the teacher or teacher's spouse/domestic partner: child, parent, brother, sister and grandparent, regardless of place of residence.

An extended leave of absence without pay may be granted for personal reasons for a maximum of a school year. Once granted the teacher can request an extension for an
additional year. The granting of such requests will not be automatic but at the discretion of the Board. Teachers on Extended Personal Leave Without Pay may continue benefits at their expense at the group rate pursuant to the rules and regulations of the governing agency.

ARTICLE 8 BOARD RIGHTS

The willingness of the Board to discuss matters which are within the sole prerogative of the Board shall not be deemed to constitute a waiver or relinquishment of any such prerogative.

The teachers’ in-school work year shall begin no earlier than September 1 and end no later than June 30^th. It shall consist of the following:

B. Length of Work Day

A full-time teacher's work day shall begin at 8:15 a.m. and continue to 3:15 p.m. (7hours) with a duty-free lunch equal to that of the students. This time span constitutes a thirty-five (35) hour work week. The teachers' regularly scheduled classes shall begin no earlier than 8:25 am and shall not extend beyond 3:00 pm.

If unusual circumstances should arise, the Association recognizes that the Board may, after consultation with the Association, alter these hours on a temporary basis.

Teachers who agree to work outside of this contractual time will receive adequate notification. A waiver will be agreed to by the Association.

D. Each full-time classroom teacher shall have thirty (30) minutes of preparation time daily. Part-time teachers shall receive the equivalent of fifteen (15) minutes preparation time daily. This fifteen (15) minutes equivalent may be assigned on a weekly basis as opposed to a daily basis. That is, a teacher working three (3) periods per day each day would be entitled to seventy-five (75) minutes of preparation time during the week. For teachers

working full days but part-time, a minimum of fifteen (15) minutes shall be scheduled
for preparation daily. Where possible, a teacher(s)who is required to use a preparation period for co-planning lessons will still be entitled to at least two and a half (2 ½) hours of additional preparation time per week.

Furthermore, assignments to lunch supervisory duties will be designed to maintain
continuity. The Board agrees to make every reasonable effort to assign a single teacher to
the continuing daily assignment of overseeing and expediting lunch supervision. Addition­al teachers assigned to lunch supervision will be assigned on a regular basis, i.e., every
Monday, or every Monday and Tuesday, or every Tuesday, etc. It is understood that
whenever possible, teachers will be rotated annually in this assignment.

G. Full-time teachers shall sign in by initialing the sign-in board no later than 8:15 a.m. Full-
time teachers staying beyond 3:15 p.m. do not have to sign out when leaving for the day.
Teachers whose work day starts after and ends before the regular work day shall sign in
and sign out by indicating their time of arrival and departure.

B. Posting of New Positions and Vacancies

New positions requiring certificates and teacher vacancies will be posted in the teachers' lounge before advertised publicly.

The parties agree to enter into collective negotiations for a Successor Agreement in accordance with Chapter 303, Public Laws of 1968, as amended by Chapter 123 of Public Laws of 1975 in a good-faith effort to reach an agreement on all matters concerning the terms and conditions of the teachers' employment. Such negotiations shall begin not later than the time required by statute and code. Any agreement to be negotiated shall apply to all teachers (as defined in Article 1) be reduced to writing, be adopted by the Board and by the Association and be signed by their duly-authorized representative.

E Resignation/Reduction in Force of Tenured Teachers

Tenured teachers may resign his/her position provided he/she gives the board of education written notice at least sixty (60)days in advance of the anticipated last day of service.

The board of education will give at least sixty (60) days written notice of termination of employment to any tenured teachers who is affected by a reduction in force during the school year. Terms of resignation of non-tenured teachers are covered by this teacher contract.



ARTICLE 12

DURATION OF AGREEMENT

Attest: Board of Education of the Borough Alpine, New Jersey

_________________________________ By___________________________________________________

President

Attest: Alpine Education Association

2. Date of grievance submitted to CSA_

3. Specific language and section of the Agreement, Board Policy or Administrative Decision Alleged to have been misinterpreted, misapplied, or violated.

4. A description or explanation of the action that caused the misinterpretation, misapplication or violation (include date of occurrence and who was involved).

5. Specify who was aggrieved (individual or association or both).

6. Indicate the desired remedy.

Signature of person filing grievance (same as in #1)

Signature:_______________________________________Date:_________________

Response of CSA:

Signature:___________________________________Date:___________________

					CO-CURRICULAR
ACTIVITY				2010-2011	2011-2012	2012-2013
NEWSPAPER			$1,938		$2,006	$2,076
YEARBOOK			$1,615		$1,672	$1,730
8TH GRADE ADVISOR*		$2,797		$2,895		$2,996
7TH GRADE ADVISOR*		$1,716		$1,776		$1,838
STUDENT COUNCIL ADVISOR		$2,797		$2,895		$2,996
BAND DIRECTOR			$5,809		$6,012	$6,223
OVERNIGHT (per night)		$200		$210		$220
CURRIC CLUBS (20wks)		$768		$795		$823
CURRIC CLUBS (40wks)		$1,526		$1,579		$1,635
					EXTRA-CURRICULAR
FALL/SPRING SPORTS		$2,153		$2,228		$2,306
HEAD BB COACH			$6,612		$6,843	$7,083
ASST BB COACH			$5,085		$5,263	$5,447
GAME CHAPERONE**		$63		$65		$67
SUPERVISION (per hr)		$26		$27		$28
CHAPERONE (per hr)		$38		$39		$41