Contract Between
Cape May Cty Spec Serv B/E-Cape May
- and -
Cape May Cty Spec Serv Admin Assn
* * *
07/01/2005 thru 06/30/2008

CategorySchool District

Contract Text Below
between the
and the
July 1, 2005 — June 30, 2008


Preamble Page (i)
Recognition - Article I Page 1
Negotiations Procedure - Article Il Page 2
Grievance Procedure - Article III Page 3
Insurance Programs - Article IV Page 7
Vacation Policy - Article V Page 8
Sick Leave/Personal Leave - Article VI Page 9
Leaves of Absence - Article Vll Page 9
Administrators' Rights and Benefits - Article VIII Page 10
Deduction of Dues - Article IX Page 12
Legality of Agreement - Article X Page 12
Salary - Article XI Page 13
Duration of Agreement - Article XII Page 17


This agreement entered into this __ __ day of _ _____by and between the Cape May County Special Services Administrators' Association, hereinafter called the "Association", and Board of Education of the Cape May County Schools for Special Services, hereinafter called the "Board", to be effective as of July 1, 2005, and to continue in effect until June 30, 2008, and shall continue in full force and effect from year to year thereafter.

(References to males shall also include females)




In accordance with Chapter 123, Public Laws of 1974, the Cape May County Special Services School District Board of Education hereby recognizes the Cape May County Special Services Administrators' Association as the exclusive representative for collective negotiations concerning grievances and terms and conditions of employment for all administrative personnel in the district whether under contract, on leave, on a per diem basis, employed or to be employed by the Board, but not including the Superintendent of Schools and the Board Secretary/Business Administrator.




A. The Board and the Association shall engage in good faith bargaining in accordance with the schedule established by law.

B. In preparation for and during negotiations, the Board and the Association shall exchange relevant data as requested by the other party.

C. Whenever any member of this Association is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences or meetings, he shall suffer no loss of pay and/or benefits.



A. Definitions
      The term "grievance" means a complaint by any employee that, as to him, there has been an inequitable, improper, or unjust application, interpretation, or violation of a policy, agreement, or administrative decision affecting said employee.

      The term "employee" shall mean any member of the bargaining unit as defined in Article I of this Agreement.

      The term "representative" shall include the Cape May County Special Services Administrators' Association or any person designated by the Association or by the Board to act on its or their behalf and to represent it or them.

      The term "immediate" superior shall mean the person to whom the aggrieved employee is directly responsible under the Table of Organization prevailing in the school district. (See Appendix A)

      The term "party" means an aggrieved employee, his immediate superior, the school principal, or any staff member below the Superintendent who may be affected by the determination of the Superintendent in connection with the procedure herein established.

B. Purpose

1. The purpose of the grievance procedure is to resolve at the lowest possible level differences concerning the rights of both parties regarding terms and conditions of employment.
      2. The intent is also to secure uniform and appropriate method of resolving disputes and problems in a consistent manner. Therefore, this grievance procedure will be the sole method to formally resolve such disputes and the final outcomes of this procedure will become the official interpretation and understanding between the
      Board and the Association.
      3. Failure to respond to a grievance within the time limits specified herein will permit the grievance to be presented at the next level. Failure of the grievant to appeal within the time limits specified herein will be deemed to be acceptance of the disposition at the preceding level.
C. 1. A grievance shall be deemed waived and barred and outside the jurisdiction of an arbitrator if it is not presented in writing within twenty (20) school days after the administrator would be reasonably expected to know of its occurrence.
2. An employee processing a grievance shall be assured freedom from restraint,
interference, coercion, discrimination or reprisal.
3. In the presentation of a grievance, the employee shall have the right to present his
own appeal or to designate a representative to appear with him at any step in his
4. An employee shall first discuss his grievance orally with his immediate superior.
In the case of principal, the term "immediate superior" shall be the Superintendent.
5. If the grievance is not resolved to the employee's satisfaction within five (5) school days from the determination referred to in Paragraph 4 above, the employee shall submit his grievance to the Superintendent of Schools in writing, specifying:
(a) the act or omission complained of;
(b) the specific article of the contract or policy alleged to be violated; and
(c) the remedy sought.
6. Within five (5) school days from the receipt of the written grievance (unless a different period is mutually agreed upon), the Superintendent shall hold a hearing at which all parties in interest shall have the right to be heard.
7. Within five (5) school days of said hearing (unless a different period is mutually
agreed upon), the Superintendent shall, in writing, advise the employee and his representative, if there be one, of his determination.
8. In the event of the failure of the Superintendent to act in accordance with the provisions of Paragraphs 6 and 7, or, in the event a determination by him in accordance with the provisions thereof is deemed unsatisfactory by either party the dissatisfied party, within ten (10) school days of the determination by him, may appeal to the Board of Education.
9. Where an appeal is taken to the Board, there shall be submitted by the appellant:
(a) the writing set forth in Paragraphs 5 and 7; and
(b ) a copy of said materials shall be furnished to the Superintendent.
10. If the appellant, in his appeal to the Board, does not request a hearing, the Board may consider the appeal on the written record submitted to it, or the Board may, on its own, conduct a hearing; or it may request the submission of additional written material. Where additional written materials are requested by the Board, copies thereof shall be served upon the adverse parties who shall have the right to reply thereto. Where the appellant requests in writing a hearing before the Board, a hearing shall be held.
11. The Board shall make a determination within forty-five (45) days from the receipt of the grievance and shall in writing notify the employee, his representative if there be one, the principal and the Superintendent of its determination. This time period may be extended by mutual agreement of the parties.
      12. If the aggrieved person is not satisfied with the disposition of the grievance as determined by the Board, or if no decision has been rendered within the forty-five (45) school days after the grievance was delivered to the Board of Education, a grievance which is based solely upon a claimed violation, misinterpretation or misapplication of the express written terms of this Agreement may be submitted to arbitration. In all other grievances, the disposition of the grievance by the Board will be final.

      The Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain a commitment from said arbitrator to serve.

      If the parties are unable to agree upon an arbitrator or to obtain such commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association by either party. The parties shall then be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.




The Board of Education shall provide for the members of the Cape May County Special Services Administrators' Association, all health-care and other insurance coverage provided for teachers at no cost to the members of the Association. This coverage shall continue in effect until this Agreement is replaced by a successor Agreement mutually agreed to by the Board and the Association.

The Board of Education shall provide each member of the Administrators' Association NJCSA Washington National Income Protection Plan, or an equivalent income protection plan to be selected by the Administrator at a cost not to exceed $400.00 per year.




Administrators employed prior to June 30, 1988 shall be entitled to twenty-two (22) days vacation per year. Those administrators hired after July 1, 1988 will be entitled to a vacation period according to the number of years of experience in administration within the district:

1-2 years experience - 15 days
3+ years experience - 22 days

Administrators are encouraged to use their vacation time. Annual leave that is not used by the end of the school year may be reimbursed with the approval of the Superintendent and the Board of Education at the end of the school year on a per diem basis not to exceed five days.

Any administrator who does not receive his/her full vacation time in any one year may bank no more than six days towards the next year's vacation time, and add these six days to the number he/she is entitled to for that particular year.

At the time of separation, all unused vacation days will be payable to the employee (or his/her estate) at the rate those days were earned.




Administrators shall be granted twelve (12) accruable sick days per fiscal year commencing July 1 and concluding June 30. Any unused sick leave shall be cumulative from year to year, and each Association member shall receive an annual accounting of days accrued.

Arrangements of additional unpaid leave in cases of emergency may be made at the discretion of the Board.

Administrators shall be granted four (4) personal days. Unused personal days remaining at the conclusion of the school year shall be converted to sick days.

At the time of separation, all unused sick leave will be payable to the employee (or his/her estate) at the rate of $100.00 per day, not to exceed $15,000.



Administrators shall receive no less beneficial programs than those received by employee's whom they supervise.



A. Except as this Agreement shall hereinafter otherwise provide, all terms and conditions of employment previously enjoyed shall continue to be so applicable during the terms of the Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any administrator's benefits existing prior to its effective date.

B. Non tenured administrators shall be evaluated at least three (3) times per fiscal year commencing July 1 and concluding June 30 by the Superintendent and/or Assistant Superintendent. Tenured administrators shall be evaluated at least once per year by the Superintendent. An appropriate evaluation form shall be mutually developed by the Association and the Superintendent. All such evaluations shall be made in writing, followed within five (5) days by a conference with the administrator. Each employee will have the opportunity to disagree or concur with its content verbally and in writing. The last evaluation shall be a summary evaluation and shall include a Professional Improvement Plan (PIP), to be developed mutually. All such correspondence shall become part of the administrator's personnel file.

C. All other administrators shall be evaluated by their immediate superior in accordance with the procedure outlined above. An appropriate evaluation form and procedure shall be designed jointly by the Association and the Superintendent of Schools.

D. All personnel represented by the Association shall be permitted reasonable perusal of their complete personnel file in the presence of the Superintendent or his/her designee. Each shall be permitted an opportunity to place written communications in such file in response to material placed in the file.
    E. Prior notice to appear before the Board of any committee or member including the Superintendent of Schools concerning any matter which could adversely affect the continuation of that administrator in his/her office, position or employment of the salary or any increments pertaining thereto, shall be given in writing and shall include the reasons for such meeting or interview.

F. An administrator shall be entitled to representative of the Association to advise him/her and represent him/her at any meeting or interview with the Superintendent, Board or Committee of Board members thereof which might adversely affect his/her employment status.

G. Should an administrator be relieved of his/her duties, the Board will pay an administrator according to the schedule as established by N.J.S.A.18A:6-14 and 18A:25-6.

H. Contracts will be issued and salaries established for all administrative employees no later than April 30 of each year.


Pursuant to the provision of Chapter 310 of the Laws of 1967 (R.S. 52:14-15.9e) as amended by Chapter 233 of the Laws of 1969, whenever employee shall indicate in writing to the Board his desire to have deductions made from his compensation for the purpose of paying the employee's dues to the Association, said dues shall be deducted as requested by such employees and the monies so deducted shall be transmitted to the Association designated by the employee in such request.


In the event that any portion of this contract shall be deemed to be in violation of the law, the remainder of the contract shall remain in full force and effect.




A. Professional Conferences
      Administrators will be permitted to attend professional conferences with the approval of the Superintendent. Travel, room and meals for the conferences will be paid by the Board of Education. A sum total of $5,000 for the administrators within this unit will be allotted, with a maximum $1,800 per conference.
B. Dues
The Board of Education shall pay employees' dues for employees' membership in
appropriate county, state and national professional associations in an amount not to exceed
$825.00. Requests for memberships must be submitted to and approved by the

C. Salary
      Administrators’ salaries will increase 4.5% on the total base salaries for all members for each year of the contract.

After the 14th year of experience in the district in any capacity, senior management will
receive longevity of $1,600 and after the 18th year of experience an additional $300 for
a total of $1900.00.


2005-2006 Base Salary 4.5% Increase Total Base Longevity Total Salary
Mary Margaret Lynn $101,337.00 $4560.00 $105,897.00 $1,900.00 $107,797.00
John Becker $ 91,018.00 $4096.00 $ 95,114.00 $ — $ 95,114.00
Wayne Newell $ 91,967.00 $4139.00 $ 96,106.00 $ — $ 96,106.00
Judy Lincoln $ 80,495.00 $3622.00 $ 84,117.00 $1,900.00 $ 86,017.00
Beth Buoro $ 86,427.00 $3889.00 $ 90,316.00 $ — $ 90.316.00
Ruth Brown $ 77,407.00 $3483.00 $ 80,890.00 $1,900.00 $ 82,790.00


Mary Margaret Lynn $105,897.00 $4765.00 $110,662.00 $1,900.00 $112,562.00
John Becker $ 95,114.00 $4280.00 $ 99,394.00 $ — $ 99,394.00
Wayne Newell $ 96,106.00 $4325.00 $100,431.00 $ — $100,431.00
Judy Lincoln $ 84,117.00 $3785.00 $ 87,902.00 $1,900.00 $ 89,802.00
Beth Buoro $ 90,316.00 $4064.00 $ 94,380.00 $ — $ 94,380.00
Ruth Brown $ 80,890.00 $3640.00 $ 84,530.00 $1,900.00 $ 86,430.00


Mary Margaret Lynn $110,662.00 $4980.00 $115,642.00 $1,900.00 $117,542.00
John Becker $ 99,394.00 $4473.00 $103,867.00 $ — $103,867.00
Wayne Newell $100,431.00 $4519.00 $104,950.00 $ — $104,950.00
Judy Lincoln $ 87,902.00 $3956.00 $ 91,858.00 $1,900.00 $ 93,758.00
Beth Buoro $ 94,380.00 $4247.00 $ 98,627.00 $ — $ 98,627.00
Ruth Brown $ 84,530.00 $3804.00 $ 88,340.00 $1,900.00 $ 90,234.00

D. Tuition Reimbursement
      The Board of Education shall reimburse each Administrator for tuition for six credits of graduate level training at Rowan University rates during the period from July 1 to June 30 of each fiscal year. All courses need approval of the Superintendent prior to enrolling in the course.

E. Physical Examination Program
Administrators are entitled to a physical exam at an approved clinic or hospital at a cost not
to exceed $350 per examination every third year. A schedule of no more than two
administrators per year will be developed.

F. Retirement From District
If an Administrator with ten years of employment in Cape May County Special Services School District notifies the Board of Education one year and eight months in advance of his/her intention to retire after eight years as an administrator in the district, they will receive a salary increase for that year of nothing less than 10% of their current salary.

G. Accumulated Sick Leave
Employees shall be reimbursed for unused sick leave upon retirement, leaving the district, or death, after 15 years service to the district, or 8 years as an Administrator in the District, at a rate not to exceed $100.00 per day with an $15,000 cap.

H. Mileage Reimbursement The Board of Education will reimburse staff members for using their automobiles while conducting school business at the current IRS rate. Tolls will also be reimbursed when a receipt is submitted. Prior approval from the administration is necessary for authorization to use private vehicles for school business.

I. Death Benefits
If an administrator dies while in service, accumulated sick leave benefits and payment for all vacations days accrued, as mutually agreed upon, shall be paid to the estate at the rate those days were earned.


J. Starting Salary
      The starting salary for an Administrator will be calculated at nothing less than Step 12, Schedule A, MA+30, of the Staff Association Contract, prorated for twelve months excluding longevity, plus $1500.00 as a responsibility factor.




This Agreement shall be effective July 1, 2005, and continue in effect until June 30, 2008.

Except as provided within this Agreement to the contrary, all terms and conditions of employment applicable on the effective date of this Agreement shall continue to be so applicable until a new Agreement is ratified by all parties.

IN WITNESS THEREOF, the parties hereto have caused this Agreement to be signed by their duly authorized officers this _______ day of , 2005.

Cape May County Special Services Cape May County Special Services
Administrators' Association Board of Education

By: ________________________ ____________________________
President President

By: ________________________ ____________________________
Secretary Secretary


Cape May Cty Spec Serv BE and Cape May Cty Spec Serv Admin Assn 2005.pdf