Contract Between
Ewing Tp B/E-Mercer
- and -
Ewing Tp EA
* * *
07/01/2019 thru 06/30/2022

CategorySchool District
UnitGuidance Counselor, Nurses, Psychologists, Teaching Staff

Contract Text Below


The Board of Education
The Township of Ewing


The Ewing Township
Education Association

July 1, 2019 - June 30, 2022

Articles Page

I Recognition 3

II Negotiation Procedure 5

III Grievance Procedure 6

IV Association Rights and Privileges 9

V Board Rights 12

VI Teacher Employment 13

VII Teacher Hours 14

VIII Teacher Work Year 18

IX Professional Growth and Development 19

X Teacher-Administration Liaison 20

XI Leaves of Absence 21

XII Insurance Protection 27

XIII Salaries 29

XIV Vacancies, Promotions, and Transfers 31

XV Teacher Evaluation 33

XVI Miscellaneous Provisions 34

XVII Duration of Agreement 36

Schedules and Report Form

Schedule A - Teachers' Salary Guides -
2019-2020; 2020-2021; 2021-2022 37

Schedule B - Designated Extracurricular
Assignments 40

Schedule C - Additional Compensation for
Specified Positions 47

Schedule D (Fisher Middle School Team Leaders) 49

Schedule E – List of current health plans……………………...50

The Ewing Township Board of Education is an equal
opportunity/affirmative action employer.
This Agreement entered into on this 18th day of February, 2019 by and between the Board of Education of the Township of Ewing in the County of Mercer, hereinafter referred to as the "Board," and the Ewing Township Education Association, hereinafter referred to as the "Association," in pursuance of the provisions of Chapter 123 of the laws of 1974 of the State of New Jersey, do hereby agree as follows:

    A. The Board recognizes the Association as the exclusive bargaining representative as defined in Chapter 123 aforesaid Laws of 1974 for all full-time and part-time teaching personnel, under contract, including:

Athletic Trainer
Basic Skills Improvement
Board Certified Behavior Analyst
Classroom Teachers
Deans of Students
Facilitating Teachers
Guidance Counselors
Learning Disability Specialists
Media Specialists

Occupational Therapist
School Psychologist
Social Workers
Speech Correctionists
Student Assistance Counselors
Student Success Advocates
Substance Awareness Coordinators
Supplemental Teachers
Work Coordinator

        but excluding supervisory and executive personnel; office, clerical, maintenance and operating employees; also excluded are:

Attendance Officer Helping Teachers
Directors Psychiatrists
(Departmental) Summer School Teachers
Home Instruction Teachers Principals
Pediatric Consultants Substitutes
Supervisory Coordinators Assistant Principals
Evening School Personnel
        The Board agrees not to negotiate with any organization other than that designated as the exclusive representative pursuant to such Chapter 123 Laws of 1974 of New Jersey Statutes Annotated, for the duration of this Agreement.

B. Definitions

1. Unless otherwise indicated, the term "teachers," when used hereinafter in this Agreement, shall refer to all bargaining unit members represented by the Association in the negotiating unit as above defined.

2. Part-time teachers shall be defined to mean any teacher who works less than a full-time schedule as defined in Article VII, Section G of this Agreement. All benefits set forth in this Agreement such as salary, leaves of absence, tuition reimbursement, and payment for unused sick leave, etc. shall be prorated; however, insurance protection is not covered by this provision.

A. The parties agree to enter into collective negotiations in accordance with Chapter 123, Laws of 1974 of New Jersey Statutes Annotated, in a good-faith effort to reach agreement. Any agreement so negotiated shall apply to all teachers, be reduced to writing, and be signed by the Board and the Association.

B. This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiation. During the term of this agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

C. This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

D. The parties agree that an agenda for subsequent negotiations shall be first established and that the negotiation of neither monetary nor nonmonetary items shall be delayed unilaterally by either party.


1. A grievance is defined as a complaint by a teacher, or group of teachers, that he/she (they) have suffered, a personal loss, injury, or inconvenience because of a violation, misinterpretation or inequitable application of any of the provisions of this Agreement. Grievances involving administrative decisions and Board policy are grievable to the Board level only.

2. Nothing herein contained shall be construed as limiting the right of any employee who feels unjustly treated having grievances to discuss the matter informally with any appropriate member of the Administration, and having the grievance adjusted or resolved without the intervention of the Association, provided the settlement is not inconsistent with the terms of this Agreement.

3. Nothing herein contained shall be construed as limiting the right of any employee to the provisions of Chapter 123 of the Laws of 1974 of the State of New Jersey.


1. A grievance should be presented for consideration as promptly as possible, and in no event later than ten (10) school days after the teacher has become aware of the alleged occurrence. If not filed in writing within this period, then the grievance shall be considered as waived.

2. The last decision given on any grievance in any of the first three steps shall be considered a satisfactory adjustment unless, within seven (7) school days after the decision has been given, the procedure is carried forward to the next step by the aggrieved.

3. In the event the 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 and, if left unresolved until the beginning of the next school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year.

4. The procedure shall be as follows unless any step or steps thereof are waived, combined, or extended by mutual consent so stated in writing:

a. Step One -- A professional employee with a grievance shall first discuss it with his/her immediate superior or principal, either directly or through the Association's designated representative, with the objective of resolving the matter in the most expeditious manner. In the event this discussion is not satisfactory to the grievant, he/she shall then formally present his/her grievance within seven (7) school days in writing to his/her immediate supervisor or principal and shall receive an answer in writing within seven (7) school days after presentation.

b. Step Two -- If the grievance is not settled at the first step, the Association may make a written request to the Superintendent of Schools or his/her designee for a second step meeting within seven (7) school days after the answer at the first step. The Superintendent or his/her designee shall set a meeting within seven (7) school days after the request, or for such other time as is mutually agreeable. Said meeting shall be between not more than three (3) representatives of the Association and the Superintendent or his/her designee and his/her assistant, not to exceed three. The Superintendent's written answer shall be delivered to the Association within seven (7) school days after the meeting.

c. Step Three -- If the grievance is not settled at the second step, the Association may make written request to the President of the Board of Education for a third step meeting within seven (7) school days after the answer at the second step. The President of the Board of Education shall set a meeting within seven (7) school days after the receipt of the request, or for such other time as is mutually agreeable. Said third step meeting shall be between three (3) representatives of the Association and the President of the Board of Education or his/her designee totaling three. The Board's written answer shall be delivered to the Association within seven (7) school days.

d. Step Four - If the grievance is not settled at the third step, the Association may request that the matter be referred to binding arbitration, if this request is made within ten (10) calendar days after the reply was given at the third step in writing.

If an extension of time is requested by either party, such extension shall not exceed thirty (30) days. However, the following are not subject to arbitration:

(1) Any matter for which a method of review is prescribed by law;

(2) Any rule or regulation of the Commissioner of Education;

(3) Any matter which according to law is beyond the scope of Board authority or limited to unilateral action of the Board alone;

(4) A complaint of a teacher which arises by his/her reason of not being reemployed;

(5) A complaint by any certificated teacher occasioned by appointment to or lack of appointment to, retention in, or lack of retention in, any position for which tenure is either not possible or not required.

A request for arbitration shall be submitted either individually or jointly to the Public Employment Relations Commission and the arbitration conducted pursuant to Chapter 12, Sub Chapter 3, of the Rules and Regulations of the Public Employment Commission effective December 13, 1974.

The arbitrator shall limit himself/herself to the Articles of this Agreement and his/her decision shall be binding. The parties shall meet within ten (10) calendar days to review the Arbitrator's decision. The cost of arbitration shall be divided equally between the parties.

The individual teacher is assured freedom from restraint, interference, coercion, discrimination, or reprisal in presenting his/her appeal. All teachers, including the grievant, shall be required to continue under the direction of the Superintendent and administrator regardless of the pendency of any grievance until such grievance is properly determined.


For the purposes of negotiations and the processing of grievances, the Board shall open for the inspection of the Association those records deemed to be public as set forth in the "Right to Know Law" of the State, with those exceptions which have been designated for the protection of the public interest and the personal and private rights of the individual.


The Association shall have the right to apply for use of school buildings for meetings of their membership. Application for such permission shall follow existing Board policy.


The posting of official Association notices in each faculty lounge shall be permitted and definite space shall be allotted for this purpose.


The Association shall have the privilege of using school equipment with the permission of the principal at the close of the regular school day when it is not being used for school purposes. Such use shall occur under the supervision of those who are responsible for said equipment. The Association agrees that only experienced operators will use the equipment and that the Association will pay the cost of all materials and supplies incident to such use and for any repairs necessitated as a result thereof. It is further understood that the use of school equipment shall be limited to that which is necessary for the preparation or reproduction of official Association communications or notices.


The Association shall have the right to use the interschool mail delivery service and school mail boxes for official Association notices.

At the conclusion of a general or special faculty meeting, the presiding administrator shall announce, if so requested by the Senior Association Representative, that an Association meeting shall commence thereafter.


1. The Association shall, on or before September 30, deliver to the Board a written statement containing the following:

a. A statement that the Association has determined the amount of representation fee in accordance with the formulated requirements of N.J.S.A. 34:13A-5.4

b. A statement that the Association has established a "demand and return system" in accordance with the requirements of N.J.S.A. 34:13A-5.4.

c. A statement establishing the amount of yearly representation fees to be deducted from the salaries of each nonmember. Such representation fee shall not exceed eighty-five percent (85%) of the regular membership dues, fees, and assessments.

d. A list of all teachers who have failed to arrange for and become members of the Association and a request that the representation fee of such non-members be deducted in accordance with the Agreement.

2. Beginning with the first full pay period in November, the Board will commence deductions from salaries of such teachers in accordance with paragraph three (3) below, of the full amount of the representation fee and will promptly transmit the amount so deducted to the Association.
3. Payroll Deduction Schedule

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

a. In November; or

b. Thirty (30) days after the teacher begins his/her employment in a bargaining unit position, unless the teacher previously served in a bargaining unit position or was on layoff, in which event, the deductions will begin with the first paycheck paid ten (10) days after the resumption of the teacher's employment in a bargaining unit position, whichever is later. The mechanics for deduction of representation fees and the transmittance of such fees due to the Association, as nearly a possible, shall be the same as those used for the deduction of regular membership to the Association.

4. On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association, a list of all teachers who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles, and dates of employment for all such employees.

5. The Association hereby agrees to indemnify, defend, and save harmless the Board from any claim, suit, or action of any nature whatsoever which may be brought at law or in equity, or before any administrative agency with regard to or arising from the deduction from the salaries of any employee of any sum of money as a representation fee under the provisions of this Agreement.

The Board, subject to the terms herein, on its own behalf and on behalf of the electors of the District, hereby retains and reserves unto itself all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws, including Chapter 123, Laws of 1974, the Constitution of the State of New Jersey and of the United States, and all decisional law and rules and regulations of the State Department of Education and Commissioner of Education of the State of New Jersey.

A. Credit will be recognized for a maximum of four (4) years military experience or a maximum of four (4) years alternative civilian service required by the Selective Service System. Credit, not to exceed two (2) years will be recognized for Peace Corps, VISTA or National Teacher Training Corps work. No credit will be given for less than a full year of service.

B. Teachers with previous teaching experience in the Ewing Township School District may upon returning to the system receive up to full credit for such experience in the district plus full credit on the salary schedule for all outside teaching experience, military experience or alternative civilian service required by the Selective Service System. Peace Corps, VISTA or National Teacher Training Corps work up to the maximum set forth in Section A above.

C. Teachers shall be notified of their contract and salary status for the ensuing year in accordance with State Law.

D. Whenever possible, the Board agrees to employ only those teachers who meet the qualifications set by the State.

E. In accordance with Article I.B.2 herein, all benefits set forth in this Agreement shall be prorated proportionately unless specifically stated otherwise.

F. Unless otherwise altered by legislation, the fee paid to a teacher for mentoring a provisionally certified teacher shall be $550 per school year. Mentors shall be required to meet with their assigned mentees a minimum of 20 times per school year during which time they will observe lessons, offer assistance through recommendations and other strategies, provide demonstrations, keep a mentoring log of mentor/mentee interactions, and attend any training meetings provided for the purpose of improving the mentoring process.

In the event the state does not fully fund the state mandated mentoring fee, any newly hired teacher who does not possess a standard New Jersey Certificate shall be required to pay said mentoring fee. Under such circumstances, the requisite fee shall be deducted in equal payments from the teacher’s biweekly paychecks.

A. All secondary school teachers shall have a duty-free lunch period as prescribed by State mandate. All full-time elementary school teachers shall receive a forty (40) minute duty free lunch on days when lunch is served for students. Middle school teachers shall receive a thirty-five (35) minute lunch period.

B. Teachers may leave the building during their lunch period and at other times during the regular inschool workday if permission is granted by the principal or his/her designated representative, which permission shall not be unreasonably withheld, and the teacher signs out and signs in again.

C. As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to “clock in” or “clock out” by hours and minutes. Teachers shall indicate their presence in the building by utilizing the District’s electronic swipe card system upon arrival and when leaving the building during and after the school day.

D. It is recognized by both parties that emergencies or unusual circumstances may arise which will necessitate a change in the regular inschool workday.

E. Teachers may be required to remain after the end of the regular inschool workday, without additional compensation, for the purpose of attending not more than four (4) general faculty, departmental, or grade level meetings per month.

1. Such meetings shall begin promptly following student dismissal and shall run for no more than one (1) hour.

2. So far as practicable, such meetings shall not be called on Fridays, on a day preceding a school holiday, or on any day upon which teacher attendance is not required.

3. The notice and tentative agenda for any meeting shall be given to the teachers involved at least one (1) day prior to the meeting, whenever practicable.

4. Teachers shall have the opportunity to suggest items for the agenda.

F. The teacher's day shall be as follows:

1. Elementary Schools shall be seven (7) hours and fifteen (15) minutes;

2. Middle School shall be seven (7) hours and fifteen (15) minutes;

3. a. High School shall be seven (7) hours and fifteen (15) minutes.

b. The full-time schedule for Ewing High School including teachers of science and English, shall be six (6) instructional periods or three (3) intensive blocks per day; provided however, that:

(1) no teacher shall be assigned six periods (three intensive blocks) if those instructional periods/blocks include more than three different courses per day and

(2) the 6th teaching assignment (third intensive block) is in lieu of a duty period.

For purposes of this paragraph, different levels of the same course shall be counted as one course.
    1. Teachers who are assigned to teach and travel to different building will not be assigned to any non-teaching duties in any buildings except in bona fide emergency situations which may occur from time to time.

G. Teachers shall, in addition to their lunch period, have prep time split into no more than two (2) conference periods during which they shall not be assigned a duty during that time, as follows:

1. Conference time for full-time kindergarten teachers teaching two (2) half day sessions shall be 330 minutes per week;

2. Conference time for full-time kindergarten teachers and grades 1 through 5 shall be 225 minutes per week, excluding time when students are not in attendance;

3. Conference time for full-time teachers at Ewing High School shall be a minimum of five (5) periods per week. At Ewing High School, conference periods shall not apply to Social Workers, LDTCs, School Nurses, Student Success Advocates, Facilitating Teachers, Deans of Students, Guidance Counselors, Student Assistant Counselors, Substance Awareness Coordinators, and Media Specialists.

Note: Media Specialists at EHS shall not receive a conference period provided two full-time media specialists are assigned daily to the media center. If a second full-time media specialist is not appointed, the media specialist shall be granted a conference period for one block.

    Conference and ‘teaming’ time for full-time teachers at Fisher Middle School shall be 300 minutes per week.

H. The time before the student day and after student dismissal shall be subject to rotation of duties i.e. bus duty etc.

I. Assignments Beyond Normal School Day:

1. The Board of Education will award compensation for specified assignments to the following accumulated maximum amount:
2019-2022 $21,000

The district shall pay all individuals who are assigned by the administration not withstanding the total district cap. However, teachers may volunteer to chaperone.

a. There may be no dual assignments during concurrent hours.

Specific assignments for compensation are:

Dances Music and Art Festival
Athletic Events Talent Shows
Music Programs Proms (off school premises)

b. Compensation for assignments shall be in accordance with the following schedule:

Hourly Rate Maximum (per assignment)
2019-2022 $38.33 $153.28

c. The Board of Education shall keep a record of funds expended from this account and report to the Association when the account is exhausted or of any balances remaining at the end of each year.

2. Class coverage payment shall be paid at the rates set forth below for each lost conference period at the secondary level or per hour for all additional pupil contact hours at the elementary level. At the secondary level, if two (2) or more teachers lose part of a conference period as a result of covering a single class period, they shall split the specified payment accordingly. At the elementary level, if two (2) or more teachers share the students of another teacher's class, they shall split the specified per pupil contact hour payment accordingly.

Secondary Rate Elementary Rate
Per Period Per Hour
2019-2022 $47.20 $47.20

        The above listed coverage amounts shall be doubled for secondary level teachers who lose an entire "block" of conference time upon the adoption of "block" or "intensive" scheduling.

J. No Ewing High School teacher shall be required to change teaching stations more than three times in a given regular school workday.

K. The Association shall provide coverage for 10 positions per block, per semester on a rotational basis for corridor security. Said assignment may be inside and/or outside and limited to a duration of one-half () of an intensive block for one semester per year per teacher. Except in an emergency, teachers assigned to corridor security shall not be given any class coverage assignment during the balance of their conference period. This provision becomes null and void if block scheduling is terminated at the high school.

    NOTE: The yielding of one-half of a conference period to provide "corridor security" applies annually to each individual for one semester only. Moreover, the statement "10 positions per block, per semester on a rotational basis" shall be interpreted to mean a total of forty (40) positions/assignments per school year.

L. Back-to-School nights are part of each certified staff members’ professional responsibilities. There shall be one Back-to-School night scheduled in the fall semester and one in the spring semester for EHS.


A. Teachers as defined in this Agreement are employed for the school year commencing September 1 and ending June 30 subject to such reduction in time as may result from prior completion of all teacher normal assignments and responsibilities. It is understood, however, that teachers new to the district or promoted from part-time status may be required to attend staff development and orientation programs during the summer immediately preceding the commencement of their first teaching assignment. A part-time teacher shall attend a prorated number of sessions based upon the teacher’s prior FTE status – e.g., a half time person going to full time would be required to attend 50% of the total number of sessions required of new full-time teachers.

B. Definition of Teacher Work Year - The teacher work year shall include days when pupils are in attendance, orientation days, and any other days on which teacher attendance is required because of emergencies or unusual circumstances. Except as described above in Section A, the teacher work year shall be 186 days which includes four (4) in-service days per year to count toward the twenty (20) annual training hour mandate; however, the board reserves the right, under unusual circumstances, to reduce unilaterally the work year. Effective July 1, 2012, the transitional day for grades Kindergarten through and including fifth (5th) grade shall follow the District’s shortened day schedule, and the remainder of the day shall be provided to the teachers as a work day. Effective July 1, 2017, Middle School teachers shall receive the same full transitional day as given to High School teachers for the change of scheduled blocks.


1. The Board agrees to publish the school calendar with the contract.

2. No change in the calendar, once determined, shall be arranged without prior mutual consultation between the Board and the Association. The Board reserves the right to unilateral determination of the calendar if agreement thereon cannot be reached with the Association.

A. All Professional Growth and Development Activities of the district shall be recommended by the Superintendent and approved by the Board of Education.

    B. The Board agrees to reimburse teachers for one hundred per cent (100%) of the reasonable cost of conferences, workshops, seminars, and courses outside the system which are required by the administration or the Board; however, the provisions of this paragraph shall not apply to costs incurred for required certification credits.

    C. In order for a board of education to provide to an employee tuition assistance for coursework taken at an institution of higher education or additional compensation upon the acquisition of additional academic credits or completion of a degree program at an institution of higher education, the following conditions must be met:

        The institution shall be a duly authorized institution of higher education as defined in section 3 of P.L. 1986, c.87 (C.18A3-15.3)

        The employee shall obtain approval from the Superintendent of Schools prior to enrollment in any course for which tuition is sought. In the event the Superintendent denies the approval, the employee may appeal the denial to the Board of Education; and

        The tuition assistance or additional compensation shall be provided only for a course or degree related to the employee’s current or future job responsibilities.

        In order to be eligible for reimbursement, he or she must receive a grade of “B” or better in the course.

      Assistance is limited to the below schedule of rates per teacher per fiscal school year, provided that any teacher who does not teach two (2) full academic years may be required to reimburse the Board of Education for funds received within the two (2) year fiscal period. Said decision of the Board shall not be subject to the grievance procedure.
      Individual Maximum $2,500.00
      Total Funding $90,000.00

      All courses must be on the graduate level, and no reimbursement will be paid for courses beyond the MA + 30 Level.

      The total funding set forth above shall be per fiscal year (July 1 – June 30); but unused funds shall not accumulate from one fiscal year to the next.

    A. The teachers from each school shall select a liaison committee from each school building which shall meet with the principal and other members of the staff at least once every two months, except when postponed or canceled by mutual agreement, for the duration of the school year to review and discuss building problems and practices, and to play an active advisory role in the revision and development of building policies. Areas for consideration shall include, but not be limited to, such matters as curriculum, textbooks, distribution of materials and supplies, discipline and parental visitation. Said committee shall consist of not more than one (1) member for every ten (10) teachers in the school building, but shall in no event be less than three (3) members.

    B. It is the intent of both parties that these meetings shall take place outside of the regular school hours.


    1. All teachers shall be allowed sick leave with full pay for eleven (11) school days in any school year. Unused sick leave days shall be accumulated from year to year with no maximum limit.

    2. Any teacher who exhausts his/her cumulative sick leave and because of his/her particular circumstances, may make request to the Board of Education for consideration of additional sick days and/or differential remuneration between his/her normal salary and that of a substitute teacher. Such judgment by the Board of Education shall be based on the circumstances of each individual case.

    3. Teachers may willingly and voluntarily authorize the transfer of one (1) personal leave day per school year from his/her annual entitlement to be credited to an ETEA Emergency Sick Leave Account. The donated personal day is irrevocable, notwithstanding the future employment status of either the recipient of the day and/or the individual teacher who makes the donation. Such donated days may only be transferred to other members of the ETEA Bargaining Unit.
          The Board has the sole discretion to approve the transfer of a personal day and no transfer shall occur without recommendation by the Superintendent and approval by the Board. Moreover, any dispute that may arise as a result of this provision shall be neither grievable nor arbitrable.


    1. Personal leave shall cover brief absences (including absence from teacher meetings, preschool and otherwise) not chargeable to sick leave, or professional or semiprofessional assignments directly beneficial to the school system. It provides for up to three (3) days' leave at full pay during any one year. No unused days shall be accumulated for use in another year) Personal days may be utilized for any of the following reasons:

    a. Illness in the immediate family. Immediate family shall be considered: father, mother, brother, sister, spouse, child or any member of the immediate household.

    b. Death of a relative or close friend.

    c. Recognition of religious holidays. If personal leave days are exhausted because of observance of religious holidays, the teacher may apply for additional personal leave due to an emergency.

    d. Marriage of the teacher or marriage in the family. Family shall be considered: father, mother, brother, sister, child, nephew, niece, brother-in-law, sister-in-law, father-in-law, and mother-in-law.

    e. Court Subpoena.

    f. Personal, legal business, or family matters which cannot be handled outside of school hours.

    g. Any other emergency or urgent reason not included in (a) to (f) above, if approved by the Superintendent of Schools.

    2. All requests for personal leave shall be submitted in writing, on the proper form, (in advance, when possible) recommended by the principal and approved by the Superintendent or his/her designee. Requests for such leave on the day preceding or immediately following a vacation period or on inservice days will be honored only in unusual cases.

    3. Five (5) additional days' leave shall be granted for Death in the Immediate Family (immediate family is considered the same as sub-section a hereinabove), plus mother-in-law and father-in-law. Three (3) days leave shall be granted for the death of the employee’s grandparent. Said bereavement days are separate and distinct and shall not be charged as either sick leave (Section A) or personal leave (Section B.1) set forth herein.

    4. Each teacher with unused personal leave days under Section B.1 as of June 30th of each school year shall have all such unused days added to his/her accumulated sick leave, as permitted by law. Indication will be given annually of any conversion made to the sick leave account.
          Effective September 1, 2000, said unused personal days shall be added to a retiring teacher’s accumulated sick leave at the conclusion of the academic year in which the personal days were granted; in all other cases, unused personal days shall be credited upon the teachers’ return to work in September.
          All teachers shall be allowed one (1) family illness day with full pay per school year for use due to illness in the immediate family as defined herein above under subsection B.1. The unused family illness day
          shall not be accumulated from year to year.


    1. Teachers desiring to attend a summer institute or course which starts before the closing of school, or continues beyond the time school opens, may apply for not more than five (5) days leave (with pay). Such request is subject to the approval of the Superintendent. This policy does not apply to intersession courses.

    2. Applications in the form of a letter of request will be considered in the order that they are received, but no one teacher's request will be honored for more than two (2) consecutive years. The administration reserves the right to limit the number of leaves granted in any one school.

    3. Time necessary for teachers entering temporary active duty of any unit of the U. S. Reserves or the State National Guard not to exceed the legal maximum of ninety (90) days shall be compensated at the regular rate of pay. When the choice is the individual's, the teacher shall arrange to serve his/her assigned duty at a time other than during the regular teacher work year.

    4. Other leaves of absence may be granted to teachers by the Board for good reasons.


    The Board of Education will approve a maximum of three (3) Sabbatical Leaves for a full academic year at one half salary for the qualifying teachers. Leaves may be granted for study and other reasons of value for the educational system.

    1. Eligibility: To be eligible for consideration the teacher must:

    a. Have completed at least seven (7) consecutive years of employment in the district as a full time teacher.

    b. Have seven (7) consecutive years additional service since his/her last sabbatical leave.

    c. Submit an application in narrative form explaining mutual benefits to applicant and district, if granted.

    d. Submit application no later than January 15 of the year preceding requested leave.

    e. Place in writing, as part of the application, a commitment to remain in employ of the district for a minimum of two years following the leave, if approved.

    f. Give a signed promissory note made payable to the Ewing Township Board of Education for the amount of salary paid during the leave. Should the recipient fail or withdraw from the approved activity or fail to keep the commitment of returning for two years, said note will be payable to the Board of Education within sixty (60) days of termination of activity or enrollment. Exceptions may be made at the discretion of the Board of Education.

    2. Selection of Applicant by Board of Education:

    a. Evaluate all applications for those it thinks in its judgment, to be most beneficial to the educational system.

    b. Notify all applicants of the selection no later than May 15.

    c. Return the promissory note after the two year obligation has been met.

    3. Salary determination for Sabbatical Leaves: Salaries to be as follows:

    a. Persons receiving Sabbatical Leave are not eligible to receive tuition assistance under Article IX.

    b. Salary paid will be 1/2 of the annual salary that teacher would receive under normal advance on the range - e.g.:

    2019-2020 BA Step 5 $53,070
    2020-2021 BA Step 6 $27,675 ( of $55,350)
    2021-2022 BA Step 7 $58,570

    c. The recipient will advance to the next level upon return from Sabbatical Leave.


    1. Maternity related disability shall be granted as per statutory requirements.
      Child care leave will be granted without pay to all teachers upon request, to begin and end at the discretion of the Superintendent of Schools up to the end of the current school year.
          Tenure teachers may request a one year extension of unpaid child care leave for the school year immediately following the original unpaid child care leave. Said leave shall be effective September 1 through June 30. However, in order to qualify for such leave, the teacher must have worked a minimum of one full school year after returning from a prior unpaid leave.
    3. Other leaves of absence without pay may be granted by the Board for good reasons.

    G. All absences not covered by A, B, C, D, and E, above, shall be considered unauthorized and a per diem deduction of 1/186th of the teacher's annual salary shall be made; however, the per diem rate specified herein shall not apply to any/all payments granted by the Board due to the exhaustion of a teacher’s accumulated sick leave. Such payments, if any, shall be processed in accordance with the provisions set forth in NJSA:30-6.


    Teachers who retire under T.P.A.F. after completing fifteen (15) years in Ewing Township and provide prior written notice by December 1 of the calendar year prior to retirement shall receive compensation per day for all unused accumulated sick leave up to an individual maximum payment of $15,000 in accordance with the following per diem rates:
    Per Diem Rate
    2019-2022 $102.20
      Said compensation shall be paid in two (2) equal payments over two (2) fiscal years.

    All contracted teachers regularly employed a minimum of thirty (30) hours per week by the Ewing Township Board of Education shall be entitled to Health Insurance, Prescription and Dental. Under such circumstances, any ETEA member presently receiving insurance benefits shall continue to do so provided he/she remains employed in his/her current capacity.
        The Board shall provide health care insurance protection consisting of the School Health Insurance Fund (SHIF) or equivalent to those teachers whose employment is the required thirty (30) hours or more per week.
          New members of the ETEA, hired after the full ratification of this CBA, shall be limited to the following medical insurance plans until they achieve tenure:
                Aetna Choice POS II $20/$20
                Aetna Choice POS II $20/$35
                Aetna HMO $20/$20
                HD 1500 (HDHP)
            Upon achieving tenure, all existing School Health Insurance Fund plans will be made available as listed on page 52 Schedule E.

          3. The Board shall offer teachers a $20.00 brand name, $10.00 generic, and $0.00 mail order co-pay Prescription Drug Plan with a company selected by the Board.

          Prescription dispensing dosage not to exceed 34 days per occurrence with mail order option for up to one hundred (100) dose per prescription.

          4. All insurance benefits shall be provided by the Board at the prevailing rate.

          5. In no case will a person receive double coverage under any available insurance plan.
          6. For each teacher who terminates employment with the Board of Education will be covered in accordance with existing regulations of the School Health Insurance Fund, the prescription drug program and the dental service program. Teachers retiring may buy into the Prescription and Dental Plans at the group rate with the teacher paying the premium costs in advance on the same payment schedule as the Board. The above is subject to the approval of the insurance carriers.
          7. The Board shall provide the Delta Dental Plan of N.J., Inc. or its equivalent covering the teacher and his/her family dependents.

          Ortho II Family Plan orthodontic benefits for both adults and children (children covered to age 19, student-child covered to age 23) shall be included in the present Delta Dental, Inc.

          The Board will provide full payment for this plan for the life of this Agreement.

          8. A. Employee contributions towards insurance coverage under this Agreement shall be a percentage of the premium, in accordance with the following schedule:

          Employee’s SalaryContribution Percentage of Plan Premium
          Less than $50,0004.0%
          $50,000 - $64,999.9914.0%
          $65,000 - $74,999.9919.0%
          $75,000 and over25.0%

          B. All eligible employees may waive their health benefits in accordance with the provisions of existing law as that applies to the New Jersey State Employees Health Benefits Plan. If the Board of Education offers a “stand-alone” prescription plan or private dental plan, then all eligible employees are entitled to waive coverage for those plans, and, if an employee elects to waive coverage for either the prescription and/or dental plan, the Board will reimburse all eligible employees 50% of the cost of the coverage that was elected to be waived.

          New members of the ETEA, hired after July 1, 2017 of this CBA, shall be entitled to waive coverage. If such an employee elects to waive coverage, in accordance with existing contract provisions except payment will be limited to $2,500, per fiscal year.


      A. The Salaries of all teachers covered by this Agreement are set forth in Schedule A which is attached hereto and made a part hereof. Teachers employed on a ten (10) month basis shall be paid in twenty-two (22) installments on alternate Fridays via the District’s direct deposit payroll system, according to a schedule agreed upon by the Board and the Association.

      B. Teachers may individually elect to have a percentage of their biweekly gross salary deducted from their pay. Monies deducted will be deposited in the teacher's name with the Mercer County Teachers Federal Credit Union or the Credit Union of New Jersey according to acceptable rules and procedures. This procedure is intended solely as a convenience for the teacher and implies no liability for the Board or the Association beyond the proper performance of the deduction.

      C. 1. In determining a new teacher's position on the salary schedule, no credit will be allowed for less than a full year's experience, but any teacher starting work in the Ewing Township Schools prior to February 15, and completing that year, will receive a full year's credit on the salary schedule when reemployed.

      2. A teacher who has been awarded an advanced degree, or who has completed the 30 credits required for a higher classification, shall be moved to his/or her new position on the salary schedule as soon as s/he has provided official certification attesting this. If the diploma or the official transcript is presented to the Superintendent of Schools within one month after the date of the awarding of the degree or the completion of the course work in question, the salary increase prescribed will be made retroactive to that date.

      3. Increments in accordance with the amounts specified in the schedule shall not be granted without a record of satisfactory service certified by the Superintendent of Schools.
      4. On rare occasions a teacher whose prior training and experience do not follow traditional academic lines and whose duties may be of a special nature may be given credit for one or more years of experience applicable to the position at the time of employment or after s/he has proven his value to the school system. Arrangements of this kind will be made upon the recommendation of the Superintendent and the approval of the Board of Education.

      5. The amount of longevity pay shall be based upon full years of credited service by the Ewing Township Board of Education in accordance with Schedule A. A teacher qualified to receive longevity pay shall receive the new maximum salary and, in addition, the appropriate longevity pay increase based upon the teacher's credited full-time years of service.

      6. The Ewing Township Board of Education shall have the unilateral prerogative for the initial placement of new professional employees within the salary range.

      7. The Board of Education and the Association agree that no increment shall be paid until a successor agreement is signed, even if that date is beyond the expiration date of the collective bargaining agreement.

      D. Compensation and work schedules for Designated Extracurricular assignments and certain specified positions are listed in Schedules B and C which are attached hereto and made a part hereof.

      E. When a teacher does not begin initial employment on the first designated workday for teachers and/or does not continue working to the end of the teachers’ work year thereby not completing his/her contract, the contract pay will be reduced by 1/186th for each day that is not worked.

      F. On days when mandatory, after school meetings are called by the administration, teachers who are assigned to teach "Early Bird Classes" shall be compensated at the rates for the period of "quid pro quo release time" which is lost as a result of said meetings.
      Per Diem Rate
      2019-2022 $ 49.21


      1. Bargaining Unit Vacancies -- Notice of a vacancy in the system in positions included in paragraph A of Schedule C will be given by the Superintendent to the Association. Such notice will set forth pertinent information about the position, if deemed necessary by the Superintendent, and will indicate the closing date for receiving applications from teachers within the school system.

      2. Nonbargaining Unit Vacancies -- teachers who have the required certification for an administrative position within the school system may file a written application with the Superintendent.

      3. The Superintendent shall consider all applications.

      4. The Board reserves the right to appoint or retain whom it will to any position.


      1. Voluntary

      a. Teachers who desire transfer or reassignment for the next school year may file a written statement of such desire with the Superintendent. Such statement shall specify the position in which the teacher is interested and shall constitute a commitment that he/she will accept the position if it is offered to him/her.

      b. No later than May 15th of each school year, the Superintendent shall cause to be posted in each school building a list of the known vacancies for the following school year. Any teacher who wishes to apply for a specific position on this list may do so.

      c. The Superintendent shall consider all requests for transfer or reassignment from members of the staff as well as applications from others outside the school system.

      d. The Board reserves the right to appoint or retain whom it will to any position.

      2. Involuntary

      Involuntary transfers and reassignments shall be subject to the provisions of the grievance procedure; however, the decision of the Board shall be final and binding.


      1. It is understood by both parties to this Agreement that this evaluation is the judgment by the Board and/or its authorized agents of the total professional performance of a teacher.

      2. Both parties to this Agreement understand that the purpose of formal observations is to assist and constructively develop teacher ability and/or performance.

      3. Both parties to this Agreement understand that formal observations are but one portion of the overall evaluation of a teacher's work performance.

      4. Formal observations shall only be conducted by those administrators employed by the district who are appropriately certified for such purpose.

      5. There will be at least three (3) formal evaluations for all nontenure teachers as required by law. All tenure teachers will receive at least one (1) formal evaluation before June 1.

      6. There will be a conference between the teacher and the observer as prescribed by law.

      7. Each teacher shall be provided a copy of each formal observation report and be provided the opportunity to sign and make comments thereon; affixed signatures shall attest that both parties have read the report.

      8. Any teacher not satisfied with an observation report after discussion with the observer may appeal and be granted a hearing or an additional observation by the Superintendent or his/her designee, who will be someone other than the original observer.

      9. A copy of any document(s) of evaluation or discipline shall be provided a teacher at the time such document(s) is/are incorporated in his/her personnel file. Material not placed in a teacher's file may not be used against him/her in any disciplinary action.

      A. If any provision of this Agreement or any application of this Agreement to any teacher or group of teachers is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

      B. Any individual contract between the Board and an individual teacher, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.

      C. The Board and the Association hereby agree that in the application and administration of the Agreement they will observe the State law regarding nondiscrimination on the basis of race, creed, color, religion, national origin, sex, domicile, or marital status.

      D. The Board hereby agrees to support its teachers in the performance of their duties subject to accepted standards of professional, ethical and statutory educational responsibility. This support includes protection from unjustifiable personal attacks.


      When in the teacher's judgment a student is disruptive or in need of assistance, the student may be referred to the principal, assistant principal or designated representative. Further action shall be determined by the principal or assistant principal.

      F. The Board of Education shall take no reprisals against any member of the Association by reason of said member's participation or lack thereof, in any lawful activity of the Association.
      G. Reporting Assaults

      1. Teachers shall immediately report cases of assault suffered by them in connection with their employment to their principal or other immediate superior.

      2. Such notification shall be immediately forwarded to the Superintendent who shall comply with any reasonable request from the teacher for information in the possession of the Superintendent relating to the incident or the persons involved, and shall act in appropriate ways as liaison between the teacher, police and the courts.

      Addendum: As cited in Title 18A.R.S. 18A:16-6 and R.S. 18A:16-6.1.

      H. Both parties agree that the assignment of a regular teacher as a substitute is not a desirable practice. Substitutes assigned to a building should be used when free.

      The administration should be prudent and fair as scheduling permits in seeking volunteers and make these assignments. Teachers are entitled to advance notice when circumstances permit.

      I. Effective July 1, 2012, each school psychologist will receive an annual stipend of $3,500.00. The $3,500.00 figure will remain the same throughout the life of the successor contract. In order to qualify for the $3,500.00 stipend, school psychologists will be available before and after regular working hours as well as on weekends for grief counseling and to handle traumatic situations. Also, during the summer months, if needed at the request of the Superintendent and/or his/her designee, all school psychologists are expected to be available for two (2) work days to help plan the school District’s anti-bullying curriculum.



      July 1, 2019 to June 30, 2022

      The Board of Education of the Township of Ewing in the County of Mercer

      Anthony Messina, President

      Dennis Nettleton, School Business Administrator/Board Secretary
      Ewing Township Education Association

      Ryan O’Donnell, President/Negotiations Chair

      Patricia Yaple, Vice-President

      Dorie Montferrat, Treasurer

      Leigh Cline, Secretary

      Date: March 18, 2019

      ETEA Schedule A
      Salary Guide
      1 48,300 50,100 52,200 53,700 56,700
      2 48,670 50,470 52,570 54,070 57,070
      3 49,770 51,570 53,670 55,170 58,170
      4 51,400 53,200 55,300 56,800 59,800
      5 53,070 54,870 56,970 58,470 61,470
      6 55,070 56,870 58,970 60,470 63,470
      7 58,070 59,870 61,970 63,470 66,470
      8 61,070 62,870 64,970 66,470 69,470
      9 64,420 66,220 68,320 69,820 72,820
      10 67,920 69,720 71,820 73,320 76,320
      11 72,170 73,970 76,070 77,570 80,570
      12 76,670 78,470 80,570 82,070 85,070
      13 82,000 83,800 85,900 87,400 90,400
      14 83,420 85,220 87,320 88,820 91,820
      ETEA Schedule A
      Salary Guide
      1 49,400 51,200 53,300 54,800 57,800
      2 49,750 51,550 53,650 55,150 58,150
      350,050 51,850 53,950 55,450 58,450
      4 51,680 53,480 55,580 57,080 60,080
      5 53,350 55,150 57,250 58,750 61,750
      6 55,350 57,150 59,250 60,750 63,750
      7 58,350 60,150 62,250 63,750 66,750
      8 61,350 63,150 65,250 66,750 69,750
      9 64,700 66,500 68,600 70,100 73,100
      10 68,200 70,000 72,100 73,600 76,600
      11 72,450 74,250 76,350 77,850 80,850
      12 76,670 78,470 80,570 82,070 85,070
      13 82,000 83,800 85,900 87,400 90,400
      14 83,700 85,500 87,600 89,100 92,100
      15 85,02086,82088,92090,42093,420
      ETEA Schedule A
      Salary Guide
      1-2 51,000 52,800 54,900 56,400 59,400
      3 51,450 53,250 55,350 56,850 59,850
      4 51,900 53,700 55,800 57,300 60,300
      5 53,570 55,370 57,470 58,970 61,970
      6 55,570 57,370 59,470 60,970 63,970
      7 58,570 60,370 62,470 63,970 66,970
      8 61,570 63,370 65,470 66,970 69,970
      9 64,920 66,720 68,820 70,320 73,320
      10 68,420 70,220 72,320 73,820 76,820
      11 72,450 74,250 76,350 77,850 80,850
      12 76,890 78,690 80,790 82,290 85,290
      13 82,000 83,800 85,900 87,400 90,400
      14 83,920 85,720 87,820 89,320 92,320
      15 85,24087,04089,14090,64093,640
      16 86,82088,62090,72092,22095,220


      A. Criteria for Selection of Assignments:

      1. Significant service involving both added responsibility and time which goes beyond that which is required of all [teachers] (hours after the normal school day on Saturdays, and during vacation periods).

      2. The kind of activities considered desirable for elementary, middle and senior high school students -- the purpose of the activity and emphasis to be given when scheduled.

      3. Administrative assignment to the activity.

      B. Specific Agreements and Understandings:

      1. Whenever additional remuneration is provided for designated extracurricular assignments, released time will not be provided for the sponsor.

      2. Designated extracurricular assignments will be reviewed annually. Although the plan makes provision for specific assignments, all of the assignments will not necessarily be made. Additions or deletions may be made to the list, and the stipulated remuneration provided may be increased or decreased by mutual agreement of the Association and the Board.

      3. When possible, contracts for the succeeding year will be issued for full year activities and fall sports prior to the close of the school year except in cases where a suitable placement has not been determined.

      4. Tenure will not be granted for any of the assignments, and the added payment will not be part of the basic contractual salary.

      5. There will be no restrictions as to the number of assignments one individual may sponsor, provided that no individual may coach more than one (1) sport per season.

      When there are obvious conflicts, the assignment will not be made.

      6. If a teacher is assigned to sponsor an activity, he/she will be paid at the approved rate regardless of other extra assignments within the district.

      7. Unsatisfactory performance in a given assignment will be noted by the administration, and the teacher involved will be so informed.

      8. Additional activities will be added to this list of paid extracurricular activities by mutual agreement between the Association and the Board. No additional activities will be added to this list without advanced written approval from the Board.

      9. The figures in the factor column are % figures having as their base the following amounts:
      Base Amount

      Dollar figures resulting from the application of the formula will be rounded out to the nearest whole $10.00 figure.

      10. The factors appearing in the extra pay scale are based on the document for evaluating extracurricular activities, dated May, 1967, as revised February 28, 1994.

      11. Notwithstanding the above described formula for calculating all stipends of Sports/Activities set forth in subsection B.9, no stipend listed under Schedule B shall exceed $12,000.

      C. Appointments

      1. The Board of Education and the Ewing Township Education Association recognize that activities listed under Schedule B, Designated Extracurricular Assignments are positions that exist for the benefit of students.

      2. The Board of Education determines that it retains the right to appoint members of the Ewing Township Education Association to these positions whether the appointee has volunteered or has been selected by the Administration to perform the activity.

      3. However, the Board of Education and the Association have become aware that the number of activities requiring supervision has increased significantly during recent years. This, coupled with declining enrollments, has lessened the pool of Association members that would normally volunteer to supervise these activities.
      4. In an attempt to prevent an inconvenience to Ewing Township Education Association Members, the Board of Education is willing to extend eligibility to supervise Schedule B activities to non-unit members under the following conditions:

      a. The period of search to secure a qualified appointee shall be limited to ten (10) school days. Association members may assist in the search.

      b. The appointee must meet the State requirements for appropriate certification and the approval of the County Superintendent of Schools.

      c. The Board of Education reserves the exclusive right of selection and appointment.

      d. If a qualified non-unit person cannot be found in the time frame specified, the assignment will be given to a unit member chosen by the Administration.

      Sport/Activity Position Factor Stipend
      Baseball Coach 15 9320
      Baseball Asst. Coach 10 6220
      Baseball* Coach (Freshman) 9
      Basketball (B) Coach 20 12000
      Basketball (B) Asst. Coach 13 8080
      Basketball (G) Coach 20 12000
      Basketball (G) Asst. Coach 13 8080
      Basketball (B) Freshman 10 6220
      Basketball (G) Freshman 10 6220
      Bowling Coach 9 5590
      Cheerleaders (Fall) Advisor 10 6220
      Cheerleaders (Fall) Asst. Advisor 5 3110
      Cheerleaders (Winter) Advisor 11 6840
      Cross Country Coach 11 6840
      Field Hockey (G) Coach 13 8080
      Field Hockey (G)* Asst. Coach 9
      Football Coach 21 12000
      Football Asst. Head Coach 14 8700
      Football Asst. Coach 11 6840
      Football Asst. Coach 11 6840
      Football * Asst. Coach 11
      Football (9th) Coach 11 6840
      Football (9th) Asst. Coach 9 5590
      Football (9th) Asst. Coach 9 5590
      Golf Coach 8 4970
      Ice Hockey Coach 13 8080
      Ice Hockey* Asst. Coach 10
      Lacrosse (B) Coach 10 6220
      Lacrosse (B) Asst. Coach 9 5590
      Lacrosse (G) Coach 10 6220
      Lacrosse (G)* Asst. Coach 9
      Life Fitness (Fall) Instructor 7 4350
      Life Fitness (Winter) Instructor 7 4350
      Life Fitness (Spring) Instructor 7 4350
      Soccer (B) Coach 14 8700
      Soccer (B) Asst. Coach 11 6840
      Soccer (G) Coach 14 8700
      Soccer (G) Asst. Coach 11 6840
      Softball (G) Coach 15 9320
      Softball (G) Asst. Coach 10 6220
      Swimming Coach 14 8700
      Swimming Asst. Coach 9 5590
      Tennis (B) Coach 10 6220
      Tennis (G) Coach 10 6220
      Track (B) Coach 15 9320
      Track (B) Asst. Coach 10 6220
      Track (B)* Asst. Coach 10
      Track (G) Coach 15 9320
      Track (G) Asst. Coach 10 6220
      Track (G)* Asst. Coach 10
      Track (Winter) Coach 15 9320
      Track (Winter) Asst. Coach 8 4970
      Track (Winter)* Asst. Coach 8

      Wrestling Coach 15 9320
      Wrestling Asst. Coach 10 6220
      *Position not budgeted Note: Maximum stipend is $12,000

      Sport/Activity Position Factor Stipend
      Anime Club Advisor 3 1860
      Art Club Advisor 3 1860
      Class Freshman Advisor 3 1860
      Class Freshman Advisor 3 1860
      Class Sophomore Advisor 3 1860
      Class Sophomore Advisor 3 1860
      Class Junior Advisor 5 3110
      Class Junior Advisor 5 3110
      Class Senior Advisor 5 3110
      Class Senior Advisor 5 3110
      Consumer Bowl Advisor 3 1860
      Culinary Advisor 3 1860
      Drama Club Advisor 5 3110
      Environmental Club Advisor 3 1860
      Forensic Coach 3 1860
      Frescoes Advisor 3 1860
      Future Teacher Club Advisor 3 1860
      Gospel (Hand Bell) Choir Director 5 3110
      Jazz Band Director 2 1240
      Key Club Advisor 4 2490
      Marching Band Director 13 8080
      Marching Band Assistant Director 7 4350
      Master Singers Director 5 3110
      Math Club Advisor 3 1860
      Musical Production Musical Director (Inst) 12 7460
      Musical Production Musical Accompanist 5.6 3480
      Musical Production Artistic Director 13 8080
      Musical Production Assistant to Director 4 2490
      Musical Production Set Designer 4 2490
      Musical Production Choreographer 4 2490
      National Honor Society Advisor 4 2490
      Newspaper Advisor 4 2490
      Odyssey of Mind Coach 3 1860
      Odyssey of Mind Asst. Coach 3 1860
      Robotics Advisor 14 8700
      Rotary Intact Advisor 4 2490
      SADD Advisor 3 1860
      Spanish/Italian Club Advisor 3 1860
      Sports Medicine Advisor 3 1860
      Student Activities Facilitator 12 7460
      Student Council Advisor 7 4350
      Yearbook Advisor 10 6220
      Yearbook Asst. Advisor 2 1240
      *Position not budgeted *Note: Maximum stipend is $12,000

      Sport/Activity Position Factor Stipend

      Baseball 7/8 Coach 6 3730
      Basketball (B) Coach 6 3730
      Basketball (G) Coach 6 3730
      Cross Country Coach 6 3730
      Field Hockey 7/8 (G) Coach 6 3730
      Soccer 7/8 (B) Coach 6 3730
      Soccer 7/8 (B) Asst. Coach 4 2490
      Soccer 7/8 (G) Coach 6 3730
      Soccer 7/8 (G) Asst. Coach 4 2490
      Softball Coach 6 3730
      Track 7/8 (Co-ed) Coach 9 5590
      Track Asst. Coach 6 3730
      Track Asst. Coach 6 3730
      Track* Asst. Coach 6
      Wrestling Coach 8 4970
      Wrestling Asst. Coach 6 3730

      Sports/Activity Position Factor Stipend
      Art Advisor 2 1240
      Bowling Advisor 3 1860
      Cheerleading Coach 8 4970
      Drama Club Advisor 6 3730
      Fitness Club Co-Advisor 2 1240
      G.A.M.E. Club Advisor 2 1240
      Homework Club Advisor 2 1240
      Homework Club Advisor 2 1240
      Intergen./Comm Relations Advisor 4 2490
      Musical – Artistic Director 9 5590
      Musical – Artistic Asst. Director 4 2490
      Musical – Lighting & Sound Director 3 1860
      Musical – Vocal Music Director 2 1240
      Musical – Set/Construction Designer 2 1240
      Odyssey of Mind Co-Coach 3 1860
      Odyssey of Mind Co-Coach 3 1860
      SADD Advisor 3 1860
      Science Bowl Advisor 2 1240
      S.O.A.R. Club Advisor 4 2490
      Stage Band Director 4 2490
      Stock Market Club Advisor 2 1240
      Student Council Co-Advisor 2 1240
      Student Council Co-Advisor 2 1240
      Vocal Ensemble Director 3 1860
      World Cultures Club Advisor 2 1240
      Yearbook Co-Advisor 3 1860
      Yearbook Co-Advisor 3 1860
      *Position not budgeted Note: Maximum stipend is $12,000

      Sport/Activity Position Factor Stipend

      Odyssey of Mind Coach – Antheil 1410
      Odyssey of Mind Coach – Lore 1410
      Odyssey of Mind Coach – Parkway 1410

      Antheil Patrol Co-Supervisor 2 1240
      Antheil Patrol Co-Supervisor 2 1240
      Lore Patrol Supervisor 2 1240
      Parkway Patrol Supervisor 2 1240

      A. Positions Included:

      Senior Experience Coordinator
      Guidance Counselors
      School Media Specialists

      B. Work Schedule:

      1. During the regular school year, office hours for the senior experience coordinator and guidance counselors will be the same as those observed by personnel in the main office of the building in which the individual works. Summer work: effective July 1, 2007, a day shall be defined as seven (7) hours inclusive of a 45 minute lunch break. All summer work must be approved by the Board and scheduled with the approval of the immediate supervisor.

      When the responsibilities of the position require attendance at evening meetings or weekend conferences, excluding attendance at Board meetings and attendance at committee meetings the senior experience coordinator, guidance counselors and school media specialists will have the authority to adjust their work schedule for the days in question. This compensatory time will be determined by the mutual agreement of the individual and the building principal.

      2. Additional time beyond that indicated will be required to carry out responsibilities recognized by both parties.

      3. The schedule does not include work on holidays or during school vacations during the school year unless required by specific job responsibilities recognized by both parties.
      C. Employment Period and Additional Compensation:

      Position Employment Period1 Compensation2

      Senior Experience (Sept. 1 - Close of .05
      Coordinator School year)

      Guidance Counselors (Sept. 1 - June 30) .07

      School Media Specialist up to 10 add. days after .02 (based
      the close of school on 10 days)
          year, if required.

          NOTE: The summer pay for High School guidance counselors is to be determined as .10 (based upon twenty days) of each counselor’s total annual salary. However, stipends shall not be included in the total salary for purposes of calculating a counselor’s summer pay. Thus “total annual salary” shall be defined as base salary plus longevity. EHS counselor’s longevity shall be included in calculating the 7% Schedule C additional compensation stipend; however, stipends shall not be included in the total salary for purposes of calculating a counselor’s summer pay. Thus “total annual salary” shall be defined as base salary plus longevity.

          D. The continuance of this plan will be dependent upon annual review and approval by the Board of Education.

          1 The employment period will be that which is designated unless the Board of Education agrees to some other arrangement for a specific year with the individual or individuals involved.

          2 Additional Compensation

          a. Expressed as percentage of current salary guide figure for individual's position on guide.

          b. Except for guidance counselors whose additional compensation is considered part of their annual salary, the additional compensation of the Senior Experience Coordinator and Team Leaders (Schedule D) shall be paid in two installments – January and June.

          c. Those included in this plan will not be eligible to receive additional remuneration under the extra pay plan for designated extracurricular activities.

          Team Leaders – shall receive an annual stipend as follows:
                  2019-2022 $2,372
                Said stipend shall be paid in two (2) installments – January and June.

            Summer School Teachers – who are appointed to teach in the district’s summer school program, shall be compensated per hour worked in accordance with the below listed rates:
          2019-2022 $44.01 per hour
          SCHEDULE E

          For Tenured Staff Members Hired on or before January 31, 2017
          Aetna Plans
          Choice POS II $10
          Choice POS II $15
          Choice POS II $15/$25
          Choice POS II $20/$20
          Choice POS II $20/$35
          HMO $10
          HMO $15/$25
          HMO $20/$20
          1500 HDHP

          For Non-Tenured Staff Members Hired after January 31, 2017 (Until Tenure is reached)
          Aetna Plans
          Choice POS $20/$20
          Choice POS $20/$35
          HMO $20/$20
          1500 HDHP

            Ewing BE and Ewing EA 2019.pdf
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            Ewing Tp BE and Ewing Tp EA cert 2019.pdf