Contract Between
Alloway Tp B/E-Salem
- and -
Alloway EA
* * *
07/01/2003 thru 06/30/2006


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
1










    AGREEMENT

    BETWEEN

    THE ALLOWAY TOWNSHIP BOARD OF EDUCATION

    SALEM COUNTY, NEW JERSEY

    AND

    THE ALLOWAY EDUCATION ASSOCIATION

    2003-2004

    2004-2005

    2005-2006
    TABLE OF CONTENTS
            Preamble ......................................................... Page 3
    Article 1 Recognition Page 3
    Article 2 Negotiation Procedure Page 3
    Article 3 Grievance Procedure Page 4
    Article 4 Teacher Rights Page 7
    Article 5 Association Rights and Privileges Page 7
    Article 6 Teaching Hours/Teaching Load Page 8
    Article 7 Teacher Employment Page 10
    Article 8 Teacher Assignment Page 11
    Article 9 Teacher Salary Page 11
    Article 10 Evening School, Summer School, etc. Page 12
    Article 11 Instructional Council Page 12
    Article 12 Teacher Absence Page 13
    Article 13 Teacher Evaluation Page 14
    Article 14 Teacher Facilities Page 15
    Article 15 Temporary Leaves of Absence Page 16
    Article 16 Health Program Page 17
    Article 17 Educational Improvement Page 19
    Article 18 Tuition Reimbursement Page 20
    Article 19 Salary Guide 2003-2004 Page 21
            Salary Guide 2004-2005 Page 22
            Salary Guide 2005-2006 Page 23
            Extra Curricular Stipends Page 24
    Article 20 Representation Fee Page 26
    Article 21 Miscellaneous Provisions Page 27
    Article 22 Duration of Contract Page 28
    28
    PREAMBLE

    The Agreement entered into this 27th day of May 2003, by and between the Alloway Township Board of Education, the Township of Alloway, Salem County, New Jersey, hereinafter called the “Board”, and the Alloway Education Association, hereinafter called the “Association”.
    ARTICLE 1: RECOGNITION
    A. The Board hereby recognizes the Alloway Education Association as the exclusive and sole representative for collective negotiations concerning the terms and conditions of employment for all teachers, school nurses, LDT-C, social workers, guidance counselors, and psychologists employed on a full or part-time basis in positions that require certification or licensure.
    B. Unless otherwise indicated, the term “teacher(s)” and “employee(s)”, when used hereinafter in this Agreement, shall refer to all employees represented by the Association as defined in Article 1, Section A, and references made to teacher(s) shall include those of either sex.
    ARTICLE 2: NEGOTIATION PROCEDURE
    A. The parties named herein agree to enter into collective negotiations over a successor agreement in accordance with Chapter 123, Public Laws of 1974, in good faith effort to reach agreement on all matters concerning the terms and conditions of teachers’ employment. Such negotiations shall begin no later than prescribed by New Jersey State Law. Any agreement so negotiated and approved by a majority of the entire body of each party shall apply to all teachers, be reduced to writing, and signed by the President and Secretary of each party.
    B This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed and approved by the parties.
    ARTICLE 3: GRIEVANCE PROCEDURE
    WRITTEN POLICY SETTING FORTH PROCEDURES TO BE FOLLOWED FOR THE PRESENTATIONS, CONSIDERATIONS, AND RESOLUTION OF GRIEVANCES AND PROPOSALS OF EMPLOYEES.
    B. Any individual teachers or group of teachers employed by the Alloway Township Board of Education shall have the right to appeal the application of policies and administrative decisions affecting them or to submit proposals for consideration through clearly defined administrative channels.
    C. A grievance to be considered under this procedure must be initiated by the employee within thirty (30) calendar days of its occurrence.
    D. It is understood that teachers shall, during and not withstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
    A. E. Failure at any step of this procedure to communicate the decision of a grievance within the specified time limits shall permit the aggrieved teacher to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limit shall be deemed to be acceptance of the decision rendered at that step.
    F. Purpose: The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise affecting teachers. Both parties agree these proceedings will be kept informal and confidential.
    G. With respect to such grievances or proposals, said teachers shall be assured freedom from restraint, interference, coercion, discrimination, or reprisal in presenting such appeals or proposals. Such teachers shall have the right to present their own grievances or proposals, or designate representatives of the Alloway Education Association to appear with or for them at any step in this procedure.
    G. Procedure:
    Level I: Any teacher or group of teachers having a grievance or proposal shall first discuss it with the Principal or Assistant Principal in an attempt to resolve the matter informally at that level.

    Level II: If, as a result of this discussion, the matter is not resolved to the satisfaction of the teacher(s) within ten (10) school days, he or they shall set forth the grievance in writing to the Superintendent. Said grievance shall specify the section of the Agreement violated, the issue in dispute, all dates (dates of occurrence, filing, prior decisions and appeals), the disposition desired, and other pertinent data required to process the grievance. The Superintendent shall communicate his decision to the teacher(s) in writing within ten (10) school days of receipt of the written grievance and shall supply the Board with copies of such correspondence.

    Level III: If the teacher is dissatisfied with the disposition of the grievance by the Superintendent, the grievance may be transmitted to the Board within five (5) school days after the Superintendent has communicated his decision. The Board, within thirty (30) calendar days, shall hold a hearing with the teacher. The Board shall render a decision within twenty (20) calendar days of the hearing. The Board, through the Superintendent, shall communicate its decision in writing to the Association. If the teacher is not satisfied with the disposition of his grievance by the Board, the teacher may, within five (5) school days, request in writing that the grievance be submitted to arbitration by the Association. If the Association elects to submit the grievance to arbitration, it shall do so within fifteen (15) school days of receipt of the Board’s decision and provide notification of the Association’s submission of the grievance to arbitration to the Superintendent.

    H. Meetings and Hearings
        All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representative, heretofore referred to in this Article.
    Arbitration
    1. If within ninety (90) days of submission to PERC an arbitrator has not been assigned, then in the alternative, the process will allow for the use of the American Arbitration Association (AAA). A request shall be made to the AAA to submit a roster of persons qualified to function as an arbitrator in the dispute in question. Thereafter the parties shall be bound by the rules of the AAA.

    2. The arbitrator shall be limited to the issues submitted to him and shall consider nothing else. He can add nothing to, or subtract anything from, the Agreement between the parties. The recommendations of the arbitrator shall be final and binding. Only the Board, the aggrieved, and his representatives shall be given copies of the arbitrator’s report of the findings and recommendations. This shall be accomplished within thirty (30) calendar days of the completion of the arbitrator’s hearings.

    I. Cost:

    1. Each party shall bear the total cost incurred by themselves.

    2. The fees and expenses of the arbitrator are only the costs which shall be shared equally.

    3. If time is lost by any teacher due to arbitration proceedings necessitating the retention of a substitute, the Board of Education shall pay only the cost of the substitute. In the case that the grievant prevails, the grievant (and representative, if applicable) shall not be charged a day’s wages to attend the arbitration hearing.

    J. Rights of Employee to Representation
        Any aggrieved person may be represented at all steps of the grievance procedure, by himself, or at his option, by a representative selected or approved by the Association. The Association has a requirement to act when the issue is larger and/or affects more than the individual grievant. The Association shall have the right to be present and to state its view at all stages of the grievance procedure.
    ARTICLE 4: TEACHER RIGHTS

    A. Whenever any teacher is required to appear before the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that teacher in his office, position or employment or the salary or any increments pertaining thereto, then he shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview.
    B. The teacher has the responsibility to determine grades within grading policy of the Alloway Township School District based upon his professional judgment of available criteria pertinent to any given subject area or activity to which he is responsible. The district wide grading policy shall be established at the sole discretion of the School District. Teachers must be able to verify all grades. Grades are subject to review and modification by the Superintendent.
    ARTICLE 5: ASSOCIATION RIGHTS AND PRIVILEGES
    A. Whenever any representative of the Association or any teacher is mutually scheduled by the parties to participate during working hours in negotiations, grievance procedures, conferences, or meetings, he shall suffer no loss of pay.

    B. The Association and its representatives shall have the right to use the school building at all reasonable hours for meetings. The Superintendent’s approval for such use shall be granted, having been given 24 hour notification, and providing that there is no conflict with facility use.

    C. The Association shall have the use of a bulletin board in the faculty lounge. The Association may also utilize adequate space on the bulletin board in the central office for Association notices.

    D. The Association shall have the right to use school facilities and equipment at reasonable times. When such equipment is not otherwise in use is the only condition thereof. The items are to be used for educational purposes with the approval of the Superintendent. The Association shall supply its own paper for the copier, typewriters, etc.

    E. The Association shall have the right to use the intra-school mail facilities and school mailboxes as it deems necessary and without the approval of the Superintendent or other members of the administration.

    F. The rights and privileges of the Association and its representatives as set forth in this Agreement shall be granted only to the Association as the exclusive representatives of the teachers and to no other organizations.

    G. The Board shall submit an updated scattergram at the beginning of each school year to the Association President. The scattergram shall include name, step and salary, minimally.
    ARTICLE 6: TEACHING HOURS/TEACHING LOAD

    A. 1. 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 school facility by signing their initials in the appropriate column of the faculty “sign-in” roster.
    2. The teacher’s day shall be six hours (6) and forty (40) minutes long. This includes ten (10) minutes of non-instructional time at the beginning of the workday and ten (10) minutes of non-instructional time at the end of the workday. This also includes a duty-free lunch period of twenty-five (25) minutes.
    3. Teachers shall be provided preparation time according to the following:
        a) Teachers assigned to Pre-K and kindergarten shall receive a minimum of 180 minutes, excluding AM and PM homeroom, per week. These preparation periods shall not be less than thirty (30) minutes in length and one of these periods shall occur on at least 4 of 5 days.
        b) Teachers in grades 1-8 shall be granted conference/preparation periods weekly based on the number of specials. These periods shall be not less than forty-five (45) minutes in length. In no event, shall a teacher receive less than four (4) such periods in any five day, full-day week. Conference/preparation periods shall not be reduced except because of reduction - in force of special teachers or scheduling necessitated by the hiring of additional classroom teachers.
        c) All other teachers shall receive a minimum of 150 minutes per week. These preparation periods shall not be less than thirty (30) minutes in length and one of these periods shall occur on at least 4 out of 5 days.
    a) Teachers in grades 1-8 shall be paid $20 per lost preparation period if the total for the week falls below the scheduled amount; all other teachers shall be so paid if their total falls below the minimum number of minutes provided in paragraph (a) & (c) above.
    4. In addition to A-2., there shall be a faculty meeting on the first Monday of each month. If the first Monday of the month is a school holiday or a snow or other weather related absence, the faculty meeting shall occur on the second Monday of the month. All faculty meetings shall start no later than fifteen (15) minutes after student dismissal and last no more than sixty (60) minutes, except as provided hereinbelow. These meetings may be used for information dissemination, professional development, including but not limited to in-service activities, curriculum review and revision, and other professional tasks as determined by the Superintendent. At the discretion of the Superintendent, when matters of an urgent nature warrant, additional faculty meetings may be called. At the discretion of the Superintendent, during the months of October through May, except the month of December, the faculty meeting shall be extended for an additional sixty (60) minutes for a one hundred twenty (120) minute faculty and/or professional development meeting. The Superintendent shall give at least two (2) weeks notice to teachers of the scheduled date(s) for extended faculty meetings. To the extent consistent with applicable federal and New Jersey statutes and New Jersey Department of Education and Salem County Superintendent regulations and policies, teachers shall receive credit toward their New Jersey Department of Education continuing education requirements for attendance at professional development meetings as set forth hereinabove.
    B. Teachers may leave the school grounds during their scheduled duty-free lunch period upon notification of the office.
    C. The work year for teachers shall consist of 184 days as follows:
    180 days for pupil instruction
    1 day for opening activities for teachers
        3 days for in-service instruction or, at the Superintendent’s discretion, six “extended days” which commence after student dismissal and extend no later than 5:00 p.m., or some combination of full in-service days and extended days, with each full day being equivalent to two (2) extended days. These days shall be scheduled in the staff calendar at the beginning of the school year, but may be rescheduled by the Superintendent as needed with five (5) working days notice to the affected staff of the revised date.
    ARTICLE 7: TEACHER EMPLOYMENT
    A. Teachers shall be notified in writing of their contract and salary status for the ensuing year by May 15.
    B. 1. Any vacancy during the school year shall be posted on the counter in the main office and on the bulletin board in the teachers’ room for a ten (10) working day period after the vacancy is known to the Superintendent.
    2. Any vacancy occurring after the last teacher day shall be posted on the counter in the main office and on the bulletin board in the teachers’ room for a ten (10) day period after the vacancy is known to the Superintendent. Notification will also be made by a person-to-person telephone call to one of the Alloway Education Association Officers.
    3. The AEA President shall be notified in writing of any vacancy.
    ARTICLE 8: TEACHER ASSIGNMENT
        The Superintendent will notify teachers of their class and/or subject assignment by the last day of the current school year, except where fiscal, educational or staffing changes require assignment to be made over the summer recess. The Superintendent shall give notice to new teachers as soon as possible.
    ARTICLE 9: TEACHER SALARY
    A. Teachers employed on a ten-month basis shall be paid in twenty equal semimonthly installments on the 15th and 30th of each month. June, school ending prior to June 15th, each teacher will receive final installment for the year, providing all work is completed to the satisfaction of the Superintendent, on the last working day.
    EXCEPTION: June, school extending beyond the 15th of the month. The nineteenth installment will be paid on the 15th of the month and the twentieth installment will be paid on the last day worked, providing all work is completed to the satisfaction of the Superintendent.
    B. When payday falls on or during a school holiday, vacation or weekend, teachers shall receive their paychecks on the last previous working day.
    C. Employees may individually elect to have monies deducted from their pay to be placed in the Salem County School Employees Federal Credit Union or other institution authorized by the Board of Education.
    D. Ten-month employees must be employed five (5) months in a contract year to progress to the next vertical step of the salary guide.
    E. The Board of Education shall make available Direct Deposit with no cost to the employee. The funds will be posted to an account of the employee’s choice by the 15th and 30th of each month respectively. In the instance of February, by the 15th and the last day of the month.
    ARTICLE 10: EVENING SCHOOL, SUMMER SCHOOL,
    HOME TEACHING AND FEDERAL PROGRAMS
    A. Teachers of the Alloway Township School District shall have priority for employment in Federally Funded Programs, Evening Schools, Summer Schools and in providing home instruction.
    B. Such employment does not entitle the teacher to greater seniority or any advancement on the pay scale.
    C. Posting of these positions shall be as stated in Article 7B.
    ARTICLE 11: INSTRUCTIONAL COUNCIL
    A. A joint Instructional Council shall be established as soon as possible after the effective date of this agreement. It shall consist of:
    1. Three representatives appointed by the Board.
    2. Three representatives appointed by the Association.
    3. One representative appointed by the Citizen Advisory Council.
    B. The Instructional Council shall meet as necessary during the school year. A minimum of two (2) meetings shall be held during the school year. The Instructional Council shall advise the Board and the Association on such matters as teaching techniques, curriculum improvement, extra-curricular programs, in-service teaching, pupil testing and evaluation, philosophy, and educational goals of the District, teacher recruitment, research and experimentation, educational specifications for buildings and other related matters regarding the effective operation of the Alloway Township School District.
    C. The Instructional Council shall establish its own rules of procedure and shall provide a rotating Chairperson who shall be responsible for the arrangement and the conduct in the meetings.
    D. In addition to the representatives listed in A1-A3 above, either the Board or the Association shall have the right to have a fourth member present for a meeting provided that notice be given to the other party five (5) working days prior to the meeting. In turn, the other party shall have the option of adding a fourth person from their side, in order to keep the number of representatives equal.
    ARTICLE 12: TEACHER ABSENCE
    A. All teachers employed shall be entitled to ten sick days each school year as of the first official day of said school year, whether or not the teacher reports on that day. Unused sick days shall be accumulated from year-to-year with no maximum limit.
    B. Two personal days, in addition to sick leave days, shall be granted. Teachers will notify the Superintendent in advance when these days are to be taken. The reasons for these personal days need not be disclosed. Unused personal days are accumulative as accumulated sick leave.
    C. Upon retirement in order to collect a pension, the Board will pay teachers thirty-five dollars ($35.00) per day for each day of unused accumulated sick leave, to a maximum of five thousand dollars ($5,000.00).
    D. Upon leaving the Alloway School District before retirement, the Board shall pay teachers at the following rate for each day of unused accumulated sick leave:
    15-24 years of Alloway service $30.00 per day
    25 plus years of Alloway service $35.00 per day
    to a maximum of $5,000.00.
    E. With respect to eligibility to be paid for unused accumulated sick leave under Article 12C or 12D, in the event of a teacher’s death prior to receiving payment, payment shall be made to the teacher’s estate.
    ARTICLE 13: TEACHER EVALUATION
    A. Teachers shall be evaluated by persons certified by the New Jersey Board of Examiners to Supervise Instruction.
            1. The number of said evaluations shall be at least three times for non-tenure teachers and at least one time for tenure teachers during the school year.
            2. The teacher shall be given a copy of any formal class visit or evaluation report prepared by the evaluator(s). No teacher shall be required to sign a blank or incomplete form nor be prevented from making written comments concerning his formal report.
            3. There will be no verbal comments relating to the evaluation during the above-mentioned evaluation. A private conference concerning the evaluation shall be held within four school days, except in cases of emergency. A copy of the written evaluation shall be given to the teacher within fifteen (15) working days from the date of the conference.
    B. A teacher shall have the right, upon request, to review the contents of his own personnel folder.
    ARTICLE 14: TEACHER FACILITIES
    A. Each school shall have the following facilities:
        1. A serviceable desk and chair for the exclusive use of each teacher.
        2. Copies, exclusively for the teacher’s use, of all text used in each of the courses he is to teach.
        3. A complete dictionary in all classrooms (equivalent to Webster’s New Collegiate Dictionary).
        4. Adequate books, paper, pencils, pens, chalk, erasers, and other such materials required in daily teaching responsibility.
        5. A petty cash fund shall be established for use in purchasing incidental supplies for classroom instructional use. The teacher shall be reimbursed upon presentation of a paid receipt for such expenditures to the Superintendent to the amount of seventy-five dollars ($75.00) per school year.
        6. A file cabinet shall be provided exclusively for teachers’ use.
    ARTICLE 15: TEMPORARY LEAVES OF ABSENCE
    A. Bereavement Leave
        1. Teachers shall be allowed five (5) consecutive working days leave of absence due to the death of a parent, husband, wife, son (step-son) and/or daughter (step-daughter), three (3) consecutive working days for brother, sister, brother-in-law, sister-in-law, father-in-law, mother-in-law, daughter-in-law, son-in-law, grandfather and/or grandmother, and grandchild. No more than three (3) additional days without pay shall be granted per occurrence.
        2. Leaves taken pursuant to Section A shall be in addition to any sick leave or personal days to which the teacher is entitled.
    B. Other Leaves
        1. Time for the purpose of visiting other schools or attending meetings or conferences of an educational nature when the Superintendent recommends it.
        2. Time necessary for appearances in any legal proceeding connected with the teacher’s employment or with the school system if the teacher is required by law to attend.
        3. Time necessary for persons called into temporary active duty of any unit of the United States Reserves or the State National Guard, on days when school is in session.
        4. Other leaves of absence with pay may be granted by the Board for good reason.
        5. Leaves taken pursuant to Article 15B shall be in addition to any sick leave or personal days to which the teacher is entitled.
        6. Any leave granted other than as provided under this Article 15B1 through 15B4 shall be without pay.
    C. Sabbatical Leave
        1. A sabbatical year may be granted, after seven consecutive years employment with the Alloway School District, for rest, travel, or research. This leave is without compensation.
        2. Upon return from sabbatical leave, a teacher shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence and he/she shall be credited with all other benefits for which he/she would have been entitled during the period of his/her leave and continuing thereafter upon his/her return.
    D. Leaves in accordance with the Family Leave Act shall be granted upon presentation of information supporting the request.

    ARTICLE 16: HEALTH PROGRAM
    A. The Board shall provide a medical benefits program to include hospitalization, medical-surgical and Major Medical for all teachers and dependents, and a prescription plan. Teachers newly hired after the 1994-1995 year, shall be insured only individually. A teacher who is covered individually may elect to pay the additional cost for Parent/Child, Husband/Wife (couple) or Family coverage. Upon attaining tenure, said teachers shall be eligible for Parent/Child, Husband/Wife (couple) or Family coverage. In addition, employees hired after July 1, 1997, shall be placed in the Employer’s PPO/HMO and may voluntarily transfer to a traditional plan after achieving tenure. Employees shall not be responsible for the payment of the premium differences between the PPO/HMO and the traditional plan.
    B. The prescription drug co-pay shall be $20.00 brand name/$10.00 generic and $10.00 brand name/$5.00 generic for mail order.
    C. The Board shall reimburse each employee under a section 125 plan to offset expenses as directed by the employee, for example dental/optical. For tenured employees this reimbursement shall be $600.00 for the first year of the contract, $650.00 for the second year of the contract, and $700.00 for the third year of the contract. For non-tenured employees, this reimbursement shall be $300.00 for the first year of the contract, $325.00 for the second year of the contract, and $350.00 for the third year of the contract.
    D. The Employer shall notify the Association a minimum of sixty (60) days in advance of any change in health carriers. Any change in health care coverage shall be equal to or greater than the existing coverage of the current Agreement.
    E. Any employee may elect to receive 25% of the insurance premium as payment for declining health care coverage, upon furnishing proof that they are covered under another health care plan. Such employees making this election shall be re-enrolled immediately in the health care plan of the employee’s choice, as long as it is a plan provided by the Board, upon loss of this duplicate coverage, if one of the seven (7) life changing conditions as specified below occurs:
    1. Death of spouse
    2. Divorce
    3. Change in number of dependents
    4. A termination of employment
    5. A reduction in hours of employment
            6. Reduction of health insurance benefits by spouse’s employer to eliminate dependent coverage
    7. Cancellation of health insurance benefits by spouse
    This 25% stipend shall be paid at the rate of the plan the employee was enrolled in or would be entitled to receive. Payment shall be made in 20 semi-monthly installments.
    ARTICLE 17: EDUCATIONAL IMPROVEMENT
    A. A teacher shall be paid under the “Bachelor + 15" salary scale upon satisfactorily completing fifteen additional graduate credits above the “Bachelors’ degree.
    B. A teacher shall be paid under the “Masters” degree salary scale upon receiving a “Masters” degree.
    C. A teacher currently with a Masters degree shall be paid under the “Masters + 15" salary scale upon satisfactorily completing fifteen graduate credits above the Masters degree.
    D. All additional credits mentioned in Sections A & C above in this Article must be in teacher-related fields.
    E. Exceptions to Section D of the Article must be approved by the Board.
    ARTICLE 18: TUITION REIMBURSEMENT
    A. The Board will pay 75% of the cost of tuition up to six (6) credits per year, equal to the costs of graduate tuition credits at Rowan University. Payment will be made upon submission of a transcript showing successful completion of the course. Reimbursement for courses taken in the spring semester shall be provided only to employees who have been offered and who have accepted a contract to teach in the Alloway School District for the coming school year. Tuition reimbursement is only available to teachers for graduate work taken after they have completed two full years and have begun their third year in the district. All courses must receive prior approval of the Superintendent, and must be related to the teacher’s current position in the district.
    B. Tuition reimbursement shall have a district cap of $8,000.00 per year.
    ARTICLE 19
    2003-2004 SALARY GUIDE


    Step
    BA
    BA+15
    MA
    MA+15
    1
    36,096
    36,880
    38,000
    38,785
    2
    36,880
    37,664
    38,784
    39,569
    3
    37,695
    38,479
    39,599
    40,384
    4
    38,541
    39,325
    40,445
    41,230
    5
    39,287
    40,071
    41,191
    41,976
    6
    40,233
    41,017
    42,137
    42,922
    7
    41,180
    41,964
    43,084
    43,869
    8
    41,927
    42,711
    43,831
    44,616
    9
    42,774
    43,558
    44,678
    45,463
    10
    43,620
    44,404
    45,524
    46,309
    11
    44,466
    45,250
    46,370
    47,155
    12
    45,314
    46,098
    47,218
    48,003
    13
    46,220
    47,004
    48,124
    48,909
    14
    47,067
    47,851
    48,971
    49,756
    15
    48,034
    48,818
    49,938
    50,723
    16
    48,941
    49,725
    50,845
    51,630
    17
    49,849
    50,633
    51,753
    52,538
    18
    50,755
    51,539
    52,659
    53,444
    19
    51,563
    52,347
    53,467
    54,252
    20
    52,550
    53,334
    54,454
    55,239
    Extended service increases will be provided to individuals who reached the last step of the salary guide by the 2002-2003 school year. These increases shall be equal to the negotiated total dollar increase between the next to last step of the existing salary guide and the last step of the negotiated salary guide for the following school year.






    ARTICLE 19
    2004-2005 SALARY GUIDE

                    Step
                    BA
                    BA+15
                    MA
                    MA+15
                    1
                    37,396
                    38,180
                    39,300
                    40,085
                    2
                    38,180
                    38,964
                    40,084
                    40,869
                    3
                    38,995
                    39,779
                    40,899
                    41,684
                    4
                    39,841
                    40,625
                    41,745
                    42,530
                    5
                    40,587
                    41,371
                    42,491
                    43,276
                    6
                    41,633
                    42,417
                    43,537
                    44,322
                    7
                    42,580
                    43,364
                    44,484
                    45,269
                    8
                    43,327
                    44,111
                    45,231
                    46,016
                    9
                    43,974
                    44,758
                    45,878
                    46,663
                    10
                    44,820
                    45,604
                    46,724
                    47,509
                    11
                    45,666
                    46,450
                    47,570
                    48,355
                    12
                    46,614
                    47,398
                    48,518
                    49,303
                    13
                    47,520
                    48,304
                    49,424
                    50,209
                    14
                    48,367
                    49,151
                    50,271
                    51,056
                    15
                    49,334
                    50,118
                    51,238
                    52,023
                    16
                    50,141
                    50,925
                    52,045
                    52,830
                    17
                    51,049
                    51,833
                    52,953
                    53,738
                    18
                    51,955
                    52,739
                    53,859
                    54,644
                    19
                    52,763
                    53,547
                    54,667
                    55,452
                    20 +
                    53,750
                    54,534
                    55,654
                    56,439

    Extended service increases will be provided to individuals who reached the last step of the salary guide by the 2002-2003 school year. These increases shall be equal to the negotiated total dollar increase between the next to last step of the existing salary guide and the last step of the negotiated salary guide for the following school year.










    ARTICLE 19
    2005-2006 SALARY GUIDE



    Step
    BA
    BA+15
    MA
    MA+15
    1
    38,796
    39,580
    40,700
    41,485
    2
    39,580
    40,364
    41,484
    42,269
    3
    40,395
    41,179
    42,299
    43,084
    4
    41,241
    42,025
    43,145
    43,930
    5
    41,987
    42,771
    43,891
    44,676
    6
    43,033
    43,817
    44,937
    45,722
    7
    43,980
    44,764
    45,884
    46,669
    8
    44,727
    45,511
    46,631
    47,416
    9
    45,374
    46,158
    47,278
    48,063
    10
    46,120
    46,904
    48,024
    48,809
    11
    46,966
    47,750
    48,870
    49,655
    12
    48,114
    48,898
    50,018
    50,803
    13
    49,020
    49,804
    50,924
    51,709
    14
    49,867
    50,651
    51,771
    52,556
    15
    50,834
    51,618
    52,738
    53,523
    16
    51,641
    52,425
    53,545
    54,330
    17
    52,349
    53,133
    54,253
    55,038
    18
    53,255
    54,039
    55,159
    55,944
    19
    54,063
    54,847
    55,967
    56,752
    20 +
    55,150
    55,934
    57,054
    57,839
    Extended service increases will be provided to individuals who reached the last step of the salary guide by the 2002-2003 school year. These increases shall be equal to the negotiated total dollar increase between the next to last step of the existing salary guide and the last step of the negotiated salary guide for the following school year.










    EXTRA-CURRICULAR STIPENDS

    2003-04 2004-05 2005-06
    Gifted Program
        Coordinator $815.00 $840.00 $865.00
        Art: Lower 945.00 970.00 995.00
        Art: Upper 945.00 970.00 995.00
        Drama: Lower 945.00 970.00 995.00
        Drama: Upper 945.00 970.00 995.00
        Intellectual: Lower 945.00 970.00 995.00
        Intellectual: Upper 945.00 970.00 995.00
        Leadership: Lower 945.00 970.00 995.00
        Leadership: Upper 945.00 970.00 995.00
        Psych Motor 945.00 970.00 995.00

    Band/Chorus Director 945.00 970.00 995.00
    Summer Band Camp $24.00hr/$350max $24.00hr/$350max $24.00/hr/$350 max
    Jazz Band Director 945.00 970.00 995.00
    Science Club Coordinator 945.00 970.00 995.00
    School Safety Patrol
    Advisor 615.00 640.00 665.00
    Rogate Coordinator 370.00 395.00 420.00
    Student Council Advisor 735.00 760.00 785.00
    Field Hockey Coach 945.00 970.00 995.00
    Band Front:
        High Flags 390.00 415.00 440.00
        Swing Flags 390.00 415.00 440.00
    Child Study Team
    Chairperson 1,850.00 1,875.00 1,900.00
    Yearbook Advisor (2) 575.00 600.00 625.00
    Science Fair Coordinator 540.00 565.00 590.00
    8th Grade Advisors (2) 685.00 710.00 735.00
    Home Instruction $24.00 per hour $24.00 per hour $24.00 per hour
    Attend workshops as required
    By Administrator $24.00 per hour $24.00 per hour $24.00 per hour
    Give workshops as required
    By Administrator $24.00 per hour $24.00 per hour $24.00 per hour
    Curriculum revision in summer
    Or after school hours $24.00 per hour $24.00 per hour $24.00 per hour

    Scoring-Holistic Wrtg
    Samples $24.00 per hour $24.00 per hour $24.00 per hour
    Field Trips extending beyond
    6:00 p.m. $31.00 trip allowance $31.00 trip allowance $31.00 trip
    allowance
    A Team Committee
    Member $24.00hr/$575max $24.00hr/$575max $24.00hr/$575max
    Technology/Computer District
    Coordinator $39.00 per hour $39.00 per hour $39.00 per hour
    Attendance at professional
    relevant activities when
    directed by Administrator $24.00 per hour $24.00 per hour $24.00 per hour
    not including school trips not >$120 day not >$120 day not >$120 day


    ARTICLE 20: REPRESENTATION FEE

    Purpose of Fee - If an employee does not become a member of the Association during any membership year which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee’s per capita cost of services rendered by the Association as majority representative.

    Amount of Fee/Notification - At the onset of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees, and assessments charged by the Association to its own members for that membership year. The Association shall provide to the Board evidence that the Association has a demand and return system in place.

    Deduction and Transmission of Fee

    Notification - On or about September 15th of each year, the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1st of each year, the Association shall provide the Board with the names of those employees who are required to pay the representation fee.

    Payroll Deduction Schedule - The board will deduct from the salaries of the employees referred to in Section 3 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February, following the January 1 provision by the Association to the Board of the names of those employees who are required to pay the representation fee.

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

    Changes - The Association will notify the Board in writing of any changes in the list provided for in Paragraph 3 above, and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than thirty (30) days after the Board received said notice.

    The Association shall indemnify and hold the employer harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses, that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.
        ARTICLE 21: MISCELLANEOUS PROVISIONS

    A. Copies of this agreement shall be reproduced at the expense of the Board within thirty days after it is signed and a copy thereof shall be provided to:
    1. All teachers now employed.
    2. All teachers hereafter employed.
    3. All teachers considered for employment by the Board.

    B. Whenever any notice is required to be given by either of the parties to this agreement to the other pursuant to the provisions of this agreement, either party shall do so by certified mail, regular mail or hand delivery (but not by fax or E-mail) at the addresses listed below:
    1. If by Association to the Board:
    Secretary, Alloway Township Board of Education
    Alloway Township School
    Cedar Street
    P.O. Box 327
    Alloway, New Jersey 08001

    2. If by the Board to the Association:
    President, Alloway Education Association
    Alloway Township School
    Cedar Street
    Alloway, New Jersey 08001
    ARTICLE 22: DURATION OF CONTRACT

    This agreement shall be effective July 1, 2003, and shall continue in effect until June 30, 2006. In witness whereof, the parties hereto have caused this agreement to be signed by their respective Presidents and attested by their respective Secretaries, all on this 30th day of June, 2003.


    ALLOWAY BOARD OF EDUCATION ALLOWAY EDUCATION ASSOCIATION


    ________________________________ ____________________________________
    Joseph Dyer, Jr., President Kathleen A. Hoglen, President


    ________________________________ ____________________________________
    Rebecca S. Joyce Lorraine T. Pfeffer
    School Business Administrator Secretary
    Board Secretary


    Alloway Tp BE and Alloway EA 2003.pdf