Contract Between
E Greenwich B/E-Gloucester
- and -
E Greenwich Tp EA
* * *
07/01/2014 thru 06/30/2017


CategorySchool District
UnitAides, Cafeteria Workers, Custodians

Contract Text Below
DECEMBER 9, 2014

AGREEMENT

between

THE EAST GREENWICH EDUCATION ASSOCIATION, INC.

and

THE BOARD OF EDUCATION OF EAST GREENWICH TOWNSHIP
GLOUCESTER COUNTY, NEW JERSEY

July 1, 2014, through June 30, 2017

20
TABLE OF CONTENTS
Article Number
Page
Table of Contents
1
Preamble
2
SECTION ONE – ALL EMPLOYEES
2
1
Recognition and Definitions
2
2
Negotiation Procedure
3
3
Association Rights and Privileges
3
4
Board Rights
4
5
Employee Rights, Privileges and Responsibilities
4
6
Temporary Leaves of Absence
5
7
Health Benefits Plan
6
8
Grievance Procedure
8
9
Deduction from Salaries and Direct Deposit
10
10
Miscellaneous Provisions
11
SECTION TWO – TEACHERS
13
11
Teacher Employment
13
12
Salaries
14
13
Teaching Hours, Load and Work Year
14
14
Assignment and Transfer
16
15
Professional Development and Evaluation
16
16
Sick Leave and Family Illness Leave
18
17
Extended Leaves of Absence
19
18
Teacher Facilities
22
19
Miscellaneous
22
SECTION THREE – SUPPORT STAFF
24
20
Work Year and Workday
24
21
Temporary Paid Leave
24
22
Extended Leave of Absence
25
23
Boiler Tender
26
24
Miscellaneous
26
SECTION FOUR – ALL EMPLOYEES
27
25
Duration of Agreement
27
Schedule A-1
Teacher Salary Scale – 2014-2015
28
Schedule A-2
Teacher Salary Scale – 2015-2016
29
Schedule A-3
Teacher Salary Scale – 2016-2017
30
Schedule A-4
Teacher Stipends – 2014-2015, 2015-2016, and 2016-2017
31
Schedule B-1
Support Staff – 2014-2015
32
Schedule B-2
Support Staff – 2015-2016
33
Schedule B-3
Support Staff – 2016-2017
34
Schedule C-1
Head Custodians – 2014-2015, 2015-2016, and 2016-2017
35
Schedule C-2
Assistant Head Custodians – 2014-2015, 2015-2016, and 2016-2017
36
Schedule C-3
Custodian/Maintenance – 2014-2015, 2015-2016, and 2016-2017
37
Schedule C-4
Custodian II – 2014-2015, 2015-2016, and 2016-2017
38
Schedule D
Special Education Aides – 2014-2015, 2015-2016, and 2016-2017
39
SECTION ONE – EMPLOYEES
PREAMBLE

This Agreement is entered into this 1st day of July, 2014, by and between the Board of Education of East Greenwich Township, New Jersey, hereinafter called the "Board", and the East Greenwich Education Association, Inc., hereinafter called the "Association", and pertains to the terms and conditions of employment of certified professional employees and support staff members as specified in Section One, Article 1, Section A.

ARTICLE 1
RECOGNITION AND DEFINITIONS

A. Recognition
      The Board hereby recognizes the Association as the representative for collective negotiation concerning grievances and terms and conditions of employment for all regularly employed non-administrative, non-supervisory, and non-confidential certificated professional employees and support staff employed as aides, or in food service, or custodial position classifications.

B. Section ONE of this agreement pertains to the association and to all employees in the bargaining unit.
      Section TWO of this agreement pertains only to certificated professional employees (teachers).
    Section THREE of this agreement pertains only to support staff.

C. Definitions
      1. "Employee(s)": Person(s) represented by the Association in the negotiating unit as above defined; references to male employees shall include female employees.

      2. “Teacher(s)”: Certificated professional employee(s).

      3. "Support Staff": Employee(s) in aide, food service, or custodial position classifications.

      4. "Ten month employee(s)": Employee(s) not scheduled to work each week during the summer nor on most other days on which students are not in attendance.

      5. "Twelve month custodial employee(s)": Employee(s) scheduled to work each week including during the summer and during other weeks that students are not in attendance.
ARTICLE 2
NEGOTIATION PROCEDURE

A. Negotiations shall commence in accordance with the timetable established by PERC.

B. Any Agreement so negotiated shall be reduced to writing. Ratification of said Agreement shall be subject to the approval of the appropriate constituent body of each party.

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

ARTICLE 3
ASSOCIATION RIGHTS AND PRIVILEGES

A. The Association and its representatives shall have the right to use a school building at all reasonable hours for meetings. The Administration shall be notified in advance, in writing, of the time and requested place of all such meetings and the Administration's approval must be obtained in advance of such meeting(s).

B. Association officers, committees, representatives, and members will not conduct Association business during work hours, without specific authorization from the Superintendent. County or Regional, State, and National Association representative(s) shall secure the permission of the Superintendent before visiting a work location or meeting with an employee or group of employees during work hours.

C. Announcements and Bulletin Boards
      1. Posters and announcements pertaining to the Association affairs will not be posted on bulletin boards in any area normally accessible to the public or the pupils unless such have first been approved by the Superintendent.
      2. The Association shall have in each school building, the exclusive use of a bulletin board normally placed in the teachers' workroom. Copies of materials to be posted on such bulletin boards shall be given to the Principal, but no approval shall be required for posting.

D. The Association shall have the privilege, with the approval of the Administration, to use school facilities and equipment, including typewriters, computers, copy machines, and other duplicating/communication equipment and all types of audio-visual equipment at reasonable times, when such equipment is not otherwise in use. The Association agrees to reimburse the school district for the actual cost of supplies used, and for any repairs to equipment necessitated as a result of such use.
E. The Association shall have the right to reasonable use of the inter-school mail facilities and school mail boxes as it deems necessary, and without approval of the administration. Copies of material for general distribution shall be given to the Superintendent. The Association will indemnify and hold the Board harmless against liabilities arising out of the Association use of inter-school mail.

ARTICLE4
BOARD RIGHTS

The Board reserves to itself sole jurisdiction and authority over matters of policy and retains the right, subject only to the limitations imposed by the language of this Agreement, in accordance with applicable laws and regulations
    1. to direct employees of the school district,
    2. to hire, promote, transfer, assign, and retain employees in positions in the school district; to suspend, demote, discharge, or take other disciplinary action against employees,
    3. to relieve employees from duty because of lack of work or for other legitimate reasons,
    4. to maintain the efficiency of the school district operations entrusted to them,
    5. to determine the methods, means and personnel by which such operations are to be conducted and
    6. to take whatever actions may be necessary to carry out the mission of the school district in situations of emergency.
ARTICLE 5
EMPLOYEE RIGHT, PRIVILEGES, AND RESPONSIBILITIES

A. An employee shall have the right, upon written request to the Superintendent, submitted at least five (5) days in advance, to review the contents of his/her personnel file and to receive copies of a reasonable number of documents contained therein, with the exception of pre-employment letters, recommendations, and related material. The employee shall be entitled to be accompanied by an Association representative during such review.

B. No material derogatory to an employee's conduct, service, character or personality shall be placed in his/her personnel file unless the employee has had the opportunity to review the material. The employee shall acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written response or commentary on such material, which shall, after review by the Board or its representative, be attached to the material in the employee's personnel file.

C. Although the Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents, it shall not establish any separate personnel file, which is not available for the employee's inspection.

D. An employee who plans to terminate employment with the school district shall notify the Superintendent, in writing, at least thirty (30) days prior to the effective date of termination. Such former employee shall be afforded an opportunity to attach a response to any derogatory material, which is placed in his/her personnel file after employment terminates. A copy of such material shall be sent to the former employee at his/her last known address prior to placement in the personnel file.

E. Employees who may be required to use their own automobiles in the performance of their duties, and employees who are assigned to more than one (1) school per day, shall be reimbursed for all such approved travel upon submission of mileage verification to the Superintendent. The rate of reimbursement shall be established on July 1 of each year by the Board and shall reflect the rate established by the State of New Jersey.


ARTICLE 6
TEMPORARY LEAVES OF ABSENCE

A. Bereavement Leave
      A maximum of five (5) consecutive paid days at the time of death for each occurrence of death of a spouse, child, mother, father. If burial is delayed because of a weekend, a paid day may be extended to include the day of burial.

      A maximum of three (3) days at the time of death for each occurrence of death of a mother-in-law, father-in-law, brother, sister of the employee, or someone who lives in the same household unit, grandparent, grandchild, grandparent-in-law, brother-in-law, or sister-in-law.

      A maximum of two (2) paid days may be granted upon, request and approval of the Superintendent, for the purpose of travel if the home or place of burial of the deceased is more than 300 miles away.

      A maximum of three (3) additional unpaid days may be granted upon request and approval of the Superintendent.
B. Personal Leave
      1. Each employee who works twenty (20) or more hours per week shall be entitled to be absent with pay for up to three (3) work days each year to attend to personal, family, business, or legal matters which cannot be completed other than during working hours. For employees hired after the ratification date of the 2002-2005 Agreement the threshold amount of hours worked per week shall be 25.
          Each part time employee who works less than (20) hours per week shall be entitled to be absent for up three(3) days each year to attend to personal, family, business or legal matters which cannot be completed other than during working hours. One (1) of these days shall constitute paid leave. The other two (2) shall constitute unpaid leave. Such personal leave shall not be cumulative.
      2. An employee needing to use such personal day(s) must request same, in writing, from the Superintendent at least two (2) days in advance. The requirement for prior written request may be waived by the Superintendent in an emergency situation.
      3. Personal days for professional staff will not be granted on days scheduled for Parent-Teacher Conferences. In an emergency, the Superintendent may waive this restriction and authorize an emergency personal day if satisfied that this restriction imposes an undue hardship.

      4. Personal leave shall not be granted on an in-service day, or the work day immediately before and immediately after a holiday or a recess period, except in the case of an emergency. “Emergency” is defined as a specific reason that creates significant difficulty for the employee to work on one of these days. The employee must provide the Superintendent with the specific reason in writing. “Holiday” is defined as single or multiple days set as non-work days by State statute. “Recess period” is defined as days in the school year calendar which are not “holidays” but are not scheduled as work days. For example, if the weekdays between Christmas and the weekday after New Year’s Day are not scheduled as work days, those weekdays constitute a “recess period”.

      5. At the end of the contract year, up to three (3) unused personal days shall be converted to sick days.


C. The Superintendent may grant emergency leave for other reasons after careful review of the situation, such leaves must be approved by the Board President.

D. The Board will grant temporary leaves without pay at its discretion.


ARTICLE 7
HEALTH BENEFITS PLAN

A. Health Plan
      1. The carrier is the School Employees Health Benefits Program or in a benefits plan the Board deems to be nearly comparable. In order to be eligible for Board-paid coverage, the employee must work 25 hours per week according to SEHBP rules. In addition, each employee who enrolls in the health benefits plan may also enroll his/her eligible dependents, if any. The Board will pay the full premium costs for the enrollment of each employee and his/her eligible dependents, less the cost of any State-mandated employee premium share.

      2. Effective July 1, 2003, the Board shall pay 100% of the single coverage premium. The Board will pay 100% of dependent coverage premium at the AETNA-US Healthcare HMO premium rate. Employees enrolling in a dependent level plan which costs more than the relevant Aetna-US Healthcare HMO premium shall pay the difference via equal payroll deductions.

      3. If the Board has not adopted a voluntary waiver plan, an employee who waives insurance shall receive the Prudential disability plan at no cost to himself/herself.

      4. In order to be eligible for such coverage, an employee hired on or after July 1, 2014, must work 30 or more hours per week.

B. Prescription Plan
      The Board shall offer the prescription plan under the School Employees Health Benefits Program to each employee and his or her dependents, for employees scheduled to work twenty (20) hours or more per week. For employees hired after the ratification date of the 2002-2005 Agreement the threshold amount of hours worked per week shall be 25. The Board will pay 100% of the employee premium for the term of the contract. For the enrollment of an employee’s eligible dependents, if any, the Board will pay a maximum of $95.00 per month for dependent coverage effective July 1, 2004.

      In order to be eligible for such coverage, an employee hired on or after July 1, 2014, must work 30 or more hours per week.
C. Dental Plan
      For employees scheduled to work twenty (20) or more hours per week the Board will continue the present dental coverage for the term of the contract and pay the full premium as follows annually: Not to exceed $701.64 per employee and dependents. For employees hired after the ratification date of the 2002-2005 Agreement the threshold amount of hours worked per week shall be 25.

      In order to be eligible for such coverage, an employee hired on or after July 1, 2014, must work 30 or more hours per week.

D. If an employee participating in the FSA plan separates from employment prior to making sufficient contributions to cover his/her paid claims in a year, the District may recover such overpaid claims by reducing his/her final pay(s). The FSA application form shall indicate this repayment requirement.

ARTICLE 8
GRIEVANCE PROCEDURE

A. Definitions
      1. A "grievance" is a claim by an employee or the Association that there has been to the grievant a loss or injury resulting from the misinterpretation, misapplication, or violation of this negotiated agreement, Board policy affecting the employee's terms and conditions of employment, and/or administrative decision affecting the employee's terms and conditions of employment.
      2. A "grievant" is the individual making the claim.
      3. A "party in interest" is the grievant, the Association, and any person who might be required to take action or against whom action might be taken in an attempt to resolve the claim.
      4. The term "grievance" shall not apply to:
          (a) Any matter for which a specific method of review is prescribed and expressly set forth by law or any rule or regulation of the State Board or State Commissioner of Education; or

          (b) Any matter which according to law is either beyond the scope of Board authority or limited to unilateral action by the Board alone; or
          (c) A complaint of a non-tenured employee which arises by reason of his not being re-employed.
B. Procedure
      1. The number of days indicated at each level shall be calendar days and should be considered as a maximum. The time limits specified may, however, be extended by mutual written agreement.
      2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year; and, if left unresolved until the beginning of the following school year, could result in irreparable harm to the grievant, the time limits set forth herein may, by mutual agreement, be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.
      3. A grievance to be considered under this procedure must be initiated at Level One within twenty-one (21) calendar days of the time of the alleged occurrence, otherwise, it shall be considered waived.

      4. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant 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 limits shall mean that the grievance has been dropped.
      5. LEVEL ONE
          A grievant shall first discuss his grievance with his/her designated supervisor in an attempt to resolve the matter informally.
      6. LEVEL TWO
          (a) If as a result of the informal discussion at Level One the matter is not resolved to the satisfaction of the grievant, he/she shall within five (5) days set forth his/her grievance in writing to the Superintendent, specifying:
              (1) The specific provision(s) of this agreement, Board policy(ies) or administrative decision(s) which gave rise to the loss or injury
              (2) The nature and extent of the injury or loss
              (3) The results of previous discussion
              (4) Dissatisfaction with decisions previously rendered
              (5) The relief or remedy sought.
          (b) The Superintendent shall render his/her decisions in writing to the grievant within five (5) days from the date of receipt of the written grievance.
      7. LEVEL THREE
          If the grievant is not satisfied with the response of the Superintendent to the written grievance, the grievant may within ten (10) days of receipt of the Superintendent's decision appeal that decision to the Board of Education. Within twenty-five (25) days of receipt of such appeal the Board, or a committee of the Board, will hold a hearing if the grievant requests such hearing. Within ten (10) days from the close of the hearing, the Board will notify the grievant of its decision in writing.
      8. LEVEL FOUR
          (a) If the grievant is not satisfied with response of the Board, and if the Association agrees, a Demand for Arbitration may be filed with American Arbitration Association within ten (10) days. Upon filing of such demand, the parties agree to be bound by the Voluntary Labor Arbitration Rules of the American Arbitration Association.
          (b) On grievances over the interpretation, application or violation of the Agreement, the decision of the arbitrator shall be binding on the parties. On Grievances over any other matters, the recommendations of the arbitrator shall be advisory. The arbitrator shall not have the power to add to, to modify, or subtract anything from the terms or conditions of this Agreement.
          (c) Any aggrieved person may be represented at all stages of the grievance procedure by himself/herself; or, at the employee's option, by a representative selected or approved by the Association.

          (d) Miscellaneous
              (1) It is understood that the grievant shall, during and not with-standing 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 duly determined.
              (2) All meetings and hearings under this procedure shall not be conducted in public.
              (3) Decisions rendered at Level Two and Three of this procedure shall be in writing and shall be transmitted promptly to all parties in interest.
ARTICLE 9
DEDUCTION FROM SALARIES AND DIRECT DEPOSIT

A. Dues Deductions
      1. The Board agrees to deduct from employees' salaries, upon receipt of signed and dated authorizations from the employees, dues of the Association and its county, state and national affiliates. The Board will also deduct from the salaries of unit members, the representation fee which is an amount equal to 85% of the dues certified by the Association. Such deductions shall be made in compliance with Chapter 233 P.L. 1969 (N.J.S. 52:14-15.9e) and under applicable rules established by the State Department of Education. Dues so deducted shall be transmitted to the Association. The Association shall notify the Business Administrator in writing by October 15th each year of the proper fee amounts to be deducted.
      2. The Association shall certify to the Board, in writing, the current rate of its unified dues, and shall notify the Board, in writing, of any change in dues at least 45 days prior to the effective date of such change.

      3. The Association shall indemnify and hold the Board 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 by the employer in conformance of this provision.
B. The Board shall continue to make available to employees a tax deferred annuity program.

C. Direct Deposit

      1. On the 15th of the month which is at least 30 days after ratification of the 2002-2005 agreement, a direct deposit plan will be instituted.
      2. The Board is not responsible for the participation or non-participation of an employee’s bank. The banks to which checks may be deposited directly by the current District’s bank are part of a national system, of which many, but not all banks are a member.
      3. There is an understanding between the parties that the direct deposit system may require an earlier “turn-around” time with respect to District business office completion of information in order to get records to the District’s bank in time for direct deposit to the employee’s bank. Therefore, some payments to an employee may be delayed beyond the current parameters.
      4. In addition to these agreements between the Board and the Association, the parties are bound by bank rules with respect to direct deposit. If the District’s bank changes, the parties are bound by the new bank’s rules.
      5. The Board will follow its normal procedures for the posting of the payroll. Delays resulting from an employee’s bank schedule, or its policy on direct deposit, including when funds are posted and available, are not the responsibility of the Board. The District is not responsible for charges assessed to an employee resulting from errors in bank transmission, for the employee’s premature withdrawals of funds, or for any charges that an employee’s bank may apply to such direct deposit services.

      6. The employee will be permitted one bank change during the July 1 through June 30 period in any year.
ARTICLE 10
MISCELLANEOUS PROVISIONS

A. 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 the 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.

B. If any provision of this Agreement or any application of this Agreement to any employee or group of employees 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.

C. The Association and the Board shall each pay 50% of the cost for preparation, including materials, for the contract by a mutually agreeable party. The Agreement shall be presented to all employees employed during the term of the contract.

D. 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; the Association shall contact the Superintendent; the Board shall contact the Association President.

E. Nothing in this Agreement which changes pre-existing Board Policy, rules, or regulations shall operate retroactively unless expressly so stated.

F. Except as this agreement shall otherwise provide, all terms and conditions of employment applicable on the signing date of this Agreement to employees covered by this Agreement as established by the rules, regulations and/or policies of the Board in force on said date, shall continue to be so applicable during the term of this Agreement. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce nor otherwise detract from any term or condition of employment of any employee existing prior to its effective date.


SECTION TWO – TEACHERS

ARTICLE 11
TEACHER EMPLOYMENT

A. Initial Salary Guide Placement
      Each teacher shall be placed on the salary guide as follows:
          1. Full teaching experience credit on the salary guide shall be given year for year for not less than five (5) years of previous certificated school teaching experience. A year of previous teaching experience shall mean ten months of service.
          2. In addition, credit may be granted for years of prior school certificated experience beyond five (5) at the discretion of the Board.

          3. In addition, credit may be granted for up to three (3) years of prior experience not covered by a. or b. above determined by the Board to have relevance to the position the teacher is being appointed to. Such determination will be at the discretion of the Board.
          4. In addition to credit for previous experience, additional credit not to exceed four (4) years for military experience shall be given upon initial employment.
B. In order to be eligible for an increment, a teacher must have been in a pay status at least 90 days during the prior year. “In a pay status” is defined as being at work or on a paid leave of absence.

C. Teachers shall be notified of their contract and salary status for the ensuing year no later than May 15.

D. Any teacher who is reemployed following termination as a result of a reduction-in-force, or who retired due to a disability shall have previously accumulated and unused sick leave earned in the East Greenwich School District restored upon reemployment within three (3) years. Credit for accumulated and unused sick leave for other reemployed teachers shall be negotiated by the teacher and the Board upon such reemployment.

E. The hourly rate for music before and after school shall be $44.57 for each year of the contract.

F. Teachers shall be compensated at the hourly rate of $35.00 for any after school activity, including professional work performed in the summer, except work covered under G. below, faculty meetings, evening parent-teacher conferences, Back-to-School Night, and work performed under the stipended positions set forth in Schedule A-4.

      G. When the following titles perform services within their certificates in the period after the last teacher work day in the year through June 30, he/she shall be paid at his/her per diem rate for that year. When the following titles perform services within their certificates in the period between July 1 and the first teacher work day in that year, he/she shall be paid at his/her per diem rate in effect in the previous year. The titles covered by this clause are: school psychologist, LDTC, social worker, speech therapist, OT, PT, and behaviorist.

      H. Procedures for setting club stipends are set forth in Schedule A-4.

      I. Homebound instruction shall be paid at the hourly rate set forth in F. above.

      J. Teachers who turn-key a workshop shall receive two (2) hours pay using the hourly rate set forth in F. above to prepare for the presentation.

      K. Grade Level and Related Arts Team Leaders shall be paid at the rate set in Schedule A-4. At the conclusion of the 2014-2015 year, the administration shall consult with the Association on the contents of the position description.

      L. A Teacher on Assignment/Instructional Coach shall be paid at his/her per diem contractual salary when performing these duties.

ARTICLE 12
SALARIES

A. The salary schedule effective in the district for all teachers covered by this Agreement shall be as set forth in Schedules A-1, A-2 and A-3 attached hereto and made a part hereof.

B. Pay Periods

      1. Each teacher employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments.

      2. When a payday falls on or during a school holiday, vacation or weekend, teachers shall receive their paychecks on the last previous workday.

      3. The last pay date of the year shall be June 30.
ARTICLE 13
TEACHING HOURS, LOAD AND TEACHER WORK YEAR

A. The workday shall not exceed seven (7) hours and ten (10) minutes with a 30 minute duty-free lunch period.
      Weekly time breakdown as follows:
      200 minutes minimum prep time
          150 minutes lunch
          150 minutes a.m. and p.m. before and after school, during which teachers may be assigned to student supervision
          The balance of the weekly time to be instructional time, homeroom time, or student supervision
      The teacher's day shall end ten (10) minutes after the close of the pupil's day early closing days due to weather or other emergency. Professional development days shall be full work days for teachers.

      Procedures presently in effect during early dismissal of students and teachers shall continue to be maintained to insure adequate student supervision.

B. All teachers shall have a minimum of one-half (1/2) hour duty-free lunch period each day. Under normal conditions, teachers may leave the building during their duty-free lunch periods, provided the school office has been notified in advance, and no emergency condition exists which would require teachers' presence in the building during the lunch period.

C. Faculty Meetings
      1. There shall be a maximum of 16 faculty meetings per year, with no more than two (2) in any one month.

      2. Faculty meetings shall begin 10 minutes after student dismissal and shall extend no more than 45 minutes, except in the case of an emergency.

      3. A schedule of one (1) faculty meeting per month shall be given to the teaching staff in August each year.

      4. In addition, teachers shall receive at least two weeks’ notice of meetings beyond those in 1. above. Such notice may be suspended in the case of an emergency, as decided by the Superintendent.

      5. The agenda for any faculty meeting shall be given to the teachers involved at least two (2) days prior to the meeting, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.

D. When meetings are called for all faculty, an Association representative may speak to the teachers during such meeting for up to ten (10) minutes if a request is made in advance in writing and approved by the Administrator.

E. The practice of using regular teachers to cover classes of other teachers will be discouraged, and whenever possible, substitutes will be obtained when it is necessary for teachers to be away from their classes.

F. All teachers shall receive a minimum of 200 minutes of prep time in a typical workweek.

G. Effective with the ratification of the 2002-2005 Agreement, transform three (3) early release days which are used for in-service to full instruction days and add one (1) full instruction day.

H. Effective with the 2014-2015 year, the teacher work year shall be 184 days, of which 180 days shall be for student instruction. Effective with the 2015-2016 year, the teacher work year shall be 185 days, of which 180 days shall be for student instruction.

      In addition, teachers new to the District are required to work two (2) additional days in the year they commence employment for the purposes of orientation and in-service.
I. One (1) release day per year shall be provided to each teacher who is responsible for writing IEP’s. Said release time work shall occur in the District.

ARTICLE 14
ASSIGNMENT AND TRANSFER

A. A teacher who does not expect to return to the school district for the ensuing school year shall notify the Board of his intention by March 1.

B. The Superintendent shall notify all teachers and the Association of all known vacancies for the next year by May 1. Teachers will be given notice of job openings five (5) days prior to such openings being advertised to the public.

C. Teachers who desire a change in grade and/or subject assignment for the next school year, shall inform the Superintendent of such request before May 15.

D. Teachers shall be given written notice of their class, building and room assignments for the next school year not later than June 1. In the event that changes in such assignments are made necessary after June 1, the teacher shall be notified promptly of the change and the reason therefore. Upon request of the teacher the proposed change shall be reviewed with the Superintendent.


ARTICLE 15
PROFESSIONAL DEVELOPMENT AND EVALUATION

A. Graduate Course Work
      1. To encourage professional growth, a teacher shall be reimbursed an amount up to the cost of three credit graduate course at the Rowan University tuition rate per year for graduate courses that are directly related to the teacher's assignment for the term of this contract.

      2. Effective July 1, 2008, under A., tuition reimbursement shall be available to full-time teachers for college-sponsored graduate-level non-classroom courses such as video courses, Internet courses and other non­traditional courses. Such a course may be approved by the Superintendent when he/she determines that the course will be of value to the District.

      3. The maximum annual Board obligation under A. shall be $18,000. If courses meet the terms of A. 1. and A. 2. above and, if the terms of A. 4. and A. 5. below are met, the Board shall make tuition payments before the end of the July following when the course was successfully completed. If all tuition reimbursement claims under this provision exceed the maximum cap set forth above, all claims shall be prorated. For example, if the cap set forth in the first sentence of this paragraph can cover 95% of all eligible claims, all individual claims will be reimbursed at 95% of the claimed amount, up to the maximum set forth in A. 1. above.

      4. All coursework must be approved by the Superintendent prior to enrollment. The teacher will be authorized to substitute an equivalent course for an approved course subject to the Superintendent's approval.

      5. Reimbursement will be authorized when proof of a passing grade of "B" is submitted to the Superintendent.

      6. A teacher who receives reimbursement under A. and who then leaves the District’s employment within two (2) years of receipt of those monies, shall reimburse the District 100% of that reimbursed amount. The application form for reimbursement shall contain an acknowledgement by the applying teacher that the provisions of the prior paragraph is in effect and that the teacher shall reimburse the District pursuant to them and that the above monies may be withheld from the last paycheck of the departing teacher. All returned monies shall be placed back in the tuition reimbursement pool in the year that they are recovered.

          The exceptions to this reimbursement requirement shall be

          a. a retirement situation;

          b. a separation due to disability;

          c. a reduction-in-force;

          d. a non-renewal;

          e. a situation where a teacher has applied for and not been appointed to a supervisory position in the District and then is appointed to another district’s supervisory position within two years of receiving the reimbursement.

B. Workshops and In-service Programs
      Registration fees for workshops and in-service programs that are directly related to the teacher's assignment and deemed by the Superintendent to be beneficial to the District will be paid by the Board upon approval of the Superintendent .
C. Benefits will not be cumulative from year to year. Benefits not exhausted in a contract year will be forfeited.

D. Evaluation

      1. A teacher shall receive a written evaluation within seven (7) days of the observation.

      2. A post-observation conference shall be held within ten (10) days.

      3. The employee shall have ten (10) days to provide a response/rebuttal to the evaluation, if he/she so desires to do so.

      4. All evaluations shall be completed by May 15.

      5. For beginning/developing rated teachers, said teacher shall not be observed again until the post-observation conference has occurred.

ARTICLE 16
SICK LEAVE AND FAMILY ILLNESS LEAVE

Sick leave is defined as absence from duty because of personal illness or injury, or exclusion because of contagious disease or quarantine. Doctor appointments for routine medical or dental examinations shall not be considered a personal illness.

A. The regular yearly allowance for illness without loss of pay shall be ten (10) days. Sick leave is accumulative and records of absence shall be filed with the Business Administrator/Board Secretary.

B. Teachers who work a full school year are guaranteed ten (10) days paid sick leave. Those who are employed less than a full school year are guaranteed a proportionate amount of sick leave.
    C. After all accumulated sick leave is exhausted, a teacher who has achieved tenure may be allowed an additional ten (10) days. During this time, the teacher will be subject to the deduction of the substitute's salary.

    D. The administrator has the right to require a doctor's certificate for any teacher who is absent due to personal illness or injury.

    E. One-twentieth of the monthly salary shall be deducted from any staff member when an absence is unexcused. Such deduction shall not preclude other disciplinary action.

    F. No deduction of the accumulated leave shall be levied against any teacher in the instances where deduction is made in his/her salary.

    G. Employees shall be allowed one (1) family illness day per year. If not used, said day shall be accumulative as sick leave.

    H. Upon retirement, after twenty (20) or more years of service with the district, a teacher shall be eligible to receive $30 for each accumulated and unused sick leave day, up to a maximum of $6,600, provided that:

        1. The effective date of retirement is during the summer school recess period, and

        2. Teacher submits written notice of retirement to the Business Administrator/Board Secretary by the January 30th preceding the effective date of retirement.

    To be eligible a teacher must apply for and be notified of eligibility to begin receiving pension payments from the teachers' pension system. Vested and other forms of delayed retirement shall not qualify.

    ARTICLE 17
    EXTENDED LEAVES OF ABSENCE

    A. Due to a medical disability which is substantiated by a certificate from a medical doctor, a teacher may be granted an extended leave of absence without pay, not to exceed two years. During the period of the teacher's personal medical disability, accumulated sick leave benefits shall be paid until such benefits are exhausted or the personal medical disability has terminated. During such time of medical disability leave, said teacher shall be covered by existing health insurance and benefits.
        1. The Board retains the right to place a teacher on medical leave for any one of the following reasons:
            (a) Whenever the teacher's physical condition adversely affects ability to continue to provide effective classroom instruction.
            (b) The physical condition or capacity is such that the teacher's health would be impaired if permitted to continue teaching, and if:
                (d) the teacher fails to produce a certificate from a medical doctor stating that said teacher is medically able to continue teaching, or
                (e) the Board of Education's physician and the teacher's physician agree that said teacher cannot continue teaching, or
                (f) following any difference of medical opinion between the Board's physician and the teacher’s physician the Board requests expert consultation in which case (a medical society) shall appoint an impartial third physician who shall be conclusive and binding on the issue of medical capacity to continue teaching. The expense of any examination by an impartial third physician under this paragraph shall be shared equally by the teacher and the Board.
        2. When the seeking of an extended leave of absence for medical disability can be anticipated, a teacher shall file a written request for such leave with the Superintendent within seven (7) calendar days from the time the teacher knew of the necessity of taking the medical disability leave. Said request shall indicate the anticipated date on which the said leave is to terminate (if able to ascertain within reason). Written request shall indicate the anticipated plans of the teacher upon termination of the medical disability leave as to him/her returning to work, resigning, retiring, or applying for another type of leave.
        3. The Board need not grant or extend the leave of absence of any non-tenured teacher beyond the end of the contract school year in which the leave is obtained. A teacher returning from a medical disability leave shall be entitled to all benefits to which said teacher was entitled at the time leave commenced.

        4. No teacher shall be barred from returning to work after a medical disability leave on the grounds that not enough time has elapsed during the recovery time. Nothing contained in this paragraph shall be construed to preclude the Board from requiring any teacher to produce a certificate from a physician showing that said teacher is capable of teaching, provided that if the Board's physician is in disagreement, that conflict of medical opinion shall be resolved in the same manner as is set out in paragraph A-1-b-(3), of this Article.
        5. Nothing herein contained shall be construed to require the Board to grant tenure to any non-tenured teacher who would not have been granted tenure in the absence of this provision or to offer a new contract for a new school year to any non-tenured teacher who would not have been offered such a contract in the absence of this provision.

        6. Those employees meeting the eligibility requirements of leaves covered under the Federal Medical leave Act (FMLA) and the New Jersey Family Leave Act (NJFLA) shall receive those benefits in accordance with the above-mentioned laws.

        7. With respect to disability leaves due to childbirth, leave shall begin as recommended by the employee’s personal physician. An employee may return to work after the birth of a child upon presentation of a medical certificate that she is capable of performing her duties.

    B. CHILD REARING LEAVES OF ABSENCE
        1. A tenured teacher may make application to the Board for a child rearing leave of absence without pay for a period of up to one (1) year. Said application shall be made to the Superintendent at least ninety (90) calendar days prior to the commencement of the child rearing leave. If a tenured teacher has been on childcare leave for less than one year, a one-year extension will be granted upon request, and he/she must then return on the second September following commencement of the leave. If an employee decides not to return, she shall notify the Superintendent by giving notice of resignation at least 90 days before the leave expires.

        2. The use of accumulated sick leave days beyond those used during the normal presumption of disability surrounding childbirth will be allowed in accordance with state statute (N.J.S.A. 18A:30-1 et seq.).

        3. In the case of an employee adopting a child, child rearing leave shall commence upon receiving de facto custody of said child, or earlier if necessary to fulfill the requirements for the adoption.

    C. The exact dates of medical disability and/or child rearing leaves will be arranged in consideration of both need and administrative feasibility. The Board reserves the right to regulate the commencement and termination dates of such leaves in order to preserve educational continuity.

    D. A leave of absence without pay of up to one (1) year may be granted for the purpose of caring for a sick member of a tenured teacher's immediate family. Additional leave may be granted at the discretion of the Board.

    E. Upon return from extended leave granted pursuant to Sections, A, B, or D of this Article, a teacher whose unpaid leave began after teaching two complete marking periods (or 92 days) shall be placed on the salary schedule at the next higher level than that at which he/she was when he began the leave.

    F. All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, shall be restored to him upon his return.

    G. All extensions or renewals of leaves may be applied for and granted in writing. Requests for extensions are to be made to the Superintendent at least sixty (60) days prior to the beginning of the extension. Extensions and renewals may be granted at the discretion of the Board.

    H. When an employee has been granted an extended leave of absence that extends through June 30 or August 31, as relevant, he/she shall inform the District in writing by April 1 of his/her intention to return to work in July or September, as relevant.


    ARTICLE 18
    TEACHER FACILITIES

    A. The Board shall make every effort to provide each teacher with suitable lounge and work-study areas as well as teacher dining facilities.

    B. The Administration will meet with representatives of the Association at a mutually convenient time to consider and discuss improvements in teaching and teacher facilities which affect employment.

    ARTICLE 19
    MISCELLANEOUS

    A. The Association represented by its president, two (2) teachers from Jeffrey Clark Building and two teachers from Samuel Mickle Building shall meet with the Superintendent and the Director of Curriculum, normally once a month during the school year, or more often if mutually agreed, to review and discuss current district-wide problems and practices. If an issue also involves the Supervisor of Special Education and/or building Principals, the Superintendent will schedule their attendance at such a meeting. Official minutes of each meeting shall be provided to the Board.

    B. Acceptance of an assignment requiring supervision of student teachers or other college students shall be on a voluntary basis only.

    C. Teachers shall not be required to collect money from students except for pictures and insurance.

    D. The Board will strive to minimize non-academic duties of teachers. The Association-Administration Liaison Committee shall consider and develop recommendations for Board action for reducing such non-academic duties.

    E. No teacher shall be disciplined or reprimanded without just cause.

    F. 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 increment pertaining thereto, then he shall be given prior written notice of the reasons for such meeting or interview, and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview.

    G. Teachers shall immediately report cases of assault suffered by them in connection with their employment to the Administrator.

    SECTION THREE – SUPPORT STAFF

    ARTICLE 20
    WORK YEAR AND WORKDAY

    A. Work Year
        1. Twelve month custodial employees: The work year shall include all weekdays excluding Saturdays and those holidays which have been officially designated by the Board.

        2. Ten Month employees: The work year for ten month employees shall include each student day and up to an additional twenty-five days when students are not in attendance.
            Each ten-month employee shall be informed about his/her work year for the ensuing school year prior to September and about any changes in his/her work year, other than those caused by changes in the student calendar, at least two weeks prior to the effective date of the change, if possible.
        3. Any employee, newly hired on or after July 1, 2008, may be assigned, on a temporary basis to a Sunday through Thursday work week. Said employee shall be given notice of such a schedule change at least two (2) weeks before it is to occur.
    B. Workday
        The workday for each employee shall not be for more than eight hours in duration exclusive of an unpaid meal period, if any.
        An employee shall be compensated for any overtime work in accordance with the requirements of the law.
    ARTICLE 21
    TEMPORARY PAID LEAVE

    A. Vacation
        Full-time twelve-month employees shall be credited with paid vacation leave days on the first day of the year (July 1) for use during that year. The number of days to be credited will be based on the length of each employee’s continuous service to the district as a full-time twelve month employee: Employees who have completed at least one (1) but less than six (6) years of service by July 1 shall be credited with ten (10) vacation days; employees who have completed six (6) or more years by July 1 shall be credited with fifteen (15) days; employees who have completed ten (10) or more years by July 1 shall be credited with twenty (20) days.
        Employees must submit written requests for the use of vacation days(s) to the Superintendent at least four weeks in advance and the Superintendent's approval must be granted before vacation day(s) may be used. However, special consideration may be given to late requests due to emergencies or other extenuating circumstances.
        Vacation days must be used in the fiscal year in which they are first credited to the employee, and vacation days will be granted only at time of year when their use will not interfere with normal duties and work. Payment in lieu of vacation use is prohibited.

    B. Holidays
      The Board shall designate at least 12 holidays for each fiscal year at least thirty (30) days prior to the start of the fiscal year and twelve (12) month employees shall not suffer a loss of pay for not working on such designated holidays.

    C. Sick Leave
        1. Each ten-month support staff employee shall be granted ten (10) sick leave days each year. Twelve-month support staff employees shall be granted twelve (12) sick leave days per year. The eleventh and twelfth day of sick leave shall be subject to the same use and accumulation provisions as the ten statutorily granted days. Support staff employees who do not work a full year shall receive a prorated sick leave grant for such partial year.

        2. Upon retirement, after 20 or more years of service with the district, a support staff employee shall be eligible to redeem accumulated unused sick time at a rate of $18.75 per day, up to a maximum of $3,750, provided that the employee submits written notice of retirement to the Business Administrator by the January 30th preceding the effective date of retirement.
            To be eligible an employee must apply for and be notified of eligibility to begin pension payments from the public retirement system. Vested and other forms of delayed retirement shall not qualify.
    ARTICLE 22
    EXTENDED LEAVE OF ABSENCE

    Extended leave of absence will be granted to support staff at the discretion of the Board based on individual requests.

    When an employee has been granted an extended leave of absence that extends through June 30 or August 31, as relevant, he/she shall inform the District in writing by April 1 of his/her intention to return to work in July or September, as relevant.


    ARTICLE 23
    BOILER TENDER

    Custodial/Maintenance employee’s hired prior to July 1, 1999, who are required to hold a Black Seal Boilers' License shall be compensated yearly by the addition of $550.00 to his or her base salary, after the yearly salary has been determined.

    ARTICLE 24
    MISCELLANEOUS

    In the event of a reduction in force, employees shall be retained according to district seniority within job categories, based on ability to perform job. Employees who lose jobs shall be offered reemployment if the position is reinstated within three (3) years. Employees shall retain accrued leave and salary guide status upon reemployment within three (3) years.
    SECTION FOUR – ALL EMPLOYEES
    ARTICLE 25
    DURATION OF AGREEMENT

    This Agreement shall be effective as of July 1, 2014, and shall continue in effect through June 30, 2017.

    In Witness Whereof, the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.


    EAST GREENWICH TOWNSHIP EAST GREENWICH EDUCATION
    BOARD OF EDUCATION ASSOCIATION, INC.


    ___________________________ _______________________________
    PRESIDENT PRESIDENT



    ATTEST: ATTEST:


    _________________________ _______________________________
    SECRETARY SECRETARY













    SCHEDULE A-1
    TEACHER SALARY SCALE
    2014-2015

    STEP
    STEP
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    13-14
    14-15
    800
    1600
    3200
    4000
    4800
    ***
    C
    53142
    53942
    54742
    56342
    57142
    57942
    C
    D
    53442
    54242
    55042
    56642
    57442
    58242
    D
    E
    53942
    54742
    55542
    57142
    57942
    58742
    E
    F
    54442
    55242
    56042
    57642
    58442
    59242
    F
    G
    55356
    56156
    56956
    58556
    59356
    60156
    G
    H
    56270
    57070
    57870
    59470
    60270
    61070
    H
    I
    56879
    57679
    58479
    60079
    60879
    61679
    I
    J
    57488
    58288
    59088
    60688
    61488
    62288
    J
    K
    58766
    59566
    60366
    61966
    62766
    63566
    K
    L
    60716
    61516
    62316
    63916
    64716
    65516
    L
    M
    62909
    63709
    64509
    66109
    66909
    67709
    M
    N
    65374
    66174
    66974
    68574
    69374
    70174
    N
    N1
    67955
    68755
    69555
    71155
    71955
    72755
    N1
    O
    70653
    71453
    72253
    73853
    74653
    75453
    O
    O1
    73690
    74490
    75290
    76890
    77690
    78490
    O1/P
    P
    76727
    77527
    78327
    79927
    80727
    81527

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.


    SCHEDULE A-2
    TEACHER SALARY SCALE
    2015-2016
    STEP
    STEP
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    14-15
    15-16
    800
    1600
    3200
    4000
    4800
    ***
    C
    53962
    54762
    55562
    57162
    57962
    58762
    C
    D
    54262
    55062
    55862
    57462
    58262
    59062
    D
    E
    54762
    55562
    56362
    57962
    58762
    59562
    E
    F
    55262
    56062
    56862
    58462
    59262
    60062
    F
    G
    56176
    56976
    57776
    59376
    60176
    60976
    G
    H
    57090
    57890
    58690
    60290
    61090
    61890
    H
    I
    57699
    58499
    59299
    60899
    61699
    62499
    I
    J
    58308
    59108
    59908
    61508
    62308
    63108
    J
    K
    59586
    60386
    61186
    62786
    63586
    64386
    K
    L
    61536
    62336
    63136
    64736
    65536
    66336
    L
    M
    63729
    64529
    65329
    66929
    67729
    68529
    M
    N
    66194
    66994
    67794
    69394
    70194
    70994
    N
    N1
    68775
    69575
    70375
    71975
    72775
    73575
    N1
    O
    71473
    72273
    73073
    74673
    75473
    76273
    O
    O1
    74510
    75310
    76110
    77710
    78510
    79310
    O1/P
    P
    77547
    78347
    79147
    80747
    81547
    82347

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.
    SCHEDULE A-3
    TEACHER SALARY SCALE
    2016-2017
    STEP
    STEP
    BA
    BA+15
    BA+30
    MA
    MA+15
    MA+30
    15-16
    16-17
    800
    1600
    3200
    4000
    4800
    ***
    C
    54801
    55601
    56401
    58001
    58801
    59601
    C
    D
    55101
    55901
    56701
    58301
    59101
    59901
    D
    E
    55601
    56401
    57201
    58801
    59601
    60401
    E
    F
    56101
    56901
    57701
    59301
    60101
    60901
    F
    G
    57015
    57815
    58615
    60215
    61015
    61815
    G
    H
    57929
    58729
    59529
    61129
    61929
    62729
    H
    I
    58538
    59338
    60138
    61738
    62538
    63338
    I
    J
    59147
    59947
    60747
    62347
    63147
    63947
    J
    K
    60425
    61225
    62025
    63625
    64425
    65225
    K
    L
    62375
    63175
    63975
    65575
    66375
    67175
    L
    M
    64568
    65368
    66168
    67768
    68568
    69368
    M
    N
    67033
    67833
    68633
    70233
    71033
    71833
    N
    N1
    69614
    70414
    71214
    72814
    73614
    74414
    N1
    O
    72312
    73112
    73912
    75512
    76312
    77112
    O
    O1
    75349
    76149
    76949
    78549
    79349
    80149
    O1/P
    P
    78386
    79186
    79986
    81586
    82386
    83186

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.

    SCHEDULE A-4
    TEACHER STIPENDS
    2014-2015, 2015-2016, and 2016-2017

    ACTIVITY
    HEAD TEACHER
    $1,000
    PLAY DIRECTOR
    $838
    BAND DIRECTOR
    $838
    GRADE LEVEL AND RELATED ARTS TEAM LEADERS
    $1,500
    CHAIR OF I&RS COMMITTEE
    $500
    MEMBER OF I&RS COMMITTEE
    $300
        Setting New Club Stipends
        Number of hours per month
        30
        20 to 29
        Fewer than 20
        Annual stipend
        $1,500
        $1,000
        $850

        1. Creation of clubs
            In each year, the Board shall review individual and Association requests for creation of clubs and appropriate hours/stipend placement on the above chart. The individual or the Association shall submit a plan for the club. The decision of the Board about the creation of the club and the hours placement is final.
        2. Changes in club hours/stipend amount placement
            Beginning with the 2015-2016 year, the Board shall review individual and Association requests for changes in the hours category of existing clubs. and appropriate hours/stipend placement on the above chart. The Board will review time logs, discuss the suggested change with the teacher and the Association, and shall decide whether a change is warranted. The decision of the Board is final.
        3. If a teacher is appointed to a club position, it is not expected that the teacher will work more or less hours than the category designates.
    SCHEDULE B-1
    SUPPORT STAFF
    2014-2015
    STEP
    COOK HOURLY RATE
    ASSISTANT COOK/BAKER
    ASSISTANT COOK HOURLY RATE
    DISHWASHER/ FOOD SERVICE HELPER HOURLY RATE *
    CASHIER/
    FOOD SERVER HOURLY RATE *
    SUPERVISORY AIDE
    HOURLY RATE *
    1
    14.41
    13.74
    11.75
    11.15
    11.41
    2
    15.06
    14.39
    12.00
    11.40
    11.66
    3
    15.71
    15.04
    12.25
    11.65
    12.10
    4
    16.36
    15.69
    12.55
    11.90
    12.57
    5
    17.01
    16.34
    12.85
    12.15
    13.05
    6
    17.66
    16.99
    13.20
    12.50
    13.55
    7
    18.31
    17.64
    13.60
    12.95
    14.10
    8
    18.96
    18.29
    14.10
    13.45
    14.70
    9
    19.61
    18.94
    14.70
    14.45
    15.50
    10
    20.26
    19.59
    15.70
    16.45
    16.50
    11
    20.91
    20.24
    17.70
    18.45
    18.70

    * NOTE: Dishwasher/Food Service Helpers, Cashier/Food Servers, and Supervisory Aides remain on the same step as they occupied in 2013-2014 until February 1, 2015, at which time they move to the next step.

    Longevity bonuses in addition to base salary are given as follows:

    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.


    SCHEDULE B-2
    SUPPORT STAFF
    2015-2016

    STEP
    COOK HOURLY RATE
    ASSISTANT COOK/BAKER
    ASSISTANT COOK HOURLY RATE
    DISHWASHER/ FOOD SERVICE HELPER HOURLY RATE *
    CASHIER/
    FOOD SERVER HOURLY RATE *
    SUPERVISORY AIDE
    HOURLY RATE *
    1
    15.48
    14.80
    11.75
    11.15
    11.41
    2
    16.08
    15.40
    12.00
    11.40
    11.66
    3
    16.68
    16.00
    12.25
    11.65
    12.10
    4
    17.28
    16.60
    12.55
    11.90
    12.57
    5
    17.88
    17.20
    12.85
    12.15
    13.05
    6
    18.48
    17.80
    13.20
    12.50
    13.55
    7
    19.08
    18.40
    13.60
    12.95
    14.10
    8
    19.68
    19.00
    14.10
    13.45
    14.70
    9
    20.28
    19.60
    14.70
    14.45
    15.50
    10
    20.88
    20.20
    15.70
    16.45
    16.50
    11
    21.48
    20.80
    17.70
    18.45
    18.70

    * NOTE: Dishwasher/Food Service Helpers, Cashier/Food Servers, and Supervisory Aides remain on the same step as they occupied as of February 1, 2015.

    Longevity bonuses in addition to base salary are given as follows:

    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.
    SCHEDULE B-3
    SUPPORT STAFF
    2016-2017

    STEP
    COOK HOURLY RATE
    ASSISTANT COOK/BAKER
    ASSISTANT COOK HOURLY RATE
    DISHWASHER/ FOOD SERVICE HELPER HOURLY RATE *
    CASHIER/
    FOOD SERVER HOURLY RATE *
    SUPERVISORY AIDE
    HOURLY RATE *
    1
    16.58
    15.87
    12.10
    11.55
    11.78
    2
    17.13
    16.42
    12.35
    11.80
    12.03
    3
    17.68
    16.97
    12.61
    12.05
    12.47
    4
    18.23
    17.52
    12.91
    12.30
    12.94
    5
    18.78
    18.07
    13.31
    12.55
    13.42
    6
    19.33
    18.62
    13.71
    12.79
    13.92
    7
    19.88
    19.17
    14.11
    13.25
    14.47
    8
    20.43
    19.72
    14.51
    13.95
    15.07
    9
    20.98
    20.27
    15.07
    15.05
    15.87
    10
    21.53
    20.82
    16.00
    16.75
    16.87
    11
    22.08
    21.37
    17.70
    18.45
    19.07
    * NOTE: Dishwasher/Food Service Helpers, Cashier/Food Servers, and Supervisory Aides remain on the same step as they occupied in 2015-2016.

    Longevity bonuses in addition to base salary are given as follows:

    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.


    SCHEDULE C-1
    HEAD CUSTODIAN SALARY GUIDES
    2014-2015, 2015-2016, and 2016-2017

    2014-2015
    2015-2016
    2016-2017
    STEP
    ANNUAL*
    STEPANNUAL*STEPANNUAL*
    1
    37395
    138423139480
    2
    38332
    239386240469
    3
    39342
    340424341536
    4
    40364
    441474442615
    5
    41509
    542650543823

    * Based on 2080 hours per year. If annual hours change, annual rate will change.

    A head custodian hired before June 30, 1999, who is required to hold a black Seal Boiler’s License shall be compensated yearly by the addition of $550 to his or her salary, after the yearly salary has been determined. This will not apply to future hires.

    The above rates include the $.47/hour head custodian stipend.
    Longevity bonuses in addition to base salary are given as follows:

    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.
    SCHEDULE C-2
    ASSISTANT HEAD CUSTODIAN SALARY GUIDES
    2014-2015, 2015-2016, and 2016-2017

    2014-2015
    2015-2016
    2016-2017
    STEP
    ANNUAL*
    STEPANNUAL*STEPANNUAL*
    1
    34890
    135849136835
    2
    35763
    236747237757
    3
    36687
    337696338732
    4
    37660
    438696439760
    5
    38717
    539782540876

    * Based on 2080 hours per year. If annual hours change, annual rate will change.

    An assistant head custodian hired before June 30, 1999 who is required to hold a Black Seal Boiler’s License shall be compensated yearly by the addition of $550 to his or her salary, after the yearly salary has been determined. This will not apply to future hires.

    The above rates include the $.24/hour assistant head custodian stipend.

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.

    SCHEDULE C-3
    CUSTODIAN/MAINTENANCE SALARY GUIDES
    2014-2015, 2015-2016, and 2016-2017

    2014-2015
    2015-2016
    2016-2017
    STEP
    ANNUAL*
    STEPANNUAL*STEPANNUAL*
    1
    30360
    130360131610
    2
    31090
    231090232340
    3
    31860
    331860333110
    4
    32672
    432672433922
    5
    33564
    533564534814
    6
    34525
    634525635775
    7
    35549
    735549736799
    8
    36047
    836047837297
    9
    36569
    936569937819
    10
    37093
    10370931038343

    * Based on 2080 hours per year. If annual hours change, annual rate will change.

    A custodian/maintenance employee hired before June 30, 1999 who is required to hold a Black Seal Boiler’s License shall be compensated yearly by the addition of $550 to his or her salary, after the yearly salary has been determined. This will not apply to future hires.

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.

    SCHEDULE C-4
    CUSTODIAN II SALARY GUIDES
    2014-2015, 2015-2016, and 2016-2017

    2014-2015
    2015-2016
    2016-2017
    STEP
    ANNUAL*
    STEPANNUAL*STEPANNUAL*
    1
    25848
    126721127971
    2
    26487
    227360228610
    3
    27160
    328033329283
    4
    27871
    428744429994
    5
    28650
    529523530773
    6
    29492
    630365631615
    7
    29931
    730804732054
    8
    30890
    831763833013
    9
    31849
    932722933972
    10
    34614
    10354871036737

    * Based on 2080 hours per year. If annual hours change, annual rate will change.

    Custodian II employees who were off-guide in 2013-2014 remain off-guide for each year of the 2014-2017 Agreement. The parties have agreed upon salaries for these employees and they are contained in the records agreed to by the parties.

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.








    SCHEDULE D
    SPECIAL EDUCATION AIDES SALARY GUIDES
    2014-2015, 2015-2016, and 2016-2017

    13-14
    STEP
    14-15
    STEP
    2014-2015
    DAILY RATE
    14-15
    STEP
    15-16
    STEP
    2015-2016
    DAILY RATE
    15-16
    STEP
    16-17
    STEP
    2016-2017
    DAILY RATE
    ***
    1
    114.66
    ***
    1
    115.17
    ***
    1
    116.22
    1
    2
    116.66
    1
    2
    117.17
    1
    2
    118.22
    2
    3
    118.77
    2
    3
    119.28
    2
    3
    120.33
    3
    4
    120.97
    3
    4
    121.48
    3
    4
    122.53
    4
    5
    123.25
    4
    5
    123.76
    4
    5
    124.81
    5
    6
    125.66
    5
    6
    126.17
    5
    6
    127.22
    6
    7
    129.4
    6
    7
    129.91
    6
    7
    130.96
    7
    8
    133.25
    7
    8
    133.76
    7
    8
    134.81
    8
    9
    137.23
    8
    9
    137.74
    8
    9
    138.79
    9
    10
    141.33
    9
    10
    141.84
    9
    10
    142.89
    10
    10A
    154.04
    10
    10A
    154.55
    10
    10A
    149.24
    11
    11
    166.74
    10A/11
    11
    167.25
    10B
    155.60
    10A/11
    11
    168.30

    Longevity bonuses in addition to base salary are given as follows:
    $275 at the beginning of the tenth contract year.
    An additional $275 beginning with the fifteenth contract.
    An additional $550 beginning with the twentieth contract.
    An additional $875 beginning with the twenty-fifth contract.
    An additional $275 beginning with the thirtieth contract.


    E Greenwich BE and E Greenwich EA Summary 2014.pdf
    E Greenwich Tp BE and E Greenwich Tp EA 2014.doc