Contract Between
Harding Tp B/E-Morris
- and -
Harding Tp EA
* * *
07/01/2002 thru 06/30/2005


CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below
CONTRACT AGREEMENT

2002 - 2005




between




THE HARDING TOWNSHIP BOARD OF EDUCATION




and




THE HARDING TOWNSHIP EDUCATION ASSOCIATION

New Vernon, New Jersey








June 20, 2002









Contract Agreement 2002-2005 44


TABLE OF CONTENTS


Article I Recognition, Definitions and Textual Construction

Article II Salaries, Benefits, and Related Matters    
A. Salaries
B. Definition of Guide
C. Change in Step
D. Change in Level
E. Longevity
F. Teacher Salary Guide
G. Voluntary Employee Payroll Deductions
H. Extra Curricular Activities
I. Extra Co-Curricular Salary Guides
J. Health Care Benefits
K. Miscellaneous Health Benefits
L. Accumulated Sick Pay Benefits
M. Adjustment to Daily Schedule
N. Teacher's Workday
O. In-Service Schedule
P. Part-Time Teachers
Q. Non-Resident Teacher Tuition

Article III Employee Evaluation and Personnel File

Article IV Personal Leave

Article V Professional Growth and Development

Article VI Support Staff - Secretaries and Secretary/Clerks

Article VII Sabbatical Leave

Article VIII Policy Manual Changes

Article IX Grievance Procedure

Article X Savings Clause and Separability

Article XI Duration of Agreement

Article XII Representation Fee









ARTICLE I

RECOGNITION


The Harding Township Board of Education (hereafter "Board") hereby recognizes the Harding Township Education Association (hereafter "HTEA") as the majority representative of all certificated employees excluding administrative personnel, and secretaries and clerks, and no other employees.

Only articles I, II, III, IV, V, VII, VIII, IX, X, XI, XII apply to represented certified employees.  Only articles I, III, VI, VIII, IX, X, XI and XII apply to represented Secretaries and Secretaries/Clerks.

The Board agrees to provide a complete copy of this Contract for each represented employee (hereafter "employee" - collectively, "employees").


DEFINITIONS

DATE OF OFFICIAL INTENTION:  December 1 of year preceding new fiscal year (July 1-June 30).

DISTRICT:  Harding Township School District.

RETIREMENT:  Permanent withdrawal from the teaching profession in order to collect pension benefits.

SUPERINTENDENT:  Chief administrator of the Harding Township School District, or another person acting legally in that capacity.

IMMEDIATE FAMILY: Parents, children, spouse and siblings.

SECRETARY/CLERK:  For the purpose of this Agreement the terms secretary and clerk shall be limited to the following positions:  Secretary to the Principal, Secretary to the Supervisor of Student Services and the Clerk, Secretary to the Business Administrator.

CONFIDENTIAL SECRETARY:  An employee is considered confidential if their function is in connection with the issues involved in the collective negotiations process.  For the purpose of this Agreement they shall be limited to the following positions:  Secretary to the Superintendent and Assistant to the Business Administrator.






TEXTUAL CONSTRUCTION

In this Contract, words in the singular include the plural, and vice versa; and wherever any particular gender is used, it includes masculine and feminine, where the text so requires.

ARTICLE II

SALARIES, BENEFITS, AND RELATED MATTERS


A.  Salaries
      The salaries and other payments set forth in this Contract are the sole and exclusive salaries paid to employees.

Salaries and stipends included in this Contract are:
          1. Salary guide steps and levels
2. Longevity
3. Extra curricular activities salary guide

B.  Definition of Guide
      1. The term "step" refers to a vertical position on the Guide.
      2. The term "level" refers to a horizontal position on the Guide.  There are eight such levels as follows:
          (a) Bachelor's Degree
(b) Bachelor's Degree plus 15 credits
(c) Bachelor's Degree plus 30 credits
(d) Master's Degree
(e) Master's Degree plus 15 credits
(f) Master's Degree plus 30 credits
(g) Master's Degree plus 45 credits
(h) Doctoral Degree

C.  Change in Step
      Steps in the Salary Guide represent the general mechanisms for administration of employee salaries.

D.  Change in Level
      An employee who has received an additional degree or has completed the number of credits in the field of Education required for the next higher level at an accredited institution and has given notice to the Superintendent before September 1st or February 1st of a given school year, shall be placed on the same step of the next higher level beginning September 1st or February 1st, provided that the written request for such anticipated move has been received by the office of the Board Secretary by the date of official intention (see definition).


E.   Longevity

Employees who have been working in the District for 15 years shall receive 2% of their base salary beginning in September of their 16th year.  Sabbatical Leaves (Article VII) will be included in the 15-year requirement for Longevity.  Other Leaves of Absence Without Pay (Article IV) will not be counted toward Longevity.  The 15 years of service do not need to be continuous. This shall be in effect beginning in September 2002.  


F. Teachers’ Salary Guides







G.  Voluntary Employee Payroll Deductions

      Implementation of payroll deductions for any of the following categories shall be in accordance with Board Policy 4142/4242, Salary Deductions.

1. Credit Union
          An employee may elect to have a percentage of each monthly gross withheld.  Such withholding must be requested in writing by the employee to the Board Secretary prior to the 25th of the month before such deduction is to become effective.  The amount so authorized will be transmitted monthly to the employee's account in the Tri-County Federal Credit Union.

2.  Tax Shelter
          An employee may elect to have a percentage of each monthly gross withheld.  Such withholding must be requested in writing by the employee on the appropriate form.  The amount so authorized will be transmitted monthly to the employee's Tax Sheltered Annuity Account.

3.  Cancellation
          An employee may withdraw the written authorization at any time by filing a written notice of such withdrawal with the Board Secretary prior to the 25th of the month before such change is to become effective.

4.   Flexible Spending Accounts
          A Flexible Spending Account (FSA) is a type of cafeteria plan as permitted under Section 125 of the Internal Revenue Code that allows employees to choose a non-taxable benefit.  Employees may choose to participate in an FSA by depositing pre-tax dollars into an Unreimbursed Medical and/or Dependent Care FSA.  Employees elect to participate in an FSA during an annual open enrollment period.  These elections may not change during the plan year unless a qualified change in status occurs.  An individual may choose to participate in one or both of the FSA accounts.

5.   Direct Deposit

          An employee may elect to have his/her net pay deposited into one of their savings, checking or other investment accounts.  Such requests need to be made in writing to the Board Secretary two months prior to the start of such direct deposit.
      6.   Pay Schedule
a) A 10-month employee may elect a 10 or 12 month pay schedule.
    1) If they select a 10-month pay schedule, they will be paid in 20 equal, semi-monthly checks on the 15th and 30th of each month from September to June. (It should be noted that the first check of September will be moved to the first Friday that 10-month employees work.)
      2) A 10-month employee who selects a 12-month pay schedule will receive 24 equal, semi-monthly checks, 20 as described above plus four additional checks on the last payroll of the school year.  It should be noted that no voluntary deduction or pension will be taken out of these last four checks.

      b) A 12-month employee will be paid in 24 equal semi-monthly payments on the 15th and 30th of each month.
        H.  Extra Curricular Activities

        1. It is assumed that each employee will participate in assignment-related extra duties, i.e. faculty meetings, back-to-school nights, planning meetings, etc. without additional remuneration.  Evening commitments including those mentioned above will be held to a maximum of four evenings.  Employees required to attend more than four evening commitments will be compensated $75.00 per evening.
          2. Two conference days will be held, one in the fall and one in the spring with a 12:45 dismissal.  Employees will make reasonable accommodations for parents outside of regularly scheduled conference hours on an as-needed basis.
            I.  Extra and Co-Curricular Salary Guide
                Employees accepting leadership positions in extra curricular activities shall be compensated according to a schedule that considers the time and difficulty associated with the assignments.  It is understood that the salary guide for extra curricular assignments is not to be construed as a guarantee that all positions will be offered.  The Board of Education reserves the authority to determine if and when particular assignments are needed in the school district.  Further, it is understood that assignments may be made more or less demanding, and that appropriate adjustments in salary must be made on an individual basis in such cases.  All extra-curricular assignments are to be advertised by June; they will be filled as is practical and at the discretion of the Superintendent.

                Non-Athletic Extra Compensation

                Non-Athletic extra compensation shall be paid in either of the following manners:
            1. One third each in the second pay in November, February and June.
            2. Equal semi-monthly payments for the remainder of the year.
                  Athletic Extra Compensation

                  All coaches will be compensated in a lump sum upon completion of the season to coincide with the last payment of November, February and June.

                  Extra pay to an employee for activities listed in Article II, Section I, 5a, 5b and 5c will cease whenever the activity is discontinued, or the employee no longer performs the extra curricular work.  Extra pay will cease or be decreased if the activity is attended to as a scheduled period or periods within the school day.  On the other hand, activities listed in Article II, Section I, 5a, 5b and 5c requiring out-of-school time will be paid on a pro-rated basis for the out-of-school time as determined by the administration.

              1. Should the Board grant released time for any of these activities or include them as part of the employee's teaching assignment, compensation will be pro-rated accordingly.
                2. Payment for Sports is based on a five day per week schedule.  Should this schedule be reduced, payment will be pro-rated accordingly.

                3. Individual contracts for extra curricular assignments will be issued before June 15 of the previous school year whenever possible.


                    4. The time/difficulty scale for extra curricular assignments will include four levels:
                1   least-------------4 most
                        Each point on the 2002-03 scale will be equal to $453.50; 2003-2004 - $474.00; 2004-2005 - $496.00.

                   5.  The 2002-05 extra curricular assignments may include:

                                                    Compensation
                a) Academic Assignments    Level     02-03   03-04   04-05

                  Math Chairperson 4  $1814 $1896   $1983
                  Reading Chairperson 4   1814 1896    1983
                  Language Arts Chairperson 4   1814 1896    1983
                  Social Studies Chairperson   4   1814 1896    1983
                  Science Chairperson          4   1814 1896    1983
                  Spec. Subjects (Art,Music,
                    PE, Library)Chairperson   4   1814 1896    1983
                  Literary Magazine            3 1361 1422    1488
                  Newspaper                    4   1814 1896    1983
                  G/T/Enrichment Coordinator 2    908  949     992
                  Yearbook                     4   1814 1896    1983
                  Family Science (per 6-week 1    454     474     496
                session)
                  Family Math (per 6-week 1       454     474     496
                session)
                  Peer Tutor Coaches 4   1814 1896    1983
                (2 coaches x 2 days per
                week for 30 weeks, 1 hour
                sessions)
                                                      Compensation
                b)  Non-Academic Assignments  Level   02-03   03-04   04-05

                Student Council                 4 $1814 $ 1896   $1983
                Grade 7 Advisor                 3    1361  1422 1488
                Grade 8 Advisor                 3    1361  1422 1488
                Cyber Seniors (per session)     1       454     474     496
                Athletic Director               5    2270  2372 2481
                Overnight Chaperone (per night) 0.5     227   237 248
                Bus Supervisors (2 Supervisors
                   X 5 days or divided equally) 3    1361    1422    1488
                  (3:05 to 3:20 p.m.)


                                                    Compensation
                c)  Athletics                             Fall-Spring      
                Steps *                               02-03**  
                0-1   $1752
                       2    1894  
                  3    2033  
                       4    2174
                       5                                    2314  
                  6                                    2453  
                  7                                    2594  
                   8                                    2734  
                  9                                    2879  
                 10                                    3015  

                Steps *                                Winter      
                                                       02-03  
                0-1                                   $2384
                  2                                    2525  
                  3                                    2664  
                  4                                    2805  
                  5                                    2944  
                  6                                    3084  
                  7                                    3225  
                  8                                    3365  
                  9                                    3505  
                  10                                    3647  

                Steps *                               Cheerleading  
                                                       02-03
                0-1                                   $1052
                  2                                    1191
                  3                                    1320
                  4                                    1472
                  5                                    1613
                  6                                    1752
                  7                                    1894
                  8                                    2033
                  9                                    2174
                 10                                    2313

                *Represents Years of Coaching Experience.

                **Coaching Guides for 03-04 and 04-05 will be added as an addendum when negotiations between the Board and HTEA for this portion of the contract are completed.

                 d) Assistant Coaches will be appointed (according to student interest and space availability) when deemed necessary by the Athletic Director and Superintendent.  Assistant Coaches will earn $100.00 less than the contractual salary paid to Head Coaches.
                J. Health Care Benefits
                    For the term of this Contract, all staff will be provided with PPO coverage as the baseline coverage.  Staff members may select individual, husband/wife, parent/child, or family coverage.  Staff members who prefer traditional plan coverage may opt for same by paying for the differential in cost on a semi-monthly basis. Prior to July 1 of each year covered by this Contract, employees may waive their medical coverage for the succeeding year and be compensated as per the following schedule:

                Family: $1800.00
                Husband/Wife: $1200.00
                Parent/Child: $ 900.00
                Single: $ 650.00

                    Provision will be made for re-entry into medical coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

                K. Miscellaneous Health Benefits

                1. Dental
                        The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible.  The Board will pay the additional premium for husband/wife coverage, subject to a maximum annual payment of  $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October bill. Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

                Single: $  300.00
                        Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.
                    2. Prescription Plan
                        The Board agrees to provide single-person prescription coverage. The employee co-pay for the prescription plan is $15 for mail order/$20 for generic/$25 for name brand.

                        Prior to July 1 of each year covered by this Contract, employees may waive their prescription coverage for the succeeding year and be compensated as per the following schedule:

                        Single: $  300.00

                        Provision will be made for re-entry into prescription coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.
                    3. Disability Plan
                        The Board will provide single disability coverage to employees covered by this Contract.
                L. Accumulated Sick Pay Benefits
                    Upon termination of employment for reasons of retirement, or reduction in force, or resignation effective July 1 and prior to August 1 of any year, or circumstances dictating a move, an employee who is in "good standing" and not charged with any matter(s) which could lead to dismissal or reduction in pay or is on notice that such charge(s) are probable and/or contemplated shall receive payment for up to 200 unused sick days at the rate of $30.00 per day subject to the following:
                    1. Said employee has completed at least 10 years continuous service in the District.  A one year leave of absence shall not toll the running of "continuous service in the District"; however, such year shall not count toward the required minimum year's continuous service.

                2. The office of the Board Secretary has received written request from the employee by the applicable date of official intention (see definition), otherwise any payment due under this Article shall not be made until the next budget year for which the employee's written request meets the date of official intention deadline. If the employee does not request payment after two dates of official intent have passed, Article II, Section L is null and void.

                  M. Adjustment to Daily Schedule
                      The administration will compensate with time or money, staff members whose scheduled day ends at 2:25 when they are required by the administration to attend a meeting after school.  (Compensation will be for the period from 2:25 - 3:05).

                      Teachers shall be compensated as follows for a five-day cycle:

                      Middle School
                      30 teaching periods
                      10 preparation periods - 3 shall be designated
                      5 30-40 minute duty-free lunches

                      Elementary School
                          9 1/2 periods of Exploratory (some combination of Music, Physical Education, Enrichment, Art, Spanish and Library)
                      3 periods shall be designated
                      5 duty-free lunch/recess periods
                      Each of the above components shall not be less than 20 minutes in duration.
                      In the event that an employee's schedule provides less preparation time than is specified above, the employee will be remunerated:

                  - $30.00 per class period for assignments of 5 days or  less

                  - on a pro-rated basis, or a minimum of $30.00, for assignments of more than 5 consecutive days or after 10 days in the same assignment for a given school year.
                        Final schedule determination will be made by the Superintendent.

                        Teachers attending Child Study Team meetings outside of the workday will be remunerated $40.00 per 45 minutes. For evening meetings, the time shall be counted beginning at 3:05 p.m. until the end of the meeting.  Morning meetings will be compensated from the beginning of the meeting until 8:15 a.m.
                       
                    N. Teacher's Workday

                        The teacher's workday shall be 6 hours and 50 minutes long.
                        Depending upon the assignment, teachers are expected to arrive by either 7:35 a.m. or 8:15 a.m. Teachers beginning at the earlier time are to remain until 2:25 p.m.  All teachers beginning at the later time are to remain until 3:05 p.m. If teachers find it necessary to leave earlier on a specific day, they are to notify the office to that effect.
                    O. Pupil Contact Time
                    1. School day beings at 8:30 a.m.
                    2. Middle School teachers will teach 1,200 minutes per week, and they will have 400 minutes of “prep” time per week.
                    3. Elementary School teachers will teach 1,220 minutes per week, and they will have 380 minutes of “exploratory” time per week.
                    4. Up to 120 minutes of prep/exploratory time may be designated by the administration.
                    5. Every teacher will have a 30-40 minute duty-free lunch.
                      P.  In-Service Scheduling
                          In-Service Workshops that are 1/2-day sessions shall begin 45 minutes after dismissal and conclude at 3:05 p.m.
                      Q.  Part-time Teachers
                          1. Part-time teachers shall be scheduled and assigned duties in all respects based upon the fraction of full time for which they are employed.
                          2. Part-time teachers shall be paid the same fraction of the salary guide amount for which they are employed.

                      R.  Non-Resident Teacher Tuition
                          Teachers currently employed at Harding Township School shall be eligible to send their children to Harding Township School at 60% of the advertised tuition rate.  All provisions and requirements regarding non-resident tuition shall apply.

                      S. Curriculum Writing
                        Teachers participating in curriculum writing shall be compensated $2000 per project not to exceed 100 hours or $150.00 per day for a 6-hour day.
                      T. Use of Faculty Room
                       
                        Every attempt shall be made not to use the faculty rooms as student instructional areas.

                      U. After-School Detention Duty
                        Compensation for after-school detention duty and follow-up   tasks to be at the rate of $30.00 per hour.


                      V. Mentoring

                          Positions for mentoring shall be posted and remunerated by their respective mentees.  Mentors will be assigned if no one qualified applies.  No teacher will be assigned to mentor more than twice in a three-year period.
                      W. Number of Departments

                      Regular education Middle School teachers will teach in no more than two departments at any time.

                      X. Teaching Assignments

                      Every effort shall be made to provide each teacher, in writing, by June lst, or as soon as possible thereafter, a copy of his/her tentative teaching assignments.

                      Y. Change of Classroom

                      Teachers will not be required to move materials.
                      ARTICLE III

                      EMPLOYEE EVALUATION
                      AND
                      PERSONNEL FILE


                      A. Employee Evaluation
                          1. To the extent allowed by law, HTEA and the Board agree that the development or revision of evaluation procedures shall be the result of mutual discussions among the Board, Superintendent and HTEA as per Policy 4116.
                          2. HTEA recognizes that final determination in these matters rests with the Board and its staff liaison, the Superintendent.

                      B.  Personnel File
                          1. The Board recognizes that an employee has the right to have access to his/her personnel file and to review all such material as may be contained in this file.
                          2. Employees will be informed before any material, which could have an adverse effect on the employee’s status, is placed in the personnel file.
                          3. An employee has the right to submit a written rebuttal to any material that he feels is inappropriate or obsolete. This rebuttal will be reviewed by the Superintendent and attached to the file copy.








                      ARTICLE IV
                      LEAVES


                      A.  Personal Illness
                          1.  All employees shall be entitled to ten days of sick leave paid at each employee's standard rate, for personal illness during the school year.  The number of sick leave days not used by the employee during a school year, shall be added to the individual employee's accumulated sick leave.  Sick leave days in a given year are defined as equal to the fulltime equivalent for which an employee is employed.
                          2. When an individual employee's absence due to personal illness exceeds the employee's yearly entitlement of paid sick leave plus any accumulated sick leave days as described in the above paragraph, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, not to exceed forty school days.  
                        B.  Personal Leave

                        Three days of personal leave will be granted for situations of a personal nature, with the prior approval of the Superintendent or for an emergency situation arising that precludes prior approval.

                        These personal days shall not be taken before or after a vacation without the prior approval of the Superintendent. Up to two unused personal days per school year may be added to the accumulated sick leave, as in A.1.above.

                        1. Temporary Leave of Absence with Pay
                            In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one school year for the following reasons:
                                a. Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling).  The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.
                                b. Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent.  The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.
                                c. One day's leave will be granted for the death of any other relative, a close friend or any member of the immediate household, with the prior approval of Superintendent.
                               2.  Leaves of Absence

                          a. Disability Leaves
                            1) An employee who anticipates a disability shall notify the Superintendent in writing of the anticipated commencement of the disability as soon as the employee knows of it.
                              a) In the case of pregnancy, the employee shall inform the Superintendent of the anticipated delivery date.
                              b) No later than 90 days prior to the anticipated delivery date, the employee shall request a leave of absence while she is disabled, for which accumulated sick leave shall be utilized.
                                2) The Board reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve continuity.  When this occurs, an employee who is placed on a disability leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the negotiated agreement and the rules of the insurance carrier.  However, time spent on an unpaid leave shall not be counted for accrual toward longevity and sabbatical.

                                b. Family Medical Leaves(Including Child Care Leaves)
                                  1) Family medical leave is available to eligible employees either through statutes or through the provision of this article.  An employee opting for statutory leave shall not be eligible for contractual leave.  
                                    2) To be eligible for contractual family medical leave, the employee must have been actively employed in the district for the full academic year prior to the requested leave.

                                    3) Contractual family medical leave shall begin immediately upon:  
                                    a) the termination of the disability leave defined above, or
                                    b) on September 1 or February 1.
                                      4) Contractual family medical leave shall terminate at the end of the school year in which the leave was granted.  Extensions, not to exceed one year, or other adjustment to the duration of the leave, shall be at the recommendation of the Superintendent and the approval of the Board of Education; however, employees must be tenured to be considered for such extensions.  Such leave will be without employee benefits.
                                        5) An employee desiring an unpaid family medical leave shall apply no less than 90 calendar days before the anticipated delivery date of the infant.  In the case of an adoption, notice shall be given to the Superintendent when application for the adoption is made.  In cases of adoption, application shall be made for a specific leave period as soon as the employee is informed of the custody date.  
                                          6) Contractual family medical leave is available to employees who fulfill the requirements set out above.  Approval of leave is conditioned upon adequate staffing as determined by the Board. No request will be disapproved arbitrarily, discriminatorily, or capriciously.

                                          7) To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 days in the school year that the leave commences or terminates.

                                          8) An employee on a voluntary unpaid family medical leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.  The Board shall, however, continue group health plans for a period equal with the approved leave, after which the employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

                                          9) In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with approval of the Board.
                                            c. Other Leaves of Absence
                                              1) To be eligible for other leaves, the employee must have been actively employed in the district for the full academic year prior to the requested leave.

                                              2) Other leaves of absence shall at the recommendation of the Superintendent with Board approval; however, employees must be tenured to be considered for such extensions.

                                              3) An employee desiring an unpaid leave shall apply no less than 90 calendar days before the anticipated leave.

                                              4) Other leave is available to employees who fulfill the requirements set out above.  Approval of leave is conditioned upon adequate staffing as determined by the Board.  No request will be disapproved arbitrarily, discriminatorily, or capriciously.

                                              5) To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 days in the school year that the leave commences or terminates.

                                              6) An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.  The Board shall not continue group health plans for the period of leave.  The employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

                                              7) In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with Board approval.
                                                ARTICLE V

                                                PROFESSIONAL GROWTH AND DEVELOPMENT

                                                A.  In-Service
                                                    1. Four In-Service days for Professional Development will be part of the school year.  The decision for planning these days will be made between the Superintendent and the Faculty.
                                                    2. One of these four days will be a six hour and fifty minute session before the first day of student attendance.   Planning for the school year with the administration will occur in the morning.  The afternoon will be devoted to teacher planning and classroom preparation.
                                                    3. The dates of the In-Service program shall be established by the Superintendent, approved by the Board, and included in the annual school calendar.
                                                 
                                                4. New employees will be expected to report for one day of orientation in addition to the general staff in-service day.  If additional days are required, they will be remunerated at $150.00 per day.

                                                B.  Individualized Professional Development
                                                    1. Employees shall annually participate in at least one professional growth activity in addition to the District's in-service program.
                                                    2. Professional growth activity will be defined as attendance at a conference or convention, enrollment in a graduate course that has a direct relationship to the employee's assignment, visitation to a school or other educational program, or participation in an approved field study experience.
                                                    3. The activity shall be mutually agreed upon by the Superintendent and employee and be subject to conditions set forth in Article V, D. Tuition Reimbursement.
                                                    4. When attendance at a course or other program is required by the administration outside of normal school hours, employees will be reimbursed at the rate of $20 per hour.



                                                C.   Faculty Meetings
                                                    Faculty, committee or other meetings shall be a maximum of two per month and shall end one hour after stated meeting time. Meeting times to begin no later than 3:15 PM. There will be an extra two meetings per month before school, starting at 7:45 a.m. to increase professional time to a total of 12 hours.

                                                D.   Graduate Courses

                                                Employees will be reimbursed full tuition expenses at rates equivalent to those for comparable courses at the New Jersey State University.  Courses to which reimbursement will apply will be those that have a demonstrable relationship to the employee's assignment at Harding Township School. An employee receiving sabbatical leave benefits will not be eligible for such tuition reimbursement.
                                                    1. All requests for such reimbursement of tuition expenses must have the prior approval of Superintendent and of the Board and must be accompanied by evidence of an official transcript showing a grade of "B" or better (or satisfactory completion if the student is graded on a Pass/Fail basis) received by the student in the course and a receipted bill for tuition  paid.
                                                    2. Reimbursement otherwise allowable under Section A shall be denied if the written request for an anticipated reimbursement has not been received by the office of the Board Secretary by the Date of Official Intention.
                                                        Only courses taken in the school year or calendar year following the date of official intention shall be eligible for reimbursement.
                                                    3. An employee shall be reimbursed for up to 12 credits in any school year and up to 18 credits in any calendar year.  The district in any fiscal year will reimburse no more than 100 credits.
                                                    4. In the event that employees take course work exceeding 100 credits budgeted for each fiscal year, reimbursement shall occur chronologically in the order of the following levels:
                                                        Level 1: For courses for those matriculated in a
                                                                program directly related to an advanced degree in education

                                                        Level 2: For courses in the assigned field of employment
                                                        Level 3: For courses taken in the general field of education.
                                                                                                               
                                                        After Level 1 reimbursements are awarded, Level 2 reimbursements shall be considered, etc.

                                                E.   Other Professional Development

                                                The district will pay for other professional development, distance learning programs, conferences, workshops, etc., which, in the judgment of the Superintendent, are directly related to an employee's assigned work even if such distance learning programs, conferences, workshops, etc., are not a part of a program leading to a degree in the field of education.
                                                    All requests for payment of the above must have had the prior
                                                    approval of Superintendent and must be accompanied by evidence of satisfactory completion of the course, distance learning program, conference, workshop, etc., by the employee.


























                                                ARTICLE VI

                                                SUPPORT STAFF - SECRETARIES AND CLERKS

                                                The information in this article pertains to Secretaries and Clerks employed by the Harding Township Board of Education.  For the remainder of this article, employee refers to Secretaries and Clerks only.

                                                Date of Official Intention:  December 1 of the year preceding the new fiscal year (July 1-June 30).

                                                A. Salaries
                                                  Salaries and stipends include the following:
                                                1. Salary Guide
                                                2. Maxima
                                                3. Longevity

                                                The term "step" refers to a vertical position on the guide. Employees will move to a new step each year based on satisfactory evaluations.
                                                  1. Salary Guide
                                                     


                                                  2. Maxima
                                                    An employee will be eligible for additional salary for each year of service in the District completed beyond the top step on the salary guide.  Additional salary is awarded according to the following schedule:

                                                    Years Beyond Top Step % Increase Above Top Step
                                                1 2%
                                                2 3%
                                                3 4%
                                                4 5%
                                                5 6%
                                                6 6.5%
                                                7 7%
                                                8 7.5%

                                                  3. Longevity
                                                    Employees who have been in the District for 15 years shall receive 1 1/2% of their base salary beginning in July of their 16th year.  

                                                B. Health Care Benefits

                                                  For the term of this Contract, all staff will be provided with PPO coverage as the baseline coverage.  Staff members may select individual, husband/wife, parent/child, or family coverage.  Staff members who prefer traditional plan coverage may opt for same by paying for the differential in cost on a monthly basis. Prior to July 1 of each year covered by this Contract, employees may waive their medical coverage for the succeeding year and be compensated as per the following schedule:

                                                Family: $1800.00
                                                Husband/Wife: $1200.00
                                                Parent/Child: $ 900.00
                                                Single: $ 650.00
                                                  Provision will be made for re-entry into medical coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

                                                1. Dental
                                                        The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible.  The Board will pay the additional premium for husband/wife coverage, subject to a maximum annual payment of  $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October bill.  Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

                                                        Single: $300.00

                                                        Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.
                                                    2. Prescription Plan
                                                        The Board agrees to provide single-person prescription coverage. The employee co-pay for the Prescription Plan is $15 for mail order/$20 for generic/$25 for name brand.

                                                        Prior to July 1 of each year covered by this Contract, employees may waive their prescription coverage for the succeeding year and be compensated as per the following schedule:

                                                        Single: $300.00

                                                        Provision will be made for re-entry into prescription coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.
                                                    3. Disability
                                                        The Board will provide single disability coverage to employees covered by this Contract.
                                                D. Workday
                                                  The secretaries and clerks shall work 8 hours per day.  The day shall be 8:00 a.m. to 4:00 p.m. with one hour of breaks - including lunch.  Secretaries who work additional hours at the request of their Supervisor will be compensated at time and a half.  Secretaries shall not be required to work evenings.

                                                  If at the discretion of the Superintendent, summer hours are instituted, these shall apply to the above-mentioned Secretaries and Clerks.

                                                  When school is closed due to inclement weather or other emergency closings, employees will not be required to report for work for the first three closings; thereafter, the Superintendent will decide the need to report to work.
                                                E. Work Year

                                                  Secretaries/Clerks shall work no more than 240 days without extra remuneration.  Extra days shall be compensated at 1/240th of their contracted salary.  Employees shall follow the administrative calendar.

                                                  Employees that work part of a year, for any reason, must work at least 120 days to accrue credit toward a salary increment, time toward vacation and time toward longevity.


                                                F. Vacation Schedule

                                                  Employees shall be entitled to vacation time according to the following schedule:
                                                      1-5 years 10 days
                                                    6-10 years 15 days
                                                      11+ years 20 days

                                                  With the approval of the superintendent, a maximum of five (5) vacation days may be carried over to the next school year.  Vacations may be taken during the school year with prior approval of the immediate Supervisor and the Superintendent.

                                                  Vacation days are earned annually at the end of each school year.  If an employee works less than the full school year, then days will be allocated at a rate of one day per month (no matter how many years in the District).

                                                  Vacation days are normally used in the year after they are earned.  However, during the first year of this Contract, Secretaries may borrow up to ten days against their year-end allocation of vacation days.

                                                  During the first year of this Contract, employees hired after July 1 shall accrue one day of vacation time for each month worked, up to 10 days.

                                                G. Personal Illness

                                                  All Secretaries and Clerks shall be entitled to 12 days of paid sick leave per year.  The number of sick days not used shall be added to the employee's accumulated sick leave. Days accumulated prior to adoption of this Contract will be included. Sick leave days in a given year are defined as equal to the full-time equivalent for which an employee is employed.

                                                  When an employee's absence due to personal illness exceeds the yearly entitlement of sick leave, plus any accumulated sick leave days as described above, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, but not to exceed 40 school days.
                                                H. Personal Leave

                                                  Three days of personal leave will be granted for situations of a personal nature, with the prior approval of the Superintendent or for an emergency situation arising that precludes prior approval.

                                                  These personal days shall not be taken before or after a vacation without the prior approval of the Superintendent.
                                                1.  Temporary Leave of Absence with Pay
                                                      In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one school year for the following reasons:
                                                      a.  Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling).  The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.
                                                        b.  Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent.  The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.
                                                    c. One day's leave will be granted for the death of any other relative, a close friend or any member of the immediate household, with the prior approval of the Superintendent.
                                                        2.  Leaves of Absence
                                                            a.   Disability Leaves
                                                      1) An employee who anticipates a disability shall notify the Superintendent in writing of the anticipated commencement of the disability as soon as the employee knows of it.
                                                        a) In the case of pregnancy, the employee shall inform the Superintendent of the anticipated delivery date.
                                                          b) No later than 90 days prior to the anticipated delivery date, the employee shall request a leave of absence while she is disabled, for which accumulated sick leave shall be utilized.
                                                            2) The Board reserves the right to regulate the commencement and termination dates of anticipated disability leaves in order to preserve continuity. When this occurs, an employee who is placed on a disability leave shall be entitled to all sick leave and insurance benefits during the period of actual disability, according to the negotiated agreement and the rules of the insurance carrier.  However, time spent on an unpaid leave shall not be counted for accrual toward longevity and sabbatical.

                                                            b.  Family Medical Leaves (Including Child Care Leaves)
                                                            1) Family medical leave is available to eligible employees either through statutes or through the provision of this article.  An employee opting for statutory leave shall not be eligible for contractual leave.
                                                                 
                                                            2) To be eligible for contractual family medical leave, the employee must have been actively employed in the district for the full academic year prior to the requested leave.  

                                                            3) Contractual family medical leave shall begin immediately upon:  
                                                            a) the termination of the disability leave defined above, or
                                                            b) on September 1 or February 1.
                                                              4) Contractual family medical leave shall terminate at the end of the school year in which the leave was granted.  Extensions, not to exceed one year, or other adjustment to the duration of the leave, shall be at the recommendation of the Superintendent and the approval of the Board of Education; however, employees must be tenured to be considered for such extensions.  Such leave will be without employee benefits.
                                                                5) An employee desiring an unpaid family medical leave shall apply no less than 90 calendar days before the anticipated delivery date of the infant.  In the case of an adoption, notice shall be given to the Superintendent when application for the adoption is made.  In cases of adoption, application shall be made for a specific leave period as soon as the employee is informed of the custody date.  

                                                                6) Contractual family medical leave is available to employees who fulfill the requirements set out above.  Approval of leave is conditioned upon adequate staffing as determined by the Board.  No request will be disapproved arbitrarily, discriminatorily, or capriciously.

                                                                7) To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 days in the school year that the leave commences or terminates.
                                                                  8) An employee on a voluntary unpaid family medical leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.  The Board shall, however, continue group health plans for a period equal with the approved leave, after which the employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

                                                                  9) In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with approval of the Board.
                                                                      c.    Other Leaves of Absence
                                                                  1) To be eligible for other leaves, the employee must have been actively employed in the district for the full academic year prior to the requested leave.
                                                                    2) Other leaves of absence shall at the recommendation of the Superintendent with Board approval; however, employees must be tenured to be considered for such extensions.

                                                                    3) An employee desiring an unpaid leave shall apply no less than 90 calendar days before the anticipated leave.

                                                                    4) Other leave is available to employees who fulfill the requirements set out above.  Approval of leave is conditioned upon adequate staffing as determined by the Board.  No request will be disapproved arbitrarily, discriminatorily, or capriciously.

                                                                    5) To be eligible for a salary increment and credit toward longevity payments and sabbaticals, an employee must work at least 90 days in the school year that the leave commences or terminates.

                                                                    6) An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.  The Board shall not continue group health plans for the period of leave.  The employee may continue coverage at his/her own expense, in accordance with the rules of the insurance carrier.

                                                                    7) In situations where extenuating circumstances occur, any of the above requirements may be waived upon recommendation of the Superintendent, with Board approval.
                                                                      I. Professional Growth and Development

                                                                        Employees may be granted two professional days per year at the discretion of the Superintendent.  These days shall be directly related to the employee's position and will be approved by the immediate Supervisor and at the discretion of the Superintendent.  The District shall pay the fees for these courses.
                                                                      J. HTEA Meetings

                                                                         Secretaries and Clerks who are members of the HTEA shall be      permitted to attend monthly HTEA meetings.

                                                                      K. Health Benefit Adjustment

                                                                         Health benefit changes should be adjusted to be in sync with     those of certificated staff.

                                                                      L. Banked Personal Days

                                                                         Banked personal days should be adjusted to be in sync with       those of certificated staff.



                                                                      ARTICLE VII

                                                                      SABBATICAL LEAVE


                                                                      A.  Purpose
                                                                          To provide an opportunity for employees to broaden and enhance their professional competency through full-time educational programs.

                                                                      B.  Benefits
                                                                          Basic policy will be to grant one year Sabbatical Leave with half pay at a rate for the step on the salary guide to which the employee would have advanced had he continued teaching in the District.  Upon returning, the employee will advance to the next step on the Salary Guide.

                                                                      C. Eligibility
                                                                          An employee will be eligible for Sabbatical Leave after completing seven years' continuous service in the District that has not been interrupted by any sabbatical or extended leave of absence without pay.
                                                                          1. An employee granted Sabbatical Leave may re-apply after completing an additional seven years' continuous service that has not been interrupted by any extended leave of absence.
                                                                          2. An employee granted Sabbatical Leave must agree to teach for two years in the District following return from leave or repay full salary received less tuition while on leave.
                                                                          3. An employee, during Sabbatical Leave, must review with Superintendent activities to assure continued leave benefits.
                                                                          4. Sabbatical leaves will be granted for full-time research, study and related programs that emphasize academic improvement beneficial to the District.

                                                                      D.  Administration
                                                                          1. Applications for Sabbatical Leave in the following school year must be received by the office of the Board Secretary by the Date of Official Intention (see definition).
                                                                          2. Each application should consist of a written request stating reasons for the Sabbatical Leave, type of study to be followed, other activities, etc.  To become effective, an application must be judged on its own merit, endorsed by the Superintendent, and approved by the Board.
                                                                          3. Contributions to Pension, Medical, Social Security or similar benefit plans will be made for an employee on Sabbatical.  To assure full benefit plan credit for the year of Sabbatical and to maintain continuity in each plan, an employee on sabbatical leave should request that appropriate deductions be made from Sabbatical Leave payments.
                                                                          4. Employees granted sabbatical leave will assist substitute employees in planning school curriculum activities for the year of leave.
                                                                          5. Applications for Sabbatical Leave must be renewed each year.
                                                                          6. Arrangements concerning incompleted Sabbatical Leaves, granted Sabbatical Leaves that cannot be taken, or similar situations, will be determined by the Board.
                                                                          7. Upon return from Sabbatical Leave, an employee 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.
                                                                      ARTICLE VIII

                                                                      POLICY MANUAL CHANGES


                                                                      HTEA recognizes that it is within the sole jurisdiction and discretion of the Board to set policies for the operation of the District.  Such policies are contained in the Board Policy Manual. The Board agrees to inform HTEA of proposed changes or additions to the policy manual and invite comments.  This does not limit in any way the exclusive authority and discretion of the Board to make such changes or additions as it deems proper.
                                                                      ARTICLE IX

                                                                      GRIEVANCE PROCEDURE


                                                                      A.  Definition
                                                                          A grievance is a formal complaint by an employee or HTEA based upon an alleged violation, misinterpretation, or misapplication of policies, administrative decisions, the agreement and statutes and regulations affecting terms and conditions of employment.

                                                                      B.  Procedure
                                                                          An employee or HTEA shall first discuss his/her or its grievance with the Superintendent in an attempt to resolve the matter informally.  The right to grieve must be exercised within 45 days of the occurrence as defined in Section A.  Beyond 45 days it will be deemed waived.  If the matter cannot be resolved informally to the mutual satisfaction of both parties, then the following shall apply:
                                                                          1. The employee or HTEA shall set forth the grievance in writing and deliver it to the Superintendent within ten calendar days after the failure of the informal procedure described in Paragraph B.  The Superintendent shall communicate his decision in writing to the employee or HTEA within five school days after filing.
                                                                          2. If dissatisfied, the employee or HTEA may appeal the Superintendent's decision to the Board, in writing, within ten school days after receipt by the employee or HTEA of the Superintendent's written decision.  The Board will communicate its decision in writing to the employee or HTEA within ten school days.
                                                                          3. If the employee or HTEA is dissatisfied with the decision of the Board, he/she or HTEA may, within ten school days following receipt of the Board's decision, give notice that he/she or HTEA wishes advisory arbitration.  If the employee or HTEA fails to appeal the decision rendered at this or a prior step within the time limits specified, the original grievance and any appeals of it shall be null and void.  Non-binding arbitration of any grievance shall be conducted by one person, mutually acceptable to both the employee or HTEA and Board, who shall be chosen promptly following the employee's or HTEA's notice of appeal.
                                                                          4. The arbitrator can add nothing to nor subtract anything from this Agreement.  The arbitrator shall be limited to the issues submitted and shall consider nothing else.  The decision of the arbitrator shall not be binding upon the Board.  The costs and services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the employee or HTEA.  The party incurring them shall pay any other expenses incurred.

                                                                      C. Court Decision
                                                                          If the obligation to include any portion of this Article were reversed by Court decision, such portion shall be null and void.
                                                                      ARTICLE X

                                                                      SAVINGS CLAUSE AND SEPARABILITY


                                                                      The terms and conditions of employment in effect on the signing of this Agreement may not be changed or modified by either party except as the result of mutual discussion between the Board and the HTEA.
                                                                      The terms and conditions shall be limited to those that meet the following criteria:
                                                                      a. The existence of the practice can be proven.
                                                                      b. The practice must be long standing.
                                                                      c. The practice occurs regularly, not randomly, in the same circumstances.
                                                                      d. The practice occurs frequently.
                                                                      e. Both parties know of and accept the practice.

                                                                      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.






















                                                                      ARTICLE XI

                                                                      DURATION OF AGREEMENT


                                                                      This Agreement shall be effective as of July 1, 2002 and shall continue in effect until June 30, 2005 subject to the Association’s right to negotiate over a successor Agreement as provided in Article II.  This agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.





































                                                                      ARTICLE XII

                                                                      REPRESENTATION FEE


                                                                      If an employee does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31) 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 representation.

                                                                      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 or not taken by the Board in conformance with this provision.
























                                                                      In witness whereof the Harding Township Education Association has caused this Agreement to be signed by its President, attested by its Secretary, and the Harding Township Board of Education has caused this Agreement to be signed by its President, attested by its Secretary, and its Corporate Seal to be placed thereon, all on the day and year first above written.


                                                                      DATE: July 1, 2002


                                                                                                  HARDING TOWNSHIP EDUCATION ASSOCIATION


                                                                         By____________________________________
                                                                                                                         President


                                                                      ATTEST:


                                                                      _________________________________
                                                                                          Secretary



                                                                               HARDING TOWNSHIP BOARD OF EDUCATION


                                                                                                   By_________________________________
                                                                                                                         President


                                                                      ATTEST:


                                                                      _________________________________
                                                                                          Secretary







                                                                      Harding Tp BE and Harding TP EA 2002.pdf