ALPINE BOARD OF EDUCATION
ALPINE EDUCATION ASSOCIATION
2013 - 2016
ALPINE, NEW JERSEY 07620
TABLE OF CONTENTS
11 Miscellaneous Provisions............................................ 14,15
1 Recognition................................................................. 1
2 Grievance Procedure.................................................. 1-4
3 Compensation............................................................. 4-6
4 Insurance.................................................................... 6,7
5 Teacher Evaluation..................................................... 7-9
6 Professional Development.......................................... 9-10
7 Leaves......................................................................... 10-12
8 Board Rights............................................................... 12,13
9 Teacher's Rights.......................................................... 13
10 Work Day/Work Year................................................. 13,14
12 Duration of Agreement................................................ 16
Negotiation Unit Grievance Form –
Schedule A - Salary Guide 2013-2014
Schedule B - Salary Guide 2014-2015
Schedule C - Salary Guide 2015-2016
Schedule D - Co-Curricular & Extra-Curricular PaymentTHIS AGREEMENT, entered into this first day of July, 2013 by and between THE BOARD OF EDUCATION OF THE BOROUGH OF ALPINE, NEW JERSEY (hereinafter called the BOARD, and the ALPINE EDUCATION ASSOCIATION (hereinafter called the ASSOCIATION); both entities also called Parties;
WHEREAS, the BOARD hereby continues to recognize the ASSOCIATION as the negotiating and/or bargaining agent for the full and part time certificated non-supervisory, non-administrative staff;
NOW, THEREFORE, the BOARD and ASSOCIATION agree on the terms and conditions of employment as set forth herein:
ARTICLE 1 RECOGNITION
The Board hereby recognizes the Association as the exclusive representative to act as the collective negotiating and/or bargaining agent for the certificated non-supervisory, non-administrative staff, hereafter called the teacher(s), concerning the terms and conditions of their employment.
1. Grievance A "grievance" is a claim by a teacher or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting the terms and conditions of employment of a teacher or a group of teachers.
2. Aggrieved Person
The "aggrieved person” (also called the grievant) is the teacher(s) or the Association making the claim.
3. Party in Interest
A "party in interest" is the teacher(s) making the claim and any person, including the Association or the Board, who might be required to take action or against whom action might be taken in order to resolve the claim.
The purpose of this procedure is to resolve, at the lowest possible level, disputes which may arise affect the terms and conditions of employment of teachers. Both parties agree that these proceedings will be kept confidential at each level of the procedure.
1. Time Limits
The number of days indicated at each level shall be a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
2. Year End Grievances
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, the time limits set forth herein may be reduced if mutually agreeable so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practical.
3. Level One
Any teacher(s) who has a grievance shall, within ten (10) school days after occurrence of the grievance, discuss it first with the Chief School Administrator (CSA) in an attempt to resolve the matter informally at that level.
4. Level Two
If, as a result of the discussion, the matter is not resolved to the satisfaction of the teacher(s), the teacher(s) shall set forth the complaint in writing to the CSA within five (5) school days after the discussion. The CSA shall notify the Association and the Board of Education of the grievance, and communicate the CSA’s decision to the teacher(s) in writing within seven (7) school days of the receipt of the written complaint.
5. Level Three
Within five (5) school days of receiving the written decision or within seven (7) school days of when a written decision should have been rendered, the teacher(s) may submit his/her grievance in writing to the Teacher-Board Committee.
a. Composition of Committee
A Teacher-Board Committee composed of two executive members, other than the grievant, designated by the local Education Association and two members of the Board of Education shall be created for the purpose of conducting professional discussion in good faith on grievances involving terms and conditions of employment as defined in Section A of this article.
b. Responsibilities and duties of the Teacher-Board Committee shall be as follows: i. Elect a chairperson;
ii. Evaluate the problems presented to the committee;
D. Rights of Teachers to Representation
iii. Gather facts to provide for a complete understanding of these problems;
6. Level Four
iv. Discuss and attempt to arrive at a solution in keeping with the philosophies of
v. Present conclusions and recommendations to the grievant and the CSA
If the grievance is not settled by the Teacher-Board Committee, the teacher(s), may request a review by the Board of Education within five (5) school days after the Teacher-Board Committee's decision. The teacher(s) will notify the CSA and Education Association of the request. The Board shall review the grievance, hold a hearing with the teacher(s) if requested, and render a decision in writing within 30 calendar days after such written request.
1. Teacher and Association
Any teacher(s) may be represented at all stages of the grievance procedure pro se or, at the grievant’s option, by representative(s) selected or approved by the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.
No reprisals of any kind shall be taken by the Board or by the CSA against any party in interest, any representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.
1. Group Grievance
If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may discuss such grievance at Level One with the CSA directly and the processing of such grievance shall be commenced. The Association may process such a grievance through all levels of the Grievance Procedure even though the grievant may not wish to do so.
2. Written Decisions
Decisions rendered shall be in writing setting forth the decision. The reasons shall be transmitted promptly to all parties in interest and to the Association.
3. Separate Grievance File
All documents, communications and records dealing with the processing of a grievance shall be accessible to all parties of interest and filed in a grievance file, separate from the personnel files.
Forms for filing grievances, serving notices, taking appeals, making reports and
recommendations and other necessary documents shall be prepared jointly by the
Chief School Administrator and the Association and given appropriate distribution so
as to facilitate operation of the grievance procedure. (A separate form is attached.)
5. Meetings and Hearings
A. Salary Guides
To the extent permitted by law, all meetings and hearings under this procedure shall not be conducted in public and shall include such parties in interest, the person/ organization against whom the grievance is filed, and all parties’ designated or selected representatives, as previously mentioned.
1. The salaries of all teacher(s) covered by this Agreement are set forth in Schedules A, B and C, which are attached.
The Co-Curricular and Extra-Curricular stipends are set forth in Schedule D, which is attached. One half of these payments will be made on January 30 and the other half on June 30, if the program extends over the school year.
2. All credits for horizontal movement on the salary guide must be reviewed by the Chief School Administrator and recommended by the CSA to the Board for final approval by the Board. Such credits will be reviewed at the beginning of each term, September 1st and February 1st, for application to the Salary Schedule. Credit will be given for horizontal movement only for graduate courses at accredited colleges and universities previously approved by the Professional Development Committee. Teachers must notify the Board by December if they expect to receive credit that would enable them to move horizontally across the guide the following school year. No credits obtained before the granting of a degree may be used for a salary guide movement beyond such degree.
3. Annual increments will be granted upon recommendation of the CSA and approved by the Board.
B. Co/Extra Curricular Assignments
In addition to the foregoing provisions for compensation, co-curricular and extracurricular compensation shall be paid to those persons approved by the Board for the activities set forth in Schedule "D" attached. The Board shall assign employees to after-school sports/games/activities supervision on a rotating basis. Co-curricular and extra-curricular appointments are first posted and then assigned on an annual basis and compensation shall be paid only if such activities are offered during the school year and occur outside of the teachers' contractual time.
C. Professional Days
Full-time teachers are entitled to two (2) professional days during the school year provided these are approved by the CSA and are directly related to the teacher's assignment. Part-time teachers are entitled to one (1) professional day per year on the same conditions.
D. Parent Evening Conferences
All teachers are assigned to fall and spring evening meetings by the Chief School Administrator and are expected to be in attendance for two (2) hours and twenty (20) minutes between the hours of 6:00 p.m. and 9:00 p.m. As this is part of the professional obligation, there is no additional compensation for this.
E. Retired Teachers
Teachers who apply for, are qualified for, and receive a pension payment from T.P.A.F. and teachers who vest in the pension plan with less than twenty-five (25) years of service shall be entitled to participate, at their own cost, in group medical insurance. Employees may not participate if they are eligible for paid health insurance under T.P.A.F. and the State Health Benefits Plan.
F. Professional Development Training/Workshops
2013-2016 - $ 60.00/hr
2. for interactive presentations with parents and students:
2013-2016 - $ 50.00/hr (1 hr of preparation time will be added for each hour of presentation time)
3. for presentations with parents:
2013-2016 - $ 50.00/hr (1 hr of preparation time will be added for each hour of presentation time)
G. Travel Reimbursement
Teachers will be reimbursed for assigned travel in their automobiles at the state mandated rate in effect at the time of such travel.
H. Part-time Teachers are required to attend two (2) staff meetings monthly outside their regular work at the same percentage of time as their contracted percentage. Any additional hours shall be paid at a pro rata basis of their salary for the additional time worked.
I. When a teacher loses the one daily guaranteed assigned preparation period because he/she is assigned to cover a class, he/she shall be compensated at the following rates:
2013-2014 $ 36.00/hr
2014-2015 $ 37.00/hr
2015-2016 $ 38.00/hr
J. If, after completing at least 10 years of service to the Alpine School District, a teacher elects to retire and files for retirement benefits with the State of New Jersey, that teacher shall be compensated for unused sick leave at a rate of $100.00 per day to a maximum of 100 days or $10,000.00. This compensation will be received no later than the July 30 pay period following the official date of retirement from the Alpine School District.
The Board shall provide and teachers shall contribute toward the cost of full health care coverage in accordance with the most recent laws. Teacher(s) must work a minimum of twenty-five (25) hours per week unless they were hired prior to July 1, 2010. This health care coverage is for the teacher(s) and their eligible dependents under the New Jersey School Employees Health Benefits Program, or its successor, and covers hospitalization, medical, and major medical expenses in accordance with the rules and regulations of said plan.
Effective July 1, 2013, each teacher shall pay towards the cost of health insurance benefits 1.5% of his / her annual base salary or the appropriate percentage of premium based on coverage selected, whichever is higher. This contribution satisfies, and is not in addition to, the contributions required by N.J.S.A. 18A:16-17(b).
Effective on the first of the month, which is at least sixty (60) days from mutual ratification of the contract, there shall be a medical waiver incentive plan. Each employee shall be polled by the Administration about whether he/she wishes to voluntarily waive such insurance for that insurance year. The cash incentive to be provided to employees waiving their insurance shall be the lesser of twenty-five percent (25%) of the annual cost savings to the Board or Five Thousand Dollars ($5,000). The annual cash incentive will be paid in equal installments throughout the year. The annual cash incentive is fully taxable and subject to all required withholding taxes. An employee will be permitted to re-enroll in the respective group insurance plan every July 1 or immediately if the employee provides proof of a life status change. If an employee re-enrolls during the year because of a life status change, the cash incentive will be prorated. When employees are polled about their interest in waiving insurance, they shall be informed of the incentive payment amount. Any employee who waives insurance in one year may re-enroll in the plan the following year
The Board will pay one hundred percent (100%) of the cost for full family coverage under a Group Dental Insurance Plan for each tenured teacher who works a minimum of twenty-five (25) hours per week. All non-tenured teachers who do not receive Board-provided dental coverage shall be eligible to purchase, at their own expense, individual or family dental coverage under the District’s Group Dental Insurance Plan at the Board’s actual cost for such coverage.
Effective on the first of the month which is at least sixty (60) days from mutual ratification of the contract, there shall be a dental waiver incentive plan. Each employee shall be polled by the Administration each year about whether he/she wishes to voluntarily waive such insurance for that insurance year. The cash incentive to be provided to any employee waiving their insurance shall be the lesser of twenty-five percent (25%) of the annual cost savings to the Board or Five Thousand Dollars ($5,000). The annual cash incentive will be paid in equal installments throughout the year. The annual cash incentive is fully taxable and subject to all required withholding taxes. An employee will be permitted to re-enroll in the respective group insurance plan every July 1 or immediately if the employee provides proof of a life status change. If an employee re-enrolls during the year because of a life status change, the cash incentive will be prorated. When employees are polled about their interest in waiving insurance, they shall be informed of the incentive payment amount. Any employee who waives insurance in one year may re-enroll in the plan the following year.
Currently, the group dental insurance plan is offered by MetLife and includes an optical plan at no additional cost to the Board. An optical plan is not provided to the Association under this Agreement, yet the Board and the Association has agreed that the teachers shall be permitted to participate in the optical insurance coverage included with this group dental insurance policy so long as this benefit is offered by MetLife at no additional cost to the Board and provided that the provision of this benefit shall not establish a past practice nor require the Board to continue such coverage in the future.
Observation and Evaluation of Tenured and Non-Tenured Teachers
The New Jersey Administrative Code (N.J.A.C. 6:3-4-3), evaluation of tenured teachers, will be followed by the Board in carrying out the observation and evaluation of tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.
The non-tenured teachers’ evaluation law (N. J. S.A 18A:27-3.1 et seq.) and the New Jersey Administrative Code (N. J. S. C. 6:3-4.1) will be followed by the Board in carrying out the observation and evaluation of non-tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.
The term “observation” as applied to a teacher, shall be construed to mean a visitation to a classroom by a member of the administrative/supervisory staff of the District who holds an appropriate certificate for the supervision of instruction (hereinafter referred to as the “evaluator”) for the purpose of observing the performance of the instructional process by the teacher.
The term “evaluation” as applied to a teacher, shall be construed to mean a written evaluation report, hard copy or electronic version, prepared by an Evaluator who visits the classroom for the purpose of observing the performance of the instructional process by the teacher. The written evaluation has as its purpose the improvement of the quality of instruction.
The evaluation instrument selected must be on the state’s approved list of instruments or, if developed by the district, receive approval from the state as an instrument meeting all mandated criteria. A four (4) tier system of evaluation – Ineffective, Partially Effective, Effective and Highly Effective – must be included among those criteria. Other principles that should be reflected in this instrument are the following: clear standards that describe the characteristics of effective and ineffective teaching; a high level of rigor-the highest expectations for teachers and students; uniform design so that measures are consistent within the school; flexibility that allows for the differences in teaching positions; multiple measures or data sources used when assessing a teacher’s effectiveness; measurements that are valid and reliable; and assurances that evaluators adhere faithfully to the system’s measurement process.
Tenured teacher(s) shall have a state determined minimum number of observation/evaluations per year. Full-time non-tenured teacher(s) shall have a minimum of six (6) observations/evaluations per year. A minimum of two (2) of the observation/evaluations shall be preceded by a pre-observation conference.
After each observation/evaluation the teacher will complete a written self-reflection, followed, within a reasonable period of time, by a post-observation conference between the evaluator and the teacher at which the lesson observed is discussed.
Annual Summary Evaluation
The summary evaluation is a compilation of the evaluations throughout the year and also will include the preparation and planning done by teachers, as well as, their overall contribution to the school and its students. Before the summary evaluation is written, an annual conference between the teacher and his/her designated supervisor is required. The written annual summary evaluation will also direct the Professional Development Plan for the next school year that has been mutually discussed and developed.
A. The district shall use its evaluation system to improve and target its professional development offerings. A strong evaluation system will indicate areas for improvement, enabling the district and the state to develop improved professional development opportunities to ensure that each teacher receives training that matches his/her needs.
B. To encourage teachers to take courses for the betterment of their teaching capabilities and for their increased value to the school district, the Board will make reimbursement for the tuition cost of graduate courses within the limits defined below:
1. Approval of Course Requirements
To be approved, the CSA must first have determined that the course will enhance the value of the teacher to the school district. As a small, one class per grade level school system, teacher course work that enhances instruction and/or supervision has a broader meaning than it might elsewhere. Students in the K-4 division of the school would benefit if teachers had certification in multiple common core academic areas. Students K-8 would benefit if teachers added special education or technology certifications to their existing areas of certification. Adding supervisory certification in areas required by this district would also encourage promotion from within. For these reasons, this contract supports a broad interpretation of the phrase, “current and future employment in the district”.
(a) Teachers who hold only a Bachelor's degree must be in either an approved certificate or Master's degree program. Only one certificate program will be reimbursed before the Master's degree.
(b) Teachers who hold a Master's degree need not be in a certificate or Master's degree program to obtain reimbursement.
(a) Tuition reimbursement shall be available as indicated in this Article to teachers after their first year of full or part-time experience in the district and for course work taken during the second and subsequent years of service. This means that someone starting in September of one year would be eligible for reimbursement for courses taken in the following summer.
(b) To be eligible for tuition reimbursement, teachers must achieve a minimum grade of "B+" or a "Pass" if the CSA approves the taking of a course on a Pass/Fail basis.
(c) Tuition reimbursement for part-time teachers shall be proportionate to the amount of time they work, i.e., half-time teachers would receive half the reimbursement that full-time teachers receive for the same number of credits.
(d) Proof of successful completion of the courses (as specified in paragraph 2.b above) shall be provided to and endorsed by the CSA before reimbursement is made.
(e) Teachers will be reimbursed for approved course credits in accordance with the following formula:
(1) The total maximum obligation of the Board for reimbursement of teachers for up to six (6) credits per year per person shall be the following:
(2) The Board's reimbursement rate per credit shall be the cost per credit annually assigned to courses by the New Jersey State University system.
2013-2014 $ 12,491.00
2014-2015 $ 11,791.00
2015-2016 $ 11,091.00
(3) If, at the end of each school year, the total amount of reimbursement sought by all teachers for approved credits equals or exceeds the maximum obligation of the Board for the year, each teacher seeking reimbursement shall be reimbursed per credit by pro-rating the cap for that year over the total number of credits for which reimbursement is sought.
(4) If, at the end of each school year the total amount of reimbursement sought by all teachers is less than the maximum obligation of the Board for that year, any teacher who has taken more than 6 credits can apply for a share of the remaining portion of the Board allotment up to 9 credits to be distributed in equal percentages as reimbursement for any classes taken before June 30 of that school year. In no event shall the total reimbursement exceed the annual Board tuition allotments specified above.
A. Sick Leave
Full-time teachers shall have twelve (12) sick days per school year, two (2) of which shall be non-cumulative. The unused portion of the remaining ten (10) may be carried over for use in following years. Part time teachers will be pro-rated based upon the number of days per week they work and the number of hours per day they work.
Please be aware that sick leave can only be utilized for an employee’s own personal illness. With respect to a period of disability associated with the birth of a child, an employee is considered presumptively disabled for the period of twenty (20) school days before the anticipated birth and twenty (20) school days following the actual birth of your child. During this time, the employee is entitled to utilize sick days to the extent available. Any period of further disability beyond this presumptive period must be certified by a physician in order for an employee to utilize sick leave.
B. Personal Leave
Leave with pay for personal business which cannot be completed outside of the regular workday shall be granted to each teacher for up to three (3) days per school year. Such leave is non-cumulative.
1. Criteria for Personal Leave:
b. Requests must be filed with the CSA at least five (5) school days in advance;
a. Personal leave is granted for matters limited to urgent legal, family or personal business which cannot be scheduled outside of school hours, to include the death of a person who is not a member of the immediate family, as defined below;
C. Bereavement Leave
c. A personal day will not be granted on the first or last five days of school, an in-service day or scheduled parent/teacher conference days, or on days immediately preceding or following a scheduled school recess;
d. The teacher must state the reason for his/her request (i.e., legal, family or personal matters);
e. The CSA reviews and approves or disapproves all requests. In an emergency the CSA may waive restrictions and authorize an emergency personal day.
f. Part time teachers’ personal leave is calculated according to the number of days per week they work per year.
g. Upon written request from the father/teacher to the CSA, two additional personal days will be provided upon the birth/adoption of his child.
Leave with pay following death in the "immediate family" (as hereafter defined) shall be granted for five (5) days following date of death. An extension may be granted at the sole discretion of the CSA provided that, during such additional time, pay shall be at a daily rate of 1/200th of the teacher’s annual salary less the substitute's daily rate established by the Board.
Immediate family shall mean the teacher's spouse/domestic partner, as defined by the State of New Jersey, and the following relatives of the teacher or teacher's spouse/domestic partner: child, parent, brother, sister and grandparent, regardless of place of residence.
D. Extended Leave Without Pay to Provide Care
An extended leave of absence, without pay, of up to one (1) year may be granted for the purpose of caring for a member of a tenured teacher's "immediate family" as defined in paragraph (C). Unless required by law, no portion of the time spent on leave shall be counted toward fulfillment of any time requirements of seniority. Upon return from such leave, a teacher shall be reinstated to a position within his or her area of certification. Additional leave may be granted at the sole discretion of the Board. Benefit coverage will be maintained as provided by the State Family Leave Act. Teachers on this type of leave may continue benefit coverage at their expense at the group rate pursuant to the rules and regulations of the governing agency. Employee must present a written request for a leave to the Board of Education along with a copy to the Superintendent. The matter will be presented at the next Board of Education meeting.
E. Extended Leave Without Pay
An extended leave of absence without pay may be granted for personal reasons for a maximum of a school year. Once granted the teacher can request an extension for an additional year. The granting of such requests will not be automatic but at the discretion of the Board. Teachers on Extended Personal Leave Without Pay may continue benefits at their expense at the group rate pursuant to the rules and regulations of the governing agency. Employee must present a written request for a leave to the Board of Education along with a copy to the Superintendent. The matter will be presented at the next Board of Education meeting.
F. New Jersey Family Leave Act (“NJ FLA”)
Under the NJ FLA, an eligible employee is entitled to twelve (12) weeks of leave in any twenty-four (24) month period to provide care made necessary by: (1) The birth of a child or placement of a child with the employee due to adoption; or (2) The serious health condition of a family member. Note that this statute does not afford employees the ability to utilize NJ FLA leave based upon their own disability. NJ FLA leave is unpaid with a continuation of medical benefits.
To be eligible for NJ FLA leave, an employee must have worked for the Board for at least twelve (12) months, and during the previous twelve (12) months, have worked a minimum of 1000 hours.
The Board reserves to itself sole jurisdiction and authority over matters of policy and retains and reserves unto itself, without limitation, all the powers, rights, authority, duties and responsibilities conferred upon and vested in it by the Law and Constitution of the State of New Jersey and of the United States, by the decision of the courts of the United States and of the State of New Jersey, the Commissioner of Education and the State Board of Education of the State of New Jersey and by the Rules and Regulations of the State Board of Education and the State of New Jersey.
The willingness of the Board to discuss matters that are within the sole prerogative of the Board shall not be deemed to constitute a waiver or relinquishment of any such prerogative.
Teachers shall enjoy all of the rights granted under and by virtue of the provisions of Chapter 303 of the Law of 1968 as amended by Chapter 123 of the Laws of 1975 or under any laws of the State of New Jersey and the United States, and the Constitution of the United States and of the State of New Jersey. No teacher(s) shall be discriminated against, coerced, or reprimanded by virtue of the exercise of such rights.
WORK DAY/WORK YEAR
A. Work Year
The teachers’ in-school work year shall begin no earlier than September 1 and end no later than June 30th. A waiver from the AEA must be granted to administration before the September-June work year can be altered to accommodate the school calendar. It shall consist of the following:
-181 pupil contact days
- 1 orientation/planning/set-up day;
- 2 professional days, or that equivalent, scheduled by the CSA.
B. Length of Work Day
A full-time teacher's work day shall begin at 8:15 a.m. and continue to 3:15 p.m. (7 hours). This time span constitutes a thirty-five (35) hour work week. The teachers' regularly scheduled classes shall begin no earlier than 8:25 am and shall not extend beyond 3:00 pm.
If unusual circumstances should arise, the Association recognizes that the Board may, after consultation with the Association, alter these hours on a temporary basis.
Teachers who agree to work outside of this contractual time will receive adequate notification. A waiver will be agreed to by the Association.
C. Each teacher shall have a duty-free lunch period of the same length as the lunch period for students. The Board recognizes that no changes shall be made in the lunch period as it affects the teacher’s duty-free lunch unless first negotiated with the Association.
D. Each full-time classroom teacher shall have the equivalent of one full teaching period per day as preparation time. Part-time teachers shall receive the equivalent of fifteen (15) minutes preparation time daily. This fifteen (15) minutes equivalent may be assigned on a weekly basis as opposed to a daily basis. That is, a teacher working three (3) periods per day each day would be entitled to seventy-five (75) minutes of preparation time during the week. For teachers working full days but part-time, a minimum of fifteen (15) minutes shall be scheduled for preparation daily. Where possible, a teacher(s)who is required to use a preparation period for co-planning lessons will still be entitled to at least two and a half (2 ½) hours of additional preparation time per week.
E. The Board recognizes that teachers would prefer not to have lunchtime supervision of students. However, the Board and Association recognize that continuity of assignment to lunch supervisory duty is a desirable approach. Recognizing these understandings the Board agrees that staff assigned to lunch duty will be guaranteed a duty-free lunch period and a preparation period.
Furthermore, assignments to lunch supervisory duties will be designed to maintain continuity. The Board agrees to make every reasonable effort to assign a single teacher to the continuing daily assignment of overseeing and expediting lunch supervision. Additional teachers will be assigned to lunch supervision on a regular basis, i.e., every Monday, or every Monday and Tuesday, or every Tuesday, etc. It is understood that whenever possible, teachers will be rotated annually in this assignment.
F. General faculty meetings called for the teachers shall meet the 2nd Tuesday of each month at 3:15 p.m. and shall not exceed 1 hour.
G. Full-time teachers shall sign in by initialing the sign-in board no later than 8:15 a.m. Full-time teachers staying beyond 3:15 p.m. do not have to sign out when leaving for the day. Teachers whose work day starts after and ends before the regular work day shall sign in and sign out by indicating their time of arrival and departure.
All Board policies and procedures affecting terms and conditions of employment here-to-fore adopted and in existence as of the date hereof are hereby ratified, confirmed and incorporated herein by reference as though set forth herein at length.
B. Posting of New Positions and Vacancies
New positions requiring certificates and teacher vacancies will be posted in the teachers' lounge before advertised publicly.
C. Successor Agreement
The parties agree to enter into collective negotiations for a Successor Agreement in accordance with Chapter 303, Public Laws of 1968, as amended by Chapter 123 of Public Laws of 1975 in a good-faith effort to reach an agreement on all matters concerning the terms and conditions of the teachers' employment. Such negotiations shall begin not later than the time required by statute and code. Any agreement to be negotiated shall apply to all teachers (as defined in Article 1), be reduced to writing, be adopted by the Board and by the Association and be signed by their duly-authorized representative.
D. There shall be twenty (20) equal pay periods per school year. All payments, with the exception of the final one in June, shall be directly deposited into a bank account of the teacher’s choice. Teachers may opt for summer pay distribution. For those who do, one additional payment equal to the amount withheld over the course of the year will be made on or before June 30th of that same year. Teachers may also request in writing summer pay in four (4) equal installments i.e. July 15th, July 31st, August 15th and August 31st.
E Resignation/Reduction in Force of Tenured Teachers
A tenured teacher may resign his/her position provided he/she gives the board of education written notice at least sixty (60)days in advance of the anticipated last day of service.
The board of education will give at least sixty (60) days written notice of termination of employment to any tenured teacher who is affected by a reduction in force during the school year.
F. Termination of Non-Tenured Teachers
The board of education will give at least sixty (60) days written notice of termination to any non-tenured teacher whose performance is determined to be ineffective.
DURATION OF AGREEMENT
This agreement shall be effective July 1, 2013, and shall continue in effect through June 30, 2016. This agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
IN WITNESS WHEREOF, the parties have hereunto caused this Agreement to be signed by their respective Presidents, attested to by their respective Secretaries and their corporate seals to be placed hereon, all on the day and year first above written.
Attest: Board of Education of the Borough Alpine, New Jersey
Attest: Alpine Education Association
ALPINE ELEMENTARY SCHOOL
Negotiation Unit Grievance Form
1. Name of person filing grievance.
2. Date of grievance submitted to CSA.
3. Specific language and section of the Agreement, Board Policy or Administrative Decision Alleged to have been misinterpreted, misapplied, or violated.
4. A description or explanation of the action that caused the misinterpretation, misapplication or violation (include date of occurrence and who was involved).
5. Specify who was aggrieved (individual or association or both).
6. Indicate the desired remedy.
Signature of person filing grievance (same as in #1)
Response of CSA: