History and Introduction 
The history of this extended settlement agreement between the Town of Boonton Board of Education and the Boonton Education Association, Inc. included a two-year settlement agreement for the 2006-2007 and 2007-2008 school years.  Since the final settlement of both contracts was not reached until the spring of 2008, a formal contract booklet was not printed for the two-year agreement. 
The agreement for the 2006-2007 and the 2007-2008 school years was settled with the same contract language as is contained in this three-year agreement with the exception of the salary schedules A-J. A signed copy of the approved two-year agreement is on file in the Business Offices of the Board of Education. 
Currently on file in the Business Offices of the Board of Education, is a Memorandum of Agreement between the Town of Boonton Board of Education and the Boonton Education Association, Inc. that amends specified contract language related to custodians and maintenance employees for the 2011-2012 school year (July 1st through June 30th). Following this approval, the Town of Boonton Board of Education also voted to extend the existing Agreement, exclusive of the afore mentioned M.O.A., through June 30, 2014 with mutually agreed upon contract language changes and amendments to salary schedules A-J. 
BOONTON PUBLIC SCHOOLS BOONTON, NEW JERSEY 
The Board of Education of the Town of Boonton and the Boonton Education Association, Inc., do hereby agree that the welfare of the children of the Town of Boonton is paramount in the operation of the schools and will be promoted by both parties. The parties do agree as follows: 
I. RECOGNITION 
A. 	The Board of Education of the Town of Boonton, hereinafter referred to as the “Board,” recognizes the Boonton Education Association, Inc., hereinafter referred to as the “Association,” as the exclusive representative of those persons as defined in the section herein describing the negotiating unit for the purposes of collective negotiations and for representation in grievance procedures hereunder as provided in N.J.S.A. 34:13A-1 et seq., and such amendments to said laws may be in effect during the term of this contract. 
B. 	The Negotiations Unit 

1. The negotiating unit for the purposes of the recognition agreed upon herein shall include teachers, teacher aides, custodians, maintenance employees, building secretaries and shall exclude: superintendent, assistant superintendents, business administrators/board secretaries, principals, vice principals, curriculum coordinator, child study team coordinator, assistant principals, department supervisors, food service director, school physicians, confidential secretaries, treasurer, attorneys, maintenance supervisor, athletic director, substitutes (per diem), payroll/negotiations coordinator, school district accountant and such persons as the Board may retain as professional consultants. 

2. The terms teachers and professional staff shall be understood to include all certified unit members, except as excluded above. 

3. The parties agree that, in the event the Board creates new positions, the parties will meet to discuss whether such new positions are appropriately included in this Collective Bargaining unit. 

II. 	NEGOTIATING PROCEDURE 
A. 	Attaining Objectives 

1. Attainment of the objectives of the educational program of the school system requires mutual understanding and cooperation between the Board and the Association. The Board and the Association agree to enter into collective negotiations in accordance with N.J.S.A. 34:13A-1 et seq. (and as above Article 1) in a good faith effort to reach agreement on matters concerning the terms and conditions of employment. 

2. Negotiations begin no later than the date prescribed by the Public Employment Relations Commission. 

B. 	During negotiations, the Board and the Association shall present relevant data, exchange points of view, and/or make proposals and counterproposals. 
C. 	Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. 
D. 	This agreement shall not be modified in whole or part except in writing duly executed by both parties. 
III. GRIEVANCE PROCEDURE 
A. Definitions 

1. A grievance is a formal complaint by an employee(s) that a dispute exists concerning the interpretation, application, or violation of Board policies, the Agreement, and/or administrative decisions affecting said employee(s) and/or terms and conditions of employment. 

2. An “aggrieved person” is the person or persons making the claim. 

3. A “party in interest” is the person or persons making the claim and any person who might be required to take action, or against whom action might be taken in order to resolve the claim. 

B. Purpose 
The purpose of this procedure is to secure at the lowest possible administrative level, solutions to the problems which from time to time may arise affecting the employee(s). Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. 
C. Procedure 

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered a maximum and every effort should be made to expedite the process. The time limits specified in this procedure may be extended by mutual consent. 

2. A grievance to be considered under this procedure must be initiated by the aggrieved within thirty (30) working days of its occurrence and must be signed by every aggrieved person except in the case of a grievance affecting a group or class of unit members, in which case an Association representative shall sign. 

3. Should a grievance be filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, and may be left unresolved until the beginning of the following school year, the time limits set forth herein shall be reduced by mutual agreement in order that the grievance procedure may be exhausted prior to the end of the school year or as soon as possible thereafter as practicable. 

4. All official grievance forms, in duplicate, involving a grievance will be channeled through the Association. 

D. Level One 
The Employee(s) with a grievance shall first discuss it with the appropriate building-level administrator or immediate supervisor in an attempt to resolve the matter informally. 
E. Level Two 
If the aggrieved is not satisfied with the discussion at Level One, then the aggrieved shall take a written statement of the grievance to the appropriate building level administrator or immediate supervisor within five (5) working days of the Level One discussion stating: 

1. Nature of grievance 

2. Nature and extent of injury or inconvenience 

3. Results of previous discussions; 

4. His/her dissatisfaction with decisions previously rendered; 

5. Articles violated; 

6. Relief sought. 

Within five (5) working days after the receipt of the grievance, a written decision by the appropriate building level administrator or immediate supervisor shall be rendered to the aggrieved through the Association. 
F. Level Three 
If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, then the aggrieved through the Association shall submit the grievance in writing to the Superintendent within five (5) working days. Within seven (7) working days after the receipt of the grievance, a written decision by the Superintendent shall be rendered to the aggrieved through the Association. 
G. Level Four 
If the grievance is not resolved to the employee(s) satisfaction at Level Three, he/she may within five (5) working days, through the Association, request a review by the Board, through the Superintendent of Schools, who shall attach all related papers and forward the request to the Board within five (5) working days of the receipt of the request. The Board, or a committee thereof, shall review the grievance and may hold a hearing with the employee(s) and his/her/their chosen representative(s) and render a decision in writing within ten (10) working days of receipt of the grievance by the Board from the Superintendent.  If the Board does not conduct a hearing, it shall nonetheless render a written decision within ten working days of receipt of the grievance.  After the Board’s written decision, the Association can, if it chooses, proceed to arbitration pursuant to paragraph H(1) below. 
H. Level Five 

1. If the decision rendered by the Board is not satisfactory to the aggrieved, the Association may submit the grievance to arbitration within five (5) working days after receipt of the decision from Level Four. 

At the request of either party a committee of four (4), two (2) appointed by each, shall be formed to investigate the possibility of resolving the grievance prior to the arbitration hearing. If the parties accept the proposed settlement, the Association shall withdraw the matter from arbitration. 

2. The parties shall be bound by the rules and procedures by the Public Employee Relations Commission in the selection of an arbitrator. The arbitrator shall hold hearings relevant to the grievance. The decision of the arbitrator shall be submitted to the Board and to the Association and shall be final and binding on the parties. 

3. The costs for the services of the arbitrator shall be borne equally by the Board and the Association. Any other expense incurred shall be paid by the parties incurring same. 

I. Rights of the Employee(s) to Representation 
1. Representation 
	Any aggrieved person(s) may be represented at all stages by him/herself, or at his/her option, by a representative(s) selected or approved by the Association. 
	When an employee is not represented by the association, the Association shall be notified in advance of all scheduled grievance meetings, shall have the right to be present at all grievance meetings held at the level of the Superintendent or the Board, and shall be notified of the settlement. 
	If the Association does not represent the grievant, it shall have the right to grieve such grievant’s settlement as it alleges to be contrary to the terms of the Agreement. 

2. No reprisals of any kind shall be taken by the Board or by any member of the Administration against any party in interest, any representative, any member of the Association or any other participant in the grievance procedure by reasons of such participation. 
3. All documents, communications, and records dealing with the processing of the grievance shall be absolutely confidential to the maximum degree permitted by law and shall not be submitted to anyone not involved in the grievance except with the permission of the aggrieved and the Board. 
4. All meetings and hearings under this procedure shall not be conducted in public and shall include only those parties specified in the Article. 
J. Copies of Grievance Dispositions 
The Association or designated representatives shall receive a copy of the disposition of all grievances at all levels. 
IV. EMPLOYEE(S)’ RIGHTS 
A. 	In compliance with N.J.S.A. 34:13A-1 et seq., the Board agrees that every employee as defined in Article 1, Section A, of this Agreement, shall have the right to freely join and support the Association and any other organization with which it is affiliated. The Board agrees that it shall not directly or indirectly discourage or coerce any employee(s) in the use of any rights given to them by law. 
B. Whenever any employee is required to appear before the Board of Education or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a person of his/her own choosing present to advise and present him/her during such meeting or interview. Any suspension of any employee pending charges shall be with pay. The superintendent, in consultation and agreement with the BEA President, may reassign the staff member to other duties deemed appropriate during the period of the suspension. 
C. 	Except as this Agreement shall otherwise provide, all existing benefits of employment applicable on the effective date of this Agreement to employees covered by this Agreement shall continue to so apply during the term of the Agreement. This provision is not intended and shall not be interpreted to provide any rights to any employee who is on unpaid leave.  An employee who is placed on a leave for disciplinary reasons will not be approved for tuition reimbursement that has not previously been approved. 
D. 	No employee shall be discharged, disciplined, reduced in rank or compensation without just cause. This paragraph is not subject to the arbitration clause of this agreement (Section III, Paragraphs H.1. through H.3.). 
E. 	Assigned Duties Custodial/Maintenance/Secretarial Staff 
At no time shall the employee be requested or required to, in any way, supervise or be responsible for pupils at any work location except in the event of an emergency. 
F. 	The Teacher shall maintain his/her right and responsibility to determine grades and other evaluation of students within the grading policies of this school district based upon his/her professional judgment of available criteria pertinent to any given subject area or activity to which he/she is responsible. 

V. ASSOCIATION RIGHTS & PRIVILEGES 
A. 	The Association and representatives may have the privilege to use school buildings at reasonable hours as to time, date, and availability for meetings; use of mailboxes; and use of school equipment (such as copying machines and computers) when such equipment is not being used in the school program. No piece of equipment is to be removed from the building without the approval of the building principal or Superintendent.  The Board will provide the Association with a reasonable amount of space for the storage of documents related to the District. 
B. 	The Board agrees to furnish to the Association annual audits, agenda and minutes of all Board meetings, and names and addresses of all employees. 
C. 	The Association President or his/her designee shall be granted up to 3 days of paid leave to attend to BEA responsibilities. 
Support staff members of the BEA Representative Council shall be released from work, without loss of pay, at 3:00 pm once a month to attend Association meetings. If, at the conclusion of a meeting, time remains on the support staff member’s shift, he/she must return to his/her work site and complete his/her shift. The Association Secretary shall provide the Board Secretary with a list of the members of BEA Representative Council before September 15 of each year. If the members change during the year it shall be the responsibility of the Association Secretary to update the list with the Board Secretary. 
VII. WORK HOURS 
A. Certified Staff 
1. Check-in/Check-out 
As professionals, certified staff members are expected to devote to their assignments the time necessary to meet their responsibilities. They shall be required to indicate their presence in the building by checking In or Out in the appropriate column on the faculty roster. 
2. Work Day 
	It is recognized that each certified staff member has the professional responsibility to assist students academically after school when such help is needed or requested. In the event the teacher fails to fulfill this requirement it will be considered a breach of contract. 
	The total teacher in-school workday shall consist of not more than 7 hours and 10 minutes, of which 30 minutes will be designated as unassigned time. The student day shall be 6 hours and 40 minutes. The student day shall not begin earlier than 7:30 AM or later than 8:15 AM. 
	The workday for the child study team shall be seven (7) hours and ten (10) minutes per day, including a daily fifty-five (55) minute duty-free lunch period. Preparation time provisions in the contract for teachers shall not cover the child study team, which shall not be entitled to preparation time. 
	Teachers of grades 7-12 shall have 118 minutes of duty-free time daily to be used for lunch and preparation time. No less than 30 minutes shall be designated a lunch period and teachers shall be allowed to be absent from the building no more than 45 minutes of the total 118 minutes. Teachers will be provided coverage for restroom use during the 88 minute block schedule teaching periods. 

Four-Day Rotating Block Schedule: For teachers of grades 7-12 each four-day rotation shall consist of 2 days with 90 minutes designated to preparation and lunch and 2 days with 146 minutes designated to preparation and lunch. No less than 30 minutes shall be designated as a lunch period and teachers shall be allowed to be absent from the building no more than 45 minutes on any given day. 
e. Teachers of grades Pre-K to 6 shall have 210 minutes of duty-free preparation time per week with no less than 30 consecutive minutes daily. Teachers of grades 1-6 shall have 55-duty-free minutes per day for lunch. 

3. 	It is expected that certified staff work on committees concerning curriculum, instruction, and improvement in the educational program. For teachers of grades 7-12, twelve (12) blocks of preparation time per year shall be designated for curriculum development.  A block shall not exceed fifty-five (55) minutes. Teachers shall receive the appropriate credit of the curriculum development or curriculum related activity shall be eligible or qualifies as professional development per the Department of Education requirements. When possible, notice of curricular development activities will be provided for the entire month on or about the first day of the month. 

4. In the event no staff member volunteers for the SSS/JHS inclement weather stipend activity, certified staff, up to four (4) at a time, will be assigned from a list prepared by the principal and the BEA representative on a rotating basis for Monday through Friday inclement weather duty. 

5. 	Total certified staff of each individual building shall not be required to attend more than four (4) evening sessions per school year. School shall be designated a one (1) session day for any evening session which exceeds three (3). 

6. 	Every attempt will be made to keep five (5) teaching periods per instructor at grades 7 through 12. (Middle School & High School). In the event additional sections are necessary, volunteers with appropriate certification will be solicited to teach a sixth period. If there are no volunteers, teachers with appropriate certification can be assigned. No person will be expected to teach a sixth period unless they are compensated with a payment as follows: 

A stipend of $3100 will be paid for anyone assigned a sixth period. Assignments for a partial year or partial week shall be pro-rated.  

7. When block scheduling is in effect a block shall be the equivalent of two teaching periods. (88 minutes) 

8. 	Certified staff members who travel between buildings during their workday shall have adequate travel time built into their schedule to allow them to close up their workspace in one building, travel to another building and open up their workspace in the new building. 

B. Custodial/Maintenance Staff 
1. Daily Work Schedule 
	Day custodians and maintenance personnel will work an eight-hour shift excluding one-half hour for lunch. Custodians who are assigned the evening shift will work seven and one-half hours excluding a half-hour for lunch. 
	All custodial/maintenance employees shall be scheduled to work a regular shift and shall be notified as to regular starting and quitting time of shift change at least two weeks or less if agreed to by the custodial/maintenance employee except in the case of an emergency.  If the custodial/maintenance employee agrees to shorten the two week notice, the agreement shall be placed in writing and signed by both parties. 
	When schools are closed due to snow or other emergency, custodial/maintenance employees shall be dismissed when completion of the work related to the emergency has been verified by the Superintendent or his/her designee. 

2. Overtime 
	All custodial/maintenance staff agree to work on a rotational basis for overtime, as required by administration. 
	Overtime shall be paid at the rate of 1-½ times the employee’s regular hourly rate of pay for all time worked in excess of the daily work shift and for Saturdays. 
	Overtime work required on Sundays and holidays shall be paid at double-time rate and shall be a minimum of four (4) hours. 
	Overtime for non-school related events (on any day of occurrence) shall be for a minimum of four (4) hours. 
	The association agrees that alarm checks can be assigned outside the bargaining unit. However, if a custodian or maintenance worker is assigned to do an alarm check or is called back to work for emergency, he/she will be paid a minimum of 3 hours at the appropriate overtime rate. 

C. Secretarial Staff 

1. From September 1 to the last day of school, full-time employment is 8 hours per day, 5 days per week with one hour for lunch included. From the last day of school to August 31, full-time employment is 7 hours per day, 5 days per week with one hour for lunch period. 

2. Overtime 

When duties require time to be spent in excess of 8 hours per day or 40 hours per week, secretaries shall be reimbursed for their time at 1-½ times their normal pay rate. Advanced written approval is required by the Superintendent or designee. 
D. Bus Drivers 
All work by bus drivers in excess of forty hours per week, and all Sunday work and legal holidays when school is not in session shall be compensated at a time and a half rate. 
VI. WORK YEAR 
A. Certified Staff 
1. Ten-Month Personnel 
The in-school work year for employees on a ten-month basis (other than new personnel who may be required to attend an additional two days of orientation) shall not exceed one hundred eighty-six (186) days and shall be used in the following ways: Teachers will work up to 183 days when students are present. Three of the 183 days shall be designated as snow/emergency days and will not be made up if used. Teachers shall work up to 2 additional in-service days and one additional orientation and classroom set-up day. In-service days shall be 7 hours in length, inclusive of 1 hour for breaks. These days cannot be converted to other use. 
2. Eleven-Month Personnel 
The work year of teachers on an eleven (11) month basis shall not exceed two hundred and five (205) days. During the school year, the days worked shall be consistent with the ten (10) month in-school work year. 
3. Definition of In-School Work Year 
The in-school work year shall consist of those days when pupils are in attendance, orientation days, and other days on which teacher attendance is required. 
4. Guidance Counselors 
Guidance counselors may be asked to work five (5) days beyond the work year as provided in A.1. The principal and counselors shall work out a schedule based on updating records, summer school, schedule conflicts and new students. The actual dates worked shall be listed on the voucher for payment in August of each year. 
5. Child Study Team 

If the service members of the child study team are needed beyond the regular work year, up to ten (10) work days per individual will be offered first to full-time child study team members by job classification at the daily rate of 1/200th of their salary. 
Their workday shall be according to the collective bargaining agreement and consecutively scheduled whenever possible. The work schedule will be determined by the Superintendent and included with the job posting on or before May 30th. 
B. Custodial/Maintenance Staff 
1. Vacation 
	Initial year of employment (if it commences after July 1st) one (1) day per month up to a maximum of ten (10) days, to be taken during the school year commencing the following July 1st. 
	Effective July 1st following the initial date of employment, vacation shall be granted according to the following schedule: 

2nd-5th year – 2 weeks plus 1 day 6th-7th year – 3 weeks plus 1 day 8th year – 3 weeks plus 2 days 9th year – 3 weeks plus 3 days 10th year – 3 weeks plus 4 days 11th year – 4 weeks 12th year – 4 weeks plus 1 day 
	All vacation requests remain subject to the approval of the building principal and Superintendent. 
	One (1) additional vacation day will be granted on the Friday of the NJEA Convention. Personal or vacation days on the preceding Thursday will be granted only with approval of the Superintendent. 
	All vacation days are to be taken following the year in which they are earned. Any vacation days that are not used during the school year after they are earned shall be forfeited. 

2. Holidays 
New Year’s Day and the day before or the day following Martin Luther King Day President’s Day Good Friday Memorial Day July 4th Labor Day Columbus Day Thanksgiving Day and the following day 
Christmas Day and the day before or the day following 
The day preceding or following Christmas and New Year’s Day shall be designated as floating holidays so as to constitute a two-day holiday to be preceded or followed by the weekend when such days fall on Monday, Tuesday, Thursday or Friday, so as to constitute a four-day period of rest. If Christmas Day or New Year’s Day fall on a Saturday, the day before will be a holiday; if they fall on Sunday, the day after will be a holiday. In those years, two (2) floating holidays will be designated in the calendar by the Superintendent. When Christmas falls on a Wednesday, the day after will be a holiday. When New Year’s falls on a Wednesday, Monday and Tuesday will be the holidays. 
C. Secretarial Staff 
1. Work Year 
The secretarial work year shall be consistent with the teacher in-school work year. 

2. All secretaries shall be twelve (12) month employees. 

3. Vacation 
	Initial year of employment (if it commences after July 1st) one (1) day per month up to a maximum of ten (10) days, to be taken during the school year commencing the following July 1st. 
	Effective July 1st following initial date of employment, vacation shall be granted according to the following schedule: 

2nd-5th year – 2 weeks 6th-7th year – 3 weeks 8th year – 3 weeks plus 1 day 9th year – 3 weeks plus 2 days 10th year – 3 weeks plus 3 days 11th year – 3 weeks plus 4 days 12th year – 4 weeks 
c. Secretaries shall use their vacation days during the month of July and the first three full (Monday-Sunday) weeks of August. All vacation requests remain subject to the approval of the building principal and Superintendent. Secretaries may request vacation time at times other than those specified above. Upon the recommendation of the building principal, the Superintendent may grant said request, provided it does not interfere with the operation of the district.  All vacation days are to be 
taken following the year in which they are earned.  Any vacation days that are not used during the school year after they are earned shall be forfeited. 
D. 	Drivers/Assistants 
All employees shall be guaranteed 184-day contract 
E. 	The day preceding Thanksgiving shall be designated a one (1) session day for all unit employees, except custodial and maintenance employees. Night shift shall commence at the close of the school day. 
VIII. EVALUATION 
A. Certified Staff  
1. Definitions 
	The term “observation” shall be construed to mean a visitation to a classroom by a member of the administrative staff of the local school district, who holds an appropriate certificate for the supervision of instruction, for the performance of the instructional process.  An observation shall be for the duration of one complete subject lesson at any school. 
	The term “evaluation” shall mean a written summative assessment of a staff member that is prepared by a member of the administrative staff of the local school district, who holds an appropriate certificate for the supervision of instruction, for the performance of the instructional process. The summative “evaluation” is not limited to one observation report, as defined in the above paragraph, but rather a compilation of all written observation reports, professional accolades and contributions, progress toward the professional improvement plan, instructional strengths, and areas of recommended professional development throughout the said school year. 

2. Procedure 

a. 	Non-tenured professional staff shall be formally observed and evaluated a minimum of three (3) times a year. The first evaluation for non-tenured teachers shall occur by November 1; the second, by January 15; and the third, by March 

15. 

b. 	Tenured professional staff shall be formally observed and evaluated a minimum of one time during the school year. Additional observations may be made at the request of the teacher or at the discretion of the administration. 

c. 	A post observation conference shall occur within six (6) school days after each observation. The observation report shall be given to the teacher at least one day prior to the conference. A copy of the report shall be signed by the supervisor and the teacher and sent to the Superintendent within one week of the conference so that it may be placed in the personnel file of the teacher. Teachers hall have ten (10) school days from the date of signature to make attachments to the report. 

A. Custodial/Maintenance Staff 
A minimum of one (1) evaluation of the employee shall be made by the immediate supervisor. The employee shall receive a copy of the evaluation and 
shall have ten (10) days to attach a statement of rebuttal, if desired, before said evaluation is entered in the personnel file. 
B. Unit Employees 
An employee shall have the right to review the contents of his/her personnel file and to receive copies of documents therein. The employee may ask the Superintendent to review any documents to determine obsolescence. If the Superintendent finds them to be obsolete, they shall be destroyed. 
IX. LEAVES OF ABSENCE 
A. Temporary Leaves 
1. Bereavement Leave 
Absence due to death in an employee’s family or household shall be permitted for a period of three (3) consecutive workdays within seven (7) days of death or, at the Superintendent’s sole discretion, beyond that timeframe if there are special circumstances involved. If unusual circumstances require additional time for such leave, application shall be made to the Superintendent through the building principal. Immediate family shall be defined as mother, father, spouse, child, sister or brother, mother/father in-law, sister/brother in-law, daughter/son in-law, grandparents and significant other. A member of the immediate household shall be defined as a person living in the same household and whose legal residence is the same. 
In the event of the death of a friend or relative outside the family or household, as defined above, one (1) day shall be granted for funeral attendance. 
In the event of the death of an employee or student, the principal or immediate supervisor of said employee or student shall be granted to an appropriate number of employees sufficient time to attend the funeral. 
2. Personal Leave 
A total of three (3) days of noncumulative leave of absence with prior approval of the Superintendent shall be granted in accordance with the following: A total of three (3) days of non-cumulative personal days without reason shall be given. Personal days cannot be used before or after a school vacation or holiday except with the prior approval of the Superintendent. The Superintendent’s decision cannot be grieved. Except in the case of emergency, three (3) days prior notification shall be given. 
	In the event of an extended illness, unused personal days may be applied to sick leaves when accumulated sick leave is exhausted. 
	A maximum of three (3) unused personal leave days under paragraph 2 above shall be converted to sick days at the end of each school year. 

c. 	A maximum of three (3) family illness days shall be granted to any employee at the cost of $85 per day.  The employee 
must identify the need for a family illness day prior to or on the day of absence. 
3. Military Leave 
Time necessary for a person called to temporary active duty training or any U.S. Reserve or National Guard Unit shall be granted. The person(s) shall be paid as provided by law. 
4. Sick Leave 
Ten (10) month employees shall receive ten (10) sick days per year. Eleven (11) month employees shall receive eleven (11) sick days per year. Twelve (12) month employees shall receive twelve (12) sick days per year. 
5. Employees with perfect attendance for an entire school year (July 1 – June 30 for 12 month employees; August 1 – June 30 for 11 month employees), shall receive a perfect attendance bonus in the amount of $500.00 to be paid on June 30th. 
B. Extended Leaves 
1. Disability Leaves 

a. The Board shall not discriminate against any person in violation of the Law Against Discrimination. 

(1) The Board shall not maintain or enforce any policy or practice for removal of any tenured or non-tenured employee for his/her duties that is based solely on the fact of a specific number of months of disability. 

(2) The Board may request a disabled employee to produce a certificate from his/her physician that he/she is medically able to continue his/her duties. The Board reserves the right to have its physician examine the employee. If there is a difference of medical opinion between the Board’s physician and the employee’s physician, then the Board’s physician and the employee’s physician shall agree on a third impartial physician who shall examine the employee and whose medical opinion shall be conclusive and binding on the issue of medical capacity to continue his/her duties. 

b. An employee who anticipates a disability shall notify his immediate supervisor in writing of the anticipated commencement of the disability as soon as the employee knows about it. 

(1) In case of a pregnancy, no later than sixty (60) days prior to the anticipated delivery date of the child, the employee shall request either: 

(a) A disability leave for which accumulated sick leave may be utilized; or 

(b) A disability leave for which accumulated sick leave may be utilized followed by an unpaid childcare leave as described below; or 

(c) An unpaid leave of absence commencing prior to the period of actual disability without use of accumulating sick leave. 

(2) To the extent permitted by law and relevant judicial and administrative agency decisions, employees on a pregnancy related disability leave shall be presumed to be disabled for purposes of sick leave eligibility thirty (30) calendar days prior to the anticipated date of birth of the child and thirty (30) calendar days following the actual date of birth of the child. 

c. Employees requesting sick leave for pregnancy-related disabilities beyond the periods as set forth above, or for all other disabilities shall, at the request of the Board of Education, furnish proof of the existence of such disability. 

2. Childcare Leaves 

	The Board shall grant unpaid leaves of absence for the purposes of childcare of an infant to employees who fulfill the requirements set out below. No requests will be disapproved arbitrarily, discriminatorily, or capriciously. 
	When an employee is on an unpaid leave of absence, the return to work will be on the first day of a new marking period in order to maintain continuity in the educational program or on a different date requested and approved by the superintendent. 
	Except as provided in B.2.b. above, leaves of absence shall commence immediately following the end of the period of actual disability and shall terminate at the end of the school year in which the disability occurred. 
	At the request of the employee, the Board shall grant an extension of childcare leave for one additional full school year.  Once a staff 

member’s FMLA leave time has been exhausted, any extended leave time granted by the Board, if any, shall end at the beginning of a marking period or the end of the school year.  The Superintendent of Schools, in his/her sole discretion, may grant leaves ending other than as stated above. 
	In the case of an adoption, notice shall be given to the employee’s supervisor when application for the adoption is approved by the adopting agency. In cases of adoption, applications shall be made for specific leave period as soon as the employee is informed of the custody date. The leave shall allow time, as necessary, for the completion of the custody procedure. 
	To be eligible for a salary increment and credit towards longevity payments and sabbaticals, an employee must work at least ninety (90) days in the school year that the leave commences or terminates. 
	An employee on a voluntary unpaid leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required. When on unpaid leave, an employee may not use sick days. An employee may have the opportunity to maintain complete health benefits coverage while on leave providing the employee pays the premium. 
	Nothing stated herein shall require the Board of Education to extend the leave of absence of a non-tenured employee beyond the end of the school year in which the leave occurs. 
	All requests for extensions of unpaid leaves of absence under 

B.2.d. shall be in written requests for extensions for unpaid leaves commencing September 1 shall be made by March 1 of the previous school year. For leaves commencing after April 1, requests for extension must be made at least sixty (60) days prior to September 1. 
C. Sabbatical Leave 
Any teacher who has completed seven or more years of continuous full-time service in Town of Boonton schools may, upon recommendation of the Superintendent, be granted a leave of absence by the Board for one full year of study. A minimum of twelve (12) points or credits per semester, writing of a doctoral thesis and reasons for professional advancement to better serve the school system, as determined by the Board, shall be satisfactory purposes to make application. After each subsequent period of ten (10) or more continuous years, a further leave of absence may be granted. 
Application for such leave shall be made before December 15 prior to the school year for which the absence is requested. Such application shall be made upon a 
form furnished by the Board and shall include a program to be followed by the teacher during the period of leave. Applicants shall agree to abide by all conditions determined upon by the Board and the Association. 
Not more than two (2) teachers shall be granted sabbatical leave during the same year. In recommending sabbatical leaves of absence, the Superintendent shall give consideration to the greatest benefit to the school system. Due consideration shall be given to the reasonable and equitable distribution of the applications among the different schools and departments. Each applicant shall be notified promptly by the Superintendent in writing of the Board’s decision concerning the application and no later than January 31 prior to the leave requested. 
If more than two (2) qualified candidates apply in any one year, a maximum of two (2) alternates will be chosen. The salary granted to a teacher for sabbatical leave shall be one-half (1/2) of the salary to which the applicant should be entitled if not on leave. Regular deductions shall be made for United States Income Tax, Social Security, New Jersey Teacher’s Pension Fund, and other deductions as authorized by the teacher. Salary payments shall be made in accordance with the schedule for payment of salaries of the school system. 
As a condition to such leave, the teacher shall enter into a contract to continue in the service of the Town of Boonton schools for a period of at least two (2) years after the expiration of the leave. Teachers, upon their return, shall be paid the same scheduled salary that they would have received had they not had a sabbatical leave. If circumstances prevent fulfillment of the two years following the leave, the teacher shall reimburse the Board in direct proportion of the unfilled time except in the case of death or permanent disability. Teachers on such leave may take part-time positions to supplement their income but may not take full-time positions unless the Board approves such positions as beneficial to the school system. 
D. Association Leave 
Extended Leave of Absence 
Providing a substitute acceptable to the Board is available, willing and does sign a contract, the Board shall grant a one (1) year leave of absence without pay when appropriate to the position, a two (2) year leave of absence without pay to a tenured teacher who applies for such leave for the sole purpose of functioning as an officer of the New Jersey Education Association or the National Education Association 

X. PROMOTION & VOLUNTARY TRANSFER 
A. 	All vacancies and promotional positions (positions paying a salary differential), or specialists, or positions funded by the federal government, shall be adequately publicized by the Superintendent for five (5) business days.  If a vacancy is to be internally posted only, the notice shall be e-mailed to all staff and posted in all school buildings in the system. The qualifications for the position, its duties, and the scale shall be included in the bulletin. 
B. 
When school is in session, notice will be given as far in advance as practicable, ordinarily thirty (30) days, before final date when application must be made. 
Teachers who desire to apply for promotional positions which may be filled during the summer months shall submit their names to the Superintendent, together with the position(s) for which they wish to apply, and an address where they can be reached during the summer. 
C. 	Teachers who desire a change in grade and/or subject assignment or transfer to another building may file a written statement of such desire with the principal and Superintendent by April 15th of the school year preceding the request for change. 
D. 	Custodial/Maintenance/Secretarial 
Secretaries and custodial/maintenance persons who desire a change in assignment may file a written statement of such desire with their building program administrator and Superintendent by April 15th of the school year preceding the request for change. 

XI. EMPLOYMENT PROCEDURES 
A. Certified Staff 
1. Salary Guide Placement 
A teacher, upon initial employment, shall enter into an agreement with the Board of Education on the number of years’ credit the teacher shall be granted for: 
	Previous teaching experience 
	Trade or business experience 
	Military Service 
	Other considerations 

Once credit has been agreed upon, the teacher shall be placed on the then current salary guide on the step reflecting the same credit level of those already employed by the Board. 
Subsequent movement on the salary guide shall be made in accordance with the terms of the Association/Board agreement. 
2. Reduction In Force Notice 
The Association will be notified of any proposed reduction in the number of staff prior to final Board Action. The Association will be notified of any reduction in staff at least thirty (30) days prior to Board action except in cases of emergency. 
3. RIF Procedures 
The parties hereto recognize the existence of N.J.S.A. 18A:28-9 et seq. with respect to reduction in force and agree to be governed by those statutes and amendments thereto and the decisions of the Commissioner with respect to reduction in force. 
4. Work Assignments 
All teachers shall be informed of their grade level and/or subject assignment for the forthcoming year not later than the last day of the current school year. In the event of changes in the schedule after the last day of school, the teacher affected shall be notified in writing of the changes. 
5. 	Termination Notices 
Individual contracts for certified personnel require that sixty (60) day notice be given by either party in order to terminate employment. 
B. 	Custodial/Maintenance Staff Seniority and Job Security 
1. 	Termination Notice 
During the initial sixty days of employment, two week notice of termination must be given. For the remainder of the first two years of employment, thirty (30) calendar day notice of termination must be given. Employees with more than two years of consecutive employment will be given sixty 
(60) calendar days’ notice of termination. 
2. 	Reduction in Force 
In the event of any Reduction in Force, district-wide seniority shall apply. The Board shall retain the right to reduce the number of positions when done in good faith. 
3. 	Initial Employment 
New custodial employees may be given credit for up to four years of work experience. New maintenance employees may be given credit for up to six years of work experience. 
C. 	Secretarial Staff 
1. 	Initial Guide Placement 
If prior experience can be proven, newly-hired secretaries may be given credit for up to and including six (6) years of work experience. 
2. 	Reduction in Force 
In the event of reduction in force, district-wide seniority shall apply. 
D. 	Drivers/Assistants In case of reduction in force in any given category, seniority in the district shall prevail. 
XII. INSURANCE PROTECTION 
The Board shall provide the health-care insurance protection as follows: 
A. Medical/Surgical 
The Board agrees to provide and pay for membership in Horizon Blue Cross/Blue Shield including Blue Cross, Blue Shield and Rider J and Major Medical for all qualified employees and dependents as defined by the Plan operators; eligible employees must work twenty-five (25) hours per week.  Any employees receiving medical benefits as of July 1, 2011 and who are working fewer than twenty-five (25) hours per week will continue to receive such benefits. 

1. As of July 1, 2011, all employees will be enrolled in the current Direct Access plan to be paid by the Board of Education. During open enrollment periods, employees may, at their own expense, buy into the Traditional or POS Plans previously provided by the district at the cost differential between plans. 

2. During open enrollment periods, employees will have the option to opt out of health coverage on an annual basis and be compensated by the Board at $4,000 annually.Employees may also change their level of coverage and receive the following compensation by the Board annually: 

Current Level of Coverage 	New Level of Coverage 	Annual Compensation 	
Family 	Husband/Wife 	$750.00 	
Family 	Parent/Child 	$2,700.00 	
Family 	Single 	$3,350.00 	
Husband/Wife	 Single 	$2,575.00 	
Parent/Child 	Single 	$1,000 	

In the event that health insurance needs to be reinstated or the new level of coverage needs to return to a higher level of coverage, the payout will be prorated. 

3. The Board will provide a Section 125 Plan to facilitate opt out waivers and Flexible Spending Accounts for Medical Reimbursement and Dependent Day Care. 

4. Each member of the BEA shall annually have deducted from their pay 1.5% of their base salary to be used by the Board of Education toward the premium of health benefits. 

B. Coverage upon Resignation 
The Board agrees that any employee who resigns as of June 30 of any year may have the opportunity of maintaining complete family coverage under the Group Plan for July and August of the year by reimbursing the Board for these two (2) months in advance. 
C. Dental Coverage 

1. The Board agrees to provide and pay for employee/dependent coverage in the New Jersey Dental Services Plan, Inc. 

2. The Board shall pay the full cost of Plan I of Delta Dental Plan. It is understood that the benefits may be modified provided that the cost to the Board does not exceed the Plan I figures. 

3. All employees selecting dependent coverage shall contribute annually through payroll deductions the following amounts: 

 Certified Staff $150  Support/Noncertified Staff $100 
D. Carrier Changes 
The Board reserves the right to transfer the insurance coverage to other insurance companies, but agrees that if this is done the coverage shall be equal to or better (by mutual consent) than that presently existing. 
XIII. FINANCIAL CONDITIONS 
A. Certified Staff 
1. Tuition Reimbursement 
a. Tuition reimbursement shall be granted for accredited graduate courses for a total of 190 credits for the unit at the MontclairUniversity per credit rate for graduate courses. Reimbursement will be made only for courses taken and passed while the teacher is under contract with the Board. To be approved for reimbursement by the Superintendent, courses must be directly related to the teacher’s instructional specialty, classroom assignment or professional advancement and be part of a degree or certificate program. 
The Superintendent’s Office will publish the status of credits used, within the 190 credit bank in mid-December and Mid-March of each year. Credits not submitted for and approved by May 1st shall not be included in the current year’s budget, but rather in the next fiscal year.   
Requests for reimbursement shall be approved on a first-come, first-serve basis. No approval shall be granted without the submission of required documents. Should the reimbursement allotment become exhausted before all requests can be approved, the Superintendent shall advise the staff member in writing that his/her request for reimbursement cannot be accepted. 
	Tuition reimbursement for tenured teachers shall be granted for accredited graduate courses for a total amount not to exceed twelve (12) credits per year within a degree or certificate program. Tuition reimbursement for non-tenured teachers shall be granted for accredited graduate courses for a total amount not to exceed three (3) credits per year. To be approved for reimbursement by the Superintendent, courses must be directly related to the teacher’s instructional specialty, classroom assignment or professional advancement and be part of a degree or certificate program. 
	Application for tuition reimbursement shall be submitted prior to beginning the course(s). The Superintendent shall give approval in accordance with section a, above, within five (5) school days of receipt of the application. 
	 Official transcripts must be submitted to the Superintendent after the accumulation of every 15 credits or degree to insure proper placement on the salary guide. 

2. Horizontal Movement on the Guide 
Staff members who take accredited graduate courses that are not within their instructional specialty, classroom assignment, or for professional advancement or are not within a degree or certification program, although not reimbursable may still submit the course to the Superintendent of Schools for approval.  The accumulation of credits and movement on the salary guide will be approved as long as the course(s) serves to enhance the staff members role as an educator in the BoontonSchool District. 
3. Longevity 
Longevity shall be based upon years of teaching experience. Starting with all teachers newly employed after 9/1/83, only teaching experience within the Boonton Public Schools shall be counted toward longevity credit. 

4. Driver Education teachers will receive $12.50 per hour. 

5. Payment for Lost Preparation Time 

Certified staff assigned by the front office personnel to teach classes during the time in which they have a preparation period shall be paid at a rate of $12.50 per period. A form (in triplicate) should be signed to insure proper accounting. 
6. Payment for Unused Sick Leave at Retirement 
Upon retirement, after having served ten (10) years in the district, a teacher shall receive payment for accumulated sick days at the rate of $28 per day for each day. 
After July 1, 2011, a teacher shall receive payment for accumulated sick days at the rate of $60 per day for each day if the Board of Education is advised of the retirement by January 1st. The payout will be made by July 15th.  If the employee does not advise the Board of Education by January 1st, the payout will be at the rate of $30 per day and the payout will be made by July 15th. 
Curriculum Support Activities 
a. Supplemental Curriculum Work/Tutoring or Additional Academic Instruction/Small Group Instructional Sessions  
This work shall be compensated at a rate of $30 per hour. It is understood that this does not apply to staff development projects. 
b. Saturday and After School Detention Work 
Certified staff will be compensated at a rate of $26 per hour for a three-hour supervision session of students who have been assigned to 
Financial Conditions Page2 
Detention on Saturday mornings. Work hours will begin at 8:30 A.M. and end at 11:30 A.M. Saturday morning work sessions shall begin the third Saturday in September and end the first Saturday in June. 
It is understood, no Saturday work sessions will be held during any week or weekends the school calendar is not in session. Every effort will be made to effect voluntary staffing. A teacher shall be hired for every fifteen 
(15) students. It is understood that the number of students will be equally distributed between or among teachers should the number of students exceed fifteen (15). 
If teacher volunteers exceed the number of positions that become available, then positions will be rotated on an equitable basis. The performance of certificated staff accepting Saturday morning work sessions shall not be the subject of any formal evaluation. 
c. 	Before and After Hours: Coverage of Computer Labs and Library Media Centers Work shall be compensated at a rate of $22.00 per hour. 
7. Chaperones 
Employees required to engage in overnight chaperoning shall be compensated at $40 per night unless otherwise compensated for the activity. 
B. Custodial/Maintenance/Secretarial 
1. Longevity 
Longevity guide shall be based on the years of service in the Boonton Public Schools as follows: 
5-10 Years -$150 11-15 Years -  $400 16-20 Years -  $500 21+ Years -$1035 
2. Payment for Unused Sick Leave at Retirement 
Upon retirement, after having served ten (10) years in the district, an employee shall receive payment for accumulated sick days at the rate of $18 per day for each day. 
After July 1, 2011, an employee shall receive payment for accumulated sick days at a rate of $40 per day for each day if the Board of Education is advised of the retirement by January 1st. The payout will be made by July 15th. If the employee 
Financial Conditions 	Page3 
does not advise the Board of Education by January 1st, the payout will be at the rate of $20 per day and the payout will be made by July 15th. 
3. 	Boiler License – Custodial/Maintenance Staff 
The Board and Association agree that the district shall comply with all rules and regulations of Title 34 of New Jersey Statues dealing with proper maintenance and operation of heating facilities. Those employees intending to seek a boiler license shall notify the Board and be compensated for all costs incurred in acquiring such a license. Upon successful completion of the course, the employee shall then receive $300.00 annual black seal license stipend. 
4. 	Tuition reimbursement shall be granted for courses approved by the superintendent for a total amount not to exceed $750 per employee for the contract year. The courses must be related directly to the custodian/maintenance/secretary staff members’ specialty assignment or professional improvement while under contract with the Board. 
C. 	Drivers/Assistants 
1. 	Longevity 
Longevity guide shall be based on years of service in the Boonton Public Schools, as follows: 
5-10 Years-$150 11-15 Years-  $400 16-20 Years- $500 21+ Years-$800 
2. 	Payment for Unused Sick Leave at Retirement 
Upon retirement, after having served ten (10) years in the district, an employee shall receive payment for accumulated sick days at the rate of $13 per day for each day. 
After July 1, 2011, an employee shall receive payment for accumulated sick days at a rate of $30 per day for each day if the Board of Education is advised of the retirement by January 1st. The payout will be made by July 15th.  If the employee does not advise the Board of Education by January 1st, the payout will be at the rate of $15 per day and the payout will be made by July 15th. 
3. 	Payment for Cancelled Bus Runs 
Bus drivers shall be paid a minimum of two (2) hours pay for any trip which is cancelled after having reported to work. 
D. Provisions Applicable to All Employees 
1. Job Related Expenses 
Use of a personal vehicle for approved school purposes is reimbursable to the employee at the rate approved by the established OMB rate. 
2. Salary Agreement 
Salaries shall be made in accordance with the attached guides and guide placement charts. 
XIV. SEPARABILITY 
In the event that any section, subsection or provision of this contract is found to be contrary to law, that section, subsection, or provision shall be null and void. All other sections, subsections, or provisions shall remain in full force and effect. 
The parties shall meet to renegotiate the affected item or items and only that item shall be a subject of negotiations. It is expressly understood that the parties recognize the other’s rights and obligations under the appropriate statues of the State of New Jersey. 
XV. AGENCY SHOP 
A. Representation Fee 
If a member of the bargaining unit (See Article 1B) does not become a member of the Association during a membership year (i.e., from September 1 to the following August 31) which is covered in whole or in part by the Agreement, said employee shall be required to pay a representation fee in lieu of dues not to exceed eighty five (85) percent of dues, fees and assessments to the Association for that membership year. It is expressly understood that this Article becomes effective on July 1, 1981, and applies prospectively only. 
B. Procedure 
1. Notification 
Prior to November 1 each year, the Association will submit to the Board a list of those employees who have neither become members of the Association for the then current membership year or not paid directly to the Association the full amount of the representation fee for that membership year. The Board will deduct from the salaries of such employees, in accordance with Paragraph 2 below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association. 
2. Payroll Deduction Schedule 
The Board will deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the remainder of the membership year in question, according to the procedures established for dues deduction for members. 
3. Termination 
If an employee who is required to pay a representation fee terminates his/her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck to said employee during the membership year in question. The procedure, as described in B.3. above, shall apply only if it is equally applied under the same circumstances to members of the Association for the purposes of dues collection. 
4. 	Mechanics of Deduction and Transmission of Fees 
Except as otherwise provided in the Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association. 
5. 	Notification 
The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above. The Association will further notify the Board of the amount of the representation fee before July 1. 
C. 	Indemnification The association shall indemnify and hold the employer harmless against any and all claims, demands, suits, and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses, that may arise out of, or by reason of any action taken or not taken by the employer in conformance with the provision. 

XVI. SUBCONTRACTING 
If the board chooses to eliminate positions through subcontracting, the Board agrees that subcontracting shall take place on July 1 of the contract year. Any employee who is terminated as a result of contracting shall be eligible for reimbursement of all accumulated unused sick days at the specific rate in the contract for that employee group. 

XVII. MISCELLANEOUS PROVISIONS 
A. 	The Parties to this Agreement acknowledge that this document represents the entire understanding reached between the parties for the period as specified in the duration of the contract Article and they further acknowledge that pursuant to this document, persons employed by the Board of Education have entered into or are about to enter into individual employment contracts with the Board of Education. In the event that the individual contract contains an error or mistake, made by either the employee or the Board in good faith, the parties agree to be bound by the provisions of this document. 
To the extent that any inconsistency or error may exist between the provisions of this document and the individual contract or contracts, the provisions of this document shall control and the parties bound by the provisions hereof. 
If the existence of any error in any document (including, but not limited to this Agreement and the individual employment contracts) is discovered, it shall be communicated to the other party and corrected to conform with the provisions of this document. 
B. 	In-service Workshops/Training In order to assist custodial/maintenance/secretarial staff in the performance of their job, in-service programs will be provided. The programs will address the skills and attitudes necessary to achieve job goals. 
All in-service training shall be at the recommendation of the Superintendent and at Board expense and will result in no loss of pay or benefits to the employees. 
C. 	Nonteaching Duties 

1. All scheduled nonteaching duties and assignments (i.e., supervision, chaperones, etc.) with exclusion of extracurricular assignments shall be assigned on an equitable and rotating basis. Assignments shall be established by August 15th by each building principal and submitted to the Superintendent for approval. 

2. 	JohnHillSchool 

All scheduled nonteaching duties and assignments (i.e., supervision, chaperones, etc.) with exclusion of extracurricular assignments, shall be carried out on a volunteer basis as has been the practice in the past. In case there are insufficient volunteers to cover a duty or assignment, the principal shall make assignments on an equitable and rotating basis. 
3. Requests for teacher assistants shall be presented to the Board through the building principal and the Superintendent. Requests shall be presented to the Board at its next regular meeting. 
D. Clothing Allowance 
1. The Board shall provide each custodial/maintenance employee with five 
(5) summer and/or winter weight uniforms and a pair of safety shoes annually. The Board’s cost for shoes shall not exceed $100.00 per employee. When an employee is initially hired, s/he shall receive a winter weight coat that will be replaced once every 3 years thereafter. Foul weather gear shall be provided by the Board in sufficient quantity and shall be maintained and distributed by the head custodian. 
2. Assistants and bus drivers shall receive a $35 annual clothing allowance. 
E. Clarifying New Language 
A committee comprised of negotiation team members of the Board and the Association will meet immediately after ratification of the new contract with the Superintendent, Superintendent’s secretary, Board Secretary and building principals to explain and clarify new changes in contract language. 
XVIII. BOONTON EDUCATION ASSOCIATION OFFICES 
There will be mutually agreed upon storage and areas for storage for the purpose of BEA business.   

XIX. 	PROCEDURES FOR INVOLUNTARYEXTRACURRICULAR ACTIVTYAPPOINTMENTS 

A. 	Time Frame 

1. Contracts for supplemental positions shall be issued as follows: by April 30 for yearly and fall activities, by May 30 for winter activities and by June 30 for spring activities. 

2. All appointees to vacant supplemental positions shall be notified 60 days prior to the first day that the assignment begins. 

B. 	Exclusions from Assignment Consideration 

1. Any person who already has an involuntary assignment during the current school year. 

2. Any person who previously has been assigned to an activity shall not be assigned again during any given school year until all qualified persons have been considered. 

3. Any person voluntarily assuming a position shall not be assigned another position during a school year until all qualified persons have been considered. 

C. 	Qualifications for Appointment 

1. The principal and/or athletic director shall determine qualifications based on past experience in that activity; i.e., head, commensurate experience or demonstration of more than a casual knowledge in that activity, depending upon the job description. 

2. In each activity affected by these procedures, the principal and the BEA representative shall prepare a list of all qualified persons in the district. Personal hardship situations shall be considered in the preparation of the list. 

D. 	Candidate Search 

1. Any unfilled position shall be advertised in that particular school district, community and county. Any position not filled from within the district shall be advertised outside. The means for advertising an opening shall follow the same procedures as that for a teacher vacancy, including but not limited to, the Citizen, Daily Record, Star Ledger, state colleges and private universities. 
2. A file pertaining to the position shall be maintained and include all resumes and applications. 
3. In an activity in which an assignment had been made, a search to fill that position for the following year shall begin at the conclusion of that season/year. 
E. Assessment of an Activity 
1. The Board shall make every effort to advertise and recruit for hard-to-fill vacant positions before the onset of each season. If after one season and second search, these attempts prove futile, the Board shall assess the need for the continuation of the activity. 
XX. DURATION OF AGREEMENT 
A. This Agreement shall be in effect as of July 1, 2008, and shall continue in effect until June 30, 2014. 

B. In witness hereof the ratification of this Agreement by the Boonton Education Association, Inc., and the Town of Boonton Board of Education, the following have signed for their respective membership. 

Year 1 	Schedule 	A 	Year 2 	
2011-12 	Professional Staff 	2012-13 	
Salary Guide 		Salary Guide 	
Step 	BA 	BA+15 	MA 	MA+15 	MA+30 	Step 	BA 	BA+15 	MA 	MA+15 	MA+30 	
1-2 	50,193 	52,193 	54,993 	56,193 	60,393 	1 	50,918 	52,918 	55,718 	56918 	61,118 	
3-4 	50,493 	52,493 	55,293 	56,493 	60,693 	2-3 	51,218 	53,218 	56,018 	57,218 	61,418 	
5-7 	50,818 	52,818 	55,618 	56,818 	61,018 	4-5 	51,518 	53,518 	56,318 	57,518 	61,718 	
8-9 	52,313 	54,313 	57,113 	58,313 	62,513 	6-8 	51,843 	53,843 	56,643 	57,843 	62,043 	
10 	54,258 	56,258 	59,058 	60,258 	64,458 	9-10 	53,338 	55,338 	58,138 	59,338 	63,538 	
11 	56,503 	58,503 	61,303 	62,503 	66,703 	11 	55,283 	57,283 	60,083 	61,283 	65,483 	
12 	58,898 	60,898 	63,698 	64,898 	69,098 	12 	57,528 	59,528 	62,328 	63,528 	67,728 	
13 	61,393 	63,393 	66,193 	67,393 	71,593 	13 	59,923 	61,923 	64,723 	65,923 	70,123 	
14 	63,993 	65,993 	68,793 	69,993 	74,193 	14 	62,418 	64,418 	67,218 	68,418 	72,618 	
15 	66,698 	68,698 	71,498 	72,698 	76,898 	15 	65,018 	67,018 	69,818 	71,018 	75,218 	
16 	69,513 	71,513 	74,313 	75,513 	79,713 	16 	67,723 	69,723 	72,523 	73,723 	77,923 	
16A 	72,448 	74,448 	77,248 	78,448 	82,648 	17 	70,538 	72,538 	75,338 	76,538 	80,738 	
17 	75,503 	77,503 	80,303 	81,503 	85,703 	17A 	73,473 	75,473 	78,273 	79,473 	83,673 	
						18 	77,503 	79,503 	82,303 	83,503 	87,703 	
No employee will be placed on an A step. 		
Longevity 		
5‐10 yrs. 	$200 		
11‐15 yrs. 	$300 		
16‐20 yrs. 	$600 		
21+ yrs. 	$1,750 		
*Certificated staff employed in Boonton up to and including 9/1/83 shall be entitled to longevity based on years of 		
teaching experince. Certified staff employed after 9/1/83 shall be entitled to longevity experience in Boonton. 		

Year 3 						
2013-14 						
Salary Guide 					
Step 	BA 	BA+15 	MA 	MA+15 	MA+30 	
1 	51,683 	53,683 	56,483 	57,683 	61,883 	
2 	51,983 	53,983 	56,783 	57,983 	62,183 	
3-4 	52,283 	54,283 	57,083 	58,283 	62,483 	
5-6 	52,583 	54,583 	57,383 	58,583 	62,783 	
7-9 	52,908 	54,908 	57,708 	58,908 	63,108 	
10-11 	54,403 	56,403 	59,203 	60,403 	64,603 	
12 	56,348 	58,348 	61,148 	62,348 	66,548 	
13 	58,593 	60,593 	63,393 	64,593 	68,793 	
14 	60,988 	62,988 	65,788 	66,988 	71,188 	
15 	63,483 	65,483 	68,283 	69,483 	73,683 	
16 	66,083 	68,083 	70,883 	72,083 	76,283 	
17 	68,788 	70,788 	73,588 	74,788 	78,988 	
18 	71,603 	73,603 	76,403 	77,603 	81,803 	
18A 	74,538 	76,538 	79,338 	80,538 	84,738 	
19 	79,503 	81,503 	84,303 	85,503 	89,703 	

Year 1 Year 2 Year 3 2011‐12 Custodians/Maintenance 2012‐13 Custodians/Maintenance 2013‐14 Custodians/Maintenance 

Step 	Custodian 	Head Cust 	Maint 	Step 	Custodian 	Head Cust 	Maint. 	Step 	Custodian 	Head Cust 	Maint. 	
1 	30,910 	38,010 	39,430 	1-2 	32,755 	39,925 	41,365 	1 	32,900 	40,150 	41,610 	
2 	31,410 	38,510 	39,930 	3 	33,255 	40,425 	41,865 	2-3 	33,400 	40,650 	42,110 	
3 	31,910 	39,010 	40,430 	4 	33,755 	40,925 	42,365 	4 	33,900 	41,150 	42,610 	
4 	32,410 	39,510 	40,930 	5 	34,255 	41,425 	42,865 	5 	34,400 	41,650 	43,110 	
5 	32,910 	40,010 	41,430 	6 	34,755 	41,925 	43,365 	6 	34,900 	42,150 	43,610 	
6 	33,410 	40,510 	41,930 	7 	35,255 	42,425 	43,865 	7 	35,400 	42,650 	44,110 	
7 	35,005 	42,105 	43,525 	8 	36,485 	43,655 	45,095 	8 	36,630 	43,880 	45,340 	
8 	36,710 	43,810 	45,230 	9 	37,900 	45,070 	46,510 	9 	38,045 	45,295 	46,755 	
9 	38,515 	45,615 	47,035 	10 	39,465 	46,635 	48,075 	10 	39,610 	46,860 	48,320 	
10 	40,420 	47,520 	48,940 	11 	41,180 	48,350 	49,790 	11 	41,325 	48,575 	50,035 	
11 	42,425 	49,525 	50,945 	12 	43,045 	50,215 	51,655 	12 	43,190 	50,440 	51,900 	
12 	44,530 	51,630 	53,050 	13 	45,060 	52,230 	53,670 	13 	45,205 	52,455 	53,915 	
13 	46,735 	53,835 	55,255 	14 	47,225 	54,395 	55,835 	14 	47,370 	54,620 	56,080 	
14 	49,040 	56,140 	57,560 	15 	49,540 	56,710 	58,150 	15 	49,685 	56,935 	58,395 	
Longevity 							
Longevity is based on years of service in the Boonton Public Schools 							
5 ‐10 yrs. 	$150 							
11‐15 yrs. 	$400 							
16‐20 yrs. 	$500 							
21 + yrs. 	$1,035 							

Year 1 		Year 2 		Year 3 	
2011‐12 	Secretaries 	2012‐13 	Secretaries 	2013‐14 	Secretaries 	
Step 	Secretary 	Coordinator 	Head Sec. 	Step 	Secretary 	Coordinator 	Head Sec. 	Step 	Secretary 	Coordinator 	Head Sec. 	
1 	35,190 	38,750 	39,510 	1 	35,995 	39,555 	40,395 	1 	36,910 	40,470 	41,400 	
2 	36,015 	39,575 	40,335 	2 	36,820 	40,380 	41,220 	2 	37,735 	41,295 	42,225 	
3 	36,840 	40,400 	41,160 	3 	37,645 	41,205 	42,045 	3 	38,560 	42,120 	43,050 	
4 	37,665 	41,225 	41,985 	4 	38,470 	42,030 	42,870 	4 	39,385 	42,945 	43,875 	
5 	38,490 	42,050 	42,810 	5 	39,295 	42,855 	43,695 	5 	40,210 	43,770 	44,700 	
6 	39,315 	42,875 	43,635 	6 	40,120 	43,680 	44,520 	6 	41,035 	44,595 	45,525 	
7 	40,140 	43,700 	44,460 	7 	40,945 	44,505 	45,345 	7 	41,860 	45,420 	46,350 	
8-9 	40,965 	44,525 	45,285 	8 	41,770 	45,330 	46,170 	8 	42,685 	46,245 	47,175 	
10 	41,790 	45,350 	46,110 	9-10 	42,595 	46,155 	46,995 	9 	43,510 	47,070 	48,000 	
11 	42,615 	46,175 	46,935 	11 	43,420 	46,980 	47,820 	10-11 	44,335 	47,895 	48,825 	
12 	43,440 	47,000 	47,760 	12 	44,245 	47,805 	48,645 	12 	45,160 	48,720 	49,650 	
OG 			50,215 	OG 			51,020 	OG 			51,935 	
Longevity 					
Longevity is based on years of service in the Boonton Public Schools 					
5‐10 yrs. 	$150 					
11‐15 yrs. 	$400 					
16‐20 yrs. 	$500 					
21+ yrs. 	$1,035 					
The head secretary at the H.S. and the head bookkeeper shall receive an additional stipend of $597. 					
Any employee on the off guide step remains there. No one moves to the off guide step. 					

Bus Driver 2011‐2012 
2012‐2013 
2013‐2014 
U18 O18 
U18 O18 
U18 O18 E 23.44 30.87 
23.90 31.49 
24.38 32.11 D 24.03 31.47 
24.52 32.10 
25.01 32.74 
24.63 32.07 
25.13 32.71 

25.63 33.36 B 25.23 32.67 

25.74 33.32 

26.25 33.99 A 25.83 33.28 

26.35 33.94 
26.88 34.62 
Longevity Longevity is based on years of service in the Boonton Public Schools 5‐10 yrs. $150 11‐15 yrs. $400 16‐20 yrs. $500 21 yrs. + $800 
Senior bus driver on Sept' 1, 1998 shall be paid the 18+ passenger bus rate for all assignments until retirement 
(Aides) 

Teacher 	Assistants 	
	2011‐12 	
Step 		
1 	21.12 	
2 	21.37 	
3 	21.62 	
4 	22.00 	

2012‐13 
21.66 
21.91 
22.16 
22.41 
2013‐14 
22.11 
22.36 
22.61 
22.86 
Longevity 
Longevity is based on years of service in the Boonton Public Schools. 

5‐10 yrs. 	$150 	
11‐15 yrs. 	$400 	
16‐20 yrs. 	$500 	
21 yrs. + 	$800 	

BHS Coaching Stipends 	
2011‐2012 			2012‐2013 				2013‐2014 	
1 	2 	3 	4 	1 	2 	3 	4 	1 	2 	3 	4 	
Baseball‐Asst (1) 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Baseball ‐Head 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Basketball‐Asst Boys (2) 	4233 	4911 	5519 	6552 	4318 	5009 	5629 	6683 	4404 	5109 	5742 	6817 	
Basketball‐Asst Girls (2) 	4233 	4911 	5519 	6552 	4318 	5009 	5629 	6683 	4404 	5109 	5742 	6817 	
Basketball‐Head Boys 	6352 	7210 	7899 	10020 	6479 	7354 	8057 	10220 	6609 	7501 	8218 	10425 	
Basketball‐Head Girls 	6352 	7210 	7899 	10020 	6479 	7354 	8057 	10220 	6609 	7501 	8218 	10425 	
Cross Country‐Head (B&G) 	3881 	4403 	4809 	6049 	3959 	4491 	4905 	6170 	4038 	4581 	5003 	6293 	
Field Hockey‐Asst (3) 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Field Hockey‐Head 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Football‐Asst (5) 	4555 	5232 	5721 	7375 	4646 	5337 	5835 	7523 	4739 	5443 	5952 	7673 	
Football‐Head 	6823 	7801 	8549 10,843 	6959 	7957 	8720 	11060 	7099 	8116 	8894 	11281 	
Lacrosse‐Asst Boys (2) 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Lacrosse‐Head Boys 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Lacrosse‐Asst Girls (2) 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Lacrosse‐Head Girls 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Soccer‐Asst Boys 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Soccer‐Head Boys 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Soccer‐Asst Girls 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Soccer‐Head Girls 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Softball‐Asst 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Softball‐Head 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Tennis‐Head Boys 	3874 	4394 	4798 	6037 	3951 	4482 	4894 	6158 	4031 	4572 	4992 	6281 	
Tennis‐Head Girls 	3874 	4394 	4798 	6037 	3951 	4482 	4894 	6158 	4031 	4572 	4992 	6281 	
Track‐Asst (4) B&G 	4136 	4781 	5381 	6473 	4219 	4877 	5489 	6602 	4303 	4974 	5598 	6735 	
Track‐Head (1) B&G 	6029 	6896 	7552 	9679 	6150 	7034 	7703 	9873 	6273 	7175 	7857 	10070 	
Wrestling‐Asst (2) 	4233 	4911 	5519 	6552 	4318 	5009 	5629 	6683 	4404 	5109 	5742 	6817 	
Wrestling‐Head 	6352 	7210 	7899 	10020 	6479 	7354 	8057 	10220 	6609 	7501 	8218 	10425 	
Football Video 	814 				830 				847 				

BHS Stipend Positions 
2011-2012 2012-2013 2013-2014 

Anti-Bullying Coordinator HS&MS 	1800 	1836 	1873 	
AVA Coordinator 	1390 	1418 	1446 	
Band Director 	9115 	9297 	9483 	
Band Front Asst Aide (2) 	1485 	1515 	1545 	
BHS Chorus 	614 	626 	639 	
BHS SRA Coordinator 	4147 	4230 	4315 	
BHS SRA Financial Coordinator 	2158 	2201 	2245 	
Broadcasting 	1893 	1931 	1970 	
Building Technical Assistants (2) 	1474 	1503 	1533 	
Cheerleading-Var BB 	2996 	3056 	3117 	
Cheerleading-Var Football 	2996 	3056 	3117 	
Clubs (8) 	338 	345 	352 	
Drama Chorus 	1624 	1656 	1689 	
Drama Director 	3586 	3658 	3731 	
Drama Music Director 	1624 	1656 	1689 	
Drama Producer 	1354 	1381 	1409 	
Expressions 	687 	701 	715 	
Freshman Class Advisor 	1315 	1341 	1368 	
GSA Director (2) 	2964 	3023 	3083 	
Jazz Band 	1537 	1568 	1599 	
Junior Class Advisor 	1893 	1931 	1970 	
Key Club 	687 	701 	715 	
National Honor Society 	338 	345 	352 	
Peer Leadership-Head 	1621 	1653 	1686 	
Peer Leadership-Asst 	884 	902 	920 	
Prof Development Coordinator HS&MS 	1800 	1836 	1873 	
Senior Class Advisor 	1893 	1931 	1970 	
Sophomore Class Advisor 	1315 	1341 	1368 	
Transportation Supv 	2994 	3054 	3115 	
Wampus 	1234 	1259 	1284 	
Yearbook 	3008 	3068 	3129 	

BMS Stipend Positions 
2011-2012 2012-2013 2013-2014 7th Grade Student Council 709 723 737 8th Grade Student Council 709 723 737 AVA Coordinator 891 909 927 Band 481 491 501 Chorus 481 491 501 Clubs (4) 338 345 352 Drama Director 901 919 937 Newspaper 1386 1414 1442 Students for change (2) 800 816 832 Yearbook 1362 1389 1417 
Middle School Coaching 
Position 
Baseball Basketball-Boys Basketball-Girls Cross Country Field Hockey-Head Field Hockey-Asst. Soccer Softball 
2011-2012 
3960 4531 4531 3960 3960 1980 3960 3960 
2012-2013 2013-2014 

4039 	4120 	
4622 	4714 	
4622 	4714 	
4039 	4120 	
4039 	4120 	
2020 	2060 	
4039 	4120 	
4039 	4120 	

Supplemental SSS SSS Stipend Positions 
Anti-Bullying Coordinator Assistant to the Principal AVA Coordinator Building Technology Assistant Clubs (2) Prof Development Coordinator SSS Inclement Weather 
Supplemental JHS JHS Stipend Positions 
Clubs (2) Anti-Bullying Coordinator Assistant to the Principal AVA Coordinator Band Building Technology Assistant Chorus Stars and Stripes Helping Hands Club JHS Inclement Weather Newspaper Prof Development Coordinator Student Council Yearbook 
2011-2012 2012-2013 2013-2014 
1300 3000 967 1474 338 1300 3008 

1326 	1353 	
3000 	3000 	
986 	1006 	
1503 	1533 	
345 	352 	
1326 	1353 	
3068 	3129 	

2011-2012 2012-2013 2013-2014 
338 
1300 
3000 967 481 
1474 481 472 472 
3008 531 
1300 542 542 
345 352 
1326 1353 
3000 3000 986 1006 491 501 
1503 1533 491 501 472 472 472 472 
3068 3129 531 531 
1326 1353 553 564 553 564