|THIS AGREEMENT entered into this ______ day of __________, 2004 by and between the BOARD OF EDUCATION OF THE CAMDEN COUNTY TECHNICAL SCHOOLS (hereinafter called "Employer" or "Board") and LOCAL NO. 3418A, which is affiliated with District Council No. 71 of the American Federation of State County and Municipal Employees, AFL-CIO, (hereinafter called the "Union") has as its purpose the promotion of harmonious relations between the Employer and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rights of pay, hours of work and other conditions of employment.|
A. The Employer recognizes District Council No. 71, American Federation of State County and Municipal Employees, AFL-CIO as the sole and exclusive representative for the purpose of establishing salaries, wages, hours and other conditions of employment for all employees listed in the classifications herein and for such additional classifications as the parties may later agree to include. This recognition, however, shall not be interpreted as having the effect of or in any way abrogating the rights of employees, as established by the laws of 1968, Chapter 303 and the Amendment of Public Law 1974, Chapter 123, approved October 21, 1974, Senate No. 1087.
B. The bargaining unit shall consist of the following full-time and part-time titles:
Custodial/warehousemen, Grounds Keepers, Fireman and Engineers and Custodial/Courier.
A. UNION DUES.
1. The Employer agrees to deduct from the salaries of its employees, subject to this Agreement, dues for AFSCME, District Council No. 71. Such deductions shall be made in compliance with N.J.S.A. 52:14-15.9(e) and Chapter 123 Public Laws of 1974 as amended.
B. CREDIT UNION.
2. Check off shall commence the first day of the month after each employee signs a properly dated authorization card supplied by the Union and the Employer has received notice pursuant to subsection 5 below.
3. The aggregate deductions from all employees shall be remitted to the District Council together with the list of names of all employees for whom the deductions were made by the tenth (10th) day of the succeeding month after such deductions were made.
4. If during the life of this Agreement, there shall be any change in the rate of membership dues, the District Council shall furnish the Employer written notice on the letterhead of the District Council and signed by the Council President advising of such changed deduction.
5. The Union will provide the necessary "check off authorization" card and the Union will secure the signatures of its members on the cards and deliver the signed cards to the Employer together with an initial list of such employees to be updated from time to time, with additions or deletions of membership.
The Employer agrees to make one payroll deduction per pay period for each employee, upon written request, to be paid to an appropriate credit union, as determined by the employer.
The employer agrees to deduct the fair share fee from the earnings of those employees who elect not to become members of the union and transmit the deductions together with the list of the names of all employees for whom the deductions were made by the tenth (10th) day of the succeeding month after such deductions were made to the majority representative.
The deduction shall commence, for each employee who elects not to become a member of the union, during the month following his/her date of employment.
3. The fair share fee for services rendered by the union shall be in an amount equal to the regular membership dues, initiation fees, and assessments of the union, less the costs of benefits financed through the dues and available only to members of the union, but in no event shall the fees exceed eighty-five (85%) percent of the regular membership dues, fees and assessments.
1. Effective July 1, 2004 each employee employed on June 30, 2004 shall receive an increase of One Thousand Five Hundred Dollars ($1,500.00) added to their existing salary. All employees hired after June 30, 2004 shall receive the following starting rates:
2. Effective July 1, 2005, each employee employed on June 30, 2005 shall receive an increase of One Thousand Five Hundred Dollars ($1,500.00) added to their existing salary. All employees hired after June 30, 2005 shall receive the following starting rates:
3. Effective July 1, 2006, each employee employed on June 30, 2006 shall receive an increase of One Thousand Five Hundred Dollars ($1,500.00) added to their existing salary. All employees hired after June 30, 2006 shall receive the following starting rates:
4. The above paragraphs are subject to the following:
New employees shall be hired at the aforementioned starting rates as a minimum starting salary. The School Business Administrator shall have the authority to negotiate a higher starting salary with said prospective employees provided said negotiated salary does not exceed the salary of a current employee with a comparable years of experience.
6. Part-time employees shall be paid at an hourly rate determined by the School Business Administrator. Part-time employees shall not be eligible for the benefit described in Paragraph 5 above and shall not be eligible for the benefit described in B. "Overtime" below, unless required by law.
Employees hired by the Board to commence work between January 1st and June 30th of a given school year shall receive 50% of the salary increase as provided herein, for the following work year. No employee shall receive a salary increase during that employee's probationary period. If the employee successfully completes the probationary period, consideration of the salary increase shall be calculated from the date of employment.
5. Any employee who has been employed by the Board for a period of ten (10) years or more and who leaves such employment shall be paid $35.00 per day for each unused accumulated sick day for no more than 125 days for the term of this agreement. This provision shall not apply to any employee whose employment is terminated as a result of a decision of an administrative agency or a Court of competent jurisdiction. All monies due for unused sick time shall be paid to the estate of a deceased employee.
The Board shall have the right to establish a custodial night shift at both campuses. Those custodial employees assigned to said shift shall be paid a salary differential of an additional one dollar and five cents per hour for said work. The differential shall be added to the employee’s regular hourly rate/annual salary for as long as he/she is assigned to the shift. Custodial employees may volunteer for said work and if volunteers are not sufficient to cover the duties, custodial employees shall be assigned to the work in inverse seniority order.
Those custodial employees on night shift shall be given first preference to fill a day shift opening based on total district seniority. The School Business Administrator shall advise unit officials of the following details of said shifts 30 days before establishing and ending the shifts in a given school year:
a. The date of establishing and ending the shifts in a given school year.
b. The number of employees assigned to the shift at each campus.
The starting and ending time of daily hours to be worked.
C. MEDICAL BENEFITS.
(a) Overtime shall be defined as all time worked in excess of an employee's normal work day.
2. The following provisions shall apply to this Article:
(b) Continuous operations shall be defined as twenty-four (24) hours of continuous operations with a work week other than Monday through Friday.
(c) "Call-In" shall be defined as that situation when an employee is called in to work during his non-working hours, without advance notification.
(d) Overtime assignment shall be defined as that situation when an employee is notified during his working hours to report to work during his non-working hours or when an employee is scheduled in advance to work an assignment outside of his normal working hours.
(a) Except for those employees on continuous operations all time worked in excess of the normal work day and all time worked on Saturday shall be compensated at the rate of one and one-half times the employees normal hourly rate of pay.
(b) Except for employees on continuous operations all time worked on Sunday shall be compensated at the rate of double time the employee's normal hourly rate of pay.
(c) For employees on continuous operations, work performed on their first scheduled day off shall be considered as a Saturday for the purpose of computing overtime and work performed on their second scheduled day off shall be considered as a Sunday for the purpose for computing overtime.
For employees on continuous operations, work performed on a regularly scheduled workday that falls on a Holiday, as defined herein, shall be compensated at the rate of double time the employee's normal hourly rate of pay.
(e) Overtime shall be voluntary and shall be assigned on a rotating basis by seniority. The Board reserves the right to make such assignments in the event there are no volunteers in inverse seniority order and further reserves the right to make assignments, when, in the opinion of the Board, special skills are necessary to carry out the assignment. Employees who volunteer for overtime work on Saturdays in their regularly assigned area shall be exempt from other overtime assignment on that particular day. The Board further reserves the right to make custodial courier assignments at the Pennsauken and Gloucester Township campuses.
(f) Employer shall prepare a seniority list. The Employer shall provide a list of employees noting overtime worked as may be reasonably requested from time to time by the Union.
(g) Overtime shall be paid in the next succeeding pay period (overtime worked from the first to the fifteenth day of the month shall be paid on the thirtieth day of the month).
(h) All paid time off shall be considered as time worked for the purpose of computing overtime.
(i) An employee "called-in" to work shall be paid a minimum of two hours pay at the normal rate of pay, the overtime and premium rates where applicable.
(j) An employee who works an overtime assignment other than on a "called-in" basis will be compensated for time worked at the applicable rate.
(k) Employees who work overtime on graduation day (night) and open house night shall be guaranteed eight (8) hours of overtime pay regardless of the actual hours worked.
1. The Board agrees to continue its present policy for the paying for coverage of employees and dependents under the New Jersey State Health Plan. Employees have the option to choose an HMO plan by personally paying any increase in premium for HMO coverage.
3. The Board agrees to continue the present coverage for employees and dependents under its existing Dental Health Plan and further agrees to provide as an option a Flagship Dental Plan provided that the Board continues to qualify for same and the Flagship Dental Plan does not result in premium payments higher than those for the Board's basic dental plan.
2. The Board agrees to continue the coverage for a prescription drug plan for employees and dependents with a $0 co-pay for drugs purchased by mail, a $5.00 co-pay for generic drugs and a $10.00 co-pay for legend drugs.
4. Part-time employees shall not be eligible for Medical Benefits unless such employee works more than 30 hours/week.
D. WORKERS COMPENSATION.
1. Whenever an employee is absent from his post of duty as a result of a personal injury caused by an accident arising out of and in the course of his employment, Employer shall pay to such employee the full salary or wages for the period of such absence for up to one calendar year without having such absence charged to the annual sick leave or the accumulated sick leave provided herein. Salary or wage payments provided shall be made for absence during the waiting period and during the period the employee received or was eligible to receive a temporary disability benefit under Chapter 15 of Title 34, Labor and Workers Compensation, of the New Jersey Revised Statutes. Any amount of salary or wages paid or payable to the employee pursuant to this Section shall be reduced by the amount of any workers compensation award made for temporary disability. (N.J.S.A. 18A:30-2.1).
2. An employee who is injured as a result of a personal injury caused by an accident arising out of and in the course of his employment and is sent home or to a hospital or who must obtain approved medical attention shall receive pay at his applicable hourly rate for the balance of the employee's regular shift on the day of injury. The employee shall return to work on the employee's regular shift unless the attending physician directs otherwise. The illness or disability and work status is to be verified by a competent physician's certificate. The treating physician must be approved by the worker's compensation carrier.
A. Full-time twelve (12) month employees shall be entitled to the following annual vacation with pay:
1. Up to one year of service, ten (10) working days to be credited pro-rata for each month of service.
B. Vacation days shall be earned on a fiscal year basis, July 1st to June 30th of each year.
2. After one year of service, up to and including nine years of service, ten (10) working days.
3. Tenth year of services-up to and including the nineteenth year of service, fifteen (15) working days.
4. Twentieth year of service and thereafter, twenty (20) working days.
C. Employees shall be paid vacation pay before the start of a vacation of at least ten (10) working days.
D. Employees shall be permitted to take their vacation to which they are eligible, any time during the ensuing twelve (12) month period after it is earned. Custodial/warehousemen/couriers and grounds keepers may take their vacations in daily or weekly allotments (provided said employees may not take more than two consecutive weeks) and firemen and engineers may take their vacations in no more than three week allotments. All of the above is subject to the manpower requirements of the school district and the prior approval of the superintendent of buildings and grounds. Such approval shall not unreasonably be withheld. On July 1st of a given school year, an employee with the approval of the School Business Administrator may bank up to five (5) vacation days that must be utilized no later than the next succeeding school year.
E. Written requests for vacation to be taken during July and August shall be submitted to the Superintendent of Buildings and Grounds not later than June 1 and he shall respond within two weeks. Requests for vacations during any other time of year shall be submitted at least five work days in advance and said Superintendent shall respond within two work days. Once vacation schedules have been approved by the said Superintendent, he may not change the vacation schedule except in the case of an emergency need of the school or the district.
F. When an observed holiday falls during an employee's scheduled vacation, the employee shall receive an additional day off with pay.
G. If an employee is unable to take his vacation as scheduled, due to illness or disability, and such illness or disability occurs prior to the employee's scheduled vacation, the employee's vacation will be re-scheduled.
H. Should an employee become ill or disabled during the course of this scheduled vacation, such portion of his vacation shall be deemed to be sick time, provided he has accumulated sick leave equal to or in excess of such time, and the remainder of his vacation shall be re-scheduled provided:
1. The employee notifies the Board immediately of his illness or disability, and
I. Part-time employee shall not be eligible for vacation.
2. The illness or disability is verified by a competent doctor's certificate.
A. The following shall be paid holidays for all employees covered by this agreement except for those employees on continuous operations (as defined in this Agreement) and further provided that on the days enumerated schools are closed: New Years Day, Martin Luther King Day, Presidents Day, Good Friday, Easter Monday, Memorial Day, July 4th, Labor Day, Columbus Day, Thanksgiving Day, Day after-Thanksgiving, Christmas Eve Day, Christmas Day and New Years Eve Day.
B. Holidays which fall on a Saturday shall be celebrated on the preceding Friday and holidays that fall on a Sunday shall be celebrated on the following Monday, provided that the Friday or Monday is a nationally observed holiday and further provided that the schools are closed.
C. Employees shall receive any holiday which is declared by the President of the United States or the Governor of the State of New Jersey provided that the schools are closed.
D. If a holiday falls on an employees regularly scheduled day off, the employee shall receive another day off in place of the holiday to be taken between June 1st and August 31st.
E. This Article shall not apply to part-time employees.
LEAVES OF ABSENCE
A. SICK LEAVE.
1. Employees shall be entitled to twelve (12) sick leave days with pay each school year. Unused sick leave days shall be accumulated from year to year with no maximum limit. This accumulated leave shall be available for use as sick leave in subsequent years. Part-time employees steadily employed by the Board shall be entitled to 10 sick days per year pro-rated as required by law (N.J.S.A. 18A:30-2.1).
B. MILITARY LEAVE.
2. Sick leave is defined to mean the absence from an employee's post of duty because of personal disability due to illness or injury or because the employee has been excluded from school by the School District Medical Authorities on account of a contagious disease or being quarantined for such a disease in employee's immediate household.
3. A physician's certificate shall be required for any absence due to illness lasting three days or more and for any illness of any duration after an employee has exhausted twelve sick days in the current school year. When a physician's certificate is not required, the employee shall sign a statement that the absence was due to illness.
1. As authorized by the laws of the State of New Jersey, an employee who is a member of the New Jersey National Guard or Reserve Military and Naval Forces of the United States and is required to undergo annual field training, will be granted a leave of absence with pay for the period of such tour of duty.
C. BEREAVEMENT LEAVE.
2. Any employee who enters into active service in the Armed Forces of the United States while in the service of the Employer shall be granted a leave of absence for the period of military service without pay.
1. In the event of death in the employee's immediate family, the employee shall be granted time off with pay which in no event shall exceed five (5) consecutive working days. The term immediate family is defined as parent, child, spouse or any relative living in the employee's immediate household.
D. TEMPORARY LEAVE.
1. Temporary leave - a request for approval of all absences will be made at least two days in advance of the expected absence on the form entitled "Request for Temporary Leave". The only exception to the two-day advance notification will be an extreme emergency or sudden illness.
E. OTHER LEAVES OF ABSENCE
2. The request will be made in triplicate. One copy will be returned to the staff member making the request, signed by the School Business Administrator. One copy will be placed in the staff member's file and one copy will be sent to the central office.
3. Anyone having to take a personal day under emergency conditions and not able to submit the request two days in advance, will do so immediately upon return to school.
4. Absence without salary deduction shall be allowed for three (3) days in any one school year provided that the need for such days is to perform personal business that cannot be performed during non-school hours. Personal business shall be defined to include the observance of religious holidays. Except in the case of an extreme emergency, such days may not be taken on the day immediately before or after a school holiday. Any such days not utilized in a school year shall accumulate as sick leave as of July 1st of the succeeding school year.
1. An employee who is temporarily incapacitated (due to either physical or mental reasons) or who wishes to engage in an appropriate course of job related study or for any reason considered valid by the Employer, may be granted a special leave of absence without pay by the Employer for a period not to exceed six (6) months. Said leave may be extended for another period not to exceed six (6) months with the approval of the Employer.
F. JURY DUTY
2. Child rearing leave without pay, not to exceed six (6) months, shall be granted at the request of any employee. Child rearing leaves shall, upon the request of the employee, be extended or renewed for a period not to exceed six (6) months, without pay.
Any employee called to jury duty as certified by the clerk of the Court, shall be granted time off without loss of pay.
G. Part-time employees shall not be eligible for leaves of absence pursuant to Paragraphs C, D, and E above.
1. An employee's seniority shall begin with his original date of hire after said employee has successfully completed the probationary period.
B. JOB POSTING.
1. A permanent job opening in the bargaining unit shall be posted on appropriate bulletin boards for a period of five (5) consecutive work days. Permanent employees may bid on such job openings. However, probationary employees are ineligible to bid on permanent job openings.
C. This Article shall not apply to part-time employees; provided, however, part-time employees shall be given consideration for full-time permanent job openings that do not conflict with Paragraph B above. If so hired, the part-time employee shall become a probationary employee (Article X-D).
2. In filling permanent promotional job vacancies within the bargaining unit the Employer will first attempt to fill such vacancies by promoting an employee from the next lower rated job title who had bid for the opening and who has, in the Employer's sole discretion, the requisite qualifications and ability to perform the work. Where, in the Board's sole discretion, two or more employees possess equal qualifications and ability to perform the work, the employee with the greatest seniority in the bargaining unit who had bid for the job will be given preference.
It is recognized that seniority is only one criteria to be considered by the employer. The Employer retains all authority and discretion allowed by law with respect to reductions in force, recall from layoffs, transfers and promotions of employees.
A. The work week shall consist of five (5) consecutive days, Monday through Friday, except for those employees who are on continuous operations as defined herein. The work day for employees shall be as follows:
Custodians - 5:55 A.M. to 2:25 P.M. or
7:30 A.M. to 4:00 P.M. or
9:00 A.M. to 5:30 P.M.
Grounds keepers - 5:55 A.M. to 2:25 P.M.
Warehousemen - 7:30 A.M. to 4:00 P.M.
Engineers and Firemen - 7:00 A.M. to 3:00 P.M. or 3:00 P.M. to 11:00 P.M.
or 11:00 P.M. to 7:00 A.M.
The work schedule for part-time employees shall be as fixed by the School Business Administrator. Employer shall make shift assignments and schedules as it deems appropriate to meet the needs of the School District in inverse order of seniority and the ability, in the opinion of the employer, to perform the assignment.
B. Employees shall receive one fifteen (15) minute break with pay per shift, the time of the break to be determined by the Superintendent of Buildings and Grounds.
C. 1. Custodians, grounds keepers and warehousemen shall receive a thirty-five (35) minute unpaid lunch break.
2. Firemen at the Pennsauken Campus shall receive a thirty five (35) minute paid lunch break.
D. If the Governor declares a State of Emergency due to weather conditions, only the employees on continuous operations shall report for work, all other employees covered by this Agreement shall be off with pay.
3. Engineers and Firemen at the Gloucester Township Campus shall receive a thirty-five (35) minute paid lunch break.
A. DEFINITION. The term "grievance" means a complaint or a claim that there has been an improper application, interpretation or a violation of any term or provision of this Agreement affecting a member, a group of members or the Union. The objective of the Grievance Procedure shall be to adjust problems between employees and Management whenever possible. Nothing herein shall be construed as limiting the right of an employee having a grievance to discuss the matter informally with an appropriate member of the Department.
Step 1 The aggrieved or the Union shall institute action under the provisions hereof within twenty (20) calendar days after the event giving rise to the grievance has occurred. An earnest effort shall be made to settle the difference orally between the aggrieved employee and the Superintendent of Buildings and Grounds. Failure to act within said ten (10) working days shall be deemed to constitute an abandonment of the grievance.
Step 2 If no agreement can be reached orally within five (5) working days of the initial discussion with the Superintendent of Buildings and Grounds, the Union, only, on behalf of an employee or group of employees, may present the grievance in writing within ten (10) working days thereafter to the School Business Administrator. The School Business Administrator shall answer the grievance in writing within ten (10) working days of receipt of the grievance.
Step 3 If the Union wishes to appeal the decision of the School Business Administrator, such appeal shall be presented in writing to the Board within ten (10) working days thereafter. The Board or a committee thereof shall review the grievance and shall hold a hearing with the grievant and render a decision in writing within forty-five (45) calendar days of receipt of the grievance by the Board.
1. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next step. Failure at any step of-this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step. Time limits may be extended by the mutual consent of the parties.
2. It is understood that employees shall, during and notwithstanding the pendency of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.
3. Steps 1 and 2 of the grievance procedure shall be scheduled during work hours and the employee shall suffer no loss in pay. Step 3 of the grievance procedure shall be scheduled during non-work hours and no employee or employees shall receive any pay for participation in same.
4. The Bargaining Unit Chapter Person, or his designee, shall be permitted to investigate grievances and confer with management concerning grievances with the permission of the School Business Administrator, which permission shall not unreasonably be withheld.
5. The parties recognized that a cooperative approach between employees and supervisors is essential to the solution of problems affecting them. Accordingly, the parties agree to create a Labor-Management Committee, which shall consist of three members from the association and three members from management. The committee shall meet periodically, but not less than once every four months, for the purpose of discussing issues which relate to the membership. The Labor-Management Committee shall have no authority to add to, detract from or change the terms of this Agreement.
The Employer and the Union agree that there shall be no discrimination or favoritism.
B. WORK RULES.
The Employer may establish reasonable and necessary rule of work and conduct for employees. Such rules will be equitably applied and enforced.
1. Ten (10) working days prior to the posting of any rules of work and conduct for employees established by the Employer pursuant to Section B above, the Employer agrees to notify the Union of said rules for its review.
2. Any and all rules of work and conduct for employees will be posted by the Employer three (3) working days prior to implementation.
1. There shall be no form of discipline or reprimand in such a way that causes embarrassment to the Employee involved.
D. PROBATIONARY EMPLOYEES.
2. Other than an oral reprimand, the Employee and the Local Union shall be furnished with a written copy of any disciplinary action to be taken, with reasons therefore. Upon receipt of such a written copy that indicates that the disciplinary action to be taken is suspension or termination, an audience shall be held by the School Business Administrator before any final action is taken. Any other type of disciplinary action (such as a letter of reprimand) may be appealed to the School Business Administrator.
3. An employee who has a reasonable suspicion to believe that he is to be suspended, discharged or disciplined may request Union representation.
4. An employee shall not be coerced or intimidated or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages or conditions of employment as the result of the exercise of his rights under this Agreement.
All employees shall be considered as probationary employees for the first ninety (90) work days of their employment. Probationary employees may be disciplined or terminated at any time during their probationary period at the sole discretion of the Board, without recourse to the provisions of the grievance procedure of this Agreement.
E. EFFECTIVE LAWS.
If any provision of this Agreement or if the application of any provision of this Agreement is contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications of this Agreement shall continue in full force and effect.
F. MANAGEMENT RIGHTS.
Subject to the provisions of this Agreement, the Board reserves all rights and functions vested in it pursuant to applicable laws and regulations and such other functions as are normally and customarily exercised by Boards of Education in the management of the school districts.
G. FORM OF CONTRACT.
Individual employment contracts shall be in the form as attached hereto and made a part hereof as Schedule A.
A. REPRODUCTION OF AGREEMENT.
The Employer shall be responsible for having this Agreement reproduced and sufficient quantities to be distributed to all employees in the bargaining unit during the term of this Agreement. The copies of the Agreement shall be made available to the Union no more than thirty (30) days after the signing of same.
B. BULLETIN BOARDS.
The Employer agrees to furnish and maintain bulletin board space in a convenient place at each work location for use by the Union provided that materials placed on said bulletin boards shall not be derogatory of or in ridicule of any administrator or member of the Board of Education. All materials placed on said bulletin boards shall be identified as approved by the Union.
C. SAFETY AND HEALTH.
1. The Union shall designate two of its members to sit on the Employer's existing Safety Committee. The Union shall give due notice of the names of the members so designated to the School Business Administrator and those members so designated shall receive due notice of meetings of said Safety Committee as they may occur from time to time. Attendance at meetings of said Safety Committee by the designated members shall be without loss of pay.
D. UNIFORMS AND TOOLS.
2. The Employer shall abide by the rules promulgated pursuant to the Authority of the Operating Engineers and Firemen Licensing Act N.J.S.A. 34:7-1 et seq. and the Boiler Pressure Vessel and the Refrigeration Act, N.J.S.A. 34:7-14 et seq.
3. The Employer shall comply with the standards promulgated pursuant to the New Jersey Public Employee Occupational Safety and Health Act, N.J.S.A. 34:6A-25 et sea.
1. The Board shall furnish each employee upon the completion of the probationary period five (5) uniforms consisting of shirts and pants to be-maintained and laundered by the employee.
E. PROVISION FOR LUNCH.
2. Replacement uniforms shall be made available to employees upon requisition by employees and return of clean, used uniforms recognized by the Superintendent of Buildings and Grounds as unfit for further use. Employees shall sign for all uniforms, tools and keys and shall be responsible for the same and for any other property of the school district. Upon termination of employment with the district for any reason, all tools, uniforms, keys and equipment shall be returned in good condition, reasonable wear and tear excepted, or the cost of the same may be withheld from the employee's pay. Employees shall not be held financially responsible for loss or theft of tools or keys due to circumstances beyond their control.
3. The wearing of the uniform-shall be limited to the Board's premises during the course of an employee's tour of duty, or in travel to and from his home to the Board's premises. During periods when school is closed, employees shall be allowed to perform their duties in T/shirts, which is not their regular uniform shirt. Five T/shirts shall be supplied by the Board per year.
Employer shall not provide employees with free lunch; however, employees may purchase such lunches as they desire from Employer's food services facilities.
TERM OF AGREEMENT
This Agreement shall be in full force and effect as of July 1, 2004 and shall remain in effect to and including June 30, 2007 without any reopening date. This Agreement shall be subject to renegotiation by both parties under the terms and conditions as specified by the State of New Jersey, Public Employment Relations Commission for the period beginning July 1, 2007. Upon expiration, the terms of the prior contract -shall remain in full force and effect, through negotiations for the successor Agreement.
BOARD OF EDUCATION OF THE
CAMDEN COUNTY TECHNICAL
ATTEST: By:_________________________ Louis S. Bezich, President
James Clark, Secretary
LOCAL 3418A, DISTRICT COUNCIL 71
OF THE AFSCME, AFL-CIO
By: Kenneth Morrell, President
It is agreed between the Board of Education of the Vocational School in the County of Camden, New Jersey, party of the first part and , party of the second part, that said Board of Education does hereby engage and employ the said party of the second part to serve as in the Camden County Vocational & Technical Schools, under the control of said Board of Education from the day of ,20 to the 30th day of June, 20 at a salary of $
(prorated) payable in 24 equal semi-monthly installments, and that said party of the second part shall begin work on the day of 20 .
The said party of the second part hereby accepts the employment aforesaid, and agrees to faithfully do and perform the duties under the employment aforesaid, and to observe and enforce the rules prescribed for the government of the school by the Board of Education.
It is agreed by the parties hereto that this contract may be terminated by either party, at any time, by giving to the other party two weeks written notice of intention to terminate the same. Dated this day of 20 .
BOARD OF EDUCATION OF THE CAMDEN
COUNTY TECHNICAL SCHOOLS
THE BOARD OF EDUCATION OF THE
CAMDEN COUNTY TECHNICAL SCHOOLS
AFSCME, AFL-CIO DISTRICT COUNCIL NO. 71
JULY 1, 2004 to JUNE 30, 2007
TABLE OF CONTENTS
I. RECOGNITION 2
II. CHECK OFF 3
III. COMPENSATION 5
IV. VACATION 12
V. HOLIDAYS 14
VI. LEAVES OF ABSENCE 15
VII SENIORITY 18
VIII. WORK SCHEDULES 20
IX. GRIEVANCE PROCEDURE 22
X. DISCIPLINE 25
XI. MISCELLANEOUS PROVISIONS 27
XII. TERM OF AGREEMENT 29
Mr. Andrew McKenna, President
District Council No. 71
343 Berlin Cross Keys Road
Sicklerville, NJ 08081
Re: Early School Closing for Emergency Purposes:
The Board of Education’s position concerning the closing of the Camden County Technical Schools for emergency purposes (such as for weather, bomb scares, infrastructure failures and similar problems) shall be as follows provided, however, this shall not apply to employee regular work hours pursuant to the terms of a negotiated unit or individual labor contract.
In the event an emergency as defined above occurs, the following procedures shall apply:
(1) The superintendent* shall notify the division heads by the most expedient means to make the appropriate contacts to return the buses to the school or schools. the division head shall then oversee the proper delegation of students to their classrooms, bus assembly areas, or such other areas that shall give the administration control over such students until they are able to enter their buses and be transported away from the school campus.
(2) During the course of the students leaving the campus, the division head shall not release any employees that have supervision of students; but may, in the division head’s sole discretion, release those employees that may not be so involved. Personnel who are present (when an emergency situation arises) on a campus other than the one to which their supervising division head is assigned shall accept direction, including assignments and permission for release, from the division head (or his/her designee) of the campus on which they are present during the emergency.
(3) Once all students have exited a division head’s assigned school campus, the division head shall release all remaining employees and shall report such state of affairs to the superintendent who shall then release such division head to leave as well.
The above shall be subject to further discussion at the request of either party at any time. Will you please sign the copy of this letter thereby indicating your agreement with the above.
Very truly yours,
THE BOARD OF EDUCATION OF THE CAMDEN COUNTY TECHNICAL SCHOOLS
N. John Amato, President
The Association agrees with the above.
Andrew McKenna, President
*The word “superintendent” shall include his/her designee.