BERLIN TOWNSHIP BOARD OF EDUCATION
BERLIN TOWNSHIP EDUCATION ASSOCIATION
July 1, 2019 – June 30, 2023
TABLE OF CONTENTS
Article I - Recognition 1
Article II - Negotiation of Successor Agreement 1
Article III - Grievance Procedure 2
Article IV - Management Rights 4
Article V - Unit Member Rights 4
Article VI - Association Rights 5
Article VII - Evaluations 6
Article VIII - Sick Leave 7
Article IX - Temporary Leaves of Absence 7
Article X - Extended Leave of Absence 8
Article XI - Letter of Intent 10
Article XII - Protection of Unit Members 10
Article XIII - Work Year 11
Article XIV - Work Day 12
Article XV - Salaries 14
Article XVI - Insurance 17
Article XVII - Miscellaneous Provisions 18
Article XVIII - Tuition Reimbursement 18
Article XIX - Extra-Curricular Activities 19
This agreement entered into this _____, by and between the Board of Education of Berlin Township hereinafter called the “Board” and the Berlin Township Education Association hereinafter called the “Association”.
Article I - Recognition
A. The Board hereby recognized the Association as the exclusive and sole representative for the purpose of collective negotiations pursuant to N.J.S.A 34:13A-1 et sec., concerning term and conditions of employment for the unit of employees certified by New Jersey Public Employment Relation Commission on July 28, 1998, under PERC Docket Number RE-98-128.
1. Included in the unit are: All certified, non-supervisory employees, instructional assistants, and secretaries including main office, and child study team office. These parties agree that this description includes employees who are certified by the New Jersey Department of Education to be employed as classroom teachers, nurses, speech language specialists, guidance counselors, and child study team members (LDTC, school psychologist and social worker).
2. Excluded from the unit are: Managerial executives, confidential employees and supervisory employees within the meaning of the PERC law, craft employees, non-professional employees, police employees, casual employees, bus drivers, maintenance and custodial employees and all other employees such as substitute staff, including teachers, summer personnel.
B. DEFINITION OF A TEACHER
Unless otherwise indicated, the term “teacher” when used hereinafter in the Agreement shall refer to all certificated educational employees represented by the Association in the negotiating unit as described.
C. DEFINITION OF A UNIT MEMBER
The terms “unit member” when hereinafter used shall refer to those individuals for whom the Association has the exclusive right to negotiate as defined in A.1 above.
D. DEFINITION OF A SUPPORT PROFESSIONAL
Unless otherwise indicated, the term “support professional” when used hereinafter in the Agreement, shall refer to instructional assistants and secretaries, except confidential secretary/ies.
Article II - Negotiation of Successor Agreement
The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J.S.A. 34:13A-1 et sec., in a good-faith effort to reach agreement on all matters concerning the mandatory negotiable terms and condition of unit member’s employment. Any Agreement so negotiated shall appear to all unit members, be reduced to writing and shall only be valid when ratified by the Association and the Board. When ratified, the Agreement shall be signed by the parties.
A. The Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
B. Negotiations shall commence no later than January 15 of the school year in which the agreement will expire.
C. Neither party shall have any control over the selection of the members of the other’s negotiating team.
Article III - Grievance Procedure
1. “Grievance”: a grievance is a claim by a unit member or Association based upon the interpretation, application or violation of this Agreement negatively affecting a unit member or group of unit members regarding the terms and conditions of employment.
2. “Aggrieved Person”: an “aggrieved person” is the person(s) making the claim.
1. A grievance must be initiated in writing by the aggrieved person and filed with the immediate supervisor within fifteen (15) school days from the time when the grievant knew or should have known of its occurrence. A school day shall be defined as any day in which school is in session for a four (4) hour period.
a. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved person to proceed to the next step. Failure at any step of this procedure to initiate or appeal, as the case may be, a grievance to the next step within the specified time limits shall be deemed a waiver of further appeal of the decision.
b. Any aggrieved person shall, during and not withstanding any pending grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and affect thereof shall have been duly determined.
c. Time Limits: Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process.
d. The time limits may be extended by mutual consent.
e. Nothing herein shall prevent any unit member from informally discussing potential grievances with his/her immediate supervisor in an attempt to resolve the matter.
f. After the grievance is filed as provided in c. above, the aggrieved person and the supervisor shall meet within seven (7) school days to discuss the matter. The supervisor shall respond in writing within five (5) school days thereafter.
g. The aggrieved person, not later than seven (7) school days after receipt of the decision of his immediate supervisor, may appeal the decision to the Superintendent of Schools. To appeal to the Superintendent must be made in writing specifying:
1. The nature of the grievance.
2. The nature and extent of the injury, loss or inconvenience.
3. The results of the previous discussions.
4. That portion of the immediate supervisor’s decision that the grievant disputes.
5. Remedy sought.
6. The Superintendent shall meet with the aggrieved person and attempt to resolve the matter as quickly as possible, but within a period not to exceed seven (7) school days from the receipt of the appeal. The Superintendent shall communicate his/her decision in writing to the aggrieved person, to the Association, and the immediate supervisor within five (5) school days.
h. The grievance is not resolved to the Association’s satisfaction, the Association, not later than five (5) school days after receipt of the Superintendent’s decision, may request a review by the Board. The request shall be submitted in writing through the Superintendent of Schools who shall attach all related papers and forward the request to the Board.
i. The Board, or a committee thereof, shall review the grievance and meet with the Association and render a decision in writing and forward copies thereof to the grievant and to the Association within ten (10) school days of the receipt of the appeal or within ten (10) school days of the date of the meeting. The referred to meeting shall be held within twenty (20) school days after the receipt of the appeal notice. In the event that the time periods are interrupted by a vacation period, school days shall mean calendar days, exclusive of Saturdays, Sundays, and holidays.
j. If the decision of the Board or committee does not resolve the grievance to the satisfaction of the aggrieved person and he/she wished review by a third party, and if the Association determines that the matter should be reviewed further, it shall advise the Board through the Superintendent, within fifteen (15) school days of receipt of the Board’s decision, and the Association shall submit the grievance to arbitration within fifteen (15) school days thereafter. However, the Board’s decision shall be final and binding on the grievance concerning:
1. Any matter for which a specific method of review is prescribed and expressly set forth by law or any rule or regulation of State Commissioner of Education; or
2. A complaint of a non-tenured unit member which arises by reason of he/she being terminated pursuant to the notice provisions of his/her individual employment contract or not being reemployed; or
3. A complaint by a certificated personnel occasioned by appointment to, retention in or lack of retention in, any position for which tenure either is not possible or not required; or
4. Any matter which, according to law, is either beyond the scope of the Board authority or limited to unilateral action by the Board alone.
C. Securing services of an arbitrator:
1. The following procedure shall be used to secure the services of an arbitrator:
a. Either party may request the Public Employment Relations Commission to submit a roster of persons qualified to function as an arbitrator in the
dispute in question.
b. If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list, they may request the PERC to submit a second roster of names.
c. If the parties are unable to determine within fifteen (15) school days of the initial request for arbitration a mutually satisfactory arbitrator from the second submitted list, PERC may be requested by either part to designate an arbitrator.
2. The arbitrator shall limit him/her self to the issues submitted to him/her and shall consider nothing else. He/she can add nothing to, nor subtract anything from the agreement between parties. The recommendations of the arbitrator shall be advisory.
D. Separate Grievance File
All documents, communications, and records dealing with the processing of a grievance, shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants pending the outcome of the grievance. In the event a grievance relating to disciplinary action is denied, the Board or Administration shall determine placement in the appropriate file(s).
Article IV - Management Rights
A. Nothing contained herein shall be considered to deny or restrict the Board of its rights, responsibilities and authority under the New Jersey School Law, commonly known as Title 18A, or any other national, state, county, district, or local laws or regulations as they pertain to education.
Article V - Unit Member Rights
A. Whenever any unit member is requested to appear before an administrator, his/her designee, Board, any committee of the Board, or any agent thereof, concerning any matter which could adversely affect the continuation of the unit member’s position, the said unit member shall be entitled to have a representative of the Association present during such proceedings. However, nothing herein shall entitle a unit member to representation in matters involving the evaluation process and conferences related thereto.
B. Any complaints regarding a unit member made to any member of the Administration and/or Board of Education by any parents, student or other person may, if made in writing, be promptly investigated by the Administration and called to the attention of the unit member. The unit member shall be given an opportunity to respond to and/or rebut such complaint. The complaint shall be identified to the unit member.
C. If the complaint is verbal, the administrator will discuss the complaint with the member.
D. The Board shall establish one official personnel file for each unit member, the location of which shall be in the offices of the Superintendent. (The parties recognize that the business office maintains a file regarding payroll and benefit materials).
1. Unit members shall have the right, (at least three (3) school days notice) to review the content of their personnel file, and to receive copies of any documents in the personnel file. A unit member shall be entitled to have a representative of the association accompany him/her during the review as long as the review does not interfere with a unit member’s duties.
Article VI - Association Rights
E. No teacher shall be discharged or disciplined without just cause as per NJSA 34:13-A-1 et sec; except provided by Title 18A. The mid-year termination or non-renewal of non-tenured teacher and/or non-certificated staff member shall not be subject to cause standard or arbitration.
F. No unit member shall be reprimanded in front of peers, parents or students.
D. The Board maintains an online policy manual. Agendas are available at the board meeting and on the district website and list those policies that are being updated/revised. Additional information on policies and proposed revisions is available from the district Superintendent.
E. Whenever any representatives of the Association or any unit member is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences or meeting, he/she shall suffer no loss in pay.
Article VII - Evaluations
A. All formal observations of the work performance of a teacher shall be conducted according to Achieve NJ guidelines as per the NJ Department of Education using the district approved evaluation tool.
B. After each evaluation, the evaluator shall hold a conference with the teacher within ten (10) days to discuss performance and make recommendations for improvement. The teacher shall electronically acknowledge the evaluation report which shall be electronically counter acknowledged by the evaluator. Copies of the report are archived electronically within the district approved evaluation tool. The electronic acknowledgement of the teacher on the report shall not imply agreement with its contents and the teacher may make comments or explanations with respect to the evaluation. Such comments shall not be binding on the administration.
C. A teacher shall be informed of any complaints regarding him/her made to any member of the Administration by any parent, student, or other person which are or may be used in any manner in evaluation of said teacher. If any entry is made in the teachers’ file as a result of such complaint, the teacher shall be given a copy of such entry within ten (10) days. Anonymous complaints shall not be entered in a teacher’s file.
D. A teacher shall be informed of any derogatory material which may be placed in his/her personnel file. The teacher shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicated agreement therewith. Teachers have the right to file a written response.
Article VIII - Sick Leave
A. Support Professionals shall be evaluated at least once per year. The evaluation shall be in writing and signed by the support professional and the evaluator and the support professional shall be given a copy. The support professional’s signature does not indicate agreement with the evaluation. Within ten (10) school days after each evaluation, the evaluator shall meet with the support professional to discuss the evaluation and to make recommendations.
B. Whenever a support professional is subjected to an evaluation, the support professional involved may file a written response thereto which then becomes a part of said support professional’s personnel file.
A. Teachers shall be entitled to ten (10) sick days each school year. Secretaries shall be entitled to twelve (12) sick days each school year. Instructional Assistants shall be entitled to ten (10) sick days each school year. Any unit member that is absent 3 or more consecutive days must have a doctor’s note to return to work.
B. If a unit member is employed only part of the school year, said unit member shall be entitled to sick days on a pro rata basis. When sick days are consumed, pay will no longer be received for days lost due to illness. Secretaries and Aides steadily employed, but on a part-time basis shall be accorded sick leave days on a pro rata basis.
C. Unit members shall be given a written accounting of accumulated sick leave days no later than September 15 of each school year.
D. Upon retirement, pursuant to TPAF definition, after at least twenty (20) years of service in the school district, unit members shall be reimbursed for unused accumulated sick days as follows:
1. Teachers shall receive $100 per day with a maximum of $7,500.00
2. Support professionals shall receive $50 per day with a maximum of $5,000.
3. Payment shall be made on or before July 15 of the school year following the school year in which the unit member retires, provided the unit member has informed the Board in writing of the retirement on or before October 1 of the school year of retirement. Failure to so inform the Board will result in the payment being delayed but not beyond July 15 following the school year in which retirement occurs.
Article IX - Temporary Leaves of Absence
A. Unit members shall be eligible for three (3) personal days leave per school year with pay. No reason need be given for personal leave days.
B. Unit member may take other leave of absence as set forth in the New Jersey Family Law or the Federal Family and Medical Leave Act, whichever is applicable.
1. A request for the use of a personal leave day shall be made in writing to the Superintendent at least two (2) unit member work days in advance of the requested date or in the case of an emergency, where a request could not be made in advance, the Supervisor will be notified as soon as possible via email or voicemail that the day being taken should count as an emergency personal day.
2. A request of the use of a personal leave day for a work day immediately before or immediately after a day, or period of days when school is not in session, shall be made in writing to the principal or superintendent at least ten (10) unit member work days in advance of the requested date.
3. Any personal days remaining at the end of the school year shall be carried over as follows:
4. A unit member will not be entitled to more than four (4) personal days in one (1) year.
a. One (1) day may carry forward as personal.
b. Remaining days (if any) convert to sick days and accumulate as sick days.
C. The Board may grant other requested leaves of absence in accordance with its statutory discretion pursuant to Title 18A of the New Jersey statutes.
D. Death in the Family
1. The time taken of under this paragraph must include the day of the funeral and, if more than one day is involved, the days must be taken consecutively.
2. Unit members shall be granted up to five (5) days off with pay in the event of the death of his/her spouse, civil union partner, child, parent or sibling. This shall include step-children and step-parents if there was a relationship of “in loco parentis” involving the unit member. Said days are to be used within fifteen (15) days of the death. The Superintendent shall be notified in writing of the death as soon as possible. Signature of the unit member certifies that the information supplied is accurate.
3. Unit members will be excused from duty with pay for a maximum of three (3) days in the event of a death of a grandchild, mother-in-law or father-in-law.
4. Unit members shall be granted up to two (2) days off with pay in the event of the death of a grandparent.
5. Unit members will be excused from duty with pay for a maximum of one (1) day for an aunt or uncle, brother-in-law or sister-in-law.
6. Unit members will be excused from duty, with pay, for a maximum of one (1) day for a former mother-in-law, father-in-law, sister-in-law or brother-in-law.
Article X - Extended Leave of Absence
A. Disability and Child Rearing Leave
1. A teacher shall notify the Board of Education of pregnancy at least sixty (60) days prior to the requested disability or child rearing leave. At that time, the teacher shall indicate her anticipated date of return. This date, in the case of a child-rearing leave, shall be, at the teacher’s option (if tenure), up to two (2) marking periods.
2. Leaves in excess of two (2) marking periods may be granted at the sole discretion of the Board of Education on a case-by-case basis.
3. A non-tenured teacher shall be granted a child rearing leave only if she/he is able to return at the beginning of the next marking period occurring during her/his current contract year. If a non-tenured teacher requires child-rearing leave extending beyond her/his contract year, her/his re-hiring will be at the discretion of the Board of Education. Any child-rearing leave granted to a non-tenured teacher under this Article shall not count toward accrual of time for achieving tenure. If a non-tenured teacher cannot return on the next commencement date, permission for her/his returning during the contract year will be within the sole discretion of the Board of Education.
4. In the event of an adoption of a child, the teacher shall be entitled to the same leave as set forth above in paragraph A-1 of this Article.
B. A leave of absence without pay of up to one year shall be granted upon proper application to the Board of Education to tenured teachers for the purpose of caring for a sick member of the teacher’s immediate family. Additional leave may be granted at the discretion of the Board. Non-tenured teachers may, at the discretion of the Board, be awarded a leave of absence in the same manner and pursuant to the same conditions as stated above.
1. Upon initial application, the teacher shall specify the tentative intended date of return to work which shall be confirmed at least thirty (30) days prior to such date. In the case of non-tenured teachers, such leave shall not extend beyond the end of the current academic year.
2. “Immediate family” is defined to mean spouse, civil union partner, child, step-child or parent.
B. All unused accumulated sick leave shall be restored upon a support professional’s return from an approved leave of absence. All support professionals shall be given the opportunity to maintain medical insurance under the plan maintained for the support professional by the Board of Education at the support professional’s own expense during the term of any leave of absence, upon thirty (30) days written notice, “prior to leave” commencement, to the Board. Upon a support professional’s return from a leave of absence, the cost of maintaining medical coverage shall be assumed by the Board of Education with the same terms and conditions as maintained for other support professionals. If a support professional has not maintained coverage under the Board of Education’s plan during the term of the
support professional’s leave of absence, the support professional shall be re-enrolled in the Board of Education’s plan at the time of the next enrollment period.
C. Upon return from leave granted pursuant to this Article, an support professional shall be placed on the salary schedule at the step following the step that he or she was on prior to taking the leave unless he or she should return within the same school year whereby he or she would return to the same step, providing support professional worked at least one-half of the current school year plus one (1) day. If the support professional worked less than one-half the current school year plus one (1) day, he or she will return to the step the support professional was on when going on leave.
Article XI - Letter of Intent
Unit members who desire a change in assignment or a transfer to another building for the following school year may file, by March 1 of the current school year, a written statement with the Superintendent requesting the change.
Article XII - Protection of Unit Members
Employees injured, including assault, while acting in the discharge of their duties will have all rights under Title 18A of the New Jersey Statutes.
Article XIII - Work Year
A. The work year shall be 186 days for teachers. Pupil days shall be 180 days. A minimum of three (3) days are to be used for professional development. Professional development must be in accordance with the Achieve NJ and/or other NJ Department of Education professional development regulations and should have teacher input. One half (1/2) professional day is to be set aside for the last day of school for classroom breakdown.
B. Any Child Study Team member required to work beyond 186 days shall receive compensation at the rate of their per diem salary.
C. Teachers required to relocate from one classroom to another will be compensated $100 after the transition is complete. The day(s) set aside will be established by the administration.
A. The work year shall be 186 days for instructional assistants.
B. The work year for secretaries shall be twelve (12) months.
Article XIV - Work Day
A. Teachers will be required to return after the end of the workday for the purpose of attending four evening sessions. One session for Back-to-School night, two sessions for fall conferences, one session for spring conferences. One additional evening may be required for 8th grade classroom teachers for 8th grade graduation as enumerated on the stipend guide.
1. Back to School Night – Staff will return for 2 hours on the designated evening, in addition to their regular work day hours. (Staff who report to multiple schools will only be required to attend one session after consultation with the building principals and assigned supervisor).
a. 2 afternoon conference days shall be held in the fall and 2 afternoon conference days shall be held in the spring. These will be early dismissal days for the students. Staff will be expected to remain 1 hour after their typical work day of 7 hours and 10 minutes for a total work day of 8 hours and 10 minutes for the 2 afternoon conference days in the fall and for the 1 afternoon conference day in the spring. On the other afternoon conference day in the spring the workday shall remain 7 hours and 10 minutes.
b. 2 evening conference days shall be held in the fall and 1 evening conference day shall be held in the spring. These will be early dismissal days for students and staff. Staff will be required to return to school for conferences for a total of 2 hours and 45 minutes on these days.
B. All teachers covered by this agreement shall have a minimum of a forty (40) minute duty free lunch for each teacher work day.
C. All administrative meetings, outside of the regular working hours will be held with two (2) school days’ notice unless an emergency occurs. Such meetings shall not be held more than twice monthly unless an emergency occurs, and every effort shall be made by the Administration to hold their meeting to one (1) hour or less.
D. Classroom preparation time and other non-pupil contact activities during enrichment periods when classes are being conducted by special subject area teachers shall be 150 minutes per week per 5 full day week. This practice of 150 minutes per 5 full day week also applies to special subject area teachers. Every effort shall be made by the Board to obtain sufficient substitutes to prevent the necessity of using teachers during special subject and class to cover for absent personnel. No meetings shall be scheduled during these prep times.
1. During weeks of less than 5 full school days, classroom preparation time will total 30 minutes per the number of days in session that week.
2. No administrative meetings will be scheduled during weeks of less than 5 full school days.
E. The work day for teachers and child study team members is seven (7) hours and ten (10) minutes and the student day will be six (6) hours and thirty (30) minutes.
A. The workday for full time instructional assistants shall be seven (7) hours per day and shall include a forty (40) minute duty free lunch.
A. The following winter work schedule shall be in effect the first day of school year until the last pupil day of the school year. The workday shall be 8:00 am – 4:00 pm, which includes a forty-five (45) minute duty free lunch.
Article XV - Salaries
B. Immediately upon closing of school in June until school opens in September, any reduction in the workday shall be at the discretion of the administrator.
C. Secretaries shall be entitled to two (2) fifteen (15) minute breaks during the workday. The scheduled time for the break will be agreed between the secretary and supervisor.
D. Secretaries may leave thirty (30) minutes early, by reducing the lunch period and/or breaks by thirty (30) minutes, one day per month, to attend the regular monthly BTEA meeting as long as it does not interfere with the running of the schools.
E. The early dismissal workday for secretaries is 5 hours and 30 minutes. The immediate supervisor shall designate the reporting time on these days.
A. Salaries and other compensation of all unit members are set forth in the Board’s records and are on file in the Board office. The salary guides in schedule A are in effect for the duration of the contract.
B. Salaries shall be paid on a bi-monthly basis. Other compensation shall be paid as described in Schedule B.
C. When a payday falls on or during a school holiday or when school is closed for a reason other than for an emergency unit members shall receive their paychecks on the last previous work day.
D. Each unit member shall receive their final pay on the last workday in June, provided that he has complied with all closing procedures as required by the Principal.
E. Unit members may elect to have their pay directly deposited in their bank accounts provided that they notify and submit the appropriate paperwork to the business office no later than August of the school year in which the direct deposit will take place.
F. The Board agrees to permit unit members to participate in the South Jersey Credit Union. The business office shall make payroll deductions as authorized by the unit member and will forward all monies within five (5) working days following the pay from which the money is deducted.
A. Horizontal Movement
1. For horizontal movement on the salary guides, the courses submitted must be as follows:
2. To receive horizontal movement effective September 1 or February 1 of the school year, the teacher must submit the paper form to the Superintendent by December 1 of the preceding school year. Upon completion of courses, proof thereof must be submitted to the Superintendent fifteen (15) days prior to the expected date of movement.
a. Graduate level courses relevant to the teaching profession.
b. Courses in a graduate level degree program in which the teacher is matriculated and which program is relevant to teaching. In this setting undergraduate courses required by the program will be accepted, otherwise no undergraduate courses will be accepted.
3. There will be two opportunities for lateral movement on the salary guide. Increases approved by the board in October are retroactive to September 1st. Increases approved by the board in March are retroactive to February 1st.
B. Teachers performing after work day homework club or detention will be paid at the rate of :
19/20 $57.88/hour, prorated
20/21 $57.88/hour, prorated
21/22 $59.67/hour, prorated
22/23 $61.52/hour, prorated
C. Money earned for extra-curricular activities (Schedule B) home instruction and ESY shall be paid as earned. All time sheets must be approved by one’s supervisor and submitted for payment.
D. Teachers who may be required to use their own automobiles to conduct school business at the request of the Administration shall be reimbursed for all travel according to the current Internal Revenue Service mileage reimbursement schedule.
E. Teachers that work on ESY, home instruction, during workday lunch instruction, school curriculum in the summer or after the school work day if authorized by the Superintendent will be compensated at a rate of:
F. In the 20th year of service to the district teachers shall receive a one-time longevity payment of $700 to be issued in a separate check. This represents the established practice and procedure set forth by the district.
G. In the 25th year of service to the district teachers shall receive a one-time longevity payment of $400 to be issued in a separate check.
H. In order to avoid doubling up classes every effort will be made to provide substitutes to the affected classes. In the event the Board is unable to fill a teaching staff position, teachers may be asked to cover a 45 or 90 minute block of classroom time. Compensation for this will be at the rate of $25 per 45 minute single block and $45 for a 90 minute double block.
A. Vacation Schedule: Vacation allowance for all twelve-month secretaries shall be as follows:
0-3 years 1 week
4-7 years 2 weeks
8+ years 3 weeks
B. A request for the use of a vacation day for a work day in the week preceding the first day of school, during the first week of school, the last week of school; and, the week after the last day of school shall be made in writing to the Principal or Superintendent at least fifteen (15) work days in advance of the requested date. A request for vacation for a work day in the week immediately before the start of the school year or immediately after the end of the school year will be granted as long as coverage is secured for the staff.
C. Instructional Assistants shall work teacher calendar with respect to holidays. This includes three (3) paid holidays (Thanksgiving, Christmas, and New Year).
1. The unit member will provide a minimum of two weeks’ notice to request vacation. The approval process will follow the current practice.
D. Instructional assistants who are on the Board approved substitute list who have the appropriate NJ substitute certification and serve as substitutes for teacher positions or secretary positions shall receive $25 to cover a class for a teacher and $17 to fill in for a secretary in addition to their regular daily rate of pay.
E. In the 20th year of service to the district, support professionals shall receive a one-time longevity payment of $500.00.
F. Overtime shall be paid at the rate of one and one half (1 ½) the hourly salary for all time worked over forty (40) hours a week in a regular work week.
Article XVI - Insurance
A. The insurance plan shall be the Amerihealth Point of Service Program as outlined in Appendix A; covering, but not limited to such areas as hospitalization, surgical services, anesthesia services, in hospital services, other specified services performed by a physician and major medical program. Unit members shall abide by the current premium contribution levels as established by law.
B. At a full time unit member’s option, however, the Board of Education agrees to pay Prudential, or any other comparable plan approved by the Board for the full time unit member in lieu of A above equaling 80% coverage of salary on disability plan.
C. The Board agrees to provide a deductible prescription plan as outlined in Appendix B. The plan shall include a mail order option and a generic group option with a deductible for the full time unit member and his/her family.
2019-2023 Retail: $10 generic/$25 brand
2019-2023 Mail Order: $10 generic/$25 brand
D. The Board agrees to provide a dental plan for the full time unit member only as outlined in the Appendix.
E. The Board agrees to make the option available for employees to buy family dental coverage in either Premier or PPO plan through payroll reduction.
F. Insurance Coverage Opt-Out Provision
1. Berlin Township Education Association members may opt-out of the Health Insurance Coverage provided by the Board of Education upon submission of proof of alternative health insurance coverage.
2. Unit members who elect to waive coverage of POS V/POS X pursuant to this plan shall be entitled to receive payment as follows:
a. Family Coverage to No Coverage $3,000
b. Couple Coverage to No Coverage $2,000
c. Parent/Child Coverage to No Coverage $1,500
d. Single Coverage to No Coverage $1,000
i. Payment of monies shall be paid in two equal installments. The first installment will be made on the second payday in December. The second installment will be made on the second payday in June of the same school year.
ii. Notwithstanding the above, unit members who have a change in status (e.g. termination of employment, divorce [copy of decree required], legal separation [copy of decree required], death [copy of certificate required], which causes them to lose coverage elsewhere shall be entitled to re-enroll in the health plan during the plan year provided the unit member gives the Board notice of the change in status. Otherwise all elections for a cash option shall be in effect for the entire twelve month benefit period. The Board’s obligation for the cash option shall be prorated for those unit members subject to a change in status.
Article XVII - Miscellaneous Provisions
A. If any provision of the Agreement or any application of it to any unit member or group of unit members is held to be contrary to law, then such a provision or application shall be deemed to be not valid and subsisting except to the extent permitted by law. All other provisions or applications shall continue in full force and effect.
B. Any individual contracts between the Board and the individual unit member heretofore or hereafter executed shall be subject to and consistent with the terms of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.
C. Proposed changes in existing working conditions must be negotiated with the exclusive bargaining agents before they are established, as per 34:13A-5.3.
Article XVIII - Tuition Reimbursement
D. All notices for job opportunities within the negotiating unit shall be posted in all work locations on the Association bulletin board at least five (5) days before the closing date for applications. A copy of each such notice shall be sent to the Association.
A. The Board shall pay the full cost of registration and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions or other such sessions attended by a unit member at the pre-approved request of the unit member or at the request of the Administration.
B. Effective upon ratification of this agreement there shall be a tuition reimbursement program established with the following conditions:
1. The course must be taken at a duly authorized institution of higher education as defined in N.J.S.A. 18A:3-15.3. The employee shall obtain approval from the Superintendent prior to enrollment in any course for which tuition assistance is sought. The tuition assistance or additional compensation shall be provided only for a course or degree related to the employee’s current or future job responsibilities.
2. The unit member must receive a grade of “B” or better in the course.
3. The Board will reimburse one time up to $40.00 for Praxis upon receipt of a passing test score leading to an additional certification.
4. Tuition reimbursement includes the entire contract year including summer courses.
5. The Board will provide a tuition reimbursement total of $13,000 per year during the 2019-2023 school years. Tuition reimbursement is limited to $1,000 per person with a maximum of two (2) courses per year, with any remaining funds to be equally distributed up to the total tuition cost of each approved course.
Article XIX - Extra-Curricular Activities
A. Schedule B, the extra-curricular guide is attached.
B. Activities will be approved by the Principal, Superintendent and the Board of Education.
C. All activities will have a “job” description. The Association may have input into the description.
D. The activities list will be flexible.
1. The district will not be required to provide every activity every year.
2. The number of personnel needed may vary.
3. New activities may be added.
Article XX - Duration of Agreement
A. This agreement shall be effective as of July 1, 2019 and shall continue in effect until June 30, 2023. In accordance with the Association’s right to negotiate over a successor agreement as provided in Article II, this agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated and be of no further force or effect unless expressly extended beyond that date in writing and executed by both parties.
B. In Witness Thereof, the Association has caused this agreement to be signed by its President and Secretary and the Board has caused this agreement to be signed by its President, attested by its Secretary and its corporate seal to be placed herein, all on the day and year first above written.
President of the Association President of the Board
Secretary to the Association Secretary to the Board