HYPERLINK \l "_Toc165257396" article i PAGEREF _Toc165257396 \h 2
HYPERLINK \l "_Toc165257480" article xii PAGEREF _Toc165257480 \h 25
Terms unless otherwise indicated:
negotiation of successor agreement
E. Negotiating Representatives
1. The purpose of this procedure is to resolve differences at the lowest possible level. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with the appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided adjustment is not inconsistent with the terms of this Agreement.
1. Time Limits
1. All filings, responses and appeals shall be in writing and delivered to the aggrieved person(s) at formal Levels One, Two, Three and Four setting forth the decision and shall be transmitted promptly to the grievant and to the Association.
2. 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 personal file of the participants.
3. All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives heretofore referred to in this procedure.
4. Failure by the grievant to strictly follow the timelines at any step shall mean abandonment of the grievance. Failure by management to follow the timelines at any step shall allow the grievant to process the grievance to the next step. Nothing herein precludes mutual extension of grievance timelines in writing.
employee rights and privileges
1. An employee shall have the right, with reasonable notice, to review the contents of his personnel file, at a mutually scheduled time. An employee shall be entitled to have a representative(s) of the Association accompany him during such review. Review of the documents shall be done in the presence of the Superintendent or his designee. Reasonable requests for copies of materials shall be honored.
2. No material derogatory to an employee’s conduct, service, character or personality shall be placed in his personnel file unless the employee has had an opportunity to review the material and the employee shall initial the document to note this acknowledgment. The unit member may file a response of reasonable length which shall also be retained in the file.
3. The Superintendent’s personnel file shall be the official file.
F. Complaint Procedure
association rights and responsibilities
1. Adjustment to Salary Schedule
Any ten- (10) month employee actively employed prior to February 1st of any school year, or any twelve- (12) month employee actively employed prior to January 1st, shall be given full credit for one (1) year of service toward the next increment step for the following year.
2. Credit for Experience
C. Previous Sick Leave Accumulation
1. All employees will be paid twice a month in equal installments on the 15th and 30th of each month.
2. When the payday falls on a school holiday, checks will be distributed on the last work day prior to the holiday or weekend at the employee’s work place. When the payday falls on a Saturday or Sunday, employees will be paid on Friday.
3. All employees will participate in direct deposit of their paychecks in a bank account(s) as designated by the employee.
4. Voluntary Summer Work:
Rate Per Net Hour 2007-2008 2008-2009 2009-2010
Teachers $33.00 $34.00 $35.00
Aides $16.00 $16.50 $17.00
PT/OT Assts. $22.50 $23.25 $24.00
Cafeteria Worker $16.00 $16.50 $17.00
(+$1.00 for cook duties in 2007-2010)
The Board reserves the right to hire outside employees not covered by this bargaining unit at a rate of pay established by the Board of Education.
Rates not to exceed the negotiated rate.
5. Optional Saving for the Summer
Each employee may elect to have a specific amount of his gross salary deducted in equal installments from his paycheck, and placed in an interest-bearing account at a bank designated by the Board. The amount deducted from each paycheck shall be determined by the employee no later than the last working day in June of the prior work year. The amount deducted, plus the interest earned, shall be paid to the employee in one lump sum or by installments as determined by ABCO or whatever entity is responsible for the distribution. New employees shall be eligible to participate in this plan upon initial employment. All employees not enrolled in September may elect to enroll in the program by December 1st, effective implementation January 1st.
C. Procedure for Withholding Employment or Adjustment Increments
E. Child Study Team Chairperson – Stipend
fair dismissal procedure
In accordance with law each year, the Board shall give to each non-tenured employee,
(a) a written offer of re-employment but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association, or
(b) a written notice that such employment shall not be offered.
2. Informal Appearance
In accordance with and to the extent required by law, any non-tenured employee who has received such notice of non-employment shall be entitled to an appearance before the Board, provided a written request for such appearance is received in the office of the Secretary of the Board within five (5) calendar days after notification of non-employment. Such hearing shall be provided within thirty (30) calendar days and determination shall be provided within an additional three (3) calendar days after the hearing.
employee work year
1. In-School Work Year
1. The work year for aides and cafeteria workers shall be one hundred eighty-six (186) work days.
2. The work year for twelve- (12) month secretaries, custodial and maintenance employees shall be July 1 through June 30.
3. The work schedule for twelve-month secretaries shall be the school calendar, plus July 4th and Labor Day shall be holidays. Notwithstanding the reference to “school calendar,” twelve- (12) month secretaries shall work all regular work days in the week prior to Labor Day even though the school calendar may provide otherwise for teachers.
C. Staff Development Days
employee work day/hours
D. Transfer of Sick Leave Credit
transfers, assignments, and reassignments
1. Employees who desire to transfer to another building may file a written statement of such desire with the Superintendent. Such statement shall include the school or schools to which he desires to be transferred in order of preference. The Board retains sole authority concerning transfers.
2. If a permanent vacancy shall be filled by means of involuntary transfer of an employee, then such employee shall be entitled to a conference with the Superintendent prior to the transfer.
3. Notification – Every effort will be made to notify staff of their tentative transfer or reassignment for the upcoming year.
All other employees shall receive at least one (1) formal evaluation per school year.
F. Material from Employee File
All evaluations shall be done by a member of the Administration.
temporary leaves of absence
B. Leaves in Addition to Sick Leave
D. Illness in Family
All extensions, renewals, approvals and denials of leaves shall be in writing.
G. Extended Personal Leave for Employees
1. An extended leave for personal reason, without pay, may be granted to a maximum of four (4) employees per year, provided application is made in writing at least ninety (90) days prior to the beginning of the academic year. Such leaves shall be for a period of one (1) school year (July 1 – June 30) for 12-month employees and (September 1 through June 30) for 10-month employees.
sabbatical leaves for teachers
A. Number of Leaves Granted
protection of employees
1. The Board shall give full support including legal and other assistance for any assault upon an employee while acting in the legal discharge of his duties.
2. When absence arises out of assault or injury, and such need is verified by the school physician, the employee shall be entitled to full salary and other benefits for the period of such absence but shall not forfeit any sick leave or personal leave.
3. The Board shall reimburse employees for the reasonable repair or replacement of clothing or other personal property damaged or destroyed as a result of an assault suffered by an employee while the employee was acting in the legal discharge of his duties within the scope of his employment with proof submitted.
C. Report of Assault
1. Employees shall immediately report cases of assault suffered by them in connection with their employment to the Principal or other immediate supervisor.
2. Such notification shall be immediately forwarded to the Superintendent who shall act in appropriate ways as liaison between the employee, the police and the courts.
D. Worker’s Compensation
books and other instructional materials and supplies
deductions from salary
1. The Board agrees to deduct from the salaries of its employees, dues for the Atlantic County Special Services Education Association, the Atlantic County Council of Education Associations, the New Jersey Education Association, or any one or any combination of such associations, as said employee individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 310, Public Laws of 1967 NJSA 52:14-15, 9e, and under rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to the Treasurer of the Atlantic County Special Services Education Association or the NJEA as may be determined by the Association by the fifteenth (15th) of each month following the monthly pay period in which deductions are made. The Association Treasurer shall disburse such monies to the appropriate association or associations. Employee authorization shall be in writing.
2. Each of the Associations named above shall certify to the Board, in writing, the current rate of its membership dues. Any association which shall change the rate of its membership dues shall give the Board written notice prior to the effective date of such change.
B. Association Fees
seniority and job security
1. School district seniority for purposes of a reduction in force is defined as service by appointed employees in the School District, inclusive of service in Longport and/or Corbin City, in the collective bargaining unit covered by this Agreement. An appointed employee shall lose all accumulated School District seniority only if he/she resigns or is discharged for cause, irrespective of whether he/she is subsequently rehired by the School District.
2. In the event of a work location reduction in force, including reductions caused by the discontinuance of a facility or its relocation, the employees shall be laid off in the reverse order of district-wide seniority of all employees in the district in the same job classification (Secretary, Clerk/Typist, Cafeteria Employee, Aide, Custodian, Maintenance Employee and Therapy Assistant). Any employee laid off shall remain on a recall roster for a period of two (2) years from the date of lay-off. Recalls shall be based on seniority in the category.
3. In the event that, within two (2) years of an employee’s layoff, a vacancy occurs in the same classification from which the employee was laid off, and covered by this Agreement, a laid-off employee shall be entitled to a one-time recall thereto in order of seniority.
4. The provisions of A.2 and 3 above shall not apply to employees hired on or after July 1, 1995, until after the completion of three (3) years and one (1) day of consecutive employment. Prior to completion of said period, the Board may lay off such employees as it, in the exercise of its sound discretion, determines.
B. Job Security
tuition reimbursement plan
Approved seminars and workshops shall be reimbursed for necessary costs.
G. Right of Approval
Physical, Occupational, and Speech Therapists/Assistants – Procedure
1. The employee completes the Professional Development Activities Application for Approval/Reimbursement form. The form must include the workshop name, affiliation(s), CEUs (including the name of the institution awarding the CEUs), cost breakdown – registration, lodging, travel), and an explanation of how this course, seminar or workshop directly applies to the employee’s assignment.
2. The completed form is submitted to the assigned Supervisor for his/her approval. Such approval is based on judgment of the value of the workshop as compared to the concomitant reduction of direct student service, i.e. the greater good.
3. The Supervisor shall forward the approved request to the Superintendent whose approval will be based on the value of the course, seminar, or workshop as compared to the concomitant reduction of direct student service, i.e. the greater good. Approval or disapproval is the sole prerogative of the district’s Superintendent or designee(s).
4. Upon return from the workshop, the employee shall submit to the School Business Administrator, a copy of the approval form and completed purchase order that includes proof of payment of course, seminar or workshop fee, and indication of successful completion for reimbursement.
5. Reimbursement shall be for the cost of the course, seminar, or workshop fees only. Excludes all other fees, materials, lodging, travel, etc.
6. Therapists and Therapy Assistants shall also be eligible for Tuition Reimbursement in accordance Article XXIV, but shall only be eligible for reimbursement for Professional Development and/or Tuition Reimbursement in an amount not to exceed a total of $2,200 per year subject to a maximum cap of $35,000 per budget year.
7. All newly-hired Therapists or Therapy Assistants shall not be eligible for Professional Development Approval/Reimbursement until completion of three (3) years of consecutive employment. i.e. anniversary date.
8. Therapists and Therapy Assistants will not be reimbursed for Professional Development costs if they voluntarily leave the district or are terminated for reasons other than a reduction in force or job elimination.
9. Therapists and Therapy Assistants seeking reimbursement must agree, in writing, to repay the Board in full if they leave voluntarily or are terminated for reasons other than a reduction in force within one year from the date of reimbursement.
representation fee-agency shop
1. Notification – Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with law.
2. Legal Maximum – In order to adequately offset the per capita cost of services rendered by the Association as majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Association to its own members, and the representation fee may set up to 85% of that amount as the maximum presently allowed by law.
C. Deduction and Transmission of Fee
1. Once during each membership year covered in whole or in part by this Agreement, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current membership year. The Board will deduct from the salaries of such employees, in accordance with paragraph (b) below, the full amount of the representation fee and promptly will transmit the amount 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. The deductions will begin with the first paycheck paid:
(a) Ten (10) days after receipt of the aforesaid list by the Board or
(b) Thirty (30) days after the employee begins his or her employment in a bargaining unit position unless the employee previously served in a bargaining unit position and continued in the employ of the Board in a non-bargaining unit position or was on layoff, in which event the deductions will begin with the first paycheck paid ten (10) days after the resumption of the employee’s employment in a bargaining unit position, whichever is later.
3. Termination of Employment – 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 prorated share of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid prorate portion of the fee from the last paycheck paid to said employee during the membership year in question.
4. Mechanics – Except as otherwise provided in this Article, the mechanics for the deduction of the representation fees and the transmittal 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. Such shall be forwarded monthly.
5. The Association will notify the Board, in writing, of any changes in the list provided for in Paragraph One (1) above and/or the amount of the representation fees, and such changes will be reflected in any deductions made more than ten (10) days after the Board received said notice.
6. New Employees – On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles and dates of employment for all such employees.
D. Indemnification and Safe Harmless Provision
duration of agreement
2007-2008 Appendix B-1
2008-2009 Appendix B-2
2009-2010 Appendix B-3
2007-2008 Appendix C-1
2008-2009 Appendix C-2
2009-2010 Appendix C-3
2007-2010 Appendix D-1
2007-2010 Appendix E-1
2007-2010 Appendix E-1A
2007-2010 Appendix F-1
2007-2010 Appendix G-1