THE BOARD OF EDUCATION
TOWNSHIP OF CRANFORD, COUNTY OF UNION
THE CRANFORD EDUCATION ASSOCIATION
Commencing: July 1, 2003
Terminating: June 30, 2006BOARD OF EDUCATION
Mary Venditti, President
Camille Widdows, Vice President
Cynthia S. Myers
Mary Catherine Sudiak
Saul Zucker, DVM
Robert J. Carfagno School
Business Administrator/Board Secretary
CRANFORD BOARD OF EDUCATION
Saul Zucker, DVM, Chairman
CRANFORD EDUCATION ASSOCIATION
CRANFORD EDUCATION ASSOCIATION OFFICERS
Charles E. Kiamie, Jr., President
CarolynLaCorte, Vice President
Sharon Petrucelli, Treasurer
Sharon Guthrie, Corresponding Secretary
Linda Koester, Recording Secretary
Carolyn LaCorte, Chairperson
Paul M. Brown
Patricia A. Busick
Charles E. Kiamie, Jr.
TABLE OF CONTENTS
ARTICLE1 Recognition 1
ARTICLE 2 Negotiation Procedure 2
ARTICLE 3 Grievance Procedure 2
ARTICLE 4 Employee Rights 6
ARTICLE 5 Board of Education Management Functions and Rights 8
ARTICLE 6 Association Rights and Privileges 9
ARTICLE 7 School Calendar 10
ARTICLE 8 Teaching Hours and Teaching Load.............................. 10
ARTICLE 9 Non-Teaching Duties (Applicable Only to Teachers) 14
ARTICLE 10 Teacher Employment (Applicable Only to Teachers) 15
ARTICLE 11 Salaries (Applicable Only to Teachers) 16
ARTICLE 12 Teacher Assignment (Applicable Only to Teachers) 17
ARTICLE 13 Voluntary Transfers and Reassignments 17
ARTICLE 14 Involuntary Transfers and Reassignments 18
(Applicable Only to Teachers)
ARTICLE 15 Promotions and Teaching Vacancies 18
ARTICLE 16 Summer School, Home Teaching and Federal Programs 19
(Applicable Only to Teachers)
ARTICLE 17 Teacher Evaluations (Applicable Only to Teachers) 20
ARTICLE 18 Teacher Facilities 20
TABLE OF CONTENTS (cont.)
ARTICLE 19 Employee-Administration Liaison 21
ARTICLE 20 Sick Leave 21
ARTICLE 21 Temporary Leaves of Absence 23
ARTICLE 22 Extended Leaves of Absence 24
ARTICLE 23 Soliciting and Selling 29
ARTICLE 24 Professional Development and Education Improvement 30
(Applicable Only to Teachers)
ARTICLE 25 Maintenance of Classroom Control and Discipline 33
(Applicable Only to Teachers)
ARTICLE 26 Insurance Protection 33
ARTICLE 27 Health Examinations and Requirements 34
ARTICLE 28 Deductions From Salary 34
ARTICLE 29 Miscellaneous Provisions 36
ARTICLE 30 Separability and Savings 40
ARTICLE 31 Provisions Applicable to the Custodial Staff 40
ARTICLE 32 Provisions Applicable to the Secretarial/Clerical Staff 44
ARTICLE 33 Provisions Applicable Only to Classroom Aides, Clerical
Aides and the School Attendance Officer 47
ARTICLE 34 Duration of and Execution of Agreement 49
SCHEDULE A Salary Policies for Non-Administrative Instructional Staff, Effective July 1, 2003 through June 30, 2006
SCHEDULE B Salary Schedule for Coaches, Effective July 1, 2003 through
June 30, 2006
SCHEDULE C Salary Schedule for Non-Athletic Extra Assignments Including Intramurals, Effective July 1, 2003 through June 30, 2006
SCHEDULE D Salary Policies for Building Services Personnel, Effective July 1, 2003 through June 30, 2006
SCHEDULE E Salary Policies for Office Personnel, Effective July 1, 2003 through June 30, 2006
SCHEDULE F Salary Schedule for Assistants and Attendance Officer, Effective
July 1, 2003 through June 30, 2006
This Agreement entered into this seventh day of June 2003, by and between the Board of Education of the Township of Cranford, in the County of Union, New Jersey, hereinafter called the "Board", and the Cranford Education Association, hereinafter called the "Association".
WHEREAS, the Board and the Association have an obligation, pursuant to N.J.S.A. 34:13A-5.1 et. seq., to negotiate with respect to the terms and conditions of employment, and
WHEREAS, the parties have reached certain understandings which they desire to confirm in this Agreement.
In consideration of the following mutual covenants, it is hereby agreed as follows:
The general purpose of this Agreement is in the mutual interest of the Board of Education and its employees to record the terms of the Agreement between the parties signatory hereto arrived at through collective bargaining with respect to rates of pay and other conditions of employment.
The parties signatory hereto recognize that mutual understanding, harmony and cooperation among the employees, covered by this Agreement, and their representatives and the Board of Education is necessary and essential to the furnishing of the public service required of the Board of Education and its employees.
Pursuant to the provisions of N.J.S.A. 34:13A-5.1 et. seq., the Cranford Board of Education hereby recognizes the Cranford Education Association as the majority representative and as exclusive representative for collective negotiations concerning terms and conditions of employment for the following certificated personnel under contract or on leave, now employed or as shall hereafter be employed by the Board: teachers, librarians, learning disability teacher consultants, nurses, social workers, guidance counselors, speech correctionists, psychologists, certified occupational therapists and certified occupational therapist assistants; character education coordinator; and the following non-certificated personnel under contract or employment, now employed or as shall hereafter be employed by the Board: secretaries, clerks, custodians, maintenance personnel, clerical assistants, classroom assistants and attendance officer, but excluding: Superintendent of Schools, Assistant Superintendent of Schools, Director of Special Services, principals, assistant principals, directors, department chairpersons, Secretary of the Board, School Business Administrator, business office manager, doctors and dentists, school plant engineer, substitutes, home and supplementary instructors, secretary to the Superintendent of Schools, secretary to the Board Secretary and two secretaries to the Assistant Superintendent of Schools, and confidential bookkeeper.
A. The parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J.S.A. 34:13A-5.1 et. seq., in a good faith effort to reach agreement on all matters concerning the terms and conditions of employees' employment. Such negotiations shall begin on a date mutually agreed upon by both parties no sooner than December 1. Any agreement so negotiated, shall apply to all employees, be reduced to writing, and be signed by the Board of Education and the Association after ratification by the Association and the Board of Education.
B. During the negotiations, the Board and the Association shall present relevant data, present points of view and make proposals and counterproposals. The Board shall make available to the Association for inspection all pertinent records, data and information of the Cranford School District, except confidential information. As soon as it is available, the Board shall provide the Association with a complete tentative line budget for the next fiscal year.
C. Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make proposals, consider proposals, and make counterproposals in the course of negotiations. Nothing herein shall be construed as a delegation of authority of the Board of Education to its representatives.
All meetings between the parties shall be scheduled to take place when people employed in their respective units are free from assigned responsibilities and duties unless otherwise agreed.
D. Unless otherwise provided in this Agreement, nothing contained herein shall be interpreted and/or applied so as to eliminate, reduce or otherwise detract from any employment benefit existing prior to the effective date of this Agreement.
E. This Agreement incorporates the entire understanding of the parties on all matters, which were or could have been the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate with respect to any material, whether or not covered by this Agreement and whether or not the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.
F. This Agreement shall not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.
l. There shall be two types of grievances; the first type of grievances shall permit the Association or employees to present a complaint concerning the interpretation or application of policies or administrative decisions affecting said employee; the second type of grievances shall be defined as a complaint alleging a violation or misinterpretation of this Agreement. Only those complaints alleging a violation or misinterpretation of this Agreement may be submitted to arbitration as hereinafter provided for.
2. A "grievant" is the person or persons making the complaint.
3. All matters related to discharge or reduction in pay shall not be the subject of a grievance or arbitration, but shall be processed by the grievant to the Commissioner of Education as provided for under Title 18A:1 et. seq. as amended.
4. A complaint of a non-tenured employee which arises by reason of his/her not being re-employed, or a complaint by any employee occasioned by lack of appointment to, or lack of retention in any position for which tenure either is not possible or not required may not be appealed further than to the Board of Education and shall not be the subject of any arbitration proceeding.
1. A grievance to be considered under this procedure must be initiated by a grievant within thirty (30) calendar days from the time when the grievant is apprised of the occurrence constituting the grievance.
2. a. 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 may be deemed to be a waiver of further appeal of the decision.
b. It is understood that an employee grievant 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 duly determined.
3. An employee who has a grievance as defined in Article 3, A.1., shall first submit a written statement of the grievance and the remedy sought to his/her principal (or immediate superior, if applicable) in an attempt to resolve the grievance at this level. The principal or immediate superior shall schedule a discussion of the matter and render a written decision within ten (10) school days after receipt of the written grievance.
4. The employee grievant, no later than ten (10) school days after receipt of the decision of his/her principal or other immediate superior, may appeal the decision to the Superintendent of Schools.
The appeal to the Superintendent must be made in writing specifying: (a) the nature of the grievance; (b) the nature and extent of any injury, loss, or inconvenience; (c) the results of previous discussions with the principal or immediate supervisor; (d) his/her dissatisfactions with decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed fifteen (15) school days from the receipt of the appeal. The Superintendent shall communicate his/her decision in writing to the employee grievant, to the Association and to the principal or other immediate superior.
5. If the grievance is not resolved to the grievant's satisfaction, he/she no later than ten (10) school days after receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent oŁ Schools who shall attach all related papers and forward the request to the Board of Education. The Association shall have the right and option to request three (3) hearings be held during each contract year by the Board of Education at which time the Association shall be permitted to bring the grievance directly to the Board of Education which shall hold a hearing within thirty (30) days from the date of the request. After three (3) hearings have been held, the Association may request the Board to hold additional hearings which the Board at its sole option may agree to hear or conduct provided, however, if it permits the hearing to be held, it shall be before a Committee selected by the Board of it members and shall not be held before the entire Board of Education. The Committee, if it hears a grievance, will make a recommendation concerning the same to the Board as a whole. After a hearing has been held, the Board shall review the grievance and render a decision in writing and forward copies thereof to the grievant and to the Association within (30) days following the hearing, or if no hearing is held thirty (30) days following receipt of the appeal. The hearings shall not be plenary in nature and shall only permit the grievant and/or his/her representative to present whatever evidence the grievant and/or the representative deems appropriate; this shall not include any right to cross-examine any members of the Board of Education, administrators or staff members.
6. If a decision of the Board does not resolve the grievance to the satisfaction of the employee grievant, and he/she wishes further review of the grievance, he/she shall so notify the Association within ten (10) school days of the Board's decision. If the Association determines that the grievance should be reviewed, it shall so advise the Board through the Superintendent within (20) school days of the receipt of the Board's decision. A request by the Association or the Board shall then be made to the Public Employment Relations Commission. The decision of the Arbitrator shall be final and binding upon the parties.
If grievances are not pursued to the next level by the Association as provided for in the grievance process and/or the grievances are not pursued to arbitration, then the grievances shall be considered settled based upon the last decision of the Board of Education.
7. Rights of Employees to Representation:
a. Any aggrieved person may be represented at all stages of the grievance procedure by himself/herself or at his/her option, by the Association or by a representative selected or approved by the Association.
b. When an employee is not represented by the Association in the processing of a grievance, the Association shall, at the time of submission of the grievance to the Superintendent or any later level, be notified by the Superintendent that the grievance is in process, and shall have the right to be present and present its view at all hearing sessions held concerning the grievance and shall receive a copy of all decisions rendered.
c. The Board and the Association shall assure the individual freedom from restraint, interference, coercion, discrimination or reprisal in presenting his/her appeal with respect to his/her personal grievances.
8. If, in the judgment of the Association a grievance affects it or a group or class of employees, the Association may submit such grievance in writing to the Superintendent directly in accordance with the procedure set forth above and the processing of such grievance shall commence at said level. The Association may process such grievance through all levels of the grievance procedure.
9. If a grievance is filed in May or June of any school year, notwithstanding the time periods hereinabove contained, it shall be initiated at the Superintendent's level of the grievance procedure and if not resolved at that step, if otherwise permitted, the grievance shall be presented to the Board of Education so that the grievance can be heard prior to the end of the school year if at all possible.
l. The fees and expenses of arbitration shall be borne equally by the Board of Education and the Cranford Education Association.
2. The costs and expenses for witnesses, transcripts, attorney's expenses, if any, shall be borne by the party utilizing or requesting such services or witnesses.
1. In the event of arbitration, the Arbitrator shall have no power or authority to add to or subtract from or modify, in any way, the terms of this Agreement.
The Arbitrator will be required to issue his/her decision within thirty (30) calendar days from the date of the closing of the hearing. The Arbitrator's decision shall be in writing and will set forth his/her finding of fact and conclusions on the issues submitted. The decision of the Arbitrator shall be bind-ing upon the parties.
3. Grievance and arbitration hearings shall be held after school hours.
4. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to those problems, which may from time to time arise concerning matters constituting grievances. Both parties agree that the proceedings provided for above will be kept as informal and confidential as may be appropriate at any level of the procedure.
5. All meetings and hearings under this procedure shall not be conducted in public and shall include only parties to the proceedings and their designated or selected representatives and any representative of the Association entitled to be present in cases where employee grievants are not represented by the Association.
A. Pursuant to N.J.S.A 34:13A-5.1 et. seq. enacted by the Legislature of the State of New Jersey, and further pursuant to any Amendments to the aforesaid legislation which may be adopted during the course of this Agreement, the Board of Education hereby agrees that all employees covered by the terms of this Agreement shall have the right to join and support the Cranford Education Association or any group or association who may properly represent public employees for the purpose of engaging in collective negotiations as defined and provided for by the aforesaid legislation.
B. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she may have under New Jersey school laws or other applicable laws and regulations. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
C. No employee shall be disciplined arbitrarily. Any such discipline asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
Discipline shall be appropriate to the offense and the offender. For minor offenses, discipline shall be applied progressively from the minimum of oral warnings through the entire continuum of disciplinary measures, until the maximum penalty of discharge is imposed. More serious disciplinary offenses may warrant a response farther along on the continuum, and some may be so egregious as to warrant an immediate imposition of the maximum penalty. Each case shall be judged on its own merits and an employee's employment record shall be used in determining any disciplinary action.
D. Should the Legislature of the State of New Jersey restore the unqualified right to an employee representative on behalf of the employees represented to file grievances and/or arbitrate the issue of discipline, then the same shall be considered as part of the employee rights covered by this Agreement.
E. Whenever any employee is required to appear before the Superintendent, the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview not later than forty-eight (48) hours before said meeting and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. Any criticism of an employee or reprimand should be done in private and not in the presence of other staff, parents or students.
F. No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates.
G. No adverse recommendation will be made by any administrator to the Board of Education which could affect an employee's rank, salary, adjustment and/or increment without the employee first being afforded an interview concerning such recommendation. At such interview the employee shall have the option of having an Association representative present.
H. 1. The personnel files of school district employees which are kept in the Office of the Superintendent of Schools, which files are maintained under the supervision of the Assistant Superintendent, are designated the official personnel files for all employees.
2. However, to provide for the orderly administration and supervision of the schools, principals may establish building files, which purpose shall be to file copies of all supervisory reports submitted to the Central Office (observations and evaluations); copies of all correspondence addressed to the employee by the building principal; copies of all correspondence addressed to the principal by the employee, which copies indicate thereon that the correspondence is on file in the Central Office; and other correspondence addressed to the employee from other school officials, on which it is noted that building principals were sent a copy.
3. Regulations and procedures regarding access to the official personnel file kept in the Office of the Superintendent are as follows:
a. Upon receipt by the Superintendent of Schools of a written request, any employee may have access to his/her official personnel file. Such review of the file shall be in the presence of the Superintendent, or at the discretion of the Superintendent he/she may delegate this responsibility to the Assistant Superintendent of Schools.
b. Upon receipt of the written request, the Superintendent shall schedule a mutually convenient time for such review.
c. Any employee shall have access only to those materials in his/her file dealing with the observation and evaluation of his/her work performance, correspondence, attendance record, health examination and salary information. No employee shall have access to documents relating to his/her initial employment and subsequent employment in cases where an employee resigned and has been reemployed, ie., application form, closed credentials from placement services, and letters of reference.
d. Neither the official personnel file nor any of the documents kept therein may be removed from the Central Office where it is reviewed. Any employee may, however, request a photocopy of any of the material, which he/she has had the opportunity to review. A charge of ten cents (10˘) per copy will be made for this service.
e. Correspondence about any employee which is addressed to building principals or to other administrators or to other school officials shall not be placed in his/her official personnel file unless a dated copy has been given to the employee, and the employee has been given the opportunity to submit a response to the correspondence which shall be appended to the initial correspondence.
BOARD OF EDUCATION
MANAGEMENT FUNCTION AND RIGHTS
A. Except as modified, altered or amended by the within Agreement, the Board of Education shall not be limited in the exercise of the statutory Board of Education management functions. The Board, on its own behalf and on behalf of the voters encompassing the area covered by the Township of Cranford, hereby retains and reserves unto itself, including but not limited to, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws of the State of New Jersey, the Constitution of the State of New Jersey, and of the United States, including, but not limited to the following rights, privileges and functions:
1. The executive management and administrative control of the school system and its properties and facilities, and the activities of its employees during their hours of employment.
2. The right to hire all employees and subject to the provisions of law to determine their qualifications and the conditions for their continued employment, or their dismissal, demotion or promotion; and to promote, and transfer all such employees except as modified by the terms of the Agreement.
3. The right to establish grade levels and courses of instruction including, special programs and to provide for athletic, recreational and social activities for students, all as deemed necessary or advisable by the Board.
4. The right to make final determination and approval of the selection of textbooks and other teaching materials, and the use of teaching aids of every kind and nature.
5. To determine class schedules, the hours of instruction, and the duties, responsibilities and assignments of teachers and other employees whether related to teaching or non-teaching activities, except as modified by the terms of the Agreement.
6. The right to relieve employees from duties because of lack of work or for cause, subject to the statutory provisions in such cases made and provided.
7. The right to carry out and/or implement any action mandated by the State Board of Education, the Commissioner of Education or any governmental agency, State, Federal, Municipal or subdivision thereof.
B. The exercise of the foregoing powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this Agreement and then only to the extent such specific and express terms thereof are in conformance with the laws of the State of New Jersey, and the Constitution and laws of the United States.
C. Nothing contained herein shall be considered to deny or restrict the Board of its rights, responsibilities and authority under Title 18A of the Laws of the State of New Jersey or any other State Laws or regulations as they pertain to education.
ASSOCIATION RIGHTS AND PRIVILEGES
A. The Board agrees to furnish to the Association in response to reasonable requests from time to time all available non-confidential information concerning the financial resources of the district, including but not limited to: annual financial reports and audits, register of certificated personnel, tentative budgetary requirements and allocations, agenda and minutes of all public Board meetings, census data, names and addresses of all employees, and such other information that shall assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the employees and the teachers and their students.
B. Whenever any representative of the Association or any employee is mutually scheduled by the parties to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, he/she shall suffer no loss of pay except as provided in paragraph C, Article 4.
C. The Association and its representatives shall be permitted to transact official Association business on school property and hold meetings at all reasonable times, provided that this shall not interfere with or interrupt normal school operations; and provide further, that the principal will be notified in advance.
D. The Association shall have the privilege to use school equipment on the site, including typewriters, mimeographing machines, other duplicating equipment, calculating machines and all types of audio-visual equipment at all reasonable times when such equipment is not otherwise in use, provided that this shall not interfere with or interrupt normal school operations, and provided further, that the principal will be notified in advance. The Association shall pay for the cost of all materials and supplies incident to such use and assume liability for any damage to any equipment occurring during such use.
E. The Association shall be assigned adequate space on existing and subsequently created bulletin boards in each building and in the Central Office for Association notices. Copies of all materials to be posted on such bulletin boards shall be given to the building principal, but no approval shall be required.
F. The Association shall have the right to use the inter-school mail facilities and school mailboxes as it deems
G. The rights and privileges of the Association and its representatives as set forth in this Agreement are intended to be granted only to the Association as the exclusive representative of the employees, and are not intended to create any rights and privileges in any other employee organization.
H. If the Association President is assigned to grades 7-12 and receives an assigned duty, the President shall be relieved of that assigned duty and, whenever possible, shall receive an unassigned period the last period of the day to attend to Association business. In the case of elementary school teachers, nurses, specials, child study team members, or the like, whenever possible, shall be released from his/her duties at the same time that elementary students are dismissed for the day. This released time shall be used to attend to Association business.
A. The Association shall be furnished a copy of the tentative school calendar with respect to certificated employees and shall have the opportunity to meet and confer with the Superintendent or his/her designee concerning the tentative school calendar prior to its adoption by the Board. A tentative work calendar which may be applicable to custodial and maintenance personnel, and secretaries and clerks, shall be furnished separately after the opportunity is afforded the Association to meet and confer with the Superintendent, and the work days provided for the custodial and maintenance, and the secretarial and clerical personnel shall not be the same as required for teaching personnel. Nothing herein contained shall be construed as conferring any right to the staff to approve or negotiate such calendar.
B. A statement of work assignments on emergency school closing days shall be published so that it is generally understood which employees performs essential services requiring them to report for work.
C. The teacher work year shall include the following:
1. Not to exceed 183 instructional days including one single session day.
2. One teacher preparation day to be scheduled prior to the beginning of the instructional days.
3. Two professional days, which shall be eligible for continuing education hours in accordance with N.J.A.C. 6:11-13.1 et seq.
TEACHING HOURS AND TEACHING LOAD
A. 1. The provisions hereinafter provided for shall be applicable only to certificated personnel and, specifically, shall not be applicable to custodial and maintenance personnel or secretarial and clerical personnel who shall be provided for specifically as hereinafter provided.
2. As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities. Each teacher shall indicate his/her presence for duty by personally signing his/her initials in the "sign-in"-column of the faculty "sign-in" roster. Teachers shall indicate their departure by initialing the "sign-out" column.
3. The arrival and departure times for all teachers shall be as hereinafter set forth and the total school work days shall include a duty free lunch period as set forth in Section "C" of this Article.
4. The workday of 6th grade teachers when the 6th grades are departmentalized shall be the same as grades 7-12 teachers.
5. The lunch periods of teachers for grades 1-5 and grade 6 when not departmentalized shall be sixty (60) consecutive minutes and scheduled within a one and one-half (1-1/2) hour time frame.
6. Teachers shall prepare and submit lesson plans on district issued lesson plan books, which shall include objectives, references to materials to be used, and homework, if any. Such plans shall be subject to review.
Teachers, Grades 1-5
Special Education K-5
Child Study Team Members, K-8
Remedial Reading Teachers
Teachers, Grades 6-12
Special Education 6-12
Counselors, Grades 6-12
Child Study Team Members,
The above referenced schedule shall be altered to provide a forty-three (43) minute “0” period to begin fifty (50) minutes prior to the commencement of the student day for high school teachers. Only teachers who volunteer shall be assigned to a “0” period. Any teacher assigned to the “0” period shall receive notice of same thirty (30) days prior to the first reporting day. Teachers assigned to a “0” period shall be released from work one period early so there is no change in the length of the work day. Teachers assigned to the “0” period are not required to attend faculty meetings, but will be responsible for obtaining the information.
NOTE: Minor deviations in these schedules may be made by the administrator in charge of the school or office where special conditions make it necessary or advantageous to the effective administration of his/her area of major responsibility. If such deviations are to be on a continuing basis for all or most of the school year, they should have prior approval of the Superintendent of Schools.
B. 1. The Board acknowledges the present practice of limiting the teachers to five (5) subject matter periods per day and will continue every effort to do so; however, the Association acknowledges there may be occasions when the Superintendent may be required because of emergencies or scheduling problems, or the like, to schedule six (6) subject matter periods per day which he/she is hereby authorized to do under such circumstances. In such circumstances the Superintendent shall consult with the teacher involved and the President of the Association and/or his or her designee prior to the assignment.
2. a. Teachers assigned exclusively to classes in grades 7 through 12 and 6th grade teachers when the 6th grade classes are departmentalized shall not be required to teach more than two (2) subject areas nor more than a total of three (3) teaching preparations at any one time.
b. Teachers assigned classes exclusively in grades 7 through 12 and 6th grade teachers when the 6th grade classes are departmentalized who are scheduled on a regular basis a sixth (6th) teaching period shall be paid an additional twelve and one-half (12-1/2) percent of the assigned teachers' annual contractual salary.
1. 258 minutes or more of pupil/teacher instructional time with a day – 100%
c. Teachers assigned combinations of secondary classes (grades 7 through 12 and 6th grade when the 6th grade classes are departmentalized) and elementary classes (grades K-5 and grade 6 when not departmentalized), who are scheduled on a regular basis with a sixth (6th) teaching period and whose pupil/teacher instructional time is 251 or more minutes per day shall be paid an additional twelve and one-half (12-1/2) percent of the assigned teacher’s annual contractual salary, prorated according to the following formulas:
2. Less than 258 minutes of pupil/teacher instructional time within a day:
Instructional time per day minus 251
d. Teachers assigned to self-contained classes in grades 7 through 12 and 6th grade teachers when the 6th grade classes are departmentalized who are scheduled on a regular basis a sixth (6th) teaching period shall be paid an additional twelve and one-half (12-1/2) percent of the assigned teachers' annual contractual salary.
e. Teachers who qualify for the sixth (6th) period compensation for less than five (5) days per week shall receive prorated compensation based upon the number of days they teach a sixth (6th) period per week to five (5).
f. Teachers who qualify for the sixth (6th) period compensation for less than a full year shall receive prorated compensation based upon the number of months and fractional parts of months they teach a sixth (6th) period to ten (10).
g. This additional compensation shall be included in the teachers' regular paychecks as pension eligible compensation if permitted by the NJ Division of pensions.
h. If a teacher who has previously been paid the sixth (6th) period compensation is no longer teaching a sixth (6th period, the non-payment of the sixth (6th) period compensation shall not be considered a reduction in compensation.
i. The Board agrees that it shall not assign more than ten (10%) percent of the grades 7 through 12 teachers and 6th grade teachers when the 6th grade classes are departmentalized to a sixth (6th) teaching period in any given year.
3. Any changes made by the Superintendent in the provisions of paragraphs B-1 through B-2 shall not be grievable or arbitrable either as to the procedure utilized or the decision made. Notwithstanding that the assignment is not grievable or arbitrable, nevertheless, failure to make payment for the sixth (6th) period, as hereinabove provided, shall be subject to the Grievance and Arbitration Procedure.
C. 1. Teachers shall have a daily duty-free lunch period of at least the following lengths:
a. Teachers Grades K-6 1 hour
b. Teachers Grades 7 and 8 25 minutes
c. Teachers Grades 9-12 25 minutes
d. Other (including elementary 1 hour
special education teachers)
e. If the Board finds it necessary to shorten the lunch period of elementary school teachers in grades 1-6, it shall do so in such a manner that the five hours of instructional time for pupils shall not be increased nor shall the workday exceed seven (7) hours and five (5) minutes. If the lunch period is shortened, the elementary school teachers, as aforesaid, shall have the end of the workday shortened to the same extent as the duty free lunch
period is shortened. This shall be in addition to the preparation time provided in E-1b of this Article.
f. The lunch period for 6th grade teachers when the 6th grade is departmentalized shall be twenty-five (25) minutes.
2. Teachers may leave the building without requesting permission during their scheduled duty-free lunch period.
D. 1. Teachers may be required to remain after the end of the regular workday, without additional compensation, for the purpose of attending faculty or other professional meetings up to four (4) days each month. Such meetings shall begin as soon as practicable after the student dismissal time and shall run for no more than sixty (60) minutes.
2. Any association representative may speak to the teachers at any meeting referred to in Paragraph 1 above for at least fifteen (15) minutes on the request of the representative, subject, however, to the requirements of the agenda of the meeting.
3. The notice of an agenda for any meeting shall be given to the teachers involved at least one (1) day prior to the meeting, except in an emergency. Teachers shall have the opportunity to suggest items for the agenda.
E. 1. Classroom teachers shall, in addition to their lunch periods, have daily preparation time during which they shall not be assigned to any other duties as follows:
a. Teachers Grades 7-12 One (1) period
b. Elementary School Teachers Grades K-6
In order to provide time to carry on professional activities such as parent and staff conferences, the preparation of instructional equipment and materials, observations of other professional staff members for in-service education and other similar and worthwhile pursuits, each elementary classroom teacher will be released from the regular classroom instructional and supervisory responsibilities for a minimum of 60 minutes per school week as determined by the principal.
The released time assigned will not exceed the time allotment of pupil instruction in the special subject areas such as art, music or physical education. Elementary principals will provide released time for kindergarten teachers within the framework of the building schedule. When feasible, this released time will be scheduled on three or more different school days.
2. Middle School teams shall be scheduled a common meeting period. The K through 5th grade and 6th grade when not departmentalized group leaders shall be paid an additional stipend of $451
for 2003-04, $471 for 2004-05 and $491 for 2005-06 and the middle school team leaders shall be paid an additional stipend of $902 for 2003-04, $940 for 2004-05 and $980 for 2005-06.
F. Teachers shall be required to attend one Open House/Back-To-School Night per year, if scheduled by the Superintendent or Board, without added compensation. Teachers required to attend a second Open House/Back-To-School Night shall be granted an additional one-half (1/2) personal day without reason in accordance with Article 21.
1. Employees shall not be required to drive students to activities, which take place away from the school building. An employee may do so voluntarily, however, with the advanced approval of his/her principal or immediate supervisor provided he or she holds (1) a valid New Jersey (or other) driver's license with no convictions for moving violations within the past three years, (2) a private passenger vehicle of 8 or fewer capacity, with a current New Jersey inspection sticker; and (3) evidence of at least statutorily required insurance coverage. He/she shall be compensated at the I.R.S. rate for the use of his/her own automobile.
2. The Board shall continue to arrange for and maintain appropriate insurance to cover all damages, losses, and expenses incurred by an employee against whom any action shall be brought or any act or omission arising out of the authorized use of his/her own automobile in the performance of school duties.
3. A teacher may be scheduled to cover a class in lieu of a duty. The teacher shall not lose a preparation period that day. If possible, the teacher will follow the absent teacher's substitute lesson plan and will be compensated per period as follows:
2003-2004 $27.50 per period
2004-2005 $27.50 per period
2005-2006 $27.50 per period
The above compensation shall be paid in the event that a teacher's class is combined with the absent teacher's class.
(Applicable Only to Teachers)
A. Any teacher hired on or after July 1, 1994, and granted credit for outside service shall not be placed on a step higher than a teacher, who was in the employ of the district on June 30, 1994, with the same years of credited service.
Additional credit pursuant to statute not to exceed four (4) years for military experience or alternative civilian service required by the Selective Service System shall be given upon initial employment. In computing the total years of creditable service, the final fraction of one-half (1/2) year five (5 months or more) will be counted as one (1) full year and a smaller fraction will be dropped.
B. Except teachers who left the District through resignation, teachers with previous teaching experience in the Cranford School District shall upon returning to the system receive full credit on the salary schedule for all outside United States public school teaching experience, military experience or alternative civilian service required by the Selective Service System up to the maximum set forth in Section A above. Such teachers who have not been engaged in other teaching or other activities indicated above, shall, upon returning to the system, be restored to the next position on the salary schedule above that which they left provided the said teachers have worked to January 31 or later in the school year in which they left and/or have worked five (5) months or more in a school year.
However, any teacher who has not been actively involved in teaching for more than five (5) consecutive years, shall be given credit for previous Cranford experience based on a formula of one year's credit for every two years previous experience. This formula shall not be applied to tenured teachers who are returning to service as a result of recall from a preferred eligibility fist.
C. Previously accumulated unused leave days will be restored to all teachers returning from leaves of absence.
D. 1. All teachers shall be notified of their contract and agreed upon salary status for the ensuing year not later than April 30th unless no Agreement has been reached by that date. In this event, all non-tenure teachers shall be informed in writing of the intent of the Board of Education to offer or not to offer a contract for the ensuing year not later than April 30th.
2. In the event an Agreement is not reached by April 30th, all teachers shall be notified of their contract and agreed upon salary status not later than two weeks following the Board of Education's public ratification of the final Agreement.
(Applicable Only to Teachers)
A. The salaries of all teachers covered by this Agreement are set forth in Schedule A; said Salary Guide, Schedule A, shall be enforced in accordance with existing rules and regulations for application thereof.
B. l. Teachers employed on a ten (10) month basis shall be paid in twenty (20) equal semi-monthly installments, the first of which shall be made September 15 with succeeding payments to be made on the last day and the fifteenth day of each month when due.
2. If a teacher so elects, he/she may, on the form prescribed by the Business Office, request that a specific amount of his/her monthly net pay be deducted, which sum of monies shall be paid to him/her by separate check at the time the second payroll check is issued in June. There will be only one enrollment period for this savings plan. The final payment will consist of the amount so deducted without interest. It is understood that this plan does not displace the existing Credit Union Payroll Deduction Plan.
3. When a pay day falls on or during a school holiday, vacation or weekend, teachers shall receive their paychecks on the last previous working day.
4. Teachers shall receive their final checks and the salary explanation sheet for the following year by the last working day in June.
C. The salaries of certificated personnel covered by this Agreement who are appointed to extra assignments are set forth in Schedules B and C; said Salary Guides, Schedules B and C, shall be enforced with existing rules and regulations for application thereof.
D. Work beyond the regular work day, not including presentations at Board meetings and not otherwise listed in the contract, shall be paid as follows:
E. Any other new stipends shall be negotiated with the Association prior to implementation.
Instructional $20.00 per hour $20.85 per hour $21.74 per hour
2003 – 04 2004 – 05 2005 - 06
Non-instructional $18.00 per hour $18.77 per hour $19.56 per hour
F. A committee of representatives from the Administration and Association shall meet during the 2003-2004 year to review stipends and make additional recommendations to the Superintendent.
(Applicable Only to Teachers)
1. All teachers shall be given written notice of their tentative class and subject assignment for the forthcoming year not later than June 15 by their building principals.
2. All teachers shall be given written notice of their class and subject assignments and building assignments for the forthcoming year not later than August 15 by the Superintendent of Schools or his/her designee.
3. In the event that changes in such class or subject assignments or building assignments are proposed after August 15, the teacher affected shall be notified promptly in writing and, upon the request of the teacher and the Association the changes shall be promptly reviewed between the Superintendent or his/her representative and the teacher affected and at his/her option a representative of the Association. In no event may any disagreement as to the change be subject to the grievance procedure.
B. Teacher assignments shall be made in accordance with the guidelines set forth in existing rules and regulations (Policy No. 4114).
VOLUNTARY TRANSFERS AND REASSIGNMENTS
A. Any employee who feels that a change in assignment within his/her building would enhance his/her value to the school system or contribute a greater sense of personal and professional achievement and satisfaction should notify his/her building principal or office head.
B. No later than May 1 of each school year, the Superintendent shall deliver to the Association and post in all school buildings a list of the known vacancies as of that date.
C. 1. A teacher who desires to transfer to another building shall file a written statement of such desire with his/her principal not later than March 1, and such statement shall immediately be forwarded by the principal to the Superintendent. Such statement shall include the grade or subject to which the teacher desires to be reassigned and the school or schools to which he/she desires to be transferred in order of preference. The foregoing written statement or application must be renewed annually, in writing, and be filed not later than March 1 of each school year.
2. Any other employee who desires to transfer to another building shall file a written statement of such desire with his/her principal or supervisor not later than March 1 and such statement shall immediately be forwarded by the principal or supervisor to the Superintendent. Such statement shall include the assignment to which the employee desires to be reassigned and the school or schools to which he/she desires to be transferred in order of preference. The foregoing written statement or application must be renewed annually, in writing, and be filed not later than March 1 of each school year.
3. The Superintendent shall acknowledge the employee's request for transfer or reassignment within fifteen (15) days of receipt. In the event the request for transfer or reassignment is denied, the applicant shall be so notified within fifteen (15) days after such denial. Upon request, the Superintendent may state the reason or reasons for such denial. However, the decision of the Superintendent with respect to such matters shall be final and binding upon the employee and shall not be subject to the grievance and arbitration procedure.
In the determination of requests for voluntary reassignment or transfer, the wishes of the individual employee shall be considered to the extent that the reassignment or transfer does not conflict with instructional requirements (for teachers only) and is for the best interest of the school system.
INVOLUNTARY TRANSFERS AND REASSIGNMENTS
(Applicable Only to Teachers)
A. Notice of an involuntary transfer or reassignment shall be given to teachers as soon as practicable, and except in cases of emergency, not later than June 1.
B. Except in cases of emergency, the Superintendent shall notify the teaching staff of the requirement to fill a vacancy or to make a transfer by posting notice of the same, and if someone volunteers to take the assignment, the Superintendent shall determine in his/her sole discretion whether or not the volunteer is qualified to be given the assignment.
C. When a teacher is involuntarily assigned to another building, a meeting shall follow between the teacher and the principal at which time the teacher shall be notified of the reason therefore. In the event that a teacher objects to the assignment to another building, after the meeting with the principal, he/she shall meet with the Superintendent. The teacher may at his/her option have an Association representative at such meeting.
D. Neither the reasons given nor the involuntary transfer or assignment shall be subject of the grievance or arbitration procedure herein provided; nor may an arbitrator change the assignment made.
A. A vacancy is defined as a position that the Board intends to fill, in which no employee is currently performing the duties for said position. The definition of a vacancy shall exclude a temporary position created by a leave of absence of an employee for less than one (1) year. All vacancies shall be adequately publicized by the Superintendent in accordance with the following procedures:
1. When school is in session, a notice shall be posted in each school as far in advance as practicable, and ordinarily at least five (5) school days before the final date when applications must be submitted. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the Superintendent within the time specified in the notice, and the Superintendent shall acknowledge promptly in writing the receipt of all such applications. When the vacancy described in the notice is filled, the Superintendent may destroy all applications for said positions.
2. Employees who desire to apply for a vacant position which may be filled during the summer period when school is not regularly in session may submit their applications to the Superintendent and an address where they can be reached during the summer. In addition, the Superintendent shall, as far in advance as practicable and ordinarily at least fourteen (14) days before the final date when applications must be submitted, post a list of vacant positions to be filled during the summer period at the administration office, and in each open school, and a copy of said notice shall be given to the Association.
B. Vacancies for teaching positions posted after the school year starts is for information purposes only.
C. In both situations set forth in Section A above, the job description including the qualifications for the position, its duties and its salary scale shall be posted with the notice.
D. The Board agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. Announcements of appointments shall be made by posting a list in the office of the central administration and in each school building. The list shall be given to the As-sociation and shall indicate which positions have been filled and by whom. Every current employee that applies for a vacant position shall receive an acknowledgment of the receipt of the application.
SUMMER SCHOOL, HOME TEACHING AND FEDERAL PROGRAMS
(Applicable Only to Teachers)
A. All openings for positions in the summer school, home teaching, federal projects, and other programs (including non-teaching positions for which teachers may be qualified and eligible) shall be adequately and timely publicized by the Superintendent in accordance with the procedure for publicizing promotional vacancies set forth in Article 15 of this Agreement. Applications for home teaching positions may be submitted at any time.
B. In filling such positions, consideration shall be given to the teacher's area of competence, major or minor field of study, quality of teaching performance, attendance record and to experience of teachers who have taught the subject area or grade level in question during the regular school year and/or in summer school. Employees employed in the Cranford School District shall have priority to such assignments over applicants from outside the district.
C. Salary schedules for positions included in this Article shall be negotiated under procedures outlined in Article 2 of this Agreement along with regular salary schedules whenever possible, or at such other times as may be appropriate in order to conform to the time requirements for the implementation of said programs.
D. Provisions of this Agreement which are pertinent shall apply to teachers holding positions in the summer school, home teaching or under federal programs.
(Applicable Only to Teachers)
A teacher shall be given a copy of every class observation report form or evaluation report prepared by his/her evaluators. Any such report shall be given to the teacher during the school day preceding the day of the conference to discuss it. No such report shall be submitted to the Central Office, placed in the teacher's file or otherwise acted upon without prior conference with the teacher. No teacher shall be required to sign a blank or incomplete form, but he/she shall sign a complete form to indicate that he/she has witnessed the contents of the form. Space shall be provided on observation and/or evaluation forms for the teacher's reaction which he/she will have ten (10) school days to prepare after having first witnessed either form.
Each teacher will be provided with copies of all observations and evaluation reports submitted to the Central Office.
B. The Board of Education agrees to comply with the provisions of N.J. S.A. 18A et seq. as it may relate to the teacher evaluation of non-tenured teachers.
C. All classroom observations of work performance of the teacher shall be conducted openly and with full knowledge of the teacher.
The Board agrees to maintain current or comparable physical facilities for teachers including faculty rest rooms, faculty lounges, and at the secondary schools, faculty dining rooms. These facilities are not to be for instructional purposes during the school day except temporarily in the case of emergency.
A. The Association shall furnish to each school building principal a list of the names of the employees on the committee and what areas are represented. Whoever calls a meeting shall furnish the other party an agenda in advance of the meeting, and the frequency and duration of said meetings shall be reasonable. The forming of any ad hoc committee by the principal or his designee shall not require the consent or approval of the Association.
B. The Association's representative shall meet with the Superintendent at least once during the school year to review and discuss current school problems and practices and the administration of this Agreement.
A. All employees shall be entitled to sick leave days each school year as of the first official day of said school year whether or not they report for duty as hereinafter set forth. Unused sick leave days shall be accumulated from year to year with no maximum limit.
B. At least once each year the Board shall inform each employee as to the total number of accumulated sick days said employee has and the number of additional sick leave days said employee shall be entitled to for the ensuing year.
C. Sick leave is defined as absence on work days by an employee from his/her post or duty because of personal disability due to illness or injury.
D. l. All ten (10) month employees shall be entitled to ten (10) personal sick leave days and three (3) family illness days annually. Unused family illness days shall convert to personal sick leave days. Unused personal sick leave shall accumulate.
2. All eleven (11) month employees shall be entitled to eleven (11) personal sick leave days and three (3) family illness days annually. Unused family illness days shall convert to personal sick leave days. Unused personal sick leave shall accumulate
3. All twelve (12) month employees shall be entitled to twelve (12) personal sick leave days and three (3) family illness days annually. Unused family illness days shall convert to personal sick leave days. Unused personal sick leave shall accumulate
E. All sick leave must be reported to the Superintendent of Schools on the Absence Allowance form within seven calendar days following an employee's return to duty. In cases of more than four consecutive days, the certificate included on the Absence Allowance form shall be executed by the attending physician.
F. Sick leave allowance shall be pro-rated for employees who begin their services one month or more after the work year in which their employee category has begun.
G. Summer School employees are not covered by the above policies, but shall be entitled to one (1) day of sick leave per summer session, not cumulative, without loss of pay.
H. Absences on workdays due to personal illness shall be charged to the annual allowance.
I. Absences in excess of the Annual Allowance shall be charged to the employee's accumulated leave, if any.
J. In cases of individual hardship, when the number of days absent exceeds the annual and accumulative sick leave benefits, an employee may request from the Board of Education, through the Superintendent of Schools, consideration for extra sick leave benefits.
K. Any employee who leaves the district through retirement and draws a pension from either the Teachers' Pension and annuity Fund or the Public Employees' Retirement System shall be paid for accumulated unused sick days within six (6) months from the date of retirement on the following basis:
|1. Teaching staff|
FOR DAYSFOR DAYSFOR DAYSFOR DAYS
1 to 99100 to 199200 to 299300+MAXIMUM
$40.00 per day$50.00 per day$55.00 per day$60.00 per day$16,000.00
|2. Building service and office personnel:|
FOR DAYSFOR DAYSFOR DAYSFOR DAYS
1 to 99100 to 199200 to 299300+MAXIMUM
$30.00 per day$38.00 per day$42.00 per day$46.00 per day$12,000.00
|3. Classroom assistants, clerical assistants and attendance officer:|
FOR DAYSFOR DAYSFOR DAYSFOR DAYS
1 to 99100 to 199200 to 299300+MAXIMUM
$21.00 per day$27.00 per day$30.00 per day$33.00 per day$7,500.00
If an employee dies while still employed by the Board, such payment shall be paid to the employee’s estate.
The number of unused days that an employee has accumulated at the date of retirement shall be used for the above calculations. There shall not be any recalculation of the number of unused sick days.
L. Employees shall be eligible for an "Attendance Bonus" on the following basis:
1. Teachers who use no sick, personal or family illness day for a contract year shall receive an attendance bonus of $300.00.
2. Office personnel and building services personnel who use no sick, personal or family illness day for a contract year shall receive an attendance bonus of $200.00.
3. Classroom assistants, clerical assistance and attendance who use no sick, personal or family illness day for a contract year shall receive an attendance bonus of $100.00.
Such bonus shall be paid within one (1) month of the end of the contract year.
M. If an employee has not reached his/her maximum contribution under his/her tax deferred annuity plan (TDA), at the employee's option, all or part of such payment for unused sick leave shall be made to the employee's TDA.
TEMPORARY LEAVES OF ABSENCE
A. Absences for Personal Reasons
1. Absences for personal reasons shall be allowed each employee without loss of salary, not to exceed three (3) days per year. Unused personal leave days shall not be carried over from one year to the next. Two of the aforementioned personal days shall be in accordance with Section A.3 of this Article. One (1) personal business day shall be granted without a reason, provided that the day is not taken before or after a holiday, or school shutdown as provided in the school calendar.
Requests for personal leave shall be made on forms provided by the administration and except for those reasons specified in Paragraph A-3 (d), (e) and (j) below, or in the case of an emergency, shall be made at least two (2) school days in advance of the proposed date of leave. All requests shall be countersigned by the principal or head of office and submitted for approval by the Superintendent of Schools.
Personal leave days may be taken for any of the following reasons:
b. Employee's marriage.
c. Religious ceremony or preparation for and attendance at wedding of a member of the immediate family, wedding of a relative of the employee or significant other.
d. Illness of a member of the employee's immediate family, the employee's household (any person who regularly resides with and functions on a continuing basis as a member of the employee's family unit, regardless of the nature of legal relationship).
e. Death of a relative, friend, or close associate.
f. Graduation of the employee, the employee's spouse or children, relative or significant other.
g. Legal business matters.
h. School visitation or school conference for a family member of the employee.
i. Chaperoning of a non-school sponsored field trip directly related to the curriculum of the district.
j. Car accident or emergency situation resulting from a natural disaster.
4. In addition to the foregoing three (3) personal leave days per year, additional personal leave days may be granted at the discretion of the Superintendent of Schools upon written application by an individual employee.
5. Personal leave days for any regular employee whose employment begins after the midpoint of the work year for his/her category will be pro-rated as follows:
b. Employees of all categories whose employment begins after April l shall not be entitled to personal leave days during the remainder of that year.
a. Ten (10) month employees beginning service after February 1 and eleven (11) and twelve (12) month employees beginning service after January 1 shall be entitled to a maximum of one and one-half (1-1/2) personal leave days during the remainder of the year.
6. Persons employed on a half-time annual salary basis shall be entitled to a maximum of one and one-half (1-1/2) personal leave days.
7. Beginning July, 1994, all full time personnel with a minimum of three (3) years full time service may accumulate unused personal business days as unused sick days at the rate of three (3) per year.
B. In addition to temporary leaves of absence for personal reasons pursuant to Section A above, employees shall be entitled to the following non-commutative leaves of absence each year with full pay except as otherwise specifically provided.
1. Time necessary for appearance in any legal proceeding connected with the employee's employment or with the school system, other than for action against the Board.
2. Time necessary for jury duty as follows:
a. All personnel who are called to serve on jury duty shall receive their full salary during the period of jury duty less the amount of compensation paid them for jury service.
3. Absences not to exceed five (5) days each year for each death, not cumulative, shall be allowed without loss of salary because of the death of a member of the employee's household, his/her parent, spouse, spouse's parent, child or sibling.
4. Such other leaves of absence with pay as may be granted by the Superintendent of Schools at his/her discretion for valid reasons.
C. Leaves taken pursuant to Section A and B shall be in addition to any sick leave to which the employee is entitled.
EXTENDED LEAVES OF ABSENCE
A. The Board agrees to consider, upon recommendation of its Superintendent of Schools, extended leaves of absence, some with salary and some without salary, for various purposes indicated hereafter and in accordance with the following procedure:
1. Except for sabbatical leaves, which shall be applied for by December 31, all other applications for leaves of absence shall be made in writing to the Superintendent of Schools by February 15 of the school year preceding the anticipated beginning of the leave, except, however, maternity leaves shall be applied for when needed. The application for such leave shall set forth adequate statement regarding the type, purpose, the period of the leave, and justification of the leave. The Superintendent shall notify the employee of his/her decision by April l. In case of emergency affecting the health of the employee, or the welfare of the school system, these deadlines may be waived by the Superintendent of Schools.
2. The Board reserves the right to grant or reject any application on its individual merits. Approval or reasons for disapproval shall be communicated in writing to the applicant by the Superintendent of Schools.
3. Except in the Board's discretion, a leave for a non-tenured employee shall not be extended beyond the contract year in which the leave is granted.
4. During the extended leave, policies providing benefits for current sick leave, bereavement and personal leaves will not apply. Accumulated sick leave available at the beginning of the leave will be preserved.
5. Except for extended leaves with salary and leaves involving creditable teaching or teaching-related experiences, the period of leave will not be counted as credit for salary advancement purposes.
6. An employee on extended leave shall notify the Superintendent of Schools in writing at least six (6) months in advance of the termination date of the approved leave regarding his/her intentions to resume his/her duties with the Cranford School System. Failure to fulfill this obligation may be interpreted as an indication of the employee's intention not to resume his/her position at the end of the approved leave. Such notification may be made a part of the application for the leave if the leave is to be for less than a year.
7. Should the Superintendent of Schools become informed that the purposes and requirements of a leave are not being adequately fulfilled, he/she shall so advise the Board. The Board may terminate the leave as of the date of its violation and its decision shall be subject to the grievance procedure.
8. The Board reserves the right to require evidence of good health at the termination of a leave as a condition of reinstatement to active duty.
B. Leaves for Professional Growth through Study and/or Travel with Salary.
(Applicable Only to Teachers)
1. This type of leave may be granted to any full-time member of the instructional staff who has rendered seven or more years of continuous service to the school system.
2. The leave may be granted for a period of a half school year or a full school year.
3. A detailed plan of study or educational travel to be pursued shall be submitted with the application.
4. The employee on full school year leave for professional growth through study will be paid one-half of his/her regular contractual salary for the period of leave, such payment to be made in accordance with the regular salary schedule of the school system.
5. The employee on half school year leave for professional growth through study will be paid his/her regular contractual salary for the period of leave, such payment to be made in accordance with the regular salary schedule of the school system.
6. The employee on leave for professional growth through travel will be paid one-half of his/her regular contractual salary for the period of leave, such payment to be made in accordance with the regular salary schedule of the school system.
7. The period of leave shall count as regular service for fringe benefits, retirement and salary advancement purposes.
8. Acceptance of this type of leave obligates the employee to resume and to continue his/her service with the school system for a period at least equal to the period of leave, and in any event not less than for one (1) school year. Failing this obligation, the employee will be obligated to reimburse the Board the full amount of salary received during the leave unless he/she has become incapacitated, has been discharged or voluntarily released from this obligation by the Board.
9. Should the program of study or travel be interrupted by illness or injury and this fact is promptly
reported to the Superintendent of Schools, such interruption shall not constitute a breach of
10. Upon satisfactory completion of the leave the employee will be returned to service in the school system and his/her salary shall be determined on the same basis as if he/she had rendered full-time satisfactory service in the school system during the period of leave.
11. Subsequent leaves for professional growth may be requested at intervals of seven years of continuous Cranford service.
C. Leaves for Rest or Recuperation Without Salary
1. This type of leave may be granted to any full-time employee who has rendered 15 or more years of satisfactory service in the school system or 15 years of school service outside of Cranford plus 10 years in the local school system.
3. This type of leave may be granted for a period of one-half year or one full year, or for any longer or shorter period at the discretion of the Board, without salary.
. Application for leave shall be accompanied by a statement or need, supported by the employee's principal, head of office and by the school physician.
4. Application for subsequent leaves may be made at intervals of ten years.
D. Other Leaves Without Salary
1. Other extended leaves without salary may be granted by the Board for good reason including (1) formal study, (other than sabbatical leave), (2) prolonged illness or incapacity, (3) major home and family responsibilities, (4) temporary work assignment of spouse away from locale, (5) employment in overseas schools, Peace Corps and other government-sponsored activities and (6) holding an elected position in the NJEA or NEA.
E. Unpaid Maternity Leaves
1. An employee may apply for an unpaid leave of absence due to pregnancy. The application shall be accompanied by a statement from a physician confirming the pregnancy and the anticipated date of birth. If the Board gets sufficient notice, the commencement date of the unpaid maternity leave shall be granted as requested. Such leave, when granted to a non-tenured employee, shall not extend beyond the term of the employee's then existing contract.
2. When an unpaid maternity leave due to pregnancy is granted, it cannot later be converted to a paid leave either pre-delivery or post-delivery related to that pregnancy.
3. At the time of the grant of the unpaid maternity leave the applicant shall indicate to the Board of Education her intention of seeking a child care absence without pay following the delivery due to that pregnancy.
4. A tenured teacher who has been granted an unpaid maternity leave and wishes a child care leave shall within thirty (30) calendar days after the delivery of the child apply to the Board of Education for an unpaid child care leave as hereinafter provided.
5. The terminal date of the leave may be modified upon application of the employee.
6. It will be assumed by the Board that the employee will resume her duties at the termination of her leave unless arrangements have been made with the Board at least six months in advance, except in cases of emergency to terminate her employment, to modify the termination date of her leave or to grant another maternity leave.
F. Paid Maternity Leaves
1. An employee seeking a pre-delivery medical sick leave is expected to work up to the time her doctor certifies that she is no longer able to work due to medical disabilities.
2. If an employee seeks to establish a pre-delivery medical disability she shall supply the Board with a detailed medical report which shall support the fact that the employee is disabled and unable to work beyond the date set forth in the medical report. The period of medical disability shall not exceed thirty (30) calendar days unless the doctor furnishing the report states the specific nature of the disability which shall reflect a medical condition beyond the normal disabilities associated with the pregnancy. In such cases where there is a claim for medical disability beyond thirty (30) days, the Board reserves the right to have the employee examined by a Board designated physician who shall be specialized in obstetrics and gynecology. If the Board's physician disagrees with the employee's physician as to the nature and/or extent of the disability, the employee shall be referred to an obstetrician-gynecologist, certified as a specialist by Overlook Hospital, Summit, New Jersey, whose opinion as to the nature and extent of the disability and the necessity for an extended medical leave beyond thirty (30) calendar days shall be binding upon the employee and the Board.
3. If an employee seeks to establish a post-delivery medical disability, she shall supply the Board with a detailed medical report which shall support the fact that the employee is disabled and unable to return to work within thirty (30) calendar days after the delivery due to the pregnancy for which a paid pre-delivery leave was granted. The period of medical disability shall not exceed thirty (30) calendar days unless the doctor furnishing the report states the specific nature of the disability which shall reflect a medical condition beyond the normal disabilities associated with a post-delivery disability. In such cases where there is a claim for medical disability beyond thirty (30) calendar days, the Board reserves the right to have the employee examined by a Board designated physician who shall be specialized in obstetrics and gynecology. If the Board's physician disagrees with the employee's physician as to the nature and/or extent of the disability, the employee shall be referred to an obstetrician-gynecologist, certified as a specialist by Overlook Hospital, Summit, New Jersey, whose opinion as to the nature and extent of the disability and the necessity for an extended medical leave beyond thirty (30) calendar days shall be binding upon the employee and the Board.
C. Child Care Leaves
1. An employee may apply for a childcare leave, whether due to delivery of a natural child and/or an adoption. Such leave shall be granted without salary.
2. Application for a child care leave shall be made within thirty (30) calendar days after the delivery of the child or in cases of adoptions as soon as the applicant knows that the adoptive child will be delivered to the applicant.
3. A child care leave of absence, if it is approved in cases of a natural delivery, will commence at the termination of the paid or unpaid maternity leave, and in cases of adoptions it will commence upon the delivery of the child to the adoptive parent
4. A child care leave shall be granted to the end of the school year in which the application was made and may be renewed by the employee for an additional school year if the child care leave commenced before April 1st and for and an additional two (2) years if the leave commenced between April 1st and June 30th.
5. Early Return. If an employee seeking a maternity leave suffers a miscarriage, a stillbirth and/or child is born which requires being institutionalized, then in any of those events the employee may request to terminate the leave which was previously granted. However, it is understood that when the request is made for an early return, the employee will be advised of the assignment available and return date which the Board may fix not later than seventy-five (75) days from the date of the request to return. The employee, upon being advised of the assignment, will then exercise the option of returning to the assignment and the time set by the Board but in no event will an employee be permitted to return between April 1st and June 30th of any school year. IŁ an employee does not elect to return to the assignment offered, then the leave shall continue until the commencement of the next school year.
H. Notification of Return
If an employee has been granted a child care leave, the employee must notify the Board of Education on or before March 1st of the year preceding the termination of the leave of his/her intention to return. If the employee fails to advise the Board of his/her intention to return to school at the termination of the childcare leave, then he/she shall be considered as having notified the Board of his/her resignation.
SOLICITING AND SELLING
A. Solicitation By Employees
Employees shall not solicit money or other material contributions from pupils or fellow employees except contributions to the United Fund of Cranford, dues for professional or Association membership, or for welfare and professional purposes.
B. Selling- By Employees
Employees shall not sell on behalf of themselves, another person, organization, or agency merchandise or marketable items within their workday or on school property. This prohibition does not apply to the disposal of surplus school property, the selling of school store items, advertising space for school publications, admissions to school-sponsored functions, school produced publications, and instructional supplies and materials approved by the Administration.
C. Soliciting and Selling By Persons Other Than School Personnel
No soliciting or selling of merchandise or services to employees except by Administration approved vendors of school supplies, equipment, and services shall be permitted within the work day or on school property.
D. Prospect Lists
No lists of pupils or employees shall be submitted to persons, organizations, or agencies outside the school system to be used as a prospect list for solicitation or sales.
PROFESSIONAL DEVELOPMENT AND EDUCATION IMPROVEMENT
(Applicable Only to Teachers)
A. In our rapidly changing society teachers must constantly review curricular content, teaching methods and materials, educational philosophy and goals, social change and other topics related to education. The Board recognizes that it shares with its professional staff responsibility for the upgrading and updating of teacher performance and attitudes. The Board and the Association support the principle of continuing training of teachers and improvement of instruction.
B. To work toward the ends stated above, the Board agrees to the following:
1. The Board agrees to make available for:
for tuition reimbursement purposes in accordance with the following regulations:
a. Effective with the fall semester 2000 and the funds available, in order to distribute the above tuition reimbursement moneys in an equitable manner, a rotation list shall be made with the names of all teaching staff members based upon years of service in the district. The most senior teacher shall be at the top of the list and the least senior at the bottom of the list. Teachers with identical seniority shall be placed on the rotation list in alphabetical order. The most senior teacher on the list shall be able to submit his/her application for tuition reimbursement first and then the next senior, etc. until the above tuition reimbursement moneys have been exhausted or until there are no further applicants. For the next application period, the top of the list shall be the teacher who followed the last previous applicant. This rotation list shall continue from semester to semester and from year to year. A teacher shall only be permitted to apply for one (1) three (3) credit course each time his/her name appears at the top of the list. Application for tuition reimbursement shall be made in writing to the Superintendent of Schools within one (1) week after registration for the semester.
b. The Superintendent of Schools shall notify the applicant in writing of the approval or disapproval of his/her request within 30 days of the receipt of the application. If an applicant's
request is disapproved by the Superintendent, the applicant may appeal, in writing, directly to the Board for its approval or disapproval. Each appeal to the Board shall be considered on a case-by-case basis.
c. Application for tuition reimbursement shall be made only for courses which are required or may be taken as electives for an approved college or university advanced degree program or such other courses as the Superintendent may approve on the basis of a written application submitted at least one month prior to the beginning of the course wherever possible.
d. Reimbursement for tuition costs will be based on the teacher receiving a minimum of "B" for each course. Where a particular course does not offer the opportunity to obtain a letter or numerical grade higher than a passing grade, reimbursement will be made for a passing grade.
e. The maximum number of credits for which reimbursement to any individual employee will be made shall be nine (9) credits in any academic year.
f. The maximum tuition reimbursement for each credit shall be that charged by Rutgers, the State University, for graduate level course.
Reimbursement shall be made within forty (40) calendar days of the date of receipt of the official transcript indicating course completion.
2. Participation by employees in approved in-service activities which are designed to develop increased competency in their assignments shall be made without loss of salary. In-service activities include (a) visits to other classrooms, schools, colleges, industrial or business establishments, etc., (b) conferences, conventions or committee work including other personnel from the district, county, state, region or nation, and (c) training in classes and workshops sponsored by the district or other institutions.
3 All requests for permission to be absent for in-service purpose must be in writing and must have the approval of the principal or other appropriate supervisor and the Superintendent of Schools. Approval will be based on (a) the nature of the activity in relation to the assignment and growth potential of the employee, (b) the availability of substitute service, (c) time limitations in relation to work demands, (d) number of persons involved in applying for in-service activities at a given time, and (e) the relative importance of the project in terms of the needs of the school system.
4. Approval or reason for disapproval for permission to be absent for in-service purposes shall be communicated to the employee in writing.
5. Reimbursement for travel, lodging, registration and meals may be granted at the discretion of the Superintendent of Schools if not otherwise specifically provided for in related policy.
6. Written and/or oral reports to appropriate members of the staff or Board of Education on the in-service activity may be required at the discretion of the Superintendent of Schools.
C. STATE PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT
The Board recognizes that it shares with its professional staff the responsibility for the upgrading and updating of teacher performance and methodology. The Board and the Association support the principle of continuing training of teachers and the improvement of instruction. The parties further agree that each teacher should fulfill the obligation for professional improvement in ways that best serve his/her own problems, functions, interests, and needs.
The Board agrees to implement the following commencing with the 2000-01 school year:
1. Professional Development Committee
In accordance with N.J.A.C. 6:11-13.3(d), the Board shall establish a Professional Development Committee.
2. Committee Members
a. Each unit member serving on the Committee will receive release time to attend committee
b. The Chairperson of the committee, if he/she is a member of the bargaining unit, shall be compensated at $1,000.00 per year.
3. Inservice, workshops, conference, programs
d. All district professional development and/or in-service programs shall be eligible for State approved continuing education credits.
a. Each year, two (2) full days shall be designated for the purpose of providing up to twelve (12) hours of professional development and/or in-service opportunities that will assist the teacher in attaining the required 100 hours.
b. The programs established for presentation on these days shall be planned and implemented by the District Professional Development committee and it shall be the responsibility of the Committee to insure the program meets the requirements of the Code.
c. Professional development and/or in-service programs shall be conducted during the in-school teacher workday and work year if teacher attendance is required.
d. Opportunity for an additional six (6) hours of professional development will be made available through district sponsored programs or the District Professional Development
Committee approved out of district programs. Teachers who request attendance at out of district programs must receive prior approval for their absences from the superintendent.
e. All programs conducted by the district outside the in-school teacher workday, work year or during the summer shall be voluntary and qualify for advancement on the salary guide in accordance with Cranford Continuing Education Units (CCEU), Cranford Administrative Regulation 4131.12.
The district will maintain a record of the number of hours of continuing education for each teacher and provide each teacher with an accounting of his/her accumulated hours each September. Any teacher who obtains such hours out of the district shall submit proof of such hours to the Superintendent's office. Any discrepancies between the district and the teacher's records should be noted within thirty (30) days of receipt of the Board's records.
1. The mentor coordinators shall be paid in accordance with Schedule C – Miscellaneous Stipends.
2. First year mentors for the traditional route novice teachers shall be paid $550.00 Two hundred and fifty ($250.00) shall be paid by the novice teacher, as follows: $100.00 in the month of April and $75.00 each in the months of May and June, 2003. The balance of $300.00 shall be paid by the Board.
3. Mentors for alternate route novice teachers shall be paid $1,000.00. Five hundred dollars ($500.00) shall be paid by the novice teacher, as follows: $175.00 for the month of April, $175.00 for the month of May, and $150.00 for the month of June, 2003. The balance of $500.00 shall be paid by the Board.
4. The payments made by the novice teachers shall be done through payroll deduction.
5. The mentor coordinator and the mentors shall receive their stipends on or about June 15, 2003.
MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE
(Applicable Only to Teachers)
A. A definition of the duties and responsibilities of all administrators, supervisors, teachers and other employees pertaining to student discipline shall be reduced to writing by the Superintendent and presented to each employee at the start of each year.
B. When, in the judgment of a teacher, a student requires the attention of the principal, assistant principal, a counselor, or a nurse or other specialist, he/she shall so inform his/her principal or immediate superior.
C. When, in the judgment of the teacher, a student is by his/her behavior seriously disrupting the instructional program to the detriment of other students, the teacher may exclude the student from the classroom and refer him/her to the principal.
A. The Board shall provide a hospital and surgical plan through the NJ State Health Benefits Program (SHBP) by paying the full premium for each employee and the employees' dependents.
B. The Board shall continue the dental insurance that was in effect on June 30, 2000 and shall pay the full premium for each employee and the employees' dependents.
C. The Board shall put into effect a family optical plan for all personnel covered by this Agreement.
D. The aforesaid insurance shall be available to each employee, who by contract, renders not less than twenty (20) hours of service per week.
E. The parties agree that the Board reserves the right to change the health insurance carrier, provided that the coverage shall be equal to or greater than the existing coverage. Prior to any changes of the carrier, the Board shall notify and discuss with the Association the carriers and the plans that are being considered. If there is a change of carrier, the Board shall be responsible for any lost coverage.
F. The Association agrees to serve on a committee with the Board to study and make recommendations concerning the insurance programs.
G. Employees shall be offered hepatitis B vaccine at Board expense.
HEALTH EXAMINATIONS AND REQUIREMENTS
A. Health examinations and requirements for initial and continuing employment shall be in accordance with existing rules and regulations (Policy No. 4113).
B. The Board shall pay up to $300 for an annual physical for any employee who desires it. The employee must process the appropriate basic and major medical insurance forms for reimbursement. After all medical insurance reimbursements have been received.; the employee may submit a request to the Board for reimbursement of the net cost of the examination in excess of the employee's insurance deductible, if the deductible has not already been met for the year.
DEDUCTIONS FROM SALARY
A. 1. The Board agrees to deduct from the salaries of its certificated employees dues for the Cranford Education Association, a unified association with its affiliates as said teachers individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233, Public laws of 1969 (NJSA 52:14-15.9e) and under the rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to the treasurer of the Cranford Education Association by the fifteenth of each month following the monthly pay period in which the deductions were made. The Association treasurer shall disburse such monies to the appropriate association or associations.
2. The Board agrees to deduct from the salaries of its non-certificated employees dues for the Cranford Education Association, solely as a local, or associate member dues in the New Jersey Education Association or the National Education Association, or any one or any combination of such associations if said non-certificated employees individually and voluntarily authorize the Board to deduct. Such deductions shall be made in compliance with Chapter 233, Public Laws of 1969 (NJSA 52:14-15.9e) and under the rules established by the State Department of Education. Said monies, together with records of any corrections, shall be transmitted to the treasurer of the Cranford Education Association by the fifteenth of each month following the monthly pay period in which the deductions were made. The Association treasurer shall disburse such monies to the appropriate association or associations.
3. 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 sixty (60) days' written notice prior to the effective date of such change.
4. Additional authorizations for dues deductions may be received after August 1 under rules established by the State Department of Education.
5. The filing of notice of an employee's withdrawal shall be the fifteenth of June for July 1st termination or the fifteenth of November for January 1st termination.
B. The Board agrees to deduct from employees' salaries money for local, state and national association services and programs of a continuing or general nature as said employees individually and voluntarily authorize the Board to deduct and to transmit the monies promptly to such association or associations. Any employee may have such deduction discontinued at any time upon sixty (60) days' written notice to the Board and the appropriate association.
C. If an employee does not become a member of the Association during any membership year or part thereof, which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. This fee shall be the maximum allowed by law.
1. The regular membership year for the Association is September 1st through August 31st.
a. Any employee hired on or after September 1st but prior to January 1st shall be required to pay the representation fee for the entire membership year.
b. Any employee hired on or after January 1st but prior to July 1st shall be required to pay one-half (1/2) the annual representation fee for the membership year ending August 31st.
c. Any employee hired on or after July 1st but prior to September 1st shall not be required to pay the representation fee until the new membership year beginning September 1st.
a. Notification: Prior to November 1 of each year, the Association will submit to the Board a list of those employees who have neither become members of the Association for the then current membership year nor paid directly to the Association the full amount of the representation fee for that membership year. The Board will deduct from the salaries of such employees, in accordance with Paragraph 2b, below, the full amount of the representation fee and promptly will transmit the amount so deducted to the Association subject to the compliance with and the clearance of requirements of Paragraph 2h below.
b. 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 aforementioned list during the remainder of the membership year in question. The deductions will begin with the first paycheck paid:
(1) Effective September 1, 1990, ten (10) days after receipt of the aforesaid list by the Board; or
(2) Thirty (30) days after the employee begins his or her employment in a bargaining unit position.
c. Termination: If an employee who is required to pay a representation fee terminates his/her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fees from the last paycheck paid to said employee during the membership year in question.
d. Mechanics of Deduction and Transmission of Fees: Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.
e. Changes: The Association will notify the Board in writing of any changes or lists provided for in Paragraph 2a above and/or the amount of the representation fee, and such changes will be reflected in the subsequent pay period in which the computer can accommodate the change after the Board receives the notice.
f. Indemnification: The Association shall indemnify, defend and save the Board harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken or not taken by the Board in reliance upon the representation fee information furnished by the Association or its representatives.
The Association shall establish a procedure whereby an employee may challenge the deductions taken for such representation fee. Such demand and return system adopted by the Association shall be in accordance with the appropriate statutory and court rulings.
C. The Board shall institute an optional summer payment plan in accordance with N.J.S.A. 18A:29-3.
A. Any individual contract between the Board and an individual employee, heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement during its duration shall be controlling.
B. The Board and the Association agree that there shall be no discrimination in the hiring, training, assignment, promotion, transfer, or discipline of employees or in the application or administration of this Agreement on the basis of race, creed, age, color, religion, national origin, sex, domicile, marital status, handicap or economic status.
C. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either parry may do so at the following address:
1. If by Association, to Board at Lincoln School, Thomas Street, Cranford, New Jersey or by mail to 132 Thomas St., Cranford, New Jersey 07016, with a copy thereof, to be sent to the Secretary of the Board of Education.
2. If by Board, to Association at home address of president.
D. The Board and the Association will each individually reproduce copies of this Agreement, at their respective expense, to meet their respective requirements.
E. Unless otherwise indicated, the term "teacher" when used in this Agreement shall refer to all certificated employees represented by the Association in the negotiating unit as above defined.
D. Unless otherwise indicated, references in this Agreement to male employees and teachers shall include female employees and teachers, and words used in the singular shall include words used in the plural where the text so requires.
G. 1. Teachers who may be required to use their own automobiles in the performance of their duties and teachers who travel between buildings shall be reimbursed for all such travel in accordance with existing rules and regulations (Policy No. 3545.6) at the current I.R.S. rate. The formula to determine the amount of the reimbursement shall be the current I.R.S. rate per mile times the number of miles driven per day times number of days in a work year.
This mileage allowance shall include teachers who are required to travel between schools during their lunch period.
One-half of the annual reimbursement shall be paid at the end of January and the balance at the close of school in June.
In the event a traveling teacher is absent thirty (30) or more days during the school year, a deduction will be made from the payment that is due to reflect the per diem rate.
2. Child Study Team Members, including psychologists, K-8 and learning disability teacher consultants, K-8, shall be reimbursed for in-district travel at the monthly rate at the monthly rate of $26.30 for 2003-04, $27.41 for 2004-05, and $28.58 for 2005-06, and K-12 social workers shall be reimbursed for in-district travel at the monthly rate of $52.50 for 2003-04, $54.73 for 2004-05 and $57.06 for 2005-26 or if they so elect may be compensated at the I.R.S. rate per mile for in-district travel provided, however, when such election is made that it thereafter be reimbursed at the I.R.S. rate basis and shall no longer receive the monthly allowance basis for travel reimbursement.
H. Effective with the school year commencing 2003-2004 the Board shall make available a maximum up to Five Thousand ($5,000.00) Dollars for tuition reimbursement purposes for school custodians, secretaries and clerical personnel and assistants.
1. Application for tuition reimbursement shall be made in writing to the Superintendent of Schools within one (1) week after registration for any courses.
2. The Superintendent of Schools shall notify the applicant in writing of the approval or disapproval of his/her request within thirty (30) days of the receipt of the application.
3. The courses taken and/or applied for must be courses which the Superintendent determines will enhance the performance of the applicant in his or her job.
4. Reimbursement for tuition costs will be based upon the person receiving a minimum of "B" for each course.
4. Courses submitted for tuition reimbursement must receive the prior approval of the Superintendent.
5. Courses must be reasonably related to the applicant’s job duties as determined by the Superintendent.
6. A rotating system similar to that for teachers as described in Article 24 B.1.a, shall be developed.
I. The Occupational Therapist (OT) shall be in the category of teacher for all of the provisions of this Agreement. The Certified Occupational Therapist Assistant (COTA) shall have the same work day as elementary teachers, receive all of the benefits of this Agreement that are applicable to all employees and, if a BA degree is not held, receive a salary at the appropriate step of the BA Column minus $7,000.
J. In the event that the Board considers privatizing jobs and existing bargaining unit employees may lose their jobs, the Board shall notify the Association of its deliberations and shall give the Association an opportunity to make a presentation to the Board concerning alternatives to privatizing. Any tenured employee whose job will be privatized shall be given notice at least sixty (60) days prior to the termination date. Any non-tenured employee whose job will be privatized shall be given notice at least thirty (30) days prior to the termination date.
K. Reasonable effort will be made to provide in-service during the work year to improve skills and meet any ESEA requirements for all teaching assistants.
L. Upon the timely delivery of the completed curriculum, as determined by the Superintendent, or designee, and the approval of the Board of Education, staff members will be compensated for their work as follows:
New Full Year Course
3 people................................. $535 to each individual, capped at $1605.
2 people................................. $640 to each individual.
1 person................................. $960.
New Semester Course
3 people................................ $270 to each individual, capped at $810.
2 people................................ $320 to each individual.
1 person............................... $480.
New Marking Period Course
3 people............................... $135 to each individual, capped at $400.
2 people............................... $160 to each individual.
1 person.............................. $240.
Major Revision - Full Year
3 people.............................. $400 to each individual, capped at $1200.
2 people.............................. $525 to each individual.
1 person............................. $785.
Major Revision - Semester
3 people.............................. $200 to each individual, capped at $600.
2 people............................. $260 to each individual.
1 person............................. $395.
Major Revision - Marking Period
3 people............................. $100 to each individual, capped at $300.
2 people............................. $120 to each individual.
1 person............................. $180.
M. SOCIAL SKILLS ACTIVITIES FACILITATOR
1. A teacher assigned on a daily basis to conduct after-school social skills activities shall be paid at the rate of $32/hour, prorated for .75/hour for 182 days per year $4,370 (2003-2004); $4,550 (2004-2005); and $4,750 (2005-2006)
2. A teacher who qualifies for the social skills activities compensation for less than five (5) days per week shall receive prorated compensation based upon the number of days he/she conducts the social skills activities per week to five (5).
3. A teacher who qualifies for the social skills activities compensation for less than a full year shall receive prorated compensation based upon the number of months and fractional parts of the months he/she conducts the social skills activities to ten (10).
4. If a teacher who has previously been paid to conduct the social skills activities is no longer conducting the social skills activities, the non-payment shall not be considered a reduction in compensation.
5. A teacher assigned to the social skills activities is not required to attend faculty meetings which conflict with the schedule for social skills activities but will be responsible for obtaining the information.
6. A teacher assigned to the social skills activities shall be released no later than the dismissal of students in the teacher’s building or earlier, at the discretion of the Superintendent or Designee.
SEPARABILITY AND SAVINGS
If any provisions of this Agreement or any application of this Agreement to any employee or group of employees is held to be 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 shall continue in full force and effect.
THE FOLLOWING PROVISIONS WILL BE APPLICABLE
ONLY TO THE CUSTODIAL STAFF
All custodial and maintenance employees covered by this Agreement shall not receive any deductions from their pay for not working holidays set forth as follows:
Independence Day New Year's Eve Day
Labor Day New Year's Day
NJEA Convention (Friday) Martin Luther King Day
Thanksgiving Day George Washington's Birthday
Day After Thanksgiving Good Friday
Christmas Eve Day Memorial Day
In addition to the days hereinabove set forth all custodial employees shall receive one additional holiday, which shall be designated as such in a calendar of holidays. The employees will be guaranteed (fourteen) 14 holidays. If any of the aforesaid holidays fall on a Saturday or Sunday and are not otherwise observed, the Board will give other days off in substitution thereof, either on an individual basis or during school vacation.
3. School Shutdown
When school is not in session due to a shutdown, employees shall report for duty as per their working schedules unless notified otherwise.
B. HOURS OF WORK
1. A workday shall consist of eight (8) consecutive hours exclusive of a lunch period.
2. The normal first shift shall be from 7:30 a.m. to 4:30 p.m. including one (1) hour for lunch.
3. The normal second shift shall be from 11:30 a.m. to 8:00 p.m. including one-half (1/2) hour lunch period.
4. The normal third shift shall be from 3:00 p.m. to 11:30 p.m. including one-half (1/2) hour dinner period.
5. Assignments to the second and third shifts shall be offered to the most senior employees and if not filled by the most senior employees volunteering to fill said assignments, then the Board of Education shall assign employees to fill the said assignments in the inverse order of seniority and the third shift shall be filled before the second shift.
6. The Board of Education reserves the right to change work schedules of employees at any time. Any such changes that are brought about by emergency such as, but not limited to, absenteeism of employees, power failure, Act of God, or any other cause which is beyond the control of the Board of Education, shall require no notice of change. All other changes in schedule shall require one (1) week's notice from the Board of Education to any employee affected.
7. For all custodians whose first day of employment is July 1, 1997 or thereafter, the regular workweek shall consist of five (5) consecutive days either Monday through Friday or Tuesday through Saturday. Custodians employed prior to July 1, 1997 shall not be transferred to a Tuesday through Saturday work week involuntarily.
1. Overtime shall be distributed as equally as possible among those employees performing the work in the same classifications. Effective March 1, 1993, the Office of the School Business Administrator or its designee shall maintain and make available on a monthly basis a list of overtime offered, refused and earned by these employees. In order that overtime is distributed as equally as possible, a custodian who works in two (2) buildings shall be on the overtime lists in each building. However, such custodians shall be skipped every other time that his/her name appears in the overtime rotation. Overtime lists shall be maintained by the head custodian in each building.
2. Time and one-half the regular rate of pay will be paid to an employee for performing the following work:
a. All hours worked in excess of 40 hours in any regular week, 32 hours in a 4 day work week, 24 hours in a 3 day work week or 16 hours in a 2 day work week, excluding unpaid lunch period and sick days, except when a doctor's note is submitted which certifies illness. An employee shall be eligible for overtime when the employee actually worked 40 hours in any regular week, 32 hours in a 4 day work week, 24 hours in a 3 day work week or 16 hours in a 2 day work week, exclusive of the above.
b. All hours worked on any of the holidays set forth by the Board of Education in the school calendar made applicable to the building services personnel providing the employee shall satisfy the appropriate work week requirement as set forth in C.2.a. above.
c. There shall be no duplication of premiums for the same hours of work.
d. It is expected that each and every employee shall perform a reasonable amount of overtime worked when assigned.
1. Any employee called-in to work after the termination of his/her regular shift, or called-in prior to the start of his/her regular shift, shall be paid for such hours called-in at the rate of one and one-half time his/her regular hourly rate of pay. Call-in prior to the start of a scheduled shift will be calculated in accordance with the premiums as herein provided up to the start of the regular scheduled shift. Straight time pay will be paid for the duration of his or her shift. The call-in provisions will not be utilized to deprive an employee of his/her working his/her regularly scheduled work shift.
2. Any employee called-in to work after the termination of his/her regular shift shall be guaranteed two (2) hours' pay at the premium rate of pay hereinabove referred to for work performed that is completed within two (2) hours or less. If the work performed exceeds two (2) hours, then the hours worked, multiplied by the appropriate premium rate, shall be the amount of pay earned for the call-in.
3. Any employee called-in prior to the start of his/her regular shift shall only receive the premium rate for those hours actually worked prior to the start of his/her regular shift.
1. Twelve (12) month employees are entitled to paid vacations as follows:
First (1st) year through fifth (5th) year of employment Ten (10) work days
Sixth (6th) year through the twelfth (12th) year of employment Fifteen (15) work days
Thirteenth (13th) year of service through fourteenth
(14th) year of employment Seventeen (17) work days
Fifteenth (15th) year of service or above Twenty (20) work days
All vacation schedules are to be approved by the Superintendent of Schools.
A person who has worked less than a full year on a twelve (12) month contract basis shall be entitled to a vacation allowance on a pro-rated basis as determined by the Superintendent of Schools (10/12 of a day for each month employed to the nearest half day).
2. Upon termination of employment, personnel on annual contracts will receive compensation for all unused vacation days.
3. All employees entitled to a vacation shall take ten (10) days of the same during the period from the day after school closes for the summer to no later than two (2) weeks before school commences in September. All employees who are entitled to more than ten (10) days of vacation shall be assigned or shall take the excess vacation beyond ten (10) days between commencement of the school year and June 30th of each school year during inactive periods within the school year. If an employee is unable because of personal reasons, in the opinion of the Superintendent of Schools, to take all or part of his or her annual vacation during or immediately following the school year in which it is earned, such vacation time can be accumulated for a period of one (1) year and if not then utilized shall cease, terminate and expire.
4. Anything herein stated to the contrary notwithstanding, if a building has up to a maximum of three (3) custodial persons or maintenance persons working, then not more than one (1) person from the said school or building may take a vacation period at the same as another person from the same school or building; in a building or school with five (5) custodial or maintenance persons not more than two (2) persons may take the same vacation period; in a building or school with ten (10) or more custodial or maintenance persons not more than five (5) persons may take the same vacation period. In any case where there is a conflict with respect to the selection of a vacation period the person with the most seniority in the school system shall have a preference to the selection of a vacation period over someone who has less seniority who has selected the same vacation period.
5. Wherever vacation periods conflict with work loads within a respective unit or school, seniority shall prevail within the unit or school, for vacation preference.
6. Any deviation from above shall be approved only in advance by the Superintendent of Schools.
7. Custodians C-1 and C-2 (ten-month employees) shall not be entitled to vacation days, but they shall receive the same holidays as teachers except their work year shall begin September 1st and end on June 30th.
8. Vacation Application Request Forms shall be made available to employees by January 15th of each year.
1. Custodial and maintenance employees shall be given a copy of every evaluation report prepared by his or her evaluators. No such report shall be submitted to the Central Office, placed in a custodial or maintenance person's file, or otherwise acted upon, without prior conference with the custodian or maintenance person. No custodian or maintenance person shall be required to sign a blank or incomplete evaluation form, but he/she shall sign a complete form to indicate that he/she has witnessed the contents of the form. Space shall be provided on the evaluation form for the custodian's or maintenance person's reaction which he/she will have ten (10) days to prepare after having first witnessed the evaluation form.
2. Each custodian or maintenance person will be provided with copies of all evaluation reports submitted to the Central Office.
The salaries of all custodial employees covered by this Agreement are set forth in Schedule D; said Salary Guide, Schedule D, shall be enforced in accordance with existing rules and regulations for application thereof.
Custodial employees shall be eligible for tenure under provisions of Title 18A after five (5) consecutive years of probationary service in the district.
I. JOB DESCRIPTION
All custodial employees shall be given a copy of their job description.
J. WORK CLOTHING
All employees shall be issued work uniforms and five (5) summer T-shirts with pockets. Winter jackets shall be issued every other year starting with the second year of the contract (2004-2005).
K. SAFE WORK ENVIRONMENT
In order to maintain a safe working environment, custodians shall have the use of communication devices.
L. HIRING PROCEDURE
If the Board fills a vacancy with a new employee, within sixty (60) days of hiring the new employee, the Board shall give the new employee an individual contract and shall enroll him/her in the Public Employees Retirement System (PERS). A vacancy is defined as a position that is not held by an existing employee.
THE FOLLOWING PROVISIONS WILL BE APPLICABLE ONLY TO THE SECRETARIAL/CLERICAL STAFF
A. HOLIDAYS - OFFICE CALENDAR
All twelve (12) month employees covered by this Agreement shall not receive any deductions from their pay for not working holidays set forth as follows:
Independence Day New Year's Eve Day
Labor Day New Year's Day
Two Days to Attend the NJEA Convention Martin Luther King Day
One-half Day Prior to Thanksgiving George Washington's Birthday
Thanksgiving Day Good Friday
Day After Thanksgiving Memorial Day
Christmas Eve Day
Christmas Day 50% of the Winter Recess
50% of the Mid-winter Recess 50% of the Spring Recess
2. Twelve (12) month secretarial and clerical personnel will be guaranteed 14-1/2 holidays which shall be designated in a calendar of holidays. Additionally they will be guaranteed 50% of the Winter, Mid-winter and Spring recesses as time off.
If any of the aforesaid holidays fall on a Saturday or Sunday, and are not otherwise observed, the Board will give other days off in substitution therefore either on an individual basis or during school vacation.
B. SCHOOL SHUTDOWN
1. When school is not in session, the employee shall be notified in advance of the shutdown as to whether or not they will be scheduled or not scheduled for work, as the case may be. If an employee is not scheduled to work, it shall not be considered part of the holiday schedule.
2. Ten (10) month employees shall receive the same holidays as teachers do provided, however, it is recognized that the ten (10) month secretarial and clerical work year commences on September 1st and terminates on June 30th.
C. HOURS OF WORK
1. The normal work day for secretaries and clerks who work in school buildings will be from 8:00 a.m. to 4:00 p.m. including a lunch period of one hour. During the summer when schools are not in
session, the work day shall be from 8:00 a.m. to 3:00 p.m. including one hour for lunch. Summer hours are in effect during the Winter, Mid-winter and Spring recesses.
2. The normal work day for secretaries and clerks who work in the Central Office shall be from 8:30 a.m. to 4:30 p.m. In the summertime when school is not in session, the workday shall be from 8:00 a.m. to 3:00 p.m. including one hour for lunch. Summer hours are in effect between July 1 and August 31. Summer hours will also be in effect between the Winter, Mid-winter and Spring Recesses.
3. Overtime shall be paid to secretaries and clerks at the rate of time and one-half their regular hourly rate for all hours worked in excess of thirty-five (35) hours per week, 28 hours in a 4 day work week, 21 hours in a 3 day work week or 14 hours in a 2 day work week.
l. Twelve (12) month employees are entitled to paid vacations as follows:
First (1st year through fifth (5th) year of employment Ten (10) work days
Sixth (6th) year through the twelfth (12th) year of employment Fifteen (15) work days
Fifteenth (15th) years of service or above Twenty (20) work days
Thirteenth (13th) year through fourteenth (14th) year of employment
A person who has worked less than a full year on a twelve (12) month contract basis shall be entitled to a vacation allowance on a prorated basis as determined by the Superintendent of Schools (10/12 of a day for each month employed to the nearest half day).
2. Ten (10) month secretarial/clerical personnel who are promoted to twelve (12) month positions shall accrue vacation benefits for the total service in both positions according to the following formula:
Divide the number of months of employment in ten (10) month positions(s) by 12 and add the number of months in twelve (12) month positions(s). Divide the results by 12 to determine the year of employment and then use the schedule in D.1. above to determine the vacation entitlement.
Any employee in this category who has not worked 12 months as of July 1 shall be entitled to initial vacation benefits prorated to 10/12 of a vacation day for each month employed calculated to the nearest half day.
3. All vacation schedules are to be approved by the Superintendent of Schools.
4. Whenever vacation periods conflict with work loads within a respective unit or school, seniority shall prevail within the unit or the school, for vacation preference.
5. Any deviation from above shall be approved only in advance by the Superintendent of Schools.
6. Upon termination of employment, personnel on annual contracts will receive compensation for all unused vacation days.
7. Ten (10) month secretarial and clerical employees shall not be entitled to vacation days.
1. Secretarial and clerical employees shall be given a copy of every evaluation report prepared by his/her evaluators. No such report shall be submitted to the Central Office, placed in a secretarial or clerical person's file, or otherwise acted upon, without prior conference with the secretarial or clerical person. No secretarial or clerical person shall be required to sign a blank or incomplete evaluation form, but he/she shall sign a complete form to indicate that he/she has witnessed the contents of the form. Space shall be provided on the evaluation form for the clerical or secretarial person's reaction which he/she will have ten (10) days to prepare after having first witnessed the evaluation form.
2. Each secretarial or clerical person will be provided with copies of all evaluation reports submitted to the Central Office.
3. Each secretary and clerk shall be evaluated at least once during every work year.
The salaries of all secretarial and clerical employees covered by this Agreement are set forth in Schedule E; said Salary Guide, Schedule E, shall be enforced in accordance with existing rules and regulations for application thereof.
G. REDUCTION IN FORCE/LAYOFF
l. In the event of a reduction in force of secretaries or clerks in a job classification, non-tenured employees shall be laid off before tenured employees.
2. The lay off of tenured employees shall be in inverse, order of service in a job classification.
H. CREDIT FOR PROFESSIONAL DEVELOPMENT
For each block of twelve (12) hours of courses, conferences or workshops that are acquired beyond the contractual workday without compensation and have been approved in advance by the Superintendent or his/her designee, an employee shall be paid an additional $125.00 to a cumulative maximum of $625.00. The $625.00 shall include any funds earned previously. Such additional compensation shall be paid as part of the employee's regular salary.
I. SAFE WORK ENVIRONMENT
In order to maintain a safe working environment secretarial and clerical employees shall have the use of communication devices.
No secretary shall be compelled to work in a building without an administrator or another secretarial or clerical staff member present. A secretary who is alone in a building shall have the option to move to another building.
J. JOB TRAINING
Any secretarial/clerical employee who is given new equipment/technology shall be provided with on-the-job training to assist the employee with the new equipment/technology.
PROVISIONS APPLICABLE ONLY TO CLASSROOM ASSISTANTS, CLERICAL ASSISTANTS AND THE SCHOOL ATTENDANCE OFFICER
1. The total number of workdays shall not exceed 186 days.
2. Employees shall observe the same school calendar as teachers and shall not be required to work on holidays designated on the annual school calendar for teachers.
B. HOURS OF WORK
1. Employees shall work the number of hours as designated in their annual employment contracts.
2. Employees shall have a daily duty-free lunch period as follows:
a. Employees, Grades K-5 and Grade 6 when grade 6 is not departmentalized. 1 hour
c. Other (including elementary classroom Assistants) 1 hour
b. Employees, Grades 6-8 when grade 6 is departmentalized. 25 minutes
c. Employees, Grades 9-12 25 minutes
3. Assistants who are employed for five (5) hours per day or more shall be entitled to two (2) fifteen (15) minutes breaks per day, one (1) before lunch and the other after lunch. Assistants who are employed for less than five (5) hours per day shall be entitled to a fifteen (15) minute break per day. Breaks shall be scheduled at the discretion of the classroom teacher or the staff member to whom assistance is provided.
1. Employees shall be given a copy of every evaluation report prepared by his/her evaluators. No such report shall be submitted to the Central Office, placed in a person's file, or otherwise acted upon without prior conference with the employee. No person shall be required to sign a blank or incomplete evaluation form, but he/she shall sign a complete form to indicate that he/she has wit-nessed the contents of the form. Space shall be provided on the evaluation form for the person's reaction which he/she will have ten (10) days to prepare after having first witnessed the evaluation form.
2. Each person will be provided with copies of all evaluation reports submitted to the Central Office.
3. Each employee shall be evaluated at least once during every work year.
D. EMPLOYEE RIGHTS
1. Any employee who is reduced in compensation or terminated during his or her contract period with the Board shall have the right to challenge the action of the Board as improper through the grievance and arbitration procedure. Grievances arising out of this provision shall be initiated at the Board level and in the event the decision does not resolve the grievance to the satisfaction of the employee grievant, and he/she wishes further review of the grievance, he/she shall follow the procedures as outlined under Article 3, Section B.6. The Association shall have the burden of proof at either level on the issue of cause.
2. All other rights as defined in Article 4 shall apply to employees in this category.
The salaries of all employees covered by this Article are set forth in Schedule F; said Salary Guide, Schedule F, shall be enforced in accordance with existing rules and regulations for application thereof.
F. No assistant or attendance officer who has completed more than five (5) years of service in the employ of the Board of Education shall be discharged or suspended arbitrarily.
G. For all employees who serve in a job classification on a full time basis (i.e. eligible for health benefits) for five (5) consecutive years, the layoff of employees shall be in inverse order of service in that job classification.
H. A classroom assistant used as a substitute shall be paid $17.50 per period in addition to the classroom assistants regular rate of pay.
DURATION OF AND EXECUTION OF AGREEMENT
A. This Agreement shall be effective as of July 1, 2003, except where otherwise provided, and shall continue in effect until June 30, 2006, subject to the Association's right to negotiate over a successor Agreement as provided in Article 2. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated.
B. In witness whereof the parties hereto have caused this Agreement to be signed by their respective presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the day and year first above written.
Attest: THE BOARD OF EDUCATION OF THE TOWNSHIP OF CRANFORD, IN THE COUNTY OF UNION
Attest: CRANFORD EDUCATION ASSOCIATION
Cranford Public Schools
Cranford, New Jersey
SALARY POLICIES FOR NON-ADMINISTRATIVE INSTRUCTIONAL STAFF
This schedule of salary rates establishes the basis of the compensation for the various types of teaching services*.
Initial placement on the guide shall be determined by (a) level of training and (b) years of creditable teaching, teaching-related, or active military services (maximum of four years' credit for military service). Only continuous service (not day-to-day nor on call service) is creditable. Credit for teaching service in non-public schools may be credited in part or in full at the discretion of the Superintendent of Schools. In computing the total years of creditable service, a final fraction of one-half (5 months) or more will be counted as one full year, and a smaller fraction will be dropped.
However, any teacher who has not been actively involved in teaching for more than five (5) consecutive years, shall be given previous outside experience credit based on a formula of one (1) year's credit for every two years previous experience.
Movement from any step on an existing salary guide to the corresponding or next higher step on any succeeding year's salary guide will be granted only for continuing satisfactory service as attested by the Superintendent of Schools and approved by the Board of Education.
Continuous service for as long as five (5) or more months of a school year will be counted as a full year of service for movement to the next higher step. A lesser period of continuous service will not be recognized in determining movement to the next higher step.
Movement from a step on one scale to the corresponding step on the next higher training scale (salary reclassification) becomes effective on September l" of the year in which the teacher has furnished the Superintendent acceptable evidence of the satisfactory completion of the study required for placement on the higher scale NOT LATER THAN SEPTEMBER THE TENTH OF THE YEAR IN WHICH THE SALARY CHANGE IS TO BE INITIATED: Payment for "salary reclassification" is not retroactive, but is initiated on September 1st of the year the level of training has been duly certified to and accepted by the Superintendent.
College course credit for advancement beyond Scale IV (Master's Scale) will be granted only for graduate courses approved by the Superintendent of Schools.
Cranford Continuing Education Units (CCEU) shall be considered for credit toward salary scale advancement pursuant to Cranford Administrative Regulation 4131.12.
SCHEDULE A- TEACHERS
NOTE 1: 2003-04: $762; 2004-05: $794; 2005-06: $828. Add at each step of Scale VI for recognition of a doctorate.
NOTE 2: 2003-04: $457; 2004-05: $476; 2005-06: $496. Additional for all personnel paid on this guide who June 30, 2000 will have completed 20 years creditable service, with a minimum 15 years' service in Cranford.
NOTE 3: 2003-04: $762; 2004-05: $794; 2005-06: $828. Additional for all personnel paid on this guide who June 30, 2000 will have completed 25 years creditable service, with a minimum 20 years' service in Cranford.
Psychologists shall receive a salary differential as follows:
Scale IV Scale V Scale VI
2003-04 $928 $1204 $1483
2004-05 $967 $1255 $1547
2005-06 $1008 $1309 $1612
III. HOME TEACHING
Cranford classroom teachers engaged in home teaching shall be paid on the basis of $30.00 in 2003-04 school year, $33.00 in 2004-05 school year, and $36.00 in 2005-06 school year, per clock hour of teaching.
IV. Summer pay for Child Study Team Members shall be ($300) three hundred dollars per each evaluation for writing IEP’s and attending IEP meetings.
SALARY SCHEDULE FOR COACHES
2003-04 2004-05 2005-06
SALARY SALARY SALARY
Head Varsity Coach $8,753 $9,125 $9,513
Assistant Varsity Coach $5,228 $5,450 $5,682
Seventh and Eighth Grade Coach $4,349 $4,534 $4,727
BASKETBALL (boys & girls), WRESTLING
Head Varsity Coach $7,145 $7,449 $7,766
Assistant Head Varsity Coach $4,985 $5,197 $5,418
Assistant Varsity Coach $4,679 $4,878 $5,085
Ninth Grade Head Coach $3,885 $4,051 $4,223
Seventh & Eighth Grade Coach $3,885 $4,051 $4,223
BASEBALL, FIELD HOCKEY, SOCCER,
SOFTBALL, SPRING TRACK (boys & girls)
Head Varsity Coach $5,977 $6,231 $6,495
Assistant Head Varsity Coach $4,481 $4,671 $4,870
Assistant Varsity Coach $4,215 $4,394 $4,581
Ninth Grade Head Coach $3,675 $3,831 $3,994
Seventh & Eighth Grade Coach $3,675 $3,831 $3,994
CROSS COUNTRY, GYMNASTICS, SWIMMING,
WINTER TRACK, ICE HOCKEY
Head Varsity Coach $5,603 $5,842 $6,090
Assistant Head Varsity Coach $4,036 $4,207 $4,386
Ninth Grade Head Coach $3,606 $3,759 $3,919
Seventh & Eighth Grade Coach $3,606 $3,759 $3,919
TENNIS, GOLF, BOWLING, VOLLEYBALL,
CHEERLEADER, VARSITY (per season)
Head Varsity Coach $4,375 $4,561 $4,755
Assistant Varsity Coach $3,069 $3,200 $3,336
ATHLETIC TRAINER EQUIPMENT MGR.
Fall $4,215 $4,394 $4,581
Winter $4,215 $4,394 $4,581
Spring $4,215 $4,394 $4,581
WEIGHT ROOM SUPERVISOR
Hourly Rate $18.77 $19.56 $20.39
NOTE: Stipends for coaching positions shall be paid in three (3) installments all of which shall occur during their respective seasons.
SALARY SCHEDULE FOR NON-ATHLETIC EXTRA SSIGNMENTS
2003-04 2004-05 2005-06
SALARY SALARY SALARY
Marching Band Director $3,734 $3,893 $4,058
Madrigal Director $3,175 $3,310 $3,451
School Musical Director, HS $3,175 $3,310 $3,451
School Play Director, HS $3,175 $3,310 $3,451
Choir Director $2,837 $2,957 $3,083
Concert Band Director $2,837 $2,957 $3,083
Assistant Marching Band Director $2,837 $2,957 $3,083
Orchestra Director $2,837 $2,957 $3,083
Art Services, HS/HAS/OAS $2,614 $2,725 $2,840
Assistant Choral Director $2,614 $2,725 $2,840
Band Front $2,614 $2,725 $2,840
Choral Music, HAS/OAS $2,614 $2,725 $2,840
Forensics $2,614 $2,725 $2,840
Instrumental Music, HAS/OAS $2,614 $2,725 $2,840
Strings, HAS/OAS (7-8) $2,614 $2,725 $2,840
Webmaster HS (2) $2,614 $2,725 $2,840
Model UN $2,614 $2,725 $2,840
Youth & Government $2,614 $2,725 $2,840
Mock Trial $2,614 $2,725 $2,840
Middle School - Play Director $2,614 $2,725 $2,840
Middle School - Musical Director $2,614 $2,725 $2,840
Audio Visual Aids Cd. HS/HAS/OAS $2,351 $2,451 $2,555
Class Advisor, Gr. 12 $2,351 $2,451 $2,555
Elem School Choral Music $2,351 $2,451 $2,555
Elem School Instrumental Music $2,351 $2,451 $2,555
Elem Strings (3-6) $2,351 $2,451 $2,555
School Newspaper Advisor, HS $2,351 $2,451 $2,555
School Yearbook Advisor, HS $2,351 $2,451 $2,555
School Yearbook Advisor, Bus. Mgr. HS $2,351 $2,451 $2,555
School Yearbook Advisor, Photo., HS $2,351 $2,451 $2,555
Student Council Advisor $2,351 $2,451 $2,555
Schedule C (continued)
SALARY SCHEDULE FOR NON-ATHLETIC EXTRA ASSIGNMENTS
2003-04 2004-05 2005-06
SALARY SALARY SALARY
Cheerleader, JV Coach (per season) $1150 $1199 $1250
Class Advisor, Gr. 7, 8, 9, 10, 11 $1150 $1199 $1250
Costuming for Productions $1150 $1199 $1250
School Magazine Advisor, HS $1150 $1199 $1250
School Newspaper, HAS/OAS/CAP $1150 $1199 $1250
School Yearbook, HAS/OAS/CAP $1150 $1199 $1250
Stage Manager, HS $1150 $1199 $1250
Stage Manager for Productions, HS $1150 $1199 $1250
Student Council Advisor, Gr. 7 & 8 $1150 $1199 $1250
Intramural Sports, Fall, Winter, Spring
(per season) $970 $1011 $1054
Webmaster HAS, OAS $970 $1011 $1054
Art for Productions $650 $678 $706
Club Sponsors $650 $678 $706
Make-up for Productions $650 $678 $706
Student Council Advisors, Gr. K-6 $650 $678 $706
Webmaster Elementary $650 $678 $706
Teen Arts Coordinator, HAS/OAS/CHS $650 $678 $706
NOTE 1: Clubs with fewer than ten (10) active members and receiving less than twenty hours of the sponsor's time will not be eligible for extra compensation.
NOTE 2: Teacher participants in the Tournament of Champions; and the "Special Olympics" shall receive per meet: $84.25 $87.84 $91.57 Teacher participants must have prior approval of the Director of Special Services in order to be compensated for their services at these events.
CRANFORD PUBLIC SCHOOLS
CRANFORD, NEW JERSEY
SALARY POLICIES FOR BUILDING SERVICES PERSONNEL
1. For the purpose of initial placement on the appropriate scale for building services personnel and maintenance personnel, credit for prior comparable or equivalent service outside the school system may be granted by the Superintendent of Schools. Any building services employees hired on or after July 1, 1994 and granted credit for outside service shall not be placed on a step higher than a building services employee who was in the employ of the district on June 30, 1994, with the same years of credited service.
2. Custodians without a Black Seal License shall be hired on the Scale C-2 column of the salary guide. Custodians with a Black Seal License shall be moved to the Scale C-3 column of the salary guide at the same step as he/she was at or would be at of the Scale C-2 column. Maintenance personnel shall be placed on the Scale C-4 column of the salary guide.
3. Full-time, twelve-month personnel employed prior to January 1st will be eligible for a full increment for the following year. Full-time ten-month personnel employed prior to February 1st will be eligible for a full increment the following year.
4. Deviations from normal work schedules, including extra work assignments, shall be approved in advance by the Superintendent of Schools.
5. The work schedule for first shift custodians will be from 7:00 am to 3:30 pm (including one-half (˝) hour for lunch) during the Christmas and Spring recess and during the period July 1 through August 31.
6. Approved extra work assignments for non-administrative building services personnel beyond the regular work week shall be compensated at the rate of 1-1/2 times the regular hourly salary and shall be determined by dividing the annual salary by 2,080 hours for twelve-month employees and 1,720 hours for ten-month employees.
BUILDING SERVICES PERSONNEL
SALARY GUIDE CONTINUED
NOTE 1: An additional $230 for all personnel paid on this guide who by June 30, 2003 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
An additional $243 for all personnel paid on this guide who by June 30, 2004 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
An additional $255 for all personnel paid on this guide who by June 30, 2005 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
NOTE 2: An additional $383 for all personnel paid on this guide who by June 30, 2003 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
An additional $403 for all personnel paid on this guide who by June 30, 2004 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
An additional $424 for all personnel paid on this guide who by June 30, 2005 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
ANNUAL STIPENDS: (Paid in addition to regular salary.)
2003-04 2004-05 2005-06
Elementary and CO Head $1,368 $1,440 $1,516
Custodians OA and HA Head $1,913 $2,014 $2,120
High School Head Custodian (1st shift) $3,828 $4,029 $4,240
High School Head Custodian (3rd shift) $1,913 $2,014 $2,120
Maintenance Foreperson: $4,031 $4,243 $4,465
ANNUAL SHIFT DIFFERENTIALS: (Paid in addition to regular salary.)
Second Shift $1,232 $1,297 $1,365
Third Shift $1,777 $1,870 $1,968
CRANFORD PUBLIC SCHOOLS
CRANFORD, NEW JERSEY
SALARY POLICIES FOR OFFICE PERSONNEL
1. Credit for prior office experience, may be granted by the Superintendent of Schools for initial placement on the appropriate scale. Any office personnel hired on or after July 1, 1997 and granted credit for outside service shall not be placed on a step higher than an office personnel employee who was in the employ of the district on June 30, 1997, with the same years of credited service.
2. Advancement on the schedule may be achieved by annual increments and/or promotions to higher ranking assignments and scales upon the recommendation of the Superintendent of School and approval of the Board of Education. In the case of promotion to a higher scale, the individual will be placed on the higher scale at a step which provides at least one-half (1/2) of the increase between the employee's existing salary and the salary at the same step on the promotional column. Each year thereafter the employee shall advance up to two steps on the promotional column until the employee reaches the step on the promotional column, which represents a lateral promotional move plus normal annual advancement.
3. Full-time twelve-month personnel employed prior to January lst will be eligible for a full increment the following year. Full-time ten-month personnel employed prior to February lst will be eligible for a full increment the following year.
4. Deviations from normal work schedules, including extra work assignments, shall be ap-proved in advance by the Superintendent of Schools.
5. In the event the Superintendent determines that it is desirable for ten-month clerical or secretarial personnel to work prior to the opening of school, they shall be compen-sated only for the actual hours worked on an hourly rate, extra compensation basis, based on their annual salary. Work prior to the opening of school shall be on a volun-tary basis, and personnel involved shall be given at least two weeks' advance notice of same.
SCHEDULE E - OFFICE PERSONNEL
NOTE 1: An additional $238 for all personnel paid on this guide who by June 30, 2003 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
An additional $250 for all personnel paid on this guide who by June 30, 2004 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
An additional $263 for all personnel paid on this guide who by June 30, 2005 will have completed 20 years of creditable service, with a minimum of 15 years' service completed in Cranford.
NOTE 2: An additional $395 for all personnel paid on this guide who by June 30, 2003 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
An additional $415 for all personnel paid on this guide who by June 30, 2004 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
An additional $437 for all personnel paid on this guide who by June 30, 2005 will have completed 25 years of creditable service, with a minimum of 20 years' service completed in Cranford.
NOTE 3: The secretaries at Bloomingdale, Livingston, Brookside, Walnut, CAP/CAMP and CHS Athletic Office shall be paid a stipend in addition to their contractual salaries.
NOTE 4: All secretaries not included in NOTE 3 shall be paid a stipend in addition to their contractual salaries:
CRANFORD CLERICAL ASSISTANTS AND ATTENDANCE OFFICERS
CRANFORD CLASSROOM ASSISTANTS SALARY GUIDES
Employees shall be paid with their regular salaries the following longevity payments:
After completion of:
Twelve (12) years of credible service $316 $332 $350.
Fifteen (15) years of credible service $526 $554 $583