Contract Between
Alpine B/E-Bergen
- and -
Alpine EA
* * *
07/01/2010 thru 06/30/2013

CategorySchool District
UnitTeaching/Professional Staff

Contract Text Below


                      AND THE
                  2010 - 2013

                    ALPINE ELEMENTARY SCHOOL

(201) 768-8255

          Preamble.................................................................... 1
    1 Recognition................................................................. 1
    2 Grievance Procedure.................................................. 1-4
    3 Compensation............................................................. 4-6
    4 Insurance.................................................................... 6,7
    5 Teacher Evaluation..................................................... 7,8
    6 Professional Development.......................................... 8-10
    7 Leaves......................................................................... 10,11
    8 Board Rights............................................................... 11
    9 Teacher's Rights.......................................................... 12
    10 Work Day/Work Year................................................. 12,13
11 Miscellaneous Provisions............................................ 13
12 Duration of Agreement................................................ 14


      Negotiation Unit Grievance Form –

      Schedule A - Salary Guide 2010-2011

      Schedule B - Salary Guide 2011-2012

      Schedule C - Salary Guide 2012-2013

      Schedule D - Co-Curricular & Extra-Curricular PaymentTHIS AGREEMENT, entered into this first day of July, 2010 by and between THE BOARD OF EDUCATION OF THE BOROUGH OF ALPINE, NEW JERSEY (hereinafter called the BOARD, and the ALPINE EDUCATION ASSOCIATION (hereinafter called the ASSOCIATION); both entities also called Parties;
WHEREAS, the BOARD hereby continues to recognize the ASSOCIATION as the negotiating and/or bargaining agent for the full and part time certificated non-supervisory, non-administrative staff;

NOW, THEREFORE, the BOARD and ASSOCIATION agree on the terms and conditions of employment as set forth herein:


The Board hereby recognizes the Association as the exclusive representative to act as the collective negotiating and/or bargaining agent for the certificated non-supervisory, non-administrative staff, hereafter called the teacher(s), concerning the terms and conditions of their employment.


A. Definitions
    1. Grievance A "grievance" is claim by a teacher or the Association based upon the interpretation, application, or violation of this Agreement, policies or administrative decisions affecting the terms and conditions of employment of a teacher or a group of teachers.

    2. Aggrieved Person

      The "aggrieved person” (also called the grievant) is the teacher(s) or the Association making the claim.

    3. Party in Interest
      A "party in interest" is the teacher(s) making the claim and any person including the Association or the Board, who might be required to take action or against whom action might be taken in order to resolve the claim.

B. Purpose
    The purpose of this procedure is to resolve, at the lowest possible level, disputes which may from time to time arise affecting the terms and conditions of employment of teachers. Both parties agree that these proceedings will be kept confidential at each level of the procedure.

C. Procedure
    1. Time Limits
      The number of days indicated at each level shall be a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

    2. Year End Grievances
      In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the time limits set forth herein may be reduced if mutually agreeable so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practical.

    3. Level One
      Any teacher(s) who has a grievance shall, within ten (10) school days after occurrence of the grievance, discuss it first with the Chief School Administrator (CSA) in an attempt to resolve the matter informally at that level.

    4. Level Two
      If, as a result of the discussion, the matter is not resolved to the satisfaction of the teacher(s), he shall set forth his complaint in writing to the CSA within five (5) school days after the discussion. The CSA shall notify the Association and the Board of Education of the grievance, and communicate his decision to the teacher(s) in writing within seven (7) school days of the receipt of the written complaint.

    5. Level Three
      Within five (5) school days of receiving the written decision or within seven (7) school days of when a written decision should have been rendered the teacher(s)
      may submit his/her grievance in writing to the Teacher-Board Committee.
      a. Composition of Committee
        A Teacher-Board Committee composed of two executive members, other than the grievant, designated by the local Education Association and two members of the Board of Education shall be created for the purpose of conducting professional discussion in good faith on grievances involving terms and conditions of employment as defined in Section A of this article.
      b. Responsibilities and duties of the Teacher-Board Committee shall be to: i. Elect a chairperson;
    ii. Evaluate the problems presented to the committee;
    iii. Gather facts to provide for a complete understanding of these problems;
        iv. Discuss and attempt to arrive at a solution in keeping with the philosophies of
          each organization;
      v. Present conclusions and recommendations to the grievant and the CSA
    6. Level Four
      If the grievance is not settled by the Teacher-Board Committee, the teacher(s), may, within five (5) school days after the Teacher-Board Committee's decision, request a review by the Board of Education. The teacher(s) will notify the CSA and Education Association of the request. The Board shall review the grievance, hold a hearing with the teacher(s) if requested, and render a decision in writing within 30 calendar days after such written request.
D. Rights of Teachers to Representation
    1. Teacher and Association
      Any teacher(s) may be represented at all stages of the grievance procedure pro se or, at the grievant’s option, by representative(s) selected or approved by the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

    2. Reprisals
      No reprisals of any kind shall be taken by the Board or by the CSA against any party in interest, any representative, any member of the Association, or any other participant in the grievance procedure by reason of such participation.
E. Miscellaneous
    1. Group Grievance
      If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may discuss such grievance at Level One with the CSA directly and the processing of such grievance shall be commenced. The
    Association may process such a grievance through all levels of the Grievance Procedure even though the grievant does not wish to do so.

    2. Written Decisions

      Decisions rendered shall be in writing setting forth the decision and the reasons therefore and shall be transmitted promptly to all parties in interest and to the Association.

    3. Separate Grievance File
      All documents, communications and records dealing with the processing of a grievance shall be accessible to all parties of interest, filed in a grievance file, separate from the personnel files.

    4. Forms
      Forms for filing grievances, serving notices, taking appeals, making reports and
      recommendations and other necessary documents shall be prepared jointly by the
      Chief School Administrator and the Association and given appropriate distribution so
      as to facilitate operation of the grievance procedure. (A separate form is attached.)

    5. Meetings and Hearings
      To the extent permitted by law, all meetings and hearings under this procedure shall not be conducted in public and shall include such parties in interest, the person/organization against whom the grievance is filed, and their designated or selected representatives, as previously mentioned.


A. Salary Guides
    The salaries of all teacher(s) covered by this Agreement are set forth in Schedules A, B and C, which are attached.

    The Co-Curricular and Extra-Curricular stipends are set forth in Schedule D, which is attached. One half of these payments will be made on January 30 and the other half on June 30, if the program extends over the school year.

B. All credits for horizontal movement on the salary guide must be reviewed by the Chief School Administrator and recommended by the CSA to the Board for final approval by the Board. Such credits will be reviewed at the beginning of each term, September 1st and February 1st, for application to the Salary Schedule. Credit will be given for horizontal movement only for graduate courses at accredited colleges and universities previously approved by the Professional Development Committee. Teachers must notify the Board by December if they expect to receive credit that would enable them to move horizontally across the guide the following school year. No credits obtained before the granting of a degree may be used for a salary guide movement beyond such degree.

C. Annual increments will be granted upon recommendation of the CSA and approved by the Board.

D. In addition to the foregoing provisions for compensation, co-curricular and extra­curricular compensation shall be paid to those persons approved by the Board for the activities set forth in Schedule "D" attached. The Board shall assign volunteers for the after-school sports/game supervision before it may assign available teachers on a rotating basis to those positions. Co-curricular and extra-curricular compensation shall be paid only if such activities are offered during the school year and occur outside of the teachers' contractual time.

E. Full-time teachers are entitled to two (2) professional days during the school year provided these are approved by the CSA and are directly related to the teacher's assignment. Part-time teachers are entitled to one (1) professional day per year on the same conditions.

F. Parent Evening Conferences

    All teachers are assigned to fall and spring evening meetings by the Chief School Administrator and are expected to be in attendance for two (2) hours and twenty (20) minutes between the hours of 6:00 p.m. and 9:00 p.m. As this is part of the professional obligation, there is no additional compensation for this.

G. Retired Teachers
    Teachers who apply for, are qualified for, and receive a pension payment from T.P.A.F.
    and teachers who vest in the pension plan with less than twenty-five (25) years of service shall be entitled to participate, at their own cost, in group medical insurance. An employee may not participate if they are eligible for paid health insurance under T.P.A.F. and the State Health Benefits Plan

H. Professional Development Training/Workshops
    When teachers are called upon to participate in professional development programs outside the regular school day, or school year, they shall be compensated at a rate of pay proportionate to their regular teaching salary provided that such professional development activities are essential for the implementation of the assigned curriculum (such as University of Chicago Everyday Math summer workshops for teachers instructing in math, review of IEP's for teachers assigned to special needs students). Other Professional Activities of a voluntary nature shall be compensated at the following rates:

    1. for Curriculum Writing:

2010-2011 - $ 56.00/hr
2011-2012 - $ 58.00/hr
2012-2013 - $ 60.00/hr

2. for interactive presentations with parents and students:
2010-2011 - $ 46.00/hr
2011-2012 - $ 48.00/hr
2012-2013 - $ 50.00/hr
(1 hr of preparation time will be added for each hour of presentation time)

3. for presentations with parents:
2010-2011 - $ 46.00/hr
2011-2012 - $ 48.00/hr
2012-2013 - $ 50.00/hr
(1 hr of preparation time will be added for each hour of presentation time)

I. The "Teacher-in-Charge" shall receive the following payments for each day worked or

    equivalent thereof:
2010-2011 - $ 51.00 /hr
2011-2012 - $ 53.00/hr
2012-2013 - $ 55.00/hr
    A "day" is defined as seven (7) hours. Payment shall be based on a voucher and paid monthly. If the "Teacher-in-Charge" loses his/her preparation period to cover a class, he/she shall be covered by paragraph L below. The "Teacher-in-
    Charge" will be responsible for the operation of the school in the absence of the CSA.

J. Travel Reimbursement
    Teachers will be reimbursed for assigned travel in their automobiles at the state mandated rate in effect at the time of such travel.

K. Part-time Teachers are required to attend two (2) staff meetings monthly outside their regular work at the same percentage of time as their contracted percentage. Any additional hours shall be paid at a pro rata basis of their salary for the additional time worked.

L. When a teacher loses the one daily guaranteed 30 minute assigned preparation period because (s)he is assigned to cover a class, (s)he shall be compensated at the following rates:
2010-2011 - $ 33.00/hr
2011-2012 - $ 34.00/hr
2012-2013 - $35.00/hr

    M. If, after completing at least 10 years of service to the Alpine School District, a teacher elects to retire and files for retirement benefits with the State of New Jersey, that teacher shall be compensated for unused sick leave at a rate of $100.00 per day to a maximum of 100 days or $10,000.00. This compensation will be received no later than the July 30 pay period following the official date of retirement from the Alpine School District.
                          ARTICLE 4
      A. The Board shall provide and maintain full health care coverage for each teacher(s), hired before July 1, 2010, who regularly works a minimum of twenty (20) hours per week. For a teacher(s) hired after July 1, 2010 a minimum of twenty-five (25) hours per week is required. This health care coverage is for the teacher(s) and their eligible dependents under the New Jersey State Health Benefits Program, or its successor , which covers hospitalization, medical, and major medical insurance in accordance with the rules and regulations of said plan.

      1. Effective July 1, 2010, each teacher shall pay 1.5% of his or her annual base salary to the Board, through applicable payroll deductions, towards the cost of health insurance benefits. The 1.5% contribution also satisfies, and is not in addition to, any contributions required by N.J.S.A. 18A:16-17(b).

      2. The Board will pay one hundred percent (100%) of the premium for full family coverage under the Group Dental Insurance Plan for each tenured teacher who works a minimum of twenty-five (25) hours per week. All teachers who do not receive Board-provided dental coverage shall be eligible to purchase, at their own expense, individual or family dental coverage under the District’s Group Dental Insurance Plan at the Board’s actual cost for such coverage.

      Currently, the group dental insurance plan is offered by MetLife and includes an optical plan at no additional cost to the Board. An optical plan is not provided to the Association under this Agreement, yet the Board and the Association have agreed that the teachers shall be permitted to participate in the optical insurance coverage included with this group dental insurance policy so long as this benefit is offered by MetLife at no additional cost to the Board and provided that the provision of this benefit shall not establish a past practice nor require the Board to continue such coverage in the future.

      3. Effective on the first of the month which is at least sixty (60) days from mutual ratification of the contract, there shall be a dental waiver incentive plan. Each employee shall be polled by the Administration each year about whether he/she wishes to voluntarily waive such insurance for that insurance year. Any employee who so waives shall receive fifty percent (50%) of the applicable insurance premium as an incentive payment. Such payment shall be made at the close of the insurance year. When employees are polled about their interest in waiving insurance, they shall be informed of the incentive payment amount. Any employee who waives insurance in one year may re-enroll in the plan the following year.

                      ARTICLE 5 TEACHER EVALUATION

      Observation and Evaluation of Tenured and Non-Tenured Teachers
          The New Jersey Administrative Code (N.J.A.C. 6:3-4-3), Evaluation of tenured teachers will be followed by the Board in carrying out the observation and evaluation of tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.

          The non-tenured teachers’ evaluation law (N. J. S.A 18A:27-3.1 et seq.) and the New Jersey Administrative Code (N. J. S. C. 6:3-4.1) will be followed by the Board in carrying out the observation and evaluation of non-tenured teachers, including both those assigned to and those not assigned to, regular classroom teaching duties.

          The term “observation”, as applied to a teacher, shall be construed to mean a visitation to a classroom by a member of the administrative/supervisory staff of the District who holds an appropriate certificate for the supervision of instruction (hereinafter referred to as the “Evaluator”) for the purpose of observing the performance of the instructional process by the teacher.

          The term “evaluation” as applied to a teacher, shall be construed to mean a written evaluation report prepared by an Evaluator who visits the classroom for the purpose of observing the performance of the instructional process by the teacher. The written evaluation has as its purpose the improvement of the quality of instruction.

          Tenured teacher(s) shall have a minimum of two (2) observation/evaluations per year. Full-time non-tenured teacher(s) shall have a minimum of six (6) observation/evaluations per year.

          Each observation/evaluation shall be followed, within a reasonable period of time, by a conference between the Evaluator and the teacher to discuss the lesson observed.

          Tenured teachers may request an alternate form of evaluation by presenting a written proposal, on the required forms, to the designated supervisor. That Supervisor will provide the CSA with his/her recommendation. Final approval will be made by the CSA.

      Annual Summary Evaluation
          The summary evaluation shall consist of an annual conference between the teacher and the designated supervisor, followed by an Annual Evaluation written by that supervisor. That written evaluation will also include a Professional Development Plan for the next school year which has been mutually discussed and developed.


    A. The District shall offer teachers suggested in-service courses to enhance professional development.

    B. To encourage teacher(s) to take courses for the betterment of their teaching capabilities and for their increased value to the school district, the Board will make reimbursement for the tuition cost of graduate courses within the limits defined below:

      1. Approval of Course Requirements
        To be approved, the Professional Development Committee must first have determined by a majority vote, that a course will enhance the value of the teacher(s) to the school district. Moreover:
        (a) Teachers who hold only a Bachelor's degree must be in either an approved certificate or Master's degree program. Only one certificate program will be re­imbursed before the Master's degree.
        (b) Teachers who hold a Master's degree need not be in a certificate or Master's degree program to obtain reimbursement.

      2. Payment
        (a) Tuition reimbursement shall be available as indicated in this Article to teachers after their first year of full or part-time experience in the district and for course work taken during the second and subsequent years of service. This means that someone starting in September of one year would be eligible for reimbursement for courses taken in the following summer.

        (b) To be eligible for tuition reimbursement teachers must achieve a minimum grade of "B+" or a "Pass" if the Professional Development Committee approves the taking of a course on a Pass/Fail basis.

        (c) Tuition reimbursement for part-time teachers shall be proportionate to the amount of time they work, i.e., half-time teachers would receive half the re­imbursement that full-time teachers receive for the same number of credits.

      (d) Proof of successful completion of the courses (as specified in paragraph 2 above)
      shall be provided to and endorsed by the CSA before reimbursement is made.

        (e) Teachers will be reimbursed for approved course credits in accordance with the
        following formula:
          (1) The total maximum obligation of the Board for reimbursement of teachers for up to six (6) credits per year per person shall be the following:
          (1) The total maximum obligation of the Board for reimbursement of teachers for up to six (6) credits per year per person shall be the following:
                        2010-2011 - $ 12,314.00
                        2011-2012 - $ 12,745.00
                        2012-2013 - $ 13,191.00
          (2) The Board's reimbursement rate per credit shall be as follows:
                        2010-2011 - TBD per credit or TBD. for 3 credits
                        2011-2012 - TBD per credit TBD for 3 credits
                        2012-2013 - TBD per credit TBD for 3 credits
        (3) If, at the end of each school year, the total amount of reimbursement sought
        by all teachers for approved credits shall equal or exceed the maximum
        obligation of the Board for the year, each teacher seeking reimbursement
        shall be reimbursed per credit by pro-rating the cap for that year over the total number of credits for which reimbursement is sought.

          (4) If at the end of each school year the total amount of reimbursement
    sought by all teachers shall be less than the maximum obligation of the
    Board for that year, any teacher who has taken more than 6 credits can
            apply for a share of the remaining portion of the Board allotment up to 9 credits to be distributed in equal percentages as reimbursement for any classes taken before June 30 of that school year. In no event shall the total reimbursement exceed the annual Board tuition allotments specified above.
            ARTICLE 7 LEAVES

    A. Sick Leave
      Full-time teachers shall have twelve (12) sick days per school year, two (2) of which shall be non-cumulative. The unused portion of the remaining ten (10) may be carried over for use in following years.

    B. Personal Leave
      Leave with pay for personal business which cannot be completed outside of the regular workday shall be granted to each teacher for up to three (3) days per school year. Such leave is non-cumulative.
    1. Criteria for Personal Leave:
        a. Personal leave is granted for matters limited to urgent legal, family or
          personal business which cannot be scheduled outside of school hours, to include the death of a person who is not a member of the immediate family, as defined below;
    b. Requests must be filed with the CSA at least five (5) school days in
    c. A personal day will not be granted on the first or last five days of school, an
          in-service day or scheduled parent/teacher conference days, or on days
        immediately preceding or following a scheduled school recess;
    d. The teacher must state the reason for his/her request (i.e., legal, family or
          personal matters);
        e. The CSA reviews and approves or disapproves all requests. In an emergency the CSA may waive restrictions and authorize an emergency personal day.
    C. Bereavement Leave
      Leave with pay following death in the "immediate family" (as hereafter defined) shall
      be granted for five (5) days following date of death. An extension may be granted at the sole discretion of the CSA provided that, during such additional time, pay shall be at a daily rate of 1/200
      th of the teacher’s annual salary less the substitute's daily rate established by the Board.

      Immediate family shall mean the teacher's spouse/domestic partner, as defined by the State of New Jersey, and the following relatives of the teacher or teacher's spouse/domestic partner: child, parent, brother, sister and grandparent, regardless of place of residence.

    D. Extended Leave Without Pay to Provide Care
    An extended leave of absence, without pay, of up to one (1) year may be granted for the purpose of caring for a sick member of a tenured teacher's "immediate family" as defined in paragraph (C). Requests for leave shall be for a maximum of the remainder of the school year or for the next entire school year. Unless required by law, no portion of the time spent on leave shall be counted toward fulfillment of any time requirements of seniority. Upon return from such leave, a teacher shall be reinstated to a position within his or her certification. Additional leave may be granted at the sole discretion of the Board. Benefit coverage will be maintained as provided by the State Family Leave Act, as well as, approved requests to utilize sick time. Teachers on this type of leave may continue benefit coverage at their expense at the group rate pursuant to the rules and regulations of the governing agency.
    Where possible, teacher(s) required to use preparation periods for co-planning purposes will still be entitled to at least two and a half hours (2 ½) of additional preparation time a week.

      E. Extended Leave Without Pay
        An extended leave of absence without pay may be granted for personal reasons for a maximum of a school year. Once granted the teacher can request an extension for an
        additional year. The granting of such requests will not be automatic but at the discretion of the Board. Teachers on Extended Personal Leave Without Pay may continue benefits at their expense at the group rate pursuant to the rules and regulations of the governing agency.

                          ARTICLE 8 BOARD RIGHTS
      The Board reserves to itself sole jurisdiction and authority over matters of policy and retains
      and reserves unto itself, without limitation, all the powers, rights, authority, duties and
      responsibilities conferred upon and vested in it by the Law and Constitution of the State of
      New Jersey and of the United States, by the decision of the courts of the United States and of
      the State of New Jersey, the Commissioner of Education and the State Board of Education of the State of New Jersey and by the Rules and Regulations of the State Board of Education and the State of New Jersey.

      The willingness of the Board to discuss matters which are within the sole prerogative of the Board shall not be deemed to constitute a waiver or relinquishment of any such prerogative.

      ARTICLE 9


      Teachers shall enjoy all of the rights granted under and by virtue of the provisions of Chapter 303 of the Law of 1968 as amended by Chapter 123 of the Laws of 1975 or under any laws of the State of New Jersey and the United States, and the Constitution of the United States and of the State of New Jersey. No teacher(s) shall be discriminated against, coerced, or reprimanded by virtue of the exercise of such rights.

      ARTICLE 10


      A. Work Year
        The teachers’ in-school work year shall begin no earlier than September 1 and end no later than June 30th. It shall consist of the following:
      -180 pupil contact days (as mandated by the State);
      - 1 orientation/planning/set-up day;
      - 3 professional days, or that equivalent, scheduled by the CSA.

      B. Length of Work Day

        A full-time teacher's work day shall begin at 8:15 a.m. and continue to 3:15 p.m. (7hours) with a duty-free lunch equal to that of the students. This time span constitutes a thirty-five (35) hour work week. The teachers' regularly scheduled classes shall begin no earlier than 8:25 am and shall not extend beyond 3:00 pm.

        If unusual circumstances should arise, the Association recognizes that the Board may, after consultation with the Association, alter these hours on a temporary basis.

        Teachers who agree to work outside of this contractual time will receive adequate notification. A waiver will be agreed to by the Association.

      C. Each teacher shall have a duty-free lunch period of the same length as the lunch period for
      students. The Board recognizes that no changes shall be made in the
      lunch period as it affects the teacher’s duty-free lunch unless first negotiated with the Association.

      D. Each full-time classroom teacher shall have thirty (30) minutes of preparation time daily. Part-time teachers shall receive the equivalent of fifteen (15) minutes preparation time daily. This fifteen (15) minutes equivalent may be assigned on a weekly basis as opposed to a daily basis. That is, a teacher working three (3) periods per day each day would be entitled to seventy-five (75) minutes of preparation time during the week. For teachers

        working full days but part-time, a minimum of fifteen (15) minutes shall be scheduled
        for preparation daily. Where possible, a teacher(s)who is required to use a preparation period for co-planning lessons will still be entitled to at least two and a half (2 ½) hours of additional preparation time per week.

      E. The Board recognizes that teachers would prefer not to have lunchtime supervision of students. However, the Board and Association recognize that continuity of assignment to lunch supervisory duty is a desirable approach. Recognizing these understandings the Board agrees that staff assigned to lunch duty will be guaranteed a duty-free lunch period and a preparation period.

        Furthermore, assignments to lunch supervisory duties will be designed to maintain
        continuity. The Board agrees to make every reasonable effort to assign a single teacher to
        the continuing daily assignment of overseeing and expediting lunch supervision. Addition­al teachers assigned to lunch supervision will be assigned on a regular basis, i.e., every
        Monday, or every Monday and Tuesday, or every Tuesday, etc. It is understood that
        whenever possible,
        teachers will be rotated annually in this assignment.

      F. General faculty meetings called for the teachers shall meet the 4th Tuesday of each month and shall not exceed 1 hour. Pedagogy and program development meetings shall be held on the 2nd Tuesday of each month and shall not exceed 1 hour.

      G. Full-time teachers shall sign in by initialing the sign-in board no later than 8:15 a.m. Full-
      time teachers staying beyond 3:15 p.m. do not have to sign out when leaving for the day.
      Teachers whose work day starts after and ends before the regular work day shall sign in
      and sign out by indicating their time of arrival and departure.

      ARTICLE 11


      A. All Board policies and procedures affecting terms and conditions of employment here-to-fore adopted and in existence as of the date hereof are hereby ratified, confirmed and incorporated herein by reference as though set forth herein at length.

      B. Posting of New Positions and Vacancies

        New positions requiring certificates and teacher vacancies will be posted in the teachers' lounge before advertised publicly.

      C. Successor Agreement
        The parties agree to enter into collective negotiations for a Successor Agreement in accordance with Chapter 303, Public Laws of 1968, as amended by Chapter 123 of Public Laws of 1975 in a good-faith effort to reach an agreement on all matters concerning the terms and conditions of the teachers' employment. Such negotiations shall begin not later than the time required by statute and code. Any agreement to be negotiated shall apply to all teachers (as defined in Article 1) be reduced to writing, be adopted by the Board and by the Association and be signed by their duly-authorized representative.
      D. There shall be twenty (20) equal pay periods per school year. All payments, with the exception of the final one in June shall be directly deposited into a bank account of the teacher’s choice. Teachers may opt for summer pay distribution. For those who do, one additional payment equal to the amount withheld over the course of the year will be made on or before June 30th of that same year.

      E Resignation/Reduction in Force of Tenured Teachers

        Tenured teachers may resign his/her position provided he/she gives the board of education written notice at least sixty (60)days in advance of the anticipated last day of service.
        The board of education will give at least sixty (60) days written notice of termination of employment to any tenured teachers who is affected by a reduction in force during the school year. Terms of resignation of non-tenured teachers are covered by this teacher contract.

        ARTICLE 12


      This agreement shall be effective July 1, 2010, and shall continue in effect through June 30, 2013. 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.
      IN WITNESS WHEREOF, the parties have hereunto caused this Agreement to be signed by their respective Presidents, attested to by their respective Secretaries and their corporate seals to be placed hereon, all on the day and year first above written.

      Attest: Board of Education of the Borough Alpine, New Jersey

      _________________________________ By___________________________________________________


      Attest: Alpine Education Association

        ____________________________ By_________________________________________


        Negotiation Unit Grievance Form

        1. Name of person filing grievance_

        2. Date of grievance submitted to CSA_

        3. Specific language and section of the Agreement, Board Policy or Administrative Decision Alleged to have been misinterpreted, misapplied, or violated.

        4. A description or explanation of the action that caused the misinterpretation, misapplication or violation (include date of occurrence and who was involved).

        5. Specify who was aggrieved (individual or association or both).

        6. Indicate the desired remedy.

        Signature of person filing grievance (same as in #1)


        Response of


        SCHEDULE A 2010-2011
        Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
        1 41,000 41,500 42,250 45,050 47,050 49,050 51,250
        2 42,435 42,935 43,685 46,485 48,485 50,485 52,685
        3 43,920 44,420 45,170 47,970 49,970 51,970 54,170
        4 45,457 45,957 46,707 49,507 51,507 53,507 55,707
        5 47,048 47,548 48,298 51,098 53,098 55,098 57,298
        6 48,995 49,495 50,245 53,045 55,045 57,045 59,245
        7 51,210 51,710 52,460 55,460 57,460 59,460 61,660
        8 53,002 53,502 54,252 57,252 59,252 61,252 63,452
        9 55,257 55,757 56,507 59,507 61,507 63,507 65,707
        10 57,791 58,291 59,041 62,041 64,041 66,041 68,241
        11 60,814 61,314 62,064 65,064 67,064 69,064 71,264
        12 62,943 63,443 64,193 67,193 69,193 71,193 73,393
        13 65,646 66,146 66,896 69,896 71,896 73,896 76,096
        14 68,443 68,943 69,693 72,693 74,693 76,693 78,893
        15 71,339 71,839 72,589 75,589 77,589 79,589 81,789
        16 74,336 74,836 75,586 78,586 80,586 82,586 84,786
        17 77,437 77,937 78,687 81,687 83,687 85,687 87,887
        18 80,648 81,148 81,898 84,898 86,898 88,898 91,098

        OVER 2009-2010 SALARY

        SCHEDULE B 2011-2012
        Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
        1 41,500 42,000 42,750 45,550 47,550 49,550 51,750
        2 42,435 42,953 43,729 46,627 48,697 50,767 53,044
        3 43,920 44,438 45,214 48,112 50,182 52,252 54,529
        4 45,457 45,975 46,751 49,649 51,719 53,789 56,066
        5 47,048 47,566 48,342 51,240 53,310 55,380 57,657
        6 48,695 49,213 49,989 52,887 54,957 57,027 59,304
        7 50,710 51,227 52,004 54,902 56,972 59,042 61,319
        8 53,002 53,520 54,296 57,401 59,471 61,541 63,818
        9 54,857 55,375 56,151 59,256 61,326 63,396 65,673
        10 57,191 57,709 58,485 61,590 63,660 65,730 68,007
        11 59,814 60,332 61,108 64,213 66,283 68,353 70,630
        12 62,943 63,460 64,236 67,341 69,411 71,481 73,758
        13 65,146 65,663 66,439 69,544 71,614 73,684 75,961
        14 67,943 68,461 69,237 72,342 74,412 76,482 78,759
        15 70,839 71,356 72,132 75,237 77,307 79,377 81,654
        16 73,836 74,353 75,129 78,234 80,304 82,374 84,651
        17 76,937 77,455 78,231 81,336 83,406 85,476 87,753
        18 80,148 80,665 81,441 84,546 86,616 88,686 90,963

        OVER 2010-2011 SALARY
        SCHEDULE C 2012-2013

        Step BA BA+15 BA+30 MA MA+15 MA+30 MA+45
        1 42,000 42,500 43,250 46,050 48,050 50,050 52,250
        2 42,953 43,470 44,246 47,144 49,214 51,284 53,561
        3 43,920 44,456 45,259 48,259 50,401 52,544 54,900
        4 45,457 45,993 46,796 49,796 51,938 54,081 56,437
        5 47,048 47,584 48,387 51,387 53,529 55,672 58,028
        6 48,695 49,231 50,034 53,034 55,176 57,318 59,675
        7 50,399 50,935 51,738 54,738 56,880 59,023 61,380
        8 52,485 53,020 53,824 56,823 58,966 61,108 63,465
        9 54,857 55,393 56,196 59,410 61,553 63,695 66,052
        10 56,777 57,313 58,116 61,330 63,473 65,615 67,972
        11 59,193 59,729 60,532 63,746 65,888 68,031 70,387
        12 61,908 62,443 63,247 66,460 68,603 70,745 73,102
        13 65,146 65,681 66,485 69,698 71,841 73,983 76,340
        14 67,426 67,961 68,765 71,978 74,121 76,263 78,620
        15 70,321 70,857 71,660 74,874 77,016 79,159 81,515
        16 73,318 73,854 74,657 77,871 80,013 82,156 84,512
        17 76,420 76,955 77,759 80,973 83,115 85,257 87,614
        18 79,630 80,166 80,969 84,183 86,325 88,468 90,824

        OVER 2011-2012 SALARY

        SCHEDULE D
        OVERNIGHT (per night)
        CURRIC CLUBS (20wks)
        CURRIC CLUBS (40wks)
        SUPERVISION (per hr)
        CHAPERONE (per hr)

        Alpine BE and Alpin EA 2010.pdf