AGREEMENT BETWEEN THE CALDWELL-WEST CALDWELL EDUCATIONAL
SECRETARIES ASSOCIATION AND THE CALDWELL-WEST CALDWELL
BOARD OF EDUCATION FOR THE SCHOOL YEARS 2004 - 2005 2005 - 2006 2006 - 2007 - 13 -AGREEMENT BETWEEN CALDWELL-WEST CALDWELL EDUCATIONAL SECRETARIES ASSOCIATION AND CALDWELL-WEST CALDWELL BOARD OF EDUCATION
PREAMBLE
THIS AGREEMENT is made and entered into this 1st day of July, 2004, by and between the
BOARD OF EDUCATION CALDWELL-WEST CALDWELL, County of Essex, New Jersey, hereinafter referred to as the "Board", and
THE CALDWELL-WEST CALDWELL EDUCATIONAL SECRETARIES ASSOCIATION, CALDWELL, affiliated with the New Jersey Education Association and hereinafter referred to as the "Association".
WHEREAS, pursuant to the requirements of the New Jersey Employer-Employee Relations Act (N.J.S.A.34:13A), agreements reached between public employees and the majority representative of an appropriate unit shall be embodied in writing and signed by authorized representatives; and
WHEREAS, agreement has been reached between the Board and the Association, the Association being the recognized majority representative of the unit of the Board's employees consisting of secretarial and clerical personnel;
NOW THEREFORE, it is mutually agreed between the Board and the Association as follows:
ARTICLE I RECOGNITION
A. The Board recognizes the Association as the sole and exclusive representative for collective negotiations with respect to terms and conditions of employment of secretarial and clerical personnel under contract for full-time or regularly scheduled part-time employment on ten or twelve month basis but limited to:
SECRETARY I
SECRETARY II
LIBRARY/CLERICAL ASSISTANTS
Excluded from the bargaining unit are secretaries in the Superintendent's office, the Director of Instructional Services’ office, the Board Secretary's office, confidential secretaries, and temporary or part-time secretaries not contracted for regularly scheduled employment.
B. The Parties agree to enter into collective negotiations over a successor Agreement in accordance with N.J.S.A. 34:13A. Negotiations shall begin at a mutually agreeable date, but not later than April 15th of the year in which the contract expires. Any Agreement so negotiated shall apply to all members of the bargaining unit, be reduced to writing, and be signed by the Board and the Association.
C. This Agreement shall be binding upon the Parties heretofore and their successors.
D. There shall be no discrimination by either Party for any reason including membership or lack of membership in the Association, age, sex, race, creed, religion, color, or national origin.
ARTICLE II GRIEVANCE AND ARBITRATION PROCEDURE
A. Definition
A "grievance" is an appeal by a secretary/clerk upon the interpretation, application or violation of policies, agreements or administrative decisions affecting that secretary/clerk.
The association may file a class action grievance as soon as the grievance is signed by at least one of the offended parties on behalf of the group or class.
Grievances pertaining to Association rights may be initiated by a representative of the Association.
A secretary/clerk shall have the right to present his/her own appeal or to designate another person or representative of his/her own choosing to appear with him/her at any step in his/her appeal.
When a secretary/clerk is not represented by the Association, the Association shall have the right to be present at the Board of Education hearing and to state its views.
B. Purpose
The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may, from time to time, arise affecting the terms and conditions of employment of secretaries /clerks. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
Nothing herein contained shall be construed as limiting the right of any secretary/clerk having a grievance to discuss the matter informally with the appropriate member of the administration, and having the grievance adjusted without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
C. Procedure
1. The secretary/clerk shall appeal, in writing, using grievance forms within ten (10) school days of the alleged grievance or within ten (10) school days of his/her knowledge of the alleged grievance, in sequence to the Supervisor, where applicable, Principal, and Superintendent of Schools. The secretary/clerk shall inform the Association at any step. A copy of the written grievance and responses shall be forwarded to the Association at each step of the grievance procedure.
2. The secretary’s/clerk’s request to the Board of Education for a hearing shall be submitted in writing through the designated representative(s) of the Association to the Superintendent of Schools and shall include a statement of the nature of the appeal and a detailed account of all the facts upon which the appeal is based.
3. There shall be a period of not more than ten (10) school days in each appeal sequence as outlined above. The number of days may be extended by mutual agreement.
4. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be a waiver of further appeal of the decision.
5. Any and all secretary/clerk grievants 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.
D. When the case is heard by the Board of Education, an opportunity shall be given to present any relevant and material evidence, and a full discussion shall take place. The Board of Education shall, at said hearing or by independent investigation, seek to secure all evidence pertinent to the appeal. Copies of the said proceedings shall be distributed to the secretary/clerk and his/her representatives. The Board of Education will forward, through the Superintendent of Schools, a written response to the secretary/clerk within ten (10) school days following the hearing.
E. Should both the Board and the Association be willing, appeals to the Board, made in accordance with this procedure, may be presented to a neutral party agreeable to both parties for purposes of attempting to obtain settlement by the parties.
Decisions or recommendations made by the neutral party shall not be binding on either the Board or the Association. The fees and expenses of this neutral party will be shared equally by the Board and the Association.
ARTICLE III EMPLOYEE RIGHTS
A. Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public.
B. No material derogatory to an employee’s conduct, service, character, or personality shall be placed in a personnel file unless the employee has had an opportunity to review such material and affix his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee shall also have the right to submit a written answer to such material, and said answer shall be attached to the file copy.
C. Each employee may review and initial the contents of his/her personnel file. An appointment must be made with the Superintendent’s office to review said files. Each employee shall have the right to petition the Board for removal of materials.
Nothing contained herein shall be construed to deny or restrict any employee such rights as he/she may have under New Jersey school law, statutes, and Federal laws, rules, and regulations.
ARTICLE IV ASSOCIATION RIGHTS
A. When any officer, 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 in pay.
B. The Board recognizes the right of the Association to designate officers and representatives of the Association on matters arising under this Agreement to the extent permitted therein. The Association shall advise the Board as to the identity of the officers.
C. The President of the Association or his/her designee may be permitted to transact official Union business on school property at reasonable times provided that prior permission has been obtained from the Superintendent, in writing, when possible.
D. The Association may have the right to use school buildings at reasonable hours for meetings provided that prior permission has been obtained from the Superintendent, in writing, when possible.
The Association shall advise the Board as to the identity of the officers.
ARTICLE V MANAGEMENT RIGHTS
Nothing in this agreement shall be construed to diminish or remove from the Board the authority vested in it by the New Jersey Statutes Title 18A.
ARTICLE VI HEALTH BENEFITS
Unit members who are regularly employed under ten-month or twelve-month contracts to work twenty (20) or more hours per week shall receive the following health benefits:
A. Full coverage for medical-surgical, major medical, and Rider J, health insurance or its equivalent, as provided by the Board, is to be in effect for educational secretaries unit employees at Board of Education expense for the term of this Agreement.
B. Dental Insurance Coverage will be full family coverage for 100% Preventive and Diagnostic Plan for the term of this Agreement.
ARTICLE VII VACATION ALLOWANCES
A. Secretarial/Clerical (10-Month Employees) - September 1 to June 30
Ten-month employees will be granted vacations with full pay on all days when the schools are not in session for pupils, from the first to the last day of recorded attendance. Ten-month employees will work on all work days in September before and in June after, the first and last days of recorded pupil attendance, respectively.
B. Secretarial/Clerical (12-Month Employees) vacation entitlement for twelve-month employees, after one full year of service, shall be ten days with pay for those employees with up to five years of service; fifteen days with pay for six to ten years of service, and twenty days with pay for eleven or more years of service.
Twelve-month unit employees and ten-month unit employees who become twelve-month unit employees and who were in the employ of the Board prior to July 1, 1998 shall receive vacation benefits as set forth below.
After one full year's service, July 1 to June 30 of the succeeding year, a full-time employee will be entitled to four weeks vacation with pay. Up to three weeks vacation, but no less than two weeks vacation, should be scheduled by mutual agreement between the supervisor and the secretary during the period designated by the Superintendent, usually the month of July and the first two weeks in August. Twelve-month secretaries may take up to three (3) vacation days at any time during the school year with prior approval of their supervisor and two weeks advance notice. Full time employees, with part of the year service, will be allowed that proportion calculated on the basis of 1 and 2/3 days per month to which their employment prior to July 1 entitles them. An employee whose services are terminated by the employer prior to June 30 will be entitled to severance pay for that proportion of the vacation that has been earned. There will be no carry-over of vacation days from year to year and, if not taken, they are lost. Vacation days taken in excess of the prescribed proportionate allowances will be charged against the employee if he/she terminates his/her services of his/her own volition. Vacation periods must be scheduled so that they will cause the least practical interruption in the work program. As a general rule, vacation priorities will be granted on the basis of seniority. Deviations in the above listed vacation schedules, but not in the number of days allowed, may occur by prior agreement between the Superintendent's office and employees.
C. Changing from a 10-month to 12-month Position When a member of the Caldwell-West Caldwell Educational Secretaries Association changes his/her position from a 10-month position to a 12-month position, he/she shall be entitled to an additional 10 days of paid vacation during the months of September to June, inclusive on days when the schools are not in session, and with the approval of his/her immediate supervisor.
ARTICLE VIII ABSENCES
A. Personal Illness and Personal Business Day Full-time ten-month employees shall be allowed 12 days absence, and full-time twelve-month employees shall be allowed 14 days absence in any school year for personal illness without deduction of pay. Less-than-full-time Unit employees shall be entitled to prorated personal illness days. The number of unused days in any year shall accumulate from year to year so long as employment is continuous.
Prior to September 30 of each contract year, employees shall be given a written accounting of accumulated unused sick leave days.
Upon request filed in advance (emergencies excepted), a maximum of two (2) days in a year of unused sick leave entitlement may be granted by the Superintendent or Secretary/Business Administrator according to the responsibility of employee, without deduction of pay, for personal matters that are of such pressing and immediate importance that they cannot be postponed or performed after employment hours.
The Superintendent of Schools or Secretary/Business Administrator may request certification by a properly licensed doctor for consecutive illness if absence exceeds five days or more.
B. Maternity/Child Care Leave
1. An employee shall be granted sick leave for the period of disability associated with pregnancy and birth in accordance with the terms of the Federal Family and Medical Leave and the State Family Leave Acts. The employee shall be entitled to her annual and accumulated sick leave, with pay, during the period of absence due to her actual disability.
2. When an employee becomes aware of her pregnancy, she shall notify the Superintendent of Schools, through the Board Secretary/Business Administrator, indicating the tentative birth date. Arrangements will then be made for the employee's leave of absence.
A maternity leave of absence shall begin and be for a period of time designated by the Superintendent of Schools, in consultation with the employee, and with the written approval of the employee's physician.
An employee who has been granted a maternity leave shall, before she is permitted to return to active duty, undergo examination by a physician of her choice certifying that she is able to perform her duties in a proper manner, which certification shall be forwarded to the Board of Education physician for review. Following any difference of medical opinion between the Board’s physician and the employee's physician, the two physicians shall mutually select a third physician who shall review and decide the matter.
In the event of a miscarriage, still birth, or other unfortunate event, the employee shall have the right to return to work. If the employee on leave has been replaced by a person under contract, 60 days notice must be given to the Board of Education.
3. Maternity/Child Care Leave shall be granted for a period of up to the end of the contract year in which the child was born. An additional year shall be granted upon the request of a tenured employee.
4. Anyone who accepts Maternity/Child Care leave in any given year is given credit on the salary guide for a full year upon returning to the District provided that person has completed more than 50% of the work days in the year in which the leave was taken.
5. Any employee adopting a pre-school age child shall receive similar child care leave which shall commence upon receiving de facto custody of the child or earlier, if necessary, to fulfill the requirements for the adoption.
6. Paternity Leave - A male employee shall be granted one day's absence, with pay, at the time his wife gives birth to a child or a child is adopted.
C. Death in the Immediate Family Absence not to exceed five (5) working days for each instance shall be allowed, without loss of pay, by the Superintendent or Board Secretary/Business Administrator according to the responsibility of employee, in case of death in the immediate family. In general, immediate family shall be defined as mother, father, wife, husband, son, daughter, brother, sister, or a member of the employee's household, and such other person as may be a close family relationship to the employee and is approved by the Superintendent or Board Secretary/Business Administrator as falling within this category.
D. Holidays The additional ten days paid vacation that the twelve-month employee is granted from July 1 to June 30 shall not be reduced by the specific days on which schools are closed, such as the day following Thanksgiving or other holidays.
When a legal holiday falls on a Monday during a school vacation, such as Presidents’ Day, all twelve-month employees shall be given the holiday and not be charged a vacation day.
If a legal holiday falls on a Saturday or Sunday, the day before Saturday or the day after Sunday shall be given off and not charged as a vacation day.
ARTICLE IX NOTIFICATION OF INTENTION TO RE-EMPLOY
Secretaries/clerks shall be notified in writing of their contract and salary status for the ensuing year no later than May 30.
ARTICLE X NOTIFICATION OF POSITION VACANCY
When a vacancy occurs in a secretarial or clerical staff position, notice of vacancy shall be posted in each building. During the summer months, the Superintendent or Board Secretary/Business Administrator will notify the President of the Association of the vacancy. All summer work shall be posted in the same manner.
ARTICLE XI
TRANSFER OF TENURED EMPLOYEE
Any secretary/clerk employee under tenure, who is transferred or promoted to another position, shall, in the event that the employment in such a new position is terminated, be returned to his/her former position at the salary which he/she would have received had the transfer or promotion not occurred together with any increase to which he/she would have been entitled during the period of such transfer or promotion.
ARTICLE XII WORKSHOPS
The Board shall reimburse payment of registration fees and mileage for school secretarial/ clerical personnel who attend job-related secretarial/clerical workshops, conferences, and seminars during the school year providing attendance is recommended by the Supervisor and prior approval is obtained from the Superintendent of Schools.
Any full time secretary shall be granted permission to attend the annual convention of the New Jersey Education Association in accordance with State law for a period of not more than two days upon application to the Superintendent of Schools through his/her building administrator using the established request forms and presenting proof of attendance. The days of the NJEA Convention will remain as scheduled work days for 12 month secretaries
ARTICLE XIII IN-SERVICE TRAINING
A. The Board will provide a staff development in-service program for all secretaries sometime between September 1 and June 30 of each school year on a day designated by the Superintendent.
B. The Board shall provide computer in-service training for all secretaries covered by this Agreement. Secretaries who attend such workshops, other than during regular work hours, shall receive compensation at the rate of eighty (80) dollars per day.
ARTICLE XIV SPECIAL MEETINGS
A. Special meetings may be scheduled by the Secretaries Association one-half hour before the latest departing time upon approval by the Superintendent.
ARTICLE XV
HOURS OF EMPLOYMENT
A. The number of hours worked per day, by category, for secretarial/ clerical personnel is as follows: 12-month employees - 7 hours; 10-month employees - 6 ½ hours; and 10-month Library Assistants/Clerks - 6 ½ hours, exclusive of one hour for lunch.
B. Hours of employment of incumbent employees in Library Assistant and Clerical Assistant positions on June 30, 1998 shall continue as in 1997-1998 year.
ARTICLE XVI UNUSED ACCUMULATED SICK LEAVE
A. Employees retiring from the District shall receive reimbursement for unused sick day entitlement earned while in the employ of the Board. Reimbursement of unused sick leave is provided upon activation of pension from the Public Employees Retirement System or Essex County Pension Fund at the rate of fifty-four dollars ($54.00) per day for hundred percent (100%) of accumulated days to a maximum of eight thousand six hundred forty ($8,640) dollars. This shall apply to retirement from active employment in a public school system. Deferred retirement is not eligible. To qualify for payment, employees shall give two months advance notice to the Board, except that this requirement shall be waived in case of certified illness or documented emergency.
B. In the event an employee, who would have otherwise qualified for retirement under the State Pension Plan and would have received pension benefits, dies while in the employ of the District, the estate of that employee shall be paid the reimbursement amount for unused sick days as determined by the provisions of this Article.
ARTICLE XVII PROFESSIONAL DEVELOPMENT
A. The Board of Education agrees to reimburse secretarial/clerical personnel for tuition costs at an accredited institution for courses related to the secretary's work and function up to a maximum of six (6) credits per year. The Board will refund the secretary's tuition up to the amount charged per credit by the state colleges of New Jersey (Rutgers University). All courses must be approved by the Superintendent of Schools and must be successfully completed for reimbursement. There shall be no salary increment for completion of courses.
B. Any member of the secretarial /clerical unit who achieves a Baccalaureate Degree (B.A ) during the contract year shall receive a salary increment advance during current year.
C. The Board shall provide up to one (1) week of training/mentoring to all new employees.
ARTICLE XVIII REPRESENTATION FEE
A. The Association and the Board agree that each employee covered by this Agreement retains the right to join the Association or to refrain from joining the Association.
B. Any employee who does not become a member of the Association in any membership year which is covered in whole or in part by this Agreement shall be required to pay a representation fee to the Association for that membership year. The purpose of said fee shall be to offset the non-member's per capita cost of representation services rendered by the Association.
C. The Board agrees to deduct from the pay of each employee member of the Association, upon presentation of written authorization for such deduction in a form acceptable to the Board, initiation fees as certified by the Association and, during each calendar month, the amount of monthly Association dues. The Board further agrees to deduct from the pay of each employee required to pay a representation fee (under the conditions of Paragraph B, above) such amounts, each month, to be legally established by the Association for non-Association members of the bargaining unit. Such representation fee shall not exceed eighty-five percent (85%) of the legal maximum of the regular membership dues, fees, and assessments. Deductions made pursuant hereto shall be remitted by the Board to the Association not later than the twenty-fifth (25th) day of each month, together with a list of employees from whose pay such deductions were made. A copy of such list shall also be delivered to the Association President.
D. The Association agrees to certify to the Board, prior to the start of each year, the amount of the representation fee for each class of employee covered by this Agreement. The Association will also certify to the Board that the assessed amounts do not exceed the legal maximum deduction and do not include any amount of dues, fees, and assessments that are expended by the Association or its affiliates for partisan political or ideological activities or causes that are incidentally related to terms and conditions of employment or applied toward the cost of benefits available only to members of the Association. The Association will also certify to the Board that it has in place a demand and return system to provide for appeal to the Association by non-Association bargaining unit employees of the assessed representation fee.
E. The Board shall notify the Association of the names, job titles, and dates of employment of all new employees who are employed in bargaining unit positions within thirty (30) days of the first effective date of their employment.
F. The Association shall submit to the Board a list of those bargaining unit employees who are not members of the Association and from whose pay the representation fee deductions are to be made. Following notification, the Board will deduct the representation fee from the paychecks of said employees.
G. The Association shall indemnify and hold the Board harmless against any and all claims, demand, suits, and other forms of liability, including liability for counsel fees and other legal costs and expenses, that may arise out of or by reason of any action taken or not taken by the Board in conformance with the provisions of this Article.
ARTICLE XIX
SAVINGS CLAUSE
A. It is understood and agreed that if any provision of this Agreement or the application of such provision to any person or circumstance is held to be contrary to law, the remainder of this Agreement or the lawful application of such provision to other persons or circumstance shall not be affected thereby, and shall continue in full force and effect.
ARTICLE XX SALARIES
A. The Salary Schedule for secretarial and clerical personnel is set forth in Schedule A which is attached hereto and made a part hereof.
B. All increments and guide improvements are based on merit and are to be granted only with the approval of the Board of Education on recommendation of the administration.
C. Salary rate for ten-month employees who work during summer months:
A ten-month employee who is employed during the months of July and/or August shall be paid at the rate of the contract salary for the ensuing year.
D. When a member of the Caldwell-West Caldwell Educational Secretaries Association is temporarily assigned to a higher pay position, his/her salary shall be adjusted on the same step at the higher level category commencing on the sixth day of employment with retroactive adjustment to the first day.
E. Longevity based upon number of completed years of service in Caldwell-West Caldwell as of July 1:
2004-2005 2005-2006 2006-2007
15 – 19 years of district service $600 $900 $1,100
20 – 24 years of district service $800 $1,100 $1,300
25+ years of district service $1,000 $1,300 $1,500
ARTICLE XXI
DURATION OF AGREEMENT
A. This Agreement shall be effective July 1, 2004, and shall continue in effect through June 30, 2007, as the Parties hereby attest:
For the Caldwell-West Caldwell Educational Secretaries Association:
Kathy Heinis, President Date
Althea Colacurcio, Member Date
Barbara Walsh, Vice President Date
For the Caldwell-West Caldwell Board of Education:
Mary Davidson, President Date
Ronald Skopak, Board Secretary/ Date
School Business Administrator
SCHEDULE A CALDWELL-WEST CALDWELL SCHOOL DISTRICT
SECRETARIAL AND CLERICAL SALARY SCHEDULE 2004-2005 SCHOOL YEAR
SECRETARY 1 SECRETARY 2 LIBRARY/CLERICAL
LEVEL 12 MO 10 MO 12 MO 10 MO 10 MO
1 39,253 31,000 37,861 30,092 28,607
2 39,578 31,280 38,186 30,342 28,857
3 39,919 31,560 38,527 30,604 29,118
4 40,259 31,840 38,867 30,866 29,380
5 40,600 32,120 39,207 31,138 29,642
6 40,940 32,420 39,548 31,389 29,904
7 41,281 32,750 39,888 31,651 30,166
8 41,621 33,080 40,229 31,913 30,428
9 41,961 33,410 40,569 32,175 30,690
10 42,302 33,760 40,910 32,437 30,952
11 42,642 34,110 41,250 32,699 31,213
12 42,983 34,460 41,591 32,961 31,475
13 43,323 34,810 41,931 33,223 31,737
14 43,664 35,160 42,271 33,484 31,999
15 44,104 35,510 42,612 33,846 32,461
16 44,545 35,860 43,052 34,208 32,923
Off Guide: Secretaries above Level 16 of the Salary Guide are considered Off Guide and receive
their prior year’s salary plus the following Off Guide amount:
12 month $1,775
10 month $1,550
Note: Due to the compression of the Salary Schedule from 19 to 16 steps, one employee, Secretary 1 –
10-month, Step #18 on the 2003-04 Salary Schedule, shall move off guide at a salary of $35,860, an increase of $1,860. All other secretaries will follow off guide amounts indicated above.
Hourly Rate: $18.65, Assistant Secretary
Longevity: For those employees who have completed the following years of service as of July 1 for
12-month employees and September 1 for 10-month employees of the contract year, the
following amounts of salary compensation shall be provided:
15 – 19 years of district service $600
20 – 24 years of district service $800
25+ years of district service $1,000SCHEDULE A CALDWELL-WEST CALDWELL SCHOOL DISTRICT
SECRETARIAL AND CLERICAL SALARY SCHEDULE 2005-2006 SCHOOL YEAR
SECRETARY 1 SECRETARY 2 LIBRARY/CLERICAL
LEVEL 12 MO 10 MO 12 MO 10 MO 10 MO
1 40,450 31,900 39,001 31,179 29,614
2 40,783 32,231 39,333 31,410 29,844
3 41,136 32,583 39,685 31,681 30,115
4 41,488 32,935 40,037 31,952 30,386
5 41,841 33,287 40,389 32,223 30,657
6 42,193 33,639 40,742 32,494 30,928
7 42,546 33,991 41,094 32,765 31,200
8 42,898 34,343 41,447 33,036 31,472
9 43,250 34,695 41,799 33,307 31,744
10 43,602 35,047 42,152 33,578 32,016
11 43,954 35,399 42,504 33,849 32,288
12 44,356 35,771 42,856 34,120 32,560
13 44,858 36,173 43,258 34,392 32,922
14 45,380 36,575 43,660 34,766 33,404
15 45,902 37,077 44,162 35,140 33,886
Off Guide: Secretaries above Level 15 of the Salary Guide are considered Off Guide and receive
their prior year’s salary plus the following Off Guide amount:
12 month $1,325
10 month $1,050
Hourly Rate: - $19.30, Assistant Secretary
Longevity: For those employees who have completed the following years of service as of July 1 for
12-month employees and September 1 for 10-month employees of the contract year, the
following amounts of salary compensation shall be provided:
15 – 19 years of district service $900
20 – 24 years of district service $1,100
25+ years of district service $1,300
SCHEDULE A CALDWELL-WEST CALDWELL SCHOOL DISTRICT
SECRETARIAL AND CLERICAL SALARY SCHEDULE 2006-2007 SCHOOL YEAR
SECRETARY 1 SECRETARY 2 LIBRARY/CLERICAL
LEVEL 12 MO 10 MO 12 MO 10 MO 10 MO
1 41,819 33,129 40,311 32,115 30,458
2 42,137 33,461 40,643 32,346 30,710
3 42,481 33,813 40,987 32,585 30,992
4 42,847 34,165 41,351 32,866 31,274
5 43,211 34,517 41,715 33,146 31,556
6 43,576 34,869 42,080 33,427 31,838
7 43,941 35,221 42,445 33,707 32,120
8 44,309 35,574 42,810 33,989 32,403
9 44,731 35,926 43,176 34,269 32,685
10 45,153 36,298 43,540 34,550 32,967
11 45,597 36,672 43,905 34,890 33,249
12 46,047 37,044 44,270 35,234 33,611
13 46,523 37,447 44,638 35,579 33,974
14 47,074 37,850 45,189 35,964 34,457
15 47,629 38,362 45,739 36,348 34,958
Off Guide: Secretaries above Level 15 of the Salary Guide are considered Off Guide and receive
their prior year’s salary plus the following Off Guide amount:
12 month $1,400
10 month $1,125
Note: Due to the compression of the Salary Schedule, one employee, Secretary 2 –10-month, Step #15 on the 2005-06 Salary Schedule, shall move off guide at a salary of $36,348, an increase of $1,208. All other secretaries will follow the off guide amounts indicated above.
Hourly Rate: $19.98, Assistant Secretary
Longevity: For those employees who have completed the following years of service as of July 1 for
12-month employees and September 1 for 10-month employees of the contract year, the
following amounts of salary compensation shall be provided:
15 – 19 years of district service $1,100
20 – 24 years of district service $1,300
25+ years of district service $1,500
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